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Voices 2023 (Sneak Peak) - Context is KING · The Business of Alignment - Powered by The E1B2 Collective

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  Voices 20:23. It's upon us.
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  I'm excited and you should be excited.
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  I think what a lot of leaders today don't understand is the
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  power of structure, the power of great questions and the power of
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  honesty and I'll get to that in a moment.
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  But remember those three things because I may forget them and
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  that's a real, that's the reality, is that a joke as I've
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  always said when I think this is important to to own this and and
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  appreciate this about myself because it's what makes me Worse
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  idea. What significant add and so I
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  quite literally may forget, that's that was not a, that was
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  not a joke, but moving forward, 20 voices. 2023 is upon us.
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  I'm excited. I'm blessed to have the
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  opportunity to speak. I'm excited to travel to New
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  York. I'm excited to meet some of the,
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  the fellow speakers. The the fellows facilitators.
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  I'm excited to have the opportunity to collaborate to,
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  to engage to bring value. I'm going to I'm excited for the
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  topic. I think, I think the amazing
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  work that we're doing a top employers fits right in with the
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  theme and the focus of the content and and I'm blessed.
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  And so, I think what I want to do today is I want to kind of
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  give a little bit of a sneak preview, like my third sneak
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  preview of what's to expect once you Once you have the, the
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  luxury, the opportunity, from being confident of hearing, my
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  perspectives and and and understanding how I'm looking at
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  internal comms and as as it integrates with employee
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  experience and how both kind of meet and marry each other
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  because that's like the the consensus of the of the fireside
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  chat voice to 2023 brought to you by step base, do a little
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  plug. The the punchline of my
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  particular piece is that we're trying to find ways that we can
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  authentically. Kate with fellow employees with
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  fellow leaders externally as well.
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  And make sure that everyone understands that this is a great
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  company to work for. This is a this is a top
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  organization to be a part of and the in these are the best
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  practices and principles that can allow us to get to that
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  point. And I think a lot of companies
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  don't want to do the hard work and I think when my job is doing
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  the voices 2023 keynote, that's another plug is to have an
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  opportunity to provide that value shared those Perspectives
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  and get real. And so, with this particular
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  episode of, what I want to do is I want to cover the 90-minute
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  one-on-ones and the five to ten categories that I think every
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  single organization to think thoughtfully about as everyone
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  listening. Those, I had an organization
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  called Beyond brand and what we were doing with Beyond Brandon
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  and frankly what we're still trying to accomplish in the
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  world is we are trying to get organizations to wake up and
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  realize that there are certain categories that you must Unpack
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  that you must understand that you must analyze.
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  And when I say must what I'm in analyze, what I'm referring to
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  is there are certain categories that you must know understand
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  about term employees and you should keep up two to three
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  month pulse on each one of those.
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  And never, and that inevitable categories.
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  It's a must. And I think there are certain
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  categories that should be unpacked, only a 90 minute
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  conversation. These categories are connected
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  to driving massive engagement, and a positive.
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  Perspective on the employee experience in these and if the
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  organizations are unpacking these categories and makes your
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  organization in my eyes and frankly, more importantly in the
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  employees heís, a top employer, a company that everyone's
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  excited to work for, right? And so that's kind of the the
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  main factor. They are what I want to explain
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  it, so I guess we should probably hop in.
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  I'm just trying to figure out there's anything else from a
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  context perspective, I should provide.
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  Nope, let's hop, hop it. So 90 minute meetings, Five to
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  ten categories. What are you going to talk
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  about? Right?
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  So I'll give you a few examples. I believe organizations, every
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  single day of the week should be thinking about, how can we
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  engage with our people better. How can we internally
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  communicate internally build better relationships?
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  How can we get to know the preferences?
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  The needs of our people better? Here's an example, career
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  mapping. How can we keep a firm pulse on
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  the career mapping needs the career mapping perspectives and
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  the career mapping. Desires of every single employee
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  at the company today. How can we do that?
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  I think a 90-minute conversation will go a long way.
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  It'll go a long way to genuinely, understand that Sarah
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  and accounting is obsessed with HR but she's also obsessed with
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  marketing. And so, maybe since we don't
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  have an employer branding initiative, we want to give
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  Sarah that opportunity to test things out, create an MVP show,
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  her chops show the the perspectives and the value in
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  the points of view, she has in the in the medium and she Allow
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  her to start collaborating with HR and collaborating with
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  marketing and we'll allowed her to bring it in.
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  VP of a employer branding model to the organization, that is a
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  tangible outcome that that exists during a very simple
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  career, mapping 90-minute conversation.
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  These are things that I believe if we're talking pure internal
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  Communications. If we're talking pure leaders
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  building Relationships by internally communicating
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  internally, trying to understand that is one major factor in
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  category that so many organizations.
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  Need to understand if you're a leader listening today.
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  Do you know where every single one of the employees that you
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  lead that are at your agreement organization?
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  Do you know their next five years for the next five to ten
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  moves professionally where they want to go, what they want to
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  do, what they need to learn who they need need to connect with,
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  do you know those things? And if so do you have them
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  stored somewhere and then are you acting upon that?
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  Are you working effortlessly to try to?
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  Stand who they are trying to connect them with whoever they
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  want to connect with trying to teach them what they want to
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  learn and put them in the position to bring value.
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  And it's always your best idea as a leader to do that because
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  inevitably is going to help the company.
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  It's going to help you as a leader, most likely get
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  promoted. It's going to help the
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  organization in the bottom line and it's going to help the
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  overall engagement. Nothing.
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  This is a big factor that many managers many VPS.
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  Many c-suite leaders. Are just missing the mark on.
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  Another category. How are each individual inside
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  the company? How are they thinking about
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  onboarding would have our own boarding preferences and needs
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  saddle, right? I've pushed so many
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  organizations when you hire someone.
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  Prior to going through onboarding, I believe it should
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  be a 20 30 minute conversation to say here is our standard
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  onboarding process that we've developed that works for us.
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  Is there anything about your past onboarding experiences that
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  really behooved you that helped you that was contextual or
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  unique to you? That you would like to bake into
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  our process here? Is there anything you can think
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  of That's simple conversation, that's simple.
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  Internal communication, from a manager to an employee, to a new
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  hire that can really increase the overall perspective.
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  The value in the end, just the way that someone looks at the
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  company and that will immediately put them in the
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  consideration of saying, this is a top employer.
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  This is a great place to work. This isn't a this this is an
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  organization where I feel connected to where I feel my
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  engagement is high So many I'll repeat myself, so many
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  organizations are missing that Mark.
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  How much energy does it take to go to your employee soon as
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  they're hired set a 30-minute meeting and ask them for three
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  to four bullet points, three to four ideas that can be baked
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  into the onboarding process. That is something that they will
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  appreciate something that will make them feel better.
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  Something that will keep them engaged, something that I will
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  allow them to understand the work better.
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  And Implement that how difficult is that?
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  Not difficult at all. You can give you can give that
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  responsibility to HR. You can get that responsibility
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  to the manager, the the direct supervisor and leader, you can
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  give that you can give that you can give that to a multitude of
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  people. You can give that to the the
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  mentor, buddy that they may provide to you, which I think is
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  always a great taste. And again, top employer, did
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  that with me. You can do that in many ways.
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  I give you another one. Performance Management.
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  Put them in the position to not only make their kpis and rookie
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  ours, which I think is great. What's Trevor did?
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  But I would also say, Try to understand how each and every
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  employee get have them give you examples of the top five moments
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  where they've been they've been led the best the communications
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  of leadership the way that leader made them feel
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  emotionally. The way that leader interacted
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  with him doing tough and difficult times or they had to
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  give constructive criticism, give your supervisor a moment to
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  genuinely understand that information.
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  And the only way an employer can do that, Only way I knew higher
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  can do that is by having the internal conversation and so
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  when I think of internal Communications and I think of
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  employee experience when I think a top employer, when I think of
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  the best place to work when I think of an organization that is
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  sought. After when I think of something,
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  a company, a role a department that I'm that I'm completely
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  enamored by. It's a, it's a process from an
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  internal Communications perspective that allows that
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  organization that allows that leader, Her to know me.
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  To genuinely get to know me. And if you can do that as a
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  company, I guarantee your employee experience, your
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  engagement, your return, your attention, your attrition
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  numbers will definitely go down all those other numbers.
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  I just said, in fact, there's a metrics will go up, I guarantee
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  they will be much more productive in 90 days, sprints,
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  First 90 days like that is a thing.
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  And I think we all need to realize that there are different
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  Ebbs and flows in seasons, and organizations.
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  And there are moments where you need someone to give strong
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  significant output over, 90 to 120 days stretch of time.
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  And if you have a great relationship with an employee,
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  you know what, you know what, what what, what levers to pull
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  on and how to get the most in the best out of them.
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  If the company needs it you know, exactly how to do it.
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  You know, exactly. As a leader, how to support
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  that. So I think just going back to
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  the snippet in the sneak peek as I think about stat base voices
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  2023, internal Communications employee experience a top
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  employer, a great employer. When I think about all those
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  factors, the first thing that comes to mind is having
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  90-minute conversations 20-minute conversations covering
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  multiple topics and generally trying to understand who you are
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  leading. Just make sense.
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  As always just a few thoughts, just a few perspectives, we will
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  definitely talk soon. As always just a few thoughts,
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  just a few perspectives, we will definitely talk soon.