At Momentum Live: The CEO Experience, we had the pleasure of hearing a presentation from one of my co-hosts, Brian Rassi of Enstigate. His presentation was entitled “It’s Possible: You’re on the Precipice of Your Next Level.”

Brian covered how you can access resources that are available to you as a CEO or entrepreneur. He shared what successful businesses do differently that sets them apart from those that fail. And he shared how to access the right money at the right time.

If you talk to anyone who attended, they will tell you how helpful his presentation was – and how much they appreciated the opportunity to ask him questions one-on-one.

Now, you may remember that last week I shared “You Need a Budget” as a tool to help you keep your finances in check and create a budget. But equally important to your ability to stick to a budget is the ability to find the resources and capital that will allow you to level up and grow. If you’re looking for the means to get to that next level, then Brian’s expertise in this area will be invaluable to you.

I invite you to schedule a call with Brian and learn what he has to offer – his advice could be just what you need to reach those goals in 2022!
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​Where should businesses be focusing their time right now?

One of the exercises that I do with CEOs when we start is getting focused on what they love to do in the business. And our goal is to get them to spend 50 to 60% of their time on things they love to do. It’s going to be different for everyone. But this exercise of thinking about where you are in your zone of genius and staying in there for as much time as is reasonable is really going to help you differentiate your business. It’s also going to help you feel better about the time you spend on general operational things because you know you’ve allowed enough time to be creative, get to your customers, and do the things you need to do.

“I often share something similar. It’s essential that you commit yourself to fill your cup by doing the things that you’re brilliant at – and that you enjoy. And so, when you do go to the operation side of it, it’s not taking away from that, and you have the energy from doing those activities that you enjoy because they’re the things that energize you first.”

Is this the time to be growing a business?

Folks often tell me, “I need to wait until school starts. I need to wait.” There’s always an “I need to wait” reason. So, if you feel like there’s always an “I need to wait” excuse, it’s time to pick something and start – even if it’s small. There will always be a reason that you can’t do the big thing, but there’s something small that you can do that will get you moving toward the bigger thing.

What are some small things that you can do to help get you moving towards the big things?

I would always talk to your clients and customers. It’s something that you can always do, especially as small businesses or self-funded businesses. It’s one of our great differentiators to have excellent customer service. So in terms of thinking about where we can grow, having conversations regularly with the people you work with will tell you what they’re interested in and the problems they need to solve.

What I’ve seen over the past 18 months with my clients is that they have continued to talk to their customers and say, “What can I help you with now?” – instead of saying, “This is what I do, What can I help you with?” That idea of being of service to the people you work with always brings an opportunity for growth because you’re partners in solving problems together. So regardless of what’s happening in the world, this creates problems to be solved. You can be a partner in problem-solving, and you will always have growth opportunities.

“One of the biggest things I’ve heard over these many interviews has just been the foundational aspect of relationship building. As a smaller business, relationship building happens directly with your customers. You have a big hand in that customer service and how the experience flows for that particular person or business you’re working with.”

When you’re growing, should you put money back into your business, or should you pay yourself?

When I work with a self-funded business, and by self-funded, it means that we’re not going to give up equity for money. We might use loans or other things. So when we think about growth versus pay, I believe that business owners need to plan to pay themselves. It can be a conservative amount. But if you are not planning on paying yourself from the start, you don’t build into the profitability that you need to have the correct pricing, so consider the right products or mix. Your economics will not be correct unless you consider how much you need to get paid as well. You’re underpricing your business, almost certainly, if you are not including paying yourself.

You can ultimately choose how to do that – and that’s the smart way to do that. But you need to plan from the beginning that you get paid something as the business owner, or else your economics will always be off.

“There’s also a mindset aspect to paying yourself. You will start resenting your business at some point because it’s not giving back to you in the same way that you’re putting into it.”

The amount you pay yourself is dependent on the person. We are all different in our businesses. I’m a single mom; I don’t have a choice but to pay myself what I need to pay myself. So, it’s very motivating to me to find what I need to do in this business to be able to pay my bills. Other people might be in a situation where they are not the primary income in the household, and there’s more flexibility in how you get paid.

But I think having some minimum committed amount that you pay yourself every month puts you in the mindset that there is a payroll to be met. And as your business grows and you have to start paying other people, it’s not a big shift for you. You’ve already had something that you have to pay out every month, and you have a plan for it. It’s a commitment to yourself.

I believe in paying yourself first. I know, that’s not how we normally think about it. But I think it’s one of those things that when you are a self-funded business, you have to think first of how you will get paid, and then balance out the expenses and the other investments that you make.

“If you can’t pay yourself, then there is that question of “Is this a business or is this a hobby?” And we certainly want you to be successful in business.”

3 Action Steps

1. Spend 50%-60% of your time working on the things you love in your business so that you feel better when working on the general operations.
2. Continue to ask your clients and customers, “What can I help you with now?” as a means of creating growth opportunities.
3. Pay yourself as a means of keeping your business economics balanced.

Connect with ill James on LinkedIn or at The Jill James.

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The weekend is here, and for many of us, it’s the time where we put our to-do list away and try to focus on our family, friends, and a little bit of fun – as it should be.

But when Monday rolls around, I want you to grab that to-do list and do me a favor. Take a long hard look at it and decide what’s important versus what’s urgent.

I can see many of you right now saying, “Oh, everything on my list is urgent and important! It needs to get done, and it needs to get done right away.”

But is that truly the case?

Probably not.

And it’s probably because you need to redefine your definitions of “urgent” and “important.”

The Time Management Training Institute says this:

“Urgent tasks are mostly tasks that have an immediate deadline or a deadline that has passed.”

“Important tasks, on the other hand, need not have a deadline looming over the person. They are important because of the impact that they can have on the person’s life.”

And so…your tasks can be:

· Urgent and important

· Urgent but not important

· Important but not urgent

· Not important and not urgent

While I know that you may be reading this and thinking, “That’s all well and good – but the tasks on my list are urgent AND important Nettie.” – this is the trap that so many of us all fall into – and it’s just often not the case.

And when I find myself thinking that exact same thing, I like to look at the Eisenhower Decision Matrix to help me manage my tasks.

General Dwight D. Eisenhower once said, “What is important is seldom urgent, and what is urgent is seldom important.” With the matrix he designed, you will be able to decide what needs to get done first, what can be scheduled for later, what can be delegated, and what can be deleted.

So, how about it? On Monday, before you tackle that to-do list, look at those tasks and use the matrix to help you decide on urgent and important – and let me know how it works for you!
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​We are now well into Q4, and many of you have already started looking ahead to 2022. And, while you’re probably looking at your vision, goals, and the action steps you need to take, it’s also a time to look at your finances.

It’s so important that we know what is happening in our business when it comes to its financial health. You want to know what’s coming in and what’s going out at all times. Having a grasp on your finances can provide you peace of mind – and help you prepare for growth! (Which is what so many of you are working on!)

If you need some assistance getting your business budget ready for 2022 – take a look at You Need a Budget (YNAB). It’s a great tool, and I love their four simple rules:

1) Give every dollar a job

2) Embrace your true expenses

3) Roll with the punches

4) Age your money

YNAB is an excellent tool for your business – or your personal finances – and can really help you keep track of where your money is going!
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How did this business evolve over the years?

I started as a speech and language pathologist working with people – more adults than children – but people with speech, language, voice disorders, and communication disorders. And I saw how important communication is when you lose it. I switched over to people who are emerging leaders and professionals who want to move up in their career, and they need to find their voice but not just find their voice like you often hear – but use their voice in a way that’s consistent with their image that they want to project.

Over the years, I started working with international clients who needed help not because they needed to eliminate an accent, but due to their accent, their expertise wasn’t getting translated or communicated effectively. And so, you have these doctors and scientists who are brilliant and have advanced degrees, and when they get up to present, you have trouble understanding them. So, I started helping people with that.

And then we got to COVID. People have remote and virtual meetings, which I’ve been doing virtual for years. But what started happening, we started having networking events and meetings and things virtual. And what happened, people thought they could be casual, or they could have the laundry basket in the background, or the cat walking across the screen. And some people will argue and say that’s authentic. I will say yes, there’s an authenticity that we like to have, but we’re always sending out signals and messages about our professionalism.

I’ve learned watching people in Zoom meetings back in March of 2020 that the person who I thought was so polished and professional had an alter ego – and they were showing that alter ego for their line of business. It didn’t work. For some, it works fine, but for others, it doesn’t.

I don’t have one way to do things, but you should know what image you want to project.

I started working with a lot of people to pay more attention to what they are sending out in these virtual meetings vocally. And what are they saying? Because we’ve been to a lot of Zoom meetings that go on and on and on. So, I’d say my business has really blossomed because of that – because people had to learn a new way to communicate or learn that it’s not that different. You can’t just sit that camera up in a dark room and say that it’s okay to show up that way.

“I think there’s an expectation that has changed too. I think prior to so much going online, you could get away with attending a virtual meeting and never turning your camera on. But in this past year, it’s become the expectation that you show up visibly because we’re not going to be meeting with you in a room physically. So, we want to see you. We want to engage with you. Turning the camera on has not been optional. And, perhaps, people who didn’t feel comfortable being in front of the camera before are now being required to be in front of the camera and don’t necessarily know how to do that well or present in the way they would want to present.”

What communication skills do business owners need to master to be successful?

Let me start by saying many of us think we have to speak a certain way. I believe this, of course. We believe that we need to speak a certain way and sound a certain way, but the most important skill for a business leader is none of that. It’s to be a good listener. You need to be a good listener, curious, and interested in the other person – as Dale Carnegie has said, not to try to be the most interesting person in the room.

And I think we can use that a lot because we’re getting thrown into it, and people will be going back to the workplace soon, but these skills work everywhere.

But on these Zoom sessions, we were thrown into these breakout rooms. And in these breakout rooms, we have maybe a minute or two to share who we are. And it’s all about me, me, me, me, me. And then somebody is not finishing, and then the fourth person doesn’t get a chance to talk. So we know who we are, but people will like us more if you take more interest in them. And I think that’s basic sales advice – all the time. Know the questions to ask, be a good listener, and show up that way.

I’m not saying speaking isn’t important because I work on it all the time. But people forget how important listening is because we all stress that we’re in the room, it’s going to be our turn to talk, what are we going to say – and then it becomes all about us. So we have to really think about other people and ask, “What can I help you with?” – rather than talking about what I do.

Do you recommend having some prepared questions that help you engage in listening from the beginning?

Part of it is knowing your audience. I do a lot of coaching and public speaking, and I do masterclasses, and one of the first things I say to people is: know your audience. If you’re in a certain type of meeting, hopefully, you know what you may have in common. You know what the topic might be about. Ask questions about that. Be curious about the other person. And again, we often think we’re so ready to reply and just give what we want to say that we truly are not listening to that other person.

It sounds like a prepared pitch when we have that prepared pitch, and I just worked with somebody on this today. So, people don’t feel like you’re speaking with them. Don’t memorize them – just talk! Because when we start to talk, we come across better. And so, be curious. Why did somebody come to you to talk at that meeting today? What do they hope to get out of this breakout room? It turns the tables. And when you get other people to talk, it comes naturally like a conversation like we’re doing here today.

3 Action Steps

1. Be aware of the image you want to project.
2. Work on your effective listening skills to be a good leader.
3. Be curious about the people you are interacting with in order to engage in conversations that will benefit both of you.

​Connect with Lynda Katz Wilner on LinkedIn or at Successfully Speaking.

Please comment below. I would love to hear from you.

​I’m not often left speechless, but after last week’s Momentum Live: The CEO Experience in Havre de Grace – I was.

It was three amazing days with people who are even more amazing. People with awe-inspiring goals and the drive to make them happen. And the energy that happens when like-minded people are gathered together is absolutely incredible – you could practically feel it.

And, as I was driving back home from Maryland, I took some time to reflect on my favorite parts of this Momentum Live: The CEO Experience – and there are so many.

First, I want to thank my co-hosts – Sensei Victoria Whitfield and Brian Rassi. I hope you enjoyed their presentations – and the chance to get to ask your questions of them. Additionally, the opportunity to have one-on-ones with them was just priceless.

Next, a big round of applause for Ruthie Bowles and “The WHY Workshop.” Her techniques to go deeper with your WHY were what we all need.

One of my favorite parts about Momentum Live is that there is always time for implementation – it’s not just a time to get information thrown at you without the chance to see how you can put it to use. And after reflecting on your vision and looking at the obstacles you might face, the implementation – and collaboration – is just vital. The conversations that were going on during these times gave me goosebumps.

And can we discuss the Hot Seat Masterminds? If you haven’t attended a Momentum Live before, these masterminds are one of the most powerful parts of our time together – and the results are incredible, to say the least.
Of course, no Momentum Live is complete without the celebratory dinner – and there were lots of things to celebrate this time around! This group has reached levels that prove they are the best at what they do!

I’ve probably missed about a hundred other fantastic moments and small conversations that make Momentum Live so special – and I’m sure those in attendance have their favorite moments, too – but truly, it’s the people that make it so fantastic and so unique every time.

For those who attended, I’d love for you to hit “Reply” and share your favorite moment. And for those who haven’t been able to join us, we’ll be having another one from March 30 – April 2, 2022. It’s never too early to get your application submitted!
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While I may be busy putting the final touches on Volume 2 of “What Businesses Need to Know Right Now,” – I could not be more thrilled that Johns Hopkins University has invited me to discuss Volume 1.

On Friday, October 15th at 12 NOON ET, I will be sharing much of the great advice that came from interviewing over 40 experts during the pandemic. This book covers strategy, diversity, finance, communication, mindset, and more! And with so many experts contributing, it contains knowledge that was not only useful during the first six months of the pandemic but is essential now, too.

This event will take place via Zoom, and you can register by going to: https://events.jhu.edu/form/nettieowens
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​What is the difference between a trademark, copyright, patent, and trade secret?

They all fall under the umbrella of intellectual property. Most people refer to that as IP.

Trademarks protect elements of your brand. So, when you think of your brand, you think of your business name. Maybe you’re doing business as your name; maybe it’s a product or service name, logo, tagline – those are all things that trademarks can protect.

Copyright protects your content – all of the content that you are floating out into the world. For example, this video is protected by copyright. Blogs that you write, training manuals you create, photographs – any content protected by copyright.

Then you have trade secrets that protect anything that’s meant to be kept a secret. This might include a special business process, formula, or recipe – any of those things would be protected as a trade secret.

And then lastly, patents protect inventions.

“You’ve probably heard these terms before, but that’s a clean and concise definition of each of them.”

A lot of business owners mistakenly believe that they automatically own their business name just because they filed for an LLC or corporation with the state or because they got the domain names or the social media handles – and that’s a misconception.

The reality is that a US federal trademark registration is necessary to establish exclusive legal rights and protection in the names that you are actually doing business as. Therefore, it is important to secure trademarks with the US Patent and Trademark Office to legally establish ownership in the names you’re building your business on.

As for copyright, that sticks automatically. But there are benefits to securing a copyright registration from the US Copyright Office – especially when it comes to having to enforce those rights. Registration is necessary, and it’s a prerequisite to any litigation or enforcement matters.

As for patents, you can only secure a patent from the US Patent Office, so that’s a formal.

And then trade secrets are protected through contract. You protect your secret by keeping it a secret – so only sharing with people on a need-to-know basis. For those with whom you are sharing, make sure you have the right contracts in place to ensure that it’s not leaked out and remains confidential.

“Have you found yourself to be laissez-faire about any of these things? If so, it might be time to legally protect you, your business, and your intellectual property.”

What can you actually trademark?

Trademarks can protect anything that’s meant to serve as a source identifier. And what I mean by that is that when your prospective clients and customers see your name out there or see a course name or see that you’re doing a podcast, you want them to automatically associate that with you. You don’t want it associated with your competitors.

A trademark gives you the exclusive legal right to use that name in your industry. So, you’d want to protect things such as your business name, your doing business as name, the name of your podcast, the name of your blog, or the name of an event you’re doing.

Maybe you’re doing an annual conference or event, and that’s something that you would want to protect with trademarks. If there’s a tagline you’re using or a logo you’re using, those are other things. If you’re writing a book series, that’s something else that you would want to trademark as well to ensure that you have protection.

I did it for my book series, “Like a Boss.” And I also copyrighted “Like a Boss” for another series that I am working on. So you want to protect those things to make sure that when people see that name, see that brand, they think of you and not your competitors.

When’s the best time to start the trademark process?

Ideally, you want to start it before you adopt a name – before you start using it. You can start the trademark process before you even start using a name. It’s called an intent to use trademark application. The best time to do it is before you adopt it. This allows you to do your research, do your trademark search, and make sure there are no issues or conflicts that you could run into before starting the trademark process. So I would say that’s the most important time to do it.

The reality is business owners don’t do it until after the fact. First, they want to see the concept work. So, they want to see if they make money, and then they want to protect their IP.

Other times, in addition to before you actually adopt the use of a name or logo, you definitely need to protect your trademarks before you license. You can’t license anything that you don’t own. So, for example, if you’re a course creator, or have some kind of mastermind program, and you’re sharing content, you want to make sure that you have IP ownership before licensing.

Also, for any brand extension, for instance, maybe you started doing one-on-one services, and now you want to expand it into doing something else. That’s another time where you’d want to make sure that the trademark that you want to expand into this new territory is available for you and not infringing.

Also, if you want to expand geographically. Let’s say you’re a local business, and now you want a more nationwide presence, or maybe more of an international presence – that’s when you would want to consider the trademark process.

And lastly, before you start hiring anyone. If you start as a solopreneur and now, you’re hiring independent contractors or employees, that’s a time when you want to protect yourself. You don’t want to allow for the opportunity for anyone who’s working for you to claim intellectual property rights to the content you’ve created.

There have been record-breaking numbers for trademark filings with the US Patent and Trademark Office. 2020 was a record-breaking year. What’s important about that is that people are starting to recognize the importance and value of trademarks. They’re investing in their trademarks. It shows that economic trends are going up – so that’s a good thing.

I think this is happening because trademarks have become more mainstream in popular culture. Now you can read a news article or watch Entertainment Tonight, and they’re talking about trademark disputes or trademark issues. It’s become more of a buzzword. People now recognize it.

The reality is that all businesses have trademarks – but there’s only value if they’re protected.

3 Action Steps

1. Understand that just because you filed for an LLC, web domains, or social media handles, that you do not automatically own your business name.
2. Trademark anything that’s meant to serve as a source identifier for your business.
3. Start the trademark process as soon as possible in order to protect you and your business.

Connect with Radiance Harris on LinkedIn.

Please comment below. I would love to hear from you.

​What are two words that you just dread hearing? Could it be some of these?

· Taxes Due

· Fake News

· I Can’t

· Too Late

· Strategic Planning

Well, you’ve still got a few months until taxes due needs to be uttered.
Here’s hoping that fake news is on the decline.

And I’ve got to agree with you on I can’t and too late – nobody likes to hear those words.

But I’m going to wholeheartedly disagree with you on strategic planning.
Yes, I’m one of those people who loves a good strategic planning session and thinks that having a strategic plan is vital to your business.

The Balanced Scorecard Institute defines strategic planning as: an organizational management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization’s direction in response to a changing environment. It is a disciplined effort that produces fundamental decisions and actions that shape and guide what an organization is, who it serves, what it does, and why it does it, with a focus on the future. Effective strategic planning articulates not only where an organization is going and the actions needed to make progress, but also how it will know if it is successful.

Can you see the smile on my face? I LOVE reading that! There are so many powerful words in there!

Because despite what you may think about strategic planning – that it’s boring, that it’s futile, that it’s a waste of time, that it’s difficult – the one thing you need to keep in mind is that it’s TOTALLY WORTH IT!

Do you want to know why?

Because with a strategic plan in place, you:

1. Reflect on what worked/didn’t work in the past as a means to move forward

2. Recognize changes that are happening within your business and the industry

3. Decide where you want to focus your time, money, and effort to grow your business

4. Set goals and objectives that can be measured and attained

5. Know your company’s strengths and weaknesses

6. Look for opportunities

7. Accelerate your growth

8. Give employees a sense of security

9. Increase profitability

10. Improve communication

11. Establish a framework to get you where you want to be

I could keep going, but I’ll stop there – because if you can’t see how strategic planning benefits you with that list alone – well, there’s probably no changing your mind.

Now, of course, an excellent strategic plan takes some effort – but don’t let that scare you off from putting pen to paper or opening up a Word document or LucidChart and getting started. Taking the time to reflect on your business and giving yourself the time to work on how you want to make it flourish is all part of being a business owner – and it’s IMPORTANT.

So, can I see a show of hands of who has a strategic plan in place?

Okay, who has one – but hasn’t looked at it in a loooooooong while?

I appreciate the honesty, but once again, I’m going to implore you to get a strategic plan in place! It’s truly one of the greatest gifts you can give to yourself and your business! And if you need help with it, schedule a call with me – and we can see where you’re at in the process (even if it’s at the very beginning)!
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Please comment below. I would love to hear from.

Using your psychology expertise, what do businesses need to know right now?

There’s a growing trend in focusing on employee experience and customer experience. There is a very psychological aspect to think about how someone feels when engaging with your company.

Although, this has been turned more into another KPI, another metric – like a checkoff list. You say, “Okay, we asked them, and now we can move on.” The missing piece, though, is that as a psychologist, yes, we assess, do observations, talk to our clients and our patients to understand how they’re feeling, but there’s also an intervention piece.

This is where we take some kind of methodology or framework, and we see how we can make that work for that person or give them the results they’re looking for or help them grow and develop in some way.

I think there’s a missing piece in the leadership’s ability within an organization to intervene effectively and to communicate with their employees beyond simply spitting out what you know and saying, “Hey, this was your experience. I heard you.” But how do you actually take that information and go beyond, again, some change manager saying, “Hey, look, we did this. We changed this for you. We gave you a raise.”?

How do you then nurture that relationship? How do you then talk with your employees to continue to help them grow? How do you help coach them and develop them? Again, you want to go beyond the very high-level tip of the iceberg experience.

What would you recommend to make the shift to focusing on the customer or employee experience effective?

Some of it comes from hiring the right leaders. You need those interacting with that employee daily to act as that resource or open the door to engage with them, mentor them, and coach them.

I’ve found that as a consultant and as a psychologist who goes into companies and speaks on experience and helps them facilitate those kinds of conversations, it’s not something happening internally.

They have to find an external consultant to do it because the leaders they have are only looking at performance metrics, ROI, and how much this person can produce in a period of time. And even though they know they’ve seen the employee engagement survey a million times and see that there are challenges, they don’t know how to do anything about it.

It starts with within your organization and your hiring of leaders – and what do you actually mean. A leader does not have to be a manager. A leader can have no authority whatsoever and still have influence. There needs to be training and facilitating certain types of guidance on how you should lead and how do you then improve the experience through leadership.

“Have you looked for outside resources to help you understand the experience you want for your employees or your customers? Bringing in a consultant allows for another set of eyes that can help you figure out how to put all these pieces together.”

For the past couple of years, we have seen this growing trend in employee experience, DEI and transformation – and all of this data is being collected. There’s proof that there is a problem, impacting productivity and impacting retention. So, therefore, there is proof that it affects the bottom line.

However, beyond simply knowing it’s a problem, very few are able to say, “Hey, yes, we’ve intervened, we’ve done X, Y, and Z. In the long-term, it’s going to improve equity, and our employees have a consensus here that their experience has been improved.” So aside from maybe picking a few poster children in your company and saying, “Hey, say this on TV,” it’s not something that we can really validate.

We have all these people saying, “We believe in DEI. We have rainbow logos. We post about Black Lives Matter. That means our employees are happy.” But then it turns out when an employee speaks, that’s actually not the truth. Employees don’t feel that diversity, equity, and inclusion – that’s not their experience with the company. So those are the challenges that we’re having.

So, you’re saying no more performative measures?

Exactly. We’re beyond that point. No more assessments. We get it. We know there’s a problem. The exception for assessment is to target a very specific problem and to understand it more. The problem can be very high level. For example, there’s an inclusion problem. Yes, then go in and maybe do some more investigation to understand the pain points, understand the roles and impacts – that’s fine.

Of course, I’m a researcher, so I’m never against that. But go beyond that. You have to start acting on it. So, create action plans, and the consultant can help you do that because that person is an expert in that area. A manager is focusing on a million and one things. Me as a consultant, I know this. I wrote a dissertation on it. I’ve got a DBA in. I studied this. I know that I am able to come in and intervene objectively. So, bring those people in if you need to, and then be willing to provide the resources and the budget to implement change.

If a manager or organization was to make one change, what would you recommend?

I would say engage with your employees early and often. Don’t wait until a problem happens and then begin to start scrambling. Engage with them in meetings. Hear them out. Have an open forum to understand some of the challenges and be proactive as far as interventions. Be proactive as far as how you communicate with them.

Just drill back to a sense of community. Community is not just “we all have to be here because we’re getting paid.” Community is a shared culture, a shared belief, and it’s a sense that this person brings value to me, and I bring value to them. Make sure that you’re engaging with that again, as often as possible.

“This really ties back to that sense of belonging. People will stay in a position because they feel like they belong.”

3 Action Steps

1. Do not turn the employee experience into another KPI that just gets checked off.
2. Resist performative measures and instead implement meaningful change for your employees.
3. Engage with your employees often, and don’t wait for problems to arise.

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