SlideShare uma empresa Scribd logo

Grow Regardless by Joe Mechlinski

Joe Mechlinski
Joe Mechlinski
Joe MechlinskiCEO em SHIFT

For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.

Grow Regardless by Joe Mechlinski

1 de 77
Baixar para ler offline
GROW REGARDLESS
OF YOUR BUSINESS’ SIZE, YOUR INDUSTRY OR THE
ECONOMY… AND DESPITE THE GOVERNMENT!
THE STATE
O F T H E
AMERICAN
WORKFORCE
3.9 percent
UNEMPLOYMENT RATE
CURRENT NATIONAL
US Bureau of Labor Statistics
6.7 million
Approximately 201,000 jobs were created in August 2018, and the national unemployment rate
remained unchanged at 3.9 percent.
JOB OPENINGS
CURRENT NATIONAL
US Bureau of Labor Statistics
EMPLOYEE TENURE
MEDIAN BY AGE OF
US Bureau of Labor Statistics
Grow Regardless by Joe Mechlinski
Anúncio

Recomendados

Gender Pay Equity: How HR Can Accelerate the Path
Gender Pay Equity: How HR Can Accelerate the PathGender Pay Equity: How HR Can Accelerate the Path
Gender Pay Equity: How HR Can Accelerate the PathHuman Capital Media
 
Experienced Worker New Version Revised 3.2.2011
Experienced Worker New Version   Revised 3.2.2011Experienced Worker New Version   Revised 3.2.2011
Experienced Worker New Version Revised 3.2.2011mythicgroup
 
Article Career Conversations BK & JWG
Article Career Conversations BK & JWGArticle Career Conversations BK & JWG
Article Career Conversations BK & JWGNathalie Ogier
 
Developing Emotional Intelligence Skills for High Performance Cultures
Developing Emotional Intelligence Skills for High Performance CulturesDeveloping Emotional Intelligence Skills for High Performance Cultures
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
 
Reimagining a Performance Culture
Reimagining a Performance CultureReimagining a Performance Culture
Reimagining a Performance CultureHuman Capital Media
 
12 ways a job placement agency can benefit college students and recent grads
12 ways a job placement agency can benefit college students and recent grads 12 ways a job placement agency can benefit college students and recent grads
12 ways a job placement agency can benefit college students and recent grads Kelly Services
 

Mais conteúdo relacionado

Mais procurados

Retention - How individual managers can idenify who might quit
Retention - How individual managers can idenify who might quit Retention - How individual managers can idenify who might quit
Retention - How individual managers can idenify who might quit Dr. John Sullivan
 
IBI workshop presentation | Work life balance to boost productivity
IBI workshop presentation | Work life balance to boost productivityIBI workshop presentation | Work life balance to boost productivity
IBI workshop presentation | Work life balance to boost productivityIBI Global
 
Gallup report: State of the American Workplace
Gallup report: State of the American WorkplaceGallup report: State of the American Workplace
Gallup report: State of the American WorkplaceAgustin Varela
 
State of Startup: A research on Startup Business
State of Startup: A research on Startup BusinessState of Startup: A research on Startup Business
State of Startup: A research on Startup BusinessGirish Kumar Ayyappath
 
Making Your Move: How to make a smooth transition to a new job.
Making Your Move: How to make a smooth transition to a new job.Making Your Move: How to make a smooth transition to a new job.
Making Your Move: How to make a smooth transition to a new job.Kelly Services
 
Cio black booksecrets
Cio black booksecretsCio black booksecrets
Cio black booksecretsJane Truch
 
Equinox Partners - 15Five Leader's Guide
Equinox Partners - 15Five Leader's GuideEquinox Partners - 15Five Leader's Guide
Equinox Partners - 15Five Leader's GuidePlamen Petrov
 
Workforce Crisis (Revised) 2008
Workforce Crisis (Revised) 2008Workforce Crisis (Revised) 2008
Workforce Crisis (Revised) 2008David Dennard
 
Employee Motivation report January 2015 FINAL
Employee Motivation report January 2015 FINALEmployee Motivation report January 2015 FINAL
Employee Motivation report January 2015 FINALBill Alexander
 
The Big Resignation
The Big Resignation  The Big Resignation
The Big Resignation EladFarjon1
 
Leading Edge Talent Management
Leading Edge Talent Management Leading Edge Talent Management
Leading Edge Talent Management Dr. John Sullivan
 
How to Keep Employees Motivated at Work?
How to Keep Employees Motivated at Work?How to Keep Employees Motivated at Work?
How to Keep Employees Motivated at Work?Socialcast
 
Wrike; The Stress Epidemic
Wrike; The Stress EpidemicWrike; The Stress Epidemic
Wrike; The Stress EpidemicMichael Lowe
 
Fatal Business Errors Made By CEOs
Fatal Business Errors Made By CEOsFatal Business Errors Made By CEOs
Fatal Business Errors Made By CEOsJGoldhill
 
Performance Communication and Interpersonal skills
Performance Communication and Interpersonal skillsPerformance Communication and Interpersonal skills
Performance Communication and Interpersonal skillsLaurence Yap M.A. (UM) CHRM
 
4 Ways to Foster a Continuous Feedback Culture.pdf
4 Ways to Foster a Continuous Feedback Culture.pdf4 Ways to Foster a Continuous Feedback Culture.pdf
4 Ways to Foster a Continuous Feedback Culture.pdfJIGAR UNDAVIA
 

Mais procurados (18)

Retention - How individual managers can idenify who might quit
Retention - How individual managers can idenify who might quit Retention - How individual managers can idenify who might quit
Retention - How individual managers can idenify who might quit
 
Boost Engagement Boost Income
Boost Engagement Boost IncomeBoost Engagement Boost Income
Boost Engagement Boost Income
 
IBI workshop presentation | Work life balance to boost productivity
IBI workshop presentation | Work life balance to boost productivityIBI workshop presentation | Work life balance to boost productivity
IBI workshop presentation | Work life balance to boost productivity
 
Gallup report: State of the American Workplace
Gallup report: State of the American WorkplaceGallup report: State of the American Workplace
Gallup report: State of the American Workplace
 
State of Startup: A research on Startup Business
State of Startup: A research on Startup BusinessState of Startup: A research on Startup Business
State of Startup: A research on Startup Business
 
Making Your Move: How to make a smooth transition to a new job.
Making Your Move: How to make a smooth transition to a new job.Making Your Move: How to make a smooth transition to a new job.
Making Your Move: How to make a smooth transition to a new job.
 
Cio black booksecrets
Cio black booksecretsCio black booksecrets
Cio black booksecrets
 
Equinox Partners - 15Five Leader's Guide
Equinox Partners - 15Five Leader's GuideEquinox Partners - 15Five Leader's Guide
Equinox Partners - 15Five Leader's Guide
 
Workforce Crisis (Revised) 2008
Workforce Crisis (Revised) 2008Workforce Crisis (Revised) 2008
Workforce Crisis (Revised) 2008
 
Employee Motivation report January 2015 FINAL
Employee Motivation report January 2015 FINALEmployee Motivation report January 2015 FINAL
Employee Motivation report January 2015 FINAL
 
The Big Resignation
The Big Resignation  The Big Resignation
The Big Resignation
 
Leading Edge Talent Management
Leading Edge Talent Management Leading Edge Talent Management
Leading Edge Talent Management
 
How to Keep Employees Motivated at Work?
How to Keep Employees Motivated at Work?How to Keep Employees Motivated at Work?
How to Keep Employees Motivated at Work?
 
Wrike; The Stress Epidemic
Wrike; The Stress EpidemicWrike; The Stress Epidemic
Wrike; The Stress Epidemic
 
Fatal Business Errors Made By CEOs
Fatal Business Errors Made By CEOsFatal Business Errors Made By CEOs
Fatal Business Errors Made By CEOs
 
You are fired!
You are fired!You are fired!
You are fired!
 
Performance Communication and Interpersonal skills
Performance Communication and Interpersonal skillsPerformance Communication and Interpersonal skills
Performance Communication and Interpersonal skills
 
4 Ways to Foster a Continuous Feedback Culture.pdf
4 Ways to Foster a Continuous Feedback Culture.pdf4 Ways to Foster a Continuous Feedback Culture.pdf
4 Ways to Foster a Continuous Feedback Culture.pdf
 

Semelhante a Grow Regardless by Joe Mechlinski

“People leave managers, not companies”
“People leave managers, not companies”“People leave managers, not companies”
“People leave managers, not companies”AyahOsama2
 
Helping Employees Increase Job Satisfaction
Helping Employees Increase Job SatisfactionHelping Employees Increase Job Satisfaction
Helping Employees Increase Job SatisfactionO.C. Tanner
 
CNHRP Quarterly Session: ENGAGE: Employee Engagement
CNHRP Quarterly Session: ENGAGE: Employee EngagementCNHRP Quarterly Session: ENGAGE: Employee Engagement
CNHRP Quarterly Session: ENGAGE: Employee EngagementNakia Okafor Roundtree
 
HowtoInspirePeopleFinal
HowtoInspirePeopleFinalHowtoInspirePeopleFinal
HowtoInspirePeopleFinalJohn Cabasug
 
Employee Engagement Pp 29 Jul2012
Employee Engagement Pp 29 Jul2012Employee Engagement Pp 29 Jul2012
Employee Engagement Pp 29 Jul2012bricerjohnson
 
5 Signs of a Disengaged Employee
5 Signs of a Disengaged Employee5 Signs of a Disengaged Employee
5 Signs of a Disengaged EmployeeLucy Newman
 
Special report finding budget for your leadership training - your questions a...
Special report finding budget for your leadership training - your questions a...Special report finding budget for your leadership training - your questions a...
Special report finding budget for your leadership training - your questions a...Tom Cooper, PMP
 
Degreed_How_the_Workforce_Learns_in_2016
Degreed_How_the_Workforce_Learns_in_2016Degreed_How_the_Workforce_Learns_in_2016
Degreed_How_the_Workforce_Learns_in_2016Chris Bennett
 
¿Cómo aprender de la fuerza laboral en 2016?
¿Cómo aprender de la fuerza laboral en 2016?¿Cómo aprender de la fuerza laboral en 2016?
¿Cómo aprender de la fuerza laboral en 2016?Maria Perez
 
HiringSmart Executive Briefing 2010
HiringSmart   Executive Briefing 2010HiringSmart   Executive Briefing 2010
HiringSmart Executive Briefing 2010hiringsmart
 
The Power of Stay Interviews for Employee Engagement & Retention
The Power of Stay Interviews for Employee Engagement & RetentionThe Power of Stay Interviews for Employee Engagement & Retention
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HRWendy McGrath
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HRMary Knock
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HRNatalie Thompson
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HRMary Knock
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HREmma Corfield
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HRJames Thomas
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HRMatthew White
 

Semelhante a Grow Regardless by Joe Mechlinski (20)

“People leave managers, not companies”
“People leave managers, not companies”“People leave managers, not companies”
“People leave managers, not companies”
 
Being a better boss-How to reduce turnover
Being a better boss-How to reduce turnoverBeing a better boss-How to reduce turnover
Being a better boss-How to reduce turnover
 
Helping Employees Increase Job Satisfaction
Helping Employees Increase Job SatisfactionHelping Employees Increase Job Satisfaction
Helping Employees Increase Job Satisfaction
 
CNHRP Quarterly Session: ENGAGE: Employee Engagement
CNHRP Quarterly Session: ENGAGE: Employee EngagementCNHRP Quarterly Session: ENGAGE: Employee Engagement
CNHRP Quarterly Session: ENGAGE: Employee Engagement
 
HowtoInspirePeopleFinal
HowtoInspirePeopleFinalHowtoInspirePeopleFinal
HowtoInspirePeopleFinal
 
Employee Engagement Pp 29 Jul2012
Employee Engagement Pp 29 Jul2012Employee Engagement Pp 29 Jul2012
Employee Engagement Pp 29 Jul2012
 
5 Signs of a Disengaged Employee
5 Signs of a Disengaged Employee5 Signs of a Disengaged Employee
5 Signs of a Disengaged Employee
 
Special report finding budget for your leadership training - your questions a...
Special report finding budget for your leadership training - your questions a...Special report finding budget for your leadership training - your questions a...
Special report finding budget for your leadership training - your questions a...
 
Degreed_How_the_Workforce_Learns_in_2016
Degreed_How_the_Workforce_Learns_in_2016Degreed_How_the_Workforce_Learns_in_2016
Degreed_How_the_Workforce_Learns_in_2016
 
¿Cómo aprender de la fuerza laboral en 2016?
¿Cómo aprender de la fuerza laboral en 2016?¿Cómo aprender de la fuerza laboral en 2016?
¿Cómo aprender de la fuerza laboral en 2016?
 
HiringSmart Executive Briefing 2010
HiringSmart   Executive Briefing 2010HiringSmart   Executive Briefing 2010
HiringSmart Executive Briefing 2010
 
Cartwright_How Am I Doing_Feb15(2)
Cartwright_How Am I Doing_Feb15(2)Cartwright_How Am I Doing_Feb15(2)
Cartwright_How Am I Doing_Feb15(2)
 
The Power of Stay Interviews for Employee Engagement & Retention
The Power of Stay Interviews for Employee Engagement & RetentionThe Power of Stay Interviews for Employee Engagement & Retention
The Power of Stay Interviews for Employee Engagement & Retention
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 
Appoint Business Support & HR
Appoint Business Support & HRAppoint Business Support & HR
Appoint Business Support & HR
 

Mais de Joe Mechlinski

Be brave own your scars
Be brave own your scarsBe brave own your scars
Be brave own your scarsJoe Mechlinski
 
Dealing With Disruptions
Dealing With DisruptionsDealing With Disruptions
Dealing With DisruptionsJoe Mechlinski
 
Killing the sunday scaries joe mechlinski
Killing the sunday scaries joe mechlinskiKilling the sunday scaries joe mechlinski
Killing the sunday scaries joe mechlinskiJoe Mechlinski
 
Culture Shift Personalization
Culture Shift PersonalizationCulture Shift Personalization
Culture Shift PersonalizationJoe Mechlinski
 
[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy
[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy
[WEBINAR] Four Powerful Systems That Only The BEST Companies DeployJoe Mechlinski
 
[WEBINAR] Become an Engagement Expert
[WEBINAR] Become an Engagement Expert [WEBINAR] Become an Engagement Expert
[WEBINAR] Become an Engagement Expert Joe Mechlinski
 
Future of Work by Joe Mechlinski
Future of Work by Joe MechlinskiFuture of Work by Joe Mechlinski
Future of Work by Joe MechlinskiJoe Mechlinski
 
Shift The Work Keynote by Joe Mechlinski
Shift The Work Keynote by Joe MechlinskiShift The Work Keynote by Joe Mechlinski
Shift The Work Keynote by Joe MechlinskiJoe Mechlinski
 

Mais de Joe Mechlinski (10)

Be brave own your scars
Be brave own your scarsBe brave own your scars
Be brave own your scars
 
Paradox of Progress
Paradox of ProgressParadox of Progress
Paradox of Progress
 
Rocking Remote Work
Rocking Remote WorkRocking Remote Work
Rocking Remote Work
 
Dealing With Disruptions
Dealing With DisruptionsDealing With Disruptions
Dealing With Disruptions
 
Killing the sunday scaries joe mechlinski
Killing the sunday scaries joe mechlinskiKilling the sunday scaries joe mechlinski
Killing the sunday scaries joe mechlinski
 
Culture Shift Personalization
Culture Shift PersonalizationCulture Shift Personalization
Culture Shift Personalization
 
[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy
[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy
[WEBINAR] Four Powerful Systems That Only The BEST Companies Deploy
 
[WEBINAR] Become an Engagement Expert
[WEBINAR] Become an Engagement Expert [WEBINAR] Become an Engagement Expert
[WEBINAR] Become an Engagement Expert
 
Future of Work by Joe Mechlinski
Future of Work by Joe MechlinskiFuture of Work by Joe Mechlinski
Future of Work by Joe Mechlinski
 
Shift The Work Keynote by Joe Mechlinski
Shift The Work Keynote by Joe MechlinskiShift The Work Keynote by Joe Mechlinski
Shift The Work Keynote by Joe Mechlinski
 

Último

Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024
Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024
Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024MYSUN
 
HPM Hindustan M-45 (Fungicides) Presentation
HPM Hindustan M-45 (Fungicides) PresentationHPM Hindustan M-45 (Fungicides) Presentation
HPM Hindustan M-45 (Fungicides) PresentationHpm India
 
Employee Onboarding welcome letter Instarea 2019
Employee Onboarding welcome letter Instarea 2019Employee Onboarding welcome letter Instarea 2019
Employee Onboarding welcome letter Instarea 2019Peter Fusek
 
DBX Investor Presentation - Q4 and FY 2023
DBX Investor Presentation - Q4 and FY 2023DBX Investor Presentation - Q4 and FY 2023
DBX Investor Presentation - Q4 and FY 2023Dropbox
 
20 types of divergence.pdf
20 types of divergence.pdf20 types of divergence.pdf
20 types of divergence.pdfNana Osae
 
Sample Competitors' SWOT Analysis for your SEO Strategy
Sample Competitors' SWOT Analysis for your SEO StrategySample Competitors' SWOT Analysis for your SEO Strategy
Sample Competitors' SWOT Analysis for your SEO StrategyRemar Barquilla
 
NADA 2024: Selling Cars on TikTok
NADA 2024: Selling Cars on TikTokNADA 2024: Selling Cars on TikTok
NADA 2024: Selling Cars on TikTokSean Bradley
 
Sustainability Roadmap Infographics_final.pdf
Sustainability Roadmap Infographics_final.pdfSustainability Roadmap Infographics_final.pdf
Sustainability Roadmap Infographics_final.pdfJai Babu
 
Aspire 2024 Turning Point Slides with Dr. Sam Collins
Aspire 2024 Turning Point Slides with Dr. Sam CollinsAspire 2024 Turning Point Slides with Dr. Sam Collins
Aspire 2024 Turning Point Slides with Dr. Sam CollinsSam Collins
 
HPM Panther (Captan 50% WP) Presentation
HPM Panther (Captan 50% WP) PresentationHPM Panther (Captan 50% WP) Presentation
HPM Panther (Captan 50% WP) PresentationHpm India
 
New Zealand Franchising Confidence Index | January 2024
New Zealand Franchising Confidence Index | January 2024New Zealand Franchising Confidence Index | January 2024
New Zealand Franchising Confidence Index | January 2024Franchize Consultants
 
Introducing Herringbone Collection by Surya Click
Introducing Herringbone Collection by Surya ClickIntroducing Herringbone Collection by Surya Click
Introducing Herringbone Collection by Surya ClickSurya Panel Private Limited
 
MM Workshop Feb 2024 One Page Retirement Plan Simplified.pdf
MM Workshop Feb 2024 One Page Retirement Plan Simplified.pdfMM Workshop Feb 2024 One Page Retirement Plan Simplified.pdf
MM Workshop Feb 2024 One Page Retirement Plan Simplified.pdfLogan Parks
 
"ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst...
"ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst..."ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst...
"ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst...Rachele Fleming
 
KJPoppe DG AGRI Certification as a tool to reduce administrative burdens
KJPoppe DG AGRI Certification as a tool to reduce administrative burdensKJPoppe DG AGRI Certification as a tool to reduce administrative burdens
KJPoppe DG AGRI Certification as a tool to reduce administrative burdensKrijn Poppe
 

Último (20)

Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024
Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024
Everything a Homeowner Needs to Know About the Delhi Solar Policy 2024
 
HPM Hindustan M-45 (Fungicides) Presentation
HPM Hindustan M-45 (Fungicides) PresentationHPM Hindustan M-45 (Fungicides) Presentation
HPM Hindustan M-45 (Fungicides) Presentation
 
Employee Onboarding welcome letter Instarea 2019
Employee Onboarding welcome letter Instarea 2019Employee Onboarding welcome letter Instarea 2019
Employee Onboarding welcome letter Instarea 2019
 
DBX Investor Presentation - Q4 and FY 2023
DBX Investor Presentation - Q4 and FY 2023DBX Investor Presentation - Q4 and FY 2023
DBX Investor Presentation - Q4 and FY 2023
 
20 types of divergence.pdf
20 types of divergence.pdf20 types of divergence.pdf
20 types of divergence.pdf
 
Sample Competitors' SWOT Analysis for your SEO Strategy
Sample Competitors' SWOT Analysis for your SEO StrategySample Competitors' SWOT Analysis for your SEO Strategy
Sample Competitors' SWOT Analysis for your SEO Strategy
 
NADA 2024: Selling Cars on TikTok
NADA 2024: Selling Cars on TikTokNADA 2024: Selling Cars on TikTok
NADA 2024: Selling Cars on TikTok
 
Sustainability Roadmap Infographics_final.pdf
Sustainability Roadmap Infographics_final.pdfSustainability Roadmap Infographics_final.pdf
Sustainability Roadmap Infographics_final.pdf
 
Aspire 2024 Turning Point Slides with Dr. Sam Collins
Aspire 2024 Turning Point Slides with Dr. Sam CollinsAspire 2024 Turning Point Slides with Dr. Sam Collins
Aspire 2024 Turning Point Slides with Dr. Sam Collins
 
HPM Panther (Captan 50% WP) Presentation
HPM Panther (Captan 50% WP) PresentationHPM Panther (Captan 50% WP) Presentation
HPM Panther (Captan 50% WP) Presentation
 
New Zealand Franchising Confidence Index | January 2024
New Zealand Franchising Confidence Index | January 2024New Zealand Franchising Confidence Index | January 2024
New Zealand Franchising Confidence Index | January 2024
 
Introducing Herringbone Collection by Surya Click
Introducing Herringbone Collection by Surya ClickIntroducing Herringbone Collection by Surya Click
Introducing Herringbone Collection by Surya Click
 
MM Workshop Feb 2024 One Page Retirement Plan Simplified.pdf
MM Workshop Feb 2024 One Page Retirement Plan Simplified.pdfMM Workshop Feb 2024 One Page Retirement Plan Simplified.pdf
MM Workshop Feb 2024 One Page Retirement Plan Simplified.pdf
 
Carol Scott - How to Thrive in the AI Era.pdf
Carol Scott - How to Thrive in the AI Era.pdfCarol Scott - How to Thrive in the AI Era.pdf
Carol Scott - How to Thrive in the AI Era.pdf
 
Authentically Social by Corey Perlman (MyBOD)
Authentically Social by Corey Perlman (MyBOD)Authentically Social by Corey Perlman (MyBOD)
Authentically Social by Corey Perlman (MyBOD)
 
5 Dr. Natalie Petouhoff_AI + Empathy.pdf
5 Dr. Natalie Petouhoff_AI + Empathy.pdf5 Dr. Natalie Petouhoff_AI + Empathy.pdf
5 Dr. Natalie Petouhoff_AI + Empathy.pdf
 
"ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst...
"ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst..."ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst...
"ZERO-COST PASSIVE INCOME MASTERY: THE 3-STEP SYSTEM" Same Proven 3-Step Syst...
 
KJPoppe DG AGRI Certification as a tool to reduce administrative burdens
KJPoppe DG AGRI Certification as a tool to reduce administrative burdensKJPoppe DG AGRI Certification as a tool to reduce administrative burdens
KJPoppe DG AGRI Certification as a tool to reduce administrative burdens
 
Bryan_Cassady - AI Powered Innovation.pdf
Bryan_Cassady - AI Powered Innovation.pdfBryan_Cassady - AI Powered Innovation.pdf
Bryan_Cassady - AI Powered Innovation.pdf
 
Martez Knox - How AI is Redefining the Cannabis Industry (Final) (2).pdf
Martez Knox - How AI is Redefining the Cannabis Industry (Final) (2).pdfMartez Knox - How AI is Redefining the Cannabis Industry (Final) (2).pdf
Martez Knox - How AI is Redefining the Cannabis Industry (Final) (2).pdf
 

Grow Regardless by Joe Mechlinski

  • 1. GROW REGARDLESS OF YOUR BUSINESS’ SIZE, YOUR INDUSTRY OR THE ECONOMY… AND DESPITE THE GOVERNMENT!
  • 2. THE STATE O F T H E AMERICAN WORKFORCE
  • 3. 3.9 percent UNEMPLOYMENT RATE CURRENT NATIONAL US Bureau of Labor Statistics
  • 4. 6.7 million Approximately 201,000 jobs were created in August 2018, and the national unemployment rate remained unchanged at 3.9 percent. JOB OPENINGS CURRENT NATIONAL US Bureau of Labor Statistics
  • 5. EMPLOYEE TENURE MEDIAN BY AGE OF US Bureau of Labor Statistics
  • 12. The average mobile phone user checks their device 150 times a day. 40% of the US population believes it is impossible to succeed at work and have a balanced family life. More than 80% of all companies rate their business “highly complex” or “complex” for employees. Source: Deloitte human Capital Trends 2014 and 2015 The average US worker works 47 hours per week, and 49% work 50 hours or more per week, with 20% at 60+ hours per week. The average US worker spends 25% of their day reading/responding to emails. Fewer than 16% of companies have a program to “simplify work” or help employees deal with stress. THE OVERWHELMED EMPLOYEE
  • 17. McKinsey A U T O M AT I O N M AY W I P E O U T 1 / 3 O F A M E R I C A’ S W O R K F O R C E B Y 2 0 3 0
  • 19. UNDERSTAND PRIORITIES THE BRAIN IN YOUR HEAD FEEL PASSION THE BRAIN IN YOUR HEART EXPERIENCE PURPOSE THE BRAIN IN YOUR GUT ENGAGING THE THREE BRAINS
  • 20. 70% OF EMPLOYEES ARE DISENGAGED THE STATE OF THE WORKPLACE
  • 21. BETTER YOU THE BRAIN IN YOUR HEAD
  • 24. 1. What do you want to experience? 2. What are your top 3 priorities? 3. What do you want to learn? 4. What do you need the most help with? 5. What do you want to give? IN 2019… TOOL #1 | BIG 5
  • 25. BETTER US THE BRAIN IN YOUR HEART
  • 29. TOOL #2 | 25 REASONS WHY
  • 31. BETTER ALL THE BRAIN IN YOUR GUT
  • 35. TOOL #3 | AREA OF DESTINY
  • 37. CHANGE IS INEVITABLE, PROGRESS IS NOT. M A X M C K E O W N
  • 39. Quantum Workplace P O O R P E R F O R M A N C E M A N A G E M E N T Employees whose managers regularly communicate with them are 3X more engaged than those with managers who don’t practice regular communication.
  • 40. WEEKLY PERFORMANCE REVIEWS #1 HACK TOOL: 15FIVE Stop only doing annual reviews – interactions with your team need to happen far more often. At a minimum, weekly. 15Five kicks-off important conversations with your team every week on priorities and productivity, and encourages employees to reflect on their highs and lows to create a unique communication system.
  • 41. R E S I S T I N G T H E R E M O T E W O R K P L A C E 80% to 90% of the US workforce says they would like to telework at least part-time (two to three days a week). Global Workplace Analytics
  • 42. ENABLE TELECOMMUTING #2 HACK TOOLS: COLLABORATIVE RESOURCES Research and implement resources that address the needs of a remote team to foster continued collaboration and communication.
  • 43. I N F L E X I B L E W O R K S C H E D U L E S 73% of employees said flexible work arrangements increased their satisfaction at work Zenefits
  • 44. FLEX SCHEDULE #3 HACK SOLUTION: OFFER FLEXIBLE HOURS The typical 9 to 5 work schedule is becoming obsolete. So instead of resisting the change, embrace it as an opportunity to experiment. Simple approach: leave people in control of their own schedule – a little autonomy goes a long way. Feeling adventurous? Consider trying: • Job-sharing (two employees split the workload and time commitments of one 40-hour per week job) • Day shifting (some employees work from 7 AM to 3 PM while others work from 10 AM to 6 PM) • On-peak/off-peak work schedules (employees work more hours during their busy season and vice versa).
  • 45. L I M I T I N G PA I D T I M E O F F 70% of employees who take a week or more of vacation say they’re driven to contribute to their organization’s success, as opposed to the 55% who don’t regularly take vacation
  • 46. SMARTER PTO #4 HACK TOOL: PAYLOCITY Offer benefits your team actually wants and needs to perform at their best, and keep the details accessible, front of mind, and clear. Options can include: • Three or more weeks of PTO out of the gate • Paid parental leave • Distinguish between vacation days, personal days, and sick days For other creative ideas, check out this article: 7 Paid-Time-Off Stats You'll Find Fascinating
  • 47. D E P R I O R I T I Z I N G R E C O G N I T I O N 79% of people who quit their jobs cite “lack of appreciation” as their reason for leaving
  • 48. CULTURE GAMIFICATION #5 HACK DOWNLOAD AT shiftthework.com/cadre SOLUTION: A GAMING PLAN Gamifying your culture combines teamwork and play to create an atmosphere where employees challenge themselves, grow personally and professionally, are recognized for their achievements, and bond as a team. Overall, it boosts: • Engagement • Collaboration • Morale • Productivity • Perception of self-value
  • 49. E M P L O Y E E E N G A G E M E N T I S TA N K I N G 12% of businesses are happy with current levels of employee engagement
  • 50. By creating awareness around engagement, we believe employees are be more inclined to: • Take ownership of their actions and behaviors • Commit to positive change • Achieve greater satisfaction inside and outside of work SURVEY ENGAGEMENT #6 HACK DOWNLOAD AT shiftthework.com/cadre SOLUTION: QUARTERY ENGAGEMENT SURVEY TOOLS: • SHIFT ALL IN ASSESSMENT • TOP 50 SURVEY ENGAGEMENT QUESTIONS
  • 51. Dynamic Signal I N E F F E C T I V E C O M M U N I C AT I O N In the US, 1 in 3 employees are ready to quit their jobs due to poor workplace communication
  • 52. DAILY COMMUNICATION #7 HACK WATCH A CEO RIFF AT shiftthework.com/tools TOOL: LEADERSHIP RIFFS Daily communication from you to your team. These can be done by anyone in a leadership position, shared with their team or the organization at large, to share: • Important updates • Relevant news • Provide motivation and inspiration • Offer useful resources • Etc.
  • 53. I N V E S T I N G I N E M P L O Y E E S 49% of employees say that receiving perks/benefits means they know that their employers are invested in them as individuals
  • 54. BETTER INCENTIVES #8 HACK It’s not difficult to gain a competitive advantage, you just have to get creative. Offering better benefits and perks than your competitors empowers you to create a magnetic culture that not only attracts top talent, but gets them to stay! Here are potential options: • Recognize and reward employee tenure • Offer micro certification courses (professional development) • Give your people equity SOLUTION: COMPETITIVE PERKS Shift Your Work 12 Week Training Welcome to the Shift Your Work Course from Joe Mechlinski, CEO at SHIFT. 70% of the American workforce is disengaged.
  • 55. M I S I N F O R M E D H I R I N G The average company in the United States spends about $4,000 to hire a new employee, taking up to 52 days to fill a position. Glassdoor
  • 56. TOOL: TTI TRIMETRIX DNA ASSESSMENT HIRE FOR THE JOB #9 HACK The DNA assessment identifies a person’s behaviors, motivators, and competencies. The coaching report reveals how a person operates in their natural versus adapted state and provides insight on how to best communicate and support the individual based on their tendencies.
  • 57. M A N A G I N G L O W P E R F O R M E R S On average, managers spend 26% of working hours coaching underperforming employees – that’s more than 10 hours out of a 40-hour workweek! Robert Half
  • 58. DEFINE HIGH PEFORMANCE #10 HACK TOOL: ROLE EXCELLENCE PROFILE (REP) Define the standards of excellence that capture major accomplishments (outcomes) produced by top performers: • Develop explicit measures of success • Identify the key tasks of high performers • Reveal the factors necessary for achieving task completion excellence • Remove the “noise” and distractions of low value activities
  • 59. W O R K P L A C E B U R N O U T 1 in 5 highly engaged employees is at risk of burnout, reporting high levels of interest, stress, and frustration Robert Half
  • 60. PROTECT MENTAL HEALTH #11 HACK TOOL: BUILT-IN BALANCE DAYS At SHIFT, we call these “SHIFT You” days. In addition to the usual nationally recognized holidays, we offer our team designated paid days off to reset, refocus, and take care of themselves. But we don’t stop there… Every Friday afternoon, we gift our team “better you” time from 3:00 to 5:00 PM to spend as they please. Most importantly, we put it on the calendar!
  • 61. R E P R I M A N D I N G FA I L U R E Roughly two to five percent of failures in an organization are truly blameworthy; yet 70% to 90% are addressed with a pointed-finger. Robert Half
  • 62. INTELLIGENT FAILURE #12 HACK SOLUTION: LESSONS LEARNING LOG Establish an effective method for codifying and sharing (with your entire organization) the lessons learned from failure. Identify: • What the assumptions were going in • The outcomes that resulted • What that implies for those assumptions (lessons), and • A plan of action for next time Do NOT use this as a means to place blame.
  • 63. CLIMATE OF JUSTICE According to a study by Google, Psychological Safety ranked as the most important dynamic of a successful, high performing team.
  • 64. BETTER YOU THE BRAIN IN YOUR HEAD
  • 65. BETTER US THE BRAIN IN YOUR HEART
  • 66. BETTER ALL THE BRAIN IN YOUR GUT
  • 68. WHAT PEOPLE ARE SAYING "Shift The Work solves the riddle of the connection between engagement at work and engagement with life: If you don't have the first, you can't have the second. In this engaging, interactive work, Joe Mechlinski draws from his own impressive life experiences to show how to go all in in everything you do. This is an inspiring read.” Daniel H. Pink, author of WHEN and TO SELL IS HUMAN “Joe is not new to the world of best selling books. His bluntness is clarity and should not be confused with the typical powerpoint business advice books. Behind his words is a compassion for allowing people to better themselves by an embrace of clarity of purpose. This is an excellent read.” Richard Saul Wurman, author, and creator of TED “Shift the Work reminded me that vulnerability is a powerful force for creating trust and inspiring change in people and in organizations. It has moved me to be a better leader, follower, friend and sibling. Read this stuff. Because it matters. A lot!!” Patrick Murphy, CEO, John Hancock Retirement Plan Services
  • 70. Performance is: • Directly tied to business strategy and metrics • Based on ACCOMPLISHMENTS versus behavior or activity • Measured by W = V-C THE PERFORMANCE CURVE
  • 72.  Territory Plan & Scorecard  Accurate/ Compliant Admin. Of Accounts  Asset Allocations Aligned with Client Goals  Client Retention  Assets Under Management  Time to Competence  Measuring Performance Against Plan  Finding Qualified Leads  Reaffirming Client Goals & Risk Tolerance LEFT TO RIGHT THE TYPICAL APPROACH TO PERFORMANCE YOUR BUSINESS GOALS LINKING HIGH PERFORMANCE TO
  • 73.  Territory Plan & Scorecard  Accurate/ Compliant Admin. Of Accounts  Asset Allocations Aligned with Client Goals  Client Retention  Assets Under Management  Time to Competence  Measuring Performance Against Plan  Finding Qualified Leads  Reaffirming Client Goals & Risk Tolerance LEFT TO RIGHT THE TYPICAL APPROACH TO PERFORMANCE YOUR BUSINESS GOALS LINKING HIGH PERFORMANCE TO
  • 74. FIVE MUST READ BOOKS
  • 75. THE ONLY BUSINESS COLLECTIVE BRAVE AND BOLD ENOUGH TO SHIFT THE WORK TO TRANSFORM THE WORLD. CONSULTING ● SOCIETY ● VENTURES 174% avg. growth our clients experience WE ARE SHIFT
  • 76. LEARN MORE & CLAIM ALL THREE BY VISITING shiftthework.com/getmore FULL ACCESS TO ALL 3 TOOLS TAKE THE 7-DAY CHALLENGE BUILD A BETTER ROUTINE HOUR OF POWER
  • 77. F a i l u r e i s n ’ t a n o p t i o n f o r y o u . But here, you’ll make a mistake or two. You’ll sweat, and stretch, and be pushed beyond where you ever thought you could go. We force you to be a better you, a more innovative, inspiring, impactful you. You won’t just perform, you’ll transcend. All we ask is that you be willing to take gargantuan risks, chase insane dreams, creat e m o n u m en t al ch an g e, have each other’s back. And listen to your heart and gut as much as your head. When you do, you’ll transform yourself, inspire others, do amazing things, and, yes, have some fun. That’s how we turn a t i n y r i p p l e into a r o g u e w a v e . Vulnerability equals victory. Fearlessness equals fruitfulness. The world’s biggest issues can and will be solved by e n t r e p r e n e u r s with the courage to shift. Better you. Better us. Better all.