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To build the workplace of tomorrow, it’s become critical to empathize with and understand employees’ needs, motivations and aspirations; provide employees with the freedom and empowerment to define what their own experience should be. As customers are now accustomed to drive their own experiences, employees expect the same level of personalization from their employees. Gone are the days where organizations treated their employees as the same bunch. Employers must change their mindset and adopt more of a consumer approach to engage with their employees. Technology (think of people data, AI, machine learning) plays an important role in the design and delivery of those experiences, but the human element will always be at the center of the EX. Analysts, HR futurists and forward-thinking business leaders are challenging HR leaders to think about whether or not they are ready for a future of work that incorporates both an emphasis on technology, robotics and AI, alongside a requirement to embrace the people side of work and human needs. Tomorrow’s successful workplaces will be the ones who put people first. Mark Williams is the Chief Marketing Officer at MHR and People First (division of MHR), a UK-based company which focuses on technology to redefine the future of work, change to the employer-employee relationship and re-humanize the workplace. Today with Mark we talk about: - Why it is critical for employers to change their mindset and adopt more of a consumer approach to engage with their employees. - What organizations should do to create personalized employee experiences. - What place technology and the human element play in designing these experiences. - What companies should do to ensure privacy while using employee data to deliver those experiences. - Which metrics companies should put in place to measure the effectiveness of their EX initiatives and the impact on the business. Note: you can follow Mark on LinkedIn, Twitter and People First on LinkedIn, Twitter and Facebook. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
“Customers will never love a company until the employees love it first.” – Simon Sinek. Your employer brand is becoming more critical than ever, as it is now your main differentiator. Companies can no longer afford solely focusing on their consumer brand and wondering “how good is our product or service?”. They also, and foremost, have to ask themselves “how good a company are we to work for? How do we make a difference in our employees’ AND our customers’ lives?” When I talk at conferences, I always conclude my presentation by saying that “competition now is more about TALENT than it is about products.” Think of Amazon for a minute. It’s more than an e-commerce platform. It has forever disrupted your shopping experience and the entire retail industry. With all the hype surrounding their future HQ2’s location, what companies should be worried about is “if my city lends Amazon’s HQ2, now many of my top employees am I going to lose to Amazon because their employer brand is much stronger than mine?’ According to Harvard Business Review, employer branding is becoming strategically more important to CEOs and HR and marketing leaders as 30% of them are looking to build their global employer brand by 2020. In addition, many leaders now believe the responsibility for the employer brand is with the CEO or marketing rather than recruiters or HR with 60% of CEOs saying it lies with them.  Today’s guest is Rachel Roman, Director or Talent, HR and Culture at the startup Updox. Rachel Roman has spent the past few years working in high-growth startups helping them build and scale up their talent acquisition initiatives. Rachel is no stranger to the fact that Employer Brand (EB) management is moving from HR and Recruiting to Marketing and the CEO. From a marketing background, she has moved into the talent acquisition space because she understands that bringing a marketing mindset to EB is vital to today’s recruiting efforts.  Today with Rachel we talk about: - How to curate an effective employer brand. - What are the key elements to attract and retain talent. - How to increase your speed to hire and why it’s is critical to your business. - How to measure the effectiveness of your talent acquisition strategy. Note: you can follow Rachel on LinkedIn and Updox on LinkedIn and Twitter. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Collaboration is about enhancing each other’s work and creating a harmony. It’s following a smart plan to avoid confusion and waste. Collaboration is creating something greater as a group than would be possible for an individual. Design collaboration in large companies can be difficult because you might try to force rigid protocols into the creative design process (which is naturally free-flowing). After all, everyone’s a design critic. But not everyone can be a designer. Today’s guest is Donna Szarwark, Sr Vice President of Human Resources at FRCH. FRCH is an international brand experience firm of 250 employees, headquartered in Cincinnati. As a very successful creative agency, FRCH thrives on building an inclusive and highly collaborative culture, where employees feel empowered to bring ideas to life. Today with Donna you will learn: - How individuals, whether customers or employees, are at the center of the experience. - How business and employer brands are intimately intertwined, with some nuances. - What are some successful EX initiatives that FRCH has put in place. - And the fact that talent acquisition is as much a competition that it is a partnership. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years.  If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening.
In your workplace, your culture is the everyday reality of organizational life. It is not the mission statement, your balance sheets or even the employee handbook alone. The culture is what we do, what we say, the way we behave, the way we treat each other, our products, customers, communities and ourselves. As entrepreneurs, we left corporate America for a number of reasons, one of them being our dissatisfaction with the company’s culture. We left to create something that fit our dreams, our persona and our vision -- our perfect corporate utopia. So, how can we as business owners create a strong, and lasting, organizational structure that helps employees become our best ambassadors? Today's guest is Katie Burke, Chief People Officer at HubSpot. HubSpot is a leading provider of marketing automation software based in Boston, MA. Beyond its marketing automation platform, HubSpot is widely acclaimed for its company culture, which was codified by Dharmesh Shah, founder and CTO of the company. The HubSpot culture code has now been viewed over 3M times on Slideshare. Today with Katie you will learn: - Why the Employee Experience is a key differentiator in a ultra competitive talent market. - What HubSpot culture code is about. - What are the EX drivers. - How HubSpot measures EX and how the company ties EX to business outcomes. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years.  If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening.
Over the past few decades we have designed the humanity out of our organizations. But today we are starting to realize that this way of thinking about work no longer makes sense. This is Jacob Morgan's statement in his latest book, "The Employee Experience Advantage". The war for talent has never been fiercer, and in an effort to attract and retain top talent, organizations have to shift from creating places where they assume people need to be to creating organizations where people truly want to be. Today’s guest is Jacob Morgan, a 3-time best-selling author, keynote speaker, and futurist who delivers 40+ keynotes a year to conferences and organizations around the world. He is also a contributing writer at Inc. Magazine. Some of Jacob’s clients include Cisco, Microsoft, Sodexo, MasterCard. He is also the host of the Future Of Work podcast, which I listen to on a regular basis. Today with Jacob you will learn: - Why the employee experience has become a critical topic in today’s economy. - What are the drivers of the EX movement. - Jacob’s perspective on the gig economy and the future of work. - How technology will change the work we know today. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years.  If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening.
An employee leaves and you post the open position. Resumes trickle in. You interview a few candidates. No one fits the bill. The next thing you know, three months have passed and that desk is still empty... Nothing drives business success like a staff of talented, productive employees. So why accept a hiring process that fails you time and time again? Well, there’s one person who doesn’t: Scott Wintrip. And in High-Velocity Hiring, he provides the tools and systems for creating a hiring process designed for today’s fast-paced, talent-deficient landscape.  High-Velocity Hiring replaces the old, worn-out way of hiring with the simple but revolutionary approach of actively cultivating top talent before positions open. The old way is slow and inefficient. Wintrip’s way is dynamic and proven-effective. You’ll enrich and maintain a flow of high-quality candidates, harness this flow by identifying the most talented people, and channel it into a pool of ready-to-hire prospective employees. More than ever, hiring the best people requires foresight, planning, alertness, and decisive action. With High-Velocity Hiring, you have everything you need to seize the high-ground in the war for talent and maintain it for long-term growth and profitability.  This week I have the pleasure to interview Scott, calling from St. Petersburg, Florida. Published by McGraw-Hill, his book has been named a must-read book by SHRM’s HR Magazine, is in the top 100 books on Amazon, and has been featured in print, radio, podcasts and TV including Fast Company, Forbes, ABC, NBC and Fox. Today with Scott we will talk about: - How Talent Acquisition is changing. - How companies must engage in the new way of hiring. - How to build a positive candidate experience. - How to link the candidate journey to the employee journey. - How to measure success in Talent Acquisition. - What’s the place of technology in Talent Acquisition. Note: you can follow Scott on LinkedIn, Twitter, Facebook and find more information about his book here. This week's eX Podcast is sponsored by Structural. Structural unleashes the potential of people and teams by giving organizations real-time, mobile access to employee data. Find, engage, and retain talent with the Structural Employee Success Platform. eX Podcast listeners can visit Structural.com/expodcast to get access to the latest employee experience resources, including the Employee Success Playbook featuring 10 research-backed methods to improve business outcomes. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
How can you take what might be a decent-enough company culture, which you might call of a Culture of OK, and transform it into a Culture of Good that makes a long-lasting impact on the business, the employees, the customers and the surrounding communities? That’s the unlikely story of TCC, a thriving telecommunications retailer with more than 800 stores and 3000 employees in 40 states. In an industry when the employee turnover is 100%, TCC’s turnover is below 50%, while its workforce has grown by 2 ½ times. The company has saved about $3.7M a year, as people want to work at TCC because they know they can make a difference in the world where they work. Top-line revenues of the business have gone up 200%, and same-store sales are up 70%. Their operating income is up 490%!! Any company, with the support and commitment of its leadership, can unleash results by letting their employees bring their soul to work. On this week’s eX Podcast, my guest is Ryan McCarty, a long-beard and tattooed pastor turned entrepreneur, who is the Co-Founder of the Culture of Good, a transformational organization that was born within TCC, a $2B+ retailer, over a chip-and-salsa discussion between two men who were not meant to meet. Or were they? Today with Ryan we talk about: - How the concept of Culture of Good was born. - How Ryan fought skepticism from TCC’s executives and employees, and how he won their hearts and soul. - What impact building his Culture of Good has had on the business, its employees, its customers and the community. - What’s Ryan’s mission moving forward as he span off the Culture of Good from TCC to benefit other organizations. Note: you can follow Ryan on LinkedIn, Twitter and Culture of Good on LinkedIn, Twitter. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
"Learning opportunities are among the largest drivers of employee engagement and strong workplace culture – they are part of the entire employee value proposition, not merely a way to build skills". – Deloitte. Engaging employees on a continuous basis and creating a culture of empowerment, trust, and collaboration are critical drivers to retain talent and thrive as a business. Companies’ learning cultures must comply with this mindset and focus on both what training is needed from a business AND employee perspective. HR, EX and L&D teams need to work together to consider the ‘experience’ they can offer, embracing digital technologies as a key enabler of cultural change. Today’s guest is Brent Schlenker, founder of the Training, Learning and Development Community and Conference and the TLDCast Podcast. Today with Brent we will talk about: - What’s the disconnect between programs that Learning and Development teams create and which programs employees want to actually learn. - What are the skills employees must learn to prepare for the future of work. - What are the L&D trends that are disrupting the workplace. - What place technology place in the delivery and consumption of L&D programs. - How to measure the ROI on learning and development. Note: you can follow Brent on LinkedIn, Twitter and TLDC on Twitter, and Facebook. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?  
Change happens whether you like it or not. It’s up to each one of us to decide what we want to do with change. As a CEO or HR leader, it’s your responsibility to lead change, but also to create an environment and a company culture that support constant change and business growth. Employees don’t have to suffer through change, they should embrace it and thrive. They should feel excited about what’s new, they should feel included in being part of the journey. How do you sustain your culture in times of change? It’s critical to have an open communication with your employees and answer this question “what’s in it for me (as an employee)?”. Be direct, transparent and honest about hat change means for the company and for every individual. It’s also very important to involve and include employees in the process of change, so that they play an active role driving change, instead of suffering through change. Karen Weeks is the VP of People at Ordergroove, where she is building the people strategy and focuses on maintaining a strong culture during the growth stage of the company, including winning its first Best Companies to Work in New York! Previously she was the VP of HR (creating & leading the HR Operations Team), the Talent Management Director (for Client Services & Technology) and the first Manager of Learning and Development at Yodle. Today with Karen we talk about: - How to live and develop company values in a rapid growth organization, what the process is, where to start, and what are some best practices. - How to help your team members through change. - How leaders can create feedback and development opportunities during times of change. - How to scale your team and infrastructure to reach your business goals in a business environment that is continuously changing. - Where Karen sees the HR and People function in 5 years? Note: you can follow Karen on LinkedIn, week247.com and Ordergroove on LinkedIn, Facebook and Twitter. Support for this podcast is brought to you by LifeGuides. Responding to the inevitable and unexpected Life Challenges of your employees is one of the most profound opportunities to express your level of care, empathy, and compassion for the well-being of your people. The LifeGuides Network™ partners with organizations who recognize this profound opportunity and provides them with a platform to match their employees who are going through a specific Life Challenge with trained Guides who have successfully navigated the same Life Challenge. LifeGuides is a peer-to-peer network that exists to unlock and share the largest untapped and valuable resource on the planet - Human Wisdom and Experience. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?  
The digital transformation of the last decade has forced companies to embrace new mindsets and engage in new business models to respond to drastic changes in customer behaviors and stay relevant in the market place. Successful companies put the Customer Experience at the center of their corporate strategy. The focus, emphasis and empathy placed on customers as humans – not sales numbers in reports – has resulted in the personalization of the experience. Some of the same companies are now moving into the next frontier, seeing their employees not as assets and numbers on a spreadsheet, but as humans and contributors. The wave of the Employee Experience is slowing moving, forcing companies to adapt to become a place where people want to work vs. a place where they have to work. Companies see business success when they work both on their Customer AND Employee Experience to create a human-centered strategy. Jason Ashlock is the Senior Vice President of Customer and Employee Experience at Kuehne + Nagel, one of the world’s leading logistics companies, with over 80,000 employees around the world. Jason’s job is to make sure the 80,000+ employees who orchestrate this logistical magic are working in an environment that ignites their passions, celebrates their successes, illuminates their stories -- so they can create extraordinary experiences for the customers whose precious cargo K&N carries. How does a 130 year-old company open up to change? Let’s find this out with Jason. Today with Jason we talk about: - His unique role, overseeing both CX and EX, and how Voice of the Customer (VC) and EX are connected. - What the differences are between EX and CX. - Whether there is one that comes first before the other. Jason walks us through K+N’s journey of implementing both EX and CX. He also shares how he sees talent, customer acquisition and the HR function evolve in the next 5 years. Note: you can follow Jason on LinkedIn, Twitter and Kuehne + Nagel on LinkedIn and Twitter. Support for this podcast is brought to you by LifeGuides. LifeGuides helps companies increase employee engagement and reduce presenteeism loss, by providing a human-to-human network to help employees through their Life Challenges. LifeGuides pairs people who are going through a specific Life Challenge, with Guides who have gone through the exact-same Life Challenge. As Match.com pairs people for love, and Doctors On Demand finds doctors for patients, we match a Guide to each employee’s specific Life Challenge. For employers, LifeGuides offers a range of customized plans, which support your employee families with one-on-one support, offers empathy, experienced guidance and are highly-affordable. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
The workforce is changing, and we must change with it. In fact, HR is going through the same disruption as Marketing went through 10-15 years ago with the rise of technology. “HR departments that grasp the value of the ‘digital workforce experience’ and its role in keeping people happy, productive, and engaged will lead the charge into the future. Those who don’t will find themselves woefully behind”. HR has historically been focus on processes, policies and compliance. HR leaders must seize this formidable opportunity to bring the “human” function at a more strategic level in our organizations, leveraging the power of digital to break down the silos, bring EX advocates from HR, Marketing, Recruiting, Customer Experience, Operations, IT together to build a frictionless workforce experience, designed with and for the people they serve: the employees. Jason Averbook is a global thought leader, an agent for change in HR, and the CEO/Co-Founder of Leapgen. He is also author of the book, “The Ultimate Guide To A Digital Workforce Experience”. On this week’s podcast, Jason talks about what’s required for the future of HR and how leaders can shape the future of work. Today with Jason we specifically talk about: - What changes he’s seeing in the HR space and what leaders must do to embrace this disruption. - What is takes to change the traditional HR mindset to keep people happy, productive, and engaged. - What do HR leaders need to do to take the lead in the digitization of the workforce experience. - What role technology is playing in re-shaping the employee experience. - Where he sees the HR function in 5 years. Note: you can follow Jason on LinkedIn, Twitter, and Leapgen on LinkedIn, Twitter, and Facebook. Use the code EXI_EXSummit for a 20% discount to register for the EX IMPACT conference in Orlando from February 27 to March 1, 2019, a 3-day event of dialogue around the strategies for increasing engagement and empowering employees to feel more connected to their work. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
There’s been a lot of talk about making the workplace more human, more empathizing with employees’ needs, behaviors, aspirations. With the age of digitalization, where technology is so engrained in our personal and professionals lines, where life integration is the new norm, where remote work is surging and where people are expected to be connected constantly, we need to find the right balance between the use of technology, the design of more engaging and inclusive cultures, and the importance of nurturing human interactions. Erica Keswin is an expert in the business of working human. She helps top-of-the-class businesses, organizations, and individuals improve their performance by honoring relationships in every context, always with an eye toward high-tech for human touch. Her book, Bring Your Human to Work: 10 Sure-Fire Ways to Design a Workplace That’s Good for People, Great for Business and Just Might Change the World (2018 McGraw-Hill) was an immediate Wall Street Journal bestseller. Today with Erica we cover a few very interesting topics from her best-selling book “Bring Your Human to Work: 10 Surefire Ways to Design a Workplace That Is Good for People, Great for Business, and Just Might Change the World”: -           Encouraging employees to be healthy in body and spirit -           Running your meetings with clear purpose -           Making space for face-to-face interaction -           Building professional development into company culture -           Inspiring your workforce to give back to the community -           Simply saying "thank you" Note: you can follow Erica at www.ericakeswin.com and on LinkedIn, Twitter , Facebook, YouTube and Instagram. Support for this podcast is brought to you by Culture Amp… Eliminate the guesswork of company culture with Culture Amp, the world’s largest independent employee feedback platform. Culture Amp goes beyond aggregating survey results to deliver rich insights and data-driven action plans on an easy-to-use interface. With a powerful platform, science-backed surveys, and a focus on our customer’s success, Culture Amp helps you increase employee engagement and build a positive company culture.Start developing a deep understanding of your employee’s experience today by visiting cultureamp.com/ex. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Almost all companies talk about innovation, but regretfully most of them have no idea what it really entails. Innovation is not about inventing new technologies and developing disruptive products – it is about people. Innovation is a mindset; an entrepreneurial spirit that must be embraced by every employee. That is exactly why those in middle management are ideal drivers of innovation, and why organizations must ensure that they are the ones setting the example with this innovation mindset. Research from the University of Pennsylvania, Wharton School, demonstrated that middle managers have a much larger impact on an organizational innovation than those individuals with assigned innovation job roles, and that middle managers are particularly essential in driving strong performance in creative, innovative and knowledge-intensive industries. As such, Alex Goryachev - Managing Director of Innovation Strategy at Cisco - recognizes that middle management is the real change-makers and leaders of innovation within their organization. On this week’s episode, Alex shares the top ways middle managers can effectively spearhead this initiative of developing a culture of innovation and remaining competitive in this fast-changing, disruptive, digital economy. Today with Alex we talk about: - What innovation means at Cisco and how it drives employee engagement. - Why middle managers are pivotal to innovation within any organization. - How can such managers help develop an innovation culture, drive engagement and innovation. Note: you can follow Alex on LinkedIn, Twitter and We Are Cisco on LinkedIn, Twitter, Instagram, Snapchat, and Facebook. Support for this podcast is brought to you by Culture Amp… Eliminate the guesswork of company culture with Culture Amp, the world’s largest independent employee feedback platform. Culture Amp goes beyond aggregating survey results to deliver rich insights and data-driven action plans on an easy-to-use interface. With a powerful platform, science-backed surveys, and a focus on our customer’s success, Culture Amp helps you increase employee engagement and build a positive company culture.Start developing a deep understanding of your employee’s experience today by visiting cultureamp.com/ex. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Wellness programs are totally ineffective in most organizations, simply because they miss the opportunity to address employee’s health holistically. Companies usually turn to them to reduce health costs, but they’re often poorly designed and somehow discriminatory. Many of the programs are punitive, so they feel like something done to employees rather than for them. Even the most positive of these programs are often superficial – they don’t elevate company culture, inspire commitment, or tie to business goals. Any program that alienates, annoys, and distracts those it means to serve will fail to deliver results in the long term. Most corporate wellness (now often called “well-being”) programs have so far failed to deliver on their potential. Simply because such (well-intended) initiatives are not designed with the employees in mind. The work/life balance has morphed into work/like integration. Buzz word! Like CSR, D&I, Employee Engagement. Employees bring work home, and they bring home to work, but yet organizations AND managers fail to address this “integration” phenomenon. Companies that run successfully wellness initiatives understand that it should be part of their overall employee strategy, not just a check-box to reduce health insurance premium, or to look “cool” to prospective employees. Rachel Druckenmiller is the Director of Wellbeing at SIG, she is a respected speaker and writer, who named by Wellness Council of America (WELCOA) as the #1 Wellness Professional in the U.S. in 2015 and among the Top 10 in 2017. Rachel guides and supports organizations to engage their employees in meaningful ways, so they can become employers of choice. She believes in creating safe spaces for the whole person to show up at work, and strives to bring more compassion, hope, gratitude, and kindness to the companies and cultures she supports.  Today with Rachel we talk about: - What are the common misconceptions about wellness. - Why most wellness initiatives fail. - How HR executives must place wellness and wellbeing at the center of their people strategy. - What metrics should organizations put in place to measure the success of their wellness strategy. - Examples of companies that have successfully implemented wellness programs. Connect with Rachel on LinkedIn and on her blog, Rachel’s Nourishing Kitchen, and SIG on Facebook and LinkedIn. Further Reading: Well-Being: The 5 Essential Elements byTom Rath & Jim Harter The Healthy Workplace Nudgeby Rex Miller Everybody Matters by Bob Chapman & Raj Sisodia The Healthy Workplaceby Leigh Stringer How to Build a Thriving Culture at Workby Drs. Rosie Ward & Jon Robison Workplace Wellness that Works by Laura Putnam Cracking Health Costsby Tom Emerick & Al Lewis StrengthsFinderby Tom Rath LinkedIn Pulse Posts Rachel has written: The 3 Cs of Wellbeing: A Return to What Matters Most Be, Belong, Become: A New Vision for the Workplace Get Curious: A Simple Question to Ask Your Employees SIGSpark: One Company’s Quest to Come Alive(specific initiatives within our wellbeing strategy) 6 Takeaways from the 2017 WELCOA Summit: Redefining Wellness Making a Difference: What’s Next in Meaningful Employee Wellbeing This episode is brought to you by Spring International. Spring is a woman-owned boutique firm that focuses on performance-based employee engagement and people analytics. From onboarding to exit, Spring uses proven techniques to help companies improve the employee experience and calculate the ROI of HR programs and initiatives. Spring can help you on your human capital analytics journey – visit their website at www.springitl.com or email info@springitl.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?    
Over the past few years Microsoft has gone through a culture journey, exploring what change was needed to remain competitive with the likes of Apple and Google. The focus on understanding their employees’ behaviors, pain points, and motivations from a point of empathy has led the organization to shift its mindset towards purpose, learning and development. “By fulfilling the basic needs of an employee first, you can then explore the true impact of higher self-actualization needs”, according to Kathleen Hogan, Chief People Officer & EVP, Human Resources. Microsoft has identified the 5 Ps of Employee Fulfillment that is a critical element to the company’s employee experience strategy. If we do not focus on employee experiences, companies will find themselves repeating history. Teams will revert to working in silos, innovation will decline, employee satisfaction will plummet, employees will leave, customer satisfaction will decrease, brands will deteriorate, and recruiting will become even more difficult. Elizabeth Gartner is an Employee Experiences Leader at Microsoft. She has always been passionate about challenges that improve processes and experiences. After almost 7 years with Microsoft, 6 different roles, and 3 HR organizations – there was always one thing in common with the job description. Curiosity was required. Elizabeth strives to empower globally diverse teams to find creative solutions to the ever-changing modern workplace. She’s currently focused on the challenge of incorporating her team’s Employee Experience strategy throughout Microsoft HR to influence company policies for over 120,000 employees. Today with Elizabeth we talk about: - What the Employee Experience means at Microsoft. - What the employee journey looks like in the organization. - What are Microsoft's 7 Step Methodology to bring the Employee Experience to life. - What are the main themes important to employees to feel engaged. - How the company approaches manager training & development. - We also talk about employee experience, automation and personalization, as well as employee data and analytics. - Elizabeth shares tips on where to start in your EX journey and which pitfalls to avoid. Note: you can follow Elizabeth on LinkedIn and Microsoft on LinkedIn, Twitter, Facebook and Instagram. Support for this podcast is brought to you by LifeGuides. LifeGuides helps companies increase employee engagement and reduce presenteeism loss, by providing a human-to-human network to help employees through their Life Challenges. LifeGuides pairs people who are going through a specific Life Challenge, with Guides who have gone through the exact-same Life Challenge. As Match.com pairs people for love, and Doctors On Demand finds doctors for patients, we match a Guide to each employee’s specific Life Challenge. For employers, LifeGuides offers a range of customized plans, which support your employee families with one-on-one support, offers empathy, experienced guidance and are highly-affordable. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Think about it… 80% of employees’ days are spent working in teams. And yet the teams most people find themselves in are nowhere near as effective as they could be. 86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures, according to Salesforce. Teams are often divided by tensions, dissension, and dysfunctional teams drain employees’ energy, performance, and creativity. Building cohesive, productive and multi-generational teams can be a challenge. It starts with creating a culture that promotes candor and feedback. A culture that promotes healthy discord to spark creativity and innovation. A culture that celebrates risk, experimentation and failure for long-term success. A culture that unifies individuals versus pushing individuals against each other. A culture that focuses on people, not policies and processes. Elton Chester is co-founder of The Culture Works, a global training company, and author of multiple award winning, #1 New York Times, USA Today and Wall Street Journal bestsellers, All In, The Carrot Principle and The Best Team Wins. His books have been translated into 30 languages and have sold more than 1.5 million copies. He has been called “fascinating” by Fortune and “creative and refreshing” by The New York Times. Elton has appeared on NBC’s Today Show, CBS 60 Minutes, and is often quoted in Fast Company, Newsweek and the Wall Street Journal. In 2019 Global Gurus research organization ranked Chester #11 among the world’s top leadership experts and #8 among the world’s top organizational culture experts. The Employee Engagement Awards 2019 named him a Top 101 Global Employee Engagement Influencer; and Engagedly named him Top HR Influencer of 2019. Today with Chester we talk about: - What differentiates high performing teams vs. less performing teams. - What are the critical steps to build a winning culture that drives results. - How to maintain momentum through challenges, new dynamics as people come in or leave? - Why is candor and feedback important. - How can leaders create an employee focused organization. Note: you can follow Chester on LinkedIn, Twitter and The Culture Works on LinkedIn, Twitter and Vimeo. Support for this podcast is brought to you by LifeGuides. Responding to the inevitable and unexpected Life Challenges of your employees is one of the most profound opportunities to express your level of care, empathy, and compassion for the well-being of your people. The LifeGuides Network™ partners with organizations who recognize this profound opportunity and provides them with a platform to match their employees who are going through a specific Life Challenge with trained Guides who have successfully navigated the same Life Challenge. LifeGuides is a peer-to-peer network that exists to unlock and share the largest untapped and valuable resource on the planet - Human Wisdom and Experience. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?  
Our Mom and Pop’s generation was attracted by the type of companies that offers a strong sense of job security and good benefits. That was pretty much it. Job security is gone. Employees benefits such as 401K, health insurance, PTO are commoditized; they’re no longer a differentiator to attract or retain talent. They are a basic expectation like getting a paycheck. Today, employees are more focused on finding a company that has a positive, strong company culture revolved around learning and growth. To cater to employees’ expectations and remain competitive, organizations have to focus on the development of a strong company culture that supports learning and employee growth. Employee growth – both personal and professional – is possible in a work environment in which learning is so ingrained that it simply becomes a way of life. Studies show that only 31% of organizations have a culture of learning. These leading organizations have adopted an agile mindset, where constant change is the norm and seen as a moment for employees to develop growth mindsets and seek out new opportunities to learn and to share knowledge with their colleagues. Over his 20 years in technology, Jeff Gothelf has worked to bring a customer-centric, evidence-based approach to product strategy, design, and leadership at a wide range of companies. Jeff believes the problem that many companies face is that most of our management techniques were created at a time when this two-way conversation companies and consumers now have, (thanks to the internet), didn’t exist. Instead, we're using management tools that were built for a completely different pace of operations— the past century’s manufacturing economy. “I believe too much time and money is wasted on ideas that don’t work. Today’s leaders must inspire and collaborate, not micromanage, to drive agility and innovation in their organizations. This doesn’t happen enough which leads to too many people hating their jobs. They shouldn’t.” Most recently Jeff co-founded Sense & Respond Press, a publishing house for practical business books for busy executives. Jeff has worked with many companies including 3M, Target, CNBC, Telefonica, GE, Capital One, Autotrader and more.  Today with Jeff we talk about: - Why humility is important to business management, and why most organizations lack it - How to build a customer-centric product-led organization - Why building a culture of learning is important - Why we need to change current management tools that were built for a different pace of operation - How to shift from output (making stuff) to outcomes (changing behavior) - The real reason employees hate their job and how leaders can turn it around in 30 days - Micromanaging will never drive agility, and what to do instead - If you don’t do this one thing in your organization, you will eventually fail. Note: you can follow Jeff on LinkedIn, Twitter and find his books his website. Support for this podcast is brought to you by LifeGuides. Responding to the inevitable and unexpected Life Challenges of your employees is one of the most profound opportunities to express your level of care, empathy, and compassion for the well-being of your people. The LifeGuides Network™ partners with organizations who recognize this profound opportunity and provides them with a platform to match their employees who are going through a specific Life Challenge with trained Guides who have successfully navigated the same Life Challenge. LifeGuides is a peer-to-peer network that exists to unlock and share the largest untapped and valuable resource on the planet - Human Wisdom and Experience. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
When a company grows big at a very fast pace, change is both constant and exciting. During periods of rapid growth, companies often revel in the glory of increased revenue, high performing teams, a sense of pride and belonging that comes with a positive trajectory. On the other hand, this success can also bring its own challenges – call them growing pains – that can create tensions, hiccups and negatively impact the company culture. As each new hire brings something new, influences and evolves the culture, the leadership team must keep a clear vision and navigate through turbulence that could create frustration, burnout, turnover or even negatively impact the company’s core values. Culture, with an ever-evolving employee experience, is the compass to keep the ship and its crew moving in the same direction. Tom McCauley is the Vice President of Employee Experience at Athletico Physical Therapy, one of the leaders in orthopedic rehabilitation services to communities, employers and athletes, with over 475 locations throughout twelve states. Today with Tom we talk about: - What triggered Athletico to create the VP of Employee Experience role and what was the process to define it vs a more traditional HR role. - How does Athletico scale up the culture and EX and ensure there is consistency across all the 475 locations spread across 12 states. - What makes Athletico different and attractive in very competitive field, with a close-to-zero unemployment rate among physical therapists. - How does the company balance quantity vs. quality when they have to fill positions very quickly in a very competitive candidate market. - What prompted Tom to revamp the onboarding process what the future state looks like. - How he sees the talent acquisition and the HR functions evolve in the next 5 years. Note: you can follow Tom on LinkedIn, and Athletico on LinkedIn, Twitter, Facebook and Instagram. Support for this podcast is brought to you by LifeGuides. LifeGuides helps companies increase employee engagement and reduce presenteeism loss, by providing a human-to-human network to help employees through their Life Challenges. LifeGuides pairs people who are going through a specific Life Challenge, with Guides who have gone through the exact-same Life Challenge. As Match.com pairs people for love, and Doctors On Demand finds doctors for patients, we match a Guide to each employee’s specific Life Challenge. For employers, LifeGuides offers a range of customized plans, which support your employee families with one-on-one support, offers empathy, experienced guidance and are highly-affordable. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Culture is like a DJ’s mixing desk. It’s a series of themes, behaviors, and ways to do things that make up the tone and vibe of an organization. Often a good way to get a quick measure on a company is to ask the question ‘how does this place feel to me’. Culture is granular - built up over time through the many micro actions, turns of phrase, occasions and moments that an organization experiences everyday. Which means every culture is highly nuanced. Therefore to understand it, leaders have to look at it through a number of lenses. B+A has identified 7 elements that define a company’s culture. Ben Gallagher is the Co-Founder of B+A, the fastest, most creative management consultancy in the world. Ben started in journalism, moved into creative and innovation roles before founding B+A. For Ben, organizations can only success in their innovation efforts if they build a people centric culture, and that’s what we are discussing on the show. Today with Ben we talk about: - Why so few companies have an identified leader responsible for culture. - What are the elements that define culture. - How to identify what makes a company’s culture unique and special. - What employees really care most about. - How a leader gets people to be more honest with him or her. - How a leader changes long established habits that now feel out of date. - How a leader makes sure all new staff knows what’s important about the company. Note: you can follow Ben on LinkedIn and B+A on LinkedIn, Twitter, Instagram, Facebook. Support for this podcast is brought to you by LifeGuides. LifeGuides is an innovative company that partners with organizations to help them better support their employee families through their big or small life challenges that usually impact their vitality, focus at work and their overall well-being inside and outside of work. LifeGuides created a platform to leverage three of the most valuable and untapped resources on the planet – life experience, human connection and wisdom. The heartbeat of the company revolves around trained Guides who are ready and available to give your employees the relief that they need. Find out more at www.lifeguides.com. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Many recent reports, such as Gallup, Deloitte, Steelcase, show that employee engagement is at an all-time low. Many companies try to address that, investing in softwares or apps with the intent to boost employee engagement, but with no clear plan or methodology in place, because decisions are often driven by HR and IT and we all know they’re not usually people-centric. What happens is that employees don’t use those tools, because the user experience sucks. When it comes to internal communications, very few companies do a good job at creating and distributing compelling and engaging content to their employees. Email updates, staff meetings, basic newsletter have very poor engagement rates. What’s interesting is that video content has become a predominant communication tool for consumer brands to engage with their customers. Yet, companies fail to adopt video content to engage with their employees. Sam Crumley is the Vice President of Employee Experience at Panopto, the fastest-growing provider of video software for training, teaching, and presenting. When you look at the employee lifecycle, from being a candidate, to the onboarding process, to training and development, video content can play a big part in driving high engagement. The way we consume content is very different from a decade ago. Nowadays, whether it’s training, internal communications, employees consume content in different ways. They expect on-demand content, on their preferred device, via multiple channels. How can companies efficiently develop, manage and distribute content with all these considerations? Sam will share some insights. Today with Sam we talk about: - What are some basic questions HR leaders should ask themselves when considering investing in any type of employee engagement tool. - Why organizations fail to adopt video content to engage with their employees while many companies have been successful leveraging video content to engage with consumers. - What are the basic steps companies should follow to invest in and to develop good video content. - How companies can efficiently develop, manage and distribute content with all these considerations. - What metrics should companies consider to measure engagement, consumption and return on investment when it comes to internal communications. Note: you can follow Sam on LinkedIn, Twitter and Panopto on LinkedIn, Twitter, and Facebook. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?  
When employees work remotely, it can be hard for them to experience the culture, feel connected to one another and be engaged. Creating a thriving work culture for your remote team is actually not that difficult, but it does require establishing a clear vision, strong online communication, hiring people with the right mindset, giving them the tools they need to succeed and making everyone feel valued and included. Formstack, a company based in Indianapolis but with almost an entirely remote workforce, has not only built a successful business (you may have used some of their forms on Netflix, Verizon, Gannett - to name a few of their customers), but also a thriving remote culture. The company’s 4.8 rating on Glassdoor is IMPRESSIVE. Only a handful of companies reach this number. What’s their secret? Chris Byers is the CEO of Formstack and runs the day-to-day operations of the company. His goal is to deliver on the company’s desire to change lives through inspired software. Chris has been a part of remote organizations for several years, including heading up an international nonprofit while living in England and Poland. He currently leads Formstack's remote team from the company's HQ in Indianapolis and shares with us how he’s built this amazing remote culture. Today with Chris we talk about: - How he made the transition from a fully office-based workforce to almost an entire remote workforce. - How he keeps employees engaged and connected when they all work remotely. - How he’s been able to “humanize” a digital workplace. - What metrics and processes he’s put in place to ensure that everyone is accountable for their work. - Why a remote culture is about trade-offs. - Which attributes he looks for in candidates, and how the company handles the hiring and on-boarding process. Note: you can follow Chris on LinkedIn, Twitter and Formstack on LinkedIn, Twitter, Instagram and Facebook. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
HR historically has been focused on hiring, firing, policing the organization, making sure everybody is compliant with the company’s rules. Now, HR professionals have to explore the notions of experience, employee engagement, people data and analytics; they have to work with disruptive generations like Gen Y and Gen Z; they’re expected to embrace concepts new to them such as design thinking and organizational change. Employee engagement is at a historic low level. Customers are employees, and they don’t understand why they can’t have the same type of experience from an employment brand that they can from a consumer brand. The HR function must become more human centered, not process or administration centered. David Ducheyne is a former Chief People Officer, now a keynote speaker, author and advisor, based in the Brussels area, in Belgium. David held HR leadership positions in large organizations in Europe, and even served as Chief People Officer AND Customer Experience Leader at Securex, a 1600+-employee organization, where he combined the people role with his role as business leader in which he focused on regaining profitability, innovation and leadership.  He is now a well-respected advisor, author and speaker, working with clients such as Deloitte, Johnson & Johnson, BNP Paribas, and Kluwer. He also launched hrpro.be, Belgium’s first national association of HR professionals. Today with David we talk about: - What trends he’s seeing in the HR space in Europe. - What he means by saying “it’s mistake to focus on the internal customer first. Instead, we should always focus on the external customer first”. - Who should own the employee experience within a company. - What’s next for the HR function and for HR professionals. - Why HR can’t be responsible for employee happiness in any organization. Note: you can follow David on LinkedIn, Twitter and his consulting business Otolith, the hrchitects blog, and the Belgian Association for HR Professionals. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?  
We live in a Yelp world where the proliferation of third party rating sites and social media has democratized the bully pulpit. The voice of the consumer has the power to make or break even the largest companies. Guess what, those consumers are also employees and they have found their voice has power too. Sites like Glassdoor, Vault, and Memo along with the social media giants Facebook and Twitter have given a voice to employees similar to that of consumers.   Today’s guest is Hal Halladay, Chief People Officer at Infusionsoft, as SaaS company based in Chandler, Arizona.  Today with Hal we will talk about: - How employees are Infusionsoft’s first brand ambassadors. - Why the Voice of the Employee (VoE) matters. - Why the company has successfully scale up its culture in the past few years. - What is the company’s unique on-boarding process. - The place of technology in the employee and candidate experience. - How the people function is no longer about HR, but about mixing different talents. Note: you can follow Hal on LinkedIn, Twitter and Infusionsoft on LinkedIn, Twitter, Facebook and Instagram. This week's eX Podcast is sponsored by Structural. Structural unleashes the potential of people and teams by giving organizations real-time, mobile access to employee data. Find, engage, and retain talent with the Structural Employee Success Platform. eX Podcast listeners can visit Structural.com/expodcast to get access to the latest employee experience resources, including the Employee Success Playbook featuring 10 research-backed methods to improve business outcomes. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
The traditional relationship between employer and employee is being challenged, and some companies have already adopted this new mindset – to become an alliance focused on shared goals and mutual respect. This is not an easy task, it requires an overhaul of systems, process, and structures in order to put people first. This week I have the pleasure to interview Randy Stocklin, CEO and co-founder of the e-tailer One Click Ventures. Randy and his wife Angie have successfully built a nationally celebrated winning culture where they put people first. Their well-defined values and principles make up the heart of One Click’s culture and guide their behavior every day, ensuring that no matter how large the company grows, they preserve what has always been special to the One Click team. Today with Randy we will talk about: - How it’s important to focus on culture from the start, even when you have to juggle with conflicting priorities. - What are some of the lessons he learned the hard way. - How he’s implemented metrics and KPIs to measure the impact of EX on the overall business’s performance. - What type of environment he’s created where employees can thrive. Note: you can follow Randy on LinkedIn, Twitter and One Click on LinkedIn, Twitter, and Facebook. This episode is brought to you by Fusion Alliance. Fusion Alliance delivers holistic solutions fusing together data, digital and technology to redefine customer experiences and move your ideas to execution. That’s why businesses across multiple industries have relied on Fusion’s expertise and partnership for over 25 years. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening. Interested in learning more about Business To Employee Branding (B2E branding)? Interested in sponsoring or speaking at the next Employee Experience Summit (eX Summit) in your city?
Startup founders are usually so busy building their companies and improving their products that they underestimate the value of company culture. Company culture is not just about office game rooms, free snacks or casual Friday. It’s about how your team works together. It's what your team believes in and what they value the most. In order for your team to collaborate effectively, you need to build a strong company culture. Kristian Andersen knows a little bit about startups, to say the least. He is a designer and brand strategist at heart, started KA+A, now Studio Science, a design and digital branding agency, and co-founded multiple startups. Kristian is now a Partner at High Alpha, a Venture Studio which conceives, launches and scales next-generation enterprise cloud companies through the application of business strategy, world-class design, and product development. In this episode with Kristian, you will learn: - How High Alpha differs from traditional Venture Firms and what type of talent they’re looking to attract to fulfill their mission. - How in Kristian’s opinion a business brand and an employer brand are intimately intertwined. - We will also discuss that there is no specific framework or process to build a successful start-up culture, it all depends on the CEO’s leadership ability and personality. - How start-up CEOs manage business vs culture priorities. This episode is brought you by MOLD. Mold is a full-service brand agency that works with artists, writers and creatives to help its clients increase sales, book more gigs and boost audience engagement. Its creative team of graphic designers, videographers, writers and brand managers work together to make sure that every time a client’s name is seen or heard, it shines. If you want to send me feedback, suggestions for future topics or guests, you can reach me at svincent@exsummit.com or on Twitter @eX_Summit.  Thanks for listening.
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Podcast Details

Started
May 18th, 2017
Latest Episode
Feb 4th, 2020
Release Period
Weekly
No. of Episodes
99
Avg. Episode Length
About 1 hour
Explicit
No

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