Gut + Science - Real Talk With Ceos On Culture, Data, And Decision-making

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The countdown to 100 is on at Gut+Science! As we build up to our 100th episode, we’re revisiting our 9 most popular episodes to get a refresher on how these leaders have built people-forward companies. Today we’re hearing Truth You Can Act On from our conversations with David Butler, Tim Beatty, and Tom Zupancic. Listen in for the full rundown (and you might want your notebooks handy).

Dr. Dan Weberg is a disruptor innovator who gets fired up about breaking the cycle of toxic leadership in the healthcare industry. As a nurse leader, an expert in human-centered patient design, and the author of the first book of its kind, "Evidence-based Innovation Leadership for Health Professionals, " today's topic is one he knows well. Truth You Can Act On   1. Leadership behaviors are as impactful to patient outcomes as medical errors Supporting Quote: Dr. Dan Weberg: [6:38] “Patient mortality increased and patient morbidity increased and, and so did errors. And that was directly tied back to this idea of a transactional toxic leader. One that, you know, holds a carrot out for good behavior in the stick when there's bad behavior. And they were showing that patients were dying more on floors that were led by toxic leaders.” 2. Toxic leadership can be intentional or unintentional, but either way needs to stop. Supporting Quotes: Dr. Dan Weberg: [8:25] “The unintentional side is a symptom of the fact that w

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!   Our question for you today:   What affirmations can you tell yourself?   Subscribe to get your Monday Fired up.  

Since day one, Gut + Science has been on a mission to increase engagement at work. For the last two years, we have been equipping CEOs and people-forward leaders of all levels. As we approach episode one hundred, of our foundational show where CEOs and executives share their experiences, learnings, failures, and best practices to build highly engaged workplaces. We're ready to celebrate and say, 'thank you.'  Thank you to our partners who have collaborated with us on this journey:  Emplify: http://emplify.com/podcast  The Zone: https://thezone.co/gutscience/coaching Ascentis: https://www.ascentis.com/gutscience:  Wambi: https://wambi.org/ These organizations provide exceptional services that move the needle on engagement scores at work, and they're excellent at what they do. As we launch into our next 100, we're looking for two other organizations to join us in partnership. We want organizations that serve mid-market to enterprise with human capital or talent management solutions or can specifically help le

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!   Our question for you today:   What thoughts can you channel to accomplish your goals?   Subscribe to get your Monday Fired up.  

Todd Richardson is the CEO of EDGE Mentoring, a non-profit organization connecting generations in meaningful mentoring relationships. In this episode, Todd and Nikki discuss the importance of developing the whole person–the professional, personal, and spiritual self–and the tremendous impact it has on engagement. Truth You Can Act On 1. Spend half your one-on-one meetings having real conversations about the person’s well-being. [00:07:43]I had a colleague, dear, dear friend, um, Les Gleaves, who was a lifelong professional development guru. And whenever. We would meet, he would take a deep breath before saying his first word and ask, how are you? And he asked it in a way required more than a one word answer. You know, I asked my kids every day when they come home from school, how was school? And the reality is. It's more out of repetition and more out of kind of requirement and routine where I say, you know, have a school, I am expecting a good answer.[00:08:42] 2. Personally check in with your people freque

Terry Hamilton, Executive Vice President and System Chief Operating Officer at Lakeland Regional Health, is a long time leader in healthcare. What stands out about Terry is how passionate he is about the people side of the business. For him, sharing gratitude and recognizing employees for the important work they do well is what being a leader in healthcare is all about.  Truth You Can Act On 1. Say thank you and say it often.  [19:13] “The most fundamental thing you can do to demonstrate gratitude is to say, thank you. And then you have to know what you're saying. Thank you for, so you have to be intentional about finding the things that your people are doing that are great and say, thanks for that specific thing.” [19:29]     2. Carve out one on one time.  [16:25] our standard tools are gone. So being there and saying the right thing and providing assurance and trying to enter into this as much as you can with them is the illustration to me of gratitude for workers at this particular time. [16:41] 3. Call pe

Gut + Science LIVE   The Leader’s Guide to Less Team Stress As a healthcare leader, are you worried about your team members experiencing more stress and burnout than ever before? Could you benefit from learning a simple and proven structure to help employees manage their stress? If you answered “Yes” to either of these questions, please join this special Gut+Science Healthcare LIVE session with Vicki Hess, RN, (www.VickiHess.com) Certified Trauma Professional and Top 5 Healthcare Speaker. Pulling tools from her newest book, SHIFT to Professional Paradise in Stormy & Uncertain Times, Vicki Hess, RN, shares specific ideas for how leaders can positively impact stress and right away. Join us! You’ll walk away with… 1. New knowledge about the phases of disaster that your employees are experiencing. 2. Tips for managing your own stress and burnout. 3. Five steps to positively impact stress management. Link to Join:  https://zoom.us/webinar/register/WN_pZgOxLIKSki_c7yLL0lfKA    

Mike Reynolds is the CEO of Innovatemap, a digital product agency helping companies dream, design, and deliver digital products and services. In this episode, Mike joins Nikki to share insights on how he's built a culture that innovates constantly and moves fast to get things done.  Listen in to hear the unique way team structure affects speed and relationship building. Truth You Can Act On   1. Feed the prospective employee pipeline constantly, not just when you are ready to hire.   [00:05:33] I'm always and our team is always out looking for incredible talent, incredible people. You know, it's almost like we've got maybe a potential pipeline in mind. And then candidly, when the business is at a point where we need to grow or possibly add a team member for a particular need or set of jobs to be done, who comes to mind that was wonderful at that, and that we'd love to work with? [00:05:57]   2. Build capacity in your calendar to think.   [00:11:51] The client work comes first. But that being said, we're very

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Brian Provost and Troy Thibodeau are part of the executive team at Ascentis, a SaaS-based Human Capital Management software. In this episode, Brian & Troy join Nikki to discuss the cultural norms that have led to the highly engaged culture at Ascentis.  Listen in as they share the highlights of their business journey. Truth You Can Act On 1. Be intentional about creating cultural norms by first identifying your desired outcome     [00:01:43] Troy: We define culture as a set of shared beliefs in how we want to behave at Ascentis and what we've found...is that when you can create a common set of beliefs amongst your team,  it creates great community and it creates strong engagement. [00:02:04] 2. Make cultural norms memorable [00:04:50] Troy: A key ingredient to the creation of these cultural norms is how do you make them memorable so that when you walk up to folks any given day in an office, or you'd meet one of your teammates and you say, what are our cultural norms? They can easily rattle them off. [00:0

Shane Carter is the Chief Nursing Officer at Advocate Aurora Health, the 10th largest not-for-profit integrated health system in the United States. Listen in as he and Nikki reveal the ways building relationships will impact your culture. Truth You Can Act On 1. Know your individual employees beyond their job title and responsibilities: What are they excited about in life right now? What hobbies are they into? [00:12:47] I asked those questions, not because I feel obligated to, I ask those questions because I honestly care.[00:12:52] 2. Make live personal connections as often as possible.  [00:19:33] What I try to practice as much as I preach is really get out and make that connection. Have those conversations. My team knows, do not send me an email that goes past two sentences. I just won't read it. Um, and maybe that's a negative thing, but they know that you're better served by coming and finding me walking through the concern, the situation following up that way.[00:19:55] 3. Don’t assume how people are d

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Truth You Can Act On: In order to make the best decisions on the HOW and WHAT you will do to move the needle on employee engagement, create a vivid vision of WHO you want to be. [00:15:32] Take the time and invest the resources to work on who you want to be. What's your mission, what's your purpose? What's your vision? And not only develop the strategies for how you're going to achieve that vision–the what you're going to do– but also the how you're going to do it. [00:15:48] Make feedback a simple habit versus a check the box. Find opportunities to give the feedback right away and tie in how you felt and why it’s important. [00:11:05] if you get into the habit of doing this and especially if leaders can get into the habit of accepting feedback from others, that becomes safer for people to sort of do it on a more regular basis. [00:11:15] Slow down. Human-first means building relationships and slowing down to truly connect. Be self-aware of what you know you can do better and be intentional to do it.

Happy Monday! We love Mondays; We love helping others love Mondays. So every Monday we'll be dropping some Monday Fire for you to help you get excited about your week. Here we go! Here's our question for you today, leader: Who can you reach out to this week with a simple, "How are you"? Subscribe to get your Monday Fired up.

Truth You Can Act On: Align yourself with a group of trusted advisors who are experts in all business areas to support the ESOP consideration and implementation process. [00:19:50] I think having good advisors who can help support your process and think through what you're wanting to achieve, I think can help unearth whether an ESOP it should be on the table or not. [00:20:00] Get to know the difference between partial ESOPs and full ESOPs. [00:09:37] So a full ESOP transition would be one where 100% of the company shares are sold to the ESOP in a single transaction. [00:09:47] [00:10:12] What's so interesting about a partial ESOP is they can be part of a a step by step process to become a hundred percent employee owned. Eventually if a seller wants to have a longer term process in place to accomplish that, but alternatively, they can also just be remain a minority ESOP where the purpose is to introduce an element of employee ownership into a company. [00:10:39] Start communication with all employees a

Truth You Can Act On: Know what bullying is: There has to be a target. [00:02:22] for a behavior to be considered bullying, There has to be three things.  First of all, there has to be a target.  It could be one person, or it could be a small group of people. [00:02:34] The behavior has to be harmful.  [00:02:46] The second criteria is they, behavior has to be harmful in some way [00:02:51] The behavior has to be repeated over time. [00:03:29]the third criteria is that the behavior has to be repeated over time. It can't be one time I get testy with you when I'm in a crisis situation, it has to be repeated. [00:03:40] Leaders need to be equipped both proactively and reactively on how to handle bullying.  [00:17:11] What I have learned is that overall, I haven't found one organization that does a good job, equipping their leaders with the skills and tools that they need to set behavioral expectations and hold their people accountable. It's a skill that can be learned. [00:17:28] Reminder - Hire

Happy Monday! We love Mondays; We love helping others love Mondays. So every Monday we'll be dropping some Monday Fire for you to help you get excited about your week. Here we go! Here's our question for you today, leader: Are you measuring results or are you measuring time? Subscribe to get your Monday Fired up.

Steve Berry is the Sales Manager at RDS Office Furniture. On today’s show, Steve hones in on the requirements and recommendations to set your office work environment up for today's safety requirements success.  For more information or resources, email Steve at steve@rdsoffice.com. Truth You Can Act On: Here’s a checklist of things to consider in shaping your workplace environment as you and your people return to working onsite: Panel walls minimum 50". Six feet apart in our work stations. Staggering of workdays - that may look like different teams of people working opposite days of the week for less in-office attendance at one time. Strategically-placed sanitation stations all throughout the office. Limiting office tools that people share. Limiting the number of people allowed in conference rooms. Providing allowances for work from home equipment. Full Notes: https://gutplusscience.com/steve-berry Nikki’s Book Recommendation: The Challenger Sale by Matthew Dixon Sponsor: The Zone – The Zone is