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Growth Human Resources Leadership

Creating a Culture of Ingagement in Your Company

Ingagement is a leadership philosophy for those who believe that it is not enough to tell people what to do, but to involve their minds, creativity and even their emotions . . . When you align people and create an organization where everyone works together in partnership, that organization becomes Ingaged . . . and vastly more successful.

How can you lead more people in your company to be more Ingaged?

That’s a question I explore in depth in my new book Ingaging Leadership: The Ultimate Edition. But in this article, I would like to explore the basics . . . and make a compelling argument for why you should be cultivating a culture of Ingagement if you aren’t already.

Why Be Concerned with Ingagement?

Why does an Ingaged culture matter?

  • It drives commitment – A culture of Ingagement boosts employee retention and satisfaction.
  • It enhances collaboration – An Ingaged culture fosters teamwork that drives results.
  • It improves performance – Ingaged employees are more productive and perform better.

Key Strategies for Building Ingagement

  • Foster open communication – Create an environment where employees feel comfortable sharing their ideas, concerns, and feedback. Regularly hold meetings and encourage open dialogue to ensure everyone feels heard and valued.
  • Provide clear goals and expectations – Clearly communicate the company’s vision, mission, and goals. Ensure that each employee understands how their role contributes to the overall success of the organization. This alignment helps employees see the bigger picture and feel more connected to their work.
  • Recognize and reward contributions – Acknowledge and celebrate employees’ achievements and contributions. Recognition can be in the form of verbal praise, awards, or incentives. Feeling appreciated boosts morale and motivates employees to stay engaged.
  • Offer professional development opportunities – Invest in your employees’ growth by providing training, workshops, and opportunities for career advancement. When employees see a path for growth, they are more likely to stay committed and engaged.
  • Empower employees – Give employees autonomy and authority to make decisions related to their work. Empowered employees feel a greater sense of ownership and responsibility, which can lead to higher engagement.
  • Create a positive work environment – Foster a supportive and inclusive workplace culture. Encourage teamwork, collaboration, and respect among employees. A positive work environment can significantly impact employee satisfaction and engagement.
  • Solicit and act on feedback – Regularly seek feedback from employees about their experiences and their suggestions for improvement. Act on this feedback to show that their opinions matter and that you are committed to making positive changes.
  • Lead by example – Demonstrate the behaviors and attitudes you want to see in your employees. Show commitment, enthusiasm, and a strong work ethic. Leading by example can inspire employees to follow suit.
  • Define core values – Clearly define and communicate what your organization stands for.
  • Recognize contributions – Regularly recognize and reward employee contributions.

Building a culture of Ingagement can transform your organization. To learn, I invite you to read my new book Ingaging Leadership: The Ultimate Edition.

 

Categories
Growth Human Resources Leadership

Developing Ingagement Strategies for Remote Teams

I have been writing about Ingagement Strategies in my recent articles here on C-Suite. I hope you have been enjoying and benefiting from them.

Today I would like to continue that series by addressing a question about Ingagement that might have been on your mind . . .

How can a leader keep remote workers ingaged?

This is a real problem, especially in the days since the Pandemic, when more and more employees are working from their homes. Even though the team you are leading might be returning to work today, chances are that some of the people you lead are still working from their homes, or even from other parts of the country. For advice on managing this new reality, I encourage  you to explore my new book Ingaging Leadership: The Ultimate Edition.

How can you keep them involved, and as productive as the in-house workers you supervise?

Managing remote teams presents unique challenges that require innovative solutions to keep everyone connected, motivated, and productive.

Key Challenges

  1. Communication Barriers: Remote work can hinder effective communication, leading to misunderstandings and reduced collaboration.
  2. Isolation: Remote employees may feel isolated and disconnected from their colleagues, impacting their morale and productivity.
  3. Collaboration: Facilitating collaboration can be more challenging with remote teams, as the lack of physical presence can make teamwork less intuitive.

Practical Tips

  1. Leverage Technology: Utilize digital tools to facilitate communication and collaboration. Platforms like Slack, Microsoft Teams, and Zoom can help bridge the gap, making it easier for team members to stay in touch and work together effectively.
  2. Regular Check-Ins: Schedule regular check-ins to stay connected with remote employees. These can be one-on-one meetings or team huddles, providing opportunities to discuss progress, address concerns, and offer support.
  3. Virtual Team Building: Organize virtual team-building activities to foster a sense of community. These activities can range from online games and quizzes to virtual coffee breaks and team challenges, helping to build relationships and boost team morale.

By addressing these challenges and implementing practical strategies, leaders can create a more engaged and cohesive remote team. In summary, Ingaging Leadership: The Ultimate Edition offers valuable guidance for managing remote teams. By leveraging technology, maintaining regular communication, and fostering a sense of community, leaders can overcome the challenges of remote work and create a thriving, engaged team.

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Growth Human Resources Leadership

The Future of Leadership: Embracing Ingagement

Do you have a crystal ball that lets you see the future? I know that I don’t. Yet thanks to my years leading successful organizations through turbulent times, I have developed a good idea of what the future holds.

I explain many of these ideas in my book Ingaging Leadership: The Ultimate Edition. For today’s post, I thought it would be fun to make some predictions about what the future holds. I invite you to come along for the ride so we can explore these predictions together.

Employee-Centric Leadership Will Become the Norm

The man or woman at the top of the organization will no longer be the person who makes the decisions. There might not even be anyone at the top. The people who work in any organization will run it. And they will be able to, thanks to employee councils, regular employee check-ins with supervisors, and other emerging democratic features of how businesses will be run.

Ingagement is another name for full and ongoing employee integration into businesses.

Technological Integration

It’s no secret that technology will continue to play a central role in running organizations and facilitating leadership. But we don’t quite know just how extensive or powerful new technologies will become.

AI gives us a glimpse into what these changes will be, but only a glimpse. All I can say is, be flexible and open to new technologies and ideas. And hold onto your hat.

A New Kind of Workforce

We are already seeing the rise of the distributed workforce, which has become the norm after the pandemic. (Work from home? No problem! Work from anywhere? That’s part of the job.)

But we have only just begun. I believe that a growing percentage of the workforce will be made up of contract workers who are not employees of the organizations where they contribute their labors. Also thanks to AI, a variety of jobs will no longer be performed by humans. As I said above, hold onto your hat and get ready for astonishing change. And more than ever before, embracing diversity and inclusion will be key to successful leadership.

Why Ingagement is Crucial

If you want your organization to retain its employees, develop competitive products and services and remain profitable, you will have to practice Ingaged leadership, which means adapting to the changes I outlined just above in today’s article.

Practical Tips

  • Stay informed – Keep up with the latest trends and technologies in leadership.
  • Adapt and evolve – Be willing to adapt and evolve your leadership style.
  • Foster a growth mindset – Encourage a culture of continuous learning and improvement.

 

Make no mistake about it. Embracing Ingagement is essential for your ongoing leadership success. I encourage you to read my new book Ingaging Leadership: The Ultimate Edition.

 

Categories
Biography and History Geopolitics Human Resources

Beyond Redemption: The Repetition of Humanitarian Failures in Africa and Beyond

Beyond Redemption

The Repetition of Humanitarian Failures in Africa and Beyond

The humanitarian sector, long hailed as a beacon of global compassion and assistance, stands at a crossroads. Its historical failures to protect the most vulnerable in regions such as Sudan, the Central African Republic (CAR), and the Democratic Republic of the Congo (DRC) have become a grim routine, marked by systemic inefficiencies, geopolitical maneuvering, and appalling breaches of trust by those entrusted with safeguarding human dignity. Despite decades of experience, repeated promises of reform, and vast financial contributions from donor nations, the sector remains mired in ineptitude and waste, leaving behind a trail of unmet needs, broken promises, and squandered opportunities.

The UN Security Council: A Paralysis of Leadership

At the heart of these failures lies the United Nations Security Council, whose actions—or inactions—have consistently exacerbated crises rather than resolved them. The Council’s geopolitical gridlock, driven by the competing interests of its permanent members, has rendered it impotent in addressing pressing crises in Africa. In Sudan, CAR, and DRC, resolutions have often been watered down to appease powerful states, prioritizing political expediency over humanitarian necessity. This paralysis has allowed conflicts to fester, leaving peacekeepers and aid agencies unsupported and unprepared for the realities on the ground.

The structural inefficiencies extend beyond decision-making. Funding mechanisms funneled through UN agencies are often misallocated, consumed by bloated administrative costs, or siphoned off through corruption and theft. In CAR, for instance, millions of dollars earmarked for peacekeeping and civilian protection have been lost to mismanagement, while UN Peacekeepers themselves have been implicated in shocking violations, including sexual violence against women and girls. Such atrocities not only undermine the moral authority of the UN but also shatter the trust of the very communities they are meant to protect.

The UNHCR – The UN Refugee Agency

The United Nations

The UNHCR’s plea paints a heart-wrenching picture of refugees braving unimaginable hardships, but behind the emotional veneer lies a glaring lack of transparency. Phrases like “on the ground delivering jackets, gloves, and more” offer no evidence or specifics, leaving donors guessing about the actual impact of their contributions. The push for monthly donations, framed as the “most effective way,” appears more about securing predictable revenue streams than addressing immediate needs.

With no concrete stories or verifiable outcomes, claims of “critical assistance” and “changing lives” feel like marketing slogans, not actionable promises. Oversimplified solutions—such as $36 equating to a survival kit—mislead donors into believing complex logistical challenges can be solved with a single donation. This messaging, wrapped in urgency and emotional appeal, glosses over critical questions: How much aid reaches those in need? Where are the detailed reports of success? Until accountability replaces abstraction, this campaign risks being more about optics than outcomes.

The Cost of Inefficiency: Waste and Misallocation

The humanitarian sector’s operational inefficiencies are staggering. Reports from Sudan and CAR highlight how excessive spending on bureaucratic processes—such as needless meetings, convoluted reporting structures, and overstaffed headquarters—consumes vast portions of aid budgets. These inefficiencies leave frontline workers under-resourced and local populations underserved. In many cases, aid never reaches the most critical locations, diverted instead to safer and more accessible areas that are politically convenient for donor nations and international organizations.

This misallocation of resources is further compounded by theft and corruption, which thrive in the absence of robust accountability mechanisms. In DRC, for example, logistical delays and embezzlement have left communities devastated by conflict without the food, water, and medical supplies they desperately need. These systemic failures erode the effectiveness of international aid, even as donor nations like the United States continue to shoulder a disproportionate share of the financial burden.

The United States: An Unequal Burden

The United States contributes nearly half of all international aid, yet it consistently faces criticism and hostility for its efforts. This inequity is stark when contrasted with the lack of contributions from less-prosperous nations, whose participation in the global humanitarian framework remains minimal. The over-reliance on U.S. funding creates a fragile system, vulnerable to the shifting political winds of Washington. The recent resurgence of inward-looking policies under the Trump administration underscores this vulnerability, as aid budgets are slashed and programs are reprioritized based on political agendas rather than humanitarian needs.

Peacekeepers as Perpetrators

Nowhere is the failure of the international system more evident than in the behavior of UN Peacekeepers in CAR. The very forces tasked with protecting civilians have been implicated in widespread sexual exploitation and abuse. Reports of peacekeepers abusing women and girls—many of whom sought safety in UN camps—reveal a catastrophic breach of trust. Despite years of promises to address such violations, accountability remains elusive. Perpetrators are often shielded by the legal protections afforded to UN personnel, and investigations rarely lead to meaningful consequences.

The Local Aid Conundrum

While international agencies dominate the humanitarian landscape, local organizations—often more efficient and better attuned to community needs—struggle to access funding and support. In Sudan, grassroots Emergency Response Rooms (ERRs) have demonstrated remarkable success in delivering aid where international systems have failed. Yet these initiatives receive only token support from global donors, who prefer to channel funds through large, bureaucratic agencies that can be more easily controlled. This disparity underscores the need for a paradigm shift in how aid is allocated, with greater emphasis on empowering local actors and reducing dependency on inefficient international organizations.

Solutions: Toward a More Accountable and Equitable System

The path forward requires bold reforms to address the systemic failures that have plagued the humanitarian sector for decades. These reforms must include:

  1. Accountability for Peacekeeper Violations: UN Peacekeepers must be subject to independent oversight and held criminally accountable for abuses. Establishing an international tribunal dedicated to addressing such violations would send a clear message that impunity will no longer be tolerated.
  2. Localized Aid Models: Redirect funding from international agencies to local organizations, ensuring that resources reach those who need them most. This requires dismantling bureaucratic barriers and creating direct funding channels for grassroots initiatives like Sudan’s ERRs.
  3. Transparent Funding Mechanisms: Implement strict auditing and monitoring processes to prevent theft and mismanagement. Donor nations must demand greater transparency and accountability from the UN and other international agencies.
  4. Redefining Donor Responsibilities: Encourage broader participation from less-prosperous nations in global aid efforts. This could include establishing mandatory contribution thresholds based on GDP to ensure a more equitable distribution of financial responsibility.
  5. Operational Efficiency: Streamline bureaucratic processes within the UN and other international organizations to reduce waste. Resources saved must be redirected to frontline operations and community-based projects.

In Summation

The humanitarian sector stands on the precipice of irrelevance, undermined by its inefficiencies, inequities, and failures of leadership. Without immediate and transformative reforms, the cycles of crisis and neglect in regions like Sudan, CAR, and DRC will persist, condemning millions to unnecessary suffering.

The time is long past due for the international community to move beyond lip service and embrace a bold, accountable, and equitable approach to humanitarian aid—one that prioritizes the needs of the vulnerable over the convenience of the powerful.

As the managing trustee of an international ministry focused on the poorest of the poor, so much waste is heartbreaking, as we witness the lack of fresh water, sickness, premature death, and food insecurity plaguing countries across the continent.

Categories
Best Practices Human Resources Technology

5 Steps to Kick-Off Digital Transformation

“Transformation” is a hot topic gaining traction (and notoriety) across all industry types, professions and business sizes. Digital tool implementation and adoption, including software, AI and more, remains a top of strategic imperative and competitive differentiator for many business leaders. But yet, success in these initiatives remains inconsistent or outright elusive. Data collected from leading research firms demonstrates year-over-year that the majority of these digital initiatives fail to yield the expected impacts. Yet, failure to move past these challenges can leave a business woefully behind and unable to attract and retain customers, talent and investors. These are highly complex pursuits with costly implications when teams are not properly resourced, engaged & supported along the way. Significant commitments of time, capital and personal credibility could either have a highly valuable return on investment OR create internal chaos, along with anything imaginable in between.

What is a leader to do?  Below is a summary of 5 steps that can be taken to begin a successful digital transformation initiative.

Before starting, understand that digital transformation is more than just successfully adopting new tools or automating manual processes—it’s about a wholesale evolution of critical skills, mindsets, processes, and structures to stay competitive in a rapidly shifting landscape. The work will never be entirely “done” due to the exponential speed of new technology emergence and available data, so it ties well to a culture of continuous improvement.

Step One: Assess Your Current State

    • Decide on an appropriate level of assessment process & resources.
    • Evaluate existing systems, processes, structures and talent.
    • Gather available & new data on pain points, perceptions and performance gaps.
    • Engage critical stakeholders for an honest, 360-degree view.

 

Step Two: Define Clear Goals & Priorities

    • Align digital initiatives with overarching business or functional strategy.
    • Establish measurable outcomes.
    • Secure leadership buy-in by clarifying expected outcomes and available project investment.
    • Separate long-term vision from key phases or deliverables.

 

Step Three: Map the Required Talent & Tech

    • Identify skills required; create a plan to address gaps with training, fractional experts or new hires.
    • Research technology options & approaches that best align with key long-term needs & business criteria.
    • Prioritize phases, balancing foundational enablers with innovative leaps.
    • Ensure cross-departmental collaboration to break down silos and encourage shared accountability.

 

Step Four: Pilot & Iterate

    • Launch small-scale pilots to test viability before a full rollout.
    • Track results and collect feedback early & often, adjusting rapidly.
    • Communicate wins (& key learnings) to build momentum and maintain stakeholder confidence.
    • Involve people close to the work for targeted outcomes and to drive long term internal buy-in

 

Step Five: Scale Up & Embed the Change

    • Refine successful pilots and expand across the organization.
    • Resource proactively & at a level realistic to initiative goals.
    • Provide ongoing training and support to foster a transformative culture.
    • Embed digital thinking, innovation and collaborative problem-solving into day-to-day operations.
    • Reward the actions & behavior you want to see replicated.

 

Author Tips & Key Takeaways for Success in Transformation Initiatives:

  • Cultural Readiness is essential; without an environment receptive to change, even the best tools will fail.
  • Ongoing Measurement & Adaptation guide the transformation. Stay agile and pivot quickly when data signals a need.
  • Action-Orientation & Risk Assessment is important to avoid analysis paralysis and empower decisions at the appropriate levels.
  • Visible Leadership & Accountability help maintain alignment, minimize resistance, and sustain long-term success.

 

If any of this resonates or feels overwhelming, have no fear. You are not alone. SuccessBridge, LLC is here to help enable your teams. For additional insights or support on any phase of digital transformation or technology adoption—strategy, planning, or execution including talent upskilling—reach out to discuss how we can partner effectively to achieve your organization’s goals.

https://www.linkedin.com/in/alyssaborden/

(US +1) 402-972-5071

Good luck. You’ve got this. The future is here. And it is exciting.

Categories
Best Practices Human Resources Leadership

Employee Engagement and Rewards

Employee Engagement and Rewards 

Using Nature to Inspire and Motivate Teams

Let’s face it friends, this is one fast business climate in which we find ourselves, so engaging employees and keeping them motivated is more challenging than ever. While effective to an extent, traditional incentives like bonuses and promotions are no longer enough to sustain long-term enthusiasm and commitment. To truly inspire and energize teams, companies are turning to a surprisingly simple yet powerful resource: nature. Incorporating nature into engagement and reward strategies can foster a deeper sense of connection, purpose, and satisfaction among employees, leading to a more cohesive and dynamic workforce.

The Power of Nature: Beyond Monetary Rewards

While financial incentives are important, they often fail to address the deeper needs that drive human behavior—such as the desire for fulfillment, connection, and personal growth. Nature-based rewards and activities tap into these intrinsic motivations by providing experiences that resonate on a more personal and emotional level. Research shows that time spent in natural settings can reduce stress, boost mood, and enhance overall well-being. These benefits extend beyond the individual, fostering a more positive and collaborative work environment.

Consider the example of Google, which offers its employees not just attractive compensation packages but also unique nature-centric perks like access to on-campus gardens and outdoor activities. This approach helps employees feel valued and cared for, not just as workers but as whole individuals. It’s a strategy that goes beyond financial rewards, acknowledging that true engagement stems from a sense of balance and well-being.

Nature-Based Rewards: A New Paradigm

Innovative companies are reimagining how they reward and engage their teams by integrating nature into their incentive programs. These rewards go beyond traditional perks and create memorable experiences that strengthen team bonds and foster a deeper connection to the company culture.

  1. Outdoor Retreats and Team-Building Activities: Organizing retreats in natural settings, such as national parks or beach resorts, offers employees a chance to disconnect from the daily grind and reconnect with each other. Activities like hiking, kayaking, or even outdoor yoga sessions provide opportunities for relaxation, collaboration, and reflection. Such experiences can reignite passion for work and foster a sense of camaraderie that’s hard to achieve within the confines of an office.
  2. Nature-Infused Wellness Programs: Companies can offer wellness programs that incorporate nature-based activities, such as guided meditation sessions in a garden, nature photography workshops, or gardening classes. These programs not only promote physical health but also encourage mindfulness and creativity, helping employees manage stress and maintain a positive outlook.
  3. Green Spaces as Rewards: Transforming parts of the workplace into green spaces where employees can take breaks, hold informal meetings, or even work remotely for a change of scenery can be a powerful reward in itself. These areas can be designed as rooftop gardens, courtyard lounges, or even indoor green zones with living walls and water features. Such spaces offer a daily retreat from the pressures of work, making employees feel valued and rejuvenated.
  4. Experiential Incentives: Instead of traditional gifts or vouchers, consider offering experiences that involve nature. This could include ski passes, memberships to botanical gardens, or vouchers for outdoor adventure activities. These experiences not only serve as rewards but also encourage employees to spend time in nature, benefiting their overall well-being.

The Employee Perspective: Feeling Valued and Motivated

From an employee’s point of view, nature-based rewards and engagement initiatives can transform the work experience. Take Rachel, a marketing executive at a company that recently introduced a nature-focused wellness program. “I used to think of rewards as just bonuses or extra vacation days,” she says. “But now, being given the chance to participate in activities like forest hikes or yoga retreats has been amazing. It’s not just about getting a break; it’s about feeling truly cared for.”

This sense of being valued as a whole person, not just as an employee, can significantly boost morale and motivation. Employees who feel supported in their well-being are more likely to stay engaged, go the extra mile, and remain loyal to their organization. They become more than just participants in a company’s success—they become advocates for its culture and values.

The Role of Leadership: Cultivating a Culture of Engagement

Leaders play a pivotal role in integrating nature into engagement and reward strategies. By championing these initiatives, they set the tone for a culture that prioritizes holistic well-being and recognizes the diverse needs of its workforce. This can involve everything from redesigning office spaces to include more natural elements to actively promoting outdoor activities and breaks.

Leaders at companies like Salesforce have embraced this philosophy, encouraging employees to take regular breaks outdoors and offering wellness days specifically for engaging in nature-based activities. This approach not only improves employee satisfaction but also demonstrates a commitment to their overall well-being, building trust and fostering a deeper connection to the organization.

 Overcoming Challenges: Making Nature-Based Engagement Accessible

While nature-based engagement and rewards offer numerous benefits, implementing these strategies can be challenging, especially for companies in urban areas or with limited budgets. However, there are creative solutions that can make these benefits accessible to all employees:

  1. Utilize Nearby Green Spaces: Even in urban environments, there are often parks, rooftop gardens, or nature reserves nearby. Organize group walks, picnics, or outdoor meetings in these spaces to provide a break from the typical office environment.
  2. Incorporate Virtual Experiences: For remote teams or those who can’t access outdoor spaces easily, consider virtual nature experiences. This could include guided virtual hikes, live-streamed nature tours, or even virtual reality experiences that simulate natural environments.
  3. Create Indoor Nature Zones: If outdoor space is not an option, bring nature inside. Create dedicated areas in the office with natural light, plants, and nature-inspired artwork where employees can relax or collaborate. These spaces can serve as mini retreats that offer a sense of escape and rejuvenation.
  4. Promote Flexible Working: Allow employees the flexibility to work from locations that offer a connection to nature, whether it’s a home office with a view of a garden or a local café with outdoor seating. This flexibility can significantly enhance engagement and productivity.

The ROI of Nature-Based Engagement: Beyond Employee Satisfaction

Investing in nature-based engagement and reward strategies is not just about creating a happier workforce; it’s also about improving business outcomes. Engaged employees are more productive, more creative, and less likely to leave, reducing turnover costs and fostering a more stable and motivated team.

A study by the Gallup Organization found that companies with high employee engagement levels have 21% higher profitability, 41% lower absenteeism, and 59% lower turnover. These benefits are even more pronounced when engagement strategies include elements that promote well-being, such as nature-based initiatives.

Redefining Engagement for a Healthier, Happier Workforce

As organizations seek to build resilient, high-performing teams, the need for innovative engagement and reward strategies has never been greater. Nature offers a powerful, accessible tool for inspiring and motivating employees, fostering a deeper sense of connection and well-being that goes beyond traditional incentives.

By integrating nature into the very fabric of engagement strategies—through outdoor retreats, nature-based wellness programs, and biophilic office designs—companies can create a workplace culture where employees feel truly valued and motivated. It’s a strategy that nurtures not just the body and mind but the spirit, fostering a workforce that is not only productive but also genuinely thriving.

So, how can your organization harness the power of nature to engage and reward your team? It’s time to think beyond the usual perks and consider how the natural world can inspire and elevate your workforce.

 

Categories
Branding Human Resources Marketing

Business Podcast Producer Jobs

Thanks for your interest in this opportunity. C-Suite Network is the largest business network of its kind, with hundreds of live and in-person events each year. We are seeking Top-Quality Business Podcast Producers to join our team.

By 2025, we will have over 2000 podcasts on our network and will be positioned to be the largest Business Network in the world.

If you have what it takes, please review the Job Listing below and apply ASAP.

We have our sights on 90 cities and are not slowing down.

Business Podcast Producer

Job Description: Business Podcast Producer

Are you passionate about storytelling, business trends, and the podcasting medium? We are looking for an experienced Business Podcast Producer to manage, develop, and produce high-quality episodes that engage audiences and provide valuable insights into the business world. In this role, you will collaborate with hosts, guests, and the marketing team to create content that aligns with our brand and audience needs.

Responsibilities:

  • Manage all aspects of podcast production, from concept to distribution.
  • Research and develop episode themes, guest lists, and topics relevant to the business industry.
  • Coordinate schedules with hosts and guests, ensuring smooth recording sessions.
  • Oversee the recording process, providing direction and technical support as needed.
  • Edit audio to ensure clarity, continuity, and high-quality sound.
  • Add sound design elements, including music, ads, and transitions.
  • Develop podcast scripts and outlines when necessary.
  • Work closely with the marketing team to promote each episode and develop a distribution strategy.
  • Monitor analytics and listener feedback to refine future episodes.
  • Stay updated on industry trends and new technologies in podcasting and business.

Required Skills and Qualifications:

  • Proven experience as a podcast producer or in a related audio production role.
  • Strong knowledge of the business industry, trends, and relevant topics.
  • Proficiency with audio editing software (e.g., Adobe Audition, Audacity, Pro Tools).
  • Ability to coordinate multiple projects, meet deadlines, and work independently.
  • Excellent organizational and time-management skills.
  • Strong interpersonal skills for working with hosts and guests.
  • Creative mindset with a keen ear for storytelling.
  • Basic knowledge of podcast hosting platforms and distribution channels (e.g., Spotify, Apple Podcasts).
  • Familiarity with SEO strategies and audience engagement techniques.
  • Experience with remote recording technologies (e.g., Riverside.fm, Zencastr).

Preferred Qualifications:

  • Degree in communications, journalism, marketing, or audio production.
  • Experience working in a business media environment or with high-profile guests.
  • Graphic design skills for promotional material (e.g., Canva).
  • Understanding of podcast monetization strategies (e.g., ads, sponsorships, affiliate marketing).

What We Offer:

  • Flexible working arrangements (remote or hybrid).
  • Competitive pay with performance-based upside.
  • Opportunity to work with thought leaders and industry experts.
  • Professional growth through training and networking.
  • An exciting and dynamic work environment with creative freedom.
  • Inclusion in our Media Resources portal.
  • Featured in our Best Podcast Producers marketplace and more…..

How to Apply:

If you are passionate about audio storytelling and business trends, we want to hear from you! Send your resume, cover letter, and links to previous podcast projects (in the Subject, please put GO BIG PRODUCER OPPORTUNITY) to karl.post@hayzlett.com


C-Suite Network Go BigTake a look at our GO BIG!! TOUR SCHEDULE

Check out our C-Suite Network calendar of events

Categories
Accounting Health and Wellness Human Resources

Business Medigap Plans

Medigap Plans

Medigap Plans have been around for decades to help offset risk for Individuals and Businesses. They may be also known as Medicare Supplemental Insurance for Individuals and Self-Insured Medical Plans for Businesses, but at the end of the day, covering the Medical Gap has always been a hot topic. Especially toward the end of the year when open enrollment comes for individuals and budgeting and planning come for businesses.

This article is focused on the Business aspect, if you are an individual call 1-800-MEDIGAP or Compare Medigap Plans Online Instantly. If you are looking for medigap solutions for  Retirement Planning check out our MONEY section. (Check out over 100 Money Related Topics for Businesses)

Categories
Human Resources

Strategies for Recruiting and Hiring Millennials and Gen Z

 

By Evan Hackel

Recruiting and hiring Millennials and members of Generation Z requires different approaches than it takes to hire members of older generations. These younger cohorts have distinct preferences and expectations when it comes to their careers. My book Ingaging Leadership: The Ultimate Edition provides effective strategies for attracting, hiring and retaining younger employees. By understanding and implementing these strategies, organizations can successfully recruit and retain top talent from these generations.

Key Strategies

Use Social Media – Members of these generations are digital natives, having grown up with the internet and social media. Popular social platforms for younger people are:

  • YouTube: This platform tops the list, with roughly three-quarters of younger people using it.
  • TikTok: Known for its short-form videos, TikTok is used by more than 50% of younger people.
  • Snapchat: This app, popular for its disappearing messages and stories, is used by 60% of teens and about 50% of millennials.
  • Instagram: With its focus on photos and videos, Instagram is also used by more than 50% of Millennials and members of Gen Z.

Highlight Your Company Values – Millennials and Gen Z place a high value on working for companies that align with their personal values and beliefs. They are more likely to be attracted to organizations that emphasize their mission, vision, and values in job postings. Highlighting your company’s commitment to social responsibility, sustainability, and diversity can make your job postings stand out. Sharing stories and examples of how your company lives its values can also be very compelling.

Offer Flexibility – Flexibility is a key factor for Millennials and Gen Z when choosing an employer. They value work-life balance and are often looking for opportunities that offer flexible working hours and remote work options. Highlighting these aspects in your job postings can make your positions more attractive. Additionally, consider offering flexible benefits packages that allow employees to choose the rewards that matter most to them.

Streamline the Process – The application process can be a major factor in whether a candidate decides to apply for a job. Make sure your application process is quick and easy to navigate. Use mobile-friendly applications and use one-click apply options. Providing clear instructions and timely communication throughout the hiring process can also improve the candidate experience. Offering same or next-day video interviews can also make you a company of choice for younger applicants.

In Conclusion

By leveraging technology, highlighting company values, and offering flexibility, you can create a recruitment strategy that appeals to Millennials and Gen Z. Streamlining the application process can further enhance your efforts. To explore more strategies for recruiting Millennials and Gen Z, explore by new book Ingaging Leadership: The Ultimate Edition.

Categories
Best Practices Human Resources Leadership

Building a Strong and Engaged Team: Strategies for Success

Building a Strong and Engaged Team: Strategies for Success

By Evan Hackel

A strong, engaged team is the backbone of any successful organization. My new book Ingaging Leadership: The Ultimate Edition offers strategies for building such a team. In this book, I provide insights and practical advice on how to create a cohesive and motivated team that drives organizational success. By implementing these strategies, leaders can foster a positive work environment and achieve their business goals.

Key Strategies:

  • Recruit the Right People: Hire individuals who align with the company’s values and culture. This ensures that team members share a common vision and are committed to the organization’s mission. Look for candidates who demonstrate a strong work ethic, adaptability, and a willingness to collaborate with others.
  • Foster a Collaborative Environment: Encourage teamwork and open communication. Create opportunities for team members to work together on projects and share ideas. Promote a culture of trust and respect, where everyone feels comfortable expressing their opinions and contributing to the team’s success.
  • Provide Opportunities for Growth: Offer training and development programs to help employees advance their careers. Invest in professional development initiatives that enhance employees’ skills and knowledge. Encourage continuous learning and provide resources for personal and professional growth.

Practical Tips:

  • Set Clear Goals: Define clear, achievable goals for the team. Ensure that all team members understand their role and responsibilities. Regularly review and adjust goals to keep the team focused and motivated.
  • Encourage Feedback: Create a culture where feedback is valued and acted upon. Encourage team members to provide constructive feedback to one another and to management. Use feedback to identify areas for improvement and to celebrate successes.
  • Recognize Achievements: Celebrate team successes to boost morale and motivation. Acknowledge individual and team accomplishments through awards, public recognition, and other forms of appreciation. Recognizing achievements helps to reinforce positive behaviors and encourages continued excellence.

In Conclusion . . .

Building a strong and engaged team is essential for organizational success. By implementing the strategies and practical tips outlined in Ingaging Leadership: The Ultimate Edition, leaders can create a positive work environment that fosters collaboration, growth, and achievement. To learn more about creating an engaged team, consider buying my book here.