The Simplifiers Podcast Mary Baird

We are in an unprecedented time right now where there are 5 different generations in the workforce. As a people leader, how can you effectively manage that wide spread of ages and background, keeping them motivated, engaged and productive?
My special guest today is author Dana Dillard and she’s simplifying how to manage 5 different generations at work. From 18 to those in their 80s, here’s the definitive source on how to manage anyone on your team by having a better understanding of what they’ve gone through (generationally) and how they view their work.
Here’s how. 
My special guest today is Dana Dillard and she’s simplifying how to manage 5 different generations at work. We tackle and simplify all aspects of it, including: First, she defines each of the 5 generations: their age ranges and distinct qualities typically found in each generation currently in the workforce.
With 11,400 Baby Boomers retiring every single day in the US, she gives advice on succession planning for those who remain and career planning for those who exit.
How each of the 5 generations prefer to give and receive effective communications and how often.
What the very best ways are to reward and acknowledge the accomplishments of each of the 5 generations.
When assigning projects, what you should keep in mind with each generational worker.
…and ultimately, what you can do with this information to bring together the 5 generations at your organization.
Q: Are you ready to learn how to manage 5 different generations at work? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/347-how-to-manage-5-different-generations-at-work--with-dana-dillard

Ever been in a heated debate at work where the emotions were running a bit high? Maybe someone had an outburst or lost their cool… Maybe that someone was you. How would you handle that situation to de-escalate things and keep it professional?
My special guest today is HR pro Ammie Michaels and she’s simplifying how to help your team when emotions run high. How you diffuse a situation like this speaks volumes for the type of people leader you really, truly are. So if you’ve been caught in a super awkward situation like this where someone at work has had an outburst, here’s how to handle it.
My special guest today is Ammie Michaels and she’s simplifying how to help your team when emotions run high. We tackle and simplify all aspects of it, including: It seems like ever since the pandemic, people’s communication skills have gotten rusty, especially at work. She gives her thoughts on why that is and what the first step is to remedy it.
How to relearn human connection skills and train your team on these emotional intelligence skills, including best practices for meetings and open plan office spaces.
As companies begin to adopt more and more artificial intelligence (AI) tools, she predicts how this might negatively impact future human interactions, both customer-facing and in the office and how that can affect people’s emotions at work.
When you notice a team member’s emotions are running high, how to approach them (as their people leader) to gain understanding, ensure they are heard, and diffuse the situation with empathy.
…And ultimately, she shares a few techniques that people leaders could use to build strong rapport with their remote workers vs in-person workers and reduce emotional outbursts, overall.
Q: Are you ready to learn how to help your team when emotions run high at work? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/346-how-to-help-your-team-when-emotions-run-high--with-ammie-michaels

Let’s do a guided visualization exercise together: here’s how to ask for what you need.  Easier said than done sometimes, huh? But an incredibly important skill to master if you want to live a life of peace, prosperity, and in true community with others. 
You see, when you ask for help from the people you know and trust, most times, they are willing and able to assist you.  But this skill takes massive amounts of courage mixed with a bit of humility. I want to simplify that, in order for this skill to become second nature for you! 
Listen and participate in a guided visualization exercise: how to ask for what you need. Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/b139-how-to-ask-for-what-you-need-guided-visualization

Vision, mission, and core values… could you recite your organization’s ones off the top of your head, without peeking? Truth be told, many people can’t and that might be the root cause of why some companies are struggling in today’s economy. 
My special guest today is HR professional Andrew Stoute and he’s simplifying how to drive your company’s vision, mission, and core values at work. When you’re crystal clear on all three and you ensure your teams embrace and adopt them as well, you’re creating a compass to guide every move on why your organization exists, who you serve, where you’re headed next, and how you make big decisions.
Here’s how.
My special guest today is Andrew Stoute and he’s simplifying how to drive your company’s vision, mission, and core values at work. We tackle and simplify all aspects of it, including: How he defines vision, mission and core values for the modern workplace.
Why it’s important for an organization to teach their workforce about these three elements and not just treat them like buzzwords.
When companies say they are a “family” - why you might pause on saying that in the future as it might not necessarily be a good thing.
Sadly, people make assumptions about others they work with all the time. He shares how people leaders can be a great role model to value one another, your diverse opinions and backgrounds, and begin to reverse this behavior.
…and ultimately, what you should do if you notice your senior leadership are NOT upholding the values of the company in the key decisions they make… How to influence (and hopefully, course correct) as an HR executive advisor for your organization.
Q: Are you ready to learn how to drive your company’s vision, mission, and core values at work? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/345-how-to-drive-your-vision-mission-core-values-at-work---with-andrew-stoute

Let’s talk about ERGs today… employee resource groups. They are affinity groups where you can connect, grow and learn with other folks at your organization over shared interests or backgrounds. For a larger company, ERGs can be a wonderful way to build community and a sense of belonging at work. But what if you don’t have one yet… and want to create one?
My special guest today is ERG expert Kenny Braxton and he’s simplifying how to create impactful ERGs for your organization. Let’s face it… some of us spend more time at work than we do with our family and friends. And the epidemic of loneliness hasn’t subsided since the pandemic began in 2020. Getting involved in an ERG might help. 
Here’s how.
My special guest today is Kenny Braxton and he’s simplifying how to create impactful ERGs for your organization. We tackle and simplify all aspects of it, including: How he defines an ERG (employee resource group) in today’s workplace and why these important, especially for larger organizations.
He talks about a unique ERG he’s championed at his workplace called the “Family Caregivers ERG”, how it work and who it supports.
How to create an ERG from the ground up. What you need and how to create the right structure to make it last.
HR professionals tend to make one very common mistake when running ERGs and how to avoid it.
…and ultimately, he shared a few best practices when it comes to ERGs that have helped build a sense of true community at his company.
Q: Are you ready to learn how to create an impactful ERG for your organization? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
www.thesimplifiers.com/posts/344-how-to-create-impactful-ergs-for-your-organization---with-kenny-braxton

Raise your hand if you’ve been through a layoff. Keep your hand raised if you kept your job through it and are faced with the reality of attempting to rebuild the company culture after a massive layoff. You are what people call a “survivor” and my goodness, that’s a lot of pressure on your shoulders to help the organization recover, eh?
My special guest today is culture lead and event planner, Daniel Stokes and he’s simplifying how to rebuild company culture after a massive layoff. Both Daniel and I have recently been through a layoff at a large organization and we come to the table with practical advice that you can begin to implement at your own company immediately.
Here’s how.
My special guest today is Daniel Stokes and he’s simplifying how to rebuild company culture after a massive layoff. We tackle and simplify all aspects of it, including: What the very first step is that your HR or People & Culture team must take immediately after a layoff has been announced at your organization.
Why he believes that “culture repair is everyone’s job,” and not just the responsibility of HR.
Let’s face it - Trust is lost after a layoff… He talks about the ways that managers and senior leadership can work together to rebuild that trust with their workforce, one conversation at a time.
One major mistake that organizations tend to make after announcing a layoff that is a massive blunder.
How to create a safe space for employee listening (through forums, surveys, town halls), where employee feedback can be captured and then actioned upon.
…and ultimately, we implore everyone listening to this to consider one simple idea: instead of cutting People & Culture budgets after a layoff, what a better solution would be to improve employee engagement and rebuild company pride.
Q: Are you ready to learn how to rebuild your company’s culture after a layoff? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/343-how-to-rebuild-company-culture-after-a-massive-layoff---with-daniel-stokes