100 episodes

Gut+Science explores employee engagement insights you can act on, from CEOs you can trust. Get ready for high energy interviews led by employee engagement evangelist Nikki Lewallen—ones that’ll have you rethinking what it means to build successful people-first cultures.

Gut + Science Nikki Lewallen

    • Management
    • 5.0 • 79 Ratings

Gut+Science explores employee engagement insights you can act on, from CEOs you can trust. Get ready for high energy interviews led by employee engagement evangelist Nikki Lewallen—ones that’ll have you rethinking what it means to build successful people-first cultures.

    Monday Fire: Habit Stacking

    Monday Fire: Habit Stacking

    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 habits can you stack onto the routine you have?
     
    Subscribe to get your Monday Fired up.
     

    • 2 min
    Healthcare Series: Building a Culture of Pride | Brian Helleland and Mary Ann Perez

    Healthcare Series: Building a Culture of Pride | Brian Helleland and Mary Ann Perez

    Brian Helleland, CEO, and Mary Ann Perez, Director of Care Experience work at St. Jude Medical Center in Southern California. While they have different roles in the company, both are passionate about nurturing pride for their organization.
    In this episode Brian and Mary Ann speak to the importance of training and how it is the job of a leader to make culture tangible.
    Truth You Can Act On
    1. Own Culture Initiatives
    Supporting Quote
    Brian Helleland: “We're not shy about talking about hashtag St. Jude pride or the St. Jude pride campaign. We're transparent about it. We're not trying to manipulate or trick anybody that we're creating this culture to make people happy to be here. We want our staff to be part of generating the pride and that we're all building this pride together. Not that we're trying to build it as leaders.”

    2. Share Positive Stories
    Supporting Quote
    Mary Ann Perez: “I saw a lot of stories from our own caregivers with photos, maybe of a poster that a community member had left out in one of our parking areas. And just every time the caregiver posts, at the end they have #StJudePride. It’s not just the organization saying how important St.Jude pride is, but our own caregivers recognizing it and feeling it themselves. They don't feel like they can tell a story of St. Jude without including the hashtag St. Jude pride.”
    3. Be Human-Centered
    Supporting Quote
    Mary Ann Perez: “We have an applause program, which actually generates about a thousand to 1400 per quarter of recognitions that come from patients and families. They go from caregiver to caregiver, from physicians. In addition, we have an online recognition form where we receive recognitions again from caregiver to caregiver, in addition to online stories. Another mechanism we have in place is our daily huddles, and our daily huddles occur in every department every day, and we highlight a different caregiver’s story.”
    Brian Helleland: “One of the other things that I use as a metric is how many of your caregivers do you know by name? Executives are embarrassed sometimes to go around and talk to people and are afraid to introduce themselves because they may not know the caregiver by name or the employee by name, and I'm like, that's fine. Go out in another couple of days and go out, and when you didn't know 50 people's names, maybe the next time you don't know 30 people's names. And at some point in time, you're going to know almost everybody's names, but those there's little things to just get over on employee relations and be a relationship driven organization.”
    4. Make Your Rounds
    Supporting Quote
    Brian Helleland:  “It starts with the leadership. You've got to invest, not just money, but you’ve got to invest time. You’ve got to walk the halls and talk to people. I tell our leadership all the time. If rounding is not your favorite part of the day, you're doing something wrong.”
    Book Recommendations
     
    The Mentor Leader by Tony Dungy Radical Candor by Kim Scott No Happy Endings by Nora McInerny Purmort  
    Sponsor
    Wambi - Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way.

    • 44 min
    Monday Fire: Simple Gratitude Journaling

    Monday Fire: Simple Gratitude Journaling

    Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!
     
    Our question for you today:
     
    How can you incorporate gratitude journaling in your routine?
     
    Subscribe to get your Monday Fired up.
     

    • 2 min
    Understanding the Coaching Effect | Bill Eckstrom

    Understanding the Coaching Effect | Bill Eckstrom

    Bill Eckstrom is the Founder of EcSell Institute, a global research based organization that works with leaders to help them better understand, measure, and elevate coaching's impact on performance. Bill’s primary passion is growth, especially the growth that occurs in individuals and teams as a result of coaching. 
    In this episode you’ll hear Bill discuss the different qualities and quantities of successful leading, and the importance of measuring the impact you want to have.
    Truth You Can Act On
     
    1. Humanize One-on-One Meetings
     
    Supporting Quote
    Bill Eckstrom: “The biggest complaint people have about having one-on-one meetings with their boss is, ‘All my boss wants to talk about are the numbers. That's my one-on-one meetings. It's really a review of my pipeline. Nothing that my boss couldn't get, my manager coach couldn’t get from the CRM. They just want to talk about results.’ Here's what's interesting. The most critical component when we think of quality of coaching, the baseline, the foundation for growth and performance, is relationship and one-on-one meetings. The biggest sin we see within those is the manager. The coach is not using them to further perpetuate a relationship. That's the biggest mistake within the one-on-ones. The way they should be done is there should be a connectivity, a way to build trust, further relationship with initial personal updates. And as simple as they sound, you'd be shocked at the number of people who don't use a one-on-one to just take the time to say, ‘Hey, how was your weekend?’ That's really what’s needed.”
     
    2. Make Feedback Constant
     
    Supporting Quote
    Bill Eckstrom: “Feedback should be woven into the fabric of any relationship between boss and employee. Feedback should be natural. It should always be there. It should not be always so formal that it means I have to sit down. No. Feedback should always be there, and that needs to look and take on more of a form of questions than anything else.”
     
    3. Challenge Your Employees
     
    Supporting Quote
    Bill Eckstrom: “The catalytic factor is the ability of a leader to effectively challenge me and put me in a state of discomfort to create growth, because growth only occurs in a state of discomfort. So basically what that is saying is, I could be a wonderful meter in terms of creating relationships. I could do a lot of these things, but if I don't challenge my people, if I don't make them uncomfortable in a healthy way, we're not growing.”
     
    4. Measure Impact
     
    Supporting Quote
    Bill Eckstrom: “Measure. It’s that simple. You know, you could teach all this. You could promote all this. You could try and bring this into your organization, but that's really insignificant if you're not measuring its impact. If you don't create a baseline of it, whether it's through engagement or some other way, if you don't create a baseline and understand it. It’s just logical. There should be a force to process or measure. Train, educate, implement, and track. And step number one is to measure. What I would tell people is, you can talk about it all you want, which is really insignificant because if you're not measuring it you have no idea if it's going up, down, or sideways.”
    Book Recommendations
    James Michner Man’s Search for Meaning by Viktor Frankl  The Coaching Effect by Bill Eckstrom    
     
     

    • 33 min
    Monday Fire: Special Gratitude Touches

    Monday Fire: Special Gratitude Touches

    Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!
    Our question for you today:
    How can you recognize or thank a coworker?
    Subscribe to get your Monday Fired up.

    • 2 min
    Healthcare Series: Using Reflection to Recharge | Maureen Fagan

    Healthcare Series: Using Reflection to Recharge | Maureen Fagan

    Dr. Maureen Fagan is the Chief Nursing Executive at University of Miami Health System in Miami, FL. She is passionate about leading resilience and helping people recharge. 
    In this episode, Maureen recounts her leadership journey this year on the frontlines of healthcare and shares best practices to help employees find their “reserves”. 
    Truth You Can Act On 
     
    1. Listen to Hear and Empathize 
     
    Supporting Quotes
    Maureen Fagan: “You see an executive that's on the floor in what we would call the trenches. That's our slang for being on the unit and seeing the patients and meeting the patients and hearing their stories, and I can see that when I do that nursing leadership in the end, the nurses on the frontline that are their staff step back and listen to me. They listened to me talking to the patient. And when I'm talking with the patient, I'm cognizant of the fact that I'm modeling the behavior, that I would like them to have the comportment of what I would like them to be providing.”
    Maureen Fagan: “You're staying on point with what the patient is explained to you. And if the patient is sad about, um, having gotten COVID and they just couldn't believe it, and that they didn't think it would happen to them, you're obviously saying, ‘I'm so sorry that this happened to you.’ You're being able to meet them where they are at this moment. So what you're doing is focusing the negative mindset that the patient is in currently, and then you're saying, in your mind, ‘How am I actually going to be focusing on something positive?’ So you're taking that mindset, that negative mindset, and giving it the reframe that we talked about to something positive.”
     
    2. Don’t Take the Bait
     
    Supporting Quote
    Maureen Fagan: “I think if you reflect back and use the lens of objectivity, you know, I know I got triggered by when he, or she said this or that. And then that made me do what? I tell my staff, and I've told myself this for years, don't take the bait when something is happening right there. There might be somebody that you're having a conversation with and it's becoming provocative for some reason, and you want to make a point. I think if you actually respond back with, ‘Well, you know, I think that because ___,’, that actually just cascades. And so when you're looking back on this after the event is over or the conversation is over, I think when you reflect back that begins your process of how you restore and rejuvenate yourself based on your reflection.”
     
    3. Take Time to Recharge
     
    Supporting Quote
    Maureen Fagan: “Part of my self-care is when I get home, I am quiet for a solid hour. I don't watch television. I don't read. I sit outside and I think sitting outside, no matter what the temperature is, if you're dressed the right way to be able to actually breathe without your mask outside, without anyone else being around you is a saving grace in this pandemic.”
     
    4. Have Energizing Talks
     
    Supporting Quotes
    Maureen Fagan: “One of the things we like to do is to come on [Zoom] a little bit earlier and just chat it up. That's been fun because whoever is on early, you get to say hello to and talk about other things, too. And when the new folks come on, you can see them come on before they actually come on. So, if you're already talking, the other person realizes, ‘Oh, you know, I really want to talk to these people, too.’ And now we have another two minutes before we're actually going to start the Zoom. So I find that a lot of fun.”
    Maureen Fagan: “I think to be, to be a little silly changes the energy in a room and to be silly with, um, without hurting someone's feelings. So silly stays in a realm of being funny and being childlike in its environment. And that is a very high energy field to be like that it's like singing, singing is another very high energy field tha

    • 35 min

Customer Reviews

5.0 out of 5
79 Ratings

79 Ratings

tomwestfield ,

Real Life Examples of Extraordinary Leadership

Gut + Science has been a treat to listen to. I have enjoyed the multiple episodes and really appreciate the stories that Nikki features. Her dialogue with the guests are a reminder that we are all human, and that leadership is done best when it is authentically you.

Chris5421 ,

Great insights and high energy

Nikki does a great job getting great insights out of her guests. I love her positivity and energetic vibe.

aweb87 ,

Quality / Original content

I love this podcast for its fresh perspectives and authenticity!

Top Podcasts In Management

Listeners Also Subscribed To