The Forward Thinking Podcast, Powered by FCCS

The Forward Thinking podcast, powered by FCCS is to inform and inspire in the areas of leadership, employee engagement, governance, risk management & insurance, training, and strategic talent management. We feature industry experts and thought leaders with forward-thinking interviews and discussions.

From Setbacks to Strength: The Antifragile Leader’s Playbook 03/12/2025

From Setbacks to Strength: The Antifragile Leader’s Playbook Engaging in deliberate practice, continuous learning, and fostering open communication are critical for building antifragile leadership. Antifragility challenges the way leaders think about resilience, adaptability, and growth. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Nicole Brusewitz, VP of Leadership Development, Learning and Consulting Services at FCCS. Together they discuss a superior approach to resilience – one that doesn’t just withstand uncertainty but thrives in it. Episode Insights Include: The power behind antifragility Antifragility is not just about bouncing back in the face of uncertainty or change. Antifragility harnesses disruption to grow stronger. Controlled strength is required to self-rescue in difficult times Building strong systems, skills and mindsets is essential to strength when things go wrong. Thriving in uncertainty In the last five years, the focus has been on bouncing back. It’s time to advance. Don’t just react to change. Benefit from it. Muscle growth comes from tiny tears and repairs. This applies to business strength as well. Adapting antifragility in the workplace Cultivate a company culture of antifragility by intentionally deciding to thrive in uncertainty. Be strategic – the more change that is introduced into the workplace, the more employees will begin to resist the change. Practice antifragility before it is needed. Practice antifragility Identify pain points and bottlenecks in the workplace, then engage frontline employees in implementing programs for improvement. Expand decision-making authority as solutions are put into place. Proactively implement strategies before frontline actions are needed. Build on success in manageable increments that don’t create additional stress. Don’t create change simply for the sake of change. Introducing small-scale stressors Amazon’s approach to innovation explored antifragility in controlled ways. Consider the introduction of Amazon’s Fire phone and Amazon Prime memberships. Controlled chaos is essential in achieving effective antifragility. Chaos should never be a total surprise. Overcoming common leadership struggles Leaders often think that instability is inherently bad – recognize that it encourages growth. Embracing change and uncertainty recognizes that it is unavoidable. Bulldozer parents try to remove every obstacle in their child’s path – antifragility leaders avoid this approach. Work alongside and encourage team members while allowing them the growth that comes with their struggle. Antifragility and technology disruptions Technology advancements can both encourage antifragility by introducing disruptions and also making businesses more adaptive. AI can be used to enhance flexibility and antifragility. AI is a tool for efficiency and adaptability. Habits for introducing antifragility Find ways to deliver deliberate discomfort. Encourage feedback from your team that is outside your comfort zone. Regularly and deliberately invite discomfort into your routines. Don’t just prepare for disruption, train yourself and your business to benefit from it. This podcast is powered by FCCS. Resources Connect with Nicole Brusewitz — Get in touch “Building strong systems, skills and mindsets is essential to strength when things go wrong.” — Nicole Brusewitz “Antifragility is not just about bouncing back. It’s about advancing forward.” — Nicole Brusewitz “Don’t just react to change. Benefit from it.” — Nicole Brusewitz “Chaos should never be a total surprise.” — Nicole Brusewitz “Don’t just prepare for disruption, train yourself and your business to benefit from it.” — Nicole Brusewitz /episode/index/show/fccsforwardthinking/id/35607250

Compassionate Accountability 11/12/2024

Compassionate Accountability Accountability without compassion creates negative cultures that can’t retain talent, while compassion without accountability creates avoidant cultures that can’t perform. The need for both compassion and accountability is greater than ever before. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Nathan Regier, CEO of Next Element and author of Compassionate Accountability. Together they consider the importance of combining human connection and accountability in performance in ways that benefit all involved parties. Episode Insights Include: Compassion and Accountability Compassion is much more than sympathy – it means to literally suffer with another. Many problems don’t need to be fixed, they simply need to be journeyed through together. Compassion needs to be a co-creative process. Accountability is the co-creative process of getting things done. Accountability and compassion can’t exist in isolation, they have to work together. Why does this concept matter? Conflict can happen in a way that brings people closer together when compassion and accountability are present. The compassion mindset allows people to approach conflict with a productive mindset. People struggle with this concept until they realize that compassion and accountability can change our world. Defining a compassion mindset The compassion mindset understands the choices we make have a material impact on others and on outcomes. It is a fundamental choice that we have the opportunity to make. Value, capability, and responsibility are the three choices of the compassion mindset. Bridging the divide with a compassionate mindset Mindset is the first essential step. Skill set is critical to ensure that the correct behaviors have been learned. The bridge between compassion and accountability is conflict. There is no other way to get to compassion and accountability than through conflict because the purpose of conflict is to create. Navigating trust and conflict Conflict provides opportunities to build or destroy trust. ORPO can help navigate conflict - Openness, Resourcefulness, Persistence, and Openness to safety. Every interaction is an opportunity to choose drama or no drama. Ask yourself what would happen if you interacted with every conflict with respect. Incorporating compassion and accountability into culture Consider how your efforts support human value. No matter your company’s brand, it is an indicator of your company’s culture. Culture will always drive the brand. There is no excuse for anyone to dismiss their lack of efforts for compassion - growth is always an option. Consider the end result that you really want, then act accordingly. This podcast is powered by FCCS. Resources Connect with Nathan Regier — Get in touch “Compassion doesn’t mean to take away the suffering, it means to join with people and walk together through the suffering.” — Nathan Regier “We can’t have compassion and accountability in isolation, they just have to work together.” — Nathan Regier “If compassion and accountability can coexist, it can change our world.” — Nathan Regier “There is no other way to get to compassion and accountability than through conflict.” — Nathan Regier /episode/index/show/fccsforwardthinking/id/33894932

Developing Adaptable Employees and Teams 10/16/2024

Developing Adaptable Employees and Teams Keeping up with the rapid pace of technology and process changes is a challenge for organizations worldwide. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton welcomes Greg DeVore, co-founder and CEO of ScreenSteps for a discussion about creating smoother transitions and stronger team performance. They cover strategies for developing adaptable employees and teams, tools and training that can empower employees to confidently adapt to change, and what happens when employees are given the framework that enables them to effectively enhance their performance and improve their procedures. Episode Insights Include: Why do organizations struggle with change? Change is often a people problem. No one likes change. The lack of clarity around change creates additional ambiguity and stress. Leaders need to be aware of the cognitive load they are putting on people when introducing changes. How can change be made less scary? A one-time lunch-and-learn does not provide enough time to retain new information. Employees lose 90% of the information presented to them, so they must be empowered to perform their new jobs after they have forgotten almost everything new. Creating a reference guide for change provides the framework that employees need to access new foundational knowledge. Empower employees to find the information they need at the moment they need it. Becoming a Find and Follow organization The only way you can make onboarding easier is if you change the way you work. Transferring information from one employee to the next is a critical component of organizational success. If you are truly seeking consistency and the ability to adapt to change, you don’t actually want employees to learn tasks. You want them to understand the foundational knowledge. Effectively introducing change A really good checklist will beat dozens of years of experience. Memorization is not the ultimate goal, empowering employees to access knowledge is. Start introducing change by identifying the needed change and the resources that will support it. High complexity and high rates of change require a high level of training and resources. The goal should be to transfer knowledge to employees in the moment that they need it. Identifying what employees need to know in order to be successful Include the person in charge of training, the person fixing the employees’ mistakes, and the person who answers their questions. Consider the employee triggers- tasks that must be performed and questions that must be answered. This approach can work for both large and small changes. Employees who follow this approach will feel more confident in their responsibilities. Effective, established frameworks can support AI in the future of work. This podcast is powered by FCCS. Resources Connect with Greg DeVore — Get in touch /episode/index/show/fccsforwardthinking/id/33452582

Be an Employee Recognition Champion 09/20/2024

Be an Employee Recognition Champion A company that values and celebrates performance has unlocked the first step to creating a culture that employees resonate with. The transformative power of creating a culture of recognition is a critical component of employee satisfaction and company success. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Don Nielsen, Employee Recognition Champion and Senior Strategic Partnerships Manager, Awardco. Together they explore the power of a strong company culture, the need for employee engagement and recognition, and the importance of intentionally designing a company culture that resonates with employees. Don shares a variety of ideas for getting started with intentional employee recognition and underscores the importance of celebrating employee successes whenever possible. Episode Insights Include: What is company culture? Culture means different things to different people. Consider the median sentiment across the entire organization. What are the happiest people saying about the organization, and what percentage of the organization do they represent? Culture is defined by what the least happy people in the organization have to say about it. There is culture by default, and culture by design. Intentional culture doesn’t just happen. In culture by design, leaders are thinking about the future of the organization. How is company culture created? There is always going to be a culture, but a positive one might need to be redefined. A culture that fits within a mission statement and brand is going to have a greater impact. There are 3 steps to creating a positive culture that defines the buy-in impact- consider why someone would come to work for you rather than your competitor. Employees have to understand the difference that they’re making in the world. Define the core competencies your employees are expected to live by. Incorporate an attitude of gratitude in the workplace. Intentionally designing a company culture Leaders have to set an example for their teams. The trickle-down effect matters- the mid-level managers have to exhibit the same cultural behaviors as the CEO. The actions of the leader that most resonate with the employee are the ones that the employee will replicate. Leaders have to demonstrate the behaviors that they want to see in their employees, and then reward those behaviors when they see them in action. Behaviors that are rewarded are behaviors that are repeated. Effective recognition ideas Sincerity is the most important aspect of recognition. Consider how people are receiving your efforts of gratitude. Allow opportunities to see others being recognized. Give gratitude yourself to model appropriate recognition efforts. Try increasing your recognition efforts by 3x in 3 months. Start with whatever employment experience data you have, and increase your efforts from there. Ask for feedback and then use that feedback to make improvements. Point-based incentive programs can help address the desire for increased wages. This podcast is powered by FCCS. Resources Connect with Don Nielsen — Get in touch /episode/index/show/fccsforwardthinking/id/33140017

2023 Winner of the Accelerator of the Year Allyson Tjoelker 08/30/2024

2023 Winner of the Accelerator of the Year Allyson Tjoelker No matter the team size, a strategic plan, and inspiring vision can go a long way in accelerating a team toward success. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton welcomes Allyson Tjoelker, SVP, Mission and YBS Lending for Capital Farm Credit and winner of the Accelerator of the Year Award. Allyson shares more about her professional journey and her YBS work for Capital. She highlights her tactics for developing a strategic vision from day one, offers strategies for supporting the next generation, and underscores the importance of developing a forward-thinking and collaborative leadership style. Episode Insights Include: Developing a strategic vision Assessing the situation at the beginning will help everyone start on the right foot. Meet with as many people as possible to understand the team environment and team member’s perspectives on its general health. Form an internal advisory group of champions who can advocate and steer the team toward success. Ask for input from team members about what might work and what might not work. Create an external advisory committee that can brainstorm solutions and provide feedback. Lean on your network to gain insights into successful programs. Strategies for supporting the next generation Identify who the target audience is. You can’t start too young – support youth in agriculture from an early age. Consider the three buckets of initiatives – education, outreach, and financial solutions. You will experience greater success when you are willing to share your vision and your resources. Marketing to the next generation needs to be intentional and impactful. Effective educational conferences highlight both marketing and succession planning. Youth educational offerings can engage the next generation from a middle school level. Executing and meeting goals as a one-person team The YBS forum has been key in supporting Allyson’s efforts. Empowering others to share their passion can lead to great results. Leadership support is a critical component of YBS and next-generation success initiatives. Overcoming the challenges of being a one-person team The desire to grow is not always matched by the manpower, but Allyson hasn’t let that slow her down. Finding the balance of excellence within the constraints of a strategic plan is essential to success. Consider a bigger perspective when facing challenges and keep moving forward. Lean on your bigger network and recognize that you are part of something impactful. Look at the strengths of others and then empower them. Allyson’s leadership advice Give yourself grace at every stage of your career. Solicit advice from people you admire. Listen, listen, listen to others. Trust in your leadership style. Ask for help where help is needed. This podcast is powered by FCCS. Resources Connect with Allyson Tjoelker— Get in touch “In the farm credit system, we’re all in this together.” — Allyson Tjoelker “We wouldn’t be where we are today if I didn’t have the support from some of the people outside of our association that had been there and done this before.” — Allyson Tjoelker “You’ve got to cast a wider net in order to get your vision and your resources out there.” — Allyson Tjoelker “First you have to meet where people are, and then explain how you can help them.” — Allyson Tjoelker “We have to have that messaging and support from the top consistently.” — Allyson Tjoelker “Find solutions, be creative, and keep moving forward.” — Allyson Tjoelker “Ask for help. Nothing of significance is ever accomplished alone.” — Allyson Tjoelker /episode/index/show/fccsforwardthinking/id/32818862

Human-Centered Leadership 08/16/2024

Human-Centered Leadership Human-centered leadership is the antidote to low employee morale, high turnover rates, weak team dynamics, and negative organizational culture. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton sits down with Karin Hurt, Founder and CEO of Let's Grow Leaders and instructor in the Leading Leaders, FCCS Leadership Journey program for a conversation about the four dimensions of collaboration that create connection and clarity in human-centered leadership. She highlights what it means to be on a dream team, strategies for leading a team that you didn’t hand-pick, and the importance of crafting daily habits that keep a team moving forward together. Episode Insights Include: Dream (and nightmare) leadership teams The best team Karin has ever been a part of was the Strategic Partnership Channel. This team was filled with human-centered leaders and it showed in the care that everyone showed for each other. Teams like this are filled with people who are aligned by a unifying mission, a shared goal, and trust for each other. The worst team Karin was part of was filled with conflicts that were caused by systems problems. Teams that are pitted against each other will continue to struggle to accomplish anything. The four dimensions of collaboration Connection- do we know one another as human beings? Connection needs to be in place before difficult conversations have to happen. Use connecting words when communicating with others. Clarity- do we have a shared understanding of success? Is your team aligned on the habits that lead to success? Curiosity- are we genuinely interested in one another and in different perspectives? Commitment- do conversations culminate in accountability? Accountability is everyone’s job, not just the boss. The importance of daily habits Detailed, informative directives are far more valuable than generic feedback. Daily habits can help improve connections and performance. Specific, measurable habits will lead to greater results. Daily habits can help align a team and move everyone in the same direction. Check for understanding by assigning a number of hours to a task before starting it. Communicate an assignment five times in five different ways. Restate expectations of the next steps before the meeting is over. Successful team-building activities Start by creating a unified team vision. Visualize or draw how you see the team today and what the future could look like. Determine what needs to happen to get from where you are to where you need to be. Advice for leaders who didn’t pick their team A team can only be built one person at a time. Start with curiosity and connection - let your team see who you are as a human being with thoughts and feelings. Create clarity about where your team is headed in the future. Empower your team to hold each other accountable, share best practices, and even meet without you. This podcast is powered by FCCS. Resources Connect with Karin Hurt — Get in touch /episode/index/show/fccsforwardthinking/id/32619162

Empathy Based Listening as Your Differentiator 08/08/2024

Empathy Based Listening as Your Differentiator Empathy-Based Listening (EBL) is the transformative skill that can elevate your leadership and transform your listening skills. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Eric Maddox, speaker at the upcoming FCCS RISK 360 conference in Boston, author, motivational speaker and consultant who is known for the empathy-based listening method that is responsible for the capture of Saddam Hussein. Together they explore EBL, how to really listen to what really matters to clients and colleagues, and how to remove distractions from your conversations. Episode Insights Include: Tracking down Saddam Hussein with empathy-based listening From interrogations in a tight-knit Iraqi community to gaining the trust of prisoners, EBL was the key to tracking down the world’s most wanted man. Prisoner conversations begin at a negative-trust level. Eric’s biggest challenge was taking the enemy's trust from a negative level to a positive level. Effective techniques for building real trust Every conversation creates the potential for a relationship. Every moment together can become a future partnership. Positive partnerships are founded when one person shows interest in the other, not only in themselves. Transitioning to empathy based listening Eric recalls the specific prisoner who helped him realize that he needed to change his approach to listening. Partnerships don’t have to be about kindness and friendliness, but they do need to be about understanding. EBL can open up an avenue to the highest level of trust regardless of the circumstances. When Eric couldn’t get any of his prisoners to cooperate, he only had the option of looking at and changing his own approach. The utilization of EBL has taken prisoner cooperation from 4% to 65%. Applying EBL to business professionals Business culture can be improved by empathy-based listening. Relationships between lenders and borrowers tend to be imbalanced in favor of the lender. The person providing the service has the expertise and knowledge, and tends to focus only on trying to solve their problems. Identifying what makes a borrower’s situation unique creates a level of trust that cannot be matched. It only takes 3 minutes to ask questions about the other person to build real trust. Effective listening techniques Limit the major distraction of making sure that you know what you are going to stay next. The other person needs to know that you’re listening more than they need to hear your value proposition. Put the other person first- before your value proposition. Shift away from being first to being a more empathetic listener. Listen for the key words or phrases that the other person shares with you and wants to hear you repeat back to them- identify those breadcrumbs. Get off your own stage and get onto the other person’s stage. Resolving conflict with EBL Establish core goals regardless of trust levels. Discover the other person’s concerns by asking what their core goals are. Take the first step to get on their side and then meet them in the middle. Lessons learned from EBL With EBL, good is the enemy of great. There is much more work that needs to be done. Leadership is about solving problems that we have never faced before. Approaching problems happens more effectively with a clean slate. Empowering others creates greater opportunities for effective leadership. This podcast is powered by FCCS. Resources Connect with Eric Maddox – Get in touch /episode/index/show/fccsforwardthinking/id/32468197

Plant Your Feet Firmly in Mid-Air: Lead Through Change 06/25/2024

Plant Your Feet Firmly in Mid-Air: Lead Through Change Successful transformations during disruptive change demand a very defined set of behaviors from leaders. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton welcomes Dr. Janet Lapp, Former Professor, Psychologist, registered nurse, author, and speaker at the upcoming RISK 360 Conference for a conversation about the inevitability of change in the workplace, how leaders can embrace change and the importance of creating a vision that inspires your team. Episode Insights Include: The importance of planting your feet in mid-air Feet that are planted firmly on the ground might suggest an unwillingness to change. Staying grounded in mission, purpose and values is essential, but it isn’t all that is needed. Leaders need to question everything else from policies, titles, strategies, and old ways of getting things done. Effective leaders must be willing to build on shifting ground. Stay grounded while also making change where change is needed most. Finding and implementing the most effective change leadership advice Be extra careful when considering any new leadership approach. Too many leadership books are based on opinion- look for the facts amidst the opinions. Certain workplace elements need to be change-ready before any change experiment is attempted. Don’t try to implement change in a chaotic, failing workplace- consider your team and company culture first. Forward thinking leadership strategies Servant leadership that listens to others and considers their needs before making changes will never go out of style. Leadership based on vulnerability is more important than ever before. Leaders who can connect with others and are authentic in their efforts can be curious and ask questions. A creative and innovative workspace is not possible without vulnerability. Leaders need to be willing to admit when they don’t know all of the answers and are willing to ask others and continue learning. Effective leaders trust the talents and abilities of the team that they have created. Transformational leadership versus change leadership Change leadership is creating an organization that is capable of changing. Transformational leadership means creating a shared vision that can be followed through engagement and involvement. A transformation without a solid foundation will only lead to chaos. A cultural setting of transformation must be created before any effective change can happen. Engaging a team in inevitable change Leaders can engage people who actively resist change by listening to their concerns. People do not resist change, they resist the fear of loss. Leaders need to communicate regularly about the things that they know as well as the things they don’t know everything about. Leaders need to create a compelling vision of the future that all employees can get on board with. If people are having trouble getting on board with change, a stronger vision of the future needs to be created by leaders. This podcast is powered by FCCS. Resources Connect with Dr. Janet Lapp – Get in touch “Effective leaders must be willing to build on shifting ground.” — Dr. Janet Lapp “Vulnerability is the basic leadership skill that is so needed today.” — Dr. Janet Lapp “A creative and innovative workspace is not possible without vulnerability.” — Dr. Janet Lapp “People do not resist change, they resist the fear of loss.” — Dr. Janet Lapp “Change is not a force to be seized but an opportunity to be grabbed.” — Dr. Janet Lapp /episode/index/show/fccsforwardthinking/id/31852862

The Art of Communication Without Coercion 06/07/2024

The Art of Communication Without Coercion The power of nonverbal communication is not to be underestimated. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton welcomes Pamela Barnum, speaker at the upcoming and the FCCS Learning Conference in Chicago and Former Undercover Police Officer & Federal Prosecuting Attorney, Trust Strategist & Nonverbal Communication Expert for a discussion about the art of persuasion without coercion – a superpower for any effective leader. Episode Insights Include: The power of nonverbal communication Nonverbal communication is emotional intelligence on display. Nonverbal cues include tone of voice, cadence of speech, and body language. Leaders need to give as much attention to nonverbal communication as they do to the perfectly crafted verbal response. First impressions are often the most crucial moments of our professional lives. Nonverbal techniques can establish trust People make decisions about others within 1/10th of a second. It is essential to show up in a way that demonstrates confidence, empathy, and humility. First impressions establish the foundations of confidence and trust. Identifying sources of leverage in negotiations with DID questions Discovery questions ask ‘what’ and offer an overview of a person’s abilities. Implementation questions ask ‘how’ and give information that can be leveraged. Disclosure questions ask ‘why’ and offer insights into what the other person wants. DID questions provide opportunities to fulfill the other person’s wants as well as yours. Leveraging leadership strengths with priming Increasing self-awareness is critically important in overcoming imposter syndrome. The exercise of priming empowers leaders by reminding them of previous successes that will prepare them for future success. Keep a journal of successes to recall times that you got it right. A leader’s mindset controls their success. The importance of improving nonverbal communication Leaders often get caught up in doing things the way they’ve always been done instead of using each encounter as a unique opportunity for connection. Active listening is essential – ask intentional questions and listen for the answers. Conversations and connections can be improved with active listening. Effective leaders ask their team what kind of communication serves them best. Effective communication in the face of conflict Get purposeful about perspective taking – leaders are not separate and apart from their team. Slow down in the face of conflict to de-escalate the heightened tension. Take a break from the conflict if needed. Take time to consider the other perspective. Avoiding common communication mistakes Employ the SOME tactics– smile, open, mirroring and eye contact. Remain open through body language and avoid crossing arms. By remaining open, leaders appear more empathetic. Being open is effective and exhibits confidence and vulnerability. This podcast is powered by FCCS. Resources Connect with Pamela Barnum – Get in touch /episode/index/show/fccsforwardthinking/id/31643577

Accelerate 2050: The Future of Agriculture 05/27/2024

Accelerate 2050: The Future of Agriculture Where is agriculture headed? What developments will shape the future of the ag industry and which technologies will dominate agriculture? On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton welcomes Mitch Frazier, CEO of AgriNovus and a veteran of both the tech and ag worlds, for a conversation about what lies ahead for agriculture and the trends that will lead ag into the next decade. Episode Insights Include: Key developments in the recent past of ag bioscience Over the last decade, and historically, ag has continued to improve. Corn bushels, on average, have increased by two bushels per acre per year. Ag is the only economy in the world that touches every person on the planet. Innovations clearly matter in ag because more yield equals feeding more people. From crop protection to self-driving vehicles, innovations are shaping the ag industry in exciting ways. Animal innovations are improving health, performance, and sustainability. This is the only economy that we are all connected to three times a day. Advances and changes in the future of food and ag industries The tightening global economy will force us to innovate. Ag bioscience is going to be at the core of this innovation. AI will play an increased role in both accelerating and accomplishing needful ag bioscience work. Characteristics of additional change drivers Food security is a key component of national security. Application of digitization and AI operating systems will be critical to future success. Innovation is critical to ensuring that the general population will continue to be fed. The future of food security The pandemic gave us insights into what food insecurity could look like. Future disruption in grocery store shopping is inevitable. Innovation connected to a broader value chain will be a key component of the future. Sustainability will continue to be an increasingly key player. Food opportunities in the future American farmers are heroes who keep the world fed. Driving value, whether nutritional, economic, or sustainable, is the next chapter of success. The food system is driven by the collective health of the people it serves. Healthy, nutritious food is a critical component to the collective health and safety of a country. In the future, food security will be driven more by connectivity than proximity. Continually driving innovations The upcoming generation thinks differently about how to get things good, and that is a great thing. Innovation has to be continually driven by the desire to do good and to do well. Accelerate 2050 approaches the big questions and possibilities of the future of ag tech and farmer-led innovation. The greatest opportunities in food and ag innovation will come when people recognize why the industry exists. This podcast is powered by FCCS. Resources Connect with Mitch Frazier – Get in touch /episode/index/show/fccsforwardthinking/id/31461707

Thriving Through Change: Strategies for Change Agility 04/29/2024

Thriving Through Change: Strategies for Change Agility Change can be uncomfortable and uncertain, but some strategies and techniques can help build resilience and adaptability in the face of unexpected challenges or disruptions. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Nicole Brusewitz, FCCS’ VP of Leadership Development, Learning, and Consulting Services for a discussion about taking an intentional approach to managing change, including pitfalls to avoid and tactics to foster an environment of continuous evolution while prioritizing employee wellbeing and avoiding burnout. Episode Insights Include: Navigating the uncertainty of change Many of us don’t like change and respond to it differently than we think we will. Rather than viewing change as an obstacle to overcome, view it as a catalyst for intentional disruption. Embrace change as an opportunity to change habits and consider new possibilities. Discomfort can work as a signal that you are ready to face growth. Strategies for building resilience and adaptability Look back and learn from the lessons of the COVID-19 pandemic. Resilience is not a muscle that we need to wait to start developing. Working on these skills now will help when the time for action arrives. First, consider ways to cultivate more adaptive styles of thinking. Encourage improvisation and creativity in team meetings. Devote time to practicing scenario planning and risk mitigation. Cultivating a mindset of change agility Have a sense of curiosity and openness to new experiences. Ask questions to uncover the root of changes to increase a willingness to learn about it. Leaders can cultivate this mindset by considering change as a natural rhythm of growth. Create a nurturing environment that strikes a balance between stability and chaos. Embracing the frequent change in technological advances Consider technological changes as the unknown wilderness that must be explored. Surround yourself with a good group of people who can help guide and share resources. Utilize networks and partnerships to avoid the need to be the expert on everything. Look for evidence of progress to sustain the needed energy to approach change. Avoiding change pitfalls Burnout can be avoided by remaining aware of the need for change in effective growth. Leaders can avoid sabotage by not clinging too tightly to the status quo. Leaders must be open to change and willing to set the tone of a positive change culture. Bright spots as a catalyst in change Bright spots highlight what is working rather than all of the things that are going wrong. Our brains are trained to focus on what is going wrong, but it doesn’t have to be that way. Bright spots move us out of a problem-solving tunnel into an awareness of what is already working. Don’t let one thing ruin everything – focus on what is going right. Where you keep your focus is where you are going to go. Strike a balance between resilience and employee wellbeing and burnout. Leaders need to provide a support system of psychological safety in the workplace and model a healthy work-life balance. This podcast is powered by FCCS. Resources Connect with Nicole Brusewitz – Get in touch “Rather than viewing change as an obstacle to overcome, view it as a catalyst for intentional disruption.” — Nicole Brusewitz “Resilience is not a muscle that we need to wait to develop.” — Nicole Brusewitz “Cultivating a mindset of changeability allows us to embrace change as an opportunity for growth as opposed to a threat to our stability.” — Nicole Brusewitz “We feel better as employees when we’re able to give our best selves.” — Nicole Brusewitz “By shifting our perspective on change and reframing discomfort as an opportunity, we are faced with the opportunity for growth and can see change in a new way.” — Nicole Brusewitz /episode/index/show/fccsforwardthinking/id/30988528

Unlocking Board Excellence: The Role of a Board Champion 04/16/2024

Unlocking Board Excellence: The Role of a Board Champion Boards are critical to the success of an organization. They hold the responsibility of ensuring the sustainability and shaping the future of the company beyond the tenure of any one employee. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton welcomes FCCS VP of Governance and Board Development Leslie Hilton for a discussion about the key role of the board in successful business and how the board champion can help lead this charge. She details the role of a board champion, the effectiveness of their efforts, and who is the ideal candidate to become a board champion that can help enhance board trust and ensure future success. Episode Insights Include: The roles of the board in conjunction with the management team The board’s role is to represent the stakeholders in ensuring the long-term sustainability of the business. The board is responsible for the future of the business beyond the currently engaged management team. The board should be engaging with management regularly and in constructive ways. The board brings relevant insight from personal experience to help management and the board make better decisions. The board provides guidance to management about the long-term direction of the organization. The importance of the board champion A board champion is a way to embody a concept for boards who are interested in and take responsibility for their own effectiveness. A board champion believes that the board plays a key role in the success and sustainability of the business beyond compliance. The board champion could be a director, CEO or other leader who understands why the board needs to take accountability for their performance and effectiveness. A board champion doesn’t fall into the trap of complacency when things are going well. Identifying a board champion doesn’t need to be an assignment or designation, it is a reflection of someone’s commitment to the success of the board. The role of a board champion A board champion is committed to the continual growth and development of the board’s effectiveness. Board effectiveness is a journey, not a destination. Board champions understand that investment in the board is as important as investment in a management team. Any director can champion the board’s growth and ensure the board has the conditions necessary to do their work as effectively as possible. The board champion embraces a growth mindset to encourage continual growth. Becoming a board champion Board champions can be self-appointed with the desire to enhance board effectiveness. Board champions are intentional about forward-thinking steps and objectives. Board champions work to gain consensus and build awareness around why the board matters. Improving board culture with a board champion A culture of trust can be improved with the help of a board champion. The board champion encourages conversations that enhance teamwork and trust. Every board member needs to be engaged to take a board to the next level of excellence. This podcast is powered by FCCS. Resources Connect with Leslie Hilton – Get in touch “The board’s role is to represent the stakeholders in ensuring the long-term sustainability of the business.” — Leslie Hilton “A board champion is a way to embody a concept for boards who are interested in and take responsibility for their own effectiveness.” — Leslie Hilton “Board effectiveness is a journey, not a destination.” — Leslie Hilton “Board champions understand that investment in the board is as important as investment in a management team.” — Leslie Hilton /episode/index/show/fccsforwardthinking/id/30805683

Your Presence as a Link to Success 03/25/2024

Your Presence as a Link to Success Leaders who want to inspire confidence and drive success know that presence is an essential part of their leadership. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Sally Williamson, CEO of Sally Williamson & Associates, speaker, and executive presence expert for a conversation about the missing link to your success as a leader or communicator – your presence. She highlights what presence is and what it isn’t, who your presence is really about, and what forward thinking leaders can do to improve their performance in today’s evolving workplace. Episode Insights Include: Defining presence and its importance to leaders Presence is not something you assign to yourself, it’s the assumptions of others based on how they perceive you. Presence has always been important, but it has become increasingly difficult in recent years as leaders are not always as visible as they have been in the past. Leaders must increase their intentionality surrounding their presence in order to be effective at it. Leaders need to identify when and why their presence matters and then act accordingly. Executive brand vs. executive presence Presence is more than just charisma, and it can be an integral part of an executive brand. A personal brand is something that leaders need to consider and determine how they want to be seen by others and known for. Coaching should not revolve around brands, it should focus on impressions. Others will comment on your impression before they comment on your brand. A leader’s brand is the sum total of their impressions over time. Presence is everyone else’s impression of you, and is reflected in what others ask of you. The 3 C’s of developing key components of presence There are three elements of presence coaching – confidence, commitment, and connection. Ask others for feedback about the impressions they perceive in your voice and body language. Presence is about your intention more so than your techniques. Authenticity is a huge part of effective presence, and has to be balanced with authoritative confidence. High visibility roles can’t easily translate authenticity in a conversational and personal way. The effective of presence on employee engagement Consistency is the magic word with presence. Within a thriving culture, people need to experience leaders and managers consistently. When intentions are effectively communicated, trust will continually grow. When people come to expect certain positive behaviors from leaders, they will continue to trust them. Awareness is the first step to increasing and improving presence. Consider the brand triangle- what do people say most often about you? What do you wish people would say about you? And what misconceptions do others have of you? Common presence pitfalls and how to overcome them People tend to plateau in their presence and stop focusing on it over time. Expectations are constantly changing, and leaders need to transition from good to great quickly. Working on presence will mean focusing on others even more than you focus on yourself. Too often people don’t want to work to enhance their presence, but intentional action has to be a part of your efforts. Don’t be afraid to ask for and then actually receive feedback. Offer effective and helpful feedback when others ask for it. Seek visibility opportunities where you can practice your presence. This podcast is powered by FCCS. Resources Connect with Sally Williamson – Get in touch “A leader’s brand is something that has taken shape over time with many, many impressions.” — Sally Williamson “Presence is everyone else’s impression of you.” – Sally Williamson “Presence is about intention, not so much about technique.” – Sally Williamson “The magic word with presence is consistency.” – Sally Williamson “Presence is less about pushing out and much more about pulling people in.” – Sally Williamson /episode/index/show/fccsforwardthinking/id/30513563

Fostering a Healthier and Happier Workforce 03/04/2024

Fostering a Healthier and Happier Workforce A healthy intersection of business success and employee wellbeing has reached an all-time critical high. More than ever before, businesses and managers need to support a workplace where employees feel that their health and well-being are prioritized so they can thrive. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Debi Yadegari, Founder & CEO of Villyge for a look at the latest trends, strategies and best practices for fostering a healthier and happier workforce and workplace. Episode Insights Include: The growing emphasis behind employee well-being The pandemic provided valuable insights into who employees really are. It also caused a cultural shift on DEI, allowing a greater place for it. A shift in priorities has required employers to reconsider what they are offering their employees. Work is no longer the number one priority for many employees, and employers need to meet their team where they are at in order to attract top talent. Overcoming the challenges of implementing well-being initiatives Identifying who well-being programs are most effectively going to serve is one of the greatest problems facing many employers. Well-being initiatives need to offer programs that make financial sense as well. Villyge aims to serve everybody by offering greater bandwidth from the foundation and add on additional layers from there. Benefits to making employee well-being a priority Employee longevity is positively affected – retention is up when employees feel supported through life transitions and challenges at work. Managers who are able to better support employees have happier employees and keep their team in place longer. Employees who feel like part of a community are more confident to raise their hand and contribute to the team. A supportive culture will become ripe for cultivating new ideas. A manager can have a greater impact on a person’s happiness than their therapist, doctor or life partner. The role of leaders in promoting and sustaining a positive well-being culture Leaders need to model the compassionate side of human-to-human interactions. Productivity cannot be the only factor in employee-employer relationships. Leaders need to make it a point to show that they care about what is going on in their employee’s lives. Leaders can make note of life events in their calendar and check back in. Empathy is the power tool in demonstrating meaningful leadership compassion and interaction. Adapting well-being strategies to current events World events are just as impactful as life events for employees. While essential, employee support systems for childcare, healthcare, and mental health alone is not enough. There has to be support for a healthy workplace culture. Wellbeing initiatives are not going anywhere, and continue to be refined as companies continue to learn and grow. This podcast is powered by FCCS. Resources Connect with Debi Yadegari- Get in touch “After the pandemic, work is no longer the number one priority for many employees.” — Debi Yadegari “Trying to dissect who these programs are going to serve is one of the greatest problems we hear about.” — Debi Yadegari “Employees can step in and make a difference during those moments of life shifts, and it will have a tremendous impact on the longevity of an employee’s career.” — Debi Yadegari “When employees feel like part of a community, they are more confident to raise their hand and share their ideas and thoughts.” — Debi Yadegari “What companies really need is support for the culture.” — Debi Yadegari /episode/index/show/fccsforwardthinking/id/30216288

The Habit Advantage 02/13/2024

The Habit Advantage Carefully cultivated positive habits have the power to transform our personal and professional lives. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by FCCS Senior Consultant and Director Jeannie Clinkenbeard. Jeannie is also the lead facilitator of the FCCS Leading Self and Leading Leaders Programs. Together Stephanie and Jeannie explore actionable strategies and expert advice to help positive transformation through the power of habits. They discuss the potential for continuous growth and achievement with the habit-building secrets that can elevate your career and enrich your professional and personal journey. Episode Insights Include: The significance of habits Habits are rated as one of the top key indicators of professional and personal success. Habits are rated as more important than luck or talent. When you can change your habits, you can change your life. Habits are the key to success, performance, and even team culture. Cultivating team habits Leaders can cultivate strong habits by asking their team what their desired future looks like. Consider what habits need to be developed to create the future you are looking for. Help team members identify the habits that will help them reach future goals. If you want to change your life, you have to change your habits. The same applies to team habits. Overcoming habit roadblocks Consider the rewards for performing either good or bad habits. Identify the emotions that are attached to the habit as well as ways to replace the bad for the good. Imagine a circle that loops from the cue to the routine to the reward of a habit. Set up your habit loop so that it continually works in your favor. Identifying and implementing positive habits Health, diet, and productivity are common areas where people want to improve habits. Prioritize your top three must-do’s for each day and the associated reward for achieving them. Maintain habit consistency by either increasing the reward or decreasing the effort. Habit building as a leader Leaders need to consider habits as not just what they do, but who they are as leaders. Consider the mental reward of maintaining your habits – habits represent mental strength. Leverage habits to drive team growth in positive ways. Ask other leaders what habits have made the greatest impact on their leadership. Solicit actionable feedback from your professional circle. This podcast is powered by FCCS. Resources Connect with Jeannie Clinkenbeard- Get in touch “If you want to change your life, you’ve got to change your habits.” — Jeannie Clinkenbeard “A successful habit has to be specific and it has to be doable.” — Jeannie Clinkenbeard “Consider if your reward is big enough and if your habit is small enough.” — Jeannie Clinkenbeard “Good habits tend to create other good habits.” — Jeannie Clinkenbeard “Don’t diminish small, consistent actions over time. They are what makes up your success.” — Jeannie Clinkenbeard /episode/index/show/fccsforwardthinking/id/29954223

Celebrating Successes – The 50th Episode! 11/10/2023

Celebrating Successes – The 50th Episode! Welcome to the 50th episode of The Forward Thinking Podcast. Our guest today is THE original guest from episode one, Keynote Speaker Ryan Avery. Ryan has been partnering with FCCS for the Go From A Leader to THE Leader Online Strategic Communications Program and is THE Keynote Speaker at many of the FCCS conferences. Today we’re talking about celebrating! Celebrating success can happen in the face of adversity or failure, it can highlight appreciation for hard work, serve as a morale booster, and help foster an excellent team culture. Together Stephanie and Ryan discuss the value of celebrating, the power of storytelling, and the importance of expressing gratitude to your team for not only the work they accomplish but the effort they put into it along the way. Episode Insights Include: Being THE There are key differences between being ‘a’ and being ‘the’. Do you want to work for a company or THE company? Do you want a job, or do you want THE job? When you focus on being THE, your life changes forever. It becomes more fulfilling, more exciting, and more resilient. The simplicity of THE creates a simple but powerful mind shift. The definition of THE is going to be different for everyone. The power of celebrating success Celebrating is simply acknowledging something along the way. Don’t wait until the end to recognize the work that has already happened. Celebrating helps you acknowledge that you are actively participating, rather than sitting on the sidelines. Celebrating through storytelling The three F’s of storytelling can help you acknowledge your success in an effective way. Fear, family, and failures can connect you with others on a more meaningful level. People like to hear stories about people who are trying, whether or not they succeed. Sharing personal experiences will encourage others to try as well. Storytelling increases connections, especially when names are attached to the stories. Creating a culture of acknowledgement and success Don’t wait until something is finished to celebrate it. Communication itself will never change, but methods of communication will continue to change. Three R’s can help refine a celebration –reflect on what is working and what isn’t, reject anything that is clearly not working, and renew a commitment to continue what is working. Evolve, grow, and learn together by opening another box instead of thinking outside the box. Expressing gratitude for your team Recognize all that you have to be grateful for and express that gratitude regularly. Visit disappointment, but don’t live there. Live in gratitude. Don’t let one thing ruin everything. Consider living in an “and” world, not an “or” world. You and your team can be happy and sad at the same time. Measuring and quantifying success Success should be defined by each individual. A clear definition of success makes it easy to set boundaries about what you are willing to do. Your definition of success can help you make decisions. Contentment is not the opposite of ambition, it is a state of being that everyone is trying to achieve. This podcast is powered by FCCS. Resources Learn more about the FCCS 2023 Director Leadership Conference- Connect with Ryan Avery- Get in touch /episode/index/show/fccsforwardthinking/id/28580688

How Change Disrupts Industry 10/27/2023

How Change Disrupts Industry It can be hard to see change coming, but there are patterns in the way change disrupts an industry that, when identified, can help to empower an organization to prepare for what’s coming and be prepared to act. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS sits down with Vance Crow, Organizational Strategist, and CEO of Articulate Ventures for a look at how your organization can better prepare for change and create a shared language to facilitate open, meaningful and necessary conversations. Vance will be speaking at the upcoming FCCS Director Leadership Conference in Nashville, and in this conversation, he offers a look inside his session “The Edge of Chaos: Where and How Society Changes”. Episode Insights Include: Defining the edge of chaos The world can be viewed in a dualist way, like the yin and yang. Order and chaos are an integral part of everything. Order is what we know and understand while chaos represents the rest of the world and is often avoided. Nothing new comes from order, it only comes from the chaos that is brought back to order. The edge of chaos represents the border between what is unknown and what is known. Innovation and advancements are found at the edge of chaos. The challenge of preparing for change Change is difficult to prepare for because we never know when it’s coming. Change often comes quickly and all at once. Change can be preceded by pain and suffering. Change often requires that people move beyond the suffering to try something different, which is not always a pleasant experience. Creative tactics for excelling in the face of change Organizations need to consider what is and isn’t working in their messaging and be willing to try something different. Allow your teams to come up with new and innovative solutions to problems and see how successful they are. Create smaller teams that have the opportunity to explore wild innovations without having a major impact on company-wide endeavors. Identifying patterns of change Spotting patterns of change requires doing things that are uncomfortable. Expose yourself to ideas that you may not agree with. Surround yourself with people who have ideas that are different from your own. Identify people that you respect who have a different set of beliefs than you do. Ask questions from younger people and learn from their answers. Having conversations that encourage innovation and change Leadership plays a critical role in effective conversations. Leaders help others frame their contributions in ways that are well-received. Effective guides understand how the gears of an organization work and the important role that each team member plays. Creating an effective shared language An effective shared language represents shared values and shared knowledge. Shared language can help develop a new way of thinking about systems that can be shared and worked on by the entire group. Company culture is strengthened by a shared language. Shared language allows a team to move further faster. This podcast is powered by FCCS. Resources Learn more about the FCCS 2023 Director Leadership Conference- Connect with Vance- Get in touch /episode/index/show/fccsforwardthinking/id/28429046

Social and Emotional Intelligence in the Workplace 10/13/2023

Social and Emotional Intelligence in the Workplace Emotional intelligence (EQ) has been identified by 85% of employers as even more valuable than IQ, but it is often seen as something that you either have or don’t have. New science shows that it is possible to increase emotional intelligence with training and practice, which can benefit relationships both in and outside of the workplace. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS is joined by Maureen Breeze, Certified Executive Coach from the Institute for Social and Emotional Intelligence. Maureen will be speaking at the upcoming FCCS 2023 Director Leadership Conference and has joined the podcast today to discuss the importance of emotional agility. She highlights the need for leaders to increase their social and emotional intelligence in the workplace and offers tactics to improve EQ skills in ways that drive results effectively. Episode Insights Include: The importance of emotional agility Our ability to connect with others through emotional intelligence is not a stagnant skill, it can be refined and improved over time. The ability to read emotions and manage our own emotions is more important than ever before. Emotional agility requires understanding who you are working with and how you can show up as your best self on the team. Emotional agility is reflected in the confidence level of each team player. Emotional intelligence in leaders Leaders set the tone for the team and need to set the emotional temperature in every room they are working in. EQ leaders can either bring the temperature down if emotions are running hot or increase energy when more excitement is needed. The level of control demonstrated by leaders will be mirrored in the team. There is an opportunity for people to make conscious choices about how they want to show up and the impact they want to have. Leaders want to drive results but also need to consider who they want to be in the process. Key factors and skills that affect emotional intelligence Factors include personal emotional regulation, awareness of conflict, and psychological safety. Skills that can help develop emotional awareness include reflection time, leaning into strong listening skills, and identifying and acknowledging what you are seeing. Enhancing these factors and skills will help navigate healthy conflict. The science behind emotional regulation Humans are wired to be triggered in heightened or emotional situations. A heightened physiological state can hijack our thinking, but we have the power to get our thinking back online. Consider deep breathing, taking a pause, or stepping away to help create a distance that will allow the nervous system to realign. When receiving critical feedback, employ key phrases that will create a pause such as “I need a minute to process this”. The correlation between burnout and emotional intelligence Burnout is caused by many factors including our relationship with technology. Increased context shifting demands increased brain activity. Our relationships have changed since the pandemic and require a new level of connection. The blend-burn demands that we address a multitude of requests for our attention simultaneously. Energy management is essential for managing burnout. Resilience and emotional intelligence Any situation that requires a bounceback after change or disruption requires resilience. Maureen shares three of her five factors that build resilience. Anchor yourself in a sense of purpose. Make meaning in a difficult situation. Identify the why that you can hold onto. Talk about an experience so that you can begin to make sense of it. Optimism is the belief that with effort we can impact the outcome. Emotional intelligence in the boardroom Leaders need to be intentional about both the outcome and the relationship generation that they are seeking. Board members need additional courage to ask the tough questions that can expand thinking. Consider the frequency of interactions between board members when setting relationship expectations. This podcast is powered by FCCS. Resources Learn more about the FCCS 2023 Director Leadership Conference- Connect with Maureen - Get in touch /episode/index/show/fccsforwardthinking/id/28307564

The Agile Sales Leader Playbook 09/29/2023

The Agile Sales Leader Playbook In today’s fast-paced sales environment, sales leaders must possess the agility to adapt to a variety of situations. A rigid approach to leadership may have worked in the past, but it won’t work for companies that are going to succeed in the future. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS welcomes Regional Vice President of Sales for Richardson Sales Performance Reuben Wilson for a conversation about sales challenges, capabilities, and more. Reuben will be speaking at the upcoming FCCS 2023 Sales Leaders Conference and has joined the podcast today to discuss the core capabilities that are required to lead winning sales teams. He offers advice about agility as it applies to sales leadership, tactics for embracing an agile mindset, and ideas for successfully engaging teams in powerful conversations. Episode Insights Include: The impact of agility on a sales team Recent shifts have resulted in worldwide supply chain disruption, economic uncertainty, and pricing volatility. The pandemic exposed vulnerabilities in organizations that have required a rethinking of operations. The average B-to-B decision now includes up to 10 involved decision-makers. A rigid approach to a constantly changing world simply does not work. Agile sales leadership can be defined as a way to swiftly and effectively switch between various roles and responsibilities. Sales leaders need to be able to guide their teams toward an objective and provide a plan during critical phases. Overcoming the greatest challenges of a sales manager Managers have to effectively determine which deals to prioritize and pursue. An increase in salespeople requires more management, which means less coaching time per team member. The volume of data requires an increase in processing and attention, which managers don’t readily have. Managers need to recognize that they have a strong role to play in helping their organization adapt to rapid changes. By embracing agility, managers can approach each interaction as an opportunity to identify the next steps effectively. Ongoing communication encourages agility and intentional coaching. The capabilities of a successful, agile sales leader Four core categories, including coaching, deliberate sales culture, motivation, and driving toward performance. Culture is a combination of where you came from and where you are going. Effective culture drives accountability, strengthens management disciplines and skill development, and engages the team in productive meetings. Effective managers get to know their people through world-class one-on-one meetings. Managers understand whether their sales professionals are motivated by achievement, power, or affiliation. Building relationships with powerful conversation capabilities Vital conversations need to be fair and balanced. Managers need to enter the conversation with a game plan and supporting data. Conversations can solidify relationships and address problems. Leaders should always model the behavior that they want to see in their employees. Mastering the pipeline review Pipeline conversations address growth business and potential. Addressing the funnel will identify desired outcomes and action strategies to achieve them. The shape of the pipeline can help identify the needed skills for a team. Industry conferences can offer advice to help successfully navigate pipeline conversations. Portrait of an Agile Sales Coach An agile leader should approach their coaching in sprints. Short bursts of activities are key to successful agility. Effective leaders who have mastered an agile leadership style can model effective interpersonal behavior. This podcast is powered by FCCS. Resources Learn more about the FCCS 2023 Farm Credit Sales Leaders Conference- Connect with Reuben - Get in touch /episode/index/show/fccsforwardthinking/id/28177976

Selling in Turbulent Times 09/21/2023

Selling in Turbulent Times Times of uncertainty can make it very difficult to maintain momentum, but it is in these moments it is crucial that we don’t let these disruptions paralyze us. A proactive approach to overcoming challenges is key. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS is joined by Business Performance Coach Michael Vickers. Michael will be speaking at the upcoming FCCS 2023 Sales Leaders Conference and has joined the podcast today to discuss tactics for navigating through turbulent times. He offers advice for focusing on goals and executing a plan with minimal distractions to achieve maximum productivity. Episode Insights Include: The impact of the pandemic on sales The pandemic accelerated every aspect of sales. A 10-year window of growth happened practically overnight. Advanced technologies are now enhancing client-to-customer relationships better than ever before. Exceeding client expectations in challenging times Differentiating a company in such a competitive environment starts when we excel in times of disruption. People only change when the pain is such that they have to, or the pleasure is so good that they want to. Pain points encourage change- when others are retreating it is time to create proactive strategies that encourage growth. Growth during a down market is a true sign of excellence. Brand experience is an essential market strategy. Successful companies utilize 5 different currencies to gain customer loyalty. The importance of strong client relationships Good relationships are determined by the client. Know and celebrate important dates of your clients to level up your relationship. If rates are all the same, emotional favorites are going to seal the deal. We want to become heroes to the people we serve and help them become heroes to the people they serve. Move beyond transactional interactions to help achieve goals and objectives. Tactics for differentiating against the competition Creating distinctive value starts with product-based, which can be easily duplicated. Service-based distinctive value can set one company above the rest. Model after the best service offerings out there to meet customer expectations. Avoid projecting biases on clients and allow them to form their own opinions. Celebrating clients will encourage them to think of you when they are ready to make their next transaction. Building a team that is focused on growth Teach your team how to tell stories that create connections. Create a budget that will allow your team to solve their client’s problems. Set goals with your team to increase their touch points with their clients. Appealing to every generation in the marketplace Consider the information medium that each generation would prefer for information. Ask clients what their communication preferences are and then meet them there. Listen to what clients are saying in conversation and then act accordingly. Opportunities are found in what your clients are interested in. This podcast is powered by FCCS. Resources Learn more about the FCCS 2023 Sales Leaders Conference- Connect with Michael Vickers - Get in touch /episode/index/show/fccsforwardthinking/id/28101743

The Hard But Necessary Conversations on Farm Succession Planning 09/08/2023

The Hard But Necessary Conversations on Farm Succession Planning Between emotional factors, unspoken expectations, and ineffective communication, a family business can be exceptionally difficult to navigate. A lack of succession planning can destroy a family business and cost Farm Credit a client. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS welcomes Wesley Tucker, Farm and Ranch Transition Specialist with the University of Missouri Extension for a conversation about the messy world of family business succession planning. They discuss challenges that are unique to family business, strategies for navigating family and business roles, and actionable tactics that result in successful succession planning. Episode Insights Include: Why is succession planning necessary in family businesses? Too many people are afraid to broach farm succession and its necessary conversations. A family business may be the most difficult type of business to run. An overlap of family and business can cause areas of friction that must be addressed. A separation between family and business relations is essential to effective succession planning. Estate planning versus succession planning Estate planning is what happens with all of your stuff after you die. Succession planning is the continuation of the business after you die. Estate planning is an event while succession planning is a process. Generally, succession planning should have started yesterday. Consider the difference between a road map and a treasure map. First steps in succession planning Communication is the first step to getting started. Consider the plans for the future, no matter how difficult it may seem. Whatever you do, do something. Don’t assume your kids are going to work it out on their own. Employ a professional team that can advise you. Family meetings and interviews can help you determine the future of the farm. Explain the whys behind your decisions rather than leaving it as a surprise after the funeral. Consider the potential future of family relationships as they will change after your death. Strategies for effective family meetings Consider three types of family meetings- farm operation, farm business, and family council meetings. Business meetings need to happen regularly and before there is a crisis or major decision to be made. Delegate topics for each member to be in charge of, including compensation, vacation, and scheduling. Spend more time working on the business and less time working in the business. Don’t expect family council meetings to be fun, but know they will be effective. These meetings will help to protect family relationships long-term. Navigating fair and equal heir scenarios Farm succession is different than other businesses. Cash flow and wealth accumulation both impact succession planning. Fair market value buyouts are not going to happen the day after the funeral. Estate planning and succession planning have to work together. Timelines for effective transitions Five phases outline the stages of bringing family members into family farm ownership. In phases 1 and 2, ownership of the family farm needs to be earned or bought. Management is available to family members in phases 3 and 4. Phase 5 transfers the majority of ownership to the next generation. Transitioning roles for the older generation does not mean total withdrawal from the business. Generational and gender roles play into successful transitions. This podcast is powered by FCCS. Resources Learn more about the FCCS Ag Lending Conference- Connect with Wesley Tucker - Get in touch /episode/index/show/fccsforwardthinking/id/27912309

Leading Through Change, Challenge and Chaos 08/25/2023

Leading Through Change, Challenge and Chaos Today’s workplace is at a crossroads, and effective leaders need to know how to navigate through change, challenge and chaos. Inspiring hope is the best way to impact meaningful change, and today’s guest is an expert on the topic of hope. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS sits down with executive coach and leadership expert Libby Gill. Together they discuss the power of hope, the inspiration leaders need to offer, and the importance of effective communication when navigating a team through times of challenge and change. Episode Insights Include: Leading with Hope Theory Hope theory examines your agency and pathways to a goal and determines your confidence level in executing change. Science is the key driver behind this theory. Hope offers improved health, finances, and mortality rates. When leaders role model hope, entire organizations are lifted up. Leaders have to teach, coach and model the growth mindset. Finding greater purpose in work When you connect people with the end goal, you increase their vision and purpose. People who recognize that they are solving problems are more successful in their work. It is the responsibility of leaders to connect the dots between people and purpose. Overcoming the challenges of change Change is constant and increasing- the rate of change right now is probably the slowest it will ever be again. The belief that change is possible is the first step. A growth mindset is essential to effective change. The habits that we subscribe to might need to be altered in order to make effective change. Include more voices in communicating needed change. Creating more effective communication Leaders can’t really over-communicate to their teams. Shout-outs and positive feedback are a great way to improve communication. Ask employees what kind of communication they prefer and switch it up between email, video, and in person. Employees want to know what’s in it for them. Tactics for embracing change Frame change as an actionable process that has a clear path. Limit the change time period to 12-18 months to limit overwhelm. Breakdown action items into smaller steps for an easier approach. Reflect on what needs to happen on your team and if what you are focusing on will get you there. Discover your leadership superpower Consider what you already bring to the table with your virtues and talents. Great leaders know what they are great at. Leaders need to be known for what they are great at and communicate it with others. Leaders ask for feedback and implement change afterward. This podcast is powered by FCCS. Resources Learn more about the FCCS Farm Credit Sales Leader Conference- Connect with Libby Gill - Get in touch /episode/index/show/fccsforwardthinking/id/27848127

Delivering World-Class Customer Service: Lessons from the Mouse 08/18/2023

Delivering World-Class Customer Service: Lessons from the Mouse Customers today have more choices than ever before, creating a flooded market that is filled with commodities. So what can organizations do to stand out in the crowd? The answer is simple, just ask Mickey Mouse. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS welcomes author, consultant, and former Walt Disney World Company executive Dennis Snow. Dennis has world-class insights into differentiating your service in a way that attracts and retains customers and their loyalty, and insights into ways that leaders can hire and train the kinds of employees that will deliver the customer experience that creates long-lasting loyalty. Episode Insights Include: Creating the ultimate customer experience Disney isn’t focused on selling rides, they are selling an experience. Rides are simply commodities, a truly memorable experience is much more rare. Every element of the company culture is built around creating the ultimate customer experience. Key differentiators set employees and customers apart from the competition. Regardless of their position, all employees are expected to exhibit exceptional internal service. Teaching employees customer service skills The most important role of any leader in any organization is hiring the right people. Dedicated time needs to be given to hiring the right people who are going to live the culture of the organization. Training can help, but hiring the right people in the first place is the key to success. Employees who are not meeting standards should first be coached, then be given the opportunity to make a change. When performance doesn’t change, employees have to be let go so they can no longer negatively impact the company culture. Making the customer experience part of company culture Sit down as a team to have engaging conversations about these challenging times. Ask the following questions about customer delight - What have you done that has wowed a customer? What has someone thanked you for? How can we demonstrate an enhanced experience? How can we meet customers where they are? Listen to what other companies in your industry are doing that is working. Consider the customer experience of Disney, Southwest, The Walking Shoe stores, and Ritz Carlton. First define what the customer experience is supposed to be, then put behaviors in place to achieve it. Speaking the language of the customer and consistency in experiences is essential. Execution made easy An exceptional customer experience is easy, but it requires consistency. In team meetings, ask this question - What are three things we want our customers to remember and say about their experience with us? Then consider what has to happen in order to make that experience a reality. It is essential to be relentless in keeping that message at the front and center of the customer experience. Training needs to continue throughout the duration of every employee’s time at the company. This podcast is powered by FCCS. Resources Learn more about the FCCS Farm Credit Sales Leader Conference- Connect with Dennis Snow - Get in touch /episode/index/show/fccsforwardthinking/id/27771801

The Intersection of Climate Risk and Ag Lending 08/04/2023

The Intersection of Climate Risk and Ag Lending Climate risk is hardly a new concept, and the ag industry is always looking for ways to mitigate and adapt to the ongoing changes and increased risk exposures facing farmers today. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS is joined by Chris Peacock, CEO and founder of AgCor for a conversation about the various aspects of climate risk and its implications for the ag lending industry. Together they explore the ways that the four major trends of generational shift, climate events, regulatory forces, and the rise of digital competition are all shaping the landscape of agricultural lending and its approach to climate risk. Episode Insights Include: Defining climate risk in the ag lending space Climate risk is not a new concept in the agriculture industry. Adaptations need to be made in response to long-tail risk exposures. The combination of multiple risk events are creating an unprecedented need to modify risk mitigation. The role of the lender is to be a partner to the farmer to better understand and prepare for potential risks. Increased climate risks require increased financing to make necessary adaptations. Why is climate risk such a hot topic now? Ag lenders have always had extreme weather events in mind, but compounding events are increasing its urgency. Generational shifts are altering expectations of land usage. There are fewer people entering the ag lending space, creating a knowledge gap. Consumer expectations of companies and brands are creating a higher demand from producers. Regulatory forces and fintech are also impacting climate. Benefits to ag lenders of increasing climate focus Making climate easy to understand helps to consider it when making decisions at the board level. The role of the lender is to encourage borrower success by providing the financial resources and capital necessary for growth. The bottom line is impacted by risk and trends are showing that climate is a major factor. There are major opportunities for financial institutions to help their borrowers find the capital necessary to make adaptive changes to their farms. Lenders have the opportunity to build new financial products to deliver capital to farmers. Climate related policies that will impact ag lending Chris offers insights into potential climate related policies and regulatory forces that will impact ag lending. There is practical value in farmers getting information in order for the regulatory frameworks that are coming. Elections and unforeseen natural events will have an impact on regulations, so be proactive and prepared for whatever possibilities might be coming. Trends in the world of water Drought, hurricanes, hail, wildfires and changing growing seasons are all a result of the power of water. The financial demands of managing water are continually increasing. Regulatory and policy changes are impacting the way water is managed. Hydroponics, vertical farming, improved irrigation systems and groundwater recharge trends are improving water management, and all require capital. Rights to aquifers Understanding and applying climate data AgCor works to decipher and distill water data to a more understandable format for ag lenders. Digital strategy plays a huge role in the future of agricultural lending. Contextualizing the lender data into organized format is an essential task. AgCor data can analyze whether there is enough water to successfully grow a crop through automated water budgets. Building better relationships is an important component to deploying more capital. This podcast is powered by FCCS. Resources Learn more about the FCCS Passkey Program- Connect with Chris Peacock - Get in touch /episode/index/show/fccsforwardthinking/id/27665358

Using Data for Recruiting, Development, and Performance Improvement 07/21/2023

Using Data for Recruiting, Development, and Performance Improvement Attracting and developing human capital is more critical than ever in today’s high demand, low supply talent market. With the help of data assessments, hiring managers can feel confident that they are making the best decisions about who they are bringing onto their teams. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS sits down with a panel of experts to explore the ways that hiring managers can use data to improve employee hiring, development and performance. Valuable hiring advice comes from Jay Lux, Vice President of Leadership & Organizational Development; Angie Coleman, Organizational Development Consultant; and Beth Oliphant, Talent Assessment Manager. Together they discuss a variety of hiring topics, from the power of utilizing data assessments, the danger of relying on intuition alone, and best practices for employing both qualitative and quantitative data when making hiring decisions that will benefit the individual, the team, and the organization on a whole. Episode Insights Include: Data is a key element of hiring and employee succession The most important decision a manager can make is who is on their team. Data utilization offers a way to strategically determine next hires. Hiring is the critical first step, investing in growth is equally important in employee success. Data can assist in better understanding what is important to individuals. Data driven selection and development tools are critical to the success of a business. An overview of the data-driven hiring process In the 80s, a loan officer interview was developed to identify who could handle good and bad times. A 20% turnover was reduced to a 2% turnover with the help of this data. Data helped hiring managers zero in on what resulted in best-fit hires. What’s wrong with relying on intuition? Intuition is often tied to experience, but that experience is not always an accurate baseline for finding the best-fit new hires. Just because you like someone does not mean they are right for the job. Utilizing effective assessment tools help to more fully know a potential new hire. Effectiveness can be measured with four distinct traits- cognitive abilities, motivators, personality, and course correction. Measuring from these buckets can help assess a potential new hire beyond just intuition. Everyone puts their best foot forward in the interview process, but there needs to be a way to determine how they will perform in a less than ideal scenario. Using data allows for a good fit without a biased decision A good fit does not have to mean a homogenous fit. Outside perspectives and different experiences bring a large, needed voice into the room. An employee who is a good fit for the value of the company does not have to have the same experience base as everyone else who works there. The more diverse the team in skill sets, personality and backgrounds, the more profitable the organization is. FCCS offers statistically reliable tools to help with the hiring and interview processes. Allow for in-person interactions with the team to help determine comfort and connection levels. Risks associated with using data assessments Data should not be the only factor utilized when considering new hires. Assessment instruments need to be validated and statistically reliable. Recognize that there is no validity in personality traits as the sole indicator of performance in particular roles. Any assessment chose has to be not only statistically reliable but also legally defensible and EEOC compliant. Data assessments should be used to build a robust interviewing structure and process using proven performance indicators Best practices when utilizing data assessment results Predictive index is a predictor of performance that uses the data to fill a hiring manager's needs against available assessments. Highlight the opportunities that become available as a result of understanding an individual’s best fit. Use appropriate wording when making a hire/do not hire recommendation. HR is the expert here and can use these tools to guide managers through the hiring process. Research and select tools that are going to be the most beneficial in the hiring process. Spend more time on the front end to reduce the need for refilling roles in the near future. This podcast is powered by FCCS. Resources Learn more about the FCCS Recruiting Selection and Succession Consulting Practices- Connect with Jay Lux - Connect with Angie Colman - Connect with Beth Oliphant - Get in touch /episode/index/show/fccsforwardthinking/id/27527769

The Relationship Between Leadership, Culture, and Behavior 06/30/2023

The Relationship Between Leadership, Culture, and Behavior Culture makes all the difference between teams that thrive and those that struggle. We look to leaders to set the example of culture, but culture is really the responsibility of every member of the team. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS welcomes speaker and consultant Derek Avera for a look at the critical intersection of leadership, culture and behavior. Derek will be speaking at the upcoming FCCS FORUM for Ag Lending, and today he offers listeners a glimpse of what he will be sharing there, including the importance of culture, the factors that have the greatest impact on culture, and conversation starters for building a greater team culture today. Episode Insights Include: Who is responsible for organizational culture? The short answer is that everyone is responsible for the culture. Leaders first set the tone and the example for a performance pathway. Leaders create the culture that drives the behavior that produces results. The entire organization is responsible for what they commit to the culture. Leaders set the tone with their energy and language. The relationships between leadership, culture and behavior These three are tethered together and must be aligned. If leaders want better results, they need better behavior. Better behavior is a product of better culture, which comes from better leadership. The sum of these three facets produces results in any organization. The biggest effects on culture Leadership and behavior can be extremely positive or negative. Realistic optimism and resilience are both critical for leaders. The behavior of the entire team can drive the desired results. How is positive culture built? Intentional, disciplined effort is the first necessary step to creating a positive culture. Impulses have to be limited and emotions need to be monitored. Working outside of our comfort zones will help teams build new skills. Conversation starters for culture conversations How is the culture of the team affecting the performance of the team? What does aligned culture look and sound like? How can you align your team to get the results you are seeking? The power of common vocabulary Short terms and phrases can be used to align team vision and culture. Consider your own ‘20 square feet’ and ‘BCD’ (blame, complain, defend). Common vocabulary allows everyone to quickly remember and remind about desired culture as needed. This podcast is powered by FCCS. Resources Learn more about the upcoming FCCS FORUM for Ag Lending - Connect with Derek Avera - Get in touch /episode/index/show/fccsforwardthinking/id/27166377

Increase Your Leadership Influence and Impact 06/09/2023

Increase Your Leadership Influence and Impact Your effectiveness as a leader is only as strong as your ability to influence others. Unfortunately, too many companies aren’t giving their leaders the ability to positively influence their teams and workplace culture. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS sits down with leadership consultant and speaker Anton Gunn for a discussion about the impact of an effective leader. Anton is a former Senior Advisor to President Barack Obama and is a speaker at the upcoming FCCS Leadership Conference. Today he offers his philosophy of leadership, questions need to be able to answer and actionable steps leaders can take today to improve their workplace culture. Episode Insights Include: Serving as Senior Advisor to the President Coming from a four generation military family, Anton understands that service comes before leadership. Determination drove his opportunity to serve under Barack Obama. Persistence is required for success — Anton called the office 11 times before he got a response. Anton’s belief in himself led him to serving and working with the president. Anton’s leadership philosophy The proof of a company’s values are found in their leaders. Anton lives by 4 leadership values. Service is the prerequisite of leadership. Empowerment — a leader’s greatest responsibility is to give others the tools they need to be successful. Justice — it is a leader’s responsibility to make things right. It may not be your fault but it is your problem as a leader. Legacy measures how we live every day of our lives. Leaders need to find out what tools their team members need to be productive and effective. Just Lead with diversity, equity and inclusion Anton’s new book contains 44 actions to break down barriers and boost retention. He highlights the characteristics of leaders that people admire. Leaders need to recognize the element of diversity that each team member brings to the table. Leaders need to increase their competency around diversity within their organization and develop a skill set that applies it in a way that drives value. Actionable ways to improve the workplace today Consider how a leader should answer the following three questions about their employees. Do you care about me? Leaders have to know their team before they can care about them. Leaders need to be able to pronounce each team member's name correctly, identify where they grew up, and remember their favorite candy bar. Will you help me be successful? Ask employees if there are any obstacles that are keeping them from performing at their best. Can I trust you? Trust is built over time as you show your team that you are invested in their success. Connecting through hip hop Anton’s experience brought a powerful understanding and dimension of connection into his world. Diversity of people is what made hip hop what it is today. Increased diversity in cultural perspectives and ways of thinking is a critical skill for effective leadership. Anton shares his top five favorite rappers of all time. This podcast is powered by FCCS. Resources Learn more about the upcoming FCCS Learning Conference - Connect with Anton Gunn - Get in touch /episode/index/show/fccsforwardthinking/id/27021153

Make Your Business Human 05/26/2023

Make Your Business Human Traditional business success has been defined by profits, but the businesses that are going to succeed in the future are the ones that are thinking more about their people. Team members are humans with human needs and are motivated by so much more than just a paycheck. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS welcomes leadership expert Matt Havens for a conversation about the importance of bringing a more human element into the workplace. As a speaker at the upcoming FCCS Risk 360 Conference, Matt offers his insights and wisdom into the power of creating authentic relationships, fostering a greater sense of community in the workplace, and keeping the focus on the human aspects of work. Episode Insights Include: What does it mean to make your business human? Too often people forget that they are working side by side with other human beings. The pandemic offered an unprecedented opportunity to experience the same event together. Making your business human is all about putting the focus back on the people. Addressing the 4 human truths Community- we are all searching for a sense of community and purpose. Imperfection- we all fall short and even fail at times, and we need to own that truth. Relationship with time- we all interact with time in an individual way. Ability to choose- we are not always in charge of our circumstances but we can make a choice within them. Employers have to recognize that employees have options and choices with their work. Employees today are not simply grateful for the opportunity to work regardless of the work environment. Employers need to approach employees with the desire to win their talent. Fostering a sense of community at work Recognize that there is a cap on the number of people that anyone can have truly meaningful relationships with. Dedicated time is the number one way to build a greater sense of community. Blurring the lines between work and personal lines can help create greater connections. Identify what is important to each person and help them create a sense of balance. Owning your choices No one has power over all of their circumstances, but we always have a choice in how we respond to our circumstances. Take two minutes at the beginning of each day to determine the choices you are going to make with intention. The choices that matter most are the ones that we need to focus on. Get more comfortable with failure by taking risks and failing more often. Move on from failures by identifying what went wrong and what you can do better next time. Balancing the present with the future Identify current priorities while also recognizing the goals you are working toward in the future. Dedicate time not only to what is right in front of you but to what will benefit you in the future as well. Spend intentional time with people who have been where you are and are where you want to be. This podcast is powered by FCCS. Resources Learn more about the upcoming FCCS Risk 360 Conference - Connect with Matt Havens - Get in touch /episode/index/show/fccsforwardthinking/id/26978412

Let's Talk About Stress 05/05/2023

Let's Talk About Stress The rapid pace of change and uncertainty in the past few years has brought with it unprecedented levels of stress and anxiety in both professional and personal settings. Leaders know that employees have been operating in crisis mode for years and the impact of that stress can’t be ignored any longer. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS is joined by Rhonda Scharf, licensed professional speaker and keynote speaker at the upcoming FCCS Learning Conference in Charlotte, North Carolina. Together they discuss effective strategies and skills that every manager needs to know for helping their team handle stress. Episode Insights Include: What exactly is stress? Stress is the non-specific response of the body to any demand made on it. Sometimes stress is a good thing — like in the case of surprise. Good stress provides an adrenaline rush that the brain seeks and enjoys. At work, stress can lead to overwhelm and impact the quality of work. Who is responsible for managing stress in the workplace? Leaders need to start by being aware of team stress. Listening to employee concerns is key to helping to manage stress. Leaders are accountable for the success of their team, which includes owning the accountability to help their team through stress. How can companies help manage employee stress? Flexibility in work arrangements to accommodate commutes and family situations can help manage employee stress. One-on-ones are an essential part of leadership involvement in stress management. Flex hours, training, counseling services, and stress management training can help alleviate stress throughout the company. If one employee would benefit from a stress-relieving offering, chances are everyone at the company would benefit from it. Management tactics for leading a team through stress Managers need to offer a listening ear rather than direct stressed employees to HR. Managers need to lead by example and give their team a point of reference for an appropriate stress level. Offer compassion and empathy to your team when you know stress is present. Help teammates set boundaries regarding communications, work hours, and time away from work. Identify what you want from your leadership and aim to offer it to your team. Is it possible to make people happier at work? Statistically, people leave jobs because of the people there, not the work itself. A safe workplace is created by building up relationships. A manager’s aim needs to be to help people feel acknowledged, understood, and appreciated. Managers can listen to, talk with, and support their stressed-out employees to help them feel more valued. Managers can create an environment where employees can make friends with each other. Reducing work-related factors that create undue stress High expectations for others can create an unnecessary perfectionist environment. The manager’s example of busyness and expectations demonstrate the standards you are holding others to, whether intentionally or not. Managers need to consider what a workload looks like from the perspective of those who are expected to complete it. Ask your team for their ideas of ways to prioritize a healthy work environment. This podcast is powered by FCCS. Resources Learn more about the upcoming FCCS Learning Conference - Connect with Rhonda Scharf - Get in touch /episode/index/show/fccsforwardthinking/id/26753256

Create Unforgettable Customer Experiences for a Competitive Advantage 04/14/2023

Create Unforgettable Customer Experiences for a Competitive Advantage How, when, and where we buy has changed dramatically in recent years. Winning companies in today’s competitive marketplace are the ones that are fast and easy to do business with. In this episode of The Forward Thinking podcast, host Stephanie Barton, VP of Marketing and Communications at FCCS welcomes back author, speaker, and customer experience consultant and expert David Avrin for a conversation about the shift in customer expectations. David will be presenting at the upcoming FCCS Home Lending Conference in Salt Lake City, and has returned to the podcast to share key ways to create unforgettable customer experiences that can become your competitive advantage. Episode Insights Include: What the Customer Experience Isn’t The customer experience is not customer service. The way a company does business with its customers is the customer experience. Just being friendly is not a sufficient customer experience. The customer experience measures how easy the business process is. Every person in a company is part of the customer experience. A Snapshot of Today’s Customers Expectations for speed, accommodation, and convenience have increased significantly. High quality and competence are the bare minimum expectations. Today’s companies are judged by how easy it is to do business with them. The convenience factor is essential to a successful customer experience. Identify your own preferences to identify what your clients are looking for. How to Improve the Customer Experience Make your process more visible to your customers. Turn setbacks into celebratory milestone announcements. Be proactive about status updates. Consider communications and relationship building opportunities. Take advantage of Zoom and other technologies to connect with clients. Developing Better Customer Relationships The balance between technology and humanity is critical. Give your clients choices — don’t force them to do business with you in only one way. Help people learn new processes as needed. Simplify processes and create solutions that make life easier all around. People want to know what to expect with no surprises. Overcome common customer experience mistakes Don’t be overly rigid or scripted — leave room for accommodation and conversation. Don’t push clients to do the business the way you want them to do it — offer choices. Don’t assume your customers know how you navigate your systems — eliminate points of friction by walking through the process through their eyes. This podcast is powered by FCCS. Resources Learn more about the upcoming FCCS Home Lending Conference - Connect with David Avrin - Get in touch /episode/index/show/fccsforwardthinking/id/26549853

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