Wednesday, August 2, 2017

Better (For Now)


Each summer, I have the opportunity to teach a class to college students. After coaching baseball among 10 years old boys and days spent with professionals of various generations, being on campus is a pleasant change of pace.

Being a teacher, a coach and a consultant have their distinct challenges. All of the aforementioned encompass a certainty:

With each day you'll feel in equal parts empowered and helpless

 

It's difficult stepping out onto the ledge with the intention of helping others (which is why most don't dare try). Those who are leaders may make it look natural but they prepare, practice and learn from their mistakes.

Every day brings it's fair share of frustrations and subtle advancements. It takes a steady demeanor to deal with life's peaks and valleys. The older you get the more you grow to navigate disappointment while recognizing the small advancements that result from bold effort.

Politics, social media and the entitlement of the arrogant have a way of distracting us from our true mission:

To understand that the moments in-between are those that are ear-folded in life's memory book

 

So, you try to keep 10 year old boys from thinking about video games. You do your best to plant seeds in the minds of the college-aged. You deal with people of all ages, every day, who sometimes need help getting out of their own way.

With every valley a climb to another peak.

With every failure an experience from which to learn.

With every victory a chance to remember (for a fleeting moment) that everything is going to be OK.

 

Everything Is Going To Be OK


There is a brilliance in frustration that is driven by one's inability to tolerate incompetence. Successful people use frustration to format their action plan for change. Those who replicate failure do so on the lips of their complaints.      

There are days when you feel as though your volunteer effort is all for not. Then a subtle reminder lays down your burden.


.... and in these fleeting moments, you remember life's purpose


Don't Forget to Remember,


Dave

Tuesday, July 25, 2017

At The Risk of Sounding Unpopular

I've been suffering social media fatigue of late. Taking a little time off has allowed for some personal introspection:
  • The amount of content made available to us can be overwhelming.
  • Is there a way to find only the information that we deem meaningful?
  • Is it healthy to avoid the opinions of those with whom you may disagree?
  • If you miss out on breaking news how much are you really missing?

The Tripping Point
When do bad people become bad? Do they wake up one day and decide to break the rules? Does the disappointment of trying and failing cause them to look for short cuts? Do they simply live a life free of value?

Life has it's points of frustration and there are times when we feel the need to rally against the system. At some point, we grow to accept the standards through which we need to succeed and do what needs to be done. The aforementioned, does not necessarily involve the compromise of one's individuality for the sake of a grander cause. When we achieve all we need to for ourselves, we seek methods of sharing our recipe for success.

You'll struggle to find answers and grind away, then at some point, you win. You appreciate the treasure of your effort until you get to the point that you've had enough for yourself.

Then You Seek to Share....



Lay Back in the Cut
Back when Americans would collude in smoky basements to play out the musical experiment know as Jazz, the greats would show up late while the new performers worked through their skill. When one of the youngsters earned their place on the main stage they would join the OG's (late, late at night). Most of them (in an effort to prove their brilliance) would jump on their first opportunity to take a lead.... One of the OG's would follow with a pummeling solo that would crush the youngsters confidence.

There were a few youngsters during this time in American Music who understood their purpose.

To make others look good.

To pass instead of shoot.

To fill up space enough to be part of the overall movement.... without regard for their personal advancement.

Therein lies to all-encompassing formula for success.

Servant Leadership
There are a variety of things that I do in my life for free. If I find something I believe in, the experience of participating is worth more than the payment for my labor.

What would you do for free?

- Teach Children
- Teach Adults
- Play A Sport for Recreation
- Learn to Play Guitar

There has seldom been a person who did what everyone else did and ended up making a difference in the world.

Anyone can learn a system and do it well enough to make some dough. While on paper that may seem boring, it's the moments in between that matter most.

Those who take chances live a life of peril. There are towering peaks and low, low valleys.

More people go into finance than sales because the tumult of instability requires a personality that one must be mentally imbalanced to embrace.

If you are going to put a dent in the universe, you're going to have to risk being categorized as imbalanced.

The amount of people who mutually agree upon something do not make that thing a certainty.

When you are on your maker's doorstep, I doubt you will recall with any degree of pride the things you did with safety and certainty. You'll likely look back on the times you surprised yourself by displaying your true potential.....

.... and you'll wish you had done that more often!

Don't Forget to Remember,

Dave    

Thursday, July 6, 2017

Workforce Report - 2017

Moments after stepping off the plane from New Orleans I headed into San Francisco to present at the Northern California Human Resources Association's Compensation Conference.

After a week of interacting with 10's of thousands of HR Professionals, a few questions remained:
1. Why aren't things changing at a more expedient rate?
2. What is something new we can do that will actually work?

I left SHRM17 with a mission to help organization find their Utopian Employee Experience.

... The concept was immediately applied at NCHRA's Compensation Conference. 

What is Your Employee Value Proposition?
We asked attendees to answer this question... answered varied.

In essence, your Employee Value Proposition addresses a single and all-important question:
Why would I want to work at your company more than anywhere else?
  • Do you have a better compensation package?
    • Is optimal pay enough to create an irreplaceable Employee Experience?
  • Is there a clearly defined opportunity for advancement?
  • How is working at your company like no other professional experience?

How Do You Know?
After reviewing an extensive research project, I heard a couple of attendees express their distaste with surveys.

Nobody cares about having a best friend at work, but it is a far better experience working with people who you like.

People will not answer questions honestly if they know their answers will be analyzed and held against them.

If a survey comes from HR, one will not express candor if it will only get them in hot water.

Why are you asking the same questions over and over and only on an annual basis?

You can gather employee insight through:
  • Idea sharing portals (or even a suggestion box)
  • Light touch, frequently administered, pulse surveys
  • Conversation.... (this is the ability to leave your office and engage Employees in face-to-face communication :()

What Are You Gonna Do About It?
Anyone can ask questions and/or gather opinion. Action Planning is a strategic necessity that commonly remains unmet.

A company I worked for once decided to alter their performance management process by having employees evaluate their managers. HR gave the results to said manager and asked that person to take action to improve their approach. Several managers embraced the concept and used the feedback to fuel their development. A few, however, tried to find out who said what about them.... their ego and tenured entitlement fueling their mission to keep their incompetence private (which was the intent of the process restructuring in the first place).
  • Managers who failed to comply scared all their employees from submitting candid feedback going forward.
  • HR did not follow up with employees to understand the managers method for benefiting from workforce feedback.
  • Many quit.... except the managers in denial who continue to drive great talent away to this day.
This is a prime example of a good idea having an adverse effect:

~ You can spend a million dollars on tie tacks, but if nobody wears ties this "reward" will do more harm than good.

~ If you ask for opinion but do not take action, employees will fail to trust.

~ Without HR Intervention in workforce planning, incompetent middle managers will continue to drive away the leaders of tomorrow. 

Opportunity Missed
I was emailed an annual survey by our VP of HR accompanied by a diatribe of all the great programs our company offered. Authenticity was impossible, results would not be a cause for action planning and a workforce conduit positioned himself as a shill for upper management's lack of workforce understanding.

Collection of information should present a GAP analysis to understand areas of improvement.

If you are only asking for employee opinion to put a "best place to work" trophy on your receptionists desk, you are missing an opportunity to evolve.

Micro-Management has given way to Purpose-Driven Leadership!

For planning purposes, the opinion from the trenches matters more than those of the C-Suite.

Innovation is a human practice with a defined, strategic path.

Employees would rather have opportunity for advancement than pats on the back.

It is imperative that we are crystal clear in reforming our company purpose, that we validate through feedback and action plan for the future with transparency at the forefront.

Don't Forget to Remember!

Dave

Friday, June 23, 2017

SHRM17 Take Aways

The Society for Human Resource Management have concluded our 69th Annual Conference. Ideas were shared, people spoke and exhibitors exhibited while HR Pros braved the rain and well-functioning air conditioning.

This having been my 10th SHRM Annual Conference, finding new and intriguing information was a bit of a challenge.

Points of Intrigue:
Vivek Patel's Guide to Vendor Selection
Laszlo Bock's Theory of Compensation: Pay Unfairly
The awe inspiring Ryan Estis, Steve Browne & Jason Lauritsen
Nextgen People's Exploration of Performance Management
Zen Workplace's exploration of Mindfulness in the workplace

Question:
What's the difference between attending SHRM17 & going All In?

This, we are called upon to explore.

Converting Employee Engagement into Employee Experience

We've been beating the Employee Engagement horse for a decade. She has taken us places we never thought possible, but it's time to put her our to pasture.

Where Employee Engagement was the employee's obligation to recognize and utilize organizational resources, Employee Experience focuses on the moments in-between.

What is your organization's Employee Value Proposition? In essence, what do you have to offer to ensure someone would rather work at your organization more than anywhere else?

More specifically, how can you ensure your employee's would be willing to pour their discretionary effort back into your organization?

If I've completed my tasks for the day with an hour remaining on the clock, what will I do with that time?

Snap My Chat?
Binge watch Silicon Valley on my lap top?

... or ....

Might I get more work done?
Help someone else complete their project?
Ask for a new project?

Herein lie the elements that accentuate the Employee Experience.

What am I ALL IN for?

My mission is to help organizations and individuals find their Utopian Employee Experience.

... So Here We Go ....

See you in Chicago for #SHRM18 !

Don't Forget to Remember!

Dave 

Tuesday, June 20, 2017

Live From SHRM17 - Day Three

The rain has come to New Orleans and it may be possible to hold #SHRM18 before the end of the week with the amount of HR rock stars who may be stranded in the airport... :(

Day 3 had a very direct theme: Performance Management (and the need to improve upon the process)

Here's What We Know:
1. Annual Reviews are too infrequent
2. Rating by Number does not motivate
3. Suggestions for Behavior Change will drive better performance
4. We need a system to streamline the process in a simple, lightweight fashion
5. This problem is still not solved
















.... And Then Things Got Human ....

My friend Jason Lauritsen knows how to engage a crowd. He enchanted those around the Smart Stage on Tuesday by taking us off the Grid and into a place of Human Interaction.




Simple Fact: Steve Browne is the greatest Human Resource in Human Resources!

We laughed, We Cried, We Vowed to be Troll Hunters!










There are No Easy Answers
I came to SHRM17 with a wish list. I must admit I haven't been dazzled by a system or an organizational strategy. The PEOPLE have, as always, dazzled me!

PEOPLE

Do we reflect upon how lucky we are to be in the people business? Probably not enough.

Do we allow "the stuff" to get between us and the PEOPLE? Yes, we do.

Are people difficult? Is life difficult? Is HR difficult? Yes, Yes & Yes!

With some questions still unanswered, this I do know:

There are more than 20,000 Human Beings in a conference hall who are willing to be better people so the people they represent can grow into better people.

Our hearts get a system upgrade every time someone bold enough holds us obligated to understand our true potential... and that it is lost if we do not share it!

See you tomorrow,

... Kovacovich: Out ... 

Monday, June 19, 2017

Live From SHRM17 - Day Two

It was a wildly informative and highly engaged day here in New Orleans as the Convention Center was buzzing early and stayed open late!

HR Pros had the opportunity to take in speaking engagements from the industry's best and check out the latest in HR Products/Services while rubbing elbows with the World Leaders in Human Resources.

Here are just a few things we learned:

Pay Unfairly
Laszlo Bock has no shortage of Fans in HR and for good reason. He shared his experience growing Google into a People Company as their CPO while adding stories from his personal network.




Yup.... Sometimes you have to smack people in the face with the truth. While HR Pros are consistently fighting for equal pay, when it comes to performance the ground is uneven.

Laszlo Bock suggested that top performers should be getting paid up to 200% more than sub-standard performers. If pay scales do not afford room for continual growth, your all star performers will plateau and ultimately have no choice but to leave.


Don't Kill The Meaning
Ryan Estis is among the most engaging speakers in the HR Profession. Part HR Pro, Part Tech Advocate, All Human Being; Ryan delivered content that was compelling and relevant while relentlessly pulling on our heart strings!




Ryan performed a pretty simple exercise:
Who can remember their companies Core Values?
- Several Volunteered

It is so true. Ask anyone to think back on a past employer and I'm sure they will not remember their stretch goal or the coding sequence for their platform population.... odds are they will remember at least a few of that companies core values.

We need to consistently reinforce the values that formulate our organization's core existence.


 

It is 2017 and there a still HR Professionals who are afraid of Social Media....

Ryan did an excellent job explaining the purpose of the SHRM Blog Squad and the infinite knowledge that awaits HR Pros in the blogosphere.




In addition to a bunch of statistics from the Employee Engagement Network, Bob Kelleher mirrored a simple truth that Ryan Estis touched upon:

If your work life sucks, so will your personal life. If your personal life is great, your work will thrive!

So swings the boomerang of Reciprocity!


You can put systems in place, survey your employees and reward them with all the cash under the sun; but if their spouse is dying they are incapable of engagement.

We've learned that money does not buy engagement.

We know that meaningful work, opportunity for advancement and a thriving workplace culture is what truly engages employees!

A Challenge from Pat Wadors



Pat Wadors is an #HRPitBull who has been tackling the best talent in Silicon Valley since 1986. She has remained relevant through her self-assigned inability to hit neutral. It is no small coincidence that Pat is of the most respected in the HR profession, her courage and intensity speak volumes.

See you all in the Conference Hall tomorrow!

... Kovacovich: Out...

Saturday, June 17, 2017

Everything You Ever Wanted to Know About HR Tech from Vivek Patel

I don’t believe there is a more-progressive suite in the tech space than that of Human Resource related technology. Call it HCM or HRIS or HRIT, so much has happened so fast and there is a technical solution for every employee support function.

The questions can be daunting for an HR Professional seemingly forced to turn IT expert:
  • Cloud or not to Cloud?
  • SSO or SAML?
  • Which system integrates with what?
  • Is there are element of gamification to jazz up the user experience?

Who better to address these questions than the non-partisan Society for Human Resource Management Director of Technical Solutions, Mr. Vivek Patel?

Vivek will be conducting a session for SHRM17 attendees on Sunday (6.18 ) from 8am – 12pm. SHRM17 attendees eager to implement new HR Tech will leave this session ready to tackle the Exhibitor Hall with all the knowledge of a Human Capital Management Maverick.

We caught up with Vivek as he was packing his bags for New Orleans.

1.       Tell us a little bit about the pre-conference workshop you are facilitating? Can anyone attend?
a.       Over the last few years we have heard a lot from our members express their need to understand and participate in their respective organizations’ technology processes – be it the selection of the platform or operationalizing the technology for optimum benefit. This session presents such individuals an opportunity to participate in discussions with their peers and learn from their experience. Aliah Wright and I will share insights and specific information which can aide them in being more involved from a technical perspective to collaboratively work with their technology departments.

2.       How has the relationship between IT & HR evolved? What can HR Pros do to better assist their colleagues in IT?
a.       I have seen this relationship grow stronger and evolve over the last few years. Over the last decade rapid changes in technology have had a huge impact on businesses. Specifically within HR, major adjustments have presented huge demand around flexible work arrangements, fluid leave policies, comprehensive performance reviews etc. HR departments have realized the need to be closely tied with their IT staff in bringing in newer platforms and systems while at the same time getting more technology savvy themselves. In my opinion HR pros should make their IT department part of projects from the very beginning, bring them in early and let them help you fit the needs within the overall technology strategy from an organizational perspective. Also with advent of Cloud, Analytics, Big Data etc., there are huge concerns around privacy and security – having your IT teams as your equal partners may help you avoid some obvious pitfalls.

3.       What trends have you see developing in Human Capital Management software space?
a.       The biggest trend that I see in HCM software (and one that is going to be vital) is the idea of ‘self-service’. The concept of self-service becomes a bit tricky in the field of HR but all software generally is moving towards users managing their own ‘profiles’ and need within the system. I am excited to see how this aspect and demand is balanced within HCM.
b.      The other trend that I am excited to see evolve is the idea of collaboration. With a geographically displaced workforce on the rise and social media bringing a whole new sophistication to ‘collaboration’, I want to see how the HR software evolves to balance this need.

4.       When choosing a vendor, what are the key components HR Pros can use as evaluation criteria?
a.       This would be true for anyone who is evaluating vendors or systems but more so for an HR Pro. While other technology selections and vendor relationships mostly deal with business processes, HR related vendors/technologies deal with actual ‘people’ within an organization. Some key things to keep in mind while evaluating vendors would be:
                                                               i.      Integration – how will the new system interact and integrate with your existing technology?
                                                             ii.      Consolidation – if the goal is to consolidate systems and/or processes how well does the new system achieve that goal?
                                                            iii.      Automation – how far does the new system go in terms of eliminating manual work?
                                                           iv.      Security – is the new system secure from a data privacy and privilege perspective?
                                                             v.      Data – this is one is of the utmost importance! Do you own all your data that you will ‘upload’ into the system? How flexible is the system in letting you pull your data out of it on-demand? This is often overlooked and a major ‘money drain’ once the system is in operation.

5.       Any advice for HR Pros courting new vendors at SHRM17?
a.       I would suggest 2 things
                                                               i.      Do your MoSCoW matrix – in others words prioritize your base requirements. To the extent possible, know things/features that are critical ‘Must Haves’ vs. features that you ‘Should Have’. Additionally, there are features that are desirable and ‘Could Have’ and things that you are willing to live without and ‘Wont Have’. This will help you not to chase every shiny new thing out there
                                                             ii.      Also if possible, have a discussion with your IT teams to understand the current systems landscape within your organization. This will help you ask intelligent questions of the vendors in terms of system integration, automation etc.

I feel better already!

Check out Vivek Patel’s Preconference Workshop:


Can’t attend this session? Need help evaluating your next HC Tech upgrade or installation? Feel free to submit your questions for Vivek in the comments section.

See you in New Orleans!

Dave Kovacovich

Tuesday, June 13, 2017

My #SHRM17 Wish List

It’s been a decade since I first attended The Society for Human Resource Management Annual Conference. While there are always new buzz words and evolving trends, many of the HR related topics from 2007 are still on the #SHRM17 agenda.

If I may voice my concern:

While the aforementioned questions may not have simple answers, allow me to pose a few challenges to SHRM17 Exhibitors, Speakers and Attendees alike.

Fear of Transparency (?)
It seems to be universally accepted that annual performance reviews are a means to exile more than motivate. A paper trail may be necessary in the firing process but that seldom amplifies performance. We’ve seen payment processing vendors streamline attainment processes and there are others who created great technology only to have their system compromised by industry behemoths.

Show me a system that will:
  • Track Goals
  • Allow Multiple Career Advisors to Provide Input
  • Publicize Goal Attainment
  • Promote Soft Skills to Build the Internal Talent Pool

What If We Never Had to Hire Again?
I know a large majority of #SHRM17 attendees are hiring professionals (all of whom I find delightful).

Humor me….

  • How much does it cost when an employee leaves your company?
  • How much does it cost to hire a new employee?

Employees leave for a few reasons:
a) They dislike their manager
b) They see no opportunity for advancement
c) They do not believe in the organizational mission

We fail to identify the future leaders in our organization because their managers fail to publicize their potential or inability to master core job function cast them away as universally inept.

Managers seldom promote their best employees because they wish to continually benefit from their contributions. Star performers who don’t possess proper leadership skills are often told they are not ready instead of being coached in soft skill development. Those who are the best programmers are seldom the best managers.

Tell me how we can:
  • Help reallocate miscast employees
  • Build high potential performers into people leaders
  • Expose poor managers for protecting their flock

Wants vs Revenue
Do your employees still receive trophies because you’ve always done it that way?

Are your benefit offerings impressive enough that employees would accept less money to stick around?

How does a first day employee make an impact?

Replacing a technical application takes hours and hours. Hiring experience is more defensible than building leadership organically. At some point, we need to evaluate the programs we afford our employees to understand if they are doing more harm than good.

Last Requests:
  • Help us understand the reward in change
  • Show us a way to determine the value of our Total Rewards portfolio

I’ll be in the Bloggers Lounge. Come find me or tweet me @ twitter.com/davidkovacovich

I Dare You To Engage!

Don't Forget to Remember!
-       
      Dave Kovacovich

Wednesday, May 24, 2017

How I Got to SHRM17

The Society for Human Resource Management (SHRM) Annual Conference is a month away. This is the largest gathering of HR Professionals on earth and a seminal opportunity to network, find new ideas and gather certification credits.

I attended my first SHRM Annual Conference in 2008 in Chicago. Having come from the world of Information Management, I was overwhelmed by the amount of people in the Human Resources profession who were dependent upon this annual industry event to fuel their career development. This conference has been the cornerstone of the profession for 4 reasons:
  1. To achieve re-certification credits
  2. To hear from industry thought leaders
  3. To understand the latest outsourced solutions in the space
  4. To rub elbows with people who understood the daunting responsibility of being an HR Professional
My first five years attending the SHRM annual conference were spent in the exhibitor hall. It's a tough job.... you stand on your feet for 10 hours a day, introduce yourself to 1,000 people and do your best to make conversation with strangers seem interesting... all while wearing an uncomfortable logo-ed shirt.

If I am being honest, I recall the experience of working a vendor booth to be extremely challenging. Those you seek to engage in conversation are politely disengaged. Most people wander the Exhibitor Hall to grab a few stuffed animals for their kids (I don't blame them). But, in every session I made a genuine connection with someone. They had a problem that needed fixing and I believed we could fix it. The exhibitor hall starts as a numbers game but it can produce life long partnerships.

The following year in San Diego, My boss allowed me to use his badge to attend a speaker session. I got there early and sat next to a woman who immediately engaged me in conversation as if I were her peer... this never happened in the exhibitor hall.

A light shined upon me.....

If I was going to be a salesman in the Human Capital Management space I was going to stop selling and start understanding every nuance of the HR Profession.... I went all in!

I discovered that the socially protected Human Resource world had a whole team of advisers who were sharing their lives on social media.

I read a post written by Lance Haun on a blog hosted by Laurie Ruettimann,  I was astonished by the degree of candor and transparency. In the same way I wrote fan letters to rock stars, I wrote Laurie an email asking if I could contribute to her blog. When I told her the subject matter I had in mind, she said she would post it the next day.

10 years later, I've spent half a decade on the SHRM Social Media team. Curtis Midkiff had a vision to bring together a diverse group of thought leaders who were lead by Charlie Judy, China Gorman and Jessica Merrell. Their mission was to provide an alternative voice to those attending the conference and a lens to those who could not.

It Worked!

The SHRM Blog Squad now thrives under the leadership of Mary Kaylor. Our opinions vary, some of us are experts, others are hacks and there are those of us who are simply proud to be part of the HR Circus!

I recall a morning in San Diego after working a booth for several hours. My wife sent me a picture of my daughter in her Snow White costume enjoying her first visit to Disneyland (which I was unable to witness in-person). I remember at the the time thinking I should show that picture to the 100's of HR Professionals who rolled their eyes at me when I approached them in front of our booth in my ugly shirt.

When you board the plane to visit The Big Easy this summer, keep this in mind.....

1. Your comfort zone is your enemy
2. Everyone has something to teach
3. Vendors are people too

"Once in a while you get shown the light in the strangest of places if you look at it right"
- Jerry Garcia

See You in New Orleans!

Dave Kovacovich      

Tuesday, May 16, 2017

Becoming a Brain Scientist


I had heard it told that hard work requires no talent. I'm not sure I completely agree with that. Sure, anyone can get up and put their body into motion without having a Doctorate in Brain Science (is that a thing?). However, the difference between success and failure is execution. Many people do not take control of their lives because they do not execute on their intuition to ignite change.

Without action, things will remain in steady state, for better or for worse.

I'm in the people business. The heavy lifting for me involves dealing with people. I used to get so annoyed with all the hang ups of human interaction but at some point I made a conscious choice to engage.

How did I make the transition from Eternal Pessimist to Brain Scientist?

1. I Learned The Art of Deconstruction
2. I Developed an Understanding of Behavioral Economics
3. I Learned to Connect Numerical Reason to Map Results

Chapter Two
The second chapter of my book Don't Forget to Remember is entitled Deconstruction.

Traditional methods of psychological research may require that we look at painful experiences and seek to understand the provocation of pain. That's also a total bummer.

Why not reflect upon what we've done well, revisit the dopamine we've acquired from that experience and use the positive vibration to drive our motivation?
  
The Why Behind The What 
An essential part of the creative design process is understanding WHY people are motivated. Behavioral Economics will explain the rivalry between the right and left brain with an appreciation for balance. We tend to bucket personalities as Type A (linear) or Type B (creative); one being logical the other weird. The thinking that you are either programmed or disorganized.

The brain is a diverse and under-utilized tool. Here's why:

We are culturally programmed to stay in our assigned bucket. Which is why movies where the straight-laced guy takes off his tie to put on a Rolling Stones T-Shirt are so popular. We also love to see the story of the guy who sobers up and finds somebody to love.

The Math     
People take action based in evidence. In this age of Big Data, people are far less likely to take risks. Proof is no longer an end game but a precursor.

The Brain Scientist Formula is Simple:
1. Create a An Inspired Mission
2. Base Your Practice in Behavioral Science
3. Use Predictive Results Modeling

Here's How it Works:

Mission: Create an Employee Value Proposition that makes hiring and retaining elite talent an inarguable foregone conclusion.

Behavioral Theory: People Don't Buy What You Do They Buy Why You Do It!

Analytic:
1. It costs roughly $75k for a company to hire, train and retain a minimum wage employee.
2. Employees turn down job offers and or leave companies for 12 reasons.
3. Create a Cultural Model that bolsters:
  • Transparency
  • Trust
  • Social Promotion (without filters)
  • A clear path to promotion based in equal parts on quantifiable soft skill development and direct-to-position performance metrics.
End Game: 
1. Eliminate Recruiting All Together
2. Save The Company $7,500,000 annually
3. Develop an Outstanding Culture

See.... Becoming a Brain Scientist is So Easy!

Don't Forget to Remember!

Dave