Erin Mies

The focus of the last several years has been heavy on recruiting – how do we fill our open positions? In many instances, businesses create bigger recruiting issues by not working on employee retention. But where do you start? There are key factors to engage your team (and no, it’s not all about pay!), tools to communicate with your team in a way that INCREASES engagement, and tips to confidently lean into conversations BEFORE an employee leaves.

How often do you walk by an employee and think “something seems off” or “this isn’t like them…”? If you’re like most people, we may wonder about these things and choose to walk past without saying anything. We don’t know what to say or we’re focused on other things. Unfortunately, those moments that we may walk by are the moments our employees may need us most, and the moments that may define whether someone stays or goes. There are simple, practical tools to step confidently into these conversations.

Sometimes we’re tossed into the deep end to lead a team, or sometimes we throw our new leaders in. The “sink or swim” mentality of leadership is one that’s been around for ages yet doesn’t always give new leaders the best opportunity to be successful. Whether you are a new leader, or have leaders that you are developing, this session is for you. We will cover four strategies to have with you as your Leadership Life Preserver to help your new leader be successful from the beginning.

“70% of the variance between a strong culture and a lousy culture is the knowledge, skills, and talents of the team leader.” (Gallup, 2021). The question is: are your team leaders equipped for that responsibility? Leaders are often promoted into roles because they are strong performers, not because they have the skills to be strong leaders. There are key steps to take to ensure your leaders are successful in creating the culture you want (and need) in the business.

“The only constant in life is change” (Heraclitus, Greek philosopher). Yes…and the quote leaves out the most important part. Our response (and our teams’ response) to change impacts our success, as individuals and businesses. As leaders, it is important to understand how individuals respond to change and what actions we can take to encourage our teams to participate in (and make) changes.

While AI streamlines workflows and eliminates routine tasks, it can’t replicate the human connection that drives real performance breakthroughs. In fact, as workplaces become increasingly digital, your ability to have meaningful face-to-face conversations with your team becomes your competitive advantage as a leader. 

The reality? Performance issues don’t resolve themselves, and avoiding difficult conversations only makes them worse—for everyone involved. This interactive session gives you the confidence and practical tools to tackle performance challenges head-on, turning potentially awkward situations into opportunities for growth and improved engagement and team dynamics.