http://www.meyvnglobal.com Tue, 06 Jun 2017 14:30:20 +0000 en-US hourly 1 https://wordpress.org/?v=4.8 Favorite Ted Talks http://www.meyvnglobal.com/favorite-ted-talks/ http://www.meyvnglobal.com/favorite-ted-talks/#respond Fri, 20 Mar 2015 14:38:48 +0000 http://www.meyvnglobal.com/?p=5554 Meyvn’s Favorite TED Talks Below is a list of our favorite TED talks with a brief description of the learning. Enjoy! 1. Keith Barry Does Brain Magic a. Believing the… read more →

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Meyvn’s Favorite TED Talks

Below is a list of our favorite TED talks with a brief description of the learning. Enjoy!

1. Keith Barry Does Brain Magic
a. Believing the unbelievable
b. Breaking out of the “normal” way of thinking

2. Michael Shermer on Strange Beliefs
a. The power of perception

3. Mark Bezos A Life Lesson
a. Make a difference in someones life
b. Often about the small things

4. Richard St. Johns 8 Secrets of Success
a. Short list of successful behaviors

5. Tom Wujec Build a Tower Build a Team
a. Great team building activity

6. Neil Pasricha The 3 A’s of Awesome
a. Attitude
b. Awareness
c. Authenticity

7. Malcolm Gladwell: The strange Tale
a. Understand the importance of what you are doing before you do it
b. Question yourself: Is this really what energy should be spent on?

8. Charlie Todd The Shared Experience of Absurdity
a. Having fun is important
b. You can touch someone with a smile by doing creative things that take minimal effort and energy

9. Simon Sinek How Great Leaders Inspire Action
a. Importance of communicating the why

10. Brene Brown The Power Of Vulnerability
a. Why being vulnerable is important
b. Why making people feel worthy of success and connection is crucial in business and life

11. Chimamanda Adichie: The danger of a single story
a. Perspective dictates stereotypes which boxes us in and prevents us from new ideas and growth

Bio:
Steven Cohen is cofounder and CEO of Meyvn Global, a contemporary training consultancy with roots in the mining industry. He has logged thousands of hours focused on developing people in an organizational setting. Steve spends most of his free time thinking about the next great training solution, and is constantly building models for improving organizational health.
Working with clients all over the world, Steve has positively influenced organizational performance with his creative mind and infectious energy.

Steve holds an MS in Organizational Development from Pepperdine University, and a BA in Speech Communication from the University of Illinois, Champaign-Urbana. Steve is an ATD published author, speaker, mentor and coach. He lives in Denver, Colorado, where he volunteers with Big Brothers Big Sisters, lives an active lifestyle, and takes every opportunity to fly to sunny California to visit with family.

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People First http://www.meyvnglobal.com/people-first/ http://www.meyvnglobal.com/people-first/#respond Fri, 20 Mar 2015 14:22:38 +0000 http://www.meyvnglobal.com/?p=5548 People First Culture As Ronal Regan said, “Putting people first has always been America’s secret weapon. It’s the way we’ve kept the spirit of our revolutions alive – a spirit… read more →

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People First Culture

As Ronal Regan said, “Putting people first has always been America’s secret weapon. It’s the way we’ve kept the spirit of our revolutions alive – a spirit that drives us to dream and dare, and take great risks for a greater good.”

Unfortunately, many organizations lose sight of what is most important- their people. This article will highlight findings from studies that examined the positive effects companies experienced when they put their people first. For example, Scripps Hospital in San Diego was able to increase their profits by 1200% over a 10-year period after making their people a priority.
By the end of this article, you will not only understand the benefits of a “people first culture”, but you will also learn ways in which your organization can make changes that improve morale and help your people feel like an important piece of the puzzle.

“Putting people first has always been America’s secret weapon. It’s the way we’ve kept the spirit of our revolutions alive – a spirit that drives us to dream and dare, and take great risks for a greater good.” – Ronald Reagan

The quote above captures an important theme that, unfortunately, is lost within many organizations. In order for change to occur, for dreams to be fostered and for a spirit of ingenuity to be alive, people need to be the main focus. Great leaders and world-class organizations have at least one thing in common, they make people matter.

In many of today’s organizations systems, processes, and technologies take precedence over people. Having the perfect organizational process is useless if you do not have people with the skill, understanding and desire necessary to manufacture the work. Regrettably, people are often seen as numbers instead of being seen as an important resource. Companies that have prioritized their people, thereby capitalizing on their people’s potential, have seen unparalleled success.

This article details the importance of having a culture where people come first. We will look at statistics that support the notion that when people come first, the bottom line is positively affected.

Scripps Healthcare in San Diego is a prime example of an organization that was able to reap the benefits of having a people first culture. Scripps Healthcare was able to improve employee results by 54%, realize $70 million in cost savings as well as increase its annual profits by 1200% over a 10-year period. This was made possible by focusing on financial performance and recognizing people as an asset and priority in the organization’s culture.

A people first culture is a culture where employees are the focus. Employees needs are met, they feel appreciated, they are paid well and treated fairly, they are encouraged to continuously improve, they understand their expectations, they have the right tools for the job and they are recognized, coached and mentored instead of being pushed and bullied. An example of a company with a people first culture is Microsoft. Microsoft spends $170 million a year on training so their people have the skills necessary to be successful in their jobs.

Numerous studies spanning the past ten years have shown that workers who are involved, appreciated, and valued are committed to their organization’s success. Research has shown: organizations that possess transformational leaders who understand the power of emotional intelligence are able to drive success through connecting and caring for their employees.

Moving forward, we are going to look at a few specific studies that have proven that when people come first, the puzzle pieces fall into place.

The piece missing most often in an organization’s puzzle is the “people piece”. Without people, an organization will never be whole, no matter how many other pieces are connected.

Sirota Consulting tracked the stock prices of 28 companies that had monitored their employee morale during the past four years. The results: “Companies with “high morale” saw their stock prices increase by more than five times the amount of those of the half-dozen companies with “low morale” (16 percent vs. 3 percent). The stock performance of the high-morale companies also bested the results of the industry average by a significant margin (16 percent vs. 6 percent).”

Jeffrey Pfeffer and John F. Veiga wrote, in reference to an award winning study of the high performance work practices of 968 firms representing all major industries, “a one standard deviation improvement in the human resources system created a 7.05% decrease in turnover and, on a per employee basis, $27,044 more in sales and $18,641 and $3,814 more in market value and profits, respectively.” Yes, that’s an $18,000 increase in stock market value per employee!

It should not be a surprise that companies with people who have high morale do better financially. They are able to retain their top employees, they are able to generate innovative thoughts because their people have a voice and they have employees who work hard because they are involved and committed. Employees who work for these organizations also work smarter and more responsibly because they are encouraged to continuously improve.

Take a look at The Men’s Warehouse example. This organization has found significant success by having a people first culture. The Men’s Warehouse went public in 1991. Its 1995 annual report noted that it had achieved compounded annual growth rates in revenues and net earning of 32 and 41 percent, respectively, and that the value of its stock had increased by approximately 400 percent. The company attributes its success to how it treats its people and particularly to the emphasis it has placed on training, an approach that separates it from many of its competitors.

Research has shown that there are a few crucial elements common in organizations that possess a people first culture. These elements are briefly described below:

Reward Your People
o Celebrate Successes: Reinforce necessary behavior through positive recognition and acknowledgment.
o Pay Your People: Pay people what they are worth. Money is not everything, however it is important.
o Provide Job Security: Let your people know that they have an opportunity to achieve their professional goals.

Grow Together As One
o Share Information: The more informed your people are the more included they will feel and the better prepared they will be to make decisions that affect the organization.
o Engage and Empower Your People: Allow people to utilize their skillsets; you hired them for a reason! Give them projects to work on that align their skills and their passions. Let them know they have an opportunity to make a difference within the organization.
o Document Progress: Ensure people understand that they are advancing in the right direction, through feedback or periodical evaluation.

Connect, Connect, Connect
o Provide: Training workshops, large group interventions, company escapes, time away from the normal day-to-day to enjoy each other’s presence as well as to learn from each other’s experiences.
o Collaborate: Give your people as many opportunities as possible to work together. Utilize the various perspectives people have to ensure diverse thinking and action planning.

Give Everyone A Voice
o Open Up Decision Making: Do not leave all of the decisions to be made by upper management. The more involved people are in the decision-making process the more buy in and commitment you will have.

o Foster Participation: Have round table meetings, facilitate focus groups, have interactive communities through the intranet, make it easy for people to provide their opinions and thoughts.
o Never Discount Anyone: You will be surprised at what can be brought to the table by those who you least expect.
o Prevent Status Discrimination: When those with status continuously overpower other people, the subordinates will often withdraw.

Provide Heart
o Appreciate Your People: Make your people feel important. Thank them for the work they do, listen to their thoughts and ideas and they will feel special and cared for.
o Value Your People: Seek out their advice; let them know how their contributions affect the bottom line. Understanding their importance will allow them to take ownership.
o Empathize: Using empathy is one of the best ways to connect with employees. Using empathy is also a great way to foster dialogue.

The items described above are not difficult to implement. Rewarding your people, providing people with the information they need to be successful, connecting resources, giving your people a voice and providing them with heart should be staples within every
organization.

Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.”

-Tony Hsieh (Founder of Zappos)

Tony Hsieh,the CEO and founder of Zappos, established his organization with the mindset that the most important part of his business would be the people who work for him. Tony made his people’s happiness his number one priority. In just a few short years, Tony was able to produce a $265 million company that sends shoes all over the world.
Like Tony, there are many CEO’s who have decided that people need to be a top priority within their organization. Below is a short list of companies who are continuously voted as being some of the best companies to work for. The employees from these organizations consistently have high morale and a passion for what they do. These companies include:

1. Facebook
2. Southwest Airlines
3. General Mills
4. Apple
5. Proctor & Gamble
6. Google
7. FedEx

These companies are continuously on the top of their market because of their innovation, understanding of change and the ability to drive results. These companies are able to hire the best of the best and that is because the best want to work for organizations where people come first.
This article was meant to provide some insight into the advantages of establishing a culture where people are a priority. We at Meyvn are passionate about helping organizations create cultures where people are seen as valuable resources. We have training workshops and consulting services dedicated to the advancement of organizational growth and development.

Bio:
Steven Cohen is cofounder and CEO of Meyvn Global, a contemporary training consultancy with roots in the mining industry. He has logged thousands of hours focused on developing people in an organizational setting. Steve spends most of his free time thinking about the next great training solution, and is constantly building models for improving organizational health.
Working with clients all over the world, Steve has positively influenced organizational performance with his creative mind and infectious energy.

Steve holds an MS in Organizational Development from Pepperdine University, and a BA in Speech Communication from the University of Illinois, Champaign-Urbana. Steve is an ATD published author, speaker, mentor and coach. He lives in Denver, Colorado, where he volunteers with Big Brothers Big Sisters, lives an active lifestyle, and takes every opportunity to fly to sunny California to visit with family.

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Making Safety Training Sexy http://www.meyvnglobal.com/making-safety-training-sexy/ http://www.meyvnglobal.com/making-safety-training-sexy/#respond Fri, 20 Mar 2015 13:57:23 +0000 http://www.meyvnglobal.com/?p=5546 Making Safety Sexy: Innovative Ways To Inspire Safety In The Workplace We are all invincible right? Most of us inadvertently carry our superhero mentality with us to work everyday. The,… read more →

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Making Safety Sexy: Innovative Ways To Inspire Safety In The Workplace

We are all invincible right? Most of us inadvertently carry our superhero mentality with us to work everyday. The, “It will never happen to me,” mindset is embedded in our inner fibers.
According to The Bureau of Labor Statistics, private industry employers reported nearly 3.0 million nonfatal workplace injuries and illnesses in 2012. OSHA (Occupational Safety and Health Administration) states that 4,175 workers were killed on the job this same year! OSHA also cites that employers pay almost $1 billion per week for direct Workers’ Compensation costs alone.
Injuries occur on a daily basis across all industries. This article is focused on ways to make safety sexy that will decrease the number of injuries and costs associated with poor safety in the workplace, “Don’t learn safety by accident.”

Think Bites Not Days
Training does not need to encompass an entire day to be effective. Most of the work we do is set in industries with 24/7 operations. We have developed 20-40 minute training bites that have an immediate safety impact.
Gather everyone in the office to do some ergonomic stretching, take your employees on a quick tour of the building so they know where the emergency exits and fire extinguishers are, watch a first aid video on YouTube, or do a quick walkthrough in the workplace allowing employees to identify potential hazards.
Training in short bites has been an effective approach to transferring retainable knowledge without having to take up an entire day. Training bites are easy to execute; you do not need to prepare a PowerPoint deck! Wouldn’t your trainees be excited to know they were going to attend a training with no PowerPoint!?

Integrate
There are plenty of opportunities in our daily routines to infuse safety activity without dedicating much additional time. In many industries it is common to start meetings with a safety share. A safety share is a brief contribution of information highlighting a safety concern that affects the group.
You can facilitate a short safety activity during lunchtime, find time during a training day to discuss safety, or put signs up around the workplace highlighting certain safety items. Integration of safety information into reoccurring daily practices helps ensure that safety stays at the forefront of what people do.
Paul O’Neill, the former CEO of Alcoa is famous for integrating safety into Alcoa’s culture. Within a year of his tenure, Alcoa’s revenue hit a record high. By the time he stepped down, Alcoa’s annual net income was five times greater than when he took command. His safety focus helped the company gain $27 billion in market capitalization. Integrating safety into organizational culture and daily routines does not just protect the health of our employees, but it minimizes re-work, streamlines operation, and boosts productivity.

Make Safety Fun
Safety…fun…really? When most of us think of safety training we think of a video from the 70’s or drawn-out lectures that are lackluster at best. Imagine Ferris Bueller’s Economics teacher for 8 hours… Bueller…
Imagine having to balance an egg on a spoon during a relay race to show the importance of maintaining optimal speeds when operating a vehicle or piece of heavy equipment. Or playing charades where people act out various distractors that can prevent us from working safe. There are many ways to have fun with safety while teaching valuable lessons that can be incorporated into daily work routines.

DIY Safety Plans
One of the training techniques we have developed is the DIY (Do It Yourself) approach. When we want to further develop a group of individuals who already possess knowledge, we create a customized series of actions for them to follow. Often times, we know where we need to go, we just do not know how to get there. With this approach we help lay out the path.
One example is customizing a series of safety-focused initiatives that trainees are responsible for executing on their own. Using an online portal, employees receive their goals for the week. They have the freedom, flexibility, and autonomy to meet these goals, then report back what they found and the outcomes they generated by the established due date. Goals can be focused around having safety conversations with employees, checking to make sure fire extinguishers are in good working order, and more.

Safety Development Approach
We use the following model to help build successful safety solutions that can positively impact your organization:

#1: Build for impact: Plan for alignment between the message you want to impart and the mode (the activity).
#2: Set up For Success: Give clear, specific, and strategic direction; how the activity is established is critical. There is a fine balance here: providing somewhat ambiguous direction leaves the most space for the discovery of your message to be natural rather than contrived, but the guidelines should be clear enough to get the group there without trouble.
#3: Observe and Track: Once the activity begins, focus on identifying the desired behaviors; look for team dynamics, communication, interactions, and anything else that can be connected to the success or failure of the trainees.
#4: Connect & Debrief: Reflect after every single activity. Share your observations from the previous step, and examine the learning by asking questions that will lead the group to further their connection with the experience.
#5: Apply: During the debriefing phase or during the daily review, it is essential to spark conversation about how to apply the learning in the workplace. Turning these memorable experiences into actions is the end goal.
#6 Support: Trainees who receive the necessary support and recognition are far more likely to apply the things learned in safety training in the workplace. Supervisory or management support is the fuel that keeps the employee going.

Summary
Nobody should ever have to leave their work setting in an ambulance or with an icepack or a Band-Aid, even if that Band-Aid is a cool Scooby Doo one. For additional information about how to make safety sexy within your organization, please contact me at Steven.Cohen@MeyvnGlobal.com.

Bio:
Steven Cohen is cofounder and CEO of Meyvn Global, a contemporary training consultancy with roots in the mining industry. He has logged thousands of hours focused on developing people in an organizational setting. Steve spends most of his free time thinking about the next great training solution, and is constantly building models for improving organizational health.
Working with clients all over the world, Steve has positively influenced organizational performance with his creative mind and infectious energy.

Steve holds an MS in Organizational Development from Pepperdine University, and a BA in Speech Communication from the University of Illinois, Champaign-Urbana. Steve is an ATD published author, speaker, mentor and coach. He lives in Denver, Colorado, where he volunteers with Big Brothers Big Sisters, lives an active lifestyle, and takes every opportunity to fly to sunny California to visit with family.

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