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good morning everybody thank you for joining the aca small business boot camp and resource collective uh for this tuesday march 2nd can't believe it's already march i'm robert theobald small business ombudsman and vice president of small business services here at the arizona commerce authority and we're glad to be with you this morning so first i'd like to thank all of our community partners we could not do these boot camp sessions without them they've been a huge asset and a great help in providing awesome content their expertise and their time and effort so the boot camp is designed to help small businesses work through the covid crisis and return stronger than ever it is supported by all of our community partners and aside from the boot camp we have a resource collective that we'll talk about as well so the small business bootcamp resource collective website houses a lot of great information first you'll find the this week's the current week's links and information about the the sessions and the link to register for them you'll also have a link to the coming week sessions as we get those loaded in you'll also find a link to the resource collective and then at the bottom of the website we have our archive all of our boot camp sessions are recorded and then we load that video and the corresponding materials to the website so you can go back and review them at any time watch you can watch the sessions you may have missed because you weren't available or if you want to go back and review a session that you watch you can go back on that video and review it anytime you want they are available there on the archive additionally as i mentioned we have our resource collective and this website houses the tools and resources provided by our community partners to help support small businesses as they work through the coding crisis this is just a sample list of some of the resources and guides that are available on that website you can see we have safe retail and barbershops and cosmetology guidance for restaurants construction manufacturing many different items that can help support you and your business with that we also like to share updates and uh last week some changes for small businesses under 20 employees regarding the ppp went into effect last wednesday started a 14-day period where only small businesses under 20 employees can apply for a ppp loan to make sure that they are getting the time and the ability to get those loans as needed and with that there were some other changes announced and we are doing a special boot camp session tomorrow morning at 9 00 a.m uh to talk about all those changes and how they impact small businesses so please join us for that also um we'll share this link in the chat but we have the arizona ppp lender list if you're still interested in a paycheck protection program and then i would like to share the link for the sba's coven 19 relief options it's got information on the ppp the e-idl shutter venue operators grant and other programs that the sba is providing during this period also you can go to our website [Music] azcommerce.com19 for our constantly updated information for arizona business resources now we have guidance for businesses as well as financial resources and many other things to help support your business so quickly we want to run through some of the programs that the aca has to help support small businesses first is our small business services and we can work you with you as you need to navigate through the sba or work with the sbdc or work with score we can help you work with local banking contacts in your area share the latest developments on things that are going on in washington and the state with small business additionally our workforce division can help work with businesses looking to hire employees or upscale their employees they have various different programs to help with that and then our arizona manufacturing extension partnership works with manufacturers across the state small to medium-sized manufacturers to help them grow and develop their businesses they are a nationally recognized team and they do a phenomenal job additionally if you're looking to start a small business or start a site gig we have a small business checklist and this is an online interactive online resource to help identify the licensing registration and compliance needs at the local state and federal levels and then finally we want to touch on the state's covet 19 information or resource page [Music] arizonatogether.org this is a great resource for all things covered 19 not just business related but contains all the different information and links to corresponding categories such as health and human services and others so it's a great great resource to have favorite as well so with that we want to touch on that this week's sessions today we have assembly and productive dream teams tomorrow we have our special session on paycheck protection program updates and then on thursday we have implementing project plans to streamline success uh three great sessions uh we are looking forward to all of them now a special note with tomorrow's paycheck protection program we have amber cordoba uh with prestamos who's presented a number of times with us and we also have brian quijada from the sba will be on that session as well to help answer questions so we've got some great experts with us for that tomorrow with that i want to turn the time over to our presenters today we have marie and ruth ellen from the yavapai sbdc a great partner of ours so we're excited to have them with us today and so we will i will stop sharing my screen and turn the time over to them great thank you robert and good morning everyone welcome to today's aca webinar um we're going to be covering building a highly productive team today and i'm reselling elinsky i'm a business analyst with the small business development center at yavapai college and i'm joined today by a team member marie plutowski beals and she's another business analyst on our team we are also both entrepreneurs and have been in several positions as bosses leaders and employers so we're really excited to be here today to talk with you all about building strong teams how to strengthen your employees uh how to make them more productive how to build loyalty with your team and your employees and how to ultimately retain them right because we want to keep uh highly skilled people on our team so we're going to talk about that so we're covering today an important reality for many of us which is that as we grow and expand our businesses we need good loyal and effective people to help us along the way we just we can't do it all ourselves and if you come to that reality as a business owner then you are on your way to expanding your business if you're if you get stuck in this i have to do everything my way um it'll be more difficult for you to expand so we need to rely on those teams of people um to help us get to where we're going and to reach our goals as businesses so i'm gonna turn it over to marie to kick off uh the next slide and again welcome we want to be sure to make this as uh interactive as possible so we'll be asking you some questions along the way to share with us in the chat and if you have questions please use the q a option which is at the bottom of your screen there we have people monitoring that don't wait until the end if you have questions because we want to address your questions throughout the presentation today and we're happy to take your questions or comments at any time so i'll turn it over to marie thanks ruth ellen so coaching employees is about creating a shared understanding about what needs to be done and how it's supposed to be so unlike sports while coaching employee the coach doesn't take an authoritarian approach but rather looks to collaborate with the employee to identify target and plan for better performance so think that it's help support guidance and assistance ruth ellen yeah so what we really want to emphasize here as we kick off is just this idea of guiding people or guiding and and having a bit of flexibility with that as entrepreneurs and bosses it's really in our nature to want to do things in this very exact way right and um i know i'm this i have this very same characteristic where i kind of want to control things i've i've been an entrepreneur for a long time i know how this has to be done and yet as we grow our business and try to expand our reach and increase our revenues we realize that we really do have to rely on other people and it is a hard reality but we need skilled people to help us achieve our goals and part of that really requires letting go we have to let go and accept that these people that we're going to be working with have different personalities they have different work styles so it's going to require us to shift our way of doing things and allow someone else to take on those those other responsibilities and what what this does though is it opens the door for us to to be our best and to work on the things that are really going to move our business forward it it's going to allow us to work on those big picture items and to look ahead and we're going to have to rely on some of these other team members to do some of those underlying tasks that's going to ultimately keep us moving forward so as leaders we really want to uh we want to motivate and inspire and and this helps our staff feel really valued we want to make them part of the process as coaches uh what what marie has touched on here is um we really want to be approachable right we want to be able to uh we want to the door to be open to our team to ask questions to challenge the status quo to bring in their creativity and their skills from a different perspective we want to be able to ask them questions and ask for input from them maybe we want to invite them in on our action planning and our strategic planning so that we have a more diverse uh group of decision makers and people weighing in on how to best move the company forward so it's really an interactive relationship where where there's give and take and and the leader is working alongside uh while coaching but working alongside this team so this this kind of relationship what evidence has shown it really can improve worker productivity it can help boost your profits because you have happy people in your workplace right it provides a platform where they they feel like they can continue to learn and grow and be challenged and they continue to want to self-improve because they're vested in your business so for sure what we see and and what i have experienced myself is that employees respond positively to this kind of coaching approach when when you as a leader or manager are more approachable and as a result they uh improve their performance so that's what we're going to talk about today i'm going to turn it back over to maureen thank you okay so why why do employees leave every company wants to hold on to their best talent as long as possible yet top performing employees are often the first ones to quit this is really costly and it's really disruptive to your organization and and it affects the people on their teams as well if you had a co-worker that you were great friends with and and then they left you're like feeling empty now if you want your best employees to stay take a closer look at the following six factors that impact their decision to quit after job or or if you had employees leave for a certain reason what was your experience so i'll wait and see if anybody puts anything in the chat before i move on so if there's nothing in the chat i'll move on to slide um oh poor management yeah frustration yeah payroll irregularities oh man i was gonna say surely somebody has something to share i know i have felt all of these yes uh yes so have i um so we'll go to slide four i guess um according to forbes the top uh six reasons your best employees quit are they're overworked so being overworked is the top reasons that um employees quit especially top performers when you give a high performing employee you know if you give them too much they'll fall in the pattern of giving them extra work and there's this old adage that if you want to get something done give it to the busiest person on your team because they're the producer and that's just a great way to lose talent you just can't abuse people um number two they're not being challenged top performers become disengaged when they're when they aren't being challenged at work that means giving them projects that will keep them challenged give them stretch goals make them use their brain power just don't give them busy work number three they're being stifled boy i've seen this before don't force your top performers to work a certain way unless it's absolutely required that they follow a specific process or protocol this is really frustrating if the outcome is successful it shouldn't matter how they got their results allow them to explore different approaches of doing things and and exercise their creativity their critical thinking and their problem solving skills don't make room manage them or try to control them i know you want to as an entrepreneur but you can't most of the adults have a real aversion to that number four they aren't given developmental opportunities skill development can get overlooked for top performers because they're already talented and they're just doing so good but just because they do things incredibly well doesn't mean they aren't looking for opportunities to learn and grow provide them with rich developmental opportunities let them take classes teach them some skills that you know have them shadow you or pair them with a mentor employees generally speaking love to learn number five they aren't appreciated turns off an employee more than feeling like their work isn't being recognized don't take credit for their work or research make sure you tell the whole world and their team members or even your supervisor if an employee has gone the extra mile copy them on a glowing report if an employee is consistently performing above average yet getting no recognition no recognition two things are going to happen one they'll stop putting in as much effort into their work and two they'll start checking the job ads number six they aren't compensated fairly wow this is really tough right now during coved when everyone's revenues are down and budgets are tight but now is the time to retain your best in top performers so if your budget doesn't allow for a raise how about a title change that comes with increased responsibility or rewards like bonus vacation days or flexible schedule even a dedicated parking space can mean something to someone you just can't take your top talent for granted because great employees are your biggest assets show them you appreciate them and and appreciate any of the sacrifices that they're making for your company or to help you reach through your team goals so the next slide is talk about employer retention most employees leave because they quit their manager not just their job sometimes it's not about compensation it might be because the manager is like let's just say difficult if you begin to see employee turnover you have to look at the organization's management philosophy one manager with poor people skills can kill an entire company's effectiveness in a very short period of time i've seen that so next up we just wanted to be sure that you all know there's a lot of tools available that can help you assess and encourage good communication between you and your employees is anybody familiar with this disk assessment if you have gone through this just put a yes there in the chat this is a really great uh it's one of many so we're certainly not pushing you in this direction but it's it is one tool that you can use um to really look at the major personality traits of those on your team um what's really great is uh it it kind of helps you understand the ways that uh people may respond to certain behaviors uh it covers kind of how you like to be communicated with it identifies you as one of these particular pie slices and um or a blend you cannot you could also be a blend of this as well so what's great about that is it really creates a conversation between you and those on your team so that you can better communicate with one another so um some of you may be more uh sensitive or um more demanding or you know i we just recently went through this with with some of our team members and you know there's people who just like to get right down to to work in the morning and it's like uh you know there's no good morning or hello how are you doing or how is your family and then there's other people who really need to have that kind of personal connection before they just dive right into work and by knowing those kinds of things about you and your team that can really help with internal communication and obviously improve morale it also kind of brings in this this whole idea of empathy into the workplace which a lot of people are talking about right now which is just having more understanding for where people come from and why they may make the decisions they make or why their decision making process is the way that it is that kind of thing so we highly recommend if you do have whether you're just a a team of two or whether you're a team of 20 this kind of exercise can be really helpful in learning more about the behaviors of other people on your team and how to communicate better with each other so um the next slide here is uh we're going to cover characteristics and qualities of a good leader or manager and um i think before i i touch on some of these i think it's really important to note that um this is this is an excellent list for when you're looking to hire new team members you want to be sure and and think about these things but also you know hopefully it will shed some insight on who you are as a boss and a leader and are you taking some of these things into consideration for because you are um ultimately a member of your own team and so this also this kind of information also applies to you um so the first one is active listening uh oh and also we're gonna run through a list but i don't want you to feel confined to this list obviously there are many many characteristics and good qualities of a good leader and they're it's going to be beyond this list but i think the the other um important part of this is just to really consider that you don't want to just look for a good salesperson that has a lot of sales in their experience or a person that has marketing or social media experience you really have to look deeper into the people that you're hiring for some of these more um uh holistic characteristics like empathy like communication like active listening because those are going to be more important the marketing skills and the sales skills can be taught but some of this um these characteristics of people are are more important than those um kind of resume type qualities so the first one i want to talk about is active listening and it's just as it suggests it's um really fully concentrating on what is being said and hearing the person and i think i can totally relate to this because of the zoom space that we now all live in where we're constantly surrounded by technology and i look around at my desk right now and i have i have my uh my screen and my notes and the camera on and i've got this other screen up here that's got stuff going on i've got my speakers i've got another laptop underneath here that's got stuff going on i've got my phone and we're constantly just looking around and distracted things are popping up and beeping and slashing and you know it's very distracting and it's very difficult to concentrate when you're especially on a zoom call like this to really focus on what your team member may be talking about and we all have to be more intentional about really listening to our team members and uh hearing what they're saying so we all can use this strategy right to be a better team member next up is empathy and and this is another hot trending topic right now which i just talked about in the the disc assessment some people uh have more of this kind of emotional piece to their character and and some kind of lack in in trying to understand where somebody comes from again why they may have a certain behavior or lack in a certain behavior and we need to really integrate empathy into our work environment so that we're more understanding of people's emotions and uh why they do the things that they do and by having that then again we're creating more of a team environment where we're we're being more accepting of people's behaviors and their actions communication is um kind of one of those we could look at from both a resume type uh skill versus a a character piece and i think um if we look at the resume thing it's like verbal and written communication right those are important things but how does how does somebody really interact with your customer or with their team members and do they have emotion can they um connect with people in a way at their level those are really important skills that um are way more important than just sales right we need to be able to communicate with our customer and connect with them in a way that improves our bottom line being strategic this is really important to your team it doesn't mean that everyone on the team has to be strategic because we know not everyone has that skill but but somebody who's well planned can really help you be strategic and think both short term and long term you know our teams really look to leaders and managers for clear direction and for stability right we have to bring stability to everybody make everybody feel calm they want to see a concrete plan where are we headed um and as leaders we need to constantly understand and look at all the variables of our business this is a very um important skill to entrepreneurs because we know there's there's things are changing all the time i mean look at our past year right so many variables so many unknowns and if you can find people who can still be strategic who can still pivot uh according to what's going on that is going to be a really strong candidate for your team and who also again can um hear other uh team members um strategic thoughts as well create creativity and innovation this is also incredibly important that we're we're finding people who can consider things in a new way again the pivot that i just mentioned many of our businesses have had to pivot over the last year and find different ways of connecting with our old customers and also trying to find ways to connect with new customers we may have had to totally shift in our in our product delivery or even our product line and when you have people that can think creatively and and quickly pivot that's a really important skill i'll turn it over to marie okay so the next skill that i want to talk about is persuasion skills so when you're looking for candidates or even in yourself uh look for these characteristics persuasion persuasion in this context doesn't mean coercion it means the ability to get a person um to willingly and enthusiastically carry out specific tasks so it's your ability to persuade people successfully every time is dependent on preparation so nothing is achieved without planning as ruth ellen said in the strategic thinking the most important thing is to have adequate information of the people and the situations around you so if you know their personality traits through that uh disc assessment so you know if somebody is dominant or you know that someone um likes planning you know if they um if their personality is the type that likes planning don't don't tell them that you need something done this afternoon um because they they don't like that so you need to have the information about the people and the situations around you so adequate adequate preparation allows for effective persuasion next is flexibility and boy we've talked about this a lot now um so flexible leaders are those that can modify their style or approach um to leadership in response to uncertain or unpredictable circumstances boy haven't we all practiced this a little bit lately like what are you going to do if the person that's slated to open your business calls in sick this has happened to me a million times how do you react do you get mad you better not these days because you don't want them there if they're sick right so flexible leaders have to adapt to the changes as they come they have to revise their plans to incorporate new innovations or overcome challenges while still achieving their goals so you know you have to have maybe two people there to open instead of one just in case someone gets sick these are the qualities you're looking for when you're building your leadership team or promoting them so watch your employees take note of their skills see if you can make them leaders or managers ultimately the business and the entire team will benefit having said this keep monitoring your employees progress and promotions and try to avoid the peter principle have you all heard about the peter principle the peter principle is a management concept developed by lawrence j peter and the concept is if you perform well in your job you'll likely be promoted to the next level of your organization's hierarchy and then you'll continue to rise up the ladder until you reach the point where you no longer perform well and you fail so the peter principle is you get promoted because you're doing so well you're doing so well you're doing so well and then all of a sudden you get to the point where you really don't know anything about this level and you fail so that's what you want to avoid so you have to watch the promotions so they don't go above someone's capability ruth ellen next slide yeah we do have a couple of questions so marie maybe you can help me address these um the first one is before you run a company you have to hire people first so the question is is hiring prescriptive or formulaic what are your thoughts on that wow um i'm not exactly sure what the um question means by prescriptive you know you want to hire for the job for sure so if you're looking for a customer service rep you want somebody with a great personality somebody that's persuasive somebody that is comfortable with other people but you also want somebody that's really dependable so you know you have to sort of be able to adjust to see who's coming through the door when you write that ad and you might want to really be flexible with the wording in the ad as well because you have to know what position you're hiring for and hire the right person for that job if you hire the wrong person that person will fail yeah and then a second part of this it's uh is is past performance an indicator of future performance performance and can it discount can you discount a candidate who has failed in a prior setting you can't because you don't know if they failed in the prior setting because they had a job that was above their capabilities you don't know if they had a horrible manager that was just undercutting them because they were maybe challenged by them um you have to really look at the person one one job interview is just not enough and and it's really good to have multiple people interviewing not just one person because people see different things they read people differently um so i don't think past performance is necessarily an indicator that you can't hire that person if they failed in the past because you have to know why they failed yeah and something i've heard over and over again is is the whole idea of references so you know you shouldn't limit yourself to just the conversations that you have with someone prior to hiring them though those conversations are obviously really important and as marie suggests i wouldn't rely on a single conversation i would certainly encourage multiple conversations with someone but i also think that um you know to hire the right person you you have to rely on those references and and really um don't limit yourself to only two you know send me two references i would really look back at prior employers and do your homework to make sure that that's the right fit for for the job that you have and and rely on references and their prior employers that's really good advice great questions um and then we have another one here that says a company culture built on people development ensures a leader to attract and retain talent to secure ongoing operations in addition to competitive salaries and benefits what other incentives can you suggest to help workers advance in the company and what goals have to be met for that to happen i think those are some great questions and something we're going to cover but i think one of the biggest trending ideas and marie and i were talking about this before the presentation today is flexible work schedules and we're going to talk about that more but i think that's a huge benefit and i believe that new and upcoming workforce really have the expectation that companies are going to have a flexible or allow a flexible work schedule and that's because of the times that we're in but also because typically households have two working parents these days and they need flexibility to be sure that they're there for their families um as well as uh meeting the demands of not just uh one employer but two so we're going to talk more about that anything else you want to add marie on that note no i think you you're covering that well and and we're going to go into depth with that a little bit later so this next slide earning trust and showing respect i wanted to do a quick uh exercise here and you you don't have to share necessarily in the chat but we'd certainly welcome your your input um but you can't just write it on a piece of paper but or just think of it what what we want you to think of is is a manager or leader that you have had that you really trusted so think of somebody from a past work experience or somebody that you're working with now who is is really a trusted leader and once you identify that person you know what was it or what is it that they do that um earned your trust in them what makes you feel comfortable and and that you trust this person and then a third part of this question is in what ways did respect and credibility play a part in that because i think those are two big pieces among other great qualities again of building trust um and i would love to hear from you if you want to share anything in the comments about that um a leader that you really trusted in and why why do you trust them because those are the skills that really float to the top that help you to identify what what you need to be as a leader but also what kinds of leaders you want to have on your leadership team or or in your company so i'll address that really quickly myself so a manager that um and a leader that i trusted um what did they do to earn my trust and i'll tell you is that they backed me up after i made a mistake so you know that is a person that shows that they have trust in me and that therefore i can have trust in them and and everybody makes mistakes and so to not get punished for a mistake and have your manager back you up is really um is really uh a nice thing to have and and to and they really did earn even more respect for me because of that yeah and i'll share one as well i uh i had a um a boss in a previous role who after some months of um taking on um my position reached out and um and said you know if you're really interested in this higher level position um i will work with you over the next few years so that you can um get to that position if you're interested in it and it really made me feel like this person was going to invest in me and to coach you know alongside me to reach that goal and uh it really made me trust her in um and i felt valued i felt like this person was really going to invest time and energy and effort to help me reach my goals and also i felt like it was a new challenge that this person was going to really put some some challenging pride projects in front of me which again makes me feel valued do we have any in the in the comments to share yeah i think do you want to read a couple marine sure so um one of the things is they're saying that the leader should always tell the truth and admit when they don't know something and and extend trust to other um to others um and then someone else said it's best to take a team approach so it's not one person but we all share the mistake as it points to a team not just to one person and then someone else said to provide honest feedback valued a working relationship yep that's that's exactly what ruth ellen just said and another person said i once had a boss that really earned my trust because she never had a hidden agenda she said what she said and she meant what she said and the yes was yes and no was no she helped every held everyone accountable no matter who you are on the team she also sought out ways to develop you and invest in your career she she has your strengths and she and she knows your weaknesses and helped you toward betterment boy that sounds exactly like my boss great so thanks for sharing everyone so i have a second part to this little exercise um so now i want you to kind of flip this a little bit and think of someone that you currently manage so whether it's in your office setting or in your business assess the level of trust and respect that exists between you do you think that you have uh established trust between you and this and this person that you manage um and maybe just as a takeaway today what is something that you could do to increase that trust because again as we move toward expanding our businesses and growing and and improving our revenues and just improving our our business strategy overall if we can build stronger trust between ourselves and those on our teams we're we're going to be moving in that right direction and we're going to be establishing loyalty among our team members so really think of somebody that you manage it and you could um that you could improve the trust between you and even if you feel like you have a really strong relationship with those that you work with there's always ways to improve so think about maybe some ways even if you do have strong relationships with your team members ways that you can improve those relationships whatever that looks like so i this is a great segue into the next slide which is just simply develop good relationships and how do you do that well you know we talked a little bit about this earlier which is you know the the empathy but i think communication comes in here um in that we need to really show interest in our people and in our staff and in our team not just to grow them as professionals but also um to connect with them uh professionally as i just mentioned but also personally so you know be thoughtful about your and intentional right that's another great word for today's session is just being very intentional with the people that you work with and ask questions of interest how's your work going uh how are your classes going if you have younger members on their on your team that are in training you know ask how their classes are going um ask if they need anything are there are there additional resources that you could provide them to help them do their job better again you're just building trust but also letting them know that you're there to help them do a great job you're working alongside them is there anything i can do to help you be successful those are all great ways to get started in developing solid relationships and building trust with your uh teams and does if it does anybody have any other great questions or ways in which you have developed trust with those on your team it's another great question we want to be able to share successful strategies so if you have something that has worked really well for you as a manager or a leader on your team please share them in the chat uh next slide please thank you so with that we're going to move into the five techniques for becoming a better boss and again i want to kick off this slide by just saying part of this is accepting the fact that we all uh we all need to work on self-improvement none of us is perfect we all have things to work on that are important in again moving our businesses forward and being a really good boss so that we have a strong team and there's a few key uh pieces of that and again it's it's less about being a good decision maker and uh you know getting on the sales team this is more of an emotional uh an emotional part of being a good boss so empowerment you know letting go so that other people can do their jobs and do them well you know you got to let go we cannot do everything i tell that to clients all the time and you have to let go especially the things that you don't do well and that opens you up to be more effective in the things that you do do well and it allows the people on your team to fill in on those areas that that you ultimately need help with uh embrace employee involvement we've talked a lot about that that helps them feel empowered if you can let go and and let them be involved allowing them to participate in strategic planning and um you know opening the door to feedback and input as well as um allowing for social connections and marie is going to talk about that a little bit more too the importance of this kind of crossover between professional and personal that leads into the next one which is is delegating again really really hard for first entrepreneurs specifically those that have always just done everything we have a lot of small micro businesses in yavapai county that are you know just family owned they've always done everything themselves and they are pulled in many different directions and really you know delegation is the true art of letting go and putting somebody in that spot and doing the best you can and training them for the job and then you know letting them take the reins so you you also have to um accept uh new people on your team and trust them that they can fulfill the job by giving them the resources and tools and information they need to do the job well motivate is another great one and you know that the secret of of motivation is um you know being positive and being passionate about what you do which i believe really bleeds out onto your team you can't um force someone to be motivated right but if you create an environment that they enjoy and that they um that they feel empowered in and that they feel like they're making an impact they they are going to be motivated to um work hard and be loyal to your company so that's a big one it you can't force somebody but if you create an environment where they are happy and they feel valued they will be motivated dealing with change you know change as we all know as entrepreneurs it is the only constant right we are always faced with change and there is uh certainly um this past year you know think of all the things that changed during the during the pandemic you know we had a change in work styles uh supply chains people's health uh our business capacity consumer behavior changed incredibly right the way that we um sold our product and gave access to our product or services we really had to accept change this year and change creates fear and it can be incredibly exhausting so i i i know i'm exhausted after this past year of of pivoting and having to come up with the next idea for businesses and how they need to shift or or change and and people there's people that just don't do well with change so the most important thing you can do to support your employees during change is uh to keep as many things as possible familiar or the same um explain why things are changing i think i i work well when i just understand why something is changing and it's like okay well that makes sense right if we can give a little bit of explanation sometimes that helps people understand the change um work towards stability you know give that promise of of of stability at a later date you know that we we're in change now but things will be stable again soon and building a support system with co-workers i think uh we talked a little bit about that as well just the importance of connecting your team through assessment tools like the disk assessment well worth the time and the energy if you if you have a team that may not be working as effectively building that support system by going through an exercise like that can be really helpful and you know don't forget to check in frequently or have your managers if you have a leadership team be sure they're checking in with their teams as well and the the final one is just mastering appreciation you know people like to be thanked i like to be thanked you all probably like to be thanked and appreciated and valued you know and that's where uh reflecting back on one of the questions we had giving employees a choice on a flexible work schedule or even dress code where they can work during the day let's say you know you give you give them um options of working outside or again the flexible work schedule is a great one here for showing appreciation because we all know things are totally uh just a roller coaster right now and families are doing their very best but things are not normal and so giving them support through flexible work schedules is a great way to appreciate them and i'm going to turn it over to marie for the last slide thank you um so lastly i guess i want to talk about life work integration for your staff not necessarily work life balance you know in in in the past we've always heard about work life balance work life balance you know you you work eight hours you're with your family eight hours and you sleep eight hours and that's supposed to keep you all in balance well it's not like that anymore um now that it's you know we're working from home and the kids aren't in school and and there's multiple generations possibly living together that life work integration really needs to be accepted now by management and and the the younger generation workforce is expecting it because they have kids and so for instance my granddaughter needs to be at school by 9 a.m that means that my daughter who works for me has to drive her to school every morning so she's not available between 8 45 and 9 because she's in the car driving that kid to school so she may have to work uh at 7 45 and make up some time or deal with a problem uh later on in the day that happened during that time and that life work integration is it's really intangible isn't it it's um it's not something that you can dictate it's um you just have to sort of be flexible and and and let it happen depending on what your staff needs and and what your business needs so um it's not work balance it's integration so if your person if somebody that works for you has to get up and and walk in the middle of the day for 20 minutes because they've been sitting on zoom calls all day let them just tell them to make sure that they make up the work later and that's one of the workshops that we that we went to last week that ruth allen mentioned earlier and it was given by the kibby leadership solutions and lorna kibby uh she's the one that introduced us to that disc um assessment and one of the things she said that i took note of was that she said that being the boss is all about the people you lead if you don't generally care about people then get out of management before you do irreversible harm so i thought that was a good great quote and um i think that pretty much will conclude things for us i'll pass this back over to ruth ellen to tell you a little bit about the sbdc great thanks marie and i just want to shout out one time are there any other questions um before we wrap up today um just to piggyback on marie's last slide there i i just think flexibility is um is just so key in leadership and i think the the past year has really taught leaders a lot about that and how our workforce really uh stepped up to the challenge right by being flexible i think it demonstrated that people can still be effective uh workers and effective at their jobs even though they're working from different places and and uh having to uh have flexible schedules and um taking care of kids while they're on zoom calls and all of that i think it just demonstrates that it is possible and that we need to be open to that flexibility so any other questions oh there is a q a that came through so let me just check that really quickly um yeah so the question is what's the difference and marie i think you can address this what's the difference between work life integration and work life balance what do you think the difference is so i think with um work life balance is that you you know you feel like you you worked eight hours so now you're unavailable for you know the next 16 you know you're unavailable and that's not the way life is anymore we all have our phones our boss can text us or call us at any time and ask us to do something right in the middle of you know dinner time and and maybe you know if if it's six o'clock and you know you're you're just boiling mac and cheese you can answer that call but if you're on a date night with your husband maybe you don't answer that and that and maybe that boss needs to understand that that was your off time so it's not the eight hours on and then you get the rest off anymore that's that those times are gone yeah if i could just add i think it's that it's not a set schedule anymore it's not the nine to five grind and then you're uh you get to go do life right i think that it's a blend now where you might start at seven and work till eight and then you know take your kids to school and then you hop back on and you're on your meetings and then you need a walk midday and you know it's just a broken schedule and i think it's more as it's a great term this integrated rather than this kind of more scheduled uh work uh environment that that we've all experienced for for a long time where it's just you know you go to work and then you come home and that's when you you um you know do self-improvement and that kind of thing so i think it's just not as scheduled anymore great question uh so finally we only have a couple minutes left uh do we have another question marie do we have time for this question robert can we take one more okay um i i'll try to look at it quickly um so there's uh this person is in the hospitality industry and um they have seasonal demands so how do you work with this so you can you can re you can reward yes you can reward them you don't necessarily have to reward people monetarily especially if revenues are down there's other ways of rewarding them um you can you can get you can buy them lunch you can buy their family dinner uh you can um you can send flowers you can give them a employee of the month parking spot there's so many ways that people um like to be rewarded and it's not of course everybody likes to be rewarded with more compensation but there's other ways as well um and and so you just have to be creative with that do you have something to add robert you're on mute i just want to run through sbdc services real quick is that all right okay yeah really quickly uh there are 10 sbdc centers across the state of arizona so if if you're not in yavapai county where marie and i are there is likely a center near you for one-on-one no-cost confidential consulting and business services for businesses of all sizes we work from for people who just have an idea and need a business plan to people who are uh have had a business for 20 years and looking to expand or grow or need access to capital to build a new building or whatever you might need so please reach out to us as i mentioned uh if you're not in our area we can certainly put you in touch with someone at another sbdc center we um we as part of our workshops and resources that we have available we also have lots of relationships with banking institutions and micro loan programs so if you're in need of access to capital we can certainly assist you with that as well so uh thank you all for coming today and and uh hearing about um how to put together effective teams we really liked all your questions and input it makes it a lot more fun and engaging when people are participating and this was a great group this morning so thank you all so much for joining us and i'll turn it back over to robert excellent thank you i appreciate the presentation today great job uh attendees thank you for your participation in the chat box uh your experience and things you're seeing is very important to the conversation so it helps it helps drive east conversation like this so th nk you very much i'm going to answer a couple quick questions um there was a question about an spdc in tucson yes there's a very good spdc in tucson souvenir feel free to contact me directly and i will get you in touch with them or you can just search pima sbdc in a google search and it will pull up their contact information so again thank you marie and ruth ellen great presentation uh we appreciate your time today and that great information um with that we're going to go ahead and wrap up but i want to remind everybody about tomorrow's ppp session please join us for that special session or if you can't make it tomorrow again it'll be recorded so you can go back and watch it and then you can join us on thursday as well but we've got a great lineup of boot camp sessions this week so we hope to see you on future ones thank you and have a great day thanks everyone thank you bye