Recorded Webinar

Transcript

00:00:00] Laura Mastrorocco: Thank you all for joining. I am so excited to be with you here today. My name is Laura Mastrorocco and I'm your producer for today's session. Very happy to be with you here today as we discuss Accelerating Succession. How to leverage PILOT's group coaching for talent retention and leadership continuity.

[00:00:21] Laura Mastrorocco: Before we go any further, I would like to hear from you about your role at your organization. So I'm just launching a poll. And please share with us, what is your role at your organization?

[00:00:38] Laura Mastrorocco: And while we're completing that poll, let me take the opportunity to introduce our host for today. So I'd like to introduce you all to my good friend, Josh Young. Josh plays an integral part of our sales and partnership team here at PILOT.

[00:00:58] Laura Mastrorocco: He is a mastermind at [00:01:00] figuring out what challenges and objectives that clients have, then connecting them with PILOT's solutions. So he brings to the table expertise in enterprise sale and go to market strategy, which helps consistently deliver value to PILOT's clients and prospective customers.

[00:01:20] Josh Young: Let me clarify things, Laura. I'm by no means a mastermind. But I would say a majority of my time is spent evangelizing PILOT, right? Working with L&D teams, DEI, talent management, talent dev to really learn about their challenges, goals, and initiatives. And then ultimately determining if PILOT aligns with those and how we can help solve for their challenges.

[00:01:48] Josh Young: And that's what I hope to accomplish today is show how, PILOT helps HR teams improve retention and manage employee relationships. So yeah, before we get to that kind of [00:02:00] run through all the features and functionalities and demonstrate the functions of PILOT. I wanted to walk through some of the portions of our program and kind of describe PILOT at a high level.

[00:02:13] Josh Young: With PILOT, what we've done is we've taken what happens in a normal one to one coaching model that's often provided at the top of the house to C suite to VPs, and we built a model that HR can really scale out. So we combine that with research where we uncovered that only 1 percent of salaried employees ever get a one to one coaching or mentoring in a formal sense of their entire career.

[00:02:39] Josh Young: PILOT is a virtual six month career development program that takes a comprehensive approach at learning and development or learning and growth. It has four core learning experiences that support professional development, which include individual reflection, And group coaching with, that provides valuable [00:03:00] introspection and guidance.

[00:03:01] Josh Young: And then we round out the program with skilled mentoring through executive fireside chats and one to one future focused sessions with a manager. And what we really aim to do is enhance career competency. So foster inner reflection, solicit feedback, practice self advocacy, and encourage proactive steps for personal and professional growth.

[00:03:23] Josh Young: I get asked a lot who PILOT is for, right? We work with companies big and small, everything from fashion designers to finance to sales to insurance and so on. So we deal with a wide composite wide composite and a variety of employees that go through our program. We've won several awards in this space, including top HR product of the year by HR magazine.

[00:03:49] Josh Young: And we're a certified diverse owned business. In terms of results we get asked this a lot. What's the impact that PILOT has? And, our response [00:04:00] is this isn't something that you just deliver and offer, right? It's not something that you just check the box on. We believe that PILOT needs to offer value.

[00:04:09] Josh Young: First of all the employee feels invested in my company sees me, they hear me, and they're doing something about it. And second, we're helping them prioritize their development, right? We understand they have busy weeks. So we provide time appropriate activities, group coaching and fireside chats, all designed to meet them in the flow of work, so they're not disrupted in their normal day to day.

[00:04:31] Josh Young: And then we empower them to speak up to advocate for themselves, especially, in remote and hybrid environments right now. You can't really see if someone's struggling because you're not right next to them. You don't know really what they're going through. So we want to provide a meaningful connection, have people connect in a remote, in a hybrid, in an office environment. Development is a great way to have them open up to share more, they're more vulnerable in that regard. And so I say all of this [00:05:00] to talk about like the impact and the results. So our CSAT scores, customer set, customer satisfaction, every time they touch a product, meaning every time they take a reflection activity, a group coaching session, a manager feedback, fireside chat, we provide a survey at the end. And so far we average 91 percent satisfaction rate. The gold standard is 80%. The intent to stay is very high. And then program usage. A lot of programs get bought but not used, and our members are using pilot 73% of the time compared to the industry average of L and d programs at 10 to 15%.

[00:05:42] Josh Young: And we're always looking to get that. So our MPS benchmark for SAS is negative 52 on a negative 100 to 100 scale. We're at a 52 at that part, so we're doing really well in that regard.

[00:05:59] Laura Mastrorocco: Josh, [00:06:00] I see there's a couple of questions in the chat. You had mentioned those four elements earlier. Rachel asked about, are they four elements or four phases?

[00:06:09] Laura Mastrorocco: I think that was let's go back a couple of slides. She was speaking to this question.

[00:06:15] Josh Young: Yeah, there are four core learning experiences, right? So we have group coaching, we have executive fireside chats, individual reflection activities and one to one manager feedback. And these are designed to really foster the growth of core competencies, like I said earlier, with individual reflection through the self reflection activities, solicit feedback. Provide self advocacy or practice self advocacy and then pro encourage proactive steps. Go from knowing versus doing.

[00:06:48] Josh Young: How are we going to take action on the things that we've learned?

[00:06:52] Laura Mastrorocco: Does that answer your question, Rachel?

[00:06:58] Laura Mastrorocco: Yes, thank you. And I see [00:07:00] that Jeff was asking if these components happen throughout the program or just one at a time?

[00:07:08] Josh Young: Throughout the program or one at a time. These happen throughout the program. So we're going to go through individual reflection activities three times a month. group coaching activities or group coaching sessions one time a month executive fireside chats or three times over the period of six months, and then one to one manager feedback.

[00:07:31] Josh Young: We encourage that to happen, whatever the frequency of your one on ones are, or every month we will nudge the managers and provide them with a framework to encourage these these developmental discussions with their employees.

[00:07:47] Josh Young: So here's what we're going to walk through today. I'm going to run you through some core functions of PILOT's program. We're going to talk about the curriculum, right? So what is taking ownership of [00:08:00] your career look like? The program topics, the program impacts, Then group coaching, right?

[00:08:07] Josh Young: The importance of group coaching, experiencing a session, impact for participants, and then one to one manager feedback, right? The manager experience, what does that look like? What is the support, like I just mentioned, for developmental conversations look like? Participant manager connection? and then Executive Fireside Chats, right?

[00:08:27] Josh Young: How can leaders act as mentors at scale? Preparation and support for these executives that are going to be going into these Executive Firesides. And then see what a Fireside Chat looks like in action. So Laura, I'm going to ask you to stop share and I'm going to run into the demo.

[00:08:46] Laura Mastrorocco: Sounds good.

[00:08:47] Josh Young: I always like to start at the kind of at the launch right this is the first, it's the landing page. It's the first interaction that participants have. with PILOT. So it's [00:09:00] sleek, it's clean, it's modern, it's engaging, it's interactive. And it's, it has a different look than your normal HR program.

[00:09:08] Josh Young: So it's very similar to the consumer experiences that we have outside of work. All the websites we're used to interacting with. It's co branded with your logo, with a company's logo. Let's say company X is using PILOT to help drive a career development and coaching program for your organization for this select group.

[00:09:32] Josh Young: These are the outcomes that we're hoping to achieve. This is why we're doing it. This is a very good part to tie this back to the initiative that you're looking and hoping that, this type of career development will provide. So all this verbiage is completely customizable. And then throughout the rest of the page, we're going to show you the various components of PILOT.

[00:09:54] Josh Young: So like I mentioned earlier, the weekly individual reflection activities, monthly group [00:10:00] coaching, manager feedback,

[00:10:06] Josh Young: this mouse with Apple, I'm going to kill it. If I touch it for just a second, it moves. So my apologies. All right, here we go. I'll go back to here. So like I was saying, the various components of the program. So executive fireside chats, manager feedback, group coaching, and individual reflection activities.

[00:10:30] Josh Young: And then we'll highlight the seven coaching series that are part of the program. So we'll talk about owning your career. What does that look like? being impactful, what does that look like, working efficiently, time management, partnering with your manager, all of the components of the program.

[00:10:47] Josh Young: We give a good description of what those are going to be so that there's no surprises, so that they can look at and get a feel for what they're going to be going through in PILOT's program. Let me go into the [00:11:00] curriculum.

[00:11:03] Josh Young: Career Ownership. These are four competencies. The actions we really want to take what we want to the participants to be like after they go through the PILOT program. So, inward reflection. Do you slow down? Do you take pause with yourself, right? Through the individual reflection activities we're asking powerful questions that are almost like having themselves look in, look at themselves in a mirror.

[00:11:29] Josh Young: And do you ask for feedback, right? Most of the engagement surveys that, that we see, the participants are always asking for more feedback. but they always assume that it comes from their manager. Rarely do they ever know that they can always ask for this at any point in time, whether it's a coworker, whether it's the peers, whether it's their family, their friends, right?

[00:11:51] Josh Young: You're literally asking, how can I get better? And then self advocacy, one of the most predictive [00:12:00] determinants of satisfaction in your career, right? So do you speak up for yourself? Do you ask what you want for what you need? And then knowing versus doing, right? Taking action. Just the fact that I know something is great, but do I actually put it into action?

[00:12:19] Josh Young: So over the course of PILOT's program, think of these. as muscle groups that were going to the gym to train, right? And then the topics are the weights or the cardio machines, if you will. So the program topics that we're covering over the course of six months, we found to be the 80, 20, if you will, of what most people need developmentally that mentorship.

[00:12:47] Josh Young: Every employee is different. They have different developmental needs. So PILOT's program focuses on topics that apply to a variety of people employees that are client facing, back office, or people that have been with the [00:13:00] org for 18 years. You may be really good at upward management but you're not really good at time management.

[00:13:09] Josh Young: So there's something in it for everyone. These are proven distinctions, best practices that we're using throughout the curriculum of the program. PILOT challenges the individual around these areas that we know, both from external research and our own experiences that are proven to produce outcomes.

[00:13:28] Josh Young: But more importantly, the broader research suggests that these core competencies and career components have a tremendous impact on engagement, retention, and performance.

[00:13:43] Josh Young: So the impact, right? We measure four key areas -satisfaction with the program. I talked about that earlier in terms of the surveys that we provide at the end of every activity, group coaching session, fireside chat 86 percent the product usage, [00:14:00] right? 78%, 10, 15, and then growth. How have participants grown throughout these programs, throughout this program, these core competencies?

[00:14:10] Josh Young: And then how, Do they perceive their company after investing in PILOT, right? So was this beneficial to me? Is my organization valuing my employment? Are they investing in these types of programs? Did this actually provide career development? Did I get something out of it? And I'm more likely to stay with my organization after going through this program.

[00:14:36] Josh Young: So to illustrate what I just talked about I really liked this story because I think it resonates with not only myself, but a lot of the a lot of the customers that I've spoken with, but, we had a manager at CBS Viacom and. Prior to going through the PILOT program, and she traveled a lot, right?

[00:14:56] Josh Young: Her career was in sales, and so traveling was kind of the way they [00:15:00] did things. And her boss was really old school, so she thought that, hey, this is the way he works. I can't let him know that I have a family or I might be in jeopardy of losing my job, right? So in her pilot, she starts going through the program and they're in the process of talking about self advocacy.

[00:15:25] Josh Young: And so this was an unmet need that she had that she didn't realize. And Through a one on one with her manager, she spoke up, self advocated for herself and said, family is really important to me. I spend a lot of time traveling, which takes me away from my family. This can't continue.

[00:15:44] Josh Young: And so through that conversation, she realized that she had a complete misperception or yeah, of what her manager, she had not perceived accurately what her manager's thought process was on [00:16:00] that. And he was a huge advocate for the family. So they worked together to work on a territory management deal going forward to where she could spend more time with her family as well as do her job.

[00:16:11] Josh Young: Had she not had that conversation, she probably would have left that job, gone somewhere else. And now she has better satisfaction and CVS got to keep a good employee.

[00:16:24] Laura Mastrorocco: Josh, excuse me one moment. We have a question in the chat. What is the average monthly time commitment per person?

[00:16:31] Josh Young: Per person, 10 minutes a week. So 30 minutes for the individual reflection activities. And then one group coaching session per month at 60 minutes.

[00:16:45] Laura Mastrorocco: Yeah, so it's not a huge commitment, but it has quite sizable return.

[00:16:51] Josh Young: Absolutely. What we like to call it is bite size chunks, right? So we realize that people are busy, right? They [00:17:00] have jobs. They have responsibilities. They have a lot on their plate. Their calendars are full. So PILOT's program is easy to access, right?

[00:17:07] Josh Young: It's accessible via mobile phone tablet, computer, wherever you are in your day to day, right? We talk about being in the flow of work. So we make these activities easily accessible, whether that's in the car, whether it's on a lunch break, whether it's you're watching TV on the couch at night, you can do these 10 minute reflection activities.

[00:17:29] Josh Young: And then, obviously the group coaching sessions are worked out in terms of scheduling. And, if you happen to miss one of those, then we provide 10 minute recaps, but I'm about to get into that.

[00:17:42] Josh Young: Does that answer the question on time commitment?

[00:17:49] Josh Young: I hope. Bob said yes. Thank you. Thank you.

[00:17:54] Josh Young: So group coaching. This is part of [00:18:00] PILOT's methodology, right? We're bringing employees together in, in a cohort, right? To engage with an IFC certified coach in a virtual environment that's vibrant, it's dynamic, it encourages participation, right?

[00:18:13] Josh Young: It's proven that people do better when they do things in a cohort model, right? There's. deeper learning outcomes, there's positive peer pressure, there's network expansion, and then there's a sense of belonging and connection. So these are one hour sessions that are hosted by a pilot crew of three. So you get a certified coach, a professional producer, and host, and it's all done over Zoom facilitation, every part of that, scheduling.

[00:18:46] Josh Young: Each session is a tight 60 minute session. So we're looking at, we start every meeting and end every meeting [00:19:00] on time. That's a big thing with PILOT. It's highly structured. So what you're going to get in these coaching sessions is you're going to start with a warm up and a welcome, like an icebreaker, right?

[00:19:10] Josh Young: Tell me something you're, you did over the past week that you're proud of. Let's start interacting and engaging. And then community agreement, right? So this is what we expect from you during this coaching session, as well as future coaching sessions. And then the big idea, right? All of our coaching sessions center around a big idea.

[00:19:31] Josh Young: We use a shared development plan that focuses on specific development outcomes that everyone goes through at the same time. So things like, mentioned it earlier, partnering with your manager, time management, management, leadership, and focus. And then we'll include polls. and group discussions that are meant to be interactive and receive feedback from individuals in the group.

[00:19:57] Josh Young: And then key distinctions that [00:20:00] coaches will discuss, like, mindsets, definitions and frameworks to help shift the perspective on thoughts you may have from these weekly reflection activities. And then we'll incorporate breakout room, right? Where you can collaborate with your peers on what their experience is with these topics.

[00:20:20] Josh Young: So, for example, I recently participated in a group coaching session and there was a breakout room of three of us, and we were on the topic of workability, time management, and focus. And it was really interesting because each of us. had issues with, or each of us were struggling with time management, but what time management looked like for me in my role was much different than what time management looked like for you.

[00:20:47] Josh Young: looked like for my two other peers that were in the same group. So it was really great to be able to unpack that together, talk about our experiences and how we were challenged with that, and then [00:21:00] how we thought about moving forward and what we could do based on the coaching session. And then we got to go out and really unpack that with the coach. to determine, okay, this is what we're struggling with. How can we get past this? And what can we do going forward to achieve the type of outcome that we want? Which for me was managing my time better. And then knowing versus doing, right? I mentioned this earlier as well. There is a huge gap, as you can see in the picture right here, between knowing and DOING.

[00:21:31] Josh Young: I'm going to play this video clip from one of our coaches because I think it is one of the best explanations of knowing versus doing.

[00:21:44] Video: So before I go on to this slide, let me give you a quick little riddle. Let's say, I have six brand new swimmers that are at the pool, right? It's summertime and six little swimmers, they all know how to swim there at the pool. Four of my swimmers decide to jump into the pool. How [00:22:00] many swimmers are left on the side of the pool?

[00:22:04] Video: Just scream it out. Two.

[00:22:09] Video: Uhhuh. Yep. Y'all are actually set me up. Four of them decided to jump in the pool. That means I have six left because they decided I didn't say four of them jumped in the pool. Language can be tricky. The reason I bring you this slide is because we know things. Y'all know what to do at work, you know how to do it, you know how to advocate, but you choose not to.

[00:22:28] Video: Because, oh, they're going to think that if I say that I need help, they're going to think they hired the wrong person and I'm stupid. If I say that I want to move to something else, they're going to think that I'm ungrateful, right? So you know what you need, and I will always fight with people to say, I think most people have some idea of what they need, but they're afraid to say it because of the consequences.

[00:22:44] Video: All right.

[00:22:47] Josh Young: That's one of my favorite clips because it's so very true. And that's one of the things that we want to try to unlock with PILOT is, we believe that you inherently know yourself and what you want [00:23:00] to do. You might not necessarily know how to get there or how to do it. So that's what we look at accomplishing through our program is getting it.

[00:23:09] Josh Young: you from here to there. How do we unlock that? How do we show you how to do it? And how can you do that going forward?

[00:23:20] Josh Young: And then wrap up in feedback through each session, right? What did we talk about today? What were the key takeaways? What can we use? How can we shift our mindset and perspective going forward to start? doing today. And then how do I keep that going?

[00:23:40] Josh Young: And then extra coaching Q and A, right? At the end of every session, there's about 10 minutes that we leave for participants to meet with the coach, right? So if there's any additional questions that you might not have thought of, or, didn't want to talk about in front of the group, this is a great chance to

[00:23:58] Josh Young: unpack that with the [00:24:00] coach.

[00:24:01] Josh Young: And then some of these quotes are pretty powerful. Like today's session involved a lot of open discussion with other people, right? It's important that I not only say I'm going to take action, but that I actually set a timeline. And then I loved today's session. It felt really good to talk about, what I was going to do this week in order to get my needs met.

[00:24:23] Josh Young: Also wonderful to hear about what others plan to do. And then I mentioned earlier about session recaps. These are recaps that are done about 10 minute concise increments. So coaching session is 60 minutes in length. These are 10 minutes. They highlight the key portions, key takeaways of that coaching session.

[00:24:46] Josh Young: Again, think bite sized chunks, right? You're not going to listen to a 60 minute video or you're not as willing to listen to a 60 minute video as you would be at 10, right? We realize that people have things to do, right? They may miss a [00:25:00] session, scheduling conflict, something comes up. So again, ease of access turnkey program.

[00:25:07] Josh Young: We want to meet people in the flow of work, so let's make it easy for them to access the content and take part in the activities.

[00:25:15] Josh Young: Any questions before I move on?

[00:25:21] Laura Mastrorocco: Feel free to drop any questions in the chat as they arise, but I'm not seeing any at the moment. Josh.

[00:25:27] Josh Young: Thanks , Laura.

[00:25:29] Josh Young: All right. Management feedback.

[00:25:32] Josh Young: These are future focus manager feedback sessions, and we say future because we want to separate performance versus development. Performance is based off of what happened in the past, right? Whether it's monthly, quarterly, annual, right? That's based on my performance over time.

[00:25:58] Josh Young: Development is [00:26:00] based off of going forward. So what does Josh 2. 0 look like? Where does Josh want to go? How can we help Josh get to that area? This provides a platform for employees to discuss their career aspirations and seek guidance. It supports priority for fostering strong manager employee relationships.

[00:26:21] Josh Young: Facilitating career conversations, and then aligning individual development plans with the organizational goals. There are four steps that a manager will go through, and these are, one hour group coaching session. So this gives a, basically a summary of what they can expect their participants or their employees to go through over the period of six months. It gives them a definition of development, so they can learn what development is and how it's going to [00:27:00] be applied through this program so that they can understand what their role is in helping the participants or their employees meet these objectives.

[00:27:10] Josh Young: And then, and the step two is giving feedback, right? Via on, online assessment. So they'll take this, it's about 15 minutes in length, and it's going to help them understand what are, Ben's strengths. How might Ben benefit from developing these skills over the next six months? And what can you do as a manager to take part in, in bettering your relationship or partner better with Ben?

[00:27:41] Josh Young: And then, Having growth conversations. We provide a framework for them to have these development conversations in the course of whether it's their regular one on ones whether they're not currently doing this, this is a great framework for them to understand how to host and facilitate these developmental conversations.[00:28:00]

[00:28:00] Josh Young: And then at the end. What does the growth look like? What are some observations about their employees that have gone through this program and have they set? their next development objectives, and then what's the plan for that going forward. So it helps them be very intentional throughout this entire program and create

[00:28:18] Josh Young: that manager employee connection.

[00:28:21] Josh Young: I'm going to run you through a quick snippet. of our quick snip I should say of what one of these group coaching sessions looks like.

[00:28:29] Video: Something that came up in your room? Oh we had Ellie, John, Eric, and Lisa in our room, and we had a couple of themes that came out. Some of it was very similar, Mike, to what you shared, but also we talked a little bit about just the empowerment it gives the manager to be able to step into more strategic roles across the organization.

[00:28:50] Video: Not only just to help move the organization forward, but maybe it's also some of their personal interests. John Eric was mentioning how he's been able to get involved in pricing discussions [00:29:00] and modeling for the big team. Something that maybe he wouldn't have previously been able to do if he was really supervising his folks.

[00:29:08] Video: We also talked about just building out the leadership team within CARPACS, and then also a little bit about how it. It develops the next leaders so that when those of us on this call decide that we'd like to move along there's a little bit of succession planning that's gone on to help the company succeed as we go forward.

[00:29:32] Josh Young: Yeah, so it really gets them in that mindset of thinking about, okay, what does development look like from my perspective, right? It's not binary. It's not one way or the other. It's, how can we work together as an employee managing up and me managing down? How can we meet in the middle to create that cohesive team and environment to where.

[00:29:55] Josh Young: In this particular case, I can now focus on more strategic [00:30:00] things. I don't have to micromanage my employees. I trust them. I know that we're actively working together based on these conversations.

[00:30:12] Josh Young: And then support. This is what I was talking about earlier in terms of the developmental framework that we use to facilitate these conversations. We call it the EARS model, Establish, Assess, Review, and then Shake, right? It's very low lift because it's a model that takes, It's simple and it helps the managers prepare for and have regular development conversations with employees.

[00:30:36] Josh Young: It creates a space and a structure, if you will, and an excuse for managers, employees to talk about the future, right? Feedback doesn't wait for a performance review. It's ongoing. It's facilitated on a regular basis. And then this promotes sense of engagement, right? Regular feedback and recognition can boost employee [00:31:00] morale, motivation, and

[00:31:01] Josh Young: job satisfaction.

[00:31:04] Josh Young: Then I talked about the feedback assessment. So this is really the second step in that manager process after the group coaching session. They'll take a kind of an online survey and I'll run through this really quick and show you a brief snapshot, but okay, out of Ben's current professional development.

[00:31:24] Josh Young: How do I view Ben in terms of being? I think Ben's efficient, organized, professional, driven, consistent. All right, now how am I going to rate Ben on the following skills? Inward reflection, soliciting feedback, self advocacy, taking action. And then based off of my answers how might Ben benefit? from developing these skills further over the next six months.

[00:31:48] Josh Young: So much like in the self reflection activities, this is something the manager's doing to reflect on his or her view of how Ben rates in [00:32:00] these core competencies. And then this feedback is produced in a nice report for both the manager and the employee. So this is going to give a snapshot of how Ben rates is thought about in terms of inner reflections, listing feedback.

[00:32:21] Josh Young: What does our relationship look like with the manager? And then based on my answers just now, JP or Ben, you are professional, unique, punctual, and helpful, right? So it's going to give a shared perspective of what your manager. rates you where you need to improve, and then this helps facilitate that developmental objective in order to move forward and get better at certain areas.

[00:32:50] Josh Young: And I'm going to show you this this video from Eleni, which is pretty powerful.

[00:32:57] Video: That is certainly helpful and useful as [00:33:00] well. But from my ways of working, I think the best way was just every time I had my manager's attention, just to ask, Hey, this happened last week. Do you think I handled it right?

[00:33:09] Video: Or is there, do you have any feedback on how I could have handled it better? And then slowly, slowly, I made small changes that resulted in a huge impact. And having PILOT as an excuse to write it down was very helpful.

[00:33:22] Josh Young: So, yeah, small incremental changes over time, right? And that's what it's all about, like knowing versus doing and having this feedback, right?

[00:33:32] Josh Young: This continuous feedback loop. And how can I get better? How can I improve? And what are some of these small incremental changes I can make to do it? That's a pretty powerful video. And then we've got, Laura, I'm going to pause real quick. Are there any questions in the chat?

[00:33:48] Laura Mastrorocco: Yes, there was. The question comes from Yolanda. Can you tell me how the topics were selected? I believe this is regarding the live coaching sessions. And do they change based on the [00:34:00] cohort's needs?

[00:34:01] Josh Young: No, these do not change, right? Because what I said earlier, these are really the 80 20. of what most people need developmentally, right? They're for a variety of individuals, right? We all want to feel powerful at work. We may not know how to do it. We may not know how to self advocate for ourselves.

[00:34:25] Josh Young: How can we manage up, you know, Upward Management 101. But these are structured throughout because they've been based off of best practices, timeless distinctions coaches, right? These are proven topics, proven program, we're not doing anything that's out of the realm of crazy, right? These are all proven best practices and distinctions.

[00:34:49] Josh Young: Ben, Who is our CEO and founder is an executive coach in his own right. And, a lot of things that he's using in his executive coaching, have come down [00:35:00] in this scaled out format. So to answer your question, no, this is not.

[00:35:05] Josh Young: It's not configurable, right? This is just the standard part of the program.

[00:35:12] Laura Mastrorocco: Jeff, if I can add to that. So as a host and a producer, I have worked all of these sessions across many different clients, different industries and I will say that they're pertinent across the board.

[00:35:28] Josh Young: Yep. Thank you for that, Laura.

[00:35:31] Josh Young: All right. This is another function of the program, right? It's how leaders can act as mentors at scale. And, most places have unwritten rules of how people get ahead, how things get done, how to get approvals, how to advocate for yourself, how to get visibility within the organization and how to navigate the organization, right?

[00:35:55] Josh Young: These are almost never written down, discussed openly, or trained on. [00:36:00] Our goal is to help suss these out from multiple executives, from a diversity of perspectives. The tips, tricks, and best practices, if you will. This addresses the challenges of providing personalized mentorship to large numbers of employees.

[00:36:17] Josh Young: So it allows participants to gain perspectives from senior executives benefit from their expertise and expand on their professional networks.

[00:36:29] Josh Young: I'm going to play a snip of a session real quick.

[00:36:32] Video: Yeah, I will let you in on a leadership secret. And I, I remember starting my career and looking up going, Oh my gosh, if I could ever get to position X or job Y or, whatever it is like these people must have it all together. Secret, we do not. Every day is a learning day and I, every day that I get up, I learned something. I learned from my team. I learned from my dog. I learned from my family. You know, so if you've got that mentality, I think for most of [00:37:00] us, we don't have it all figured out. We don't know all the answers. But, being open to learning and to getting feedback from others and formulating those things is super important.

[00:37:11] Josh Young: To me, that kind of, humanizes, right? The head of global talent for Nestle. Like it's something that she's just like us. They have the same struggles, right? They had the same, reservations about certain things. They were all challenged at some point, right? But they had to overcome that, right? To get to where they're at.

[00:37:31] Josh Young: It's all about building on that and, working towards a goal to where you want to go. So I think that's a very cool feature. And this is by far one of the most, I would say, well liked portions of the program from both the executives as well as the participants. And we have executives that will do multiple cohorts over the course of like several years because they enjoy this so much.

[00:37:59] Josh Young: And one of the [00:38:00] reasons for that is. not only the participants reaction to their videos like that or to their fireside chats like that but it's because the executives it's a structured program, right? And we value their time. We understand that they have busy schedules, that this is something that they may look at doing, but don't want to come into a situation to where it's, just willy nilly, I don't know what to expect. I'm going to be peppered with questions.

[00:38:35] Josh Young: So we take that into account and much like the PILOT, it's very structured. It's very consistent. So Step one is to document things about these executives. So they'll go through a 20 minute kind of exercise to answer a few questions. Things like, what, describe your childhood in 10 words or less, right?

[00:38:55] Josh Young: What's the best advice you would give others about [00:39:00] succeeding in your organization or industry? What's something unique about you that people may not know? And then We will create a one pager about that executive or industry expert or VP so that the participants will get a very good idea of who they're going to be interacting with on this fireside chat.

[00:39:22] Josh Young: Kind of, again, like humanizes that individual, creates that connection, and then we'll work with the executive to prep them, like a media prep, right? We'll through the run of show. Again, it's very structured. We'll go through an icebreaker for three minutes. Welcome to the pilot crew for two minutes.

[00:39:42] Josh Young: So all of it's structured. They're totally prepped by the time they get into the chat. And then at the end, we'll open it up for Q and A, which is really cool. So again, structured, consistent. and then we facilitate [00:40:00] all of that. So with a coach, a host, and a producer.

[00:40:03] Josh Young: And then the impact, I want to show one of these videos real quick too, because I think they're very powerful as to speak to, what the participants feel when going through PILOT.

[00:40:15] Video: And once I remember when I was listening to Malinda Jackson, she said sometimes, you know, Even if there is something challenging coming to your way, you can accept it and figure out how to do it.

[00:40:31] Video: So, from there, I learned that I need to work more and more on my confidence. Like, being confident, you know, even if it's not in my comfort zone. Yes other went through that. They were able to deliver and it was very good. I can do that. I need to learn. I need to work on that. And I'm still working on that.

[00:40:53] Video: Yes, this was also very important.

[00:40:55] Josh Young: So once again, this is a very important component of PILOT. It shows [00:41:00] again, I'll say it that, they're just like us. It's like the celebrities in people magazine that go grocery shopping, right? Oh my gosh, they go grocery shopping too. They're just like us. So these executives are going through some of the same things that we go through and there's ways to overcome it.

[00:41:14] Josh Young: And here's how, or here's how I did it.

[00:41:19] Josh Young: And Laura, with that, I'm going to conclude the demonstration. But I do want to give a quick, synopsis on why or how this ties back to the original topic here, right? So how does HR, L&D, D& I, how can those teams use PILOT to provide employees with career development opportunities that help impact attrition and grow future leaders?

[00:41:49] Josh Young: So if you think about it in terms of like investment, like PILOT's an investment in the company, right? In the employee as well as the culture. Employees are honor [00:42:00] to have been included in a program that's specific for them, right? They consolidate an investment into a consistent and shared experience at an appropriate cost.

[00:42:13] Josh Young: With a skilled development model like this, you can reach employees further down into the organization, right? And it's a right sized investment. The breakout rooms, right? They get people to connect with one another. So peers, builds that connective tissue within the organization. And then high satisfaction from managers, right?

[00:42:35] Josh Young: This changes how managers and their direct reports work together, right? Better employee manager relationship. As a matter of fact, through the PILOT program, we've seen a 33 percent increase in my manager cares about my aspirations. And then fireside chats create, a direct sense of connection to senior leadership.

[00:42:54] Josh Young: And then higher intent to stay. So retention. My intent to leave [00:43:00] drops by 50 percent or more through participants that have gone through the PILOT program. So it's an investment in employees. It gives L&D, DEI, HR an easy to implement solution. For not an entire group of people, we're not buying 500 licenses.

[00:43:19] Josh Young: You're supplementing existing L&D, DEI, and HR programs with PILOT to help drive specific outcomes for specific groups of individuals.

[00:43:34] Josh Young: And with that I conclude.

[00:43:36] Laura Mastrorocco: questions do you all have? You can feel free to continue to drop any questions in the chat. And while we're waiting on those questions, Josh, can you share with us about this upcoming webinar?

[00:43:52] Josh Young: Yes. , if you are interested in the upcoming webinar or future webinars, we regularly host what, regularly host [00:44:00] them similar to today.

[00:44:01] Josh Young: But we also partner with some amazing organizations to explore topics that are currently uniquely challenged to Talent Professionals today. So next month we're going to be hosting a webinar along with our partner Beamery, which will have Ben Brooks and Nick Iannotta, , on how can HR equip managers to drive growth. How do we identify multiple career pathways, equip managers to empower their teams? Simple resources, tips for tapping into authentic employee excitement and career ownership.

[00:44:36] Laura Mastrorocco: Thanks Josh. So I did drop a link in the chat where you can register for that webinar. That webinar is eligible for HRCI and SHRM 1 recertification credit hour.

[00:44:47] Laura Mastrorocco: And with that I'm also dropping a link in the chat where you can reach out to Josh with any questions. You can feel free to [00:45:00] either click on the link in the chat or you can scan using your smartphone, scan the QR code on the screen, and we'd love to hear from you.

[00:45:11] Laura Mastrorocco: Nick is the CEO of Beamery. And he'll be one of our featured speakers in that webinar.

[00:45:27] Laura Mastrorocco: Josh, do you have anything else before we close out?

[00:45:31] Josh Young: , No, I think this has been this has been great. This is my first one, so please excuse my raspy voice and technical difficulties. But I look forward to many more because like I said earlier, I enjoy evangelizing PILOT to anybody and everybody that I can because I think it's a phenomenal solution.

[00:45:51] Laura Mastrorocco: And I see that Ramona has dropped a question in the chat. Beamery is one of our partners. They focus on building a skills based organization [00:46:00] and there will be that webinar is rich with information on how you can shape your organization. And I hope to see you all there. On the 25th, if you're not able to attend in person, if you click that link to register, we will send you a recording.

[00:46:15] Thank you all so much for your time and hope to talk to you soon.

[00:46:19] Laura Mastrorocco: Thanks everyone.