Recorded Webinar

Transcript

[00:00:00] Laura Mastrorocco: Welcome everyone to our session about how group coaching creates a better employee experience. My name is Laura Mastarocco and I'm your producer for today's session. Allow me please to introduce Layton Boyd. Layton's a driving force in our sales group.

[00:00:19] Layton Boyd: Thank you for that introduction. first and foremost, let's go ahead and throw out everything you've ever heard about a webinar, everything you've ever seen about a webinar.

[00:00:27] Layton Boyd: We're going to do this differently. We're bringing all positive vibes and all good energy. So, before we get started, why are you here today? Let us know in the chat.

[00:00:41] Layton Boyd: Yes. In other words, what are you looking to get out of this session? Let us know. To learn more about this topic, like that, you definitely will learn. Increased knowledge. I love the knowledge. Yes. To get a new vibe on coaching. I love that. [00:01:00] Yes. Let's see if there's any more. Okay. Just want to make sure I didn't miss anyone.

[00:01:09] Layton Boyd: I will say, oh, knowledge and teaching ideas. Yes. Excellent. All of these things that we're seeing in this chat here, how coaching can benefit retention and motivation among teams. Yes. Learn ways to improve the employee experience, new ideas to give employees a better experience. I love these because literally all of these will be answered towards the end or during this entire presentation.

[00:01:32] Layton Boyd: I appreciate you all coming here and talking with me. Without further ado, let's dive in. PILOT was actually founded to help everyone feel more powerful at work. We actually do this through many different ways, but specifically we show participants how to use self reflection, solicit and accept feedback, advocate for themselves, and take effective action in their organizations.

[00:01:56] Layton Boyd: See, this is done all through four methods of [00:02:00] learning. Technology enabled group coaching. That's where participants are broken into different groups or cohorts to begin their pilot development journey. Individual reflections activities that can be done asynchronously. So you can do it on your own time or you can do it on any device.

[00:02:16] Layton Boyd: It's actually pretty easy. Not any heavy lift for HR at all. Executive Fireside Chats, which is where our participants actually access to higher level executives to learn more about the rules of work and the everyday life of how they got to where they are today. And then the one to one future focus manager feedback sessions.

[00:02:35] Layton Boyd: This is where both the manager and the employees can focus on development more so than as part Then having to look at the things that you're putting out or throughput, this is more so about aspirations. Where are you wanting to go? How are you going to get there and creating a plan? You see pictured here are some of the actual company logos that we actually work hand in hand with.

[00:02:55] Layton Boyd: I'll give you a second to take a look at those. You might know some of them.[00:03:00]

[00:03:01] Layton Boyd: Excellent. So what is the employee experience? I'm glad you asked. See, the journey an employee takes with your organization is what we consider the employee experience. It includes every interaction that happens along the employee life cycle, plus the experiences that involve an employee's role, workspace, manager, and well being.

[00:03:24] Layton Boyd: Put a plus one if you agree with this definition of what employee experience is. If you'd like to add more, definitely let us know in the chat.

[00:03:36] Layton Boyd: I love seeing those plus ones come in.

[00:03:40] Excellent.

[00:03:41] Layton Boyd: And see, now that we agree what exactly an employee experience is, let's talk about why it matters. Of course, the why. You'll look here. There should be a link about sharing shockingly high costs of employee turnovers that'll be dropped here in just a second.

[00:03:57] Layton Boyd: But voluntary turnover costs in the U. [00:04:00] S. businesses over 1 trillion. Did you hear me? 1 trillion. And a lot of this is due not to prioritizing the employee experience. So let's talk about what we can do to improve that. We'd also like to save your company some of the turnover costs because if it's 1 trillion, I'm sorry, but the T is even hard to say itself.

[00:04:19] Layton Boyd: So we recently conducted a webinar with Well, we plunged into the math and actually broke down the costs of employee attrition. It was a fascinating webinar and we're providing you with the link literally below. Laura already shared that. It was something that you should watch on your own time and you definitely want to learn more about that.

[00:04:38] Layton Boyd: Going through the same slide here, the butterfly effect. These businesses They have, they're looking for a positive experience. And it's clear that the investments and efforts in designing how employees experience their jobs have a real impact on the organization's bottom line. Check out the different steps here, starting with leadership doesn't prioritize the employee experience, which then leads to [00:05:00] frictions arising that create a bad employee experience.

[00:05:03] Layton Boyd: which then goes into employee engagement, which starts to decline into productivity declining, and etc. You can see there, this is literally how it goes. So where do we actually stop this? How do we stop this? Well, I'm glad you asked. You guys are great with questions. McKinsey conducted a 10 minute online survey with 604 full time and part time employees, who are all living here in the U.

[00:05:26] Layton Boyd: S. They're working at a small to mid sized business aged between 18 and 75 years old, and summarized the results in their article. Money can't buy your employee's loyalty. I mean, top of the matter, can't happen. We see that through the article. The research sample includes 65 percent of active workers, 35 sedentary workers, and Active workers work on the front line of their business while the sedentary workers are at a desk majority of their workday.

[00:05:55] Layton Boyd: The survey also segmented by employees who were working either fully remote, [00:06:00] fully on site, or doing both hybrid. Overall, job stability and performing meaningful work were cited as the two most important reasons employees continue to stay at the jobs. So what does this mean? Here are the four components McKinsey recommends to create an exceptional human centered employee experience.

[00:06:20] Layton Boyd: Prioritizing social interactions, give them room to grow. Personalize relationships and avoid transactions and create sustainable working models. At PILOT, we can address each of these elements in our group coaching and employee development program. Let's go into that some more. So let's start with number one, prioritize social interactions.

[00:06:43] Layton Boyd: Here's how we do that at PILOT in our group coaching element. We actually pulled together a group of 15 to 30 people employees to go through the program together. We call it a cohort. This can be based off diversity, emerging leaders, new employees, or leadership that might just [00:07:00] need an assistance doing the work.

[00:07:02] Layton Boyd: What they are doing as far as making better decisions, as far as being more productive, and be more proactive. These cohorts experience the program together and can work together as they grow. I'd like to actually share a quick sample from one of our sessions from Coach Ayanna Colston. You'll hear her talk about leading with your head, heart, and your gut, as well as figuring out how to establish workability on the horse.

[00:07:24] Layton Boyd: the helicopter, or the jet, which come from our management, leadership, and power sessions. As you listen, let me know in the chat what resonates with you most. It can be a phrase, a sentence, or whatever. So we're going to go over to that now.

[00:07:42] Ayana Coston: When we think about whole leadership, I want us to be leading constantly with our head, heart, and guts. We might have 1 portion that we lean into more than anything else, but that's a really important part. So, when I lead with my head again, think of these as integrated to make up a whole leader. I'm thinking about [00:08:00] strategy.

[00:08:00] Ayana Coston: My brain is working differently with cognition. I'm thinking things all the way through and developing a different point of view about something. When I'm thinking with my heart, which again, I tend to sometimes have a heart that's splattered wide open, and I'm thinking about how am I processing the emotion of what happened?

[00:08:19] Ayana Coston: Yeah, I can deal with what happened, but how does it feel to be passed up for a promotion? If, I'm leading somebody on a team, how would that feel if I know that they've given their most? How do I create trust and balance and compassion? And then the final part here is guts. How do I think about things that are more intuitive and internal?

[00:08:39] Ayana Coston: Who am I in my identity in the way that I lead? So I am a woman of color. How does that play out in the way that I lead? That's a part of my identity, my self preservation. What boundaries do I want to have if I'm in a certain position and how do I make tough decisions? So that's where we can when I think about this slide, we're talking about [00:09:00] managing at 3 levels of thinking and doing.

[00:09:02] Ayana Coston: I'll give an example in a minute about McDonald's, but I want you to just take a quick look at this and identify where are you managing today? I see a few of you have people management and that's all good. So where are we managing today? Are we managing at the jet, the helicopter or the horse?

[00:09:18] Ayana Coston: So I'm going to start at the top and go down when I'm managing at a jet level. It's about strategy and standards at the helicopter level. It's about how do we do oversight and inspection of what's happening? And if I'm managing at the horse level, how do we take a look at alignment and adherence?

[00:09:38] Layton Boyd: Yes, I love it.

[00:09:39] Layton Boyd: I promise it gets me excited every time I get to hear such great coaching here. Isn't Aiyana great? See, PILOT's group coaching sessions are monthly group calls that are held via Zoom with a professional certified coach that is like Aiyana. They literally guide the session and lead you through each session.

[00:09:58] Layton Boyd: Now, based on extensive research and [00:10:00] experience in the market, PILOT has created an award winning program and content program that empowers employees to take ownership of their careers, to be impactful, work efficiently, advocate for themselves, partner with their managers, own their inclusion, and keep growing.

[00:10:19] Layton Boyd: Which actually takes us to number two, give them room to grow, according to McKinsey and Company. McKinsey's second piece of advice, of course, is that give them room to grow. And at PILOT, we focus on employee self reflection. We create space for quick bite sized activities that encourage employees to reflect inward on how they embody or could embody the key elements of the weekly theme.

[00:10:42] Layton Boyd: See, we coach them on how to solicit feedback from their managers and colleagues, support them when they actually need to advocate for themselves, and encourage them to take action that positively impacts their careers. Let me show you how.

[00:10:59] Layton Boyd: So [00:11:00] as we look here the slide says employee self reflection, how it works. People want feedback, but they rarely ask for it from themselves or from others. They know the most about themselves, their values and their goals. So reflection is about getting them to check in and rely on themselves so that you can be more aware and more self aware and situationally aware.

[00:11:21] Layton Boyd: About what's going on. PILOT guides them through the process of developing these capabilities by emailing them a simple online survey each week. They literally can do this from any device. It takes less than 10 minutes, phones, tablets in between. You get all of those done there. Employees also get automated reminders to keep them on track along with an email that gives them notes from the survey responses and positively reinforcement re reinforces them to keep being engaged.

[00:11:49] Layton Boyd: Now, this is. Part of what makes PILOT so effective. It actually is a really high adoption because we meet your employees where they already are. They leverage the tools that they already use. [00:12:00] So Zooms, emails, texts, et cetera. And literally, it's a low lift for HR, which is pretty amazing. ultimately a frictionless experience here.

[00:12:08] Layton Boyd: So PILOT's flexibility and intuitiveness is especially crucial for lower and average performers who have the time, but you have to make it easy and engaging to get them to actually participate. As well as those high performers who are actually the least likely to get development because they are so focused on their day to day work.

[00:12:27] Layton Boyd: So let's see how this activity actually can impact someone going through PILOT.

[00:12:35] Layton Boyd: This is Caitlin. Caitlin is an account executive with MetLife, which means she's always on the road all the time. So typically, you would think that this would make it very difficult for her to complete the program, but Caitlin sees it differently. You can see here that PILOT's bite sized format makes it incredibly easy and quick for Caitlin to take time to focus on the personal career growth.

[00:12:57] Layton Boyd: So easy, in fact, that she [00:13:00] actually can easily complete this literally in her car as she arrives to a meeting, whether she's there early or she's there staying late to finish it over, she can do it right on her phone while in the car. We hear from a lot of participants that PILOT actually has helped them to stop the, Hey, I got to run to the next meeting.

[00:13:15] Layton Boyd: Hey, we have to go mentality and actually create more of a habit that forces them to stop. Look in the mirror and think about what it is that they actually want.

[00:13:25] Laura Mastrorocco: That's awesome, Layton. And so effective. You know, I recently had the opportunity to meet an alumni of the PILOT program from Nestle.

[00:13:35] Laura Mastrorocco: And this program member shared with me how she really valued the bite sized pieces of wisdom that she picked up, not only in these weekly emails, but also in the live coaching sessions. And she shared with me that the PILOT program had a positive effect on her, not only in her professional life, but also in her [00:14:00] personal life.

[00:14:00] Laura Mastrorocco: PILOT.

[00:14:02] Layton Boyd: Absolutely. There's plenty of program, plenty of components of our programs that actually make an impact whether you want it to in your regular life or not. It's definitely sharpening the tool with another sharpening tool, so this actually takes us to our next step, which is our Fireside Chat.

[00:14:20] Layton Boyd: It's actually the third point of McKinsey Company. Personalize relationships and avoid transactions. Oftentimes, especially in the bigger organizations, employees feel detached from their executives and don't feel like they get much time to interact with them or learn how they get to get to the point that they are in their career.

[00:14:40] Layton Boyd: This has just been compounded with remote work, which actually makes work more like a gig work. You don't get the water cooler like, hey, how was your day going? Or just being able to pop into someone's office to say, hey, how are you? So this has really been swept into that, which allows us to be able to break down the organization and actually flatten it to where you can talk to [00:15:00] someone who is not normally able to be spoken to.

[00:15:04] Layton Boyd: We create opportunities for program participants to engage and build relationships with these executives so that they, can actually be able to have a conversation and say, Hey, I can do that too. And it allows sensibility there. These are called our executive fireside chats.

[00:15:20] Laura Mastrorocco: Tell us more about how they work.

[00:15:22] Laura Mastrorocco: No problem, no problem. So with these executive fireside chats, we actually completely, again, flattened the organization for that one hour with an executive who joins the members to talk about their lived experience, wisdom and insights. So over the course of the program. We help to identify the multiple executives who will be coming to this from different divisions or different businesses different geographies and different demographics.

[00:15:47] Laura Mastrorocco: Our crew provides white glove support to ensure that the executives are comfortable and prepared for the session. So we take care of all of the planning. We take care of all the facilitation, including [00:16:00] the assessment beforehand to get to know the executive and the topics that are probably be covered, a prep call that always almost seems like media training to help them feel effective in group settings and to familiarize themselves with technology that they may be using.

[00:16:15] Laura Mastrorocco: We send a profile about the person to the group ahead of time so that they know what the session is about and what it will be. And we take care of all the logistics and production for the whole call. So it is again, low lift for HR executives, low lift for DEI executives. This is something where you can kind of plug and play.

[00:16:33] Laura Mastrorocco: There's also a live Q and A during these executive chats, which balances storytelling and best practices with real hard hitting questions and vulnerability, which actually.

[00:16:44] Laura Mastrorocco: These are my favorite part of what PILOT has to offer. If you could just imagine everyone sitting around with a mug of coffee around the fireplace, like with their feet propped up, just having a casual chat.

[00:16:57] Laura Mastrorocco: That's the setting, you know? I was just in a [00:17:00] session yesterday where I was the producer, And the executive who we were featuring was so vulnerable and everyone left the meeting feeling so inspired. It was, it was awesome.

[00:17:13] Layton Boyd: Oh yes. It's always good to feel like you're gaining knowledge and to feel knowledgeable after something so impactful.

[00:17:20] Layton Boyd: One of my weight room coaches used to tell us, if you don't feel like you're about to fall out when you leave the weight room, you didn't do it right. So if you don't feel like you learned anything. Then you didn't do it right, so we're here to teach you and this is why we keep going.

[00:17:32] Layton Boyd: We want you to take things away from here. So number four, McKinsey and Company outline creates sustainable working models. So what does that mean? Well, in McKinsey's great attrition research, they actually found that employees rated three elements of employee experience as most and equally important reasons for recently leaving their jobs.

[00:17:51] Layton Boyd: So one, Not having caring leaders. Two, having sustainable work expectations. Three, a lack of [00:18:00] career and development and advancement potential. At PILOT, we address all three of these things. These elements are literally within our one to one future focus manager feedback. So often, feedback, if it is given, is focused more on performance and throughput, where our one to one future focus manager feedback is actually an opportunity to help your participants grow their relationships with their managers and focus on career aspirations and growth.

[00:18:27] Layton Boyd: We work with employees and the managers to create space for true development. Actually we, I have to say this, we actually have a document that we do use during these particular calls called our ears document. If you would actually like to get the insight to this, the exclusives to that please email me at Layton at PILOT.

[00:18:47] Layton Boyd: coach. I can make sure that you get the ears chat as well as our success measurement primer. That way you guys can have a glimpse and a real visual aid on how we do what we do, but something to help you [00:19:00] guide along that line as well. So continuing on, don't forget to email me if you would like that.

[00:19:07] Layton Boyd: Future Focus Manager Feedback. Let me give you an example of how that looks here. So, future focus manager feedback starts with an activity for the managers. You can actually see here the type of information the manager fills out about the member in the cohort. Something that can be used well beyond the PILOT program and actually something that can be utilized on your day to day to help with development and growth.

[00:19:33] Layton Boyd: SURVEY helps to create a framework one to one meeting between the member and their manager, giving them direction and context of the conversation. This is called our EARS document, so you'll get this if you email, you see how that, yeah, see, we interact. Looking at the interactions there, you can see the different things that are going to be input there.

[00:19:53] Layton Boyd: It is very simple to use. You can do this from a tablet, from a phone, etc. [00:20:00] And not to cut that animation short, we're going to the next one here. Once the manager actually completes the activity, PILOT formats the content so it can be shared with the members to help them prepare for that one to one conversation.

[00:20:14] Layton Boyd: So you'll see here that Gallup has found that employees Who have had development conversations with their managers in the past six months, they usually are more likely three times to, to be more engaged at work and to actually get other people to be engaged at work so much so that we can honestly say that 33%.

[00:20:34] Layton Boyd: of increases in percentage of PILOT participants who say that their managers show a genuine interest in their aspirations. So we noticed that literally 33 percent of increase since going through the PILOT program, they're actually interested. They want to stay. They want to complete it. They want to get other people to join.

[00:20:51] Layton Boyd: Look at this next slide here, where it says. Pilots participate in our complete six month program. They actually take all types of [00:21:00] skills with them. They can use it on their careers. They can use their on the careers moving forward from today on to help them be successful to recognize this accomplishment.

[00:21:10] Layton Boyd: We actually give them. completion certificates and badges that they can share online with their family. We regularly see graduates posting these to their networks on social media. And what you see here is the actual social media posts from program graduates at organizations like Diageo, S& P Global, and Carfax.

[00:21:31] Layton Boyd: Their vibrancy is shown in sharing that they've, what they've learned and achieved with PILOT. And it actually gets us excited to see, because it lets us know that we are doing good. It lets us know that the vibrancy being shared allows other people to actually get changes in their perspective and in their career trajectories.

[00:21:48] Layton Boyd: It even gets their internal champions really excited because imagine, hey, you just helped get a program put into place that help, help drive engagement, help drive focus, help drive retention. That makes you look [00:22:00] good ultimately, and all you had to do was simply plug and play. So with all of this.

[00:22:05] Layton Boyd: Seeing things improve 80 percent more specifically 80 percent of PILOT cohort graduates have shared that they intend to stay with their employer for at least two more years. This is significantly higher than the industry average of only about 60 percent who intend to stay. I think that's some good numbers there.

[00:22:26] Layton Boyd: So let's talk a little bit more about results. You like numbers? I like numbers too. So this is how we measure success. This data is across all of our customers. PILOT's program is leading the industry in a number of areas. Number one, satisfaction. We exceed the industry benchmark of 80 percent by six percentage points.

[00:22:47] Layton Boyd: CSAT surveys are taken after every interaction during the PILOT program and contribute to the overall satisfaction rating. Yes. Product usage. [00:23:00] Because PILOT cohort members are engaged, they exhibit higher product usage than industry benchmark at 78%. Notably, this far exceeds typical L& D online product usage of only 10 to 15%.

[00:23:13] Layton Boyd: Big difference. So competency growth would be the next one. As we talked about earlier, we focused on inward reflection, soliciting feedback, self advocacy, and taking action. We repeatedly observed growth in all four of these areas. Perception. Over 80 percent of cohort members believe that their colleagues would benefit from going through the program and nearly every member has felt valued by their company after being selected to go through the program and participate.

[00:23:44] Layton Boyd: So circling all the way back to our original question, is group coaching the answer to a better employee experience and increased retention? You can tell me now. So this actually brings me to the next point. [00:24:00] Why PILOT? So before I go into why PILOT. I actually want to remind you to email me [email protected].

[00:24:08] Layton Boyd: coach for the measurement primer for the ears chat so that way we can make sure that you get those visual aids to you. Now, why pilot? Glad you asked. A positive employee experience directly affects your company's bottom line. Employees want to be seen and valued through development, feedback, connections, and growth.

[00:24:28] Layton Boyd: PILOT gives professionals the tools that they need to advocate for themselves to be impactful and to be efficient. Not only that, to command their careers. Let's take it a step further, and actually here's some of the things that we hear on a day to day basis. Me personally, when I'm outreaching to different people and some of the common objections that I hear is, Hey, we don't have a budget.

[00:24:52] Layton Boyd: Hey we're not interested in that. Or, Hey, this is something that we might not be able to benefit from. Well, I'm here to tell you, in [00:25:00] all honesty, a lot of companies are going through the end of year budget. So there's all sorts of use it or lose it budgeting funds there. Not only that.

[00:25:09] Layton Boyd: 2024 is literally around the corner. We're going to blink about three times and it'll be 2024, which means that we have to be prepared and actually have a plan in set in motion. Well, guess what? PILOT can help with that. And again, it is low lift. So when we talk and we hear those objections, that's something that we bring up, Hey, A lot of the times we hear that employees don't leave because of the job they leave because of management.

[00:25:33] Layton Boyd: So what better way to drive engagements and to help the leaders to be able to manage and to be able to develop future stars here. If you look at our next slide here This is our team. You see that handsome mug on the far right? That's me with the hat on there. I'm Layton. We have Josh and we have Jeff.

[00:25:52] Layton Boyd: Both of these guys are extremely knowledgeable about what it is that we do here at PILOT. And honestly, they host calls, discovery calls, to just see [00:26:00] if this even would be a fit. A lot of people actually judge the book by its cover. They're like, oh, we have development, we have training, we have this already.

[00:26:07] Layton Boyd: Well, take a second. Talk to one of them and see how actually we could possibly help. We may be able to give you visual aids to help you through whatever it is that you're going through, but we don't know until we have a conversation to see if there's even need for any more conversation. Moving on. So before we close out, I actually would like to ask a couple of questions just to the audience.

[00:26:28] Layton Boyd: What are a couple of things that may have stuck out? What are some things that, that I may be able to clarify for you? I want to actually open this up for Q& A.

[00:26:39] Laura Mastrorocco: Feel free to drop any questions in the chat. We'd love to hear from you. Layton, while we're waiting on those questions to come in, I'm just dropping a link in the chat about an upcoming webinar.

[00:26:51] Laura Mastrorocco: It's on December 5th, it's called Learning Lab Part 3, and this is all about the power of community in learning. [00:27:00] Best practices for building a community of learners into your L& D programs. And this webinar is a must attend for anyone dedicated to maximizing the impact of learner initiatives. That session will be eligible for HRCI and SHRM credits.

[00:27:18] Laura Mastrorocco: Someone had asked me about that. So that link is in the chat for you to register. Yes. And please do share any questions in the chat.

[00:27:33] Layton Boyd: Yeah, please.

[00:27:34] Laura Mastrorocco: The other thing I will drop in the chat for you all in order to connect with Layton, if you're not emailing him, you can also follow him on LinkedIn.

[00:27:45] Laura Mastrorocco: So his LinkedIn address is in the chat there. That's another great way to

[00:27:49] Layton Boyd: connect. Yes, and by any means, please connect with me. These are not just for educational purposes. We want to help you. So when we're saying, Hey, here's a meeting, here's [00:28:00] a call that you can get on to discover if we are even able to help you, it's going to benefit 10, 15, maybe 20 minutes of your time to literally save employees.

[00:28:10] Layton Boyd: I think that's worth it. That's what we're here for, right? So let's talk, let's communicate. Don't be a stranger. Use the chat link there to book the time. Send me an email. I do have an email from Ingrid. Ingrid, thank you so much for following up with me. I will make sure you get those resources. Ingrid has it.

[00:28:29] Layton Boyd: She took advantage of that deal. Where are you guys? Let's see those emails come in. Again, [email protected]. That way you can get the EARS chat and the measure, the measurement success primer.

[00:28:42] Laura Mastrorocco: I also wanted to mention our website is pilot.coach. You might go there to learn more about our product. You can also Explore past webinars there on the resources tab that will take you to past webinars. [00:29:00] And if there are no further questions, then I'd like to thank you all for joining us today to learn how group coaching can help create a better employee experience.

[00:29:13] Laura Mastrorocco: And you can feel free to reach out to Layton and yeah, we'd love to hear from you or see you in a future webinar.

[00:29:23] Layton Boyd: Yes, please do.

[00:29:26] Laura Mastrorocco: Thanks so much. Have a great rest of your day.