Recorded Webinar

Transcript

[00:00:00] Laura Mastrorocco: . Welcome, everyone, to How Group Coaching Creates a Better Employee Experience. I'm delighted to have you all with us here today.

[00:00:11] My name's Laura Mastrorocco and I'm your host and producer of today's session. Before we jump into into the meat and potatoes of our time together, I would like to share with you a little bit of how we will connect, how we'll interact. As many of you have already demonstrated, you have your chat panels open.

[00:00:35] If you've just joined us and haven't opened your chat yet, you'll click that chat icon to the bottom of the screen. And I thank you in advance for the engagement. So the more you put into the chat, the more you're going to get out of today's session. So be sure that your chat is set to go out to everyone, and you can feel free to drop questions in the chat throughout our time together.

[00:00:58] You see here on the screen [00:01:00] we like to share a plus one in the chat to show support or agreement to anything that you hear. So you can feel free to share that. We will be sending out a recording to each of you after today's session, so we are recording this session. Please note, however, that the chat panel is not recorded and will not be sent out, so you can feel free, know that the chat panel is a safe space for your questions.

[00:01:26] Here at PILOT, one of our core values is being vibrant. And so we invite you to be fully present and vibrant to set aside emails, set aside cell phones, and let's make the most of this time together. You can demonstrate that value by sharing a plus one in the chat to show support or agreement or to let me know that you're ready to jump in.

[00:01:49] So let's see some plus ones in the chat. Awesome! I love this group, Jeff. Let's go ahead and allow me to [00:02:00] share a little bit about PILOT with you. So what is PILOT? PILOT is a 100 percent virtual emerging leader development program designed to provide your early to mid career employees with the soft skills they need to lead at any level.

[00:02:20] Each cohort is about 20 to 30 employees, and they benefit from a six month program that includes group coaching, executive fireside chats, self reflection exercises, and guided one on one manager feedback, with a time commitment of only two to three hours per month. And PILOT is built to scale by HR professionals, so we can launch it in as little as two weeks without requiring additional headcount on your team.

[00:02:50] So we're going to dive more deeply into all of that. But before we get started, I'd like to ask you to share in chat. What [00:03:00] are you hoping to gain from today's webinar? Please share that in chat. Make sure your chat's going out to everyone. And we'd love to see this in chat so that we can be sure to meet your needs today.

[00:03:14] As your responses are coming in, allow me to introduce our main speaker for today. It is my pleasure to introduce you to Jeff Wahlberg. Jeff thrives when digging into clients unique challenges and connecting them with PILOT solutions. He brings expertise in talent development, enterprise sales, and go to market strategy that helps him deliver value to PILOT clients.

[00:03:43] He resides in Santa Barbara with his family, and I wanted to share one little known tidbit with you, and that is that Jeff spent a summer living in Alaska in his 20s. I think not too many of us can say that. Welcome [00:04:00] Jeff.

[00:04:00] Jeff Walburg: I love it. And thanks for the fun fact at the bottom there. It makes it sound a little bit like I was living off the grid and maybe I like grew out my beard.

[00:04:08] There definitely was a lot of outdoor time, backpacking and hiking. I was in Anchorage and then Fairbanks and the Kenai Peninsula, but it maybe wasn't as off the grid as it might sound, but it was for sure. A great summer.

[00:04:24] So let's go ahead and jump in to understand the big picture about what is PILOT. . Wanting to understand what is PILOT, how it works.

[00:04:38] What's the difference between this and some other things? Like how does group coaching work? Maybe best practices what's working for other organizations. So for sure want to be able to answer those questions really under this big idea, the big picture of what is PILOT? How do we partner with organizations?

[00:04:55] What could it look like for you? for you at your company. And the way that we're going to do that [00:05:00] is we're going to talk about the four main components. What we talk about as the modes of learning within the PILOT program. And you mentioned them already, Laura, that's group coaching, self reflection, executive firesides, and manager feedback.

[00:05:15] To really understand the big picture of PILOT, you have to go back to where PILOT started and our mission, which we've hinted at already, which is to help everyone feel powerful at work, which centers on the employee experience.

[00:05:27] The title of the webinar today is related to employee experience, and that's really when we craft each component of PILOT, it's meant for maximum impact on employee experience. So what, before we dive into that, you really need to understand what is employee experience? How do we define that?

[00:05:44] And Gallup defines it as the journey an employee takes with your organization, which includes every interaction that happens along the employee life cycle, plus the experiences that involve an employee's role, their workspace, their manager, [00:06:00] and their overall well being. So if that's, a working definition of what employee experience is I do want to touch on why is it important?

[00:06:09] What's, why do we care about employee experience? It's a hot topic. You've probably heard it. You see it on the title of the webinar. It sometimes gets this buzzword, but I really want to talk about the impact of employee experience. And as we move ahead, I'll just talk about a little bit with some data that we share and really the impact.

[00:06:34] of employee experience on organizations. There's a great study or an article that we can, that we've got linked on the next slide from Gallup talking about the impact of turnover and how it relates to employee experience. So voluntary turnover costs just in the U. S. cost organizations 1 trillion, right?

[00:06:56] Which sounds just like an astronomical number but there's some really good [00:07:00] data to back up. Hey, this is the cost and the impact of employees leaving organization voluntarily. And it's tied really closely to an employee's experience. And I'm sure many of you, you're sitting on the webinar. Maybe you have tried to calculate the cost.

[00:07:15] of attrition and turnover at your organization, at your own organization. And a lot of that sometimes is due to hey, you're not prioritizing employee experience or leaders are prioritizing employee experience. And there's a lot on this slide, but you can see this butterfly effect of when you don't prioritize employee experience, it really impacts their engagement at the organization as, and as a result, what you see is this really high impact to employee turnover.

[00:07:42] And if you are one of those who have tried to calculate, all right, like what's the cost of attrition, we actually did a webinar recently where we dove deep into the math of how do you calculate the cost of employees leaving your organization voluntarily? It was a fascinating webinar. happy to provide you [00:08:00] with the link.

[00:08:00] I think Laura already dropped it into the chat. If you want to take a look at that and get some best practices on how do we even calculate the cost of attrition. And then as we think about employee experience or trying to move the needle on employees staying with your organization, just a fascinating webinar on that.

[00:08:19] Yeah. Jeff, Ryan dropped a chat in about a stat that he heard recently is typical turnover cost equates to 1. 5 times the person's salary. and increases as the specialty of the role is more narrowed. And Ryan, thanks for jumping in. It's a terrific stat. And so it becomes, if you take an average of one and a half times an employee's salary and just think about maybe you're saying we've got 5 percent attrition or 15 percent or 25 percent attrition, you could really quickly start to calculate the cost.

[00:08:51] And like Ryan mentioned, as the specialty of the role. increases or maybe the seniority of the role increases that [00:09:00] cost to replace that role can go from a 1. 5 percent to or 1. 5 times, 150 percent to 200 percent or even more. So if we've got an understanding of what employee experience is.

[00:09:14] and why it's important. The next logical question is, all right what then do you do about it? Or what can you do about it? And McKinsey put together a really great study across hundreds of employees trying to understand what can you do to create a human centered employee experience.

[00:09:33] And they laid out four components. That they recommend to create again, that exceptional human-centered employee experience. And those four things are prioritizing social interactions, giving employees room to grow, personalizing relationships, and avoiding transactional relationships or transactions within the business.

[00:09:54] And then fourth, creating sustainable working models and overall job [00:10:00] stability and performing meaningful work recited as some of the most important reasons that employees continue to stay with their organization. So at PILOT we actually address each one of these elements in our employee development program.

[00:10:15] And so I'm going to walk through each of these four recommendations from McKinsey, and then how, and then align how that data driven recommendation aligns with our approach at PILOT. Think of these four components for McKinsey, and then I'm going to walk through each of the four components of PILOT that I mentioned already.

[00:10:32] And that first one is prioritizing social inter, social interactions. And we do this through group coaching, monthly group coaching, done virtually, hosted by PILOT, where we pull together a cohort of 15 to 30 employees who go through the program together just from your company or just from your organization, and you can break up these cohorts based on role, or level departments DEI initiatives, emerging [00:11:00] leaders, maybe it's new managers, whatever it might be, and these employees experience the program together, and then they work together as they grow.

[00:11:09] I'll give you the nuts and bolts. of what the group coaching is. But first, let me just play a sample of a group coaching session where one of our coaches talks about leading with your head, heart, gut, as well as figuring out, establishing workability on the horse, the helicopter, the jet, which comes from our Management, Leadership, and Power session during the PILOT program.

[00:11:32] And as you listen in the chat, if you're familiar with this, drop a note in there. Maybe if you've heard of Head, Heart, and Guts, put in Head. If you've heard of Horse, Helicopter, Jet, put in Horse. If anything else resonates with you, we'd love to hear it in the chat.

[00:11:53] When we think about whole leadership, I want us to be leading constantly with our head, heart and guts. We might have one portion that we lean [00:12:00] into more than anything else, but that's a really important part. When I lead with my head again, think of these as integrated to make up a whole leader. I'm thinking about strategy.

[00:12:10] 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?

[00:12:29] 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?

[00:12:49] 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 [00:13:00] have if I'm in a certain position? And how do I make tough decisions? So that's where we can kind of focus.

[00:13:07] When I think about this slide, we're talking about managing at three levels of thinking and doing. 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.

[00:13:23] So, where are we managing today? Are we managing at the jet, the helicopter or the horse? 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?

[00:13:51] I love that. And we play that extended clip one because Ayanna is fantastic, but two, just to give you a sense of some of the content that we talk about in these [00:14:00] coaching sessions, it's based on extensive research and our experience in the market. PILOT really has created an award winning content program that empowers employees to take ownership of their careers, to be impactful, to work efficiently, to advocate for themselves, to partner with their managers, to partner with their teams, to own their inclusion, and ultimately keep growing.

[00:14:26] These sessions are monthly group sessions held on Zoom with three crew members from PILOT, a coach, a host, and a producer. The coaches are professional certified coaches from a wide range of backgrounds, experiences, demographics, ethnicities, even geographies. So hopefully that gives you just a quick snapshot of how we're prioritizing social interactions through group coaching with PILOT.

[00:14:53] Laura Mastrorocco Jeff, I just wanted to jump in and say that I've been present in so many of the group coaching sessions as a producer or [00:15:00] as a host, and they are so impactful. To see the aha moments going on in our members the participants who are present to see the aha moments and the breakthroughs that they have.

[00:15:12] It's so rewarding for me. I really love the group coaching sessions.

[00:15:18] Jeff WalburgYeah. And Laura, you made me think of, we've hinted at it. When you think about the social interactions, you not only have this professional certified coach in the room to give, key distinctions and, give real world coaching based on the topics that they're covering, but you also have this peer to peer opportunity where, you have the coach in the room.

[00:15:40] Giving a big idea and talking about some of the things you just heard in that video. And then you're going into a breakout room where you've got two or three of your colleagues, and you can talk about some of the things that you're thinking about or engaging with in your current role. And you have that opportunity to rub shoulders.

[00:15:55] maybe with folks that you would not have historically, right? If you've got a [00:16:00] remote crew or you're in different regions or different departments, we're really creating this opportunity for employees to come together and learn and develop together.

[00:16:10] And then the other benefit of the group coaching sessions, it's the same, it's the same, Cohort through all six of the session.

[00:16:18] The other benefit is pilots all about action. So we close each session by saying, what action are you going to take? And we've given lots of ideas throughout the live coaching sessions and then for the whole group to hold each other accountable. That accountability is really powerful as well.

[00:16:38] Yeah. Yeah. Thanks Laura. I'm seeing a quick question in the chat. Troy was asking how many folks are in a coaching session. Typically 20 to 30. You could do as small as 15 or potentially less than that. Once you get larger than 35 or so, it becomes a little bit too big. But we found a really great sweet spot with 20 to 30 [00:17:00] employees in a cohort in that coaching session together.

[00:17:02] And again, it might be everyone together to begin with, and the extroverts love that. And then you're going into a breakout room where it's just two or three of your colleagues talking through some of the key distinctions that the coach just brought into the room.

[00:17:16] All right moving ahead to that second recommendation for McKinsey, giving employees room to grow. The advice was to When you think about creating excellent employee experience, you got to give them the room to grow. And we do that through our self reflection, which are weekly activities.

[00:17:33] We create space for employees to engage with quick bite sized activities and encourage employees to reflect inward on how they. Currently embody or could embody the key elements from that weekly or monthly theme within the program. And then we coach them on how to solicit feedback from their managers and their colleagues, not just, not just a annual feedback cycle that happens once a [00:18:00] year by hr, but saying, oh, well I can ask for feedback whenever I want.

[00:18:05] I could ask for it in real time. We also support them when they need to advocate for themselves or maybe even advocate for their team. And then, like you already mentioned, Laura, at the end of the group coaching sessions, we do this in the reflection activities too, encourage employees to take action on those things that will positively impact their career.

[00:18:25] So let me just show you and give you an example of what these reflection activities look like. We've got just a slide that I'll show you. scrolling through what happens where we guide employees through the process of developing those capabilities that I just mentioned. We email them a quick, about a 10 minute activity or so that they can engage with from their desktop.

[00:18:49] Of course, it's mobile optimized, but it's really about helping employees reflect in Word. And too often employees Maybe want feedback, but [00:19:00] they don't ask for it from themselves or from others. But they're the ones who know the most about themselves, their values, their goals, what they want out of their careers.

[00:19:08] And reflection is about getting them to check in and rely on themselves so that they can become more self-aware and situationally aware and just. From an operational level, employees get automated reminders to keep them on track with these weekly reflection activities. And then whenever you complete them you get an email straight to your inbox.

[00:19:29] Here's what you just did. Here's the questions that you just answered and what your responses were to them. And one of the things that makes PILOT so effective is that it has really high adoption because we meet employees where they're at. And I know that gets said a lot over meeting employees in the flow of work, but we really are using the things that employees already are using.

[00:19:52] Email, text, calendars, Zoom, to make that experience really frictionless. And that flexibility and intuitiveness [00:20:00] is especially crucial when you're thinking about not only maybe low and average performers who probably have the time, but you have to make it super easy for them to engage to get them to participate, but also for really high performers who are statistically the least likely to get development because they're so focused on their day to day work that you all, you have to make it really easy and seamless for them to engage with a reflection activity.

[00:20:28] And just to give you a kind of a real world example of that, we've got a quick testimonial from someone who went through the program. This is Caitlin. She's at NetLife an account executive. So she was in a sales role, which she's often on the road all the time. She's in customer meetings, prospect meetings, where typically you'd think someone like this, it's really difficult for her to complete the program.

[00:20:51] But as you see in this quote, she sees it differently. That the bite sized format made it really easy and quick for Caitlin to [00:21:00] take the time to focus on her own personal career growth so that she could, you're seeing here, she could easily complete a self reflection activity from the car if she.

[00:21:10] arrive to a meeting early. We've got reports like that from, utility companies where someone is out in the field and they're able to engage with these reflection activities from the truck because they can pull it up with their phone and in 10 to 15 minutes they're learning to create this incremental habit of becoming self aware and focusing on their own development.

[00:21:30] And we hear this from PILOT participants a lot where it helps them stop this idea of oh, I just got around to the next meeting. I just got to go to the next thing. This mentality and creates a habit for them to stop, look in the mirror and think about what they really want in their careers.

[00:21:49]Laura Mastrorocco I wanted to share with you that I had an opportunity to meet one of our PILOT alumni from Nestle. And this [00:22:00] woman shared with me how she really valued these bite sized nuggets of wisdom that she picked up in these in the self reflections. And she also shared with me that the PILOT program had a positive effect on her, not only in her professional life, but also in her personal life.

[00:22:21] And I was like, Ooh, that's really powerful.

[00:22:24]Jeff Walburg Yeah. Yeah. I love that, Laura. Thanks for jumping in. I am just, I was scrolling through the chat and I know that you've answered some of the questions, but just I'll call out for those who aren't keeping their eye on the chat that some folks asked about can you have more than one cohort running?

[00:22:41] I'd say, you already responded. Yes, absolutely. And most organizations do. They have a whole range of cohorts running either at the same time or staggered because maybe they're thinking about we want to address different populations or maybe it's all, emerging leaders within your organization, but you want to split it up [00:23:00] by a certain demographics or geographies.

[00:23:02] You say we've got, we've got 150 emerging leaders within the organization. We want to go have them all go through the program at the same time, but you're finding some ways. And we even help you with that, which I'll talk about later help you identify who should be in a cohort. How do you break them up?

[00:23:17] What's most effective given your unique organization? All right. Laura, you were just commenting on some of the powerful components and the impactful components of PILOT. Let me talk about another one that aligns with this third point from McKinsey, which is on personalized relationships and avoid transactions.

[00:23:40] Now too often, especially in large organizations, employees feel detached from executives or senior leaders where they feel like they don't get really any opportunity to interact with them. And they also don't get the opportunity to learn from them and about how they got to that point in their own career.

[00:23:58] And this has just been [00:24:00] compounded by remote work where employees now Don't have that water cooler time or the coffee break or you're jumping into your co workers office to chat and it just becomes all too easy for work to become very trans, transactional, almost like gig work. You show up, in your home office and maybe you're, this can still happen if you are back in the office.

[00:24:20] Maybe you've got hybrid work environments where employees, again, almost like a gig work, they just do their jobs and then they log off and they never have these interactions or these relationships with their coworkers or senior leaders. And so at PILOT, what we've done is create opportunities for program participants to engage and build relationships with executives and senior leaders that they might otherwise never talk to.

[00:24:45] And that really is what the core of why we include Executive Fireside Chats within the PILOT program. So what these are one hour Executive FIRE are bringing in senior [00:25:00] leaders for a vulnerable and relatable but still polished discussion where we're getting to know that senior leader, we're asking them questions, there's open Q& A, but it gives them the opportunity for one hour to flatten the organization.

[00:25:16] And talk about their lived experience, their wisdom, their insights sharing kind of these unwritten rules of work. And then I know, maybe some of you are sitting there thinking I've tried, I've done executive firesides. I've tried to do it. And it, we didn't know who to do it with or it was really hard to make them feel comfortable.

[00:25:39] At Pilot we help you with that, not only helping you to identify who could be the right senior leaders within your organization from different divisions of the business or geographies or demographics or the right fit to be s part of these executive fireside. But we also, our support team comes in.

[00:25:57] And provides white glove support to make [00:26:00] sure that those executives feel really comfortable and prepared for the sessions. We take care of the planning, the facilitation, even beforehand, we do an assessment with that senior leader and then a prep call, like a media training for them. So they feel really comfortable and effective in that.

[00:26:17] virtual group setting. We create a profile of that senior leader and send it out to everyone so they know who's going to be there. And they can even come prepared with questions that they might want to ask. And then again, we've got three members from PILOT, three crew members from PILOT who are there in the room virtually to make sure that all the logistics and the production is handled.

[00:26:37] So it's a really polished environment and those executives just get to show up as vulnerable and relatable.

[00:26:45]Laura Mastrorocco Yeah, Jeff, I had the opportunity just this morning to host a fireside chat with an executive from S& P Global, and it was amazing. It was so amazing. So if you can just imagine grab your coffee cup, put your feet up, and [00:27:00] let's have a chat.

[00:27:01] It's like super casual. super unscripted and the vulnerability shows up. You learn that they're real people, they put on their pants, just like you and me, even though they're, very powerful executives. And I just love them. They're one of my favorite components of PILOT.

[00:27:21] And the other thing is the networking component that happens. There's always, an exchange of information. Executives are getting to know the people who work for the organization and vice versa. They're super powerful. Love them.

[00:27:35] Jeff Walburg Yeah, Laura, and I love what you touched on. You're, we're creating this opportunity for employees.

[00:27:41] And again, this is a pretty small group. Like Ryan was asking in the chat, are they groups, not one on ones? You're right. It's done in, it's still that same cohort. So 15 to 30 employees, but you're there in what feels like an intimate setting. And almost, you could think about it as, like mentorship at scale where we're bringing that senior leader in [00:28:00] to talk about their lived experience and the unwritten rules of work like you would if you were sitting down with a mentor.

[00:28:06] But we facilitate it. So we've got, specific things to talk about and that executive feels really prepared for what's going to happen in the room.

[00:28:16] All right, on to the fourth. component. The fourth recommendation from McKinsey is about creating sustainable working models. And McKinsey did some great research related to, the great attrition the great reshuffle turnover, and they found that employees rated three elements of employee experience as the most important, but also equally important reason for leaving a job.

[00:28:43] And they were one, not having caring leaders. Two, not having or having sustainable work expectations, and three, a lack of career development and advancement potential. And all equally, These are the most important and these are the reasons for recently leaving a [00:29:00] job. And at PILOT, we address all three of these elements through this fourth component, our one on one future focused manager feedback.

[00:29:08] It's a little bit of a mouthful, I know, but those are all intentional. It's one to one. It's with your manager related to feedback, but it's also very future focused because too often feedback when it's given It's done like on a performance cycle, which is appropriate but it's often like this audit of the past All right What did you do in the last six months or the last 12 months?

[00:29:31] And then let's talk about how you did great or didn't do great And too often it leaves out can we talk about the future? Like, how do I get better? What's the next version of me look like? How do I get to the 2. 0 version of myself and what are the steps in my development journey to get there? And so we work with employees and the managers to create space and give them the prompts to have true future focused development conversations.[00:30:00]

[00:30:00] And just to give you an example of how we do that, we start with an activity for the managers. You'll see here as it just scrolls through kind of the type of information that the manager fills out about their employee who's in a cohort going through the program. We do a pre assessment and then a post assessment and this really becomes the foundation, the framework for those one on one conversations that, that managers and employees have and gives them direction and context for the conversations throughout the program on their future development.

[00:30:35] And one of the things that I really love about it is that once a manager completes that activity, we format the content. That can be shared directly with the employee that helps prepare them for that one on one conversation. So it's not like a manager is putting down info that the employee never sees.

[00:30:54] It's something that gets shared with them. And then again, becomes the foundation for future development [00:31:00] conversations. And I think in our next slide, we've got a stat from, or some data from Gallup. talking about employees who have had development conversations with their manager in the past six months about goals and successes are three times more likely to be engaged at work.

[00:31:20] So again, tying this back to where we started thinking about employees, employee experience. staying engaged that with their work and engagement is closely tied to retention that employees who have development conversations with their managers in the last six months are three times more likely to be engaged at work.

[00:31:39] And we're seeing similar impact through PILOT's program because we're doing just that. We've got a stat. On the next slide about talking about a 33 percent increase in the percentage of employees who have gone through PILOT who now say that their manager shows a genuine [00:32:00] interest in their aspirations.

[00:32:02] after they completed the program, which again, just like that data from Gallup before employees who have development conversations with their manager in the last six months, three times more likely. We're seeing after PILOT that there's a significant increase in employees who say, Hey, my manager now cares about what I want to do.

[00:32:22] We're having these development conversations. And just want to highlight here, and we're going to, Laura's going to show a few things. We've walked through these four components of PILOT and I just want to circle back to, what can you expect to see? What can your organization or company expect to see from the PILOT program?

[00:32:45] When PILOT participants complete our six month program, they take with them so many skills that they can use in their career, both today. and this year, but also for years to come. And so to recognize this accomplishment, we give our participants [00:33:00] completion certificates and badges so they can share what they've done.

[00:33:03] And we regularly see graduates posting to their networks on social media like LinkedIn. And what you're seeing here are actual LinkedIn posts from graduates of PILOT's program at organizations like Diageo, and S& P Global, and Carfax. And I just love their vibrancy in sharing what they've learned and achieved with PILOT, which really gets our crew excited to see how the PILOT program continues to change people's perspectives and change their career trajectories, but also gets internal champions at your organization.

[00:33:35] Maybe this is you, maybe this is budget holders, maybe this is your C suite when they see Look at the impact that we're having and that this program is having on employees, on the employee experience, on the specific populations that we've targeted within the organization and really so that every professional within your company can experience the impact [00:34:00] that we're hoping to deliver.

[00:34:01] Through the pilot program.

[00:34:03] Laura Mastrorocco Yeah, I love seeing the certificates on LinkedIn from all of our members. It's they're so powerful. They're such great accomplishments. Jeff, there was a question in the chat from Julie. Thank you, Julie. Can an organization customize the pre and post assessment?

[00:34:19] Jeff Walburg Great question from Julie. So we have some standardized pre and post assessments. What I always say though is, one, they're standardized so that you can get data that you can benchmark within your own organization, what we see across all PILOT participants. But there definitely is opportunity for you to customize and fine tune and to the point where sometimes we see organizations who say, Okay.

[00:34:42] Hey, we're doing engagement surveys or we're doing our own assessments or pulse surveys, time to pilot cohorts, because we want to see data and impact. And we're going to talk here in just a minute about some of the things that we track. and what we measure through PILOT, but for [00:35:00] sure, you have the opportunity to do those on your own, but also see the standardized pre and post assessment that we do with PILOT.

[00:35:07] Let's actually get there. If we want to jump to the next slide, I'll talk quickly about this stat and then get to some of those measurements and those standardized things that we track throughout PILOT. I love this stat, 80 percent of PILOT cohort graduates share that they intend to stay with their employer for at least two more years.

[00:35:24] Again, going back to where we started, employee experience, a program that can impact that. Employees then stay with the organization. This 80 percent is significantly higher than the industry average. Most employees say, or only about 60 percent would say, Hey, I, yeah, I plan to stay with my current organization for the next two years.

[00:35:42] So we're really moving the needle on retention specifically through PILOT's program. And then again, what I just, what I was just talking about was some of the things that we track, some of the results and the impact that we see throughout PILOT. This is just a [00:36:00] snapshot of some of the things that we measure when we think about, all right how do we know if.

[00:36:04] the program was successful. And this is aggregated information across all PILOT customers. And I'll just walk through each of these really briefly. The first in the upper hand, left hand corner is CSAT satisfaction which we track through surveys at every interaction in the PILOT program, 86%. The gold standard for CSAT for similar SAS tools or online programs or coaching programs is 80%.

[00:36:32] So we're already above the gold standard just across all touch points throughout PILOT. But secondly, it's product usage, right? CSAT can be spectacular, but if nobody's using the program you're not getting the impact that you were likely hoping for. And our product usage across all of PILOT is at 70 per 8%.

[00:36:53] And I've talked about some of the things that, that we do throughout the program to make it really frictionless and [00:37:00] easy for employees to engage with the program in an incremental way, not It's not like, Oh, you got to go to a weekend webinar. It's very intensive. It's incremental. It's frictionless.

[00:37:08] We meet employees where they're already at. And the benchmark for other online learning and development tools, engagement, 10 to 15%. So we're far and away the leader. in product usage for PILOT compared to similar or other tools. And then third on the bottom left hand corner, we track core career ownership competencies, some of which we talked about earlier, inward reflection, soliciting feedback, advocating for self and taking action.

[00:37:41] And we consistently and repeatedly see growth in these four areas and we track them across the six month program. And then finally perception. When you think about what do employees really think of the program? 80 percent of cohort members believe that their [00:38:00] colleagues would benefit from going through the program.

[00:38:02] And that just about every member, 90 percent of those who've gone through PILOT said that they felt valued by their company after being selected to go through PILOT's program.

[00:38:13]Laura Mastrorocco Yeah. Jeff, Erica just asked in the chat, do you have a good number of non profit clients?

[00:38:18]Jeff Walburg Erica, that's a great question.

[00:38:20] Yes, we've got non profit clients. We actually, Erica, we've got a case study from one of our long time non profit partners. Would be happy to send that to you. I'm going to give you an email here in just a moment. I'd be happy to send you a case study from one of our non profit customers. But you bring up a good point too, Erica.

[00:38:38] We've partnered with a broad range of organizations and companies from non profits to fortune 100 organizations, range of industries. cutting edge startups to some well known household names. And if, if you go to pilot. coach, you'll see scrolling across there and we've already talked about a few today, like [00:39:00] MetLife and S& P Global, Diageo, household names and brands that you would recognize.

[00:39:04] Let me just pause for a moment. I have one more question in the chat from Troy. After the six month program, what does the next phase of development look like for the quote unquote graduates? Do you offer additional programs or advanced programs? Yeah, great. Troy, great question. Yes, we do have what we call an alumni program.

[00:39:23] But I also to call out that what we're trying to do and what we see with PILOT, and you've seen this with some of the data that we've already mentioned, is that we're creating a habit for employees to feel empowered in their role and to focus on their own development that goes beyond the six months.

[00:39:40] Where yes, they're going through the program, but what they learn through the program doesn't stop when the six months are over. They've learned now to reflect inward, to ask for feedback, to advocate for their own needs, to take action, to have development conversations with their managers. To find senior leaders that they can seek out as [00:40:00] mentors and to take those key distinctions and frameworks, which they've got from the coaching sessions and apply them to their role on a ongoing basis.

[00:40:07] Great question, Troy. Appreciate that. So I just wanna circle back. And talk about, both where we started today and why PILOT, why PILOT is a fit when you're thinking about how can I impact employee experience? How can I impact, retention at my organization? And I'll just say, why PILOT?

[00:40:32] Well, a positive employee experience directly affects your employee's bottom line, right? We've talked about the impact of attrition. Second is that employees want to be seen and valued through development, through feedback, through connections, through growth, that growth that goes back to those recommendations from McKinsey.

[00:40:50] And PILOT gives professionals the tools that they need Both during the program and after to advocate for themselves, to be [00:41:00] impactful, to be efficient, to own their own careers, which ultimately ties back to our mission at PILOT, which is helping everyone feel powerful at work. So before we wrap up today we've got a couple of resources some tied to some of the things that we've talked about, I'll touch on in a minute, some of the things that we want to give to you related specifically to managers, as you think about I love that manager component.

[00:41:25] I saw the chat kind of blow up as we were going through the manager feedback. So we've got a resource we want to share with you as you think about developing managers and having those development conversations. But Laura, I think you've got an upcoming event that you want to highlight before that. I do.

[00:41:41]Laura Mastrorocco So we have several things to share with you first and foremost. I'd like to formally invite you all to our next webinar, which is Thursday, March 28th at 1 PM. Entitled, DEI in the modern era. So I just dropped the link to register in the [00:42:00] chat. You can join pilot CEO Ben Brooks. and Joe Santana, who's chairman in CDO Power Circle and author of The New DEI and ERG Frontier.

[00:42:13] Here you'll learn about evolution, trends, and strategies for business growth encompassing DEI in the modern era. Hope you all can join us

[00:42:22] Jeff Walburg thanks, Laura.

[00:42:23] And I'll just, I'll call out with that webinar next week. It's not centered around PILOT. This is DEI in the modern era.

[00:42:29] It's a thought leadership, come learn key distinctions, what's happening. in DEI across the U. S., across the globe, and some trends and strategies that you can hopefully glean and apply in your own roles. But there, of course, and we've talked about it a few times already, there's definitely application for PILOT's core program to DEI initiatives.

[00:42:51] And if you're curious about that, I'm going to share a couple of emails here. We'd be happy to talk with you about how you can think about [00:43:00] applying PILOT aligned to your DEI programming, not just employee experience.

[00:43:07] Laura Mastrorocco Jeff, one other tidbit about that webinar. It is eligible for one SHRM and HRCI recertification credit if that's something you are tracking.

[00:43:18] So be aware of that. Awesome. And Jeff, on to our next offer.

[00:43:22] Jeff Walburg Yes. Yep. Yep. So I just hinted at this. Just for those who joined today would love to share with you an ebook that we put together. Authored partially by Ben Brooks, who's PILOT's founder and current CEO, on enabling managers to hold more effective performance conversations.

[00:43:40] I sit down with HR, talent, leadership development, DEI leaders, on a daily, a weekly basis, and almost every conversation I hear about Hey, we need our managers to have better conversations about performance and feedback and development with their employees. So we put together an ebook. [00:44:00] We'd love to share it with you.

[00:44:02] All you need to do is reach out to Leighton. His email's there. And Laura, I think you're going to drop in the chat. Leighton at pilot. coach. He's a part of our crew. He'd be happy to get you the link to that ebook. Share it with you. If you're looking for, Hey, like, what are other organizations doing?

[00:44:18] What are some best practices that I can think about applying right now or this year reach out to Leighton. And actually maybe I'll, I'm going to pull an Audible. We'll make it really easy. You can email it directly. You can also just in the chat right now, put in manager. If you type the word manager, capture that in the chat.

[00:44:37] We'll make sure that you get a copy of that ebook on enabling managers. I've seen the chat blow up. We'll make sure that we'll, we're tracking those make it even easier for you to get access to that ebook.

[00:44:53] All right. And if you've got other questions, if you're curious about anything else that you've heard today, let me know. [00:45:00] Here's my contact information. You've got others from Pilots Crew, Courtney and Leighton. We'd be happy to share with you what we're hearing from other organizations, even if you just want to have a chat about.

[00:45:14] like strategies or ideas, ancillary to PILOT, related to PILOT, not related to PILOT, about managers, group coaching, executive firesides self reflection, would be happy to share with you some strategies that we're implementing with some of our clients and customers, but also what we're hearing in the market.

[00:45:37] All right. I think if one last call, if you want the ebook, drop manager in the chat. If not, you've got Layton's email address. You can drop a note directly to him. If you'd like to schedule time with us Laura just dropped a link in the chat. Make it really easy for you to schedule 20 minutes, 30 minutes.

[00:45:54] We'd be happy to take a deeper dive on any of the things that we talked about today throughout PILOT's [00:46:00] program.

[00:46:03] Laura, have I missed anything?

[00:46:06]Laura Mastrorocco I did want to point out our website. You can also go to pilot. coach. There, under the resources tab, are links to former webinars. You're welcome to peruse there. There's a plethora of information to be gained there. And and We're happy to share it.

[00:46:28] Diane, I see your question in the chat regarding the slides. I will be sending out a recording of today's session and so thereby you'll have the slides. And Leighton also dropped his LinkedIn in the chat. You can feel free to click on that. He'd love to connect with you and and carry on.

[00:46:51] Anything else from you, Jeff?

[00:46:54] Jeff Walburg I don't think so. I'll just double down on there's just a ton of great [00:47:00] resources and recent resources. If you go to pilot. coach and click on resources blogs, other webinars that we've done and lots of it. It's very recent. We've been putting out a lot of great content related to what we do with PILOT, not related to what we do with PILOT, what we're seeing in the industry.

[00:47:17] So we would highly encourage, if you're looking for ideas and insights be sure to check out that page on our website.

[00:47:28] All right. So with that, thank you all so much for your participation. Thank you for the great questions in the chat, or Linda, you're so welcome. So glad you could join us. Thank you, Troy. And yeah, perhaps we'll see you next week in our webinar. Otherwise, we'll look for you down the line. Take care, everyone.

[00:47:50] Thanks, y'all. Appreciate you joining.