Tag: human resources

Building a Strong Foundation for Your Business: 6 Essential Values You Should Embrace

In today’s fiercely competitive business landscape, success is often measured by financial metrics, market share and innovation.

These are necessary, for sure, but I’d like to dive into something that carries a little more weight, in my opinion. I’m talking about values.

What are your company’s values? Values often determine businesses’ long-term sustainability and impact beyond these tangible markers. And they’re often not recognized or included in growing an organization. Customers and the community often look to these when purchasing your product or hiring for services. Every founder, business or organization has a different set of values. I’d like to share the ones we set up at TACT, why they’re important to me, and why we made them our cornerstone.

I’d encourage you to do the same.

READ: Essential Tips for Starting a Business — How to Ensure Longevity and Sustained Growth

The values we use at TACT include inclusion, discipline, integrity, respect, grace and empowerment, which serve as the foundation of our business. They not only shape our culture but also drive our decisions, relationships and overall trajectory. We use them in our evaluation of staff, core for setting up partnerships and cornerstone for growth and development.

1. Inclusion

Inclusion is not merely a buzzword; it is a fundamental principle that fosters diversity, equity and belonging within an organization.

When businesses prioritize inclusion, they create environments where individuals from all backgrounds feel welcomed, respected and valued. This diversity of perspectives, experiences and ideas fosters innovation, creativity and problem-solving. Inclusive businesses are also better equipped to understand and cater to the needs of diverse customer bases, leading to enhanced customer satisfaction and loyalty.

Moreover, inclusive workplaces cultivate a sense of unity and camaraderie among employees, leading to higher morale, productivity and retention rates.

2. Discipline

Discipline serves as the backbone of operational excellence and organizational effectiveness.

Businesses that prioritize discipline adhere to rigorous standards, processes and timelines, ensuring consistency and reliability in their operations. Discipline instills a culture of accountability and responsibility, where individuals take ownership of their tasks and strive for continuous improvement. Moreover, disciplined businesses are better equipped to navigate challenges and seize opportunities in a rapidly evolving marketplace.

By fostering a culture of discipline, businesses lay the groundwork for sustained growth, efficiency and resilience.

3. Integrity

Integrity is the cornerstone of trust and credibility in business.

It entails conducting operations with honesty, transparency, and ethical behavior, even when faced with difficult decisions or temptations. Businesses built on a foundation of integrity earn the trust and loyalty of customers, employees and stakeholders. Moreover, integrity safeguards reputation and mitigates risks, enhancing resilience in the face of crises or controversies.

By prioritizing integrity, businesses not only uphold ethical standards but also differentiate themselves in a crowded marketplace, attracting discerning customers and investors who value authenticity and integrity.

READ: Don’t be an “Average” Company — The Power of Prioritizing Team Happiness

4. Respect

Respect forms the basis of healthy and harmonious relationships within and beyond the organization.

When businesses prioritize respect, they create environments where individuals feel valued, heard and empowered to contribute their best. Respectful workplaces foster collaboration, communication and teamwork, leading to higher levels of engagement and productivity. Moreover, respect extends to interactions with customers, suppliers and the broader community, fostering goodwill and loyalty.

By prioritizing respect, businesses cultivate a positive reputation and brand image, enhancing their competitiveness and long-term success.

5. Grace

Grace encompasses empathy, compassion and humility in business interactions.

It involves extending kindness, understanding and support to others, even in challenging circumstances. Graceful leadership fosters a culture of psychological safety, where individuals feel comfortable taking risks, sharing ideas and learning from mistakes. In times of adversity or conflict, grace enables businesses to navigate challenges with resilience, empathy and integrity.

Moreover, grace fosters a sense of belonging and camaraderie among employees, leading to higher levels of trust, loyalty and collaboration.

6. Empowerment

Empowerment involves equipping individuals with the tools, resources and autonomy to unleash their full potential.

When businesses prioritize empowerment, they create cultures of trust, innovation and accountability. Empowered employees are more engaged, motivated and committed to driving organizational success. Moreover, empowerment fosters a culture of continuous learning and growth, where individuals are encouraged to take initiative, develop new skills and pursue their passions.

By prioritizing empowerment, businesses cultivate a pipeline of future leaders and innovators, ensuring continuity and sustainability in a rapidly changing world.

The bottom line

Ask yourself, do your clients know them? Can they see your team live them?

Values are the guiding principles that shape the culture, behavior, and trajectory of businesses. For us, when values such as inclusion, discipline, integrity, respect, grace and empowerment serve as the cornerstone of business, they not only foster a positive work environment but also drive innovation, resilience and long-term success.

As your business navigates the complexities of the modern world, upholding these values becomes essential for fostering growth, sustainability and positive impact. By embracing values-driven leadership, businesses can create a better future for themselves, their employees, and society as a whole.

Can Colorado Avoid the Rising Male Unemployment Rates Across the US?

Even as women enter the workforce at rates never before seen in our country, a disturbing trend is arising among men between the ages of 25-54.

A new Common Sense Institute study finds these men, in their prime working-age years, are leaving the workforce. 

How many men? Today, across the US, roughly seven million men are not in the labor force, or NILF, as the US Department of Labor refers to them. This does not apply to men who are employed part-time. In fact, one only needs to work an hour in the period being recorded to be counted as employed.

These men are neither working nor looking for work. One of the reasons the unemployment rate across the country appears to be so low is because for every man looking for work, two-to-three men are NILFs.

READ: Colorado’s Labor Market Paradox —  Plentiful Jobs, Mismatched Talent

This trend for men is not a matter of being in transition or working to take care of households while their spouses go to work. When time-use studies are done to document how these men spend their non-working time, they spend much more time than working men or women in general on socializing, relaxing and leisure. This includes an alarming amount of video game playing. 

Married men and men with kids are more likely to be working. Married black men work at a higher rate than single white men. Men with higher education levels are also more likely to be working. Men’s retreat from the workforce has also occurred with a retreat from civil society. NILF men are likely to be unmarried and not in clubs, involved in church or otherwise engaged in their communities. 

This is also not a blip. Prime-age working male labor force participation rate (LFPR) has been trending down since the 1960’s and continues post-pandemic. In 1969 the LFPR of prime working age men was 96.1%. Since Title IX was enacted in 1972, women have consistently increased their labor force participation rate, reaching a post-pandemic high of 77.8%, while men’s has dropped to a current national level of 89.7%. 

Women are advancing their educations at a higher rate than men as well. In 1970, just 12% of young women had attained bachelor’s degrees, compared to 20% of men. By 2020 4 % of women had a bachelor’s degree, compared to 32 % of men. Since better-educated men are more likely to be in the workforce, this national trend is concerning. 

But what about Colorado? The state’s male LFPR is higher than the national LFPR at 92.5%. Note that Colorado also has the second-highest percentage of college-educated citizens. While encouraging, now is the time to sound the alarm in Colorado. Despite an overall better LFPR for prime-age working men in Colorado, the rate has dropped four percentage points since 1977 while Colorado’s female LFPR has risen 20 points to 83%.

READ: Guest Column — Closing the Racial Wealth Gap With Education and Financial Planning

At a time of low unemployment and a plethora of available jobs, the bigger question is why are men leaving the workforce at all? To start, for men with only a high school diploma, inflation-adjusted real wages have dropped since the 1970’s. It’s estimated that this factor alone accounts for 44% of the growth in labor force exit. 

Social factors contribute as well. As society has shifted and more men are born to single mothers, their likelihood of being nonworkers has grown. When single mothers are less educated, or have low household incomes, the boys growing up in these households are more likely to be nonworkers as adults. 

Perhaps most alarmingly, because work is not only a source of income, but also dignity, belonging and self-respect, the loss of work and the possibilities work creates lead to disconnection, hopelessness and negative emotions that cause both physical and psychological pain. The US male life expectancy has dropped and the rate of deaths of despair are increasing. Men in Colorado accounted for 77% of suicide deaths from 2010 to 2020 and 62% of suicide deaths. Colorado has the sixth highest suicide rate in the US.

READ: Transform Your Mental Health in the Workplace — Strategies for a Healthier, Happier Experience

In terms of economic empowerment, it is a great time to be a woman in our country. But men not working is a problem, not just for our economy, but for our society. 

What if women’s gains since 1972’s Title IX law have occurred to the detriment of men? How might we recover these losses and build up all people moving forward?

In November 2021, the Global Initiative for Boys & Men published a report on the need for a Colorado Commission on the Status of Boys & Men. This report identified six areas where boys and men have been disproportionately impacted, including physical and mental health, education, careers and financial health, family and relationships, criminal justice and court systems, and male narrative in the public discourse. In each of these key areas, the trends for boys and men are concerning, but it is not too late. Now is the time for a state commission to be created to keep Colorado boys and men from falling farther behind.

 

Tamra Ryan is the CSI Coors Economic Mobility Fellow and CEO of the Women’s Bean Project.

The Remote Work Burnout is Real: Here’s What You Need to Know

In the wake of the pandemic, remote work swiftly became the norm for countless businesses worldwide. Over a third of employees now work, at least partially, remotely. The shift is heralded for its safety, convenience and liberation from the dread of an employee’s daily commute. However, it also bears a downside that looms large: burnout.

The boundaries between professional and personal life blur easier in a remote work situation, leaving many grappling with a constant work-life merging. The tools that enhance connectivity often become instruments of perpetual availability, intensifying the pressure to perform constantly.

A staggering 86% of employees who work from home full-time experience this phenomenon. The absence of physical detachment from the workspace can erode the much-needed respite, leading to a palpable sense of burnout.

Discover the nuances of this remote work phenomenon, focusing on its impact on mental health and productivity and the strategies to mitigate this looming threat. If you’re a business seeking to improve employees’ work ethic or an employee who’s struggling with the daily digital grind, read on to learn more about the issue.

READ: Overcoming Career Burnout — 3 Strategies for Leadership Longevity

Why does remote work exacerbate burnout?

Remote work blurs work-life boundaries, increases screen time and your constant “availability” that digital tools amplify. The lack of physical separation from the workspace leads to prolonged working hours, difficulty disconnecting and heightened pressure to always be accessible, fostering an unceasing work culture.

The absence of a clear distinction between professional and personal spaces renders remote workers susceptible to a relentless work-life blend. The digital environment also becomes a vortex where the delineation between clocking out and leisure dissipates.

From meetings to communication and general work, additional screen time converges on the same device, leading to cognitive overload and a perpetual state of “being online.” This exacerbates the pressure to perform and devastating any time for much-needed respite.

The setup drives these compounded factors, contributing to an environment where the risk of burnout intensifies.

READ: Adapting to the New Norm — Post-Pandemic Work Culture and the Future of Remote Work

How to mitigate remote work burnout

Amidst the rising concern of remote work-induced burnout, employers and employees alike hold the key to fostering a healthier work environment in this digital setup.

There’s a collective responsibility for well-being in a remote work landscape. Cooperation between management and employees is necessary to achieve and maintain the benefits of remote work without sacrificing health and productivity.

For employers

Here’s how you can support your employees past their remote onboarding to maximize their efficacy without sacrificing their well-being.

1. Respect boundaries: Encourage a culture that respects off-hours. Refrain from sending non-urgent emails or messages outside of agreed-upon work hours.

2. Set clear expectations: Define work hours and communication protocols explicitly to prevent the assumption of constant availability. Also, compensate for any overtime or extra work your employee renders.

3. Promote breaks and time-off: Encourage regular breaks and vacations to allow employees to recharge until they’re ready to handle further tasks.

4. Provide support: Offer resources such as mental health services or counseling to support your employees and maintain their health. A support system can do wonders for your employees’ health and morale.

READ: Managing a Remote Work Team with Communication and Ease

For employees

Your participation bolsters the collaborative effort to make work-life balance possible. Here are steps you can take to mitigate the risk of burnout.

1. Define work boundaries: Set clear boundaries between work and personal time, adhering to designated work hours to avoid overworking. However, don’t take advantage of boundary-setting to get away with underworking.

2. Create a dedicated workspace: Establish a separate area for work, if possible, to set a clear divide between professional and personal spaces. Remove distractors in the working environment and remove work-related items in your leisure spaces.

3. Take regular breaks: Incorporate short breaks or step away from screens for a while to let your eyes and mental state rejuvenate throughout the day. If you can, leave your phone behind so you can completely disconnect and recover quickly.

4. Communicate needs: Openly communicate with your employers about workload or stress levels to avoid potential burnout triggers. An open dialogue informs you of what to expect and what your employers can expect from you, tempering both parties’ expectations.

Out with Burnout

Remote work has undoubtedly changed the way many businesses operate. From cost-cutting to added family time, a setup like this allows for better flexibility with one’s time.

However, despite these benefits, it also comes with many drawbacks as employers and employees like Laike need help to find balance in handling each other’s newfound freedom.

Burnout’s detrimental effects ripple widely, fostering increased employee turnover and diminishing quality of life and work outputs. Mitigating burnout demands a collective commitment from employers and employees alike to nurture a culture that prevents its grip rather than perpetuates it.

 

Valerie Chua headshotValerie Chua is a Content Specialist at Manila Recruitment, a company providing headhunting solutions for recruiting executive, expert, technical, and specialist positions in the Philippines.

How to Embrace Socially Conscious Business Models (and Increase Your Profit Margin)

In recent years, there has been a growing emphasis on the importance of social and environmental impact in business practices. Companies are increasingly recognizing the need to balance profit-making with positive contributions to society. This emerging trend, known as socially conscious business models, is reshaping the way organizations operate and interact with their stakeholders.

READ: Don’t be an “Average” Company — The Power of Prioritizing Team Happiness

Understanding socially conscious business models

Socially conscious business models are fundamentally different from traditional profit-centric approaches. They prioritize the well-being and welfare of both people and the planet. This means that businesses aim to create value not only for shareholders but also for the broader community and the environment.

One way that socially conscious businesses prioritize the well-being of people is by adopting fair labor practices. They ensure that their employees are paid a living wage, have access to benefits and are treated with dignity and respect. This not only improves the quality of life for employees but also contributes to a more equitable society.

In addition to caring for people, socially conscious businesses also prioritize the health of the planet. They take proactive steps to minimize their environmental footprint by implementing sustainable practices. This can include reducing waste, conserving energy and sourcing materials from eco-friendly suppliers.

Defining socially conscious business

At its core, a socially conscious business is one that intentionally integrates social and environmental considerations into its operations and decision-making. Rather than viewing these factors as secondary or optional, these businesses recognize their inherent value and prioritize them alongside financial performance.

By aligning their values with their business strategies, socially conscious businesses create a sense of purpose that goes beyond profit. They strive to make a meaningful impact on the world and inspire others to do the same.

READ: 4 Strategies for Corporate Social Responsibility in the Workplace

The importance of balancing profit and impact

While making a profit is essential for any business, it is equally important to consider the social and environmental consequences of those profits. By balancing profit and impact, socially conscious businesses strive to create sustainable value in the long run. This approach helps to build trust and loyalty among stakeholders, fosters positive brand image, and increases employee engagement.

When businesses prioritize social and environmental impact alongside financial performance, they create a virtuous cycle of success. By investing in their communities and the planet, they contribute to a healthier and more prosperous society. This, in turn, can lead to increased customer loyalty and support, as consumers increasingly seek out businesses that align with their values.

Furthermore, socially conscious businesses often attract and retain top talent who are motivated by more than just a paycheck. Employees are more likely to be engaged and committed when they believe in the company’s mission and see the positive impact it has on the world.

Key components of socially conscious business models

Successful socially conscious business models incorporate several key components to ensure that they are effective in both creating social impact and being financially sustainable.

Socially conscious businesses go beyond traditional profit-driven models by prioritizing the well-being of society and the environment. They strive to make a positive difference while still maintaining a strong financial foundation. Let’s explore some of the key components that make these business models successful.

Meeting the needs of vulnerable populations

In the realm of socially conscious business models, there’s a profound emphasis on addressing the needs of vulnerable populations. As society becomes more attuned to the challenges faced by individuals with cognitive impairments, socially conscious businesses are stepping up to create positive changes in this area. Dementia, which affects millions of people worldwide, causing memory loss, cognitive decline, and other debilitating symptoms, is one area where these businesses are making a meaningful impact.

One way these businesses do this is by developing and promoting specialized product and games designed to engage, stimulate and provide comfort to individuals living with dementia. This can include sensory-stimulating products, reminiscence therapy tools and personalized care solutions adapted to different dementia stages.

This approach to socially conscious business models, which focuses on the well-being of people and particularly vulnerable populations, is exemplified by such endeavors. Businesses that cater to the unique needs of those living with cognitive impairments contribute to the well-being and quality of life for individuals with dementia, as well as provide support for caregivers and families who are affected by the condition.

Incorporating sustainability in business strategy

Integration of sustainability principles into the core business strategy is essential for socially conscious businesses. This goes beyond simply implementing environmentally friendly practices. It involves a holistic approach to minimize the negative impact on the environment and promote positive change.

By adopting sustainable practices, businesses can reduce waste, lower their carbon footprints and promote the use of renewable energy sources. They can explore innovative ways to conserve resources, implement recycling programs and support eco-friendly suppliers. These efforts not only benefit the environment but also contribute to long-term cost savings and operational efficiency.

Moreover, socially conscious businesses can leverage sustainability as a unique selling point, attracting environmentally conscious consumers who prioritize businesses that align with their values. This can lead to increased customer loyalty and market differentiation.

READ: Why Colorado Needs Sustainable Power Solutions for Modern Aviation

The bottom line

Overall, socially conscious business models represent a paradigm shift in the way organizations approach profitability and societal impact. By balancing profit and impact, these businesses can create long-term value that extends beyond traditional bottom lines. As the world becomes increasingly aware of the need for sustainable and ethical business practices, the importance of socially conscious business models will continue to grow.

 

Mary Anne Roberto is the co-founder of Always Home Connected and a dedicated CNA and PAC Certified Independent Consultant, specializing in dementia care. One of her goals is to create awareness about those experiencing cognitive changes and to provide caregivers with resources and tools that are necessary to help alleviate some of the challenges caregivers face on a day-to-day basis.

AI vs. Traditional: Which is the Best Approach in Recruitment

Recruiting challenges change constantly, which means you need creativity to stay ahead of the curve and ensure efficient hiring. However, traditional methods, while tried and tested, can struggle to keep pace with the dynamic hiring needs of today’s world. Enter AI recruiting.

From sourcing to candidate assessment, this promising method brings various tools and technologies that help streamline recruitment processes. It can sift through vast volumes of data in real-time, expediting top talent searches and fine-tuning selections based on your parameters.

As such, it isn’t surprising that 45% of companies utilized AI recruitment tools in 2023.

READ: How to Welcome AI in Your Recruiting Process

As businesses shift to AI, the debate between modern and traditional methods intensifies. Each approach boasts its strengths, but they share the same goal: securing the best talent swiftly and effectively.

AI vs. traditional recruitment

The battle between these two methods revolves around efficacy, personal touch and adaptability. AI, with its data-driven precision, battles against the human-centric approach of traditional methods. Here are the strengths and weaknesses, and how they fare in critical recruitment domains.

Speed and efficiency

AI recruiting tools can swiftly scan through resumes, identify patterns and shortlist candidates in a fraction of the time it takes traditional methods. Automated processes expedite initial screenings, accelerating the overall hiring timeline significantly.

Conversely, traditional methods rely on human judgment, often prolonging the process due to manual candidate evaluation and decision-making.

Candidate experience

Traditional methods tend to excel in providing a more personalized candidate experience. Human interactions, through customized communication and tailored processes, contribute to a more engaging and empathetic candidate journey, which is essential for businesses trying to appeal to top talent.

However, AI’s advancements in natural language processing (NLP) and chatbots attempt to bridge this gap, offering instantaneous responses and personalized interactions at scale. Though these AI tools are not quite at the level of consistently passing as humans, developers are constantly improving their function, which may only be a matter of time.

READ: Unlocking the Power of Conversational AI — 6 Game-Changing Applications for Your Business

Bias mitigation

Hypothetically, AI promises to minimize bias in recruitment decisions by basing assessments on data rather than subjective human judgment. However, biases can seep into AI algorithms through training data or flawed equations, leading to unintended discriminatory outcomes. After all, humans tend to influence their creations, often without intent.

Traditional methods, though prone to inherent biases, often have human intervention that can mitigate them to an extent.

Adaptability and flexibility

AI evolves rapidly, constantly learning and adapting based on data patterns and user interactions. This adaptability continuously refines and optimizes processes. Contrastingly, traditional methods may need help to swiftly adapt to changing trends, technology or sudden shifts in the job market.

AI can be particularly helpful when onboarding remote hires since AI-analyzed data can help depict special skills you otherwise wouldn’t have because of the lack of face-to-face interaction — integral when observing an applicant’s soft skills and personal qualities.

READ: AI in the Workplace — A Roadmap For HR Professionals

Cost considerations

Investing in new technologies and tools will almost certainly come with a steep initial price tag. For smaller businesses, it can even be prohibitively expensive. However, in the long run, efficiency gains and reduced time-to-hire can outweigh the initial costs.

Conversely, traditional methods may be more cost-effective upfront, but hidden costs associated with prolonged vacancies, higher turnover rates and increased labor requirements might overshadow these apparent savings.

The Hybrid Model

In reality, the ideal approach is most likely somewhere between these two approaches — a symbiosis that capitalizes on the strengths of both AI and traditional recruitment. Hybrid models are most likely to become greater than the sum of their parts.

AI’s speed and precision near-instantly parses applications based on your minimum requirements and sort those that pass for human intervention.

Your hiring professionals can then add the human touch to make candidates more engaged and your company more relatable to prospects. A person can also make the final decision of hiring based on AI data and the subjective qualities that machines can sometimes struggle to detect.

This last step is for candidates who may appear perfect on paper but may have some less concrete qualities that your company finds undesirable.

Finding the middle ground

Adapting AI in recruitment may seem like a long shot, but it isn’t without basis. Because of the continuous innovations in AI technology, businesses are seeing how they can use it in a plethora of business processes, including recruitment. With proper application, a hybrid model can result in an evolutionary leap in recruitment strategies, benefiting candidates and recruiters alike.

Instead of viewing AI as a replacement for traditional hiring practices, companies should see AI for what it is — a revolutionary tool that offers unprecedented efficiency that thrives in collaboration with human judgment and empathy.

 

Ken Crowell HeadshotKen Crowell is the Founder and CEO of EmployTest. EmployTest has helped more than 7000 corporate and government customers of all sizes in every US state and Canadian province, as well as more than 17 countries across six continents. EmployTest administers more than 60,000 tests to job applicants every year.

Empowering Neurodiversity: The Competitive Edge in Workplace Loyalty and Reliability

Loyal. On task. Reliable. HR and Business owners — Do you want those qualities in employees? In the realm of employment, the conversation around diversity has expanded to encompass the spectrum of neurological differences. Neurodiversity embraces differences in brain function and behavior as a natural manifestation of humanity’s variety rather than viewing them as wrong or problematic. Neurodiversity, including autism, ADHD, dyslexia and more, is increasingly being hailed not just as an aspect of workplace inclusivity but as a strategic advantage in fostering loyalty, optimizing task time and enhancing overall reliability among employees.

READ: 5 Benefits of Hiring Neurodiverse Talent

At its core, neurodiversity represents a paradigm shift, challenging traditional perceptions of neurological differences as mere deficits. Instead, it reframes these variances as natural variations within the human brain, each with its unique strengths and capabilities that can profoundly benefit businesses.

One of the standout advantages neurodiverse individuals bring to the table is their remarkable loyalty to their work and employers. Research has shown that employees who feel genuinely valued and accommodated for their unique abilities tend to display higher levels of loyalty to their organizations. Neurodiverse individuals, when provided with an inclusive and supportive work environment, often reciprocate with immense dedication and loyalty.

Accommodations that support neurodiversity, such as flexible work schedules, quiet spaces or alternative communication methods, not only cater to the specific needs of neurodiverse individuals but also foster an atmosphere of inclusivity that encourages loyalty and commitment.

Moreover, the unique cognitive styles prevalent among neurodiverse individuals contribute significantly to optimizing task time within the workplace. For instance, individuals with ADHD might possess hyper-focus, allowing them to delve deeply into tasks they find engaging, resulting in exceptional productivity during those periods of intense concentration. Conversely, individuals on the autism spectrum often exhibit an eye for detail and pattern recognition, which can be invaluable in tasks requiring meticulous attention.

Harnessing these diverse cognitive approaches and providing opportunities for individuals to excel in tasks aligned with their strengths can increase team efficiency and innovation. By recognizing and leveraging these distinct cognitive styles, businesses can effectively capitalize on the collective strengths of their neurodiverse workforce, leading to more effective and time-efficient task completion.

READ: 7 Reasons to Embrace Neurodiversity in the Workplace

Additionally, the reliability of neurodiverse employees can be a substantial asset to organizations. Contrary to misconceptions about consistency and reliability, neurodiverse individuals can demonstrate remarkable reliability when provided with environments that accommodate their unique needs. Once established within a supportive framework, they often show a strong dedication to routines and tasks, contributing to consistent and dependable work output.

Employers who invest in understanding and accommodating the needs of neurodiverse employees often witness a significant improvement in overall reliability. Clear communication channels, structured routines and well-defined expectations create an environment where neurodiverse individuals thrive, leading to enhanced reliability and consistency in their work performance.

Moreover, the presence of neurodiverse individuals in the workforce promotes a culture of acceptance, diversity and innovation. When employees witness an inclusive environment that celebrates differences and encourages the leveraging of diverse strengths, it fosters a sense of belonging and camaraderie among team members. This inclusive culture not only attracts top talent but also cultivates a workplace where individuals of all neurotypes feel empowered to contribute their unique perspectives, leading to more creative problem-solving and innovative ideas.

The integration of neurodiversity in the workplace presents an opportunity for businesses to tap into a pool of unique talents and strengths. By acknowledging and accommodating diverse cognitive styles, organizations can unlock the competitive advantages of heightened loyalty, optimized task time and enhanced reliability among their workforce. Embracing neurodiversity isn’t just a matter of inclusivity; it’s a strategic move that fosters a dynamic and innovative workplace culture, ultimately propelling businesses toward greater success and sustainability in the modern landscape of employment.

 

CombsdannyDanny Combs is a leading voice in creating equitable futures for neurodistinct individuals in business. Mr. Combs is the founder of TACT (Teaching the Autism Community Trades), the state of Colorado’s leading transition to employment and training organization, and the co-founder of the Colorado Neurodiversity Chamber of Commerce, the first neurodiverse chamber in the country. Danny has brought together almost 100 businesses to build better opportunities, pay, and career advancement for neurodistintic individuals. His organizations have raised over $5 million in funding to create scholarships to serve all socioeconomic classes.

The Importance of Embracing Experiential Learning in Modern Business

The ability to adapt and evolve has become crucial for helping organizations stay strong and relevant. Traditional models of business management are being challenged by a world where change is the only constant. This dynamic environment requires more than theoretical knowledge; it calls for a practical, hands-on approach to learning. This is where experiential learning comes into play, emerging as an indispensable tool in modern business practices.

READ: Essential Tips for Starting a Business — How to Ensure Longevity and Sustained Growth

Understanding experiential learning

Experiential learning is a stark departure from conventional educational models. It’s a method where learning occurs through doing. Instead of acquiring knowledge through passive means like reading or listening, experiential learning involves active participation in real-world scenarios. In the context of business, this means moving beyond classroom-style seminars and workshops to interactive, practical and engaging learning experiences.

The relevance of experiential learning in today’s fast-paced business world is profound. It fosters deeper comprehension of work processes, nurtures creative problem-solving abilities and develops critical thinking skills essential for navigating the complexities of contemporary business.

The role of experiential learning in business evolution

Adopting experiential learning is more than just following a trend; it’s a strategic necessity for businesses aiming to stay competitive in a rapidly changing market. Experiential learning fosters a culture of agility and innovation within an organization. Employees learn to quickly adapt to new situations, think on their feet and approach challenges from fresh perspectives. This kind of learning environment is exceptionally beneficial for businesses facing technological disruptions or shifts in market dynamics.

For example, in the tech industry, companies often use hackathons to encourage innovation and rapid problem-solving among their teams. In the retail sector, businesses might implement role-playing exercises to enhance customer service skills. These real-world applications of experiential learning not only make the learning process more effective but also contribute directly to a business’s adaptability and growth.

READ: Navigating the Future — Insights and Advice from Colorado’s CEO Roundtable

Enhancing student experience through experiential learning

Experiential learning is not only transformative in the business world but also in educational settings, especially in enhancing the international student experience. Experiential learning has its application to global education strategies, particularly in addressing how to improve the international student experience.

Universities and colleges are increasingly incorporating experiential learning into their curriculums to provide a more engaging and immersive learning experience for their diverse student bodies. This approach is particularly beneficial for international students, helping them bridge the gap between theoretical knowledge and practical application. It also aids in familiarizing them with different cultural and business environments, enriching their educational journey and preparing them for global business challenges.

Integrating experiential learning into business strategies

Successfully integrating experiential learning into a business strategy requires a fundamental shift in mindset. It’s about creating real-world learning opportunities for employees. This could take the form of internships, project-based learning or simulations that mirror real-world business challenges.

Technological advancements, especially in virtual reality (VR) and augmented reality (AR), have significantly enhanced the possibilities for experiential learning. These technologies create immersive learning environments where employees can practice and refine their skills in a simulated, risk-free setting.

Building an experiential learning culture also involves cultivating an environment where trial and error are not just accepted but encouraged. Such an approach helps employees to learn from their mistakes, develop resilience and become innovative problem solvers.

READ: How the Metaverse is Revolutionizing Industries — From Sci-Fi Fantasy to Digital Reality

Overcoming challenges in implementing experiential learning

Despite its numerous benefits, integrating experiential learning into business operations can be challenging. One significant barrier is the investment of time and resources. Developing and implementing comprehensive experiential learning programs requires careful planning, commitment and resources, with a focus on long-term benefits.

Resistance to change can also pose a significant challenge. Employees and managers accustomed to traditional learning methods might be skeptical about adopting a new approach. To overcome this, clear and effective communication about the benefits of experiential learning is essential. Involving employees in the development and implementation of these programs can also help in mitigating resistance.

The bottom line

Experiential learning in modern business is more than just a learning method; it’s a transformative journey toward creating a dynamic, innovative and adaptable workforce. By embracing this approach, businesses are not merely training their employees; they are nurturing future leaders equipped to navigate the complexities of a constantly evolving business landscape.

As we move forward in this era of rapid change and innovation, experiential learning stands out as a vital tool, guiding businesses toward sustainable growth, adaptability and success. This proactive approach to learning and development is not just beneficial for the present; it’s an investment in the future, ensuring that businesses remain resilient and agile in the face of ever-changing market demands and global challenges.

 

Stefan Cvetkovic HeadshotStefan Cvetkovic is a seasoned content creator, link-building specialist and team lead, and a young startup leaders who is always on top of all innovations in the world of technology, marketing, and SaaS. Used to wearing many hats, his experience extends to both technical and people roles – from creating growth marketing strategies to project management.

How to Welcome AI in Your Recruiting Process

We’ve all experienced the endless circles of frustration and stress that have become the norm as we try to resolve day-to-day issues with the help of a bot. AI has arrived, and it’s everywhere, including in recruitment. However, AI is a tool, not the toolbox. It cannot replace humanity.

READ: AI in the Workplace — A Roadmap For HR Professionals

AI streamlines the hiring process for employers and candidates alike. Among other benefits, it helps candidates optimize their resumes and other documentation and saves them from hours of repetitively filling out applications — which often end up in black holes with no hope of a response. 

By automating tedious manual tasks and much of the pre-selection process, AI boosts recruiters’ productivity and efficiency, decreases time to hire and reduces costs. When technology and humanity work together, the savings in time and money free recruiters to personally respond to candidates at key points. 

Think of AI as additive. Embrace it while preserving the critical human element that fosters connection and makes your company unique. Humans prefer working with humans and we can feel the difference when there’s a person in charge.

You cannot ignore AI

AI exploded onto the landscape in 2022. In this short time, employers in every industry and of every size, from multinationals to small businesses, have embraced it. SHRM reports that 79 percent of employers are currently using AI or another form of automation for recruiting and hiring. Those that haven’t yet adopted AI are planning to soon. The Boston Consulting Group (BCG) aptly calls the current AI revolution “a new order for business and society.” It’s that important.

Here are some of the ways recruiters are currently using AI: 

  • Screening and assessing candidates more precisely and efficiently and identifying those with the right skills and qualifications.
  • Performing boring or repetitious tasks such as interview scheduling and resume screening.
  • Creating clearer job descriptions that more accurately represent the requirements of the job and help attract the right candidates.
  • Using chatbots to search for information and engage with candidates.
  • Asking candidates better questions to make smarter hiring decisions.
  • Reducing the time to hire.
  • Increasing inclusion and diversity in hiring by removing human subjectivity and bias.
  • Customizing or improving compensation benchmarking.
  • Closing gaps among documents, writing better manuals, and standardizing processes.
  • Increasing fairness in hiring and improving candidate and onboarding experiences.
  • Freeing recruiters to provide a more personalized candidate experience with more interaction and engagement. 

READ: Chat GPT isn’t Always the Answer — 4 Reasons for Human-Generated Copy is Still Essential

In addition to enhancing recruiting efforts, employers find AI an effective retention tool. AI can recommend learning and training opportunities and suggest career paths for current employees, aid in performance management, and identify employees who are no longer engaged or are at risk of leaving.

Making AI human

Although people are generally more optimistic than concerned about the use of AI, there are questions in some minds, especially about the prospect of losing jobs to machines. It’s true that switchboard operators or encyclopedia sales reps are a thing of the past. However, we still flock to phone stores, and humans are essential in writing and editing Wikipedia. It is tasks, not people, that become obsolete.

Here are ways that AI and humans can augment each other:

  1. AI performs tasks that people don’t like to do, those that are unsafe or risky, or tedious and repetitive; humans monitor and validate AI’s performance.
  2. AI generates the facts and serves as the first step in analysis; humans generate new questions and solutions based on the facts.
  3. Humans come up with ideas; AI refines and challenges their creative thinking to make ideas a reality.
  4. AI collects data; humans turn it into stories that deepen understanding and connect to your company’s purpose.

The ideal mix of machine and humanity is more of a management challenge than a technology or administrative issue. People at all levels must be upskilled or trained to use AI effectively and responsibly. Everyone in the organization should be educated on the benefits and pitfalls of using AI and understand the expectations around its use in your organization.

Where and when is AI appropriate to use or not? When is human judgment required or desired? When should decisions be based on facts and when are compassion, empathy, and nuance important? Companies that effectively integrate technology and humanity are creating a new definition for business success.

 

Kathleen Quinn Votaw2Kathleen and her firm have achieved many recognitions from many well-known organizations, including ColoradoBiz Magazine, Vistage Worldwide, and the coveted Inc. 5000 for two consecutive years. Kathleen is a regularly published columnist and popular speaker on topics related to HR strategies and workplace culture. Reach Kathleen at [email protected] or (303) 838-3334.

Strapped for Success: The Importance of Corporate Team Building

In the fast-paced and competitive landscape of the corporate world, fostering a sense of unity and collaboration among team members is crucial for success. That has only gotten harder in a remote or hybrid landscape.

One effective way to achieve this integration is through well-planned corporate team-building events. These beneficial opportunities extend interactions beyond the traditional notion of office meetings and deadlines, providing an arena for employees to connect on a personal level, build trust, and enhance their collective effectiveness.

READ: Beyond Icebreakers — 5 Team Building Activities You’ll Actually Enjoy

The team here at ColoradoBiz recently took a break after our Winter issue to take aim at next year; what to plan and prepare for but also how to adjust our sights and how to improve the product we love to produce. In this article, using our own example of a trip to the Centennial Gun Club in Centennial, Colorado, we explore the significance of corporate team-building events and how they contribute to a positive work environment and improved organizational performance.

The Centennial Gun Club experience was also educational as we learned about a new business we hadn’t yet discovered (forgive us, there are more than 70,000 retail establishments in Colorado alone.) The gun club boasts a training simulator creating real-life scenarios for gun-carrying Coloradans, a bank-like vault for storage of rifles and pistols, and the Statesman Room, a private club/lounge area for its highest level of membership. Picture a golf country club but for firearm enthusiasts. And not to worry if it’s been a while since you’ve fired a round or two, they offer quickstart training sessions to get you up to speed again before shooting, and at least one Range Safety Officer is onsite at all times ready to help and answer questions.

And while our trip to this unique and incredible establishment was both fun and educational, it’s the benefits we walked away with that we’ll value most.

Building stronger connections

Corporate team-building events offer a break from the routine work environment, allowing staff to interact in a more relaxed setting. Whether it’s a day of outdoor activities, a themed workshop, or a team-building retreat, these events create an atmosphere where individuals can get to know each other beyond their professional roles. Stronger personal connections lead to improved communication and collaboration within the workplace.

READ: Don’t be an “Average” Company — The Power of Prioritizing Team Happiness

Enhancing communication skills

Effective communication is the cornerstone of any successful team. Team building events often include activities that require participants to communicate and collaborate to achieve a common goal. These experiences help employees develop better communication skills, learn to listen actively and understand each other’s strengths and weaknesses. Improved communication translates to more efficient and productive teamwork in the office.

Building trust and camaraderie

Trust is a vital component of a high-functioning team. Team building events provide opportunities for employees to build trust by engaging in activities that require cooperation and reliance on one another. Trust fosters a positive work environment, where team members feel comfortable sharing ideas, taking risks, and supporting each other in the pursuit of common goals.

READ: Strategies for a Healthier, Happier Workplace

Boosting morale and motivation

Corporate team-building events serve as a morale booster for employees. Taking a break from the daily grind to participate in enjoyable and engaging activities can re-energize the team. When employees feel appreciated and valued, their motivation increases, leading to improved performance and a more positive workplace culture.

Identifying and utilizing strengths

Team-building activities often highlight individual strengths and talents within a team. Recognizing and leveraging these strengths can lead to a more effective distribution of tasks and responsibilities within the workplace. Understanding the unique contributions of each team member allows for better collaboration and a more strategic approach to achieving organizational goals.

Creating a positive workplace culture

The impact of team-building events extends beyond the duration of the activities. It contributes to the creation of a positive workplace culture where employees feel supported, valued, and connected. A positive culture enhances employee satisfaction, reduces turnover, and attracts top talent to the organization.

READ: Navigating the New Era of Employee Engagement — Everything You Need to Know

The bottom line

As we found at Centennial Gun Club, corporate team-building events play a pivotal role in fostering a sense of unity, trust, and collaboration among employees. By investing in these activities, organizations not only enhance the personal connections between team members but also contribute to a positive workplace culture that ultimately leads to improved organizational performance and success. In a world where teamwork is the key to success, corporate team-building events are an investment that pays dividends in the form of a motivated, engaged, and high-performing workforce.

 

Jon Haubert Hb Legacy Media Co 2Jon Haubert is the publisher of ColoradoBiz magazine. Email him at [email protected].

Employers, You’re missing the Largest Untapped Talent Pool — but it’s Not Your Fault

There is the elephant in the room, and it’s a big one.

The workforce is aging: Only 62% of the population is working, and while employers have looked everywhere for employees, they have missed the largest untapped pool of talent — the disability community.

But right now, transition services for the disability community aren’t designed or set up for employment; they’re set up for day treatment. This means that schools aren’t setting up pathways for individuals with disabilities to find work; they’re sending them straight to daycare.

42.5 million Americans have a disability; they are talented, brilliant individuals with something to augment every job setting. Inclusive societies are built on the principles of equality, diversity and opportunity for all. However, despite significant progress in recent years, one community that still faces barriers to full inclusion is the disability community. A critical component of this inclusion is the transition to employment services tailored to the needs of individuals with disabilities.

READ: Embracing Neurodiversity in the Workplace — 5 Benefits of Hiring Neurodiverse Talent

The current landscape

For many individuals with disabilities, achieving economic self-sufficiency through gainful employment remains a challenge. While there has been considerable advancement in accessibility and accommodations, there is a lack of dedicated transition services that can empower individuals with disabilities to secure and maintain meaningful employment. The existing gaps in the system often lead to unemployment, underemployment and limited career opportunities for this community.

Challenges faced by the disability community

  • Limited access to education and training: Many individuals with disabilities face barriers in accessing education and vocational training, which are crucial for acquiring the skills necessary for employment. Transition services can help bridge this gap by providing tailored support and resources.
  • Stereotypes and stigma: Negative stereotypes and societal stigmas can hinder the employment prospects of people with disabilities. Transition services can help break down these barriers by fostering awareness and understanding, both within the disability community and among employers.
  • Lack of targeted job search support: The job search process can be particularly challenging for disabled people, given the additional accommodations and support needed. Transition services can guide job searching, resume building, and interview preparation, making it easier for them to enter the workforce.
  • Workplace accommodations: While the average workforce accommodation costs less than $500, many employers still refrain from putting support enablers in place. Transition services help match candidates with the right employers and support the negotiation of these accommodations.

READ: 7 Reasons to Embrace Neurodiversity in the Workplace

The benefits of transition services in the workplace

  • Enhanced economic self-sufficiency: With access to appropriate transition services, disabled individuals can acquire the necessary skills and resources to secure and maintain employment. This not only improves their financial independence but also reduces reliance on government assistance programs.
  • Diverse and inclusive workplaces: Employers that embrace diversity and inclusivity benefit from a wider talent pool, leading to increased creativity and innovation. Transition services promote the hiring of individuals with disabilities, fostering a diverse and inclusive work environment.
  • Improved job satisfaction and retention: When individuals with disabilities are supported in their transition to employment, they are more likely to find jobs that align with their skills and interests. This leads to higher job satisfaction and, consequently, greater job retention.
  • Reduced societal burden: By enabling individuals with disabilities to enter the workforce, transition services contribute to a more inclusive and economically productive society. This, in turn, decreases the financial burden on public welfare programs.

The Way Forward

To address the pressing need for transition to employment services for the disability community, governments, businesses and non-profit organizations must work together. Here are some key steps to take:

  • Invest in education and training: Ensure that individuals with disabilities have access to quality education and vocational training programs that prepare them for the workforce.
  • Promote awareness and inclusion: Raise awareness about the abilities and contributions of disabled individuals and combat harmful stereotypes and stigmas.
  • Develop and fund transition programs: Create and support programs that provide tailored transition services, including job coaching, mentorship, and job placement assistance.
  • Encourage inclusive hiring practices: Encourage businesses to adopt inclusive hiring practices that prioritize diversity and provide necessary accommodations.

The need for transition to employment services for the disability community is not just a matter of social justice; it is an economic and societal imperative. Empowering individuals with disabilities to secure meaningful employment benefits everyone by fostering diversity, inclusivity, and economic independence.

By closing the existing gaps in the system, we can build a more equitable and inclusive society where everyone has the opportunity to thrive. It’s time to bridge the gap and make the transition to employment services a reality for the disability community.

 

CombsdannyDanny Combs is a leading voice in creating equitable futures for neurodistinct individuals in business. Mr. Combs is the founder of TACT (Teaching the Autism Community Trades), the state of Colorado’s leading transition to employment and training organization, and the co-founder of the Colorado Neurodiversity Chamber of Commerce, the first neurodiverse chamber in the country.