The One Crucial Action
To Transform Your Business
Most founders and entrepreneurs start their businesses with a passion building a disruptive product, having an impact, and making a lot of money – not to deal with “people” problems that come with having a team. All business problems are “people” problems and they can seem impossible to solve. What if you only need once crucial action to improve customer satisfaction, employee engagement, profitability, and “people” problems?
I am a founder too, and this practical and inspiring talk pulls from my 14-year journey building a company where I have little turnover, a culture that is admired, is profitable and I work a normal 40-hour week!
01
Empower your employees for higher job performance using a simple tool.
02
Take away a self-assessment roadmap to attract and retain game-changing talent.
03
Empower your management team so it’s not all on you to make it work.
Get Off the Recruiting Treadmill
Every growing company is looking for talent right now, and the task of filling open positions is overwhelming and daunting. More than ever, the hiring process can be time-consuming, costly, and discouraging for a busy leader. Your organization’s success depends on your ability to hire and retain top talent, yet it can take months to fill a single position—and then, how do you really know the person is right? Finding great talent is more of a science than an art, yet many leaders struggle to fill roles. Additionally, if you have a revolving door of talent and you’re struggling to keep people, this makes your hiring process even more challenging.
I am a CEO, Founder, and Recruiter and I have personally recruited for hundreds of positions. This practical and inspiring talk pulls from my 11-year journey building a company where I have a constant pipeline of great candidates, have little turnover, a culture that is admired, is profitable and I work less than a 40-hour week. If I can do it, you can too!
How to Build a Business Case for HR Initiatives
Most Founders and entrepreneurs start their business with a passion for building a disruptive product, having an impact, and making a lot of money – not to deal with people problems that come from having a team. All business problems are people problems and they can seem impossible to solve. Human Resources is the function that can fix these problems, but is often ignored, and rarely seen as a source of profitability. Kendra will teach you the business case for convincing your leadership team to invest in HR programs because it will drive profits.
As a founder, Kendra is well suited to offer a practical and inspiring session that pulls from her 14-year Journey building a company where she’s had little turnover, a culture that is admired, is profitable, and where she works a normal 40-hour week.
Building a Bench of Talent
The biggest challenge with succession planning is helping the leadership team get out of their own way. We will start with the leader to help them identify how their thoughts and behaviors affect their ability to develop others. We will identify critical positions that need to be developed and how to get to a deliberate future state. We will also talk about what kinds of qualities make for a good successor including how they align with the mission and the values of the organization.
Finally, we will explore how to mentor and coach a middle management team in such a way that growth is a natural byproduct.
On Becoming More
Diverse
Most leaders find a Diversity, Equity, and Inclusion (DEI) initiative to be important and also find it daunting. You know that there is value in having a more diverse team, but most leaders have little idea around how to do it – the efforts to hire, promote, train, and retain a diverse team people seem like too much with little impact. The journey begins with a single step, and it is possible to create a diverse team with time and effort.
I am a founder too, and this practical and inspiring talk pulls from my 11-year journey building a company where I have diverse representation from every member of my team. Plus, we have little turnover, a culture that is admired, is profitable and I work less than a 40-hour week. If I can do it, you can too!
