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JuvoHub - Property Management Podcast
41 minutes | Oct 20, 2021
Collaborative Career Growth
Episode 41 This week we have the privilege to sit down with the guru of collaborative environments, Brent Williams. We talk about the need to network to ensure career growth and overall industry advancement. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Brent Williams from Multifamily Insiders Brent Williams works and plays in the apartment industry through Multifamily Insiders, the largest online social networking group for apartment professionals. Multifamily Insiders hosts blogs and discussions on a variety of topics, such as apartment marketing, apartment maintenance, resident retention, property management, apartment investment, multi-family development, and apartment jobs. Show Highlights Many of you know Brent from Multifamily Insiders, and he is a known trailblazer when it comes to social networking and collaboration within the multi-family industry. We drill down about the need for collaboration, highlight the many benefits, and share tips on how you and your company can get started today! Key Questions/Topics Covered The evolution of Multifamily Insiders While many say that they fell into the multifamily industry, I proactively jumped into it. I started out with an event planning company that grew into a social network geared explicitly towards apartment communities. This was probably a little bit ahead of its time. MySpace was all the rage when we were building this, so social media was in its infancy stage. We were actually referred to as the MySpace for multifamily. C-Suite had no idea what social networking was and struggled to understand what we were doing or embrace its value. Thus began the process of educating our industry and showing them the value of the networking and collaboration space that we had created. Industry benefits of Multifamily Insiders Our industry has had a reputation for growing or evolving at glacial speeds. Having platforms like Multifamily Insiders has allowed people to collaborate and has stepped up the positive and effective change process. Platforms like these facilitate a place for industry professionals to share what has or has not worked for them. These have brought companies together on a national level and advanced individual careers by creating a melting pot of ideas. How to overcome the fear of property management networking Start with implementing a collaborative environment at the home level. Define what is needed and be open to cross-training. By doing this, you have the opportunity to hear different perspectives and share ideas. Seeing this in action will prove the benefits of property management networking. As an industry, we know that there is an idea of holding our trade secrets close to the vest. We are not talking about giving away what could be considered proprietary information. Instead, we are focused on sharing experiences and ideas that can help us all grow in our individual careers. Why is it a good best practice to network? Even strong companies need to embrace networking. No matter how well things are going, you will never have all the answers or all the ideas. We have many brilliant people in our industry, but they don’t all work in the same place. By networking, you ensure that you are tapping into these resources and exploring other points of view. Finding new ideas that you never thought of will never be a bad thing. How can an organization get started? Establish the culture of ‘no question goes unanswered'. Have a team whose job it is to nurture getting the conversation going and keep it growing by tapping into new people and ideas. Again we use the word “process”, but once it’s established, you will truly experience the value of collaboration. We have the privilege to work in an incredible industry that is filled with equally talented people. Collaboration and networking only help as we continue on our career path. So jump into the conversation and let the ideas flow! What one actionable tip could you share that has served you well as an educator? Be as helpful as you can in every momentBrent Williams Subscribe To Our YouTube Channel If you enjoyed this episode, be sure to check out : “Be A Person”! – Networking for Your Career PathReducing Employee TurnoverAre You a Consumer of Your Healthcare?Maintenance Training – Connecting Text Book to Real WorldApartment Virtual Leasing – Creating Something Great! The post Collaborative Career Growth appeared first on JuvoHub.
34 minutes | Oct 6, 2021
From 0 – 60 in Property Management
Episode 40 How has property management changed over the years? In a word, a lot! We are joined by Debbie Nicholson, who shares how she went from 0 – 60 in her personal property management career. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Debbie Nicholson from Millennial Specialty Insurance Debbie is an accomplished property management professional with more than 25 years of multifaceted background in the real estate industry, including all areas of multifamily property management and operations, training, and development. Her vast responsibilities included marketing, development, resident relations, and lease administration. Her experience in short and long-range planning, implementing policies, and standards with P & L accountability, has allowed her to venture into many different areas of operations as well as being able to bring her knowledge to the vendor side of the industry. Show Highlights With over 30 years of experience, Debbie Nicholson, you could say, has seen it all. From operations to the vendor side. Her spirit and love for our industry are contagious. So whether you are new to the industry or are looking for where you would like to advance next, this show is for you! Key Questions/Topics Covered How it all got started I was first introduced to the industry when I was still in college. I hated living in the dorms and wanted an apartment, which meant that I needed a job. Well, wouldn’t you know it, I found an apartment that was also looking for an assistant manager/leasing agent. I learned a lot there and realized that this was the industry for me. From there, I have been privileged to work with many amazing companies. I have enjoyed working in different positions on the operations side and on the vendor side, which is where I am currently. Insights into joining the property management industry Years ago, there weren’t classes or degrees that you could look into. Thankfully that has all changed. The programs that are now available really allow you to see what this industry is all about. Another significant change that we have seen in recent years has been the diversity of paths that are now available. Beyond your standard leasing agents and management, we now have marketing and social media, accounting, or financial analysts along with other opportunities. It is no longer one path; there are many different directions you can choose to go within this industry. Benefits of housing affiliate associations Being part of a housing association is incredibly important and rewarding. The networking opportunities are endless, and here you have the chance to get to know all kinds of people from different avenues of our industry and make connections. There is always something to learn, and the insights to be gained are priceless. The importance of mentors Mentors are forever. Mine has been with me since early on in my career and, to this day, is one of my dearest friends. It is super important to identify a mentor early on in your career and try to find more than one. This is a great way to learn more than one perspective. Then as your career grows, you can pay it forward by helping the next generation. Our industry has definitely changed, and I am sure it will continue to do so. So buckle up and enjoy the 0 – 60 life working in property management. What one actionable tip could you share that has served you well as an educator? Keep moving forwardDebbie Nicholson Subscribe To Our YouTube Channel If you enjoyed this episode, be sure to check out : From Trauma To Triumph3 Key Components For Employee WellnessFair Housing Education – An Investment in Career and CompanyThe Past, Present, and Future of Property Management EducationResilience in Property Management – Finish the Race The post From 0 – 60 in Property Management appeared first on JuvoHub.
41 minutes | Sep 22, 2021
From Trauma To Triumph
Episode 39 How can childhood trauma impact your career? Is it possible to go from trauma to triumph? Byrdy Kelley from Melan Property Management joins us to break down the stigma surrounding mental health and the workplace. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Byrdy Kelley from REAME and Melan Property Management, Author Byrdy has been in the real estate industry for 17+ years now and is the CEO and founder of REAME and Melan Property Management. Along with being an author of an Amazon best-selling book, she is currently working on developing a revolutionary tool that will work to increase tenant retention in the world of real estate. Show Highlights The author of Amazon Best Selling book “Through the Storm of Early Trauma – Healing and Overcoming” joins us to discuss trauma, mental health in the workplace, and the ability to overcome obstacles to live a triumphant life both personally and professionally. Key Questions/Topics Covered From trauma to today Growing up with childhood trauma taught me how to power through situations and led me to be the woman I am today. As an adult, I tried to take my “monsters” and keep them tucked away into a closet, thinking this was the best way to manage. I have learned that I needed to face my monsters with the help of counseling for better mental health. I now use these values in life to help me navigate change. Overcoming the stigma of mental health care I come from a background where mental health care or “shrinks” were often stigmatized. This negative connotation can lead many to avoid counseling. That, coupled with the overwhelming corporate idea of leaving your personal problems at the door, led to my “monsters” starting to take over my life. Counseling provided a safe place to work through situations with an unbiased person to help navigate and build better coping methods. Negativity in the workplace I was that person too. By leaving my personal feelings at the door, I found that I couldn’t empathize with people. This can happen to anyone. So if you find that you are faced with a hostile workmate, look past your pain and look into the pain of the person that is hurting you. People that are hurting are looking for any way to ensure that no one finds out, resulting in these workplace conflicts. If we change the dialogue and stop pretending that everything is okay, we can better help one another. Our past can directly affect our future. Self-care and removing the stigma around trauma and mental health need to be part of the conversation if we are to be triumphant. What one actionable tip could you share that has served you well as an educator? Power through and level upByrdy Kelley Subscribe To Our YouTube Channel If you enjoyed this episode, be sure to check out : Technical Training – Evolve and AdaptResilience in Property Management – Finish the RaceLeadership and Company Culture – Evolve and RetainResident Retention- Making a Difference!Professional Adaptability Skills in the Workplace The post From Trauma To Triumph appeared first on JuvoHub.
44 minutes | Sep 8, 2021
Technical Training – Evolve and Adapt
Episode 38 Fear of change is common. As a result, embracing new technologies can pose a challenge within the property management community. Mike Whaling joins us to discuss how a positive approach to technical training will help us evolve and adapt while enjoying the benefits that tech can bring. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Mike Whaling from 30 Lines Mike Whaling is the founder of 30 Lines. 30 Lines helps with digital marketing for local businesses and real estate. Mike specializes in comprehensive online marketing programs using social media, search engine optimization, and reputation monitoring to create and manage a successful online presence for multifamily communities. Show Highlights Covid 19 has ushered in an unprecedented need for new technologies. While the goal of these new technologies is to make our lives easier, many are wary of the learning curve, not to mention the fear of being replaced. Today’s topic addresses these concerns while sharing how these new technologies can help us all serve our customers better. Key Questions/Topics Covered Property Management – A technological shift Over the last eighteen months, Covid has created a need for more and more technology to help adjust to a new way of doing business. Business growth and success have now become dependant on both service and technology. Companies need to determine where tech fits in with their communities and brand. By ensuring that the tech fits your business, you can deliver a great experience to your residents. How can property management companies embrace instead of hate tech? Management needs to communicate the why! By identifying the problem and sharing how tech will help, people are more likely to be on board with it. Make sure that your staff understands that the tech is not here to replace them. Instead, it’s there to help or complement them, helping them deliver a better customer experience. The future of tech in property management Tech is making colossal progress right now, and it’s only accelerating. We are focusing on creating tools that better serve our customers and educating our staff on using them to their full potential. Tech leading to new property management positions Onsite teams are already overwhelmed with their daily responsibilities. Expecting them to take on the additional role of tech support just doesn’t make sense. We will see an evolution and creation of job positions for people that specialize in property management tech. New Technology – Finding a balance A thought that is often raised is that employees can become too dependent on tech, resulting in poor customer service. It may be easy to blame the technology, but employee performance is based on the employee, not the tech, at the end of the day. You will always have employees that are only interested in doing the bare minimum while others are invested in doing more. Employees that embrace new technology and use it properly will consistently achieve a balance and deliver a superior customer service experience. Technology is not only here to stay; it’s only getting better. Property management companies need to continue to evolve and adapt to ensure continued success. What one actionable tip could you share that has served you well as an educator? Be a student of consumer behaviorMike Whaling Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : Leadership and Company Culture – Evolve and RetainThe Mission to Tease Out Human Potential in the Multifamily SpaceReverse Interview – Mike Brewer Interviews Jonathan SaarThe Past, Present, and Future of Property Management EducationReducing Employee Turnover The post Technical Training – Evolve and Adapt appeared first on JuvoHub.
41 minutes | Aug 25, 2021
“Be A Person”! – Networking for Your Career Path
Episode 37 Networking is an essential part of the property management industry. It can directly impact your personal career path. Judy Bellack joins us to talk about how your approach to networking can determine your level of success. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Judy Bellack from Judith Lawrence Associates Judy Bellack is a 30-year veteran of the multifamily industry, holding various executive leadership positions with some of the foremost supplier companies. Judy has served both as Chair of NAA’s National Suppliers’ Council and NMHC’s Supplier-Partner Alliance and was the recipient of NAA’s Outstanding Supplier in 2010. She currently owns her own consulting practice advising start-up technologies in the multifamily space and is also the Industry Principal for the non-profit Michelson Found Animals Foundation, focusing on their Pet Inclusive Housing Initiative. Show Highlights Judy has channeled her years of experience into her consulting practice. She joins us to talk about just one of the many topics that she has a wealth of knowledge in: networking. There are many different approaches one can choose when it comes to networking, but how can we do it in a positive and fulfilling way? Key Questions/Topics Covered The DOs and DON'Ts of property management networking There are a lot of misconceptions about what “good” networking looks like in our industry. Most approach it with a tunnel focus of what they are trying to accomplish and become overly aggressive. Their driving thought is that they need to meet people solely to sell whatever they are selling. This can be very short-sighted and close more doors than it opens. A better approach is to take the pressure off and focus on the people. Look at how to have meaningful interactions to create long-term, win-win relationships. Be personable To network effectively, we need to avoid being the typical salesperson as we all know that persona can be very off-putting. Instead, be yourself. Give others a chance to get to know and understand who you are and where you are coming from. Remember that people you are engaging with have challenges and needs, so be sincere. People want to do business with people they like. And chances are, if they like you, they will refer you to other industry partners. Networking – It needs to be a culture Again there is a common industry misconception that you only need to network when you need something. Perhaps you are thinking of a job change, and it’s like: “Oh okay, time to network!” This is not a good practice. Networking needs to be part of your career culture, not an afterthought. We all need to be continually working on developing new relationships while preserving our current ones. Think of it as an investment in yourself, your career, and your company. Getting to the heart of networking Metrics. Yes, they are important. But are they the be-all and end-all? If your company’s culture focuses on metrics alone, break yourself mentally out of that thought process. If you have met your monthly quota, great! Get back out there and keep going. Think beyond the metrics. When you continue to network consistently, you will quickly find that you no longer have to try so hard, and your networking base will begin to grow organically. These are just a few key tips on how to be a person while networking. By changing your focus and being yourself, you will see not only your network grow but your career as well. What one actionable tip could you share that has served you well as an educator? When you are thinking about networking, remember the golden rule: Treat people the way you want to be treated.Judy Bellack Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : Leadership and Company Culture – Evolve and RetainDon’t Change The Game – Create A New OneResilience in Property Management – Finish the RaceOvercoming Challenges in a Virtual Training WorldFair Housing Education – An Investment in Career and Company The post “Be A Person”! – Networking for Your Career Path appeared first on JuvoHub.
33 minutes | Aug 18, 2021
Resilience in Property Management – Finish the Race
Episode 36 How would you define resilience? How can this quality help with your career in property management? Join us as we talk with industry expert Ed Buckley from Avenue 5, whose career has spanned over 25 years, and see how his resilient attitude helped him on his path to success. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Ed Buckley from Avenue5 Residential Ed Buckley is currently working as the Vice President of Operations at Avenue5 Residential. Ed began his multifamily industry career in 1998 and has overseen performance for lease-up, stabilized, mixed-use, and LIHTC properties. Prior to joining Avenue5, Ed served in portfolio leadership roles for Equity Residential, Concord Management, Integral Property Management, US Residential Group, and Greystar. He holds certified apartment portfolio supervisor (CAPS) and housing credit certified professional (HCCP) designations. Show Highlights How do you build a lifelong successful property management career? One key element is resilience. What do you think of when you hear that word? This episode takes a deep dive into resilience and why it’s so important. Key Questions/Topics Covered What has kept you resilient throughout your property management career? There will always be another issue, another mountain to climb as far as managing properties goes. We need to remember that we are managing people’s homes. There is a quote that I love that I saw hung up somewhere: “Residents don’t live where we work; we work where they live.” You have to be resilient and meet any challenge because people rely on us for where they live! Tips for maintaining a positive attitude It sounds a bit cliché – but I always try to treat people the way I would want to be treated. No matter what, understand that everyone is always going through something. When something goes wrong, I can cuss with the best of them, but I try not to make it personal and remember that we need to work through the situation and solve it. Covid and resilience I am amazed by both the resilience and creativity that I saw and experienced during the pandemic. For example, I took part in a weekly phone call attended by property managers and vendors from all over the U.S.. Competitors right there on the same call, all brainstorming together on how to meet the unprecedented challenges we were all facing. Vendors there not to sell but to show how they could support the industry. Truly amazing to see us all come together during this time. That was on a national level. Back at home, it was hard to transition to a new office way of life: plexiglass everywhere and masks. For me, it was a challenge to switch to virtual leasing. Regardless, changes needed to be made, and we did. Overcoming challenging situations I am known as the cleanup guy. As many of you know, in third-party management, you always have 30 days to lose a property. So coming into a property that has low occupancy and is hemorrhaging money is always a challenge. There is no magic wand that is going to get you immediate results. However, it starts with making the right decisions from day one. You can’t change the past; just move forward. I recently did this very thing and am happy to say a year and a half later, both occupancy and profitability are up, and we are moving ahead in a great direction. Finish The Race Resilience needs to be who we are, not just what we do at work. For example, participating in races and marathons has been a big part of my life. Last February, I fell at home and immediately knew I had done major damage to my knee. The MRI showed that I had ruptured the quadricep tendon in my knee, and I would require surgery. This could have been the end of my running career. But two days post-op, I signed up for The Peachtree Road Race. I took it day by day, but this goal was non-negotiable. I completed the race! I may have had to make modifications, but I got it done! That is what resilience means to means to me! What one actionable tip could you share that has served you well as an educator? If it doesn’t challenge you, it doesn’t change you.Ed Buckley Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : 3 Key Components For Employee WellnessOvercoming Challenges in a Virtual Training WorldFair Housing Education – An Investment in Career and CompanyProperty Management Marketing During the Pandemic The post Resilience in Property Management – Finish the Race appeared first on JuvoHub.
36 minutes | Aug 11, 2021
Employee Turnover – An Onsite Perspective
Episode 35 We all know that employee turnover is an ongoing problem within the property management community. We welcome back Kathy Woodard from Harbor Group and Mrs. Gamechanger to discuss her recent experience and give us an onsite perspective. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Kathy Woodard from Harbor Group Management and Mrs.Game Changer Kathy Woodard is an industry icon with a career spanning over 25 years. She is an NAAEI faculty member, CAPS/CAM/HVAC Certified Specialist. Her most significant experience is related to acquisition transitions, occupancy jumping, systems training, operations management, and motivational speaking. Kathy currently represents Harbor Group Management and has her own Property Management Support company – MrsGamechanger.fun. Show Highlights Kathy Woodard, who has worked in multiple aspects of property management, joins us to discuss the employee turnover challenge. She shares some great insights and tips that she and her team at Harbor Group have implemented to tackle this challenge. Key Questions/Topics Covered What brought you back to onsite management? I was working with large property management companies as the Director of Multifamily Division for an HVAC company. I was doing a lot of motivational speaking for property management companies and having daily motivational conversations with property managers all over the country. This helped me realize how much I missed the property management side of things. I determined I wasn’t where I was supposed to be and fell into this fantastic opportunity with a company that matched my beliefs in company culture. I joined Harbor Group International and have been loving it ever since. Stress level magnification and employee turnover Through my MrsGameChanger.fun communications, I began having daily conversations with managers that literally would “cry”… tears, blubbering, ugly crying. The stories they gave me were appalling about the experiences they were having on site. Their struggles ranged from how residents were treating them due to Covid right down to how employees were treating each other. This gave me a good idea of what I would be facing upon my return. The good news was I was very refreshed from my break and ready to “jump in and hold on.” It didn’t take me long to experience some of what others had relayed to me. The residents were are all home. All the kids were homeschooled, and all the pools are closed. It was going to be a long summer. Because Woodlake Reserve was an acquisition property, I was blessed with the opportunity to hire my own team. I have a history with all my amazing team members, so I have not suffered as others have. But I am still communicating with clients all over the country via MrsGamechanger.fun, and here is what I am hearing. Long-time, seasoned maintenance gurus are jumping ship now, during the busiest season, and starting new careers in cross-over industries. We have expected them to be plumbers, HVAC techs, electricians, and garbage men. While our office personnel is enjoying the luxury of air conditioning, our maintenance teams have exhausted themselves. Maintenance staff feels the pressure not only from their jobs but from dealing with residents as well. When these stresses aren’t managed effectively, we lose good people. How the Harbor Group is tackling the turnover challenge We are hiring! Experience does not HAVE to be part of the qualifying criteria. Not every kid wants to go to college. I have two sons, and I’ve told them often, “A man has got to work”!!!! Also, there has been a very encouraging movement of women entering into the maintenance field. Harbor Group encourages diversity, and we are committed to recruiting, training, and educating those with solid work ethics and integrity who want a career in our amazing industry. By providing an environment where people can grow and learn, we are tackling the turnover challenge. How do you keep your teams motivated? This year we had a 3-day virtual managers conference. It was wonderful. Managers and supervisors enjoyed the motivation from on site. It was the perfect mix of activities with breaks so we could continue to manage our properties during the busiest time of the year. The entire staff got to enjoy the “State of the Company” address as a jump start and then two great speakers, an awards ceremony, and a virtual trade show. We also make sure to do things on site as well. For instance, we hold lunches and games to encourage camaraderie and show our appreciation for all our properties. I try to do little things along the way personally for my staff to make sure they know how much I value them. All these things foster a positive company culture. So when it comes to employee turnover, we need to focus our efforts to ensure that our staff has access to ongoing training, the ability to advance their careers, and especially feel that they are a valued part of the team. What one actionable tip could you share that has served you well as an educator? Don’t be hard on the people, be hard on the problem.Kathy Woodard Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : Reducing Employee TurnoverMaintenance Training – Connecting Text Book to Real WorldVirtual Training Best Practices – Don't Let PowerPoint Take Over!The Customer Experience – Creating a Sustainable Brand ProgramOvercoming Challenges in a Virtual Training World The post Employee Turnover – An Onsite Perspective appeared first on JuvoHub.
40 minutes | Aug 4, 2021
Active Threat Mitigation in Property Management
Episode 34 It is not an easy conversation but a necessary one. Times require that all property management companies include training in active threat mitigation. Our guest, Mike Weller from Intelligence Consulting Partners, helps us understand how the right training can save lives. Estimated reading time: 3 minutes Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Mike Weller from Intelligence Consulting Partners (ICP) Michael Weller served in the United States Marine Corps with distinction and earned an honorable discharge leading to a career within the law enforcement profession for over 31 years. He has channeled this experience into his current career as the Vice President of Operations for Intelligence Consulting Partners (ICP) for nearly 20 years as he continues to enhance his abilities by engaging in regional, national, and global instructional creation. Show Highlights Does your team have a plan? Just like everyone knows where the exits are in the event of a fire, your staff needs to know what to do in the event of an active threat. But is all training the same? What should you consider when choosing your training? Key Questions/Topics Covered How does Intelligence Consulting Partners help America? Our team has over 25 years of subject matter experience in the field of active threat mitigation. We have taken this experience and created a hands-on program that can be adjusted to each business’s individual needs. Why should active threat mitigation be part of every business’ training program? We again recognize that this is not an easy conversation, but times have changed as statistics and events have shown. Every company needs to provide its employees with the tools they need to survive in a crisis situation. What does Step 1 of your Active Threat Mitigation program look like? We believe in a tailored approach over cookie-cutter videos, or impersonal one-size-fits-all training courses. We start with a full site assessment to see exactly what is needed. From there, we build a customized training plan. How would your tailor training for the property management community? We would start at the corporate office level with a full assessment. From there, we would help create policies and training that would branch out to all their properties, being sure that each property’s individual needs are met. Multifamily: What about the residents? Believe it or not, people are more interested in threat mitigation than not. For your multifamily communities, we would recommend one of our seminars to provide them with the basics and know-how in the event of a crisis. We are here to empower people, not fuel fear. Our goal is not to focus on tragedies as much as to learn from prior events to prevent further victimization. We are here to help people understand how small changes can protect themselves and potentially save lives. What one actionable tip could you share that has served you well as an educator? Protecting America one community at a time. Mike Weller Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : How Can Emotional Intelligence Help You Manage Change?Online Course Development ServicesBringing Humanity To Your InsanityReducing Employee TurnoverAre You a Consumer of Your Healthcare? The post Active Threat Mitigation in Property Management appeared first on JuvoHub.
36 minutes | Jul 21, 2021
Creating Your Super Fantastic Process
Episode 33 Are you ready to find your fantastic process? Gary Gregory from Steadfast Living joins us to discuss how each and every one of us can achieve our goals both personally and professionally by finding our fantastic process. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Gary Gregory from Steadfast Living Gary Gregory has over 20 years of experience in both student and multi-family housing. Currently, his path has led him to the position of Director of Operational Initiatives at Steadfast Living. His personal drive has led to many personal accomplishments from a sponsored triathlete to a best-selling author of two books, The Super Fantastic Principles, and The Super Fantastic Process. His love for self-awareness and improvement is both genuine and contagious. Show Highlights Buckle up for this mind-expanding episode! Gary helps us get to the heart of success and throws down significant truths on how we all can unknowingly sabotage our personal and professional growth and shares insights on how we need to better ourselves to be better leaders. Key Questions/Topics Covered How has your career path evolved over the years? My first taste of the housing industry was as a resident advisor at university. From there, I moved into the private sector of student housing. While it was an unbelievable amount of work, it was incredibly fulfilling to watch students grow. After a number of years working in this aspect of the industry, I decided it was time for a change and accepted a position as a community manager in a multi-family community. As I continued to grow personally, it led to growth professionally and has led me to where I am today as Director of Operational Initiatives at Steadfast Living. Self-awareness is what gave me (and can help you) the ability to figure out what I needed to do to get to the next level. What led to you becoming an author? Believe it or not, I was actually told by my English professor back in university that I was a terrible writer. But I am always looking for a new challenge, and some of the things I try to get added to my “bucket list,” and they grow from there. I had a lot of knowledge and experiences I wanted to share and started with posting on LinkedIn. That grew into writing articles. I asked myself during the process, “How far can I go? How far can I push it?” The answer was becoming a best-selling author. Moments of doubt that were not allowed to hinder achievements. It is easy to look at our lives and say, “I am too busy to do anything else.” I get it. I am a husband, father, and I work full-time. I had to really look at how I was spending my time. My choices could either help me reach my goals or hinder them. After you figure out the “why” in your goal, eliminate the fluff to figure out how you are going to do it. A brief overview of The Super Fantastic Process This is actually a follow-up to my first book, “The Super Fantastic Principles”. In my most recent book, I focused on the process needed to evaluate and grow leadership skills. Many jump into a leadership role without first examining themselves, which doesn’t allow for creating an overall leadership with your team. It starts with internal leadership, next is external leadership, and finally, overall leadership. This is the process to get you to the next level. “Salt of the earth” leader. What is that? That phrase has always intrigued me. I started to research it and came to the conclusion that salt: Creates balanceAdds flavorProvides valuePreserves These can be easily be translated to principles to become a better, or “salt of the earth” person; setting the stage for your growth to become a “salt of the earth” leader. There is so much to creating your super fantastic process, and the benefits you reap will be long-lasting. I hope that this book helps everyone on their journey to fulfilling their goals in life as I and others have. What one actionable tip could you share that has served you well as an educator? Create Your Super FantasticGary Gregory Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : The Mission to Tease Out Human Potential in the Multifamily SpaceApartment Virtual Leasing – Creating Something Great!2021 and Your Online ReputationDon’t Change The Game – Create A New OneTaking the Lead in Diversity, Equity & Inclusion The post Creating Your Super Fantastic Process appeared first on JuvoHub.
40 minutes | Jul 14, 2021
How Can Emotional Intelligence Help You Manage Change?
Episode 32 Emotional intelligence needs to be talked about. It is an important topic, and it’s not going away. Valerie Sargent, president of Yvette Poole and Associates, discusses how emotional intelligence can help the multifamily community manage change. Host(s): Jonathan Saar from Market Me Social and Mark Howell from Howl Creative Concepts Our Special Guest: Valerie Sargent from Yvette Poole and Associates Valerie M. Sargent (Valerie's LinkedIn) is President of Yvette Poole & Associates. A skilled Speaker, Trainer, Consultant, and EQ Executive Coach, Valerie specializes in Leasing, Sales, Marketing, Customer Service, and Leadership. She obtained her Level 1 & 2 TalentSmart Emotional Intelligence Trainer certification in 2013, and as an Emotional Intelligence Strategist, she thrives in taking companies’ teamwork and communication to inspiring new levels. Show Highlights Emotional intelligence. Emotional quotient. (EI or emotional intelligence is sometimes also referred to as EQ or Emotional Quotient). How can they affect the way we handle change? This episode breaks down what EI/EQ involves and how it can help every person in our industry, both professionally and personally when presented with change. Resources referenced: Managing Transitions – Making the Most of Change Key Questions/Topics Covered What got you interested in emotional intelligence? It started with a “wow” moment at a training conference. I listened to a leader in emotional intelligence discussing its properties and values and realized that this topic had never been addressed in the multifamily industry. This was the missing link to help with all the different volatile situations we deal with daily. I continued my education over the years and realized that I wanted to take what I had learned and use it to help people in the multifamily community. How do you define EI? EI is the ability to discern what is happening within ourselves and using that knowledge to manage our emotions and, therefore, our reactions to varying situations. By utilizing emotional intelligence, you can have more productive connections with others and enjoy a calmer, more satisfying personal life. How can EQ affect your ability to change? People, in general, are resistant to change. This is because our brains are formulated to rely on patterns, even if these patterns are not helpful. So if we don’t keep growing and learning, it makes it harder to change. The foundation of the emotional quotient is self-awareness. To change yourself, you need to know yourself. Part of this is listening to what is going on internally and examining our reactions. Next is developing the self-management skills required to respond to change better. Evaluating the past to create a better future We are all affected by past experiences. How we responded then can directly affect how we react to similar situations. Thus, journaling can provide insight into what drives our behavior. First, write down how you reacted and felt during a triggering event. Then, analyze this information to see if it reminds you of something in your past. By doing this, you can identify the source of your reaction and hopefully determine how you can work towards a more positive response. What do property management leaders need to think about when making changes? This past year brought so much change, and that is traumatic. So many of your staff are still struggling with the fall-out. If changes need to be made, you absolutely need to over-communicate this. Be sure to do this in multiple ways so that everyone has the opportunity to absorb the information in a way that’s best for them. You need to include the following to ensure that staff has the opportunity to understand any upcoming changes: Why the change is neededWhat is better about the changeWhy this change will be important to them Another tip is establishing a timeline for these changes and having little celebrations each time a goal is met. Remember that the attitude at the top will directly affect the culture within their companies. If you have the “we have always done it this way” attitude, it will not make change easy for anyone. However, leadership needs to embrace these changes and set the example to help staff successfully manage them. Life is guaranteed change. Emotional intelligence can help. A final thought to remember: look for any lesson or gift that change provides. What one actionable tip could you share that has served you well as an educator? It’s in the pauseValerie Sargent Subscribe To Our YouTube Channel If you enjoyed this episode be sure to check out : Bringing Humanity To Your InsanityEmotional Coaching – Challenging Professional PerceptionsThe Mission to Tease Out Human Potential in the Multifamily SpaceDon’t Change The Game – Create A New One The post How Can Emotional Intelligence Help You Manage Change? appeared first on JuvoHub.
33 minutes | May 27, 2020
What Is A Learning and Development Framework?
Episode 3 – JuvoHub Podcast with Sherle BrownOur Special Guest: Sherle BrownIn this episode we welcome our guest, Sherle Brown, who is an instructor at the University of Georgia and a 30+ year veteran of the multifamily industry!Feel free to connect with her on her LinkedIn profile.Please Support Our Sponsors:We really appreciate and thank REAL-HR a Higginbotham Company for helping make this podcast happen. Please support them!Show Resources Here are the resources and references mentioned by SherleMcKenzie – ACADEMIES FrameworkNavy Training – AcuitusShow Highlights Build a learning and development frameworkWhat is an L&D framework?Why is it critical to be organized with your L&D program?Does a “framework” indicate a rigid approach to what is available to an employee?Optimize the expanded role of L&D in real estate organizationsShould a training program be solely focused on the existing job title of the employee?What does a training program look like for someone who wants to advance their career?How does an L&D department keep their program fluid and dynamic?Recognize trends and advances in various L&D delivery methods and what should be implementedWhat are some trends that you see now and can foresee for the future?What really is microlearning?What is microlearning not?Do you think we will have more of an adaptive system as we see in platforms such as Netflix or SpotifyWhat one actionable tip could you share that has served you well as an educator?Be a lifelong learner who shares with othersSherle BrownIf you enjoyed this episode be sure to check out:Overcoming Challenges in a Virtual Training WorldFair Housing Education – An Investment in Career and CompanyBringing Humanity To Your InsanityMaintenance Training – Connecting Text Book to Real WorldThe Mission to Tease Out Human Potential in the Multifamily Space JuvoHub Podcast Transcript Email Download New Tab Jonathan Saar: Hey, everybody. Welcome to JuvoHub. We're looking forward to talking to Sherle Brown. Sherle is a friend of mine and colleague for many, many years. She's an instructor at the University of Georgia and a 30-year veteran of the multifamily industry and her resume goes on and on and on. This is going to be an exciting discussion today. We're going to get into learning and development, where it is today, and some actionable tips that you can take away for your team now. Let's get into the show.Hello, everyone. Welcome to episode three of JuvoHub. JuvoHub is your helping hand in property management, a true hub for all training and HR professionals in the property management industry today. With me is Sherle Brown. Sherle, you and I go way back. We've spoke at NAA and at other events. You've been a mentor to me as an educator in the industry, so it is a true honor to have you on my show for episode number three today. First of all, welcome. Appreciate you being here.Sherle Brown: Thank you so much for letting me do this. I'm honored to be part of it.Jonathan Saar: Yeah. Recently, we were talking on the phone and getting to this conversation about what has changed a lot when it comes to learning and development. Today, we're going to cover some main points, like a framework when it comes to learning and development, how are things changed for multifamily, or for any housing sector, for that matter, how has that evolved and expanded, and then what trends are taking place that all of us need to pay attention to.Let's just focus for a minute on the framework. Pretend for a minute I'm brand new to the training department and I need to put something together for my company. How do you define what a learning and development framework is?Sherle Brown: Well, I look at it as your roadmap, your guide of what you're going to do, so building that framework is really important because it's going to give you that underlying foundation. Some of the things that you had mentioned just a second ago about how learning and development has changed and one of the big ways it's changed is its scope has broadened and it's become even more and more important to businesses. It's one of the reasons people stay with you or one of the reasons they leave. It's a big reason of why some companies become successful no matter what's going on and why others fail that look like maybe they shouldn't fail. Getting that framework built the right way is key to success, actually.Jonathan Saar: Yeah. Yeah, that's impactful. I like that statement: It's a key to having people stay with you. What a shift that you and I have seen over the last few years in really what attracts people to coming to a company, the hooks, so to speak, of where someone when they come out of college, what they decide to do, where they decide to go, has changed drastically in the last 10 years or so. We know it will continue to change as culture changes and things change in the world.Let's talk about for a minute, why is it so important to be organized, organized from the sense of we can visualize framework as having components? What's your take on what it takes to be organized and keep that framework moving forward?Sherle Brown: When you look at this broadened role of learning and development, what's so exciting about this in a way and what is so challenging with it is that, if it's done correctly, then learning and development is going to touch every single thing in the organization. That's part of another thing that's changed is learning and development, it used to be it sat out there and it was something people checked off boxes and went through and there was a lot of compliance and all that, but it wasn't being used the way it should be and the way it is now and the way it has to be used now.With that said, I think the starting point with the organization of the framework is the alignment with business goals. It needs to be strategic. That goes all the way back to every position in the company from the beginning through the end is touched by learning and development. It's a key component, actually. Learning and development should be involved in recruiting, hiring, onboarding, competencies, employee growth, leadership development, on and on it goes.That means that that framework that's built needs to be organized in a way that can keep that from becoming chaotic, that connects all these different components. It needs to measure, that means it needs to have KPIs that are aligned with the business goals, and it needs to look at what the framework is doing. That needs to be monitored. It can't just be left alone. All that needs to be built into the framework itself. If employees are not satisfied with the way the learning and development's done and believe that it's working and that it has value, it's never going to get where it needs to be, so you've also got to keep an eye on how does the employee feel about this, what is their perception, what are they getting out of it, where are those gaps, and how are they filled.My favorite, I'd say, models of a good framework was put out by McKinsey. I'm not going into all that, but just a few of the things, they have nine components. Just touching on some of the very key ones, I've already mentioned it needs to be tied into the business. In property management, that means operations, marketing, management, maintenance, all of that, the executive leadership. That's another place that sometimes it's missed. It needs to be when those gaps are there, how big are the gaps and how much is that costing us? Things have to be prioritized. That's a real big one, because you want to do everything, and of course, that's impossible. All the different learning paths need to be there. It needs to be, especially with HR, not just loose connections, but totally tied in to each other.Then one of the big things that's different is with some of the capabilities now maybe to get more into informal learning being recognized to a point, there are ways you can strategically build that into your warning and development program, and of course, of course, it's technology. When you think about all that, it's massive, it's complex, it's interlinked, so you better be organized. If you get it right, which is a big if, it's a lot of work, it takes ongoing attention, but if you do it, you keep it organized the way it should be, then I really think that you would end up contributing to employee engagement, retention, like we said, as well as, though, your company brand.Jonathan Saar: Right. Wow. Let's just pause for a moment. That's a lot to chew on because I mean, a ton that I just pulled away from that part of the conversation, Sherle. Here's what a training program is not, you and I both seen this, all right, you ask somebody, "Yeah, do you have a training program?" That answer may be yes. Then you ask them, "What are the components of that training program?" "Well, we make sure they take fair housing every year," or "We make sure that they take sexual harassment prevention," and they'll list some courses. That's what's on their mind, that they developed a training program. What you just shared with us is a whole, whole other level of what are some components that need to be thought about.I love what you said there, too, how there has to be some alignment. Often, as leaders, we can't present that to someone just simply, "Please, get us a training program." There just has to be that overall vision, as you commented on, in order for it to be successful. Beautiful. Love it, love it.Let's pivot for a minute and, and now we're talking about like, how do we, how do we identify that role? We know often the organizational structure of the company is, "Okay, what is that job position?" We need to have community managers, we need to have our leasing professionals, we need to have regionals. We can go through that whole list of job titles, but do you think that a training program should just be solely focused on what that job title is and associating learning with that job title? What are your thoughts on that?Sherle Brown: I think are very interesting, like Zappos and Mass Mutual have eliminated job titles completely, so when you read further into it, you find out they do have structure, it's not as loose as it may sound, but they go by function. My part of that is not only just going by function, but by going toward the interest of the employees aligned again with the business, but growing people in different ways.One of the reasons I would say that is from personal experience, even. When my educational background was, I had my undergraduate education was in IT and finance. Of course, I went in that direction, but I was never interested in it. It was not what I wanted to be doing. Fortunately, I worked for a company that allowed me to get my hands in anything. I mean, they just turned me loose: "Here, go get into everything you want to."Jonathan Saar: Nice.Sherle Brown: I learned so much and it kept me to things that, I mean, I worked long hours that defied a lot of people's logic. They thought I was crazy, but I was enjoying the whole thing. I think a lot of that had to do with I got to learn different areas, I got to grow in areas. I wasn't stagnated into "Here's your title of CFO," or whatever it was at the time, it's all kinds of different areas, and I think that benefited the company, too.Jonathan Saar: Yeah. Yeah. That's awesome. I love it. The culture just allowed you room to grow. What a critical element that is, if it is just this box where everybody's in. Statistically, we're seeing that, too. It doesn't matter what generation, I just think it's becoming more vocal now, where as new ones are coming into the job market, they don't want to be put into that box, but just to have an opportunity to expand and explore and just see what's available to them and the way education is being delivered. We're going to touch on that in a minute. We're going to get into some tech items I know that you have on your mind and how that really can facilitate that. That's amazing. Excellent.Taking it to, let's say, someone that we have, people listening to this today, and maybe they're new to the industry, or maybe, again, maybe it's someone who's just, they're trying to really tweak their learning and development program, their training program. What would be your message to those who are like, "Okay, I know, here's the prerequisites"?We know, we understand that you can't get away from it. There are things that need to be taken. It keeps the employee safe. It helps them perform their job better, but at the same time, what do you think a pro a program would look like to help someone expand their career and to make their program a little bit more dynamic and fluid? Any thoughts on that?Sherle Brown: Yeah. I have this vision in my mind and I've had this vision for many years and I've seen parts of it done. I think there probably are companies now doing it. I've not seen it in absolute practice, but here's this vision: It starts off with the way each job is designed. You define each job and how it contributes to the company's purpose and the company's strategy back to the culture again. If somebody, say, is going to go into a community manager's job, for example, in property management, and is going to work for a company, we know of lots of different cultures within property management. You think about the culture of that company as well as the function of the community manager.This job is defined that way so when they come in, here's this career path, and it includes things, like there are some basic things you need to know as a community manager. There are courses that you need to take for compliance. There are things that you can't do your job and do it well and not hurt other people if you don't know those things, so you start, but everybody has a different starting point. One person in the old days, somebody would walk in with 20 years experience, and they're like, "Okay, check all these boxes," and they would have to take hours of courses instead of, "They're at this level," and that's part of the identifying the competencies coming in.Then the starting point becomes different with that person and then, in my vision, the person's direct supervisor, the learning and development professional and the employee start off at the very beginning with this defined position and what the company needs. They then work with that employee on where their knowledge and skills and abilities are as well as their interest in and where do they want to go in their career.Some people, they're looking at the next level before they've done what they're supposed to do at this one, so we work with them with all that. You collaboratively work with, you set goals, and this is key, accountability with those. You build in these interim goals and rewards and celebrations along the way for meeting these different steps.That requires some frequent interaction and frequent communication because what you start off with may not be anywhere close to where you end up because you've got a business with needs and you have people in those places that may change from where they were and companies that may change, so you have to be aware that you adjust along the way, but you don't let that, like, "We're just going to leave it alone," and then all this stuff changes. That doesn't work. It takes that commitment to that frequent interaction.Jonathan Saar: That's awesome. Now, we get into technology. That's always one of the bigger questions overall. It's like, okay, we have a vision, we have all these ideas, we know how to be that mentor, be that coach, be that facilitator, organize the program. Where are we at today, Sherle? What technologies out there, what are some trends, and how does that make a learning and development program successful?Sherle Brown: Well, the technology continues to improve, and that means that learning and development needs to be proactive in looking at where it's going and they need to put in things that work for that particular organization. Some of the trends that, and I'll talk about these jointly together, is I think we're seeing a lot of job redesign, upskilling, and reskilling.I don't think I mentioned this before, and it's true in the L&D role, they need to be more strategic, more data-literate, more financial literacy involved with that. There are a lot of ways to do that with the technology that's coming up. Some of the basics that I would talk about are, I think, more of a cloud-based plugin, unplugged-type system instead of investing in expensive on-the-premises systems that require ongoing maintenance, constant attention. You need a whole department to even begin to do that, right?Jonathan Saar: Right.Sherle Brown: A lot of companies aren't able to do that well and if they make attempts at it, it's not the right way to go. Then we are seeing LMSs. When you and I first got to know each other, that was the big thing. It's still there's that need for that structure that we've talked about and keeping track of who's doing what and delivering content and all that.They're evolving into what they call "LXPs," learning experience platforms. That becomes more of the user interaction with it: employees learning from each other, sharing information, making recommendations, more personalized delivery that wasn't even possible before. Oh, expand content, but it's not like you are sitting there delivering. I mean, that is like a rat race that won't end, constantly trying to keep all kinds of content updated. Instead, it's drawn from multiple sources with different libraries and in different forms.Then we're starting to see some things with geo-fencing where I remember one of the things that I did in a lot of my positions was I would write policies and procedures for the entire organization. As a national company, you had to keep up with these constant changes of laws everywhere, which would be overwhelming. Then a lot of times, the easy way out was to make everybody in the company take courses that didn't necessarily apply to them or get into complicated, all this grouping on the LMS.We're starting to be able to not have to do all that and make it more tailor-fit. That comes through geo-fencing, where you could go, if a law applies to a different area, then you would be able to get people up to speed on that, virtual reality and augmented reality interspersed with actually learning what you're really doing on the job.Then I think one of the ones that I see a lot of potential with is that there's big data out there. We hear about that all the time until we get tired of hearing it, but at the same time, if you don't know how to use all that, if the information just sits around, it doesn't do you a whole lot of good. I think we're seeing that learning and development professionals need to know where do we use the technology and where can technology not do what humans can do.I think there's more and more demand for being able to understand that, which means you need to understand the technology to a point and the picture of learning in general. In some of the ways I can see, practical ways of doing that, is the machine learning and artificial intelligence can go out with that big data that human brains cannot process all that and then take it in meaningful ways, measure things we can't measure, I think that's one of the ways of it, and then go in and maybe do more personalized experiences.There was one thing, and I wish I could remember this a little bit better, but I just found it fascinating at the time. It's been a while since I read it, but the Navy, for example, did virtual mentoring or tutoring. I don't remember which one it was, but they actually worked in a controlled environment where one group were taught by really good mentors or tutors and the other group was taught by these machines and the ones taught by the machines, believe it or not, outperformed the human part. I would not have thought that would happen, but it did. That's a real story.Jonathan Saar: Yeah. Wow, that's amazing.Sherle Brown: I think on this is the microlearning, I think is learning a little bit at a time instead of sitting in a classroom for hours and hours and hours and then going back and being so stressed out about all the things you've got to do that you can't even focus on what you learned and you block it out of your mind after a while. It doesn't lead to longterm learning. I think the microlearning, which is learning in small little chunks at a time where it's more relevant and it's integrated into the work.Some people are like, "Well, what is microlearning?" That's already explained what it is, but what it's not is it's not just a theory. It's not just a principle and it's not something that replaces the formal learning because as things get more complex, more complex skills, I need more than just little chunks here and there. I see it not as something that replaces, but something that supplements more formal or involved learning. It takes it to the next level because we forget most of what we've learned unless we apply it.I know from experience and from teaching experience that repetition really, really enforces it. The more you're exposed to it, especially in practical ways and things that provide meaning and memory to it, makes a huge difference. All kinds of science supports that.Jonathan Saar: Yeah, yeah. We can have another whole show just on that alone, right, Sherle? I mean there's so much thereon, even with technology. Still, we're talking about the delivery method, we're talking about, well, what does the content look like? Is the content interactive? Does it allow for visuals and games and things along that line? Those are all items that are just, yeah, another whole topic.Something that you mentioned earlier, too, that caught my attention was just not getting overwhelmed with the data. What an amazing thought point that is. Here's why, here's my perspective on that: It just takes away from that, I believe you touched on this, it takes away from that opportunity to really get to know that learner, our employee as a person. You get so bogged down by numbers and by statistics and you really lose that personal touch. That's something that we definitely want to avoid.Ironically enough, as systems progress, I think this is really, you and I were talking before the show, here's what we want our audience to understand: Be ahead. Don't be behind. 10, 15 years ago, that was a common discussion that we had was that property management is a little bit behind. Learning management systems have been around for many years now and we're just starting to opt into them. How crucial it is for our training department to really, let's forecast what is coming, what can we start implementing now, and how can we use technology to help cut costs, at the same time, not take away from that, that learning experience where it's just virtually taking everything over?Last little thought, Sherle, before we wrap up the show: I think there were some elements in there about artificial intelligence. I'm going to go nerd for a minute here and dive into the learner experience. We know manually, from a manual perspective, how difficult it is. It's difficult as it is just to make a learning plan for a job title and then you're managing multiple employees who are coming in at different times; from a hiring, promoted. We got all that dynamic items that are taking place. That's difficult as it is.Now, we're looking at the potential of bringing in multiple sources for an employee. Do you think that as AI, when it comes to learning and development, as it continues to progress, that we're going to start seeing more learning platforms, like how we experience things on something like Netflix, where Netflix just tells us what we probably would like to watch and they're usually pretty close? What are your thoughts on that?Sherle Brown: I definitely think we're going to see more of that. I think it's got tremendous potential. I mean, if you think about it, that adaptive system that looks at as employees do things, those experiences that they do, and the system captures that, then it provides insights into their preferences and all this stuff in real-time, it is just so powerful.One of the things I think is tremendous there is if you think not only can it go with where that employee is for this individual attention, it's got real meaning and real relevance and all that, but it can go to their learning styles. One of the first questions I ask every class that I teach at the beginning, my first day tries to get to know them better and one of my questions is their learning styles: What are obstacles for you for learning, what helps you learn, and all that, just trying to get that information with these classes I teach, which are going to be less than a hundred students can seem like a lot. You can imagine with organizations and all the stuff that goes on there, it's a whole different world.It also even does things with people with disabilities. We think about it adapts to them. It adapts to people, like some of the stuff I've done in my life, I've been either older or younger than people, a different background than some of the people that I worked with, so having more of an individualized experience would have been great, or just your style, it makes a huge, huge difference, so the potential is there.Now, with that said, and I do think it's going that way, there are a couple of things that need to happen to make it get where it needs to be. I think that will come fairly quickly, but we do need to give it some thought. One of them is employees are used to this, just like you've talked about what they're used to, it's this one-size-fits-all spoon-fed content-delivered approach. As crazy as it sounds, even if the learning and development people are all into proactiveness and looking at all this, they've still got the job that they've got to get the employees to understand it and to be bought into it then.Jonathan Saar: Yeah, spot-on. Yeah, it won't be relevant whatsoever if we don't have some of the technology in place. It's there. There's some other things that we know are on the horizon that you and I've talked about. LinkedIn's already has had a platform for some time that is somewhat along those lines. We'll see that in our industry and I think it's going to really, really change the landscape of a person's education, how they are educating themselves, and how that experience, no matter what property management company they work for, it can be transferable. A lot to look forward to and a lot to really focus on right now so that we're prepped for what is coming in the near future.Sherle, you mentioned a couple of things. I just want to tell our audience, we will have those items in the show notes. Sherle, if you can provide, you talked about McKinsey and you mentioned the story about the learning experience the Navy had performed. We'll make sure we have some context for everyone. You can take a look at that when you look at the show notes.Sherle, it's been awesome to have you on the show today. What a wealth of insight. I know you and I, we can go on for the entire day deep-diving into some of these, the finer points of what we've discussed, but we've got to wrap the show up. Before we go, though, what one actionable tip could you share with our audience that has served you well as an educator?Sherle Brown: Well, I hope this doesn't sound too cliche, but I do have a twist with it, and that is, I would say, be a lifelong learner who shares with others.Jonathan Saar: I love it. Love it. Always give. Yeah, beautiful. Yeah, that resonates. Thank you for sharing that. Ladies and gentlemen, Sherle Brown, UGA professor, instructor, years in the industry. We appreciate having you on our show today for episode number three of JuvoHub. Sherle, we know you're an industry speaker. For those listening, if you're interested in having her speak to your group, your leadership conference, or any training that you have in mind for your team, what's the best way, Sherle, for people to connect with you? Is it okay to reach out on LinkedIn? Is that your preferred method?Sherle Brown: Yes, that would be great.Jonathan Saar: Awesome. Awesome. Well, thank you again, Sherle. This has been an intriguing show. A lot to chew on and we look forward to having you again on future episodes. Ladies and gentlemen, thank you again. Thank you, Sherle, for being here with us and thank you for tuning into JuvoHub, our podcast. We look forward to seeing you on our next show. Scroll back to top Sign up to receive email updates Enter your name and email address below and I'll send you periodic updates about the podcast. powered by The post What Is A Learning and Development Framework? appeared first on JuvoHub.
11 minutes | May 19, 2020
COVID-19 Resources For HR
In this episode we cover some incredible COVID-19 resources available for all property management professionals in the HR sector.Check out the notes below for links to the resources.Higginbotham COVID-19 Resource CenterHigginbotham Compliance UpdatesHigginbotham Employee CommunicationsA special thanks to our guest on this week's show, John T. Rebol, from Higginbotham. JuvoHub Podcast Transcript Email Download New Tab Jonathan Saar: Welcome everyone to our show today. Thank you for joining us on the JuvoHub Podcast. Just before we get going into our program, we want to remind everyone, especially with the content in this particular episode, that we are not representatives of the CDC or OSHA. These are not medical opinions or recommendations. They're simply information that we wanted to share for recommendations and best practices. It's always good to confer with your legal department or your HR department. But we really appreciate you being here today. So let's get into our show.Jonathan Saar: Hello everyone. Welcome to episode two of JuvoHub. JuvoHub is your helping hand in property management. A true hub for all training and HR professionals in the property management industry. With me today, he's back already. Episode number two, Mr. John T. Rebol, Corporate Wellness Specialist and Employee Benefits Advisor from the Higginbotham Company. John, welcome to our show again, sir.John Rebol: It's great to be here, Jonathan. My pleasure. Tough times, but great to be here.Jonathan Saar: Yeah, yeah. I appreciate having you on here again. Last time we talked about overall employee wellness, and now, because of what's going on with COVID, you and I side barred as we were looking and preparing for this particular program, what can we do to get some information out there for those who are in the training department or the HR department for our property management community. Some resources and some tips and things along that line regarding COVID-19, and how they can address the incredible amount of governmental changes and acts that have taken place.Jonathan Saar: So let me spin it to you just for a minute, John. From your office, are there some recurring questions that have come in? What do you see as the most trending or popular questions that your clients are looking for answers too?John Rebol: Yes, to date there are some questions that do keep coming up. I'll go ahead and tell you what those questions are. The first question we have been asked quite a bit from our clients is what steps do I take if an employee tests positive for COVID-19? Another one that we get pretty frequently is if an employee is unable to telework, what are my options? Then number three is can you explain the details of the emergency paid sick leave act, and the emergency family and medical leave expansion act and provide some information on the Families First Coronavirus Response Act. That's a lot.John Rebol: These questions are recurring. Just with all of the initials that go along with all these different acts, there is a lot to keep up with. There certainly is. So with us being involved in the HR world, it's stuff that we are on top of, and we do have resources that we can help and we stay on top of what's going on.Jonathan Saar: Yeah, that's awesome. I can't imagine being in the shoes of an HR director. There's enough legislation, enough laws that infect an employee that they need to be in tune with. They have to be constantly in contact with their own legal department. And now, and now a deep dive into some incredible acronyms. EPSLA, the EFMLEA, the FFCRA. That's a lot. A lot to chew on. The fact that they have to react so quickly, this isn't something that can take weeks and months to be able to dive into and address. They're having to deal with it immediately. So thank you for sharing that.Jonathan Saar: Now, I know Higginbotham has some resources available on their website that have been a great help, and a big kudos to so many in our industry that have been providing resources like this just to help everyone to get through these crazy times that we're having to live with right now. Can you tell us a little bit about that? What are some of the resources that are on this page? We'll be sharing these in the show notes too for our listeners. So keep that in mind. What do you got for us, John?John Rebol: Well these, it's really a great resource. It's updated daily, and we have a lot of people looking at it. But we have a compliance update. We have a risk management update, employee communications, relief notices, carrier notices for how you might be dealing with your insurance carriers, and then just some helpful links. But it's a great resource. What we try to identify all the different things that folks are going through and what our clients are going through, and we're just taking this information and putting it out on our website so other people have these resources. Just a lot of very good information, and it's updated daily.Jonathan Saar: Yeah, it's great. I've looked at this numerous times, and every time I'm on here there's something new and updated. So that's wonderful. Some great topics. OSHA's approach, what's an essential business? Some poster-related items that you can put up in your office. Coronavirus and the workplace. Again, the list goes on and on. I love this employee communications section that really just deals with some best practices, that, because of the stress that we're living in right now, how to eat right, wellness and health apps that are available, how to deal with working remotely. That's another whole topic. Boy, has that ever exploded for all of us when everything that we're doing right now is by virtual conference or call or phone call. So, great.Jonathan Saar: Any other thoughts, John? These are some great resources. We're glad that you guys have them available. Specifically, have you seen anything where Higginbotham, it has been making a difference for your clients? Has it been a lot of the resources? Or has there been certain items that you've been able to share with them to help them really address this matter internally?John Rebol: Well, in regards to internally, our offices here in Atlanta, I think that we have done for ourselves a really good job of communicating with all the employees. We are still, we're very fortunate in the fact that we have actually a health coach with the group here in Atlanta. We've continued to have our monthly meetings with the health coach, and we talk about ways to continue to communicate with each other, different ways to exercise at home, and the biggest thing is to stay positive, and that we will get through this. So there's a lot of talk that happens like that inside of our organization. So this will actually, we're coming up on, this'll be the second, on Friday of this week, will be the second time that we have the health coach back in a Zoom-type situation.John Rebol: It's really nice to see everybody. It's not like everybody is when you're together and you can see everybody. It certainly is different, but it's great to know that everybody on the team is still working and they are listening to positive talk and trying to encourage each other. So these are just some of the things that we're doing. Obviously, I have a biased opinion and I think it's wonderful, and I really enjoy it. But these are just some of the things that are going on here locally with our Higginbotham family.Jonathan Saar: Yeah, that's wonderful. That's fantastic. What a great example of leadership and setting the stage. I've heard that from some other companies too, who are our really investing in speakers who can come in and really motivate their team. To your point, really focusing on the overall wellness of the team, making sure that they're still productive in their new environments. Critical. Absolutely critical. So fantastic to see your leadership, who's put that in place, and a good example for all of us, because it can be challenging. Not only can remote work be challenging all by itself, but now with this pandemic that's going on and all of the different things that are going on in the news, it can easily distract us and lower our productivity. So kudos to you and your group. It's good to hear that they're doing that.Jonathan Saar: So thank you again, John. We appreciate you. We want to keep this episode a little bit shorter, as we really wanted to focus on getting these resources out there for our industry. If you have any questions you can reach out to a John. Is it on LinkedIn they can connect with you on LinkedIn if they have any questions? Or can they email you?John Rebol: They can email me or go to LinkedIn. Most of my social activity on the internet is at LinkedIn, so that's a great place to reach me.Jonathan Saar: Okay, perfect. Perfect. That'll be in the show notes as well as, like we said, the Higginbotham resource will also be in the show notes. If you have any comments on this show, we would love to hear your feedback. Take an opportunity if you've subscribed to the podcast already to give us a review. It's episode number two. So we're still working out the kinks, but we're so grateful to have all of you who are listening to this show today. So until next time, thank you so much. Thank you for tuning into JuvoHub. Thank you, John Rebol, for your comments and your resources today.John Rebol: Thank you, Jonathan. Scroll back to top Sign up to receive email updates Enter your name and email address below and I'll send you periodic updates about the podcast. powered by The post COVID-19 Resources For HR appeared first on JuvoHub.
22 minutes | Apr 15, 2020
3 Key Components For Employee Wellness
In this episode, I am joined by John Rebol, a Corporate Wellness Specialist and Employee Benefits Advisor for REAL HR, A Higginbotham Company.John shares his 3 key components for employee wellness.We discuss the following:Physical Well BeingSpiritual Well BeingFinancial Well Being JuvoHub Podcast Transcript Email Download New Tab Jonathan: Hello everyone, and welcome to episode one of JuvoHub. JuvoHub is your Helping Hand In Property Management, a true hub for all training and HR professionals in the property management industry. So I am really, really excited to launch this first episode for our industry, and I'm even more excited about our first guest that we have on today's show. I have with me today Mr. John T. Rebol, Corporate Wellness Specialist and Employee Benefits Advisor at the Higginbotham Company. John, welcome. Nice to have you with us.John: Nice to be here, Jonathan. It's a thrill to be part of the very first episode. I'm really happy to be here with you.Jonathan: Thank you for taking the time out for us today. So let's just get started. Today's topic is about wellness, and how there's just so many components to how we as professionals have to embrace that as part of our culture today. But tell us a little bit about yourself. What brought you into the wellness component of the industry?John: Yeah, sure. I did a lot of work in the financial services industry, and specifically was working in the 401k market. About two or three years ago, I started seeing a lot of talk about financial wellness. I'm like, what is financial wellness? I need to take a closer look at that. Then it really made me dive into even more so about wellness, overall wellness. It really made me look even deeper into financial wellness. As I was doing my research in wellness I kept on hearing so much talk about stress, and stress is what causes all of these problems. People to drink too much, and to overeat, and live sedentary lives. I'm like, what in the world is causing this stress?John: My research showed me that a lot of this stress comes from financial stress, that people are concerned about their finances. But it also goes through my research into many other different things. I think there's three components to it. It's not only financial, but there's also a spiritual aspect to it, and a financial aspect. So over the last three years I have really dug into it. So that's that background.Jonathan: Beautiful. Beautiful. So timely, so timely. Sometimes we get so focused on what is it going to take to make the money? What is it going to take to have that retirement fund? What is it going to take to get my kids through college? We forget the other components that really help facilitate that. Those are fantastic goals to have. We need to have them. But there's so much that's part of that.Jonathan: You shared with me that you wrote a nice, concise ebook about wellness. You called it KISS, and you dive into those three components of physical, spiritual, financial, and how simple things that we can think about that contribute to our overall wellness. So let's hit each of them. You start off with physical. How does physical wellness, what does your book talk about? What's your take on that?John: You touched on it a little bit. Most people are familiar with the acronym KISS, Keep It Simple Stupid. If stupid is a difficult word for you, can also put Silly in there. So it's however you want to look at it. I just had a Jerry McGuire moment, if any of you are familiar with the movie. It seems like a lot of people tend to make things just a little bit too difficult. If you can really keep things simple, it really helps out. In regards to the whole physical side of things, in regards to being physically well, it doesn't require all that much work. Some very simple things, like just a mild amount of exercise is a very good thing. Maybe just walking. Some other things in regards to physical wellness is how you eat. It doesn't have to be an elaborate diet or meal plan. Maybe just keep an eye on what you're eating, staying away from sugars, and maybe not eating late at night.John: These are things that are very simple and easy to to do, and could really, really pay big dividends in regards to just being physically fit. The whole idea of just going forward and spending the time to watch what you eat, it actually makes you feel better. I feel better if I'm conscious of what I'm eating and how I'm exercising. So it doesn't have to be elaborate, just very simple things. It can help you sleep better at night, and let's just keep it simple.Jonathan: Yeah. That's great. So would you say, I guess we'll use the analogy, what happens every new year's. Every new year's people, they have that on their mind. I want to eat better and exercise more. It lasts, for many of us a month, and then we get back into the grind of our life and we start forgetting that. What have you done? Or maybe what can you share that would help people maintain consistency in their physical wellness? Any thoughts on that?John: I honestly, Jonathan, I think a lot of it comes back to the simplicity factor. I think a lot of people, what happen is, is they decide at the beginning of the year they're going to do this exercise program. They're going to do all this eating, and I think that they set themselves up for failure, that they just do too much. Let's just start slow and get into it. Just kind of one step at a time. I don't think any one type of exercise program is better than any other. Let's just start. Let's do it. So I really think it's just baby steps. Get into it, and just, you'll start feeling better. It takes some time, but just, you got to try and stay with it.Jonathan: Right. That's beautiful. I remember all the times I went crazy and joined the gym and got some magazine and had all these 30 days to this, and 90 days to that, and always failed. So I'm with you on that. It's been, for me, it's been a personal journey for the last few years just to maintain that consistency. Your advice is what I've done my best to apply. Just steady, simple, consistent. It's opened up a world for me. I've opened a new business. Things are going good for you and your family. You and I sidebar and chat about that all the time. So great tips. That's awesome, man.Jonathan: So let's get to the next component. You talk about spiritual and spirituality, so to speak, and how that helps with wellness. Tell us about that. How does that contribute to overall wellness?John: I think it's really important to be okay with yourself. You need to find a way to be happy with who you are and what's going on. The whole spiritual side of it is, I think it's a way to just reflect and find some time to be quiet. I know that there's a lot of talk these days about mindfulness and yoga and just meditation. I think these are all good, and I think it's critically important to just time to be quiet. I just think it's really important. It has helped me to try and find some time in the morning just to be quiet before I get the day going. Actually, I think it's important even on the physical side of things, as well as with the spiritual, is to find other people that you can communicate and talk with and be open with.John: So I think it's really important to find some quiet time to reflect on, just slow down, and take a look at what's going on. I think it's really important. There's tons of books that you can read. Once again, keep it simple. Find something that makes sense to you and just slowly dive in. Maybe you read a few pages out of some type of motivational book or a spiritual book, whatever works for you. Once again, really stay in tight with the keep it simple.Jonathan: Yeah, that's beautiful. What's your take on, I see this all the time, where, especially on social media, people will be like, "I need to go through a detox, like a technology detox," because there's just so much, and we get it. There's just so much negativity. Any thoughts on that? We talked a moment ago about keep it simple with physical exercise. What do you think people can do when it comes to social media or technology? Anything that you think would be beneficial from a balance perspective, I guess? Go ahead.John: Well, as you were talking about technology, I was really thinking about unplugging and finding quiet time. I'm sure, and I know that there are apps out there that help with meditation and things of that nature. I think that they're probably great. I've toyed around with a couple. But my experience and the way I do it is really try to unplug, is I wake up in the morning and I go into actually our living room, and I typically get up before anybody else in the family, and I just read out of some books, and I'm just quiet and try and see what these books are saying to me. It just really helps me to get my day going forward.John: I really also work on just a spiritual thing, believe it or not, is I think just living one day at a time is big. If I start looking out into the future, oh boy, I can get anxious. If I get into taking a look at the past where I may have made some mistakes, it can be depressing. Right now, today as you and I speak, even amidst all of this crazy coronavirus that's going on, I am okay. Right this very second I am okay. So just some examples that I do personally.Jonathan: Yeah, what a timely subject too, because it can easily get overwhelming on the media with what's happening in the whole world with coronavirus. We could easily get off on a banter here right now with all of the things that could happen. But wonderful. Yeah, focus on today. But it's all part of that process of we need to be problem solvers. Being industry leaders, that's our responsibility for our viewers, listeners to this episode, that we're all taking that away, that there's no reason to just wave the white flag and give up. We're only going to be successful for our industry if we continue to try and help each other. Continue t
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