CREW’s Post

Proud to share monday.com has made it to the top 3 high-tech companies to work for in Israel! And I couldn't agree more. Our people are just amazing and uplifting in every way possible, which is not taken for granted these days. Oh and guess what...we're hiring!! Check out our career page and DM me if you want to join the fun 🚀 See the link in 1st comment with some of our open positions in Sales

I’m honored to have been chosen to share my perspectives on the EM field. Check out the blog to see some insights from myself and my esteemed colleagues!

Cushman & Wakefield has done it again! We’ve secured a 5 Star ranking in the VETS Indexes awards for the second year running. But let’s not stop the momentum! Cushman & Wakefield and C&W Services is on a mission to pave the way for military veterans, military spouses, the Guard/Reserve, and programs like Skillbridge to transform the landscape, ensuring they're not just seen, but heard and valued. We see their untapped potential, their resilience, and the dedication they bring to every organization they work for. We’re not just talking about ‘nice to have’ - we’re talking about a game-changer for businesses and people alike. So, here’s your call to action: Let’s recognize the value and invest in the future. Companies looking for the best of the best, it’s time to join forces with organizations like Cushman & Wakefield / C&W Services that champion military veterans in their workforce. #VETSIndexes #MilitarySpouses #GuardReserve #Skillbridge #BusinessImpact #HireVeterans #TogetherWeCanDoMore

#gartnerda #sydney 2023 is a wrap. Super job by Sally Parker our chairperson and the entire events staff on site with a special shout out to Maeve Scanlan for her expertise and always cheerful efficiency. Great seeing the likes of #gartner colleagues Erick Brethenoux Peter Krensky Andrew White Adam Ronthal Frank Buytendijk Sarah Turkalay Georgia O'Callaghan, Ph.D. Julian Sun Tong Zhang Gareth Herschel Ian Bertram Alan D. Duncan and I’m sure I missed someone (with apologies!). I had great fun debating #datamesh and #datafabric with Roxane E.. The audience comments afterward made it clear they were able to summarize the differences, synergies and where or IF to start. We’ve all started submitting concepts for next year, but now we need to hear from you! What do you want on the agenda next year? Keep identifying and sharing your experiences that signal change, issues or stability. We love hearing about real practices. Rumor has it we are adding more venues in the series which is the largest, most popular and highest demand area after #gartnersym. And while we’re at it, I will try to see about 10,000 of you in #orlando in October!!! If data is the center of IT, then IT and everything that uses data better get centered on data. I’m chatting with all of #llms out there and serving you notice. This is no hallucination. Poor data practices means faster, and dumber output.

Today I’m celebrating our differences! ….and specifically celebrating our team members at Benson Wood who are all brilliant and unique in their own special way. 🩷 We have quiet types who sometimes need coaxing to chat about anything that’s not accounts or tax. 🩶 We have calm types who never get stressed and take everything in their stride. 🩷 We have enthusiastic types who love new things, race ahead of themselves and often need reined in (this type might include me 😳). 🩶 We have deep thinking types who are founts of knowledge and love problem solving. 🩷 We have caring types who thrive on helping clients and teammates. 🤩 Every single person in our team is different. 🤩 Every single member of our team is invaluable to our business. 🤩 Without our team members and the different attributes & skills they bring, we wouldn’t have a business. As a business owner, where would you be without your team? #team #business #accountants

Our professional family grew this week. Danielle Bucki and I are extremely excited to welcome Alysa Stinson to our FIt Butters team. For the past several years we were a two person team (in the office) but it was time to expand. Many of you have read our core values; we print them on every jar. When we listed the position for Events and Sales Representative we knew that the hire had to align with our core values, our vision, mission and culture. Family. Alysa has been part of our influencer fam for over the past year. She’s already been part of our DNA. She’s been to every major event with us over the past year and understands what makes us special. Authenticity. We’ve gotten the pleasure to get to know Alysa more on a personal level since we’ve spent so much time together on the road. We’ve heard her story. Her ups and her downs. Her achievements and her failures. She didn’t hide from them, but embraced it all to better herself both personally and professionally. Quality. This one can mean so much as it pertains to Alysa. She’s a quality human being. She’s so good to us as people, to our children and obviously to the business. Then there’s quality of work. Whether she’s creating content for us, shipping or working an event, she gives it her all each and every time. We quickly realized during our first event that she’s a leader and a go getter. Transparency. This is one of Alysa’s strongest attributes. Alysa is 22 years old, did not complete college, and admittedly had no idea what she wanted to do with her life. During our formal interview she admitted that on paper we’ll find better candidates and she may not be the strongest in every aspect but what she’s really good at is going all in on something she loves. She’s willing to learn, wants to continually be challenged and wants to kick ass at everything she does. Transparently no college degree gives you this kind of confidence and ability to get sh*t done. At the end of the day it wasn’t about a college degree, it wasn’t about experience, it was about family, fit and fueling a purpose. Some things just can’t be taught, and Alysa has the “it” factor. She embodies the H3 mindset. Hard Work. Hustle. Humility.

Happy Saturday and day 3 ! My favorite topic: 3. Empower Your Team**: Foster a culture of ownership and accountability among your team members. Encourage open communication, provide ongoing training and support, and empower employees to take ownership of their roles in driving KPIs. For example we make employee of the month a really big deal. We set goals for phlebotomist success rates weekly with rewards and recognition. We make area area challenges and encourage our staff too volunteer in our community monthly. Recently I had to give an explanation as to why I had a high CPL when it comes to staffing but I also have the lowest turnover. It’s a fine line we balance between cost and employee morale but the way I feel is we always have to remember that everything we do revolves around people. From the donor , the employee, the production of the product and to the patient who receives our product. We can’t get lost in spreadsheets and analytics and forget about joy and purpose in our people. Have a blessed day !

Think back to all the teams you have ever worked on. Which ones were actually teams? It's easy to tell, you had fun and were engaged in something meaningful. You could be vulnerable. You had each others backs. I heard Dan Benitah say something profound once "we made lots of mistakes, but it was ok because we were there to catch each others mistakes." That is a team. Many times what we call a team is often just a collection of people forced together by circumstance. That’s not a team. A team needs a shared vision. The “something” to achieve. A meaningful shared vision can be anything, from enabling people to enjoy life by maintaining the roads they drive on, to getting people to walk on Mars. A real team will act together. They are coordinated and motivated to achieve THIER vision, and each member has their part to play. Each member knows where they fit in. This is hard to achieve and maintain in practice. As a leader of teams, as you powerful or do you empower? To empower is simply to point the team in the right direction and then do everything you can to get problems out of their path. It’s that simple. If you are powerful then your team is not. This is why asking whether teams should be remote, hybrid or in the office is the wrong question. The right question is how can we empower our teams to achieve what is needed? You can’t own the answer to that. It must be negotiated. Sure, you can force them if you are the boss, but that will lead to less. Less productivity. Less commitment. Less fun. So back to you and your teams, a good measure of team productivity and sustainability is are they having fun? They can't all the time, but paying attention to why they are not having fun, can lead to what to improve on. Don’t even get me started on the fun police. Those people in every walk of life that are there to make sure you act exactly as you are supposed to. I’m looking at you security guard in Lidl stopping me pulling my child down a wide aisle when no one else is around. But they are EVERYWHERE. They are only happy when they don’t see you in all your wonder, but just the role you are meant to play (e.g. faceless shopper). Well life is too short to listen to the fun police. Life is too short to not enjoy the buzz of being on a team that relies on each other and laughs with each other. Not at the expense of others, but in delight of living and being. If you need help getting you teams laughing again, on the way to more productivity, get in touch! Otherwise, what are you doing to help others have fun and be valuable today?

Given the scale of our organization (8,000+ employees and partners), many are surprised to hear about the pace at which we move. For example, last week our CEO had questions about our field operations and how we better connect the field to the field support center...so, we had a pulsing survey out to thousands of people the same day and terrific insights to discuss. There was no deliberating over ideal timing, the perfect questionnaire or any inconsequential details. We moved with purpose and were immediately better off for it.    This is just one example, but the bias to action permeates throughout the departments here. It’s not for everybody, and that’s very much OK. In my experience, there are people who seek comfort in their place of employment: fully predictable days and a moderate work pace are perfect for some people.    As we continue to build our organization, we will signal to the world that our size does not overshadow the entrepreneurial spirit on which this company was built. For the benefit of prospective employees and the success of the business, that aspect of our culture should be abundantly clear.