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Posts by Clint Pulver

How to Determine the Current Status of your Employees by Clint Pulver

By Clint Pulver | Jun 16, 2021 | Comments Off

The 3 Questions You Need to Ask Your Employees Right Now

So here’s kind of a sad story? One day a talented employee gets hired at a business, and she’s full of excitement about the future. But over the weeks and months that promise doesn’t pan out, and she starts to feel stuckFinally, she’s had enough—she hands in her notice. And on her last day, her manager invites her into his office, sits her down, and asks her a question that comes way too late. He asks her, What could we have done to keep you here?”

Tragic, right? I see it all the time, and it breaks my heart! The absolute worst moment you could ask an employee what they want in their life is at an exit interview. It’s like a hospital keeping its heart monitor in the morgue. The best companies we’ve worked with are checking their employee’s vitals all the time, before they get tired of their job. And they don’t just do it with stuffy performance reviews that are more about what the company wants than what the employee wants. They do it with a status interview. This is one of the best practices I’ve seen for consistently maintaining an accurate measure of how your employee is feeling and what they need to perform at their best. And it has three specific elements that might seem in conflict but aren’t: it’s informal, it’s in-the-moment, and it’s comprehensively planned and targeted.

The Status Interview

  • Informal
  • In-the-moment
  • Planned and targeted

Done well, a status interview is not about the company; it’s about the employee: the focus is on being an advocate, and asking what they need and what you can do for them. You need to get the information that will help you plan a route forward, and we’ve found that the most effective way to do that is with three very specific questions: “What can we do to keep you here?”“What’s getting in the way of you reaching your maximum success?”; and “How can I help you get where you want to go?”

The Status Interview Questions

1. “What can we do to keep you here?”

2. “What’s getting in the way of you reaching your maximum success?”

3. “How can I help you get where you want to go?” 

Each one of these questions achieves a different goal, and has to be approached in a specific way. Let’s take the first one: “What can we do to keep you here.”

This is how you acknowledge your employee’s value: that you appreciate what they bring every day. Set them at ease by pairing this question with some vocal praise, like, “Hey, you’re really important to this company, and I want to make sure that you’ve got what you need to be successful. What can we do to keep you here?

1. “What can we do to keep you here?”

  • Inspires loyalty and trust and value
  • Pair with vocal praise 

Asking this question before there’s a problem inspires loyalty and shows them they matter—and adding in that praise lets them know right away that this isn’t a conversation about a problem.

Then that next question shows your employee that you’re invested in boosting their skills and getting them to their goals: “What’s getting in the way of your maximum success?” Here’s what you’re really asking: What skills do you want to learn? How’s your schedule working out? Is anything going on with your health or your family that might be causing you stress? And, most importantly, what can I do as your manager to connect you with resources and get you past those obstacles?

2. “What’s getting in the way of you reaching your maximum success?”

  • Shows support for an employee’s goals
  • Pair with offers of help, training, or resources 
  • Then, you cap it off with the kicker: “How can I help you get where you want to go.”

 As a leader and a mentor, your job is to connect your people to their dreams, even if those dreams have nothing to do with their work. Asking an employee how you can help them get anywhere they want to go in life demonstrates to them that you are their advocateShowing support for an employee’s personal projects actively taps into their excitement. It will re-engage that person, so they can bring that energy and incorporate it into their work. And the beauty of knowing what your employee wants is that you can play to those strengths, and find opportunities within the company to that will move them further toward those dreams.

 3. “How can I help you get where you want to go?”

  • Demonstrates advocacy
  • Pair with help in finding opportunity

But there’s one more critical element to the status interview that you cannot forget—and that’s a relationship that can bear the weight of truth. Your employees need to know that they can tell you what they’re really feeling without risking any anger or retribution from you. You can’t create that kind of strength and confidence just in that moment—you build it over time, through all those little daily deposits of trust that you’re making with your people. It’s true that some employees will never tell you the complete truth, but even then, I promise you that it will have so much meaning that you at least asked, and that you asked authentically and with open intentions. Just remember that this is not your moment to criticize or bring up performance issues. This is support—a check-up, a heart monitor. You’re looking to create that healthy stability, and you’re taking action if you spot any sign that things aren’t great.

So today I want you to look at your schedule for the month ahead, and slot in time for a status interview with every one of your employees. Ask those three questions, pair them with praise, and figure out how you can support their dreams now, even if it seems like everything’s fine. Because an employee’s last day on the job is absolutely the wrong time to find out what could have done to keep them in your company.

 

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Clint Pulver- 2021 and the To Don't List

By Clint Pulver | Jan 06, 2021 | Comments Off

2020 has been the year of the dumpster fire. I don't know about you, but I'm ready to start a new chapter. It's been crazy. It's been a wild time. I don't think ever in my life have I experienced such difficult turbulence.

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I remember when I was in flight school, and we were flying over a mountain range, and we hit some of the roughest air. I mean, massive turbulence was shaking the plane, I hit my head on the cockpit. My safety belt wasn't on tight enough. It was rough. And I remember pushing the throttle to get through the turbulence faster. I wanted to get over the mountain range. I wanted to get through everything and get to smoother air. And I was still in school, so thankfully, my instructor was with me, and he grabbed the throttle and pulled it back.

He looked at me, and he said, "You never speed up when you're in turbulence."

Every airplane has an optimum turbulence limitation. And, you know, it's like hitting a speed bump at 80 miles an hour versus eight miles an hour. There's a big difference in what that's going to do. Sometimes, when we start a new year or a new chapter, right, it's all New Year's resolutions. Its goals, expectations, and vision statements are set, and we get busy creating a lot of To-Do's. But I think there's power in slowing down.


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There's power and maintaining and setting your course and realizing that it's not always in the things that we do, but it's sometimes in the things that we don't do, where we find the greatest growth and success. Leonardo da Vinci said that simplicity is the ultimate sophistication.

When the astronauts first went up into space, they found out that a ballpoint pen would not work in space. There's no gravity, so they couldn't write. So NASA and other engineers spent hundreds of hours and thousands of dollars trying to figure out how they could help astronauts write-in space. And they finally figured it out and developed this really cool pen that writes in space. But what do you think the astronauts did until they could figure that problem out? They used a pencil. Right? Simplicity is sometimes it is the ultimate sophistication.

In my years of research, and what we found is that, you know, good leaders, good entrepreneurs, business professionals, for the most part, you know what you need to do. But the great ones know what they need to stop doing. So this year, maybe you know, instead of writing the To-Do list, perhaps you write the To Don't list, and you focus on simplifying your life, focusing on the essentials.

As we do that, we realize that there's more to life than just speeding up. Sometimes the greatest thing we can do is simply slow down, especially in turbulent times. I wish you a Happy New Year, an excellent 2021 and continued success!

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The Emmy goes to...CLINT PULVER!!

By Clint Pulver | Sep 22, 2020 | Comments Off

 

"Hello, and welcome to the Pandemmys!"

That's how host Jimmy Kimmel kicked off The Primetime Emmy Awards on Sunday September 20, 2020 in Los Angeles. Covid19 has drastically changed how award shows air, but as they say in show business, the show must go on!

So The Rocky Mountain Emmy Awards, a division of the National Academy of Television Arts and Sciences, went virtual too.

From ABC's American Housewife, Daniel DiMaggio announced Clint Pulver's nomination for Clint Pulver: You're Not a Problem...and he won!

Join us in congratulating EMMY WINNER Clint Pulver!

 

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Help your sales soar! New Virtual Keynote from Clint Pulver

By Clint Pulver | Aug 19, 2020 | Comments Off

 

How do you help your sales team feel more confident, deliver powerful customer experiences, and navigate uncertain times? With an innovative shift in mindset and proven processes for creating customer connectivity, trust, and loyalty.

That’s where sales keynote speaker and retention expert Clint Pulver comes in. In this timely and important message, Clint helps sales professionals unlock the power of “mentoring customers” rather than “closing them” in a sales conversation.

Read more about Clint's virtual experiences here!

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Clint Pulver Outlines How To Grow Sales Now

By Clint Pulver | Jul 08, 2020 | Comments Off

In a recent virtual keynote for Lifewave, Clint Pulver tailors his message to salespeople and outlines how the best sellers operate. Learn some practical tips for how to sell better from this short video.

 

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How to make your employees feel heard and understood during crises

By Clint Pulver | May 13, 2020 | Comments Off
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Something I think is important right now, especially in the chaos of COVID-19, is a word that I call “status”. This word comes from my past life in the medical field. Before my professional speaking career, I spent five years in operating rooms working as an orthopedic consultant helping physicians and the medical team to operate on patients. One of the words that was always used was the word “status”. The doctor would often ask “what's the status of the patient” or “can I get a status update”. What they were asking for is the vitals of the patient. Every human being has vitals. These are the things that make sure we're healthy, moving, stable and alive. Those include your heart rate, blood pressure, body temperature, and respiratory rate. If you don't have one of those things, you're not doing very well. We were constantly monitoring the status of our patients. 

In the medical field, the status or the vital signs of the patient would determine treatment. If there's something wrong with the heart rate or the body temperature, that would tell us how to treat the patient to make sure we've achieved a good status. Then you repeat. You recheck the vitals. Then we treat again. You repeat this process until healthy stability is maintained long term. Now more than ever we need good managers and leaders to conduct what I call status interviews with their people.

I think it's easy right now to get caught up in the big problems. You're worrying about finances, investments, expenses, current operations, strategies. But your strategies are only as good as your people. We cannot forget about the power of our people. During this time of chaos where most of us are working in the virtual world, the well being of everybody needs to be looked after. Employees still need to be seen, heard and understood. The goal of the status interview is an intimate one-on-one setting where you reach out to your employees and say “I just want to set up a meeting to catch up and see how you're doing”. 

To be clear, this is not a time to talk about performance. This is not a time to talk about the goals of the company or the vision statement, or the agenda of what we need to do to keep operations flowing. This is simply an opportunity for you as the manager or the leader to create a connection. It is an opportunity for you to really check the vital signs of your people. 

The 4 Best Questions to use during a Status Meeting

I want to be sensitive to our current situation. Below are a few examples of questions that only certain businesses might find useful right now.

The first question of a great status interview is: 

  • What can I do as your manager to keep you here?

The second question is: 

  • What's increased your sense of happiness the most at work? What's working for you right now?

The third question is:

  • What is causing the most amount of stress and worry right now for you at work?

Lastly:

  • How can I make things easier?

Right now, you have a great opportunity to make sure that everybody is being seen and heard. In doing that, we maintain healthy stability long term with our people. We become a more empowered workforce, and empowered workforces always create greater productivity. We become an organization that truly becomes the best for the world in a time when it's needed the most.

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Virtual Inspiration

By Clint Pulver | Apr 16, 2020 | Comments Off
Watch this video from Clint Pulver for inspiration that makes you feel as if you’re sitting in the 1st row at a live event.
 
Stay tuned for more to come from Clint!
 

 

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How to retain younger generations in the workplace

By Clint Pulver | Feb 05, 2020 | Comments Off

Clint Pulver at a recent event

Do you want your people to stay working for you long-term? In our research with the Undercover Millennial Program, the number one contributing factor as to how great leaders create organizations that people never want to leave is quite simply the individual leaders and their leadership style. Managers are the number one reason why people stay and they're the number one reason why people leave. How to create better workplace loyalty comes back to leadership - the choices that you make as a manager matter. What’s even more compelling is a leader who is a great mentor. That is the key. It’s mentorship versus management. This leads to increased loyalty and higher engagement. 

Mentors are people that connect mentees to their dreams. The advocacy of people is just as important as the development. Ask yourself, do you know your people's dreams? How do you expect to create loyalty when you're not considering the other person? It's the power of a win-win relationship. It's the power of true connection.

Bring humanity back into the workplace

You have to get to the part about the employee. I think that every employee is always asking, “Let me know when it gets to the part about me. Let me know when your vision, the company goals, your quota requirements consider me and my dreams.” Some leaders and businesses hear that response and they think, “They're so entitled,” or “They just want us to give them more. It's not about entitlement; it's about bringing humanity back into the workplace.

When you step into that mentorship role, you become a person that people want to be with. You become the person that people experience their best selves with. You become the catalyst that allows them to grow. We found that great mentors in organizations are incredible at what I call “sparking the possibilities for their people.” Do you spark possibility?

The possibility to survive and also thrive? Those are two things that every employee asks a boss, “Can you help me survive and thrive?” The survival part is all about “Can I pay my bills? Do you pay competitively? Am I going to be able to support a family?” But then the second piece is the thrive part. It’s the intangible things that employees look for. Not tangible. During our research for the Undercover Millennial Program, no employee ever said to me, “The reason I work here is because we throw the sickest Christmas parties,” or “I work here because we have ping pong tables.” 

Now, those were definitely perks but they were not the underlying reason as to what built strong and lasting loyalty. It was always a greater focus on the intangibles. “My manager believes in me, they recognize me. There was this time when I was struggling personally and my manager stepped in and became an advocate. My manager cared.” They said, “You know what, you have a life outside of work and I understand that. So how can I help you?” That is what they talk about. These are the things that really matter. 

Recognize potential and worth in your people 

What we found is these managers and mentors are really good at doing two things. They create an opportunity where they communicate the potential and the worth of their people. Those two things, potential and worth - that’s what matters. 

You need consistent recognition for good performance, achievement and results. When's the last time you sat down with your employee and said, “I just want you to know, this is what I see you becoming in this organization”? That simple moment gives employees the opportunity to know that there's potential. Do you create growth opportunities for your people?

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Be a mentor manager

By Clint Pulver | Feb 05, 2020 | Comments Off
Mentor Managers Advocate and Develop BUR- Clint Pulver

No significant loyalty can happen without significant connection. 

Why is that? Because every one of your people that you coach, every one of your employees is asking you the question on every call, let me know when it gets to the part about me. Let me know when what you're doing, what you're saying, let me know when it gets to the part about me. Some of you might be thinking, well, those entitled little sh...ining stars in my life

I would propose that it's not so much about entitlement as it is about good business. Everybody wants to be heard. Everybody wants to be seen. The greatest leaders that create organizations and cultures where people like themselves best, are always the mentor managers. They advocated as much they developed.

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Clint Pulver: Leading Authority on Employee Retention

By Clint Pulver | Sep 18, 2019 | Comments Off

Now more than ever, employees are looking for leadership that supports, encourages, and gives them the tools they need to create an environment that allows them to grow and make an impact. cmi is proud to represent Clint Pulver, the leading authority on employee retention. In his role as a Corporate Keynote Speaker from the millennial generation, Clint offers an engaging and fresh insight supporting your corporate leadership while giving them solid insights on how to inspire themselves and the people they lead.

 

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