On-Demand Webinar

You're Watching: Investing in Growth: Leveraging a Culture of Learning to Drive Engagement

Jason Lindstrom

CEO of Bucketlist Rewards

Jason is Founder and CEO of Bucketlist Rewards - one of the leading employee recognition platforms. Jason believes in the importance of employee appreciation that helps companies create success by motivating people to grow and thrive.

Jason has had the opportunity to help a variety of organizations roll out effective recognition programs, he’s worked with companies like NBA Team Orlando Magic, Royal Bank of Canada, University of Texas Arlington, and Stamford Hospital.

Jonathan Munk

CEO, BookClub

Jonathan Munk is an experienced startup executive, currently serving as CEO of BookClub, an EdTech AI startup that supports people development using books.

He previously served as Chief Brand Officer, Global Division GM, and Head of Corporate Development & Strategy roles at Degreed, and has served in various advisory functions, board positions, and mentoring roles for other startups.

Munk’s background also includes leading teams and divisions in the consumer electronics space at HP, Skullcandy, and Goal Zero. Munk is an avid outdoorsman and has a passion for innovation and being a change agent to transform industries. He earned a BA in Communications from Brigham Young University.

00:00:02 Rebecca Chen

Awesome. Well, I know we have a lot to get through with a jam packed agenda, so we'll just get started and so welcome everybody. Hello. If you were coming in today for the topic on investing in growth, leveraging a culture of learning to drive engagement, then absolutely you are in the right place. I'm really excited to pick both, Jason.

00:00:22 Rebecca Chen

Bad monks brains today because they have such a lengthy and experienced career when it comes to L&D and leadership, and so it'll be a really cool session to just learn about all they've got to share.

00:00:34 Rebecca Chen

And just to set the stage for the conversation today, I thought I'd share a couple of interesting tidbits I saw on this topic. And so the first one is a stat around why reading books is just so integral to personal development, and so the stat says people who read seven or more business books a year. They tend to earn 2.3.

00:00:56 Rebecca Chen

Times more than those who only read one, and this to me just really shows that impact of being exposed to different perspectives and experiences, and how that can really help your own growth, which is really cool. And the second one is this quote I saw from a CEO who just actively gets his team to read. And I think this is a really full perspective.

00:01:17 Rebecca Chen

Do so if you have like, you know, 50 people on your team. Everybody reads a book. Everybody comes away with one or two new ideas to try. That's like 100 new ideas to pick from and one of them could really be a winner to take your company to the next.

00:01:31 Rebecca Chen

Level monk. Jason, do you all have any thoughts on these two tippets?

00:01:38 Jonatahn Munk

I'm a huge believer that leaders are readers, so this resonates a lot. For me. Those who read tend to lead and and the greatest leaders of all are ones who are are perpetually learning and growing. And reading is a great way to do it. So I I I believe it.

00:01:55 Jason Lindstrom  

Yeah, I I do not surprise I I have. I've had a chance to network with a bunch of other CEOs and a really easy question to ask any senior leader in my experience is like, what's your favorite book? So and they won't just give you one. Normally, we'll give you like 234.

00:02:08 Jason Lindstrom  

Or five so.

00:02:10 Jason Lindstrom  

Yeah, absolutely. I'm not surprised by these stats, but these are cool to see, Becca for sure.

00:02:15 Rebecca Chen

Yeah, totally. Well, also before we hop into the introductions, I just want to go over a couple of really.

00:02:21 Rebecca Chen

Those keeping items. So the first one is the chat box which I know a lot of you are in already which is great. But just in case your first time it's just kind of at the bottom and if it's a comment that you want everybody to see, make sure the blue drop down is selected to everyone.

00:02:35 Rebecca Chen

And then the Q&A, if you have a question for the end, feel free to pop it in there instead. So it doesn't get lost with all the conversations that we have during the session. We'll also be running a few polls and if we do share the results, it'll be completely aggregated. So it's not like one person will be called out for whatever it is they're answering. And lastly, we will be giving the.

00:02:55 Rebecca Chen

Professional development credits at the end as well as via e-mail after the event, along with the session recording.

00:03:04 Rebecca Chen

Introductions so today's session is brought to you by bucket list. The number one employee rewards and recognition platform and we're doing this today with our friends from Book Club and they're all about making learning from books super simple and scalable. And I'm sure Monk will have more to say on that as the session goes on. So I'll save the good stuff for you.

00:03:25 Rebecca Chen

And introducing today's panel, I'll start with myself. Hello. I am Rebecca. I'm the community manager here at Bucky's Rewards, and I'm also an Advisory Board member at h-r.com. And we just worked together on the state of rewards and recognition research report, so stay tuned for that later this year. It's gonna be a really good one and.

00:03:45 Rebecca Chen

I've just been in the community space for about 6 years, building community and a bunch of different industries like mental health, HVAC and SAS and I just really love seeing people come together and support each other over the things that we're all jointly passionate about.

00:04:01 Rebecca Chen

Jason, I'll pass it off to you to introduce yourself next.

00:04:05 Jason Lindstrom  

Yeah. Thanks, Becca. My name is Jason Lindstrom. I'm the CEO over at Buckets rewards. We are an employee rewards and recognition platform. And as I'm sure we all know, when you take good care of employees, you can lower turnover and drive up engagement and a bucket list were fantastic at making people's dreams employee dreams come true.

00:04:26 Jason Lindstrom  

Uh. And then personally, I I'm a dad. I have two amazing little girls. I got a 5 year old an 8 year old. They're all so passionate readers. So I think it's a it's a timely topic and monk over to you.

00:04:40 Jonatahn Munk

Thanks, Jason. Jonathan Monk, everyone calls me Monk. You can too. I'm CEO of book club. We are a book based learning platform that allows teams to use books and reading to do professional development in a in a way that's scalable and really embeds those ideas and allows those ideas to take root.

00:05:01 Jonatahn Munk

Inside of a business and a team, so really happy to be.

00:05:06 Rebecca Chen

Love that well, thank you both for the introductions real quick. I promise. Last thing before we dive in. So this is Jenna. For today, we've done the intros. We'll do a quick ice breaker after because I know I've been talking a lot, but I would love to hear from the rest of you all on this in this Community audience today. Then we'll hop into our fireside chat.

00:05:27 Rebecca Chen

And we'll wrap things up with the credits, key takeaways and the Q&A.

00:05:32 Rebecca Chen

And so for in the spirit of building community, this is the icebreaker question for today. So what's the last book or business book you've read? And would you recommend it?

00:05:44 Rebecca Chen

I'll let that simmer for a little bit. It might be a hard question. Monk, do you want to kick things off and tell us what the last business business book you read was?

00:05:54 Jonatahn Munk

I'm I'm always reading as you can imagine, four or five books at a time and.

00:06:00 Jonatahn Munk

So there's always great stuff coming in, coming across my desk, I have 123-4567 books on my on my desk right now in various stages of them. I'm reading this one right now. It just came out. It's called lead and follow and it's about how to how to be a good follower.

00:06:20 Jonatahn Munk

And that's just a topic that's super interesting. We talk a lot about leadership, but it's about leading from behind. It's about leading in a way where you're authentic to yourself. It's about leading.

00:06:31 Jonatahn Munk

You know, following in a way that you can bring other people along, be able to ask the hard questions. Just a great a great topic and a great book and a different kind of take on leadership. So that's an interesting one I'm into right now.

00:06:44 Rebecca Chen

Love that and I see in the comments here Elizabeth sharing leaders eat last and Natasha is saying competition management and there's just a bunch in the comments here. Jason, do you recognize any of these titles?

00:07:05 Jonatahn Munk

You're you're muted, Jason.

00:07:08 Jason Lindstrom  

Thank. Thank you, monk. Rookie air. Yeah, a bunch of the books. Atomic habits by James Clear is fantastic.

00:07:18 Jason Lindstrom  

There's a bunch of books that I'm seeing now that I actually like to read. I see Stephanie PETA, she wrote. The hard thing about hard things. Stephanie. Funny you should mention about that. Right before we started this webinar, monk and I are actually chatting about that book. And I think it's it's probably one of our favorites to be, to be sure.

00:07:38

I mean.

00:07:39 Jonatahn Munk

Yeah, I'm seeing in here the five dysfunctions of a team an all time classic fact. That's one of my favorites. The Amy thing by Amy Edmondson on psychological safety is great. So yeah, leaders eat last. Just some great ones. I'm. I'm loving what I'm seeing here in the chat. This is awesome.

00:07:58 Rebecca Chen

It was like, yeah, I'm gonna have to delete this chat and save every single one of these titles, and they'll probably share them out afterwards too. But it's just, it's just so great, can never have enough on your to read list, that's for sure.

00:07:58

OK.

00:08:12 Rebecca Chen

Awesome. Well, thank you everyone for sharing. This brings us to our first poll.

00:08:16 Rebecca Chen

I will launch it now.

00:08:22 Rebecca Chen

They're coming up on screen for everyone.

00:08:26 Rebecca Chen

Perfect. And yeah, it says people are answering. We just like to do these to make sure that the conversation today is helpful and that.

00:08:34 Rebecca Chen

We're kind of getting some context around where you're coming from when it comes to LND, what areas you like to focus on just so we can try our best to steer a conversation in a way that's most meaningful for you at this point in time. So thank you in advance for everybody who participates in this poll. And just as a reminder, I'll share the results so we can.

00:08:53 Rebecca Chen

I'll just see it and it'll.

00:08:54 Rebecca Chen

Just be an aggregate form.

00:08:58 Rebecca Chen

I know Monk and Jason, you guys probably can't see the results thus far, but I'll let her run for another 2 seconds and.

00:09:07 Rebecca Chen

I'll just close it and we can share.

00:09:14 Rebecca Chen

All right, I'll end the call now and share results.

00:09:20 Rebecca Chen

Monk Jason's list results showing up for you.

00:09:25 Rebecca Chen

Amazing. Is there any overall quick first glance? Are there any thoughts you have around these numbers that are coming up?

00:09:34 Jonatahn Munk

Yeah, I mean, leadership is a perennial challenge and and a perennial need inside of almost every organization. How do we grow the people that we have? How do we help them achieve their goals in a way that helps advance the business as well.

00:09:48 Jonatahn Munk

Well, and and what we're seeing also is just there's so many people who, especially over the last three years with COVID and the lockdowns haven't had a chance to do any kind of in person training. And it's all moved virtual and and in fact a lot of learning programs were kind of put on ice for a while. And so we're now beginning to see those programs.

00:10:08 Jonatahn Munk

Pick up again, be renewed or restarted or.

00:10:11 Jonatahn Munk

Real or totally?

00:10:12 Jonatahn Munk

Built from the ground up all over again so that that's exactly what I would expect to see.

00:10:20 Jason Lindstrom  

Yeah, it's for me looking at these, maybe a pleasant surprise is that a number of people have a mentoring program in place. That's something that's kind of I'm passionate about and it's also interesting to see.

00:10:34 Jason Lindstrom  

The that is a. There's a portion of people who have no learning and development program in place. So I think there'll be some really good learning and take away for all the participants here today.

00:10:47 Rebecca Chen

I love that and I saw I see two in the comments that people are saying that we should have included the all all the above because that's like the real answer and absolutely I will apologize. I forgot to put that as an option in. So thank you all for putting that one up.

00:11:02 Rebecca Chen

Great. So thank you everyone for taking part in that poll.

00:11:06 Rebecca Chen

Let me just.

00:11:07 Rebecca Chen

Move us along to the first question here. I thought it would be super cool to start off with this broad question to learn more about both of your journeys as a leader and how LD has perhaps played a role in shaping your leadership style.

00:11:22 Rebecca Chen

Today. And so Jason, I'll pass this to you first, but as a leader, what's your perspective on developing a culture of learning?

00:11:32 Rebecca Chen

I think you mute it.

00:11:33 Jason Lindstrom  

Again, Jason. Yeah. Thanks, Becky. I think that's a great place to start. Just personally, I'm a huge believer in learning and development. I think it's one of the best ways to unlock people's potential. Personally, I read a ton. I'm always sharing books and resources with my team members.

00:11:51 Jason Lindstrom  

I also have a mentor and a coach and I'm a part of multiple CEO groups.

00:11:56 Jason Lindstrom  

In my experience, I think a lot of the most difficult problems have been solved. You just need to find the right answer at the right time. For for example, I was trying to build a compensation plan for a new kind of senior executive on the team, and I reached out one of to one of my mentors and he was able to provide me with a template and walk me through that. It took maybe an hour.

00:12:16 Jason Lindstrom  

Might have done that on my own. It might have taken me a week of research and I I might have. It might have been prone to all sorts of mistakes, so I bucket list. We really strive to do the same thing for our team members to provide mentorship, to provide resources and coaching to help them learn and develop to be their best.

00:12:35 Jason Lindstrom  

And maybe to wrap, I think there's a really great quote from Eleanor Roosevelt, which says it's important to learn from the mistakes of others. You can't live long enough to make them all yourself. And and I couldn't agree more. So that's kind of my take. I'm a huge believer in learning and development, and we're certainly trying to weave that into the DNA of our company.

00:12:54 Jason Lindstrom  

But uh, I love to hear monks thoughts on this one as well.

00:12:58 Jonatahn Munk

Yeah, the the.

00:13:00 Jonatahn Munk

I always put my hat. I always put the hat on of if I'm in charge of learning and development, what what do I do about creating a culture right and the?

00:13:09 Jonatahn Munk

The companies that do this the best, it starts at the top right and and some companies have the fortunate position of leadership, executive teams, CEO's, even board members who read and share what they're learning as a kind of standard setting way to permeate those ideas throughout the organization.

00:13:30 Jonatahn Munk

And also just give permission for that sort of thing to happen.

00:13:34 Jonatahn Munk

Because there's a perception that if I'm not being productive and creating output every minute of the day, you know, maybe I'm not going to be seen as high performing and. And so having that learning happen high in the organization is a is a really strong cultural signal that learning is allowed.

00:13:54 Jonatahn Munk

Encouraged inside the business now, not everyone has that lucky position, right? So then the question is, how do you do that in other more organic, simpler?

00:14:06 Jonatahn Munk

Maybe you know scalable ways where you can bring more and more people along and that's a little bit of a different challenge, but it always starts with.

00:14:15 Jonatahn Munk

What are we trying to achieve as a business and the people inside this business who are working on it? What are they trying to achieve individually and how do we help them do that really, really well?

00:14:28 Jonatahn Munk

Well, and learning is going to be a part of that, right? Everyone wants the company to succeed, and if not, they at least want themselves to succeed. And so learning really should fit in the paradigm and context of. Let's help you be successful. Let's help the team be successful. Let's help the organization be successful. And one of the ways that we do that is by learning and developing ourselves together.

00:14:51 Rebecca Chen

Well, that's awesome. I feel like both of you have touched upon super great themes here around, you know, community when it comes to learning from each other because a lot of people have different perspectives and all that. So it's really, really great point to bring.

00:15:09 Rebecca Chen

And I know a big thing we want to focus on. The session today was also some strategies and I know Jason and monkey both mentioned some like, you know, mentorship and all of that. But could you share some examples of like specific initiatives or programs that you've implemented in the past or maybe you've seen someone else implement that?

00:15:28 Rebecca Chen

You really liked?

00:15:30 Rebecca Chen

And they'll pass this one to Monk first.

00:15:32 Jonatahn Munk

Yeah, I mean the the obvious one obvious one for me is we run book clubs in inside of our team, right, so every, every quarter, every month, all of us get together. We read and study something together. We talk about it, we have live conversations, you know and it's it's there's something really amazing about the familiarity of.

00:15:53 Jonatahn Munk

Books. You know, I I talked about it in terms of it's the comfort food of learning. It's just familiar. It's, it's easy. It's understandable. It's safe.

00:16:03 Jonatahn Munk

And so we do that and that works really well. The another thing I've done in the past is and and we do this here and I've done it at other businesses is we give employees learning stipends so they get X number of dollars per month to learn whatever they want to learn and it's not limited to their job.

00:16:24 Jonatahn Munk

It's not limited to the company.

00:16:26 Jonatahn Munk

So we literally have employees who will go and, you know, take Taekwondo lessons or piano or art classes or, you know, I did a, you know, a climbing a climbing certification with the with the learning stipend. And in addition, you know, you you do the book based learning. You take courses, you get certifications you, you know.

00:16:46 Jonatahn Munk

Learn new new things. And so we just had a a set number of dollars per month. Learn whatever you want to learn and that is a really powerful way to just encourage people to learn people naturally want.

00:16:59 Jonatahn Munk

To learn and when they're free to do it the way that they want to do it, it's super empowering and and so we found that to be.

00:17:05 Jonatahn Munk

Really successful.

00:17:07 Rebecca Chen

Amazing. And you're getting lots of agreement and chat here for it. It sounds super amazing. And yeah, I totally agree. I feel like to if you never know when something you learn, but it sounds like it might be completely unrelated where it might actually come back later and be like, this is actually helpful for what it is I'm trying to do right now. So I love that. I love that mindset.

00:17:26 Rebecca Chen

And how about you Jason?

00:17:28 Jason Lindstrom  

Yeah, I'll, I'll.

00:17:29 Jason Lindstrom  

Share A couple of my favorite programs that we run internally and it sounds like a few of you.

00:17:33 Jason Lindstrom  

Are are doing.

00:17:34 Jason Lindstrom  

These as well I'm I'm a huge believer in in mentorship and coaching. There's a really great Strat from from Gartner research that says the average ROI of a well designed mentorship program is 600% and we've certainly.

00:17:48 Jason Lindstrom  

Experience that internally and to shed a little bit more light and a few more details on how we do it.

00:17:54 Jason Lindstrom  

Here. So obviously we have a mentorship program we we pull in external mentors and obviously there's some team members, internal staff who can be mentors as well. The external mentors, we we reach out to and build relationships with. They're kind of I think they're top of class like some really, really interesting people. We have this one fella.

00:18:14 Jason Lindstrom  

Tice, who was a chief revenue officer, and he helped scale a company from a little under 10 million to over a billion in revenue in a relatively short window. It's just an extraordinary skill set, and he's a fantastic feature.

00:18:29 Jason Lindstrom  

And then when it comes to people joining the program, people actually have to apply to to get into it because interestingly, not everybody wants to be mentored. You wanna, you wanna make it a bit of an invitation for people to come join the this part of the organization. And there's also a bunch of structure in terms of how people go through it. It's largely mentee guidance. We have a guidebook or a framework for mentees.

00:18:50 Jason Lindstrom  

Follow and fill in and I've heard all sorts of cool stories and and lots of positivity coming out of that program. So mentorship's been a big one.

00:19:00 Jason Lindstrom  

For us, similar to to Monk, we have a learning and development credit. We give people a 500 bucks to spend on pretty much whatever topic of interest they want.

00:19:11 Jason Lindstrom  

And we've also started incentivizing learning here at Bucky's Rewards so people can earn badges. You can earn points, and we've seen a really positive uptick when people are provided some sort of incentive to to complete training. So just for example, we we launched a a security course internally.

00:19:30 Jason Lindstrom  

We paired that with the badge and some points and we saw we've we've done this historically, but without the incentive.

00:19:37 Jason Lindstrom  

We saw the entire company complete the the training course and test in record time, so I think there's something to be said for playing with incentives and and rewarding that experiences as well. And those are kind of my two cents on just a few of the things we do here.

00:19:53 Jonatahn Munk

At Bucketlist rewards, yeah, if I could just add to that.

00:19:57 Jonatahn Munk

Jason the the mentoring pieces is near and dear to my heart and I think there's both.

00:20:05 Jonatahn Munk

Structured and unstructured ways to do that and have it be successful where you you can create a culture where everyone should have permission culturally to be like. I don't know how to do this and it's not threatening to be able to admit that that's a psychological safety kind of thing to build and I want to be able to go and talk to someone who does, who can I talk to in the business or outside the business.

00:20:26 Jonatahn Munk

To help me right and and that alone is a powerful, powerful mechanism for mentoring and the structured stuff works awesome too, but both can, but both can happen, right? And it's just a matter of how you want to develop that. And you can do it deliberately, kind of either way structured or unstructured.

00:20:45 Jason Lindstrom  

Yeah, that man, that's such a great insight in terms of like the structure and I'll add one maybe comment to that because I think you're.

00:20:52 Jason Lindstrom  

It's a great idea or concept. Before I we form this formal mentorship program, I had a whole bunch of informal mentors in my in my own career, and it's super interesting. Like mentorship is a funny an interesting process, like sometimes you'll find somebody and they'll come into your life and leave your life in a matter of months and you it's still a positive experience, but it's short lived. Other times you might form like lifelong friendships. So like.

00:21:15 Jason Lindstrom  

Just to your point, Monk, you don't have to overly structure these things to get a lot of value from them. So great comment, yeah.

00:21:26 Rebecca Chen

I think that's a pretty good segue into our next question. This one was actually inspired by one of the questions that someone submitted prior. So I think that's really cool. But yeah, I think this is an issue that we're seeing across the board, want to make sure we're trying to make sure people are engaging with programs. So how do we make sure that an LED?

00:21:46 Rebecca Chen

With employees across, you know various departments, levels of management regions and generations like how do we make sure we meet people where they're at. So they'll want to participate in these great initiatives are putting in place. And Jason, I'll pass this one to you first.

00:22:05 Jason Lindstrom  

Yeah, I'll, I'll. I'll get. I'll kind of share from my experience here, something I lead with is is I think it's really important to provide content people are.

00:22:13 Jason Lindstrom  

It didn't. So something we've done in the early days and we still continue to do now as we we survey our team to find out what what areas or topics they want to learn more about. So just just for example, it's pretty cool. We are surveying our leadership team to find out some like what are some popular themes they.

00:22:30 Jason Lindstrom  

Want to learn?

00:22:30 Jason Lindstrom  

About and, it turns out almost universally.

00:22:33 Jason Lindstrom  

Mid management and senior management.

00:22:36 Jason Lindstrom  

Team members wanted to learn about how to have difficult conversations and how to deliver, you know, hard feedback. And so of course, we ended up offering that as a as a course as a lunch and learn at Bucky's Rewards. And we had a a 90% participation rate. This was a voluntary voluntary learning. It wasn't like we were forced upon the team so.

00:22:56 Jason Lindstrom  

Summary like, ask your people what they want to learn about. Make it an invitation and then craft content that they might find.

00:23:01 Jason Lindstrom  

Useful and one other thing I might recommend is as a part of engagement with the learning and development program. I think it's really important to make learning memorable. I've talked about this a lot, but there's a thing called the Ebbing House for getting curve, which means you forget a lot of what you learn or or hear quite quickly.

00:23:21 Jason Lindstrom  

They're the stat is people forget 60% of what's said to them within one hour. Sure. Yet. And however, if you craft a really well designed learning and development program, like with role-playing with tests, with Q&A, I think you can really make the learning stick, make it last a lot longer and make even make it more fun and enjoyable.

00:23:40 Rebecca Chen

I think it's cool that there's a different channel you're talking about just because everybody likes learning a different way. You like the Super visual people, the ones who like wanna hands hand. Umm, do something. Hands on. So I think that's a great point, Jason.

00:23:52 Jonatahn Munk

Yeah. The I think there's two flavors to this, right. The flavor one is what is the tie that binds everyone inside the organization, right? And a lot of times that comes down to.

00:24:04 Jonatahn Munk

Especially when it comes to leadership programs or just structured learning for for leaders is what are the principles of the organization that you want to make sure that everybody abides by what like how do you operate together as a team? What are the, what are the vision and what is the vision of the organization?

00:24:24 Jonatahn Munk

And so that type of stuff.

00:24:25 Jonatahn Munk

Structure is a good way to kind of tie everyone together, right? No matter if you're in any region in the world, any role you ought to know that we care about these four principles, and we're going to learn about those together and develop those together. So that's one the other is around just the shape and size and personalization of of the learning itself and.

00:24:46 Jonatahn Munk

Else in your comment is is exactly where I'm, you know, part of where I'm going here, right? Which is the the bite sized nature, the in the flow of work stuff. The the stuff that makes it really easy and lightweight to engage is definitely stuff that overall is much more engaging and much more easy to to jump into and get into.

00:25:05 Jonatahn Munk

The other side, the other thing I'll say here is.

00:25:08 Jonatahn Munk

The ability to personalize as much of the learning as you can is powerful, and so that means you need you know, tools to be able to develop personalized programs easily, right? It's really hard if you're central learning and development team and you have, you know, one instructional designer that's trying to build learning programs for three or 4000.

00:25:28 Jonatahn Munk

Employees, that's tough.

00:25:31 Jonatahn Munk

But flexible learning programs and or curation tools authoring tools that you can bring down into the organization and allow others to develop their own learning based on a catalog of content can work really well. You just need to have the right infrastructure and tools in.

00:25:49 Jonatahn Munk

Place to do that.

00:25:53 Rebecca Chen

We have a really interesting question in here about training for direct employees in a manufacturing plan and seeing if there's any thoughts or suggestions around what can kind of resonate there for LND. Do either of you have me want to chime in here?

00:26:08 Jonatahn Munk

Natasha, is this technical skills or or soft and leadership skills?

00:26:18 Jonatahn Munk

OK. Yeah, so this is what we see for.

00:26:24 Jonatahn Munk

Well, at least in my experience you have. You have kind of behind the desk learners and then you have.

00:26:31 Jonatahn Munk

Everybody else right in the field in the shop.

00:26:35 Jonatahn Munk

In retail, in the warehouse, wherever else.

00:26:39 Jonatahn Munk

Right. And so really what it comes down to is how do you do learning where it's not disruptive to what they're already doing? If you're asking people to leave the the plant, go to a room, log into a computer, sit down for three hours, take a training course that's hard to do.

00:26:59 Jonatahn Munk

But micro micro learning on the phone where you are expected to do, you know 10 minutes a day you pay them for that time. It's easy to track. It's broken out into small bite size pieces. Maybe you offer audio and video and text, you know, all those different.

00:27:19 Jonatahn Munk

That's the sort of thing that can really, and there's some really great micro learning platforms out there. Arist is 1/7 taps is another. They can help you develop that type of program and deliver it in a way that's lightweight and flexible and and really easy to to digest. So that's what we've seen work. Just bring the learning to them.

00:27:38 Jonatahn Munk

And structured in a way that it's easy to to consume.

00:27:44 Rebecca Chen

That's a great point and I think, Jason earlier, you're talking about incentivizing it. I think that's also a great way. Is there something you wanted to add on kind of that vein?

00:27:56 Jason Lindstrom  

I mean, I I I don't. I want to be clear and frank. I have no experience training employees in the manufacturing space. So like this is like way outside of my zone of genius. But like I do know when you provide incentives you can see statistically I don't have the stat at handy, but statistically you'll see a much higher uptake.

00:28:17 Jason Lindstrom  

And higher participation rates when you can reward that that behavior, I can actually as a take away back up maybe something we can send to everybody on the call. I I have this handy one of the guides to.

00:28:28 Jason Lindstrom  

But if you're to do training without incentives versus providing incentives, there's a huge uptick in lift. And there's a this guide provides a breakdown of the performance lift so we can fire it out to this entire group. I think they'll love it.

00:28:42 Rebecca Chen

No, that sounds great. Yeah. Listen, saying that they would love that. So I've made a note for myself and yeah, we'll circle back and make sure.

00:28:49 Rebecca Chen

We get that sent out.

00:28:55 Rebecca Chen

So this next one, we're getting really deep into the strategies now. And so broadly, first, Jason and Monk, is there any other LND strategies you want to share before we dive into some really specific engagement related or yeah specific strategy questions submitted by the audience here?

00:29:13 Jonatahn Munk

Yeah. The only other comment I'll make.

00:29:17 Jonatahn Munk

Which is just, you know, we're talking about culture here, right and and.

00:29:23 Jonatahn Munk

What does it mean to create a learning culture?

00:29:26 Jonatahn Munk

And it might, you know, if you think about what is it, what is a culture? I think there's a perception that if I don't develop a culture, then we don't have a culture. But the reality is you have a culture whether you deliberately develop that culture or not. So if you're sitting, if you're listening to this and saying.

00:29:43 Jonatahn Munk

I don't have a learning culture then. Then I think the natural question is, well, what kind of culture do you have and where do you how do you, where do you, you know from where you are? Then what do you do to develop more and more of a learning like culture inside the the team and so strategically that's I I think helpful sometimes to.

00:30:02 Jonatahn Munk

You know, where are you today?

00:30:04 Jonatahn Munk

Uh, what is the perception? Uh with learning? Does it feel burdensome? Does it feel natural? Is it? Is it mandated? Is it organic? Is it structured? Is it unstructured? It's just good to take stock of kind of where you're at.

00:30:20 Jonatahn Munk

And Elizabeth, you're asking this question about how do you get executive buy in for training, right?

00:30:28 Jonatahn Munk

What? And I'm? I'm again speaking like somewhat selfishly here. But what what I actually find to be true is what was the last thing that asked them? What was the last thing that you learned that inspired you?

00:30:41 Jonatahn Munk

And there there is emotion and there's interest and there's passion behind that question.

00:30:47 Jonatahn Munk

And then you know then then it's like, how do we? OK, let's let's get that type of energy throughout the organization. Right. So what learning have you done that inspired you? How did that change and empower you to be better? And, you know, the power of learning as?

00:31:03 Jonatahn Munk

As a as a driver, right? And so I don't know your team, but you know Jason talked about there's lots of great data and stats on if you are, if you're in an organization that trains and empowers and develops their people, those companies, they perform better, they have better financials, they have better retention, they have better innovation. There's a whole bunch of stuff, McKinsey.

00:31:26 Jonatahn Munk

Published in a couple of years ago on that topic. So sometimes the numbers can help get people on board, sometimes just asking the question.

00:31:33 Jonatahn Munk

You know, what was it that you've learned that has inspired you? And we would like to develop a culture where people are consistently inspired to grow and develop themselves too. Jason, I'm sure you got.

00:31:42 Jonatahn Munk

Thoughts on it?

00:31:43 Jason Lindstrom  

Yeah. No, monk, that's a really great way to kick that topic off. And I think Elizabeth, that's a.

00:31:47 Jason Lindstrom  

Really great question.

00:31:48 Jason Lindstrom  

I'll I'll share an experience on like getting executive buy in broadly and then very specifically.

00:31:54 Jason Lindstrom  

I'm. I'm gonna. I'll share an experience I've seen with the people from leaders, from HR and Learning and development and culture. I sometimes see a bit of a disconnect.

00:32:06 Jason Lindstrom  

This isn't my words, this is what I've heard from executive teams. Sometimes there's a bit of a disconnect between what they're trying to do and what the executives thinks they're doing. What? When I observe things, oftentimes, there's actually deep alignment, but it's more of a communication issue. So to make that really specific, most senior leadership teams are trying to do like, you know, 1-2 three things they're trying to like.

00:32:28 Jason Lindstrom  

Arrive revenue. They're trying to retain more rates employees or trying to recruit a players like most companies have their top three, maybe 4 initiatives they might show up as as annual goals, quarterly, OKR's, whatever those are.

00:32:42 Jason Lindstrom  

If you can align your initiative to support whatever the executive team is doing, like hey, they want to drive sales like, oh, let's provide more sales training and sales training can drive performance by, you know thirty 4050%. So aligning whatever your initiative is, whatever the company is doing cuz if you don't make that top three list, if you're four or five down.

00:33:01 Jason Lindstrom  

There's going to be a disconnect between what the leadership wants and what you're providing, but as long as you align those two things, I think you'll see really, really good buy in. And and I've done a ton of enterprise.

00:33:11 Jason Lindstrom  

Selling in in my career and that's the exact same strategy I've always I've always led with is like, hey, what are you trying to do and how can I come by and and help the?

00:33:19 Jason Lindstrom  

Your company achieve its goals and objectives.

00:33:23 Rebecca Chen

I love Doug.

00:33:25 Rebecca Chen

Great question, Elizabeth. Thank you for submitting that. Another one that was submitted to kind of aligned along the lines.

00:33:32 Rebecca Chen

Of strategy is.

00:33:34 Rebecca Chen

Do you have any suggestions for, you know, communication strategies or tools to create buy in in the organization overall? Like maybe some best practices to generate generate awareness?

00:33:48 Jonatahn Munk

I can go first on that one. I think it comes down to the size of the business and how complex the business is.

00:33:54 Jonatahn Munk

For, you know mid sized.

00:33:57 Jonatahn Munk

That can be in, you know, done in an all hands, you know, annual meeting where you bring everybody together and say, hey, this is what we're going to do. This is how we're going to rally people around. Here's the program that we're rolling out. So I think naming it a program, giving it shape, calling it an initiative, all help kind of drive like, you know, buying.

00:34:17 Jonatahn Munk

In that way, if you're in a really large organization like 50,100 thousand, 200,000 employees, that can take years to to undertake and a ton of planning and communication and roll out strategies and sometimes that's North America sales organization 1st and then you just roll from department to Department, region to region, so it can.

00:34:37 Jonatahn Munk

It can take different shapes, but I'd say in general.

00:34:41 Jonatahn Munk

Giving it a name.

00:34:43 Jonatahn Munk

Giving it a shape, giving it objectives, helping them understand how it will help them improve their own opportunities and growth inside the business are all really powerful ways to just create that alignment from the ground level.

00:34:59 Rebecca Chen

I love that and I love how you're talking about sharing it widely, like kind of in person with the team and the naming of it. So we've found that. So I think, Jason, you gave me this suggestion prior to when we first launched our Oculus speakers account because I had like a super lame name like, yeah, come come learn how to present. And Jason, you said like.

00:35:18 Rebecca Chen

You don't know Becca. You want people to come to this, come up with a more fun name to really grab the attention. So. And I definitely saw like, an uptick in people wanting to participate after that as well so much. But you said just really reminded me of that.

00:35:32 Rebecca Chen

Jason, I'll pass it to you as well to share some communication or promotional strategies.

00:35:36 Jason Lindstrom  

Yeah, I know. I think Monk provided really great guardrails and a framework for for that answer. I'd only add like I'll I'll describe what we're doing right now. So we're big believer in for context, the organization already has a a learning and development background and I try to lead by example and we're currently implementing a learning management system. We're using a tool.

00:35:56 Jason Lindstrom  

All absorb, it's fantastic. It looks like it will scale with us to.

00:36:00 Jason Lindstrom  

Many, many, many hundreds of employees. But in summary and also to monks point, we're starting off at a team level, so we could just implement this thing company wide. But we looked at the team with the best training material in place, which actually happens to be our sales team, and they're gonna be rolling out the learning management system there first.

00:36:20 Jason Lindstrom  

And we've actually attached some really strong KPIs where our belief is that when we have this, the LMS in place specifically for sale.

00:36:27 Jason Lindstrom  

We're going to be able to accelerate our onboarding timeline for the sales team by about 30%, which actually has a big payoff when in cut terms of our company's bottom line. And by the way, this all attaches to our company's overall objectives, the OKR'S. So I've we've aligned our learning management strategy with the our company, OK R so we we're buying a platform.

00:36:47 Jason Lindstrom  

We're starting off with just one team. We're we're writing it as a pilot and we're going to create like these internal case studies that we're going to share with the broader team. And then once sales is done, we're gonna start running through the other departments as well, like engineering next, there's a ton of software and security training. We want to be implemented.

00:37:04 Jason Lindstrom  

Etcetera, etcetera. So that's and I just wanted to share that story in case anybody's in a similar position, maybe there's some useful experience shares in there.

00:37:16 Rebecca Chen

Amazing. I'm just taking a peek at the comments here, and Kerry asked one around navigating preferences of people. Some people they want to engage online, other people want to engage offline. Do you have any either of you have any suggestions on sort of how to navigate those preferences when it comes to learning?

00:37:37 Jonatahn Munk

Yeah, there there's push and pull on that, right. The value of being in person is real and also the flexibility of virtual is real, right? They're both true. We always recommend a combination and a lot of times, the way that works is we'll do.

00:37:55 Jonatahn Munk

Some in person stuff once or twice a year, or we recommend that people do that. But then all of the follow up, all the reinforcement, all the things that happen in between those kind of interstitial bigger program.

00:38:10 Jonatahn Munk

Is done virtually, so you roll out a program. You have a one day or half day working session. You do some structured in person training and then you bring in the digital platforms and things to reinforce to to, you know, piggyback on Jason's comment about the forgetting curve. The digital platforms are really good for reinforcement.

00:38:31 Jonatahn Munk

So if you are getting pushed back, you don't have to choose one or the other. You can do both. They just need to tie together and people prefer and kind of have different levels of experience around both of those things. I would also make the distinction.

00:38:44 Jonatahn Munk

Doing individual self-directed learning versus live cohorted learning and that is not necessarily in person or digital either, right? You can get a team on a zoom call and have a good live conversation about principles and have presenters that feels a lot like what.

00:39:05 Jonatahn Munk

The in person training would be so I I just draw that distinction between when people say they want in person. What are they really asking for? Are they asking for hand to hand face to face, flesh to flesh? Or are they asking for live team based?

00:39:19 Jonatahn Munk

You know conversational because that can be done in multiple ways, so it's a, it's a good kind of question to ask yourselves.

00:39:31 Rebecca Chen

Another question that was submitted prior to I think ties in really well with this too is how can we keep some of these programs feeling fresh because obviously some people they're at this company for a really long time and so they've, you know, gone through it once maybe twice is there well, how would you suggest making it feel really fresh so that those people.

00:39:49 Rebecca Chen

And still feel interested and engaged in the long term.

00:39:55 Jonatahn Munk

Jason, you want to take that one first?

00:39:58 Jason Lindstrom  

I I can I'll share from again from our our own experience of something we're doing here. I think it's always important to like reinvent things as you go and constantly be refreshing, refreshing whatever your core pillars of like a training and development program are. But I also think that.

00:40:15 Jason Lindstrom  

Every person is kind of on their own learning journey, whether they know it or not. And the more you ask people like what they're learning about and the more you understand what each individual persons like, zone of genius is, and the more you can help them get into that zone through learning, development, role-playing, mentoring and coaching.

00:40:32 Jason Lindstrom  

The more excitement you're going to have around a program and in assuming people aren't topping out, hitting glass ceilings and whatnot, you can always invest in people and help them grow and and get better at like a a skill or or a core comp.

00:40:46 Jason Lindstrom  

Agency. So I think making the program match individuals where possible is a way to keep it, like really exciting as people move through their move through through their careers. But.

00:40:58 Jason Lindstrom  

Monk what? What are your thoughts on this topic?

00:41:01 Jonatahn Munk

Yeah. You know, again it it depends on what the goals are. I know that's an easy sort of punty, A punt cut type of answer, but the reality.

00:41:11 Jonatahn Munk

If your program is centered on organizational principles, then you really need to develop a program that reinforces those principles consistently right? And and that's that's how you build culture. So then it comes down to, well, what ways do we do that? And and then it's, you know, modalities.

00:41:32 Jonatahn Munk

Its frequencies, its shapes of the engagement.

00:41:36 Jonatahn Munk

You know, is it a? Is it an in person training? Is it a, you know, experiential simulation? Is it a online book club? Is it, you know, whatever it happens to be. Right. So taking the principle and then changing up the way that you talk about that thing is a totally valid way to reinforce principles again and again and again.

00:41:56 Jonatahn Munk

That really do need to be reinforced at that frequency.

00:42:00 Jonatahn Munk

Otherwise, you know it's it. You really should be thinking about. Well, what does the business need right now? And is it the same thing today that it was last year as we think about developing leaders or developing, you know, individuals generally what we see is.

00:42:18 Jonatahn Munk

There's some perennial things you want every leader in the organization to have these core values and operate with these principles in mind.

00:42:27 Jonatahn Munk

And also there's going to be some needs that are individualistic or at least more targeted down to smaller populations. And so serving both of those is is always a challenge. But again, that comes down to, you know, the ability to curate personalized experiences for people, for the, for the more specific stuff.

00:42:44 Jason Lindstrom  

If I may, I'd love to piggyback off of something you said.

00:42:47 Jason Lindstrom  

There a month you mentioned a few times the the importance of like educating and then reinforcing a company's core values like in I I love to share an experience I have that we have a I have a ton of domain expertise with because that that's a really common one. In my experience that people want to reinforce you come into an organization, they have really well defined.

00:43:08 Jason Lindstrom  

Mission, vision and values. And they're like how do.

00:43:09 Jason Lindstrom  

We bring these alive.

00:43:11 Jason Lindstrom  

And one of the once people go through that initial education around like, what are the values? For example, there's all sorts of cool things you can do to like bring those alive on a regular basis. We have a platform and A to to support all that and help automate it and make it really fun. But you don't need a platform to do it. For example, if there's some sort of regular.

00:43:31 Jason Lindstrom  

Regularly recurring meeting like a weekly, All hands or quarterly fireside chat, whatever it is, if you invite staff members to recognize one another for living the core values and to tell stories, that's an immediate way to bring value to a program like this. As soon as staff start recognizing one another and it can be done verbally, it can be done.

00:43:51 Jason Lindstrom  

Or written cards. It can be done via e-mail or Ms. teams, or slack, whatever works.

00:43:57 Jason Lindstrom  

Once you start telling stories and recognizing people for certain behaviors, you're going to see other people start living those behaviors on a more frequent basis. There's an amazing amount of power behind, especially when leaders recognize staff for living. The values that you create heroes inside your organization and other employees just naturally think to themselves. I want a story told about me.

00:44:17 Jason Lindstrom  

So anyways, that's just one of one way to bring those values alive inside of an organization. And the reason I mentioned that is you you were talking earlier about the importance of I guess reinforcing reinforcing the learning over time and I think that's a a great way to do that.

00:44:33 Jonatahn Munk

Good point.

00:44:34 Rebecca Chen

It's a great segue into the next question as well. So we've covered how to kind of align things with core values. Let's talk a little bit about the ROI of LMD. And so Monk, I'll pass this question to you off first. How how would you suggest people measure the ROI when it comes to L&D and maybe you can talk a little bit more about too.

00:44:54 Rebecca Chen

All the resources that should be going into it.

00:44:57 Jonatahn Munk

Yeah, I mean, it's the, this is like the the hardest perennial question of any person who's ever run learning and development, which is like, how much do you claim to have impacted things and what can you point to directly that shows it?

00:45:11 Jonatahn Munk

And so there's different schools of thought here, right? And they just mean different things. So on the one level, you know, it's how many people showed up, how many people read the thing, how many people completed the thing, just basic activity and engagement.

00:45:26 Jonatahn Munk

Which which is kind of what I view as a, you know, an early, it's an upfront signal, but it doesn't show anything on outcomes, right? It's a it's a leading indicator, not a lagging indicator.

00:45:38 Jonatahn Munk

It's good to track that.

00:45:41 Jonatahn Munk

I always come back to.

00:45:44 Jonatahn Munk

Are more people being promoted from within?

00:45:49 Jonatahn Munk

Are people leaving the company at a higher or lower rate or can we lower the rate of attrition of the core team?

00:46:01 Jonatahn Munk

Are people engaged in finding themselves satisfied in the roles that they're in? Right. So it's really kind of more around how are people behaving inside the business? Because when people leave?

00:46:14 Jonatahn Munk

A lot of times it's because they don't feel like there's opportunities for them. A lot of times it's because their boss hasn't been a good mentor and guide for them. A lot of time it's, you know, a lot of that. A lot of those reasons that people disengage, leave, don't continue to innovate, don't continue to perform or based in the apathy that comes with not feeling like you're being fed.

00:46:35 Jonatahn Munk

And being, you know, invested in and so.

00:46:40 Jonatahn Munk

That's that's definitely, you know, a little bit, a little bit removed from the tactical stuff and the way the way that I simply do it is here's what here's how people are engaging and and then a couple of just quick survey questions at the end like does this, is this going to help me be better at my job?

00:46:59 Jonatahn Munk

Does this help me understand my role in the business and how I can contribute to our mission? And do I feel better equipped to achieve that mission after going through this training program? Simple as that.

00:47:13 Jonatahn Munk

It would be amazing if you could get to like we just increased, you know gross margin or or EBITDA by two percentage points or three, you know 55 basis points or whatever. I don't know that that world ever will exist, but I I do think looking at the behaviors of the people and their attitudes toward the work they're doing is a is a good signal.

00:47:34 Rebecca Chen

No, that's awesome.

00:47:37 Rebecca Chen

Jason, is there anything you want to add on that as well, Arline?

00:47:43 Jason Lindstrom  

I I mentioned this earlier, but I'll I'll keep it really short. I think as a company we're very data-driven and I'm just personally fascinated about like as you pull one lever in organization, how does it like what happens in three to six months from now like what? What is the actual data-driven approach and outcome. And so whenever we roll out a new initiative, we actually try to align it with our our company.

00:48:04 Jason Lindstrom  

Roles and objectives, and I earlier I mentioned that we're launching this absorb learning management system and we're 100% aligning with their company goals and objectives.

00:48:14 Jason Lindstrom  

And and we're gonna measure it. And like the interesting thing is like, like, let's say, we're we're aiming for a result of a 10 out of 10. In reality, the team will probably will probably execute, you know, 7-8 maybe a nine, but we should see some sort of move. We should move the needle in some way. We'll, we'll we'll find out at end of quarter exactly how that lands. But I I'm a big believer in trying to align.

00:48:33 Jason Lindstrom  

All all initiatives to support the bigger goals and objectives, so, and I I think that's a cool way to roll out all initiatives, cause then everything kind of.

00:48:40 Jason Lindstrom  

Stacks up and the the entire organization is pointed in the same direction.

00:48:47 Rebecca Chen

About, all right, I see a lot of questions in the chat box. I think we'll save those for Q&A, just because we're almost hitting the top of the hour. So keep them coming in the chat and we're in the Q&A box. We'll get to them later. And so this is the absolute last question for fireside portion. We just thought since everyone here or a lot of people here.

00:49:06 Rebecca Chen

Our book enthusiast, we thought it would be really fun to end on this note, and so Jason and Monk, I know you both had a list of.

00:49:17 Rebecca Chen

Your top picks, and so let's give each of you like 30 seconds to kind of just quickly run over these picks and we'll kick off into the key takeaways. Jason, once you start here.

00:49:32 Jason Lindstrom  

Yeah, I'm. I'm probably just going to talk about the first one a little bit. So as you can see from the cover, it's called the trillion dollar coach. It's about this guy named Bill Camp.

00:49:42 Jason Lindstrom  

Well, the reason is called trillion dollar coach. That guy on the cover he coached Steve Jobs, the former CEO at Apple he coached Eric Schmidt, the former CEO of Google. If you add up all those companies he was coaching trillion dollars worth of.

00:49:58 Jason Lindstrom  

Of businesses and the the way this the stories, the books that you written in the story.

00:50:03 Jason Lindstrom  

Format by Eric Schmidt. Bill Campbell's passed on and it's done in a way that all Bill Campbell's lessons can be passed along to you, the reader, and it just.

00:50:15 Jason Lindstrom  

Amazing takeaways on how to be a world class business coach or coach in your family or or coach on your Little League, team, whatever. Whatever you're interested in. So I think if there's any leaders emerging leaders on the call super good book to read or if you're just interested in leadership in general. I'm I'm a massive fan of this book. The other three books are fantastic too, but I don't.

00:50:35 Jason Lindstrom  

I think I'll go on for hours if I if I keep talking, but that's probably my top top book as of right now. But Monk, what? What about you, Matt?

00:50:45 Jonatahn Munk

Yeah, like I mentioned, I I'm reading all the time. These are some of my all time favorites. I'll just speak to it well, so all of them are good shoe dog. Just the the founder of Nike. His journey getting the business started. Hard thing about hard things was already talked about a great 10 to one is also a start up book around.

00:51:05 Jonatahn Munk

How do you go from nothing to the first? You know, first kind of stage in a in a start up. So I'm living in that world and I think whatever you're reading is a reflection of whatever you're struggling with, really. And what you want to develop in yourself. And so those are three that I that I really.

00:51:20 Jonatahn Munk

Get to, but how will you measure your life? Clay Christensen is one of my favorites. He's a Harvard MBA. He was a Harvard MBA professor. Wrote a bunch of really impactful business books, but one of them was about.

00:51:33 Jonatahn Munk

When you zoom out and look at your life, what's important and he taught a course to graduating MBA students at at the Harvard Business School about this principle. And so for me, it's a really good anchor. As I, you know, balance the demands of professional.

00:51:53 Jonatahn Munk

Interpersonal priorities. You know my own hobbies and interests, the way that I give and and interact with my community in a in a way that just helps anchor me so that I'm making the right decisions for myself that are in line with my values in line with my principles. Keep me out of jail. You know, all all the right things. And so it's a good it's a good piece that I just come back to all the time.

00:52:14 Jonatahn Munk

So yeah.

00:52:18 Rebecca Chen

Amazing. Thanks for sharing both of you and I put in the comment that in the chat that people submitted book recommendations, I will be passing them by. I just found that the list was way too long, so it's not letting me do it all at once, so stay tuned. I will be posting it in there, but in the meantime I would love to just hear from each of you, Monk and Jason.

00:52:38 Rebecca Chen

What's like one super key large take away that you're taking away from the session today just to wrap things up really nicely.

00:52:46 Jonatahn Munk

Yeah, I'll. I'll. I'll go first on this one, Jason, I think.

00:52:50 Jonatahn Munk

Getting started with L&D can feel very daunting.

00:52:56 Jonatahn Munk

Overwhelming. How do you set it up? How do you get buy in? How do you scale it? How do you measure it? You know, how do you do you do virtual. Do you do? Do you do in person? It can all feel very overwhelming and daunting. But at the end of the day, what you're trying to do is help grow individuals. And so if you strip everything else away.

00:53:15 Jonatahn Munk

And you're helping grow people. And even if it's only 10% of the people that you reach, then you're then you're doing a good job. So just give yourselves the space that it. It's a journey. And just take one piece at a time. Don't get overwhelmed. You know, I I very much believe in the principle that whatever you do is the best you've ever done and the worst you'll ever do.

00:53:36 Jonatahn Munk

And we just keep growing. You know, we keep improving, so you'll find your way. Just take it one step at a time.

00:53:44 Rebecca Chen

Amazing, Jason.

00:53:46 Jason Lindstrom  

Yeah, the.

00:53:48 Jason Lindstrom  

I love the the conversation around educating people in the moment and the monks comments around micro learning in regards to, you know, educating your team, maybe on the manufacturing floor. I think that's a good reminder that everybody learns in a different format or in a different way. And I also have some fantastic new books to read. So I'm excited.

00:54:08 Jason Lindstrom  

To check out some of the books that you recommended Monk, but also I got a sneak peek from some of the attendees as well. So I'm looking forward to reading those. So thank you for sharing back with uh with us.

00:54:19 Jonatahn Munk

Yeah, I'm excited to add to my reading list for sure.

00:54:25 Rebecca Chen

Well, thank you both for sharing and thank you to all the attendees today too, for all your participation in the chat. It was super awesome to see.

00:54:33 Rebecca Chen

As we were heading into the Wrap up section of this webinar, we just love to hear from you what you thought about the session. If there's anything you would like to see in the future, just cause. We're really hoping that these community events are really valuable to you, so we appreciate all the feedback that you can give us.

00:54:53 Rebecca Chen

And as all of you are working your way through that poll, I'll just pass it off to Jason to share a little bit more about how we can help with employee engagement as well as LND. So Jason can have the floor.

00:55:07 Jason Lindstrom  

Yeah. No thanks, Becca. I mentioned upfront that bucket list is a rewards and recognition program. We are the easiest to use. We have the best customer service and the coolest rewards we're able to.

00:55:19 Jason Lindstrom  

Make employee dreams dreams.

00:55:20 Jason Lindstrom  

True, we're also a fantastic tool if you want to increase participation in your learning and development program. If you wanna drive up utilization and have people learn faster and better, we're definitely somebody you can lean on. And also there's a a recurring theme around how do you bring your core values and mission vision and values alive in your organization?

00:55:41 Jason Lindstrom  

UM.

00:55:42 Jason Lindstrom  

Within 30 days, everybody in your company is going to know your your company core values. When you launch our platform, we're amazing at bringing those alive. And then ultimately we can lower turnover by more than 40%, which is not a a made-up number. These are these are real numbers from some of our current customers. So yeah, if you want.

00:56:01 Jason Lindstrom  

To learn more.

00:56:02 Jason Lindstrom  

Please feel free to check us out. We'd love to help you and if you want to see what a demo would look like, we can show you a really cool custom demo in context of your organization, so feel free to check us out and and also thanks everybody for for joining us today. It was a pleasure virtually meeting everybody.

00:56:23 Rebecca Chen

Thank you. And I'll launch, sorry, I want to launch a poll about that. Let me pull that up while Monk, feel free to talk about book club.

00:56:32 Jonatahn Munk

Sure. Yeah. Again, thanks for everyone, everyone joining. It was a great conversation. I appreciate all the engagement and questions. If you want to do professional development using books, please reach out. I'd love to talk to you. We help bring books into the organization in a way that's scalable, lightweight and where the ideas can really take root. So.

00:56:50 Jonatahn Munk

So would love to talk to you if that's interesting and if any of your learning involves books, we're a good place to to go. So thanks so much.

00:57:00 Rebecca Chen

Perfect. And I'll pull up that pull for book Club now as well. So feel free to pop it in and.

00:57:08 Rebecca Chen

Here is the learning development credits for the session. I'll also be pasting it in the chat box for all of you to have here, and we'll also be sending out over e-mail as well, so stay tuned for that along with the recording. And as I said to Christina and the chat, the book list was too long, so I'll just send it out over e-mail so y'all can have it.

00:57:28 Rebecca Chen

In your inbox.

00:57:30 Rebecca Chen

Perfect. So we have two minutes to spare for Q&A's Jason Lung. How do you feel about tackling one of the questions that came in during the session?

00:57:43 Rebecca Chen

Perfect. I saw one come in about AI and I know that's like a really hot trending topic right now. So I'm curious to hear from both of you. How do you feel or maybe you've seen it already? How will AI affect the way LND programs can be built in the near future?

00:58:01 Jonatahn Munk

Yeah, it it will immediately and you know, be in the beginning in a semi good way where it's semi effective and semi powerful and only increase over time. So it's going to be part of what we do the the the key is is it best for curation is it best for creation is it best for you know.

00:58:23 Jonatahn Munk

You know, developing new new content and so forth. So the shape it's going to take, we don't know yet, but it's definitely something that we're keeping a close eye on and testing in all sorts of ways right now.

00:58:34 Rebecca Chen

Amazing. Jason, any thoughts?

00:58:36 Jason Lindstrom  

I I just personally use it as a as a coach all the time. I mentioned I'm a part of all these networks and CEO groups and stuff, but one of my first go to sources these days is ChatGPT and like the information is providing is is.

00:58:51 Jason Lindstrom  

Pretty solid and getting better insanely fast. So yeah, I I think it. I don't have a I honestly don't have a prediction or knowledge as to exactly how it'll impact it at the time frame, but just personally it's benefiting me amazingly well. Oh, sorry, there's one funny story. In Hong Kong, there was a company that replaced its CEO with AI.

00:59:11 Jason Lindstrom  

Right. And there is a publicly traded company, a large one, and they AI started outperforming the previous CEO. So I mean I can replace the CEO, I'm pretty sure it can do a it'll in the medium term bill to do a decently good job with learning.

00:59:25 Jonatahn Munk

And development. So yeah, nobody is safe.

00:59:31 Rebecca Chen

Well, thank you both for sharing. That's super awesome. This does bring us to the top of the hour, so thank you so much to everyone who came today and we hope you enjoyed the session and Jason Mung, thank you both for sharing.

00:59:44 Rebecca Chen

Your thoughts with everyone I know in the comments. People are saying that there's some excellent ideas they're going to be taking away. So was there any last words you either of you want to say before we kind of hit the end button on this one?

00:59:56 Jonatahn Munk

Just thanks for joining.

00:59:57 Jason Lindstrom  

Yeah, thanks for joining and Becca, awesome job. Thanks so much for facilitating today, everybody. Wonderful meeting you virtually.

01:00:05 Rebecca Chen

Yeah. Thank you so much. And once again, we will be sending out the recording and the resources after the fact, so stay.

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