Susie Japs's guest appearances

Susie Japs

Exit Coach Radio

Selling Your Business with David King

Team Anywhere Leadership Podcast

Ryan Smith

Rod Hatley

Brian Johnson

Roger Firestien

Adam Grant

Dan Miller

Todd Palmer

Sean Adams

Bob Thurman

David Garcia

Tom Schwab

Lee Goldberg

John Lee Dumas

Kathy Fettke

Chris Hill

OwlTail

To Read This Episode's Transcript: Click Here Susie Japs, Managing Director at Wejungo and esteemed Provisors member, is in the business of helping business leaders restructure their teams to get better results. She leverages her strategic, authentic, engaging approach and interactive style to challenge business leaders on common beliefs about recruiting, hiring, retention, and performance. We all know that our best assets go home each night and we must pay attention to our employees for the best results. On the people side of things, Susie has great insight into what we may be overlooking when preparing for an exit.  In her interview, Susie talks about three items companies commonly miss in their exit planning, and why having an exit strategy people plan is so important. She discusses various strategies that she uses at Wejungo to hire more effectively. Susie also details the areas to focus on when exit planning that you may overlook, but a buyer would certainly scrutinize. If the business couldn’t be handed over with ease, you may have a much harder time selling. She also walks through a valuable exercise for taking stock of your workforce and offers some powerful assessment tools. Susie’s expertise on working together more effectively could help your entire team’s performance, don’t miss out on her interview. 1-Minute Sections:  4:08-5:03: 4 Strategies Wejungo uses to help businesses hire better. 5:55-7:08: Common mistakes companies make in exit planning. 7:13-8:18: Examples of businesses that were doing well but may not be valuable to buyers. 9:34-10:37: Transferability and taking stock of key people. 11:51-13:06: Overview of the Strategic People Plan. 

<a href="https://bit.ly/32p9q01" rel="nofollow" target="_blank">To Read This Episode's Transcript: Click Here</a> Susie Japs, Managing Director at Wejungo and esteemed Provisors member, is in the business of helping business leaders restructure their teams to get better results. She leverages her strategic, authentic, engaging approach and interactive style to challenge business leaders on common beliefs about recruiting, hiring, retention, and performance. We all know that our best assets go home each night and we must pay attention to our employees for the best results. On the people side of things, Susie has great insight into what we may be overlooking when preparing for an exit.  In her interview, Susie talks about three items companies commonly miss in their exit planning, and why having an exit strategy people plan is so important. She discusses various strategies that she uses at Wejungo to hire more effectively. Susie also details the areas to focus on when exit planning that you may overlook, but a buyer would certainly scrutinize. If the business couldn’t be handed over with ease, you may have a much harder time selling. She also walks through a valuable exercise for taking stock of your workforce and offers some powerful assessment tools. Susie’s expertise on working together more effectively could help your entire team’s performance, don’t miss out on her interview. 1-Minute Sections:  <ul><li>4:08-5:03: 4 Strategies Wejungo uses to help businesses hire better.</li> <li>5:55-7:08: Common mistakes companies make in exit planning.</li> <li>7:13-8:18: Examples of businesses that were doing well but may not be valuable to buyers.</li> <li>9:34-10:37: Transferability and taking stock of key people.</li> <li>11:51-13:06: Overview of the Strategic People Plan.</li> </ul>

Susie  - What is Your Exit Strategy People Plan?

In this episode, we are joined by Susie Japs to discuss human capital and talent management in the M&amp;A arena. Susie Japs is the Managing Director of Wejungo, a consulting firm specializing in talent management &amp; recruiting strategies. For almost a decade Susie has been training small to mid-size businesses on how to hire smart rather than manage tough by connecting their business strategy to their talent needs. Wejungo is one of California's leading consulting firms, specializing in talent strategy and human capital management solutions, partnering with small to mid-size businesses to redefine success and set new standards for a better way to hire and retain great employees. Susie is an expert at guiding small to mid-size companies during unsettling economic times to create strategic people plans in the event they are forced to change the way they do business.

In this episode, we are joined by Susie Japs to discuss human capital and talent management in the M&amp;A arena. Susie Japs is the Managing Director of Wejungo, a consulting firm specializing in talent management &amp; recruiting strategies. For almost a decade Susie has been training small to mid-size businesses on how to hire smart rather than manage tough by connecting their business strategy to their talent needs. Wejungo is one of California's leading consulting firms, specializing in talent strategy and human capital management solutions, partnering with small to mid-size businesses to redefine success and set new standards for a better way to hire and retain great employees. Susie is an expert at guiding small to mid-size companies during unsettling economic times to create strategic people plans in the event they are forced to change the way they do business.

Human Capital and M&A with Susie Japs

How to attract – Go deeply into your purposeCreate an engaging and purposeful culture75% of the workforce will be millennials by 2025.  Millennials say that culture and learning is more important than pay.Millennials want to connect to a “Purposeful” CultureFocus your actions and conversations on (1) why you are in business, (2) what do you do as company that connects to the purpose, (3) how does your company make a difference, and (4) how does an individual at your company make a differenceHow to do this:  Create a Brand Purpose Sheet with a Visual of what your company stands for Who are you? Why are you here? What do you want to accomplish How to retain – Get everyone involvedCreate initiatives that connect employees to the company purpose Community Focused Initiatives Innovation Initiatives Ask employees to participateAs management…act on these ideasTake on experiments to deal with the challenges of COVID – tell your team that you are experimenting to make things more effectiveHow to Hire – Customize your video outreachIf you are going to do job boards…create the ads from the perspective of the candidateBetter than job ads are creating customized messagesHave the hiring manager or the CEO reach out to candidates you truly desireCreate customized video message and have your best talent in those videosHow to Interview – Be extremely intentionalTake time to IDENTIFY the core behaviors that make someone successful in your company and on your teamThrow OUT the resume – Look at what it takes to be successful on YOUR team, and ask questions around thatCreate open ended questions (NOT FROM GOOGLE) based on situations that the candidate will encounter in YOUR businessLook for:  How do they think, How would they react, What questions are they asking you, what’ their approach, do they fit?How do you Retain – Focus engagement surveys on your “A” Players and build a culture around them!Create a set of criteria for your “A” Players (“Talent Profile”), irrespective of who your “A” Players are nowSurvey your “A” Players separately – this is a MILLION DOLLAR idea!Looking at the responses from your top performers, focus on those issues FIRST!How to build an Effective Virtual Workforce – Create a M.A.P.“M” – Meetings – This is about Effectiveness.  Set Standard and Clear Expectations for Meetings, Roles, Projects – Take the extra time to develop clarity through conversations, since we are separated geographically To enhance effectiveness – assign two people to the same assignment, forcing them to interact and collaborate For weekly meetings ask for L.M.S. – Learnings, Mistakes, Support At every weekly meeting have everyone share what did I learn, what mistake did I make, where do I need support? “A” – Accountability – Focus on managing the RESULTS, not the time!“P” – Performance – Create more touch points to inspire people to interact more and constantly motivate them to perform Have more meetings (once a week vs. twice a week) AND make them shorter! How to be a more effective Virtual Leader – VulnerabilityAsk for supportShare where your head is at, especially if you can’t take something on at the momentTalk about your personal spaceShare with your team members what you are doing to support them personallyShare your appreciation for all that they doAudio Credit: Show Me the Way, Vendredi 

How to attract – Go deeply into your purpose<ul><li>Create an engaging and purposeful culture</li><li>75% of the workforce will be millennials by 2025.  </li><li>Millennials say that culture and learning is more important than pay.</li><li>Millennials want to connect to a “Purposeful” Culture</li><li>Focus your actions and conversations on (1) why you are in business, (2) what do you do as company that connects to the purpose, (3) how does your company make a difference, and (4) how does an individual at your company make a difference</li><li>How to do this:  Create a Brand Purpose Sheet with a Visual of what your company stands for <ul><li>Who are you? </li><li>Why are you here? </li><li>What do you want to accomplish </li></ul></li></ul>How to retain – Get everyone involved<ul><li>Create initiatives that connect employees to the company purpose <ul><li>Community Focused Initiatives </li><li>Innovation Initiatives </li></ul></li><li>Ask employees to participate</li><li>As management…act on these ideas</li><li>Take on experiments to deal with the challenges of COVID – tell your team that you are experimenting to make things more effective</li></ul>How to Hire – Customize your video outreach<ul><li>If you are going to do job boards…create the ads from the perspective of the candidate</li><li>Better than job ads are creating customized messages</li><li>Have the hiring manager or the CEO reach out to candidates you truly desire</li><li>Create customized video message and have your best talent in those videos</li></ul>How to Interview – Be extremely intentional<ul><li>Take time to IDENTIFY the core behaviors that make someone successful in your company and on your team</li><li>Throw OUT the resume – Look at what it takes to be successful on YOUR team, and ask questions around that</li><li>Create open ended questions (NOT FROM GOOGLE) based on situations that the candidate will encounter in YOUR business</li><li>Look for:  How do they think, How would they react, What questions are they asking you, what’ their approach, do they fit?</li></ul>How do you Retain – Focus engagement surveys on your “A” Players and build a culture around them!<ul><li>Create a set of criteria for your “A” Players (“Talent Profile”), irrespective of who your “A” Players are now</li><li>Survey your “A” Players separately – this is a MILLION DOLLAR idea!</li><li>Looking at the responses from your top performers, focus on those issues FIRST!</li></ul>How to build an Effective Virtual Workforce – Create a M.A.P.<ul><li>“M” – Meetings – This is about Effectiveness.  Set Standard and Clear Expectations for Meetings, Roles, Projects – Take the extra time to develop clarity through conversations, since we are separated geographically <ul><li>To enhance effectiveness – assign two people to the same assignment, forcing them to interact and collaborate </li><li>For weekly meetings ask for L.M.S. – Learnings, Mistakes, Support <ul><li>At every weekly meeting have everyone share what did I learn, what mistake did I make, where do I need support? </li></ul></li></ul></li><li>“A” – Accountability – Focus on managing the RESULTS, not the time!</li><li>“P” – Performance – Create more touch points to inspire people to interact more and constantly motivate them to perform <ul><li>Have more meetings (once a week vs. twice a week) AND make them shorter! </li></ul></li></ul>How to be a more effective Virtual Leader – Vulnerability<ul><li>Ask for support</li><li>Share where your head is at, especially if you can’t take something on at the moment</li><li>Talk about your personal space</li><li>Share with your team members what you are doing to support them personally</li><li>Share your appreciation for all that they do</li></ul>Audio Credit: <a href="https://www.youtube.com/watch?v=1swecA5cnnQ" rel="nofollow" target="_blank">Show Me the Way, Vendredi</a>

EP. 3 How to Hire and Retain the Best Talent, with Susie Japs