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✨ 𝐍𝐮𝐫𝐭𝐮𝐫𝐢𝐧𝐠 𝐆𝐫𝐨𝐰𝐭𝐡: 𝐎𝐮𝐫 𝐉𝐨𝐮𝐫𝐧𝐞𝐲 𝐰𝐢𝐭𝐡 𝐎𝐮𝐫 𝐅𝐢𝐫𝐬𝐭 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 ✨ As we reflect on our journey with our first company, it's a testament to the power of passion, perseverance, and teamwork. From humble beginnings to significant milestones, every step has been a learning experience, shaping not just our company but also the individuals who comprise it. 𝐅𝐨𝐮𝐧𝐝𝐢𝐧𝐠 𝐕𝐚𝐥𝐮𝐞𝐬: Our first company was built on strong foundational values, instilled by visionary leaders who dared to dream and had the courage to turn those dreams into reality. Integrity, innovation, and inclusivity were not just words on paper but guiding principles that shaped our culture from day one. 𝐄𝐚𝐫𝐥𝐲 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬: Like any startup, we faced our fair share of challenges. From securing funding to building a talented team, each hurdle tested our resolve and pushed us to think outside the box. However, it was these challenges that fueled our determination and fostered a culture of resilience within our organization. 𝐆𝐫𝐨𝐰𝐭𝐡 𝐚𝐧𝐝 𝐄𝐱𝐩𝐚𝐧𝐬𝐢𝐨𝐧: Despite the obstacles, our company experienced steady growth, expanding our reach and impact in the market. With each new product launch or market expansion, we seized opportunities for growth while staying true to our core values. 𝐓𝐞𝐚𝐦 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠: At the heart of our success lies our exceptional team. From the visionary leaders who charted the course to the dedicated employees who brought our vision to life, each individual played a crucial role in shaping our company's trajectory. Nurturing talent, fostering collaboration, and empowering our employees have been central to our HR philosophy, ensuring that every member of our team feels valued and motivated to contribute their best. 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐄𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧: As our company grew, so did our culture. What started as a small group of like-minded individuals evolved into a diverse and inclusive community, where different perspectives are not just welcomed but celebrated. Our commitment to fostering a culture of belonging has been instrumental in attracting top talent and fostering innovation. 𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐀𝐡𝐞𝐚𝐝: As we look to the future, we remain committed to our founding values while embracing change and innovation. Our journey with our first company has taught us invaluable lessons that will continue to guide us as we navigate new opportunities and challenges on the horizon. Together, we are not just building a company; we are shaping a legacy that will inspire generations to come. has context menu.

New beginnings can be scary…but they don’t have to be. Uncertainty comes with starting something 𝗻𝗲𝘄—it can feel overwhelming, risky, and unpredictable. But you know what else can be scary? 𝗪𝗮𝘁𝗰𝗵𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘄𝗮𝗹𝗸 𝗼𝘂𝘁 𝘁𝗵𝗲 𝗱𝗼𝗼𝗿. ✨ That's why Clare Davis founded NOVA. Fun fact: Her husband, Johnny, came up with the name NOVA for the company. The Latin ‘novus’ means "𝗻𝗲𝘄," —symbolising new beginnings and growth. And the logo, the NOVA star is a shining bright light —symbolising energy and boundless potential. Similarly, at NOVA, we're all about helping organisations achieve bursts of growth and success in 3 key areas: -𝙋𝙚𝙧𝙛𝙤𝙧𝙢𝙖𝙣𝙘𝙚, -𝙍𝙚𝙡𝙖𝙩𝙞𝙤𝙣𝙨𝙝𝙞𝙥𝙨, 𝘢𝘯𝘥 -𝙒𝙚𝙡𝙡𝙗𝙚𝙞𝙣𝙜. Our mission is to empower leaders, managers, and the C-Suite to discover opportunities and maximise their teams' potential. By focusing on Employee Retention, People Continuity, and Organisational Stability, we help businesses thrive, retain their top talent, and reduce staff turnover costs. Let's celebrate new beginnings, new approaches, and sustainable growth. NOVA Associates is here to guide you toward long-term, sustainable success. Book a chat with Clare or you may visit our website to learn more. How about you– what is your company’s story? We’d love to know. #workplacewellbeing #humanresources #mentalfitness #talentretention #positivementalhealth

𝐄𝐱𝐩𝐞𝐜𝐭𝐢𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐭𝐨 𝐦𝐚𝐭𝐜𝐡 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐫𝐞𝐜𝐢𝐩𝐞 𝐟𝐨𝐫 𝐝𝐢𝐬𝐚𝐩𝐩𝐨𝐢𝐧𝐭𝐦𝐞𝐧𝐭. Why? Because they don’t own the business and shouldn’t be expected to. But here’s the good news: you can still create an environment where they want to excel. Many emerging entrepreneurs often feel stuck, frustrated by their team’s lack of enthusiasm. I remember when I first hired a team for my real estate business. I was frustrated by why they didn’t work as much as I did. The solution? Shift your focus. It’s not about making them care as much as you do but fostering a culture where excellence is the norm and growth is expected. By investing in their professional development and recognizing their achievements, you make them feel valued and engaged. It’s about creating a space where their personal goals align with your business goals. This approach not only increases their commitment but also reduces turnover and boosts productivity. Try this: Start small. Acknowledge a team member’s effort today, no matter how minor it seems. You’ll notice a shift in their attitude and performance. When employees feel appreciated and see a path for growth, they become motivated contributors to your vision. The result? A committed team that supports your entrepreneurial journey. How do you keep your team engaged?

A month ago, I went camping ⛺ in Montana and this is what I learned about business 🤣... No, seriously, I learned a lot. And it's all thanks to Jason and Sam, the masterminds behind the Arcadia Leadership Experience (ALX) 🐻. ALX is the best professional event that I’ve ever attended and it provided me with invaluable insights and knowledge. So, take a moment and don't miss out on Spencer Miller's brilliant recap video! But want to learn more and hear some of the best sound bites? Here goes: 🌲 TL;DR 🌲 The days of just talk are gone, every partnership leader must have a plan, must execute, and must follow through, always backed up by data! Additionally, here are some of the best gold nuggets that ALX gave us: 🐻 When setup well, partnerships can become the most efficient revenue machines, and partner-led motions are the biggest reason why orgs are growing. - Sangram Vajre ⛺ Every partnership leader must understand the cost of their team and what it takes to be profitable. - Cory Snyder 🦕 In any company, you need to be doing one of 3 things: building the product, selling the product, or supporting either of those teams. If you don’t, you’ll find it hard to get buy-in. - Mac Reddin 🦕 🌲 94% of event teams think they are killing it, but only 6% of their executives agree. - Kevin Harris 🦌 When deciding to build, buy, or partner, think long term. What is your core business? What is nice to have? Analyze your needs and priorities, and weigh them against your options. – Sean Kester & Josh Wagner 🏔 Experiment early and often, and make sure you dedicate a portion of your budget to big bets. This will help you differentiate and grow. - Tyler Calder 🔦 To build trust with partners, you must invest time to understand how their machine works, how the “sausage is made." - Padden Guy Murphy Will you be with us at #ALX2025? Spot reservations are open! Be Great. Be Arcadia 🐻. #Partnerships #ProfessionalDevelopment #Networking #Career #Community

'People are not the most important asset. The right people are' (Jim Collins) This is not only because one fifth of your employees are ACTIVELY #disengaged. It is also because #productivity is NOT distributed equally. Price’s law says that the square root of the number of employees generate approximately 50% of an organisation's productive output. For instance, if you’re a startup with 10 employees, 3 do half the work. Intuitive enough. The problem is, as your company grows it gets more and more difficult to IDENTIFY these key people. 🔍 In a company with 300 employees, fewer than 20 are responsible for half of the company's total productive output. As you scale, the number of average and below average employees grows exponentially, and the number of exceptional employees grows linearly. It is therefore #vital to know who in your company is responsible for the bulk of your #productivity, #innovation, and #profits. 💸 Who are your hyper-productive, exceptional staff who not only do great work, but LIFT others around them. ❤️ This is where Talent Prospecting comes in…. Our Positive Peer Recognition Review is easy to implement, inexpensive, and is proven to highlight those in your company who contribute the most. It creates #merit-based #culture in companies where staff are rewarded for what they do, not what they say they do, meaning you will never again overlook the work of your top people. Identify and #retain your best #talent to ensure you are set up for long term success. talentprospecting.com Partner with Talent Prospecting.. and together, in a gentle way, we can change the business world 💎

I learned a philosophy, many years back, that has served me well across every business. It’s called: "Walking the Four Corners." It’s simple but profound. It’s literally to walk the four corners of your office, warehouse, or wherever the work is getting done. And just observe. Don't micromanage or tell people how to do their jobs. Instead, ask questions. I’d even encourage you to go a step further—lean in and ask about them, their lives. This practice actually helped us solve one of our biggest problems at my prior company, QuickBox: retention. In doing so, I was able to learn that the employees who had been with us the longest, were those we had provided a “second chance” by hiring them, but didn’t realize it. Those who, quite frequently, are overlooked by the community. Recent immigrants, the homeless, from battered shelters, disabled Veterans, and the most commonly unemployable, those recently incarcerated. By building a robust outreach program within our community, we completely transformed our workforce and made 180-degree change in our retention. As a form of reciprocity, we were rewarded with hard work and loyalty. And best of all, this unexpectedly became our company’s underlying mission (we even changed our tagline to #FulfillmentOnaMission). Everyone has a story, and they want to share it. Try walking your four corners. You’ll quickly find this practice builds trust, opens communication, and fosters a deeper connection with your team. That's because leadership is about understanding your people, not just directing them. #Leadership #Entrepreneurship #TeamBuilding #Innovation #readyforscaling #business #leanstartup #technology #ecommerce #cpg #people 

🔍 "The most valuable businesses of coming decades will be built by entrepreneurs who seek to empower PEOPLE rather than try to make them OBSOLETE." - Peter Thiel, Zero to One. Heading into the weekend, it's a perfect time to reflect on the significance of hiring for empowerment and culture. Rose James Company believes in the transformative power of the right talent, not just for skills but for seamlessly blending into your company's culture. Imagine starting the new week with a team that not only brings expertise but also aligns with your vision and values. Then imagine how much more you could accomplish with seamless alignment. That’s where Rose James Company steps in - we're your partners in finding talent that propels your organization forward. Let us help you create a workplace where empowerment and innovation flourish! As an owner, executive, or hiring manger, we are always thinking about growth and the headcount needed to achieves our goals, consider Rose James Company as your ally in building a team that thrives. 🚀🌟 #WeekendThoughts #HireforAttitudeTrainforSkill #RoseJamesCompany #ZeroToOne #TalentPartners 🌐🔗

⏱ The wait is over! 🎇 Grab a beverage, relax and enjoy the enlightening and entertaining speaker videos from Disrupt HR Austin 3.0. ⚡Grab some great ideas, and when you like what you see 🙂 show 'em some love 💜 in the comments below! ⬇ #disrupthraustin #disrupthr #disruptiveinnovation #HR #professionals

If like many start ups, you're in that tricky phase where you need to attract top talent but might be hesitant to part with actual shares, here's a thought: Why not offer options instead? Options are a fantastic way to reward your team with the potential for shares in the future, without turning them into shareholders right now. It aligns the team with the company's growth, ensuring everyone is working towards the same goal - making the company a success. And for those of you looking to effectively attract, reward, and retain employees, I've got something special. I’m running a webinar that explore how share schemes such as EMI can help you do exactly that. And you can ask me anything! Make sure you get registered! the Link is in the comments

📖 Reading through Adam Coffey's Empire Builder book I refreshed about company culture and how employees are the real product of any business. The people are the front line serving customers skillfully and cheerfully (or angering or disappointing customers hurting your company and brand). I had a ☎ conversation with Barry Fischetto about acquiring companies. One of my first comments was about the importance of finding a company with a culture where the people like working there and like showing up for work each day. They have a sense of purpose, performance and promotion opportunities. Barry was surprised to hear me, an acquisitions guy, talk about culture as the #1 first thing in our conversation on acquisitions. It's that important. So what makes for a compelling culture where you could be an industry leading attractor of top people + top talent? 🗝 Adam's 4 keys to 🗝 1) Fair Wages 🗝 2) Excellent Benefits 🗝 3) Strong Retirement Options 🗝 4) Opportunities for Growth The big things are intention + action. If you're running a company and you don't like the culture, set your intention and then take that first action step to transform the culture into your vision for it and it being attractive to top people in your industry. When acquiring a company, consider what's good about the existing culture and those areas you'd like to upgrade to make it a place top performing people desire to work. And I've seen transforming a culture can take months if not a year or longer. image source: https://lnkd.in/gXmfQcHJ