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Need a reason to consider Limbach as your next career opportunity? The Best Practice Institute just gave you SIX! We asked and our employees spoke… ranking as a Top Company for 1) Career Advancement, 2)Young Professionals, 3)Volunteering, 4)Parents/Caregivers, 5) Wellness, 6) CEO Leadership Check out this month’s 1901 blog below to learn a little more!

Annual recognition event: honoring our colleagues!   Today we held our annual recognition event, a special occasion where we celebrate the extraordinary achievements of our colleagues from High Five Health Promotion and Westfield Health. This event reminds us of the importance of acknowledging not only successes but also the positive impact a colleague has on their team and the company culture, celebrating both achievements and personal qualities. Our core values play an essential role in this recognition: - We Care: the ones that have shown they genuinely care about others, whether it’s our customers, colleagues, or the community. Their empathy and commitment make a world of difference. - We Are Explorers: this one is for the pioneers, those who aren’t afraid to explore new paths and embrace innovation. Their curiosity and creativity drive us forward continually. - We Own It: this category recognizes those who take responsibility and deliver results. They are reliable, proactive, and their dedication inspires us all to do our best work. - We Are In It Together: here, we honor the team players who foster collaboration. Their ability to connect people and work together makes us stronger and more united. Each winner has demonstrated themselves exceptionally in one of these core values. Thanks to everyone who made this celebration possible and to all our colleagues for their ongoing dedication and hard work!

Have I told you lately how much I love ... 💗MY TEAM! 💗WHAT I DO! 💗Cortex Innovation District We are the Best place to work in my book!!! Wonder what we do? Here’s a snapshot of all of the fun we have been up to: https://shorturl.at/hiBS2 #Bestplacestowork #fuelinginnovation #inclusiveeconomicgrowth #bestbossesintheworld #teamworkmakesthedreamwork #teamwork

Are you joining us for our first ever EDI Lunch next month? If not, why not? Meet our amazing first panel: Naomi Glover, Aaron Saxton, and Tom Wood! These industry leaders bring unique backgrounds—from brain health and neuroinclusion to tech education and inclusive recruitment—but they share a powerful common goal: creating workplaces where everyone can thrive. Naomi Glover, FRSA, FRSPH, Founder of Neuro-Informed Ltd, translates brain science into practical strategies for healthier, more inclusive workplaces. Aaron Saxton, Director of Disruptive Learning at University Academy 92 (UA92), is shaping the future of education with innovative digital skills training. Tom Wood, Talent Acquisition Lead at Mony Group, focuses on inclusive recruitment that better reflects the diversity of today’s users. They’ll tackle key questions like: What’s a quick win for building a more inclusive culture? How can inclusivity become part of daily business practices? What are the best ways to recruit and retain diverse talent? How do we measure the impact of inclusivity initiatives? What role does leadership play in fostering an inclusive environment? We’d love to hear from you, too! What questions do you have for our panelists? Share them in the comments, and don’t miss the chance to gain insights and practical tips on making inclusion a reality in your workplace! Book today 🎫 https://lnkd.in/eaXcUd7f

Check out the first panel for the EDI Lunch - true industry leaders - vastly different backgrounds but one powerful purpose. We'd love to hear from you? What questions would you like to put to them?

I had an amazing opportunity to attend NHCCE 2024. One of the keynote speakers, Mimi Nicklin, the author, advocates for empathy and emotional intelligence in workplace, spoke about leading with empathy. One key takeaway from her speech was the question, “Are we really listening?” This is crucial for instilling empathy in the workplace, whether leading or managing. I encountered several situations where I blocked out others’ opinions and my empathetic perspective for the sake of ego. This was during the early years of my career, about 10-12 years ago. To this day, I regret the events and outbursts I displayed on that day. The bridges and perceptions were burned due to a lack of empathy. In today's diverse workplaces, the idea that "we are more alike than we are different" serves as a powerful reminder of our shared humanity. By focusing on common values and experiences, we can foster an environment where empathy thrives. Coupling this perspective with the practice of "leading with listening" encourages open dialogue and understanding. When leaders and team members actively listen to each other, they create space for vulnerability and connection, helping to bridge gaps and build strong, collaborative relationships. Together, these principles cultivate a culture of empathy, where individuals feel valued and understood, ultimately enhancing teamwork and productivity. As Mimi Nicklin reiterated, empathy is all about taking perspectives. We are not born with a fixed amount of it; we can train and remodel everything—our behaviors, views, and opinions.

Such an interesting talk today with #Dawn #Staley, head coach of University of South Carolina women’s 🏀⛹️♀️ team. (Looking forward to my photo down the road with her). Great end to Becker's Healthcare #SpineConference. Laura (Miller) Dyrda did a fantastic job getting to such interesting thoughts from Coach Staley, a few takeaways from me: 1) Reach back to those that helped you and pay homage to the them for all they provided. 2) Always be the point guard, where most of the work is off-the-court. Listen to people. Form relationships to get the best out of folks. They will make the leader look good. 3) All opportunities are learning experiences. Even those not playing for the🥇can learn. But be honest with them that is their role. 4) She’s always felt comfortable saying she is wrong. Because she knows she is responsible for the bad decision. 5) Everyone works better when they have a relationship with the boss. So, do you know your people? They’ll get to the results eventually. Focus on the relationship, then they will want to reach it before you. 6) Young people want the bumpers on the bowling lanes. They want to know their guardrails. They want structure. 7) Meet with the whole team when discussing their roles because they’ll hold each other accountable 8) Stop crying, have to get it done. Yes, be empathetic, give a safe space. Then realize you have to do it if you want to accomplish it.

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We just passed 40 employees that all live here in southern Indiana. Here is what I learned from hiring over 50 employees in the last 5 Years: 1. Encourage conflict! Yes, this is surprisingly my number one tip. After reading five dysfunctions it helped me realize the importance of constructive conflict! A healthy organization cannot live without it 2. Have some sort of operating system like EOS. This has been a game changer 3. Spend the time to actively listen. Nothing worse than an employee that doesn't feel heard. 4. Make sure you communicate your vision, and you hire off of values. 5. Higher slow, fire fast. If somebody is not happy, it will spread like a cancer. most of the time it's because they're just not the right person for that role. 6. Positive people and negative people are both infectious. Try to pull in positive attitudes as much as possible. 7. Watch your overhead. People are your biggest assets and biggest expense. It is too easy to over hire. Make sure you have a healthy ratio of gross profit to overhead. Would love to know what ratio you consider healthy. I think anything better than one to three is good.

Yesterday, I had the privilege of leading a workshop with the EPA on unlocking trust to enhance psychological safety in the workplace. We focused on strategies for leaders, and one participant shared a powerful insight: to build trust, she prioritizes getting to know her employees on a personal level first. This discussion brought to mind a recent family tradition of visiting the state fair. It's a reminder of how these traditions, whether shared over a meal or through special events, play a crucial role in connecting us with people we might not otherwise interact with. In a world where work can sometimes feel impersonal, how can we create spaces to share our traditions at work?