Join Shawn Priddy, Chief Operations Officer of Great Plains Kubota, as he delves into the transformative impact of implementing LifePulse in their organization. Discover how this strategic initiative has led to a significant increase in time efficiency and productivity, with an expected 15-20% boost. Shawn highlights the importance of follow-through and accountability among leaders and the positive outcomes of the optimization overhaul workshop, which has reduced excuses and revealed employees' growth potential.

Great Plains Kubota is dedicated to developing leaders who are deeply connected to their communities and committed to both personal and professional growth. Employees at Great Plains Kubota feel supported and empowered to manage their roles within the company's vision without the pressure of micromanagement. In this insightful conversation, Shawn discusses the significance of setting clear expectations and progress markers over a 6-12 month period to foster employee empowerment.

Discover the key qualities Shawn looks for when hiring, such as a strong work ethic and a proven track record of responsibility, and why he believes these traits are more indicative of success than generational stereotypes. Learn how Great Plains Kubota's Taproot program cultivates a culture of giving back, and how caring for employees as individuals, especially during major life events, enhances productivity and loyalty. This episode is packed with valuable insights into the importance of investing in employees' personal growth and well-being for the long-term success of both individuals and the company.

Keywords:

Shawn Priddy, Great Plains Kubota, LifePulse, time efficiency, productivity, follow-through, accountability, leadership, community, empowerment, progress markers, hiring, work ethic, employee care, personal growth, Taproot program, community involvement, Business, Leadership, Productivity, Employee Development, Organizational Culture, Community Engagement

Sound Bites:

"Our biggest ROI is just around time."

"We're expecting to get a 20% increase in time efficiency going forward through the implementation of LifePulse into our entire organization."

"We're going to focus on the movement, not the valleys."

"Lay out the markers, lay out the expectations, but lay them out over a 180-day, six-month to 12-month time period."

"All of those, did they work their way through college? Did they have a job in high school? What's their attitude toward days off and vacation? Everything revolves around work ethic, and that aligns with who we want to be."

"We want them to be able to address all those life situations, no matter which level of employee they are."

Time Stamps:

00:00 - Introduction and Background

01:18 - ROI and Impact of LifePulse

08:11 - Decreasing Excuses and Increasing Accountability

09:23 - Decreasing Complaints and Burnout

28:15 - Empowering Employees through Clear Expectations and Progress Markers

29:26 - Hiring for Work Ethic and Responsibility

34:19 - Caring for Employees as Individuals

37:59 - Investing in Personal Growth and Well-being

45:24 - Fostering a Culture of Giving Back