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I am Marcus Brooks uh with organizational 
developments and Effectiveness you are the amazing  

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Cornell community and I'd like to start us off 
with a little bit of an exercise that some of us  

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may remember so here we go if you're happy and you 
know it clap your hands if you're happy and you  

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know it clap your hands if you're happy and you 
know it and you really want to show it if you're  

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happy and you know it clap your hands stomp your 
feet say hooray hoay excellent uh so thank you  

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all for being here I am going to quickly hand this 
off to our not so new Vice President Chief human  

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resource officer Christine lovelyy uh to introduce 
our amazing guest today Christine the floor is  

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yours thank you Marcus for the introduction 
as well as for your singing C capabilities  

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I want to begin by talking about why connection 
matters why it matters to me as your Chief Human  

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Resources officer but also as a member of the 
Cornell Community for those of you who recently  

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attended the in-person Community Connection event 
at on campus at the end of September this is going  

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to sound pretty familiar that event was primarily 
about connections for yourself today we want to  

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also think about how you facilitate and support 
connection As Leaders of people our most recent  

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staff survey shows that loneliness causes at least 
some stress for nearly 50% of our staff population  

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I want you to also note that 32% of assistant 
professors reported struggling with extensive  

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feelings of loneliness or social isolation up 
from 16% in 2016 we have a problem we have a lot  

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of people that are struggling to make meaningful 
connections with others the connection event on  

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campus and this forum we're organized in response 
to that data and we're committing to helping  

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facilitate opportunities to improve this element 
of well-being the potential impact of connection  

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is so much bigger than combating loneliness though 
the data and research also tell us that if you and  

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your team have connections you're both more 
likely to stay at Cornell Cornell more likely  

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to be an Engaged employee and more likely to feel 
fulfilled in your work also importantly connection  

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can further feelings of inclusion and belonging 
I encourage you to think about Connection in a  

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variety of ways the first being your connection 
to people that is the people that you work with  

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directly and indirectly the people you have 
commonalities with and even those who challenge  

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your way of thinking we can learn so much from 
people whose experiences are different from our  

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own it makes us much more enriched as individuals 
and collectively as a workplace as people leaders  

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how well do you know your staff don't just jump 
right into your agenda and do and to-do list  

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at each meeting let the conversation Meander a 
little bit to topics other than work the second is  

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connection to our places our campuses our colleges 
and units encourage our employees who are remote  

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and hybrid to come back to campus when you can I 
want to note that this aspect doesn't have to be  

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at odds with flexibility but it's an element of 
connection that we as people leaders may need to  

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be more intentional about for ourselves and our 
teams offer to go for a walking meeting with your  

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employees if they're up to it or plan a mini field 
trip to get ice cream or visit the art museum the  

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Third Way is connection to our purpose part of the 
joy of working at Cornell is the connection to the  

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educ educational mission and vision talk in your 
team meetings about why you've all chosen to work  

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here what do you all love about your college 
or unit what gives your work meaning these  

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three elements people places and purpose can also 
feed off of each other connecting with colleagues  

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or being in the halls or Laboratories with the 
students can help you feel more connected to the  

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purpose of our work if it feels like this could 
be overwhelming we're not putting all the onus  

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on you connection is a partnership between us as 
your employer you as people leaders and your teams  

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we will continue to Pro provide opportunities 
for engagement and tools and resources to help  

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you and your teams connect for example our new 
toolkit for people leaders on making connections  

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is available on the HR website right now we also 
want to encourage our people leaders to support  

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your employees in this effort when there's a call 
for volunteers consider signing up as a team my  

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team and I helped with movein this year which was 
an amazing way to Bond as a team and to reinforce  

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why we love working in higher education you can 
also hold informal lunchtime activities I brought  

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in games to the office and started something I 
called chitchat and chew these are meant to be an  

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informal opportunity for staff and to get together 
and to build new or better relationships please  

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feel free to steal these ideas and Implement them 
in your own areas I also believe that connection  

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can have a Snowball Effect if a couple hundred of 
us start making small steps to connect more people  

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places and purpose we'll build up momentum along 
the way as I wrap up I want to acknowledge that  

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for some of us we may need to push through some 
discomfort in this process some folks find it very  

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difficult to be in Social settings particularly 
those of us who identify as introverted or shy  

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I can speak with my own experience on this one I 
sometimes struggle with the discomfort of meeting  

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and strike striking up a conversation with new 
people but that doesn't mean that I can't and  

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won't push myself out of my comfort zone because 
I know that it's important I know that it will  

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pay dividends think about this for your staff 
too and if you need to be more intentional  

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plan to support and connect with some others with 
that it's time that I turn the floor over to our  

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feature guests Ryan Jenkins is an internationally 
recognized keynote speaker and Wall Street Journal  

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bestselling author he speaks all over the world 
to companies such as State Farm sales Salesforce  

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Wells Fargo FedEx Liberty Mutual and John Deere on 
the topics of leadership generational differences  

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workplace loneliness and the future of work 
for a decade he has been helping organizations  

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create engaged inclusive and highly performing 
teens by lessening work worker loneliness and  

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closing General Gap generational gaps Ryan's 
top rank insights have been featured in Forbes  

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Fast Company and the Wall Street Journal 
he is an active columnist for Inc magazine  

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Psychology today and Entrepreneur magazine he 
is also co-founder of less lonely the world's  

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first resource fully dedicated to reducing worker 
isolation and strengthening team connections Ryan  

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has previously presented at an institution that I 
was at before and I was very pleased to bring him  

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to Cornell to meet with our group Ryan lives in 
Atlanta Georgia with his wife three children in  

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yellow labador please join me in welcoming Ryan 
Jenkins thank you Christine hello everyone thanks  

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for your time and attention and Christine I'm 
going to steal some of those ideas uh without  

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a doubt I love hearing those uh connection 
activities all right everyone let's start  

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here what if what if there's something in your 
everyday life that can transform the Whole Health  

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of you and your team what if so this is the Crux 
of our conversation and this is what we're going  

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to address today but let's take a step back and in 
the not too distant past anywhere on planet Earth  

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on a Friday on a Payday this is what it looked 
like inside of a bank it was a party people were  

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waving paychecks and high-fiving and connecting 
and conversing now I'm a millennial so I've never  

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actually been inside of a bank before but I've 
been told this is what I should have expected  

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back then and this was a great time to connect and 
Converse with community members until the ATM was  

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invented and then all the connection that once 
occurred inside of a bank slowly began to vanish  

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and this is one of the first times we saw a piece 
of technology hit you know scale and slowly start  

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to disconnect you and I and now the ATM comes in 
many forms in our very high-tech lives and this  

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is also the one of the first um interactions that 
we begin to see where we're choosing convenience  

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over connection right it's way easier for you and 
I to not go to a restaurant and meal delivery not  

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go to the gym and work out at home not necessarily 
go on campus or place of work and and do remote  

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working all those things aren't bad but put 
together and they start to create what we're  

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now seeing is a connection recession you and I 
have never been as disconnected as we are today  

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so I'm going to unpack this connection recession 
but just know that just like any recession There's  

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an opportunity to rebound and we can turn the 
tides on this connection recession if we're  

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intentional and spoiler alert it takes a lot less 
effort than you might think you're busy leaders  

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I'm not want to just pile on more stuff for you to 
do but there's very intentional and small actions  

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we can take to turn the tide on this and create 
stronger connection but let's first answer this  

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question does social connection really matter as 
soci social creatures you and I we understand we  

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know that social connection is important but we 
are wildly underestimating how important social  

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connection is and so let's ask this question of 
the community members that live right there at the  

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edge of the world right there where you see that 
pin is a small community called cckl tuck and in  

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this small community it's about 1,500 individuals 
and since it is so far remote it can be very cold  

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it can be 50 de below it can be dark for 20 hours 
uh a day during the winter so this is a place that  

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lends itself to isolation disconnection loneliness 
and unfortunately in this part of the world in the  

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not to uh distant past they actually had the 
highest teen suicide rate of any community on  

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planet Earth so obviously this community wanted 
to reverse this tragic Trend and they decided to  

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do something unusual they decided to do something 
unexpected they decided to introduce the national  

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sport of Canada into their community and no it's 
not wasn't hockey which is one of two national  

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sports the other national sport they decided to 
introduce was the game of Lacrosse and there you  

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see the actual cckl tuck Grizzlies that played 
at the high school level and they fell in love  

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with this game and they began to practice on the 
icy Arctic fields and eventually that very team  

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you see picture there made it to the national 
championships in Toronto now that is remarkable  

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but the most remarkable thing about this story 
is that again for one of the communities that  

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had the highest teen suicide rate of any community 
on planet earth once they introduced the game of  

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Lacrosse and a sense of connection a sense of 
belonging took root that highest teen suicide  

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rate fell to zero year after year after year 
after year so my friends this is the power of  

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connection and so again if we asked the question 
of the folks in klck does social connection really  

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matter they would tell you 1,00% yes for them 
it was a matter of life and death now you might  

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not be experiencing as such dire situation as our 
friends in klat Tu but make no mistake my friends  

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isolation and disconnection is impacting your team 
teams as we're going to see uh unpack here in just  

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a minute but the question you and I are going to 
dial into more specifically today is the following  

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does social connection at work really matter right 
we're going to really take the lens and in the  

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workplace and why I think it's important to focus 
uh in on work is because work is the where you and  

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I spend the most time during our waking hours so 
if if there's a place where we really want to make  

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a dent and can move the needle as it relates to 
creating healthy teams and healthy institutions  

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and organizations workplace is a great place to 
start to cultivate more of that connection so  

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again much like the people of cckl tuck your teams 
whether you know it or not are facing the same  

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invisible threat and isolation and disconnection 
it's making your team seven times more likely to  

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be disengaged five times more likely to miss work 
three times more likely to underperform and three  

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times more likely to quit and Christine shared 
some really insightful data points the top of  

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our conversation that overlay on top of this as 
well but this is the opportunity you and I have  

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especially as Leaders to improve uh the situations 
on our teams and improve uh the university and so  

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again this is the the wonderful opportunity we 
have in front of us but this has likely been an  

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invisible threat that's been uh holding back your 
teams and so that's why I'm thrilled to have this  

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conversation today so we after our short time 
together here's what you're going to gain an  

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ability to improve well-being collaboration and 
performance it's not an overstatement I'm going  

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to prove all those to you today all this via 
stronger team connection and I also personally  

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I hope that you get a renewed personal commitment 
to connection because again you and I know social  

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connection matters but one of my primary jobs 
today is to pull that conversation around social  

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connection to the top of your of your mind and to 
underscore and to rep prioritize it the way that  

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it must be prior ized at work so along the way in 
achieving all that today you're going to figure  

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out what woly mammoths Robin Williams Golden Gate 
bridges space travel and an abandoned bus have to  

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do with creating stronger teams and if you've seen 
any of my sessions prior um the last half is brand  

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new content that I'm really excited to share with 
this group um so some of the stuff will be a a  

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good refresher for those that have seen some of 
my work in the past all right let's let's first  

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address this question what's the significance of 
connection let's underscore this and and address  

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this very question well first we're going to do 
some live pulling so I want you to pull out an  

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Internet connected device I would recommend your 
phone and simply scan this QR code so scan it and  

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that's it there's nothing to download or sign 
into just scan it and you're good to go um if  

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since we're all virtual here if if you want to use 
a separate monitor or a separate window to open up  

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a browser and engage with the polling here's a 
second option option you can do visit poll.com

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Poole so either scan that QR code or visit that 
link one of those two options and here's how it's  

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going to work when I prompt the polling slide 
you'll simply see the question the potential  

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responses you tap or click and we're going to 
see your results live on the screen so we'll  

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be doing some some open-ended questions you'll 
be submitting some information um and responses  

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and guesses we're also going to do a digital 
competition at the end of our time together  

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where I will be giving away a copy of my latest 
book so if you want to engage in any of that take  

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advantage of the polling now all right here's the 
first question I want you to answer when it comes  

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to connecting with others how would you rate 
yourself on this connection scale so as you're  

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uh tapping this clickable image um I want to tell 
the folks that are perhaps watching the recorded  

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version of this session uh these live polls of of 
course won't work for you unfortunately but the  

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the questions that I answer the the the responses 
from your peers will be insightful nonetheless so  

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this is a helpful context for me it's helpful 
context for you and I also want to get your  

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your mind in the in the frame of kind of where are 
you at personally when it comes to connection and  

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it looks like we're pretty split down the middle 
we've got a handful of introverts and extroverts  

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um some are more on the fringes but this is this 
is helpful so I just really want to kind of be  

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thinking through your own filter as it relates 
to your connection journey and where you're kind  

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of at when it comes to connection all right very 
good we'll keep those devices out um we're going  

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to be doing some more polling throughout our time 
together um so I want to turn your attention to  

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the longest study of adult development ever 
conducted which is done by Harvard University  

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and it's called The Harvard University study of 
adult development and they've studied over 2,000  

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people and it's it's been going on for over 80 
years and it's still going on today if you can  

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believe it and here is the primary objective of 
this study is to figure out the definitive answer  

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to a long and healthy life and my friends I am 
thrilled to report they have found the answer  

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they have found the answer guess what it's not 
diet it's not exercise it's not sleep it's not  

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wealth it's not status the definitive answer to 
a long and healthy life is quality connections  

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with others the longest study of adult development 
ever conducted confirms it now we might we don't  

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often think about this because it's not our most 
immediate need but make no doubt this is the most  

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significant Need For You and Me In Our Lifetime is 
the Quality Connections of others so on the heels  

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of this uh enormous study and very an influential 
study I can make the following statement with  

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complete confidence that the single predictor the 
single greatest predictor of of human health and  

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happiness is the quality of our social connections 
single greatest predictor of our health and  

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happiness is the quality of our social connections 
so let's talk even more about the significance of  

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connection but more specifically how does our 
brain process disconnection well if you think  

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back to our ancestors who roamed the planes there 
was always strength in numbers wasn't there there  

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was strength in numbers because we could pull 
each other's resour ources we could watch each  

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other's backs we could leverage each other's 
strengths there were strength and numbers and  

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if you got excluded from the tribe your survival 
rate plummeted and thus your body went into a  

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protective state so yes disconnection was deadly 
back then and when you were found yourself alone  

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your body went in that protective stress State 
and your brain also went into what was an in an  

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heightened threat surveillance so there you were 
alone your ancestors were alone in the woods your  

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brain brain would be monitoring everything around 
you at a at a at a heightened rate if you will  

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and the smallest snap of a twig would your your 
brain would then put you into a fight ORF flight  

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state in order to protect you very helpful from 
an evolutionary standpoint whether you know it  

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or not this is exactly how your brain continues 
to operate in today's modern world that if you or  

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your team members are feeling disconnected your 
brain goes into that protective State your your  

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your body goes in that State and your brain goes 
in a heightened surveillance mode so we begin to  

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overanalyze Communications from leadership we 
begin to overanalyze or nitpick conversations  

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between Co colleagues we're on edge we're anxious 
consistently so this disconnection continues to  

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be highly disruptive for our teams and again it's 
under the surface we can't see it oftentimes I'm  

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not I'm convinced that folks don't really know 
that they are feeling disconnected or removed  

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from the group and they can't quite explain so 
some of their erratic or anxious Behavior but  

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connection is just that vital more specifically 
here's a really interesting study that that shows  

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how exclusion shows up in our brain so recently 
they did a an an experiment where they put people  

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through an experience of exclusion and their 
brain lit up that's not surprising but where  

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their brain lit up was really interesting because 
it was the same part of the brain that registers  

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physical pain so when you and I feel excluded 
from a group our brain is processing that as  

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if we're being physically harmed being excluded 
is felt the same as being physically hit if you  

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showed up to work tomorrow or your team member 
showed up and they had a bleeding appendage and  

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you ask them to just get to work they're not 
getting to work they're they got to focus on  

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that that bleeding appendage they have to tend 
to that ailment before they can turn their full  

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Focus to the work at hand or to supporting 
their colleagues delivering for students  

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Etc ET same is true for these invisible ailments 
like loneliness and and disconnection so we have  

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to tend to these things if we're going to show 
up fully for our team members or show up fully  

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for our colleagues and students so it's just 
that important all right so that hopefully uh  

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underscores the significance of connection now 
let's address this question what's the state  

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of connection well to uh set the stage on the 
state of connection I'd love to ask the group  

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a question and so please uh put your responses in 
the chat but I want to know what was your favorite  

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TV show Growing Up what was your favorite 
TV show growing up so let me hear you in the

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chat all right we got Brady Bunch 
Full House The A [Music] Team now  

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coming in past Seinfeld friends Cosby Show 
Brady Bunch we've seen a number of times  

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Growing Pains Tom and Jerry The Partridge 
Family Little House on the Prairie more

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Seinfeld M this is also a generational exercise as 
well right we can figure out who might be 90210 Mr  

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terrific terrific all right wonderful so whatever 
show bubbled up in your brain I want you to take  

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yourself back in the day when you were growing 
up enjoying that TV show and I want you to um  

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correlate it with the following story I'm about 
to share so whether your favorite show was Full  

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House Mash SpongeBob Brady Bunch Simpsons whatever 
it was put yourself back there for me I grew up in  

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Denver Colorado and I'm I grew up in the 90s and 
one of the most Innovative perhaps the most the  

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greatest invention of the 90s was TGIF thank 
goodness it's Friday was a four program block  

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every Friday and every TV show was a slam dunk 
but one of my favorites was Family Matters and  

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especially when Urkel would change into urkelbot 
that was like the best but back uh in the 90s when  

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the Jenkins family when we would be enjoying the 
Family Matters TV show here's what would happen if  

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someone ringed the doorbell uh rung the doorbell 
ring the doorbell yeah you get you get the point  

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so here's what would happened we would rush to 
the front door and I no shoes in the house but I  

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was always wearing socks and we had tile in front 
of our front door so I would jump up on the tile  

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and slide up to the front door and then I would 
eagerly peek out the window looking for whatever  

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wonderful human surprise was on the other side of 
that door and no matter if it was an aunt a uncle  

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a neighbor or the pizza delivery person I would 
sling open the door and Shout hooray like I'm so  

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glad you're here come on in and what a wonderful 
connection time we had following that interaction  

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and we couldn't hit pause on family matters but we 
willingly went to the door to engage with whatever  

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whoever was on the other side of that door so I 
want you to contrast that with in the 90s to what  

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happens today I'm I'm just speaking from my own 
personal experience here but here's what happens  

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today in the Jenkins household one of our favorite 
TV shows now is is Ted lasso and here's what  

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happens when we're watching Ted lasso and someone 
would rings the doorbell I shush the entire family  

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we hide from View and I pray that no one sees any 
movement inside the house that's what happens now  

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inside the jenin many of you I'm sure can relate 
so what the heck has happened we went from just  

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willingly and and and and you know eagerly opening 
that door and interacting with someone to now we  

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see that these small interactions with others 
is highly inconvenient and frustrating so what  

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happen so this is one example of how you and I 
are slowly disconnecting so again let's revisit  

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and talk about the state of connection and it's 
important to note the following that connection  

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is not static you are either drawing closer or 
you're drawing apart there's no in between so  

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right now as you sit engaged in this session 
you're either growing drawing closer to your  

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team members or you're drawing farther apart and 
it takes uh intentional and continuous effort to  

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make sure that connection remains strong the other 
thing that we have to import uh it's important to  

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note in this conversation is that loneliness is 
not the absence of people it's the absence of  

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connection we can't make this mistake that if we 
feel like our teams disconnected just getting them  

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together is not the solution that's going to help 
but we have to be that much more intentional about  

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what we do I love how Christine shared the idea 
of playing games right there's got to be something  

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that really kind of pulls us together and knits 
us together more intentionally than just getting  

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together and having a meeting or something else 
because we've all been there right you've been  

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in that that conference or you've been been in 
that meeting where there's people there but if  

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you don't have connections with those people you 
can feel even more isolated or disconnected from  

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that group so to further underscore this idea I 
love to use the wonderful quote and very impactful  

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and meaningful quote by Robin Williams who once 
said you know the late actor and comedian he once  

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said this I used to think the worst thing in life 
was to end up all alone it's not the worst thing  

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in life is to end up around people who make 
you feel all alone it can be worse if we're  

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together and don't have those connections so may 
you may me make the following statement true from  

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here on forward may we never make someone 
feel alone especially when you're with them  

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especially when they're on their team on your 
team especially when you're the leader of that

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Team all right let's take a step back and zoom 
out a little bit and let's let's give a little  

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bit more data on the state of connection and 
so I wrote this book that came out uh recently  

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and I got interested in the book because I 
was studying generations and I found that  

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Generation Z was experiencing escalating um uh 
was experiencing more exclusion and loneliness  

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and disconnection than any other generation and 
now today jenz is twice as likely to experience  

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l than our elderly population that's the first 
time we've ever had that imbalance before so gen  

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Z those are the folks that are that are students 
on your campus those are Jers are likely the ones  

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that you're you're working with that are you know 
new into the workforce and so I thought how can we  

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create organizations and institutions and teams 
where there's a connectable culture and how can  

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I Empower leaders to help them find ways to be 
more connectable because again we're going to  

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have this the the the fastest growing generation 
the workforce over the next decade will be gen  

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ZZ and they're craving more connection and so 
here's the research that we did we we spent over  

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four years studying loneliness and connection 
at work we surveyed over 2,000 Global workers  

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I'm going share some of that data with you uh next 
we worked to 50 leaders and kind of what are they  

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doing that that's working well as it relates to 
connecting individuals and I'm going to share some  

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of those stories and at this point we've worked 
with hundreds of organizations and institutions  

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on creating cultures of connection and empowering 
leaders to be more connectable so here's the data  

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that that we pulled out of the book uh for 
from our research 72% of global workers feel  

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disconnected at least monthly with 55% saying at 
least weekly 69% of employees aren't satisfied  

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with opportunities for Connection in their 
workplace 79% of gen Z report sometimes are always  

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feeling lonely which is the most of any generation 
so our work started with a focus on gen Z turns  

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out all of us no matter your generation are 
experiencing more disconnection than ever before  

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it's still most acute amongst gen Z but not by 
that much more and lastly three and five employees  

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say their leaders aren't doing a good job 
promoting or discussing connection so my friends  

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you see the full story here don't you we're more 
disconnected than ever we're turning towards our  

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employer and our places of work to cultivate 
and to to satisfy this connection craving and  

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00:30:30,080 --> 00:30:37,200
it turns out that leaders and organizations are 
not equipped to actually uh fulfill that increased  

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appetite for connection and to make things even 
more complex unfortunately is the following data  

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point 90% of employees suffering from isolation 
or disconnection say they would not tell their  

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supervisor so if you're if you're thinking gosh 
this is this is an important conversation but  

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00:30:55,480 --> 00:30:59,360
you know Ryan I don't think it impacts me or my 
team team because I've never heard anybody mention  

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this that's because they won't tell you and so I 
would encourage you to reink that and start from  

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the assumption that everyone on your team is 
looking for more connection including yourself  

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and how can you cultivate more opportunities to 
to enrich that connection because according to  

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the data we're all seeking more of it and we're 
looking towards work and leaders to deliver more  

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of that connection and we'll talk a little 
bit more about the benefits here in just a  

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00:31:26,360 --> 00:31:32,320
little bit but I think it's ironic that you and 
I are craving more connection our team members  

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are craving more connections and yet we're not 
finding company at our company right we're not  

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finding that connection at the place where you and 
I spend most of our waking hours so let's fix that  

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00:31:44,480 --> 00:31:50,800
this is the opportunity you and I have ahead of us 
all right so we talked about the state now let's  

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00:31:50,800 --> 00:31:58,920
talk about the stake what's at stake if you and I 
choose not to connect here's what what's at stake  

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00:31:58,920 --> 00:32:04,960
uh but first I would love for you to answer this 
polling question um so either scan that QR code or  

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you should see this now on your device and I want 
I want you to tell me what do you think goes in  

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the blank there blank is how much isolation can 
shorten a person's life which is equivalent to

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blank

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00:32:29,800 --> 00:32:41,520
all right get your final answers in the correct 
answer here is 15 years or equivalent to smoking  

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00:32:41,520 --> 00:32:49,640
15 cigarettes per day isn't that astounding 
now why that might surprise many of you is  

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because we don't know much about loneliness and 
isolation and how it actually physically impacts  

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00:32:55,440 --> 00:33:00,320
our well-being it's not until seven years ago is 
when neuroscientists finally figured out where  

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00:33:00,320 --> 00:33:05,800
loneliness shows up in our brain so we're still 
trying to get our hands around this emotion and  

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00:33:05,800 --> 00:33:11,800
and of course we have uh the last four to five 
years have put a big Spotlight on isolation so  

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00:33:11,800 --> 00:33:16,720
we're just now starting to really wrap our heads 
around this but I always share this because the  

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first thing that's at stake the first thing to 
keep in mind it's our physical wellbeing now  

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00:33:22,080 --> 00:33:27,200
we're going to we're talking about um you know 
the the benefits and what's at stake at work  

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00:33:27,200 --> 00:33:32,920
but I wanted to First emphasize this so let's put 
that aside but just know loneliness and isolation  

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really impacts our physical well-being this 
let's talk about the states of disconnection  

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so when team belonging and team connection is 
high all these things get improved you heard  

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some some really good insights from Christine at 
the top as well on some of the benefits around  

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00:33:47,320 --> 00:33:54,080
connection uh these further emphasize that so 
recruitment goes up by 167% because folks are  

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00:33:54,080 --> 00:34:01,360
more likely to recommend their employer perform 
performance goes up by 56% engagement goes up  

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00:34:01,360 --> 00:34:06,520
because there's a 75% reduction employee sick 
days and this last data point this is perhaps  

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00:34:06,520 --> 00:34:13,480
the mic drop moment mic drop data set of all of 
what uh I'm going to share today and here it is  

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00:34:13,480 --> 00:34:18,520
this when you and high have strong connection 
at work and there's strong connections on your  

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00:34:18,520 --> 00:34:28,480
team there is 33% less intent to quit now that 
you and I know the significance of connection  

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these should not be surprising because if you 
and I are at the place where we spend most of  

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our waking hours if we are being filled to our 
with our most significant need of connection  

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00:34:38,480 --> 00:34:42,720
then of course we're going to want other people 
to join in on that of course we're going to want  

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00:34:42,720 --> 00:34:47,040
to not mail it in and fully show up perform and 
engage and of course we're not going to be looking  

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00:34:47,040 --> 00:34:53,200
for another job because again our our sense of 
connection is being fulfilled and so if we want  

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00:34:53,200 --> 00:35:00,200
to root out burn out and and quiet quitting and 
employee disengagement I think where the biggest  

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00:35:00,200 --> 00:35:10,040
and best lever to pull is connection here's what 
also is at stake it's our resilience so let me  

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00:35:10,040 --> 00:35:15,360
share some interesting research with you recently 
they took two groups group a was asked to stand  

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00:35:15,360 --> 00:35:25,080
a distance away from the hill and uh perceive 
or or or guess the steepness of that hill then  

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00:35:25,080 --> 00:35:30,560
Group B was told to do the exact same thing 
from the exact same distance except this time  

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00:35:30,560 --> 00:35:34,920
those completely different individuals in group 
b where actually there was one other person that  

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00:35:34,920 --> 00:35:40,400
would stand next to them that was then trying to 
perceive the steepness of that hill so when there  

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00:35:40,400 --> 00:35:46,640
was just one other person standing right next to 
you evaluating the same objective they perceived  

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the hill to be less steep to be less threatening 
less daunting in fact there was a 30% reduction  

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00:35:55,520 --> 00:36:00,840
in the perceived steepness of the obstacle when 
there was just one other person standing next to  

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00:36:00,840 --> 00:36:07,080
you so the question you and I need to wrestle with 
especially as Leaders is what is 30% steeper for  

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you or your team due to isolation when we go at 
alone when we feel isolated work gets harder life  

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00:36:13,920 --> 00:36:19,400
gets harder we're stronger together so where can 
we start to figure out and pinpoint where folks  

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00:36:19,400 --> 00:36:26,800
might be isolated and how find ways to cultivate 
more connection so I hope I'm making a a a very  

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compelling case that the following statement is 
100% true and that is that connection is now the  

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most valuable workplace currency especially as 
we think of the advances in technology that are  

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00:36:38,720 --> 00:36:44,240
here and that are coming especially as we think 
about new work policies and and how we're work  

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00:36:44,240 --> 00:36:49,760
is evolving post pandemic connection becomes that 
much more important whether we're working remotely  

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00:36:49,760 --> 00:36:57,560
whether we're working in person connection is 
now the most valuable workplace currency so  

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the question we now ask is well what are we 
to do Ryan and two simple words we've got to  

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00:37:01,640 --> 00:37:08,280
be connectable be connectable so connectable 
simply means to link together and much like  

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being teachable means you're ready and willing 
to be taught being connectable means you're ready  

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00:37:13,600 --> 00:37:19,960
and willing to be connected when you show up to a 
meeting when you show up on campus when you show  

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00:37:19,960 --> 00:37:26,920
up at home are you connectable is your behavior 
your body language your mindset are you exuding  

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00:37:26,920 --> 00:37:32,840
connectability because we we've got to start there 
if our goal is to really connect with others and  

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Christine talked about the ripple effect that 
can happen when we connect with each other and  

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that's absolutely true because if you are on the 
receiving end of prosocial behavior things like  

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kindness and compassion and um generosity you 
know the these pro-social behaviors if you are  

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the receiving end of that you're 278 % more likely 
to turn around and then exhibit that pro-social  

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00:38:00,480 --> 00:38:05,760
behavior to somebody else because you and I are 
social creatures and it feels that good when we  

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00:38:05,760 --> 00:38:10,000
receive it we want to turn around and share it 
with somebody else so especially as Leaders you're  

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00:38:10,000 --> 00:38:16,040
in a unique position to create this ripple effect 
of of of social connection and it just takes you  

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00:38:16,040 --> 00:38:20,560
we're not talking about creating this massive 
culture change just takes you doing pro-social  

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00:38:20,560 --> 00:38:28,200
behaviors uh consistently all right so the next 
uh category we're going to discuss is the three  

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key items for cultivating better connection 
so I'm going to give you three things to think  

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00:38:31,760 --> 00:38:38,280
about as it relates to C cultivating connection 
specifically from uh perspective of leadership  

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00:38:38,280 --> 00:38:43,400
and I would love uh for you to answer this one 
and I think that was me that put in a test to  

372
00:38:43,400 --> 00:38:51,000
make sure this was working before we we used uh 
the polling so disregard that but put in um the  

373
00:38:51,000 --> 00:38:57,520
the the polling here what does the human brain 
seek five times per second or if you want to use  

374
00:38:57,520 --> 00:39:05,520
chat feel free to to put your answer in chat as 
well what does the human brain seek five times per

375
00:39:05,520 --> 00:39:13,120
second Oh eye contact that's good stimulus

376
00:39:13,120 --> 00:39:26,440
touch feedback wonderful these are all 
good guesses understanding information

377
00:39:34,040 --> 00:39:41,880
usually we get some folks we'll say coffee or 
something to that degree we really get to start  

378
00:39:41,880 --> 00:39:48,040
to see some uh some some folks habits show 
through in some of these answers belonging  

379
00:39:48,040 --> 00:39:53,960
affirmation acceptance connection sound 
oh interesting all right very good well  

380
00:39:53,960 --> 00:40:00,280
let me these are great guesses let me give you 
the correct answer here the correct answer is  

381
00:40:00,280 --> 00:40:07,440
safety your brain is seeking safety five times 
per second your brain's constantly evaluating  

382
00:40:07,440 --> 00:40:11,760
the people and the structures and the things 
around you that evaluating to make sure that  

383
00:40:11,760 --> 00:40:20,880
you are in a safe place so let's talk about uh 
the first connection key which is psychological  

384
00:40:20,880 --> 00:40:26,360
safety psychological safety this is really the the 
Bedrock as it relates to thinking about connection  

385
00:40:27,000 --> 00:40:31,880
so for those that um may not be familiar with 
the term it's this idea of feeling safe on a  

386
00:40:31,880 --> 00:40:37,720
team where you can uh have an opinion or you 
know share your your your ideas or insights  

387
00:40:37,720 --> 00:40:43,520
without fear of retaliation or rejection from 
the team or leader so this idea of feeling safe  

388
00:40:43,520 --> 00:40:50,520
psychologically so I'd love to share the story 
around this gentleman who is the was the chief  

389
00:40:50,520 --> 00:40:57,480
engineer of the Golden Gate Bridge his name was 
Joseph Strauss and back when constructing Bridges  

390
00:40:57,480 --> 00:41:04,040
back in the 1930s it was very deadly as you can 
imagine very dangerous in fact whenever you would  

391
00:41:04,040 --> 00:41:09,840
uh whenever $1 million was invested in a bridge 
it typically equated into one death of someone  

392
00:41:09,840 --> 00:41:15,200
that was constructing that bridge the Golden Gate 
Bridge was going to cost $30 million so they were  

393
00:41:15,200 --> 00:41:21,880
anticipating about 30 deaths on the project and 
Joseph Strauss said not on my watch and so he did  

394
00:41:21,880 --> 00:41:28,760
something groundbreaking he actually installed a 
safety net underneath the Golden Gate Bridge and  

395
00:41:28,760 --> 00:41:32,680
everyone thought he was crazy because he's it's 
going to take it's going to be super expensive  

396
00:41:32,680 --> 00:41:37,880
it's going to take forever they're going to 
you know um not complete the bridge on on on  

397
00:41:37,880 --> 00:41:42,080
their deadlines they just thought it was insane 
because it's never been done before but he said  

398
00:41:42,080 --> 00:41:48,120
no I'm prioritizing the safety of my team and 
here were the results of building that Golden  

399
00:41:48,120 --> 00:41:54,880
Gate Bridge with that safety net they completed 
ahead of schedule they increased productivity by  

400
00:41:54,880 --> 00:42:03,640
25% % and the bridge cables were constructed four 
times faster than had ever even been considered  

401
00:42:03,640 --> 00:42:10,880
humanly possible that's extraordinary and here's 
an actual picture of the the the net that they put  

402
00:42:10,880 --> 00:42:17,120
underneath the bridge and during construction 
19 workers accidentally fell into that net and  

403
00:42:17,120 --> 00:42:22,600
they were able to safely gather themselves and 
get back to work so what happened here when  

404
00:42:22,600 --> 00:42:29,160
we put a net underneath the Golden Gate Bridge 
workers were no longer focused on their safety  

405
00:42:29,160 --> 00:42:34,720
but rather their success and remember your brain's 
constantly seeking safety safety safety so if you  

406
00:42:34,720 --> 00:42:40,240
can create a safe environment where we can turn 
down that noise in our brain we can really start  

407
00:42:40,240 --> 00:42:49,120
to see success SAR so psychological safety is the 
net for today's modern workers to be seen heard  

408
00:42:49,120 --> 00:42:55,360
and valued so the question rhetorical question 
you and I need to wrestle with is what safety  

409
00:42:55,360 --> 00:43:01,120
nets need to be in place to make your team feel 
seen heard and valued because that's the Crux of  

410
00:43:01,120 --> 00:43:05,520
connection right when we have a connection with 
someone we feel seen and heard we feel valued  

411
00:43:05,520 --> 00:43:12,280
in that exchange so I love to use this example 
by Nelson Mandela who was extraordinary leader  

412
00:43:12,280 --> 00:43:18,760
and he learned a lot of his leadership styles and 
Leadership skills from his father and his father  

413
00:43:18,760 --> 00:43:24,040
would create a circle anytime he would meet with 
other individuals his father would create a circle  

414
00:43:24,040 --> 00:43:29,720
um and he would always speak l last his father 
would always speak last and you know what that  

415
00:43:29,720 --> 00:43:35,160
did that created a space for people to have 
to be seen and to be heard and to be valued  

416
00:43:35,160 --> 00:43:40,160
what often happens is leaders who have the vision 
and get up and would start speaking saying here's  

417
00:43:40,160 --> 00:43:44,520
where we're going here's what we're doing and 
what do you guys think and then everyone's like  

418
00:43:44,520 --> 00:43:48,480
well doesn't matter what I think I'm going 
with you the leader and you miss out on this  

419
00:43:48,480 --> 00:43:53,960
opportunity for people to feel that that that 
value and also to hear great ideas as well so  

420
00:43:53,960 --> 00:43:58,840
the Mandela safety net was space he eventually 
took that and and began to do that just like his  

421
00:43:58,840 --> 00:44:04,480
father did and he always made it a priority to 
speak last create some space and some margin for  

422
00:44:04,480 --> 00:44:11,760
other folks to have a voice all right my friends 
um I would love for you to just rhetorically think  

423
00:44:11,760 --> 00:44:20,920
in your mind um what what what do You observe 
about this brick wall what do You observe about

424
00:44:20,920 --> 00:44:32,880
it there's some different shades there's some 
cracks um they all fit pretty well together  

425
00:44:32,880 --> 00:44:40,040
some of you probably noticed that this this 
wall is lacking something what it's lacking  

426
00:44:40,040 --> 00:44:47,640
is connection or mortar so the wall on the left 
while it looks like it might be sturdy as soon as  

427
00:44:47,640 --> 00:44:52,400
you leaned up against that wall it would topple 
right over because there's nothing connecting  

428
00:44:52,400 --> 00:44:58,080
those bricks so that's this is a metaphor for 
your team right your team might look like it that  

429
00:44:58,080 --> 00:45:03,320
they fit well together and they're doing all their 
jobs and everyone's cordial but is there actually  

430
00:45:03,320 --> 00:45:09,880
connection that's making that a formidable team to 
making a strong team because it's the mortar that  

431
00:45:09,880 --> 00:45:15,880
makes teams stronger now this is tricky right 
because connection wouldn't it be nice to just  

432
00:45:15,880 --> 00:45:21,000
stick a thermometer and be able to understand how 
much connection there is between people on a team  

433
00:45:21,000 --> 00:45:28,880
we can't do that because it's intangible or can 
we or can we actually measure the connection of  

434
00:45:28,880 --> 00:45:33,280
teams well that's the journey we've been on for 
a long time and we want to give you some tools to  

435
00:45:33,280 --> 00:45:38,080
help you measure the connection levels that exist 
in your team we call it the connection kit this  

436
00:45:38,080 --> 00:45:43,800
is in addition to all of the wonderful Cornell 
specific resources that you have available um so  

437
00:45:43,800 --> 00:45:47,960
here it all is there's nothing to buy here this 
is all free you can download it if I had enough  

438
00:45:47,960 --> 00:45:53,200
time I would take you through each of these tools 
but I don't today so just download it you can go  

439
00:45:53,200 --> 00:45:58,960
to that QR code to download all of it but the goal 
here is to yet to start to measure connections so  

440
00:45:58,960 --> 00:46:03,360
the first one is to actually you can measure your 
own personal connection levels so it's empirically  

441
00:46:03,360 --> 00:46:09,640
validated assessment to do just that secondly is 
the 10 signs of a disconnected team checklist so  

442
00:46:09,640 --> 00:46:13,880
the biggest question we always get is Ryan how 
do we know if someone is disconnected from our  

443
00:46:13,880 --> 00:46:20,040
team will we give you the 10 top signs of of 
folks that exude um when they're disconnect  

444
00:46:20,040 --> 00:46:23,240
and this is really important because when you 
and I disconnect when we experience loneliness  

445
00:46:23,240 --> 00:46:29,080
we turn inward and we don't we won't proactively 
put pull ourselves back into the team it takes the  

446
00:46:29,080 --> 00:46:37,400
team proactively pulling that disconnected person 
back into the fold so you are only as connected  

447
00:46:37,400 --> 00:46:44,040
as your most disconnected team member you're only 
as connected as your most disconnected team member  

448
00:46:44,040 --> 00:46:49,080
and lastly is the team connection assessment so 
this is actually again an empirically validated  

449
00:46:49,080 --> 00:46:54,160
assessment that actually measures the connection 
levels that exists between individuals and the  

450
00:46:54,160 --> 00:47:00,200
and the organization or the the culture of the 
institution uh the the the connection between  

451
00:47:00,200 --> 00:47:05,080
them and their leader and then them and their team 
members so again the goal here is to quantify this  

452
00:47:05,080 --> 00:47:09,600
stuff so you kind of know what you're working with 
and then we give you very specific recommendations  

453
00:47:09,600 --> 00:47:15,560
on how to enhance that that connection so the 
conversation doesn't start here I hope you can  

454
00:47:15,560 --> 00:47:20,040
leverage these tools to create more connection 
hope I'm making a really compelling case as to  

455
00:47:20,040 --> 00:47:25,400
why this is all helpful and this will help for 
you to lay the mortar between the bricks as well  

456
00:47:25,400 --> 00:47:31,800
as the Cornell specific resources you've got 
available oh and by the way we put some uh four  

457
00:47:31,800 --> 00:47:38,160
videos um on the resource page for this group 
too so I hope that's helpful all right what is  

458
00:47:38,160 --> 00:47:42,760
the most valuable resource on the planet let me 
hear you in the polling or let me hear you in the

459
00:47:42,760 --> 00:47:49,760
chat what is the most valuable resource on the

460
00:47:49,760 --> 00:47:58,120
planet folks say water other people time more

461
00:47:58,120 --> 00:48:09,720
water human contact thank you Stacy that's good 
people time water someone's just copying and  

462
00:48:09,720 --> 00:48:17,320
pasting in in uh in the pole it's not water well 
I mean of course um what I'm about to share is  

463
00:48:17,320 --> 00:48:22,440
of course subjective but I want to give I want to 
give you something else that none none of you are  

464
00:48:22,440 --> 00:48:27,960
thinking about as the most valuable resource on 
the planet so I like where your heads your heads  

465
00:48:27,960 --> 00:48:33,360
are going but let me give you something else 
to think about so the second connection key  

466
00:48:33,360 --> 00:48:40,880
and this this leads us to one of the most valuable 
resources on the planet is human attention human  

467
00:48:40,880 --> 00:48:45,080
attention so let me try to give you a little 
bit of context and hopefully persuade you of  

468
00:48:45,080 --> 00:48:50,760
this so it's one of the most valuable resources 
on the planet so if you if you take two valuable  

469
00:48:50,760 --> 00:48:58,600
or a valuable uh resource which would be oil 
Exon Mobile which is the top uh top company in  

470
00:48:58,600 --> 00:49:06,000
the US their market cap as of this morning is 
426 billion now if you turn your attention to  

471
00:49:06,000 --> 00:49:09,960
someone another company that mines something 
completely different a very a very different  

472
00:49:09,960 --> 00:49:16,720
valuable resource that they mine and they have an 
$844 billion market cap and that company as many  

473
00:49:16,720 --> 00:49:24,560
of you probably guess it's meta so what does meta 
who owns Facebook and Instagram what do they mine  

474
00:49:24,560 --> 00:49:31,960
they mine human attention that's what makes them 
so valuable is that they have your attention so  

475
00:49:31,960 --> 00:49:38,680
attention is the new oil in today's economy and 
when is disconnection reduced when is loneliness  

476
00:49:38,680 --> 00:49:44,640
reduced it's when attention is received and if you 
want to make team members more connected we start  

477
00:49:44,640 --> 00:49:50,240
have to wielding our attention well and we've got 
to do it undivided and we've got to do it fully  

478
00:49:50,240 --> 00:49:54,840
and that it's not lost on me that you are giving 
your very precious resource to me right now and  

479
00:49:54,840 --> 00:50:01,120
I'm very grateful and I hope I'm not uh abusing 
it I hope this is valuable for you so attention  

480
00:50:01,120 --> 00:50:06,040
so let's let's look at some research um John 
gotman who does some wonderful research around  

481
00:50:06,040 --> 00:50:12,120
couples and he has this this kind of highlights 
the power of turn towards so they recently studied  

482
00:50:12,120 --> 00:50:17,720
how regular married couples would turn toward 
or engage with requests for connections or what  

483
00:50:17,720 --> 00:50:24,000
they call bids so when connection bids were met 
so think of connection bids could be between a  

484
00:50:24,000 --> 00:50:28,680
couple they could say hey I listen to this really 
interesting podcast and that would kind of be a  

485
00:50:28,680 --> 00:50:33,920
bid to that other person to turn toward and 
start to have a conversation about a podcast  

486
00:50:33,920 --> 00:50:40,840
for example so when connection bids were met only 
33% of the time in a relationship after six years  

487
00:50:40,840 --> 00:50:48,120
couples were divorced but whereas if connection 
bids were met 87% of the time not all the time  

488
00:50:48,120 --> 00:50:54,600
but 87% of the time after six years couples were 
still together so this really underscores that  

489
00:50:54,600 --> 00:51:00,240
relationships are are stronger when two people 
respond to each other's requests for connection  

490
00:51:00,240 --> 00:51:06,800
so the question you and I have to wrestle with 
is does your team feel your undivided attention  

491
00:51:06,800 --> 00:51:13,360
especially as leaders that attention holds even 
more weight so that do they feel your undivided  

492
00:51:13,360 --> 00:51:19,720
attention so let me give you an idea one strategy 
to consider um one of the leaders we profiled in  

493
00:51:19,720 --> 00:51:26,200
our book she uh did what she calls listening to 
grasp so so often when you and I are exchanging  

494
00:51:26,200 --> 00:51:30,680
in conversation when we're listening to someone 
else we do we typically listen in two ways we're  

495
00:51:30,680 --> 00:51:36,800
listening to fix the situation that they've 
got going on or they're listening to actually  

496
00:51:36,800 --> 00:51:41,840
um I have balloons that are coming around me I'm 
not sure how that's happening that's pretty cool  

497
00:51:41,840 --> 00:51:47,360
feature though um this does feel like a party um 
so they're listening to fix or they're listening  

498
00:51:47,360 --> 00:51:52,080
to share their own opinion about what that other 
person is talking about but this leader says  

499
00:51:52,080 --> 00:51:58,160
think about the third way we should be listening 
which is to grasp to understand what the person  

500
00:51:58,160 --> 00:52:03,920
is sharing so when a colleague comes to this 
individual she would uh preface the conversation  

501
00:52:03,920 --> 00:52:09,720
by asking hey do you want me to share fix or grasp 
and she would try to preface that conversation so  

502
00:52:09,720 --> 00:52:15,760
she would know how to listen she would know how 
to um you know kind of approach that conversation  

503
00:52:15,760 --> 00:52:19,960
and if folks most of the time she said folks just 
say grass hey I'm just trying to kind of get some  

504
00:52:19,960 --> 00:52:24,160
thoughts out and I just want you to kind of grasp 
my situation and what we're dealing with here and  

505
00:52:24,160 --> 00:52:28,240
she said that allowed her to just really put 
all her undivided attention on really trying  

506
00:52:28,240 --> 00:52:33,080
to understand and grasp what this person was 
was talking about so I think you know this  

507
00:52:33,080 --> 00:52:36,280
is a really important when we're talking about 
connecting with others the other thing that I  

508
00:52:36,280 --> 00:52:43,360
think U many folks have found to be um challenging 
perhaps insightful is this idea of being more  

509
00:52:43,360 --> 00:52:49,520
interruptible be interruptible today more than 
any other time in history I would say we are  

510
00:52:49,520 --> 00:52:56,200
more focused on our task we've got so much going 
on on our plates we're so task oriented that a an  

511
00:52:56,200 --> 00:53:01,640
interruption from another human can feel very um 
inconvenient right like kind of when someone rings  

512
00:53:01,640 --> 00:53:06,560
the doorbell at the Jenkins household so I would 
encourage you to be more interruptible because  

513
00:53:06,560 --> 00:53:11,760
too often we're giving our attention to things 
that don't have a beating heart and we should  

514
00:53:11,760 --> 00:53:18,000
think about how quickly does our chair swivel in 
fact a good way to kind of um self become more  

515
00:53:18,000 --> 00:53:23,680
self-aware in this in this regard is the next week 
when you're engaged in something whether you're at  

516
00:53:23,680 --> 00:53:32,440
home or at work if someone interrupts you what 
goes on inside of you do you feel a lot of anger  

517
00:53:32,440 --> 00:53:37,360
towards that person in this interruption or do 
you feel the sense of this is this this could be  

518
00:53:37,360 --> 00:53:42,840
an opportunity to connect where my well-being is 
boosted and their well-being gets boosted so again  

519
00:53:42,840 --> 00:53:49,440
turning towards that connection bid evaluate what 
goes inside of you when you have another human  

520
00:53:49,440 --> 00:53:56,240
interrupting you and I would encourage all of us 
to be more interruptible these days all right in  

521
00:53:56,240 --> 00:54:01,240
the interest of time I'm going to skip over this 
but a lot of folks what is the most isolated  

522
00:54:01,240 --> 00:54:08,320
profession a lot of folks might say a lighthouse 
attendant or um you know doctors or things like  

523
00:54:08,320 --> 00:54:13,760
that but I'm gonna um use that question to kind 
of formulate uh the backdrop to our next and final  

524
00:54:13,760 --> 00:54:21,760
connection key which is Clarity Clarity so one of 
the most isolating professions in the world are  

525
00:54:21,760 --> 00:54:29,360
astronauts that operate 254 miles away away from 
civilization uh that is a very isolating position  

526
00:54:29,360 --> 00:54:35,640
to be in isn't it and so for our Brook we profiled 
the wonderful Christina kooch who has spent three  

527
00:54:35,640 --> 00:54:42,040
or excuse me she's orbited Earth over 5,000 
times she spent 328 days in the International  

528
00:54:42,040 --> 00:54:49,240
Space Station which during that time she saw a 
whopping 11 people you probably interacted with  

529
00:54:49,240 --> 00:54:55,920
more than 11 people just today uh she did that 
for over those 328 days only 11 people all my  

530
00:54:55,920 --> 00:55:03,680
fellow introverts out there Rejoice right all 
right so um we asked Christina Coke we said  

531
00:55:03,680 --> 00:55:08,480
Hey in these extreme isolation situations how do 
you how do you avoid loneliness was the question  

532
00:55:08,480 --> 00:55:16,120
we asked her and her her response um surprised 
us she actually said clear Direction Clarity in  

533
00:55:16,120 --> 00:55:20,720
the mission their roles their tasks their daily 
routines that helped them stay engaged and help  

534
00:55:20,720 --> 00:55:25,640
them stay connected to the work in fact here's 
what she specifically said regimen ation is not  

535
00:55:25,640 --> 00:55:30,360
a problem on the space station having a sense of 
purpose every single minute of your day is one  

536
00:55:30,360 --> 00:55:36,840
of the things that helps us get through those long 
periods of isolation regimentation can really help  

537
00:55:36,840 --> 00:55:44,640
so if you and I were to go hiking and we didn't 
have a map um you and I would be susceptible to  

538
00:55:44,640 --> 00:55:51,320
wandering and wandering leads to being lost and 
lost is very lonesome and so that's kind of the  

539
00:55:51,320 --> 00:55:56,360
the metaphor we're playing with here and in the 
book we also profiled Carter Cass his story who  

540
00:55:56,360 --> 00:56:01,400
was the former CEO of walmart.com and here's 
what he said on this topic when people face a  

541
00:56:01,400 --> 00:56:06,720
problem with a lot of unknowns they often pull 
back isolating themselves rather than seeking  

542
00:56:06,720 --> 00:56:12,480
the advice they need people get scared and they 
Retreat and talking about his own personal um  

543
00:56:12,480 --> 00:56:17,600
Journey he said the loneliest I've ever been was 
when I was managing at scale and just did not know  

544
00:56:17,600 --> 00:56:24,520
if I was doing it right I did not know who I 
could talk to so to sum up this conversation  

545
00:56:24,520 --> 00:56:31,800
confus Fusion Spurs alienation but Clarity can 
cultivate connection you heard Christina talk  

546
00:56:31,800 --> 00:56:36,360
at the top there's there's three ways we need to 
think about our connections it's people places  

547
00:56:36,360 --> 00:56:41,000
and purpose right so purpose I think plays well 
into this that we have to have that that clear  

548
00:56:41,000 --> 00:56:45,880
direction of the purpose that we have at work and 
kind of what we're trying to to accomplish at work  

549
00:56:45,880 --> 00:56:52,120
that helps us draw closer uh to those around us as 
well so where is a lack of clarity hindering your  

550
00:56:52,120 --> 00:56:59,560
team's connection and let me give you one final 
example so one of a leader that we profiled she  

551
00:56:59,560 --> 00:57:04,760
had a organization about 100 individuals and they 
did something really unique to help boost Clarity  

552
00:57:04,760 --> 00:57:10,040
inside the organization so not only did everyone 
have a job description that really highlighted  

553
00:57:10,040 --> 00:57:15,760
what they're responsible for but they also had 
a responsibility statement where every person  

554
00:57:15,760 --> 00:57:22,360
just has one sentence that at the end of the day 
if all hell's breaking loose this one thing they  

555
00:57:22,360 --> 00:57:28,320
know they can't let hit the floor like they can't 
let that plate stop spinning that's the one big  

556
00:57:28,320 --> 00:57:32,960
responsibility that they have to focus on and that 
helped them give them Clarity so that even when  

557
00:57:32,960 --> 00:57:37,280
things got super crazy they knew hey this is I can 
break the glass and pull out the responsibility  

558
00:57:37,280 --> 00:57:41,800
statement and that's what I'm ultimately 
responsible for so a good example of this  

559
00:57:41,800 --> 00:57:47,720
was all of their interns inside this organization 
here was their responsibility statement do what's  

560
00:57:47,720 --> 00:57:54,000
asked and ask lots of questions that was it now 
being an intern can be highly isolating you don't  

561
00:57:54,000 --> 00:57:58,600
know people they there's so much coming at you 
so wouldn't it be nice to have something this  

562
00:57:58,600 --> 00:58:04,440
clear to kind of anchor you and allow you to step 
forward confidently in the organization do what's  

563
00:58:04,440 --> 00:58:08,200
asked and ask lots of questions so at the end 
of the day if I don't know what I'm supposed to  

564
00:58:08,200 --> 00:58:12,640
be doing have I been asked to do anything no well 
then let me try to figure out other questions and  

565
00:58:12,640 --> 00:58:18,840
things I should be poking at um so really helpful 
as it relates to Bringing Clarity inside of an  

566
00:58:18,840 --> 00:58:26,280
organization so as we begin to wrap up our time 
here my friends the some thing in your everyday  

567
00:58:26,280 --> 00:58:34,280
life that can transform your whole health of you 
and your team it's connection it's connection so  

568
00:58:34,280 --> 00:58:38,440
let's jump into this competition and then I'm 
going to hand the Reigns over uh to my friends  

569
00:58:38,440 --> 00:58:43,160
at some of my other friends there at Cornell and 
here's how the competition works if you've been  

570
00:58:43,160 --> 00:58:48,040
pulling with us stay right there you're good to 
go if not it's not too late you can scan there you  

571
00:58:48,040 --> 00:58:53,800
want to answer correctly as fast as you can and 
the the questions I'm going to advance for you so  

572
00:58:53,800 --> 00:59:00,200
once you get the right right answer I'll hit next 
on my terminal to advance the the competition and  

573
00:59:00,200 --> 00:59:06,400
uh the winner is going to get a copy of my latest 
book to Hype up this uh competition even further  

574
00:59:06,400 --> 00:59:11,960
this book hit number seven on the Wall Street 
Journal bestseller list and tens of thousands  

575
00:59:11,960 --> 00:59:18,880
of readers recently rated it the number three 
leadership book of the entire last year so if  

576
00:59:18,880 --> 00:59:23,440
you choose to read this book and if you win this 
book uh I know it's going to serve you well I hope  

577
00:59:23,440 --> 00:59:29,800
you enjoy it and I hope uh that really elevates 
the hype for this competition hope that was some  

578
00:59:29,800 --> 00:59:34,920
good incentive there all right my friends there's 
six questions it's going to go quick um and it's  

579
00:59:34,920 --> 00:59:40,480
just this is going to serve as a recap of our time 
together but here is your first question good luck

580
00:59:40,480 --> 00:59:54,640
everybodyy

581
00:59:57,960 --> 01:00:03,400
all right time's up correct answer 
here was connection connection 97%  

582
01:00:03,400 --> 01:00:08,080
of you got it right well done uh let's 
check the leaderboard there's a massive  

583
01:00:08,080 --> 01:00:11,680
tie for first this will narrow 
as we go here's question number

584
01:00:11,680 --> 01:00:24,560
two

585
01:00:30,480 --> 01:00:37,760
correct answer here is Jen Z 86% of you 
got that right well done still a massive  

586
01:00:37,760 --> 01:00:42,840
tie for first I'm hoping this will 
narrow as we go here's question number

587
01:00:42,840 --> 01:00:54,520
three looks like that got stuck let me redo 
that here comes question number three again

588
01:01:08,920 --> 01:01:13,600
correct answer here is true we covered 
at the very top of our time together 78%  

589
01:01:13,600 --> 01:01:17,360
of you got it well done still massive 
tie for first all right I think this  

590
01:01:17,360 --> 01:01:24,440
next question this is going to separate the 
pretenders from the contenders here you go

591
01:01:42,760 --> 01:01:48,880
correct answer here was 72% that was a 
little tricky very tricky I would say  

592
01:01:48,880 --> 01:01:53,760
and there we go yep we have one person 
that is now distinctly in the lead but  

593
01:01:53,760 --> 01:01:57,920
not by much could be anybody's game 
two questions left here's your next

594
01:01:57,920 --> 01:02:24,480
one correct answer here is job performance 
over half of you got that right little bit  

595
01:02:24,480 --> 01:02:28,960
of more of a margin or more of a lead for the 
first person in first place now there's one  

596
01:02:28,960 --> 01:02:35,120
final question so you could jump a few uh spots on 
the leaderboard here good luck everyone here you

597
01:02:35,120 --> 01:02:56,720
go all right correct answer here was none of 
the above because we talked all about those  

598
01:02:56,720 --> 01:03:02,760
other three items tried to trip you all up but 
didn't didn't go very far with that and cue the  

599
01:03:02,760 --> 01:03:10,440
confetti cannons if you are showing first place 
on your device first and foremost congratulations  

600
01:03:10,440 --> 01:03:15,040
uh second of all here's what I need you to do 
I need you to take a screenshot um showing that  

601
01:03:15,040 --> 01:03:19,440
you indeed are have first place or if you're 
using your desktop you know take a picture of  

602
01:03:19,440 --> 01:03:24,960
your desktop and then email that screenshot with 
your address because I'm shipping you an actual  

603
01:03:24,960 --> 01:03:30,800
hard copy so I need to know where that's going 
to be shipped to and I hope you enjoy the book  

604
01:03:30,800 --> 01:03:36,720
thanks everyone for competing that hopefully 
was a fun way to um recap what we went through  

605
01:03:36,720 --> 01:03:42,840
as well as uh some fun engagement as we're not 
in the same room together but uh I hope to do  

606
01:03:42,840 --> 01:03:46,600
a little bit of Q&A at the end of our time 
together but right now I'm G to turn it back  

607
01:03:46,600 --> 01:03:55,320
I believe to Marcus or Linda uh so team take it 
away excellent thank you so much Ryan for those  

608
01:03:55,320 --> 01:04:02,440
please join me giving a round of applause the 
reaction button and clapping uh excellent so I  

609
01:04:02,440 --> 01:04:09,240
am G to quickly hand it off to the notorious lch 
uh more commonly known as Linda croll Howell she  

610
01:04:09,240 --> 01:04:16,600
is our senior director of employee experience I'm 
gonna take the screen sharing abilities away from  

611
01:04:16,600 --> 01:04:25,560
you Ryan uh and Linda I believe the floor is 
yours I think I'm on the right slide hi good  

612
01:04:25,560 --> 01:04:32,760
morning everyone oops hopefully you can hear me i 
s i FR up for a minute I'm Linda C how and I work  

613
01:04:32,760 --> 01:04:39,000
in the division of human resources and employee 
experience and uh my my team and I are the ones  

614
01:04:39,000 --> 01:04:45,000
who do a lot of employee listening through the 
surveys that you see come out um you may or may  

615
01:04:45,000 --> 01:04:50,320
not know this but we we survey from the time that 
somebody starts a Cornell all the way through  

616
01:04:50,320 --> 01:04:56,680
when people leave and are constantly trying to 
understand understand what factors help um lead  

617
01:04:56,680 --> 01:05:02,600
to higher engagement and higher attention for 
our employees so I want to go back to the very  

618
01:05:02,600 --> 01:05:10,120
beginning of Ryan's presentation when he asked the 
question does social connection at work matter and  

619
01:05:10,120 --> 01:05:14,040
this is something that we've been studying for a 
little while and I'm just going to dive a little  

620
01:05:14,040 --> 01:05:20,080
deeper into some of the general um findings that 
Christine shared at the beginning with you and the  

621
01:05:20,080 --> 01:05:27,680
first one is around the 2022 staff survey where 
we found nearly 50% of our employees reported  

622
01:05:27,680 --> 01:05:32,840
that they're experiencing at least a little bit 
of loneliness and that has caused some stress for  

623
01:05:32,840 --> 01:05:39,040
them um a little beside little behind the scene 
thing on this when we first asked this question  

624
01:05:39,040 --> 01:05:43,760
we were expecting well maybe that was because 
we have a lot more employees working remotely  

625
01:05:43,760 --> 01:05:49,880
so they're not getting connection on campus when 
we looked at that deeper we found that those who  

626
01:05:49,880 --> 01:05:55,960
are working remotely were tied about the same 
with those who are working fly on site um in  

627
01:05:55,960 --> 01:06:01,280
terms of their degree of loneliness which was 
really surprising to us um so I just want to say  

628
01:06:01,280 --> 01:06:07,040
you know it is really being experienced um all 
over the place in terms of employees feeling a  

629
01:06:07,040 --> 01:06:13,640
sense of loneliness the other thing that we found 
and and Ryan talked about this our our data is a  

630
01:06:13,640 --> 01:06:19,520
little bit um you know less extreme than what he 
was talking about that he sees nationally but that  

631
01:06:19,520 --> 01:06:25,800
of those who rated that they were experiencing 
loneliness they were n % less likely to report  

632
01:06:25,800 --> 01:06:31,400
seeing themselves at Cornell a year from now so 
that loneliness definitely is playing into their  

633
01:06:31,400 --> 01:06:36,440
sense of retention going to get to the next slide 
I'm going to talk with you a little bit about what  

634
01:06:36,440 --> 01:06:41,880
we've seen with our new employees um so we've 
been studying our new employees and surveying  

635
01:06:41,880 --> 01:06:48,280
for a number of years now I think our first new 
employee survey went out around 2014 and we kind  

636
01:06:48,280 --> 01:06:54,400
of taking a look at what experiences when people 
first start over time and one of the things we  

637
01:06:54,400 --> 01:06:59,920
found really remarkable is we asked new hires if 
they knew someone well when they joined Cornell  

638
01:06:59,920 --> 01:07:05,240
and we looked at over five years and what we saw 
is that if someone indicated that they did know  

639
01:07:05,240 --> 01:07:10,200
someone well when joining Cornell they were 
30% more likely to still be at Cornell five  

640
01:07:10,200 --> 01:07:17,720
years out so having that sense of connection is so 
critical I think the takeaway as a manager here is  

641
01:07:17,720 --> 01:07:22,200
if you are hiring someone who had no connection 
to Cornell when they first started you know what  

642
01:07:22,200 --> 01:07:27,240
could you do to try to help facility at them you 
know to find that person or two where they feel  

643
01:07:27,240 --> 01:07:32,160
really connected with in a lot of the surveys 
out there they talk about having a best friend  

644
01:07:32,160 --> 01:07:38,480
at work and so you know what can you do to try to 
help that person meet people and get out um around  

645
01:07:38,480 --> 01:07:44,160
to make that connection and then talking a little 
bit when Christine was talking a little bit and  

646
01:07:44,160 --> 01:07:50,840
Ryan talked about this is kind of that alignment 
with purpose we also found that staff who early  

647
01:07:50,840 --> 01:07:57,040
on this is 60 to 90 days into their tenure with 
Cornell that they indicated that their supervisor  

648
01:07:57,040 --> 01:08:02,000
had spent some time or somebody had spent some 
time really talking about how their position  

649
01:08:02,000 --> 01:08:07,600
connects with the University's Mission over the 
course of five years they were 25% more likely to  

650
01:08:07,600 --> 01:08:13,520
still be with Cornell so having that connection 
to a purpose was critically important early on  

651
01:08:13,520 --> 01:08:22,960
to really um helping with retention next slide 
so talking about employees who exiting taking a  

652
01:08:22,960 --> 01:08:29,600
look at the extra service we've been um running 
a staff exit survey since 2019 um and it's real  

653
01:08:29,600 --> 01:08:35,720
time we we get the data right away um and we asked 
about key factors for why someone decided to leave  

654
01:08:35,720 --> 01:08:41,200
Cornell so we took a look and loneliness is one 
of the key factors we took a look at employees  

655
01:08:41,200 --> 01:08:46,400
who indicated that loneliness was the key factor 
one of the key factors in their decision to leave  

656
01:08:46,400 --> 01:08:51,880
Cornell and one of the questions we ask across 
the board to everyone who's exiting is would you  

657
01:08:51,880 --> 01:08:57,640
consider returning to Cornell for an attractive 
opportunity and we found people who indicated  

658
01:08:57,640 --> 01:09:04,520
loneliness was one of the key reasons that they 
decided to leave were 45% less likely to report  

659
01:09:04,520 --> 01:09:09,360
that they'd be interested in returning to Cornell 
but what was really interested in the data is when  

660
01:09:09,360 --> 01:09:15,440
we asked about satisfaction with the job that 
they left they were 8% more satisfied with the  

661
01:09:15,440 --> 01:09:20,400
job which said to us that it really was about 
the loneliness and not about something to do  

662
01:09:20,400 --> 01:09:26,360
with their job or their job experience itself so 
that was really an interesting finding in terms  

663
01:09:26,360 --> 01:09:33,800
of that important of feeling connected and not 
feeling lonely and next slide and this is actually  

664
01:09:33,800 --> 01:09:40,880
going to be a nice lead into um the the next um 
conversation around a program called awardco that  

665
01:09:40,880 --> 01:09:45,120
we have a recognition program which you may or 
may not have heard of but you're about to hear  

666
01:09:45,120 --> 01:09:52,160
of it um so award Co is really a a recognition 
program where there there's monetary recognitions  

667
01:09:52,160 --> 01:09:57,160
you know and or um just regular recognitions in 
terms of written recognitions people can get so  

668
01:09:57,160 --> 01:10:02,400
we worked with one of our units that had started 
using awardco a lot and it was right at the time  

669
01:10:02,400 --> 01:10:08,680
that they were doing a unit survey and we took 
employees who had received some sort of either  

670
01:10:08,680 --> 01:10:15,160
monitory Nom monetory recognition through awardco 
as compared to those who are not and we found a  

671
01:10:15,160 --> 01:10:20,600
statistical significant difference with those who 
had received some sort of a recognition through  

672
01:10:20,600 --> 01:10:26,320
awardco feeling a greater sense of belonging 
um with their unit so they said I feel like  

673
01:10:26,320 --> 01:10:32,680
I belong and also feeling valued by their unit 
so that's once again that sense of connection to  

674
01:10:32,680 --> 01:10:40,520
their unit and Cornell through awardco so um I am 
going to now pass over to Ashley Miller who works  

675
01:10:40,520 --> 01:10:45,080
on employee recognition programs who's going to 
share with you a little bit more about award Co  

676
01:10:45,080 --> 01:10:51,000
so that you can see that as a potential tool 
for building that type of recognition Ashley  

677
01:10:51,000 --> 01:10:57,480
hi everyone can you hear me okay um thanks so much 
Linda as Linda mentioned my name is Ashley Miller  

678
01:10:57,480 --> 01:11:02,760
I am the program coordinator program manager and 
event coordinator for campus wide recognition  

679
01:11:02,760 --> 01:11:09,080
programs um and much like Christine Ryan and 
Linda I'm going to continue this conversation  

680
01:11:09,080 --> 01:11:14,080
about making connections and one small way that 
you can do that here at Cornell is through the  

681
01:11:14,080 --> 01:11:21,080
appreciation portal um the portal was implemented 
to celebrate staff efforts their accomplishments  

682
01:11:21,080 --> 01:11:27,840
to engage and connect our Workforce and most 
importantly to recognize in real time the  

683
01:11:27,840 --> 01:11:33,440
value of real time recognition is that it can be 
ongoing between peers between people leaders and  

684
01:11:33,440 --> 01:11:40,040
their peers um or direct reports and it really 
impacts the employee experience it boosts morale  

685
01:11:40,040 --> 01:11:45,400
and retention a lot of things that Linda just 
covered um showing gratitude not only helps  

686
01:11:45,400 --> 01:11:51,120
the person you're sharing it with feel good 
um but it's proven to boost happiness um with  

687
01:11:51,120 --> 01:11:59,160
just making that delivery um so if we can go to 
one more slide please um so types of recognition  

688
01:11:59,160 --> 01:12:04,400
that are in the portal we have our on the spot 
recognition programs this is in real time it's  

689
01:12:04,400 --> 01:12:11,320
a quick way to thank a colleague um on a project 
for getting something done quickly um tagging them  

690
01:12:11,320 --> 01:12:18,200
with their skills for Success these messages can 
both be monetary and non-monetary um don't ever  

691
01:12:18,200 --> 01:12:25,360
underestimate the value of a non-monetary message 
um I send them out almost daily and I always get  

692
01:12:25,360 --> 01:12:30,440
responses that people are just really appreciative 
of this moment that I just took to say thank you  

693
01:12:30,440 --> 01:12:36,320
um other programs we have our life celebrations um 
somebody just bought a new house a colleague had a  

694
01:12:36,320 --> 01:12:42,800
baby or bought their first pet um celebrate them 
send them a message through the portal birthday  

695
01:12:42,800 --> 01:12:47,480
who doesn't like birthday wishes um if it's a 
colleague birthday send them a quick message  

696
01:12:47,480 --> 01:12:53,480
through the portal um we have our sustainability 
Champions it's a university Mission you can go in  

697
01:12:53,480 --> 01:12:58,880
into that program any day of the week and just 
recognize a colleague for moving us uh towards  

698
01:12:58,880 --> 01:13:05,600
those sustainability goals that we have um we are 
also able to specialize programs so if you are a  

699
01:13:05,600 --> 01:13:11,240
unit or a college or a department and you have 
your own program that you want to put into the  

700
01:13:11,240 --> 01:13:16,920
portal reach out to us and we can get you set 
up with that so right now I'm going to briefly  

701
01:13:16,920 --> 01:13:21,880
really just go over what it looks like to sort of 
recognize through the portal so if we can go to  

702
01:13:21,880 --> 01:13:29,320
the next slide so this is the homepage when you 
sign on to the portal um it's customized it says  

703
01:13:29,320 --> 01:13:35,200
you if you see in the top leftand corner you have 
so many points to spend these are your points as  

704
01:13:35,200 --> 01:13:41,280
an individual that you've been awarded that you 
can spend in redeem which I'll go over shortly  

705
01:13:41,280 --> 01:13:46,240
so if we go over to the next slide in order to 
recognize someone at the very top menu you're  

706
01:13:46,240 --> 01:13:52,280
going to click recognize um from the homepage the 
first step is to type in who it is that you're  

707
01:13:52,280 --> 01:13:57,680
going to recognize and then the second step is 
deciding which program you're going to recognize  

708
01:13:57,680 --> 01:14:03,400
somebody through so again the spot recognition 
is on you know real time congrat uh light  

709
01:14:03,400 --> 01:14:08,520
celebrations birthday and then sustainability 
Champions uh please ignore the excellence awards  

710
01:14:08,520 --> 01:14:15,840
one um next slide for the third step once you've 
chosen the person you're going to recognize the  

711
01:14:15,840 --> 01:14:21,440
program that you're going to recognize them 
through um you would then sign or put in your  

712
01:14:21,440 --> 01:14:27,000
message what are you recognizing them for for two 
examples that you'll probably see on this page the  

713
01:14:27,000 --> 01:14:32,200
example to the left is what it would look like for 
someone who's a people leader who has access to a  

714
01:14:32,200 --> 01:14:37,760
budget in order to award points to someone now 
remember you don't always have to award points  

715
01:14:37,760 --> 01:14:43,120
you can also do non-monetary messages so you would 
fill out the reason for recognition select your  

716
01:14:43,120 --> 01:14:49,400
hashtags decide if you want it to be a monetary 
or non-monetary message your budget will appear at  

717
01:14:49,400 --> 01:14:57,080
the bottom the um visual on on the right hand side 
would be an individual contributor who does not  

718
01:14:57,080 --> 01:15:02,680
have access to a budget again they're still able 
to send non-monetary messages and that's still  

719
01:15:02,680 --> 01:15:08,120
very impactful they would go through the same step 
the only one they're missing is um they wouldn't  

720
01:15:08,120 --> 01:15:12,880
be able to award point and then you just hit the 
button recognize and your message automatically  

721
01:15:12,880 --> 01:15:21,680
goes through um if we can go to the next slide 
um once somebody has been recognized they will  

722
01:15:21,680 --> 01:15:27,880
instantly get an email um and that's what you 
see the image on the right hand side it says  

723
01:15:27,880 --> 01:15:33,160
you know hello Lauren you've been recognized it'll 
give the message that you sent them if they were  

724
01:15:33,160 --> 01:15:41,120
awarded points it will also let them know um and 
any hashtags that you did as well the image on the  

725
01:15:41,120 --> 01:15:46,520
left hand side would be and this is for anybody 
if you're interested in seeing all of the messages  

726
01:15:46,520 --> 01:15:53,280
that you've given or you've received you can click 
feed on the top menu bar of your homepage and and  

727
01:15:53,280 --> 01:15:58,320
you can sort your messages through what you've 
given what you've received this will also include  

728
01:15:58,320 --> 01:16:07,640
if you've received or given points as well next 
slide please um quickly I'm going to run over how  

729
01:16:07,640 --> 01:16:13,440
to spend your points if you've been awarded so 
going back to our homepage again where it says  

730
01:16:13,440 --> 01:16:18,400
good morning Mary you'll see the number of points 
that you've been awarded to spend you can either  

731
01:16:18,400 --> 01:16:25,000
click spend points right underneath that or you 
can click spend point from the top menu bar next  

732
01:16:25,000 --> 01:16:32,960
slide please there are numerous ways that you 
can redeem your points one way is through Amazon  

733
01:16:32,960 --> 01:16:39,920
another way is through the campus store with gift 
vouchers um and then one of our newest ways um is  

734
01:16:39,920 --> 01:16:46,560
to donate your points towards uh the Emergency 
Care fund um so if you're looking to redeem your  

735
01:16:46,560 --> 01:16:51,440
points through Amazon you would click on that 
option my best advice is to go to that search  

736
01:16:51,440 --> 01:16:57,160
bar on the leth hand side and type in an item 
that you're looking for no we don't just do books  

737
01:16:57,160 --> 01:17:02,280
I promise um so you could type in electronics 
you could type in jewelry you could type in a  

738
01:17:02,280 --> 01:17:10,480
yoga mat and you'll get a a list of hundreds and 
hundreds of items um if we can go to or I'm sorry  

739
01:17:10,480 --> 01:17:16,600
um yep or you can redeem at the Cornell store for 
vouchers um which are essentially gift cards and  

740
01:17:16,600 --> 01:17:24,680
those come in the amounts of I think 10 20 25 45 
50 and 75 worth value um the Emergency Care fund  

741
01:17:24,680 --> 01:17:30,240
will be the same way there are designated amounts 
that you can donate uh when redeeming your points  

742
01:17:30,240 --> 01:17:34,960
you don't have to redeem them all at one time 
you can redeem them at your leisure you can  

743
01:17:34,960 --> 01:17:39,360
spend some points at Amazon some at the campus 
stores some through the care funds however you  

744
01:17:39,360 --> 01:17:47,360
want to redeem your points is 100% up to you um so 
that is a really quick down highle version of um  

745
01:17:47,360 --> 01:17:53,840
how to navigate through the appreciation portal 
uh next slide please the best best way to find  

746
01:17:53,840 --> 01:18:01,480
the appreciation portal to sign in um is right on 
the HR uh website in the top right hand corner it  

747
01:18:01,480 --> 01:18:06,840
says appreciation portal or if you're under the 
category of people leaders that same option is  

748
01:18:06,840 --> 01:18:18,000
right there to sign into the portal uh and final 
slide oops sorry um if you have any questions  

749
01:18:18,000 --> 01:18:24,280
about the appreciation portal how it works points 
anything like that please send a message an email  

750
01:18:24,280 --> 01:18:31,360
to recognition cornell.edu I monitor that email 
account and I will get back to you as quickly  

751
01:18:31,360 --> 01:18:37,840
as I can thank you so much for your time um and 
thank you to Christine Ryan and Linda for sort of  

752
01:18:37,840 --> 01:18:44,240
setting the stage and I will pass it on to Marcus 
I believe to finish us out thank you there we go I  

753
01:18:44,240 --> 01:18:51,080
was muted thank you so much Ashley I noticed one 
question in the chat someone asked when are new  

754
01:18:51,080 --> 01:18:58,560
employees available in the Employee Appreciation 
portal so the portal is updated every two weeks  

755
01:18:58,560 --> 01:19:05,560
just on the second and fourth Monday roughly of 
the month um so if you have a question about a  

756
01:19:05,560 --> 01:19:11,520
new employee and when they're active you can just 
send an email to recognition at cornell.edu and  

757
01:19:11,520 --> 01:19:19,080
I'll be able to answer that question for the new 
employee excellent thank you so much Ashley hello  

758
01:19:19,080 --> 01:19:26,920
everyone I am Cassie Pierre Joseph director 
for employee engagement and I'm here to share  

759
01:19:26,920 --> 01:19:32,960
the plethora of opportunities we have for you 
and your team to connect with one another and  

760
01:19:32,960 --> 01:19:39,720
with colleagues across campus here we start with 
a website through the HR connection where you can  

761
01:19:39,720 --> 01:19:46,400
learn about opportunities for yourself and your 
team right now I'm going to share a few of those  

762
01:19:46,400 --> 01:19:52,960
opportunities with you one of those opportunities 
is called the colleague Network groups the the  

763
01:19:52,960 --> 01:19:58,360
colleague Network groups are the University's 
official employee resource groups the university  

764
01:19:58,360 --> 01:20:03,640
supports the colleague Network groups as a way 
for traditionally underrepresented populations  

765
01:20:03,640 --> 01:20:11,280
and their allies to find support and to inform 
our Campus Community and Leadership efforts all of  

766
01:20:11,280 --> 01:20:17,760
this creates and sustains our culture of inclusion 
and belonging the department of inclusion and  

767
01:20:17,760 --> 01:20:22,760
belonging and the employee experience teams 
work together to support their program

768
01:20:22,760 --> 01:20:31,600
progamming next we have Wags Workforce 
Affinity groups Workforce Affinity groups  

769
01:20:31,600 --> 01:20:37,880
are employee run communities based on 
interest employees can create a community  

770
01:20:37,880 --> 01:20:42,200
and connect with fellow employees 
who share a love and appreciation  

771
01:20:42,200 --> 01:20:49,440
for a variety of interests such as fishing 
gardening knitting reading suspense novels  

772
01:20:49,440 --> 01:20:56,320
bird watching and so much more it's a great 
way to find a sense of community within our

773
01:20:56,320 --> 01:21:07,240
Workforce next we have Cornell coworker coffee 
Cornell cooworker coffee is a platform that  

774
01:21:07,240 --> 01:21:13,480
facilitates connections between employees 
once someone signs up it randomly matches  

775
01:21:13,480 --> 01:21:20,080
them with a new person from other departments 
and units from across campus matched employees  

776
01:21:20,080 --> 01:21:26,400
can arrange for a mutually convenient 15 to 
30 minute chat coworker coffee provides fun  

777
01:21:26,400 --> 01:21:31,120
Icebreaker questions to get you started 
if someone can't make their chat for the  

778
01:21:31,120 --> 01:21:38,040
month no problem they can Decline and connect 
with the next employee the following month as  

779
01:21:38,040 --> 01:21:46,520
of now we have over 257 employees participating 
and together they are connecting to the Cornell  

780
01:21:46,520 --> 01:21:52,080
Mission by learning about areas beyond 
their unit or Department discovering  

781
01:21:52,080 --> 01:21:57,000
new colleague connections and fostering 
engagement with colleagues from across  

782
01:21:57,000 --> 01:22:02,600
the university people are a significant 
part of our purpose this is a great way  

783
01:22:02,600 --> 01:22:08,160
to connect to that by introducing them to those 
upholding the mission on a daily basis across

784
01:22:08,160 --> 01:22:18,320
campus and finally we have a toolkit for people 
leaders like you meaningful connections at work  

785
01:22:18,320 --> 01:22:24,760
is described as connecting to colleagues 
authentically and to something significant  

786
01:22:24,760 --> 01:22:31,560
the pandemic accelerated in a re-evaluation 
of priorities employees are asking why they  

787
01:22:31,560 --> 01:22:37,960
work for their employer they want to know that a 
large portion of their workday and therefore their  

788
01:22:37,960 --> 01:22:44,880
lives isn't meaningless people want to experience 
meaningful connections and connect to a meaningful  

789
01:22:44,880 --> 01:22:51,960
purpose this tool kit provides a framework and 
resources to support you as a people leader  

790
01:22:51,960 --> 01:22:59,400
use the tip tips and the resources for yourself 
as well as your team if you have any questions  

791
01:22:59,400 --> 01:23:06,360
please feel free to reach out to me Cassie Pier 
Joseph director for employee engagement and now  

792
01:23:06,360 --> 01:23:11,000
we're going to stop the screen share and we're 
going to open up to questions for Ryan Jenkins  

793
01:23:11,000 --> 01:23:17,560
in these last few moments we have here so please 
I encourage you to use the raise hand feature uh  

794
01:23:17,560 --> 01:23:23,880
so we can see who Rises to the front of kind 
of the zoom uh screen here uh what questions  

795
01:23:23,880 --> 01:23:29,680
do you have and as well feel free to type into 
the chat I had one sent to me Marcus that we  

796
01:23:29,680 --> 01:23:35,960
can start with while folks gather their thoughts 
um somebody sent a question in wondering how to  

797
01:23:35,960 --> 01:23:41,920
implement people focused leading principles when 
you work for a supervisor who believes that this  

798
01:23:41,920 --> 01:23:48,320
approach is touchy feely and a waste of time kind 
of a sticky question but probably something that  

799
01:23:48,320 --> 01:23:55,120
people come across yeah of course yeah I mean it's 
it's uh you know when we did the research you know  

800
01:23:55,120 --> 01:24:01,360
the famous quote is what uh it's Lonely at the 
Top um right because leaders wrestle with this  

801
01:24:01,360 --> 01:24:05,960
of not trying to get too close to individuals 
because you might have to make some some tough  

802
01:24:05,960 --> 01:24:11,560
decisions or have tough conversations but I you 
know I think I think folks go too far in thinking  

803
01:24:11,560 --> 01:24:15,560
that connection needs to be you know we're we're 
best friends and we know everything about each  

804
01:24:15,560 --> 01:24:21,360
other you know we're it's as simple as you're you 
know giving your full attention to individuals can  

805
01:24:21,360 --> 01:24:27,480
be what we're talking about um according to the 
research too it takes as little as 40 seconds 40  

806
01:24:27,480 --> 01:24:32,360
seconds so sharing an elevator with someone 
is an opportunity to make a quick connection  

807
01:24:32,360 --> 01:24:39,400
and if both parties feel seen heard and valued 
in that quick uh connection your wellbeing is  

808
01:24:39,400 --> 01:24:44,880
boosted their wellbe being is boosted as well 
so I think um all of us you know all of us no  

809
01:24:44,880 --> 01:24:49,720
matter where you are in the organization we have 
the opportunity to be demonstrating pro-social  

810
01:24:49,720 --> 01:24:55,720
behaviors with each other and uh I think Christine 
had a great recommendation at the top as well as  

811
01:24:55,720 --> 01:25:03,120
far as um you know in conversation allowing some 
opportunities for conversations to to wander and  

812
01:25:03,120 --> 01:25:08,960
not always be so focused on the needs of the 
team and the tasks at hand um one example that  

813
01:25:08,960 --> 01:25:16,480
we profile in the book of of an organization they 
did something called connect five so they were at  

814
01:25:16,480 --> 01:25:22,480
the top of every weekly all hands you know team 
meeting that they would have they would do would  

815
01:25:22,480 --> 01:25:28,960
spend five minutes where one person would share 
one nonwork related picture and so the example  

816
01:25:28,960 --> 01:25:34,320
they shared is this one recent person shared a a 
picture of their marathon training and no one had  

817
01:25:34,320 --> 01:25:40,040
any idea that that person um trained for Marathon 
so not only did they they see this person as this  

818
01:25:40,040 --> 01:25:44,960
extraordinary content manager but now they saw gsh 
there's actually an extraordinary athlete as well  

819
01:25:44,960 --> 01:25:49,720
so it's an opportunity to see the human behind 
the job they only take five minutes they do it at  

820
01:25:49,720 --> 01:25:55,960
the top and it's a great way to kind of cultivate 
connection across the organization and again it's  

821
01:25:55,960 --> 01:26:01,040
um it kind of leaves off the idea of of a one 
particular leader perhaps getting too closely  

822
01:26:01,040 --> 01:26:05,280
connected with another individual that they lead 
so hopefully there's some some good ideas in there  

823
01:26:05,280 --> 01:26:11,400
so hopefully that answers that question Jerry 
thanks for serving that up and thank you Ryan I  

824
01:26:11,400 --> 01:26:16,440
first want to acknowledge Meg's shout out for the 
recognition portal uh so thank you Meg for that  

825
01:26:16,440 --> 01:26:21,800
there was a question just before that in the chat 
Ryan I'll read it out Karen asks where do we go  

826
01:26:21,800 --> 01:26:28,800
from here how can we as a team connect where there 
might be team members that resist the introverts  

827
01:26:28,800 --> 01:26:34,680
or the members that have reached the point of 
disconnection due to coid uh it's that it's that  

828
01:26:34,680 --> 01:26:40,680
it's hard to get them back yeah a couple things 
to think about here according to psychologists  

829
01:26:40,680 --> 01:26:48,960
there's three psychological nutrients humans 
have so it's competency connection and autonomy  

830
01:26:48,960 --> 01:26:55,400
competency connection and autonomy so so right 
now the connection and autonomy are at odds right  

831
01:26:55,400 --> 01:27:00,680
to where we we we want this this autonomy of our 
careers right we want to be able to to work from  

832
01:27:00,680 --> 01:27:04,400
home or work wherever especially as introverts 
they're kind of taking advantage of that of you  

833
01:27:04,400 --> 01:27:09,160
know trying to create their own space uh but 
we're forgetting that connection is also one  

834
01:27:09,160 --> 01:27:16,360
of our core needs and so I think as we go along 
and as we continue to work from work apart from  

835
01:27:16,360 --> 01:27:21,480
each other and aren't focusing on creating moments 
of connection or even focusing on connection if  

836
01:27:21,480 --> 01:27:27,120
it's virtual um we're going to start to to wonder 
what's missing in our careers so I think if we're  

837
01:27:27,120 --> 01:27:31,800
not intentional we'll be in for a rude awakening 
whether we're introverted or extroverted so that's  

838
01:27:31,800 --> 01:27:37,200
one kind of piece of the conversation um and I 
am an actual an introvert my co-author on on the  

839
01:27:37,200 --> 01:27:42,920
book connectable he's an extrovert so we had kind 
of a fun uh dueling dynamic in the book but what  

840
01:27:42,920 --> 01:27:48,280
do they say they say authors write the books that 
they themselves need to read so as an introvert  

841
01:27:48,280 --> 01:27:53,040
i' wrote a book about connection and my fellow 
introverts can probably relate to this as know  

842
01:27:53,040 --> 01:27:59,720
according to that poll there's about half of this 
group is is more introvert leaning um I was always  

843
01:27:59,720 --> 01:28:08,200
interested in keeping my social network small and 
driving depth in that that small tight-knit of of  

844
01:28:08,200 --> 01:28:13,520
of people and my brain my introverted brain 
was misleading me when I had an opportunity  

845
01:28:13,520 --> 01:28:17,680
to connect just briefly with someone for example 
in the elevator because in my introverted brain  

846
01:28:17,680 --> 01:28:21,680
I'm thinking I'm never going to see this person 
again I'm not even going to bother uh actually  

847
01:28:21,680 --> 01:28:26,440
connecting with this person and that was my way of 
my brain misleading me trying to protect me when  

848
01:28:26,440 --> 01:28:31,840
in reality now I know all the science I have to 
to make an effort to connect because my well-being  

849
01:28:31,840 --> 01:28:38,440
is on the table their well-being is on the table 
and so now I make subtle just a I break the social  

850
01:28:38,440 --> 01:28:43,600
script just enough with the question uh like how's 
your day going or how's your morning going and I'm  

851
01:28:43,600 --> 01:28:47,640
telling you nine times out of 10 people will their 
shoulders will come down and they'll engage in a  

852
01:28:47,640 --> 01:28:52,960
connection um and according to research too where 
they found that people who who choose to connect  

853
01:28:52,960 --> 01:28:58,480
with others um are in have experienced the most 
satisfaction versus when they keep themselves  

854
01:28:58,480 --> 01:29:03,680
and they found no difference whether you're the 
initiator or the receiver of that connection or  

855
01:29:03,680 --> 01:29:08,360
that conversation and there was no difference 
between introverts and extroverts at the end of  

856
01:29:08,360 --> 01:29:14,880
the day we all benefit from connection what often 
is the difference difference is the expectation  

857
01:29:14,880 --> 01:29:21,280
introverts usually expect that interaction to go 
poorly or they expect um that they won't have um  

858
01:29:21,280 --> 01:29:26,480
the energy to to engage in that and so usually 
it's around the expectations that where people get  

859
01:29:26,480 --> 01:29:32,600
a little Tangled um so if you want to quick and 
easy way to know if someone is craving or needs  

860
01:29:32,600 --> 01:29:39,240
more connection um they have a pulse that that's 
how you know um so yeah so don't don't get too  

861
01:29:39,240 --> 01:29:44,280
caught up in well that person's introverted that 
person's extroverted find ways in which to really  

862
01:29:44,280 --> 01:29:51,320
involve folks because at the end of the day we all 
benefit from connection thank you Ryan I did want  

863
01:29:51,320 --> 01:29:58,000
to give give another nod back to Cassie Joseph 
as kind of our in-house connection expert uh the  

864
01:29:58,000 --> 01:30:04,760
curator of the colleague Network groups our coffee 
engagements our Wags please feel free to reach out  

865
01:30:04,760 --> 01:30:10,840
to Cassie if you don't mind Cassie typing your net 
ID in the chat uh as well for people uh if they  

866
01:30:10,840 --> 01:30:16,920
needed to connect with you uh also read a comment 
that was mentioned about a request in terms of  

867
01:30:16,920 --> 01:30:22,480
connecting the is there way to integrate Peter 
mentioned is there way to integrate the recogition  

868
01:30:22,480 --> 01:30:31,480
portal into teams or slack Ashley do we know if 
that connectivity or that functionality exists uh  

869
01:30:31,480 --> 01:30:38,040
the functionality does not apply to slack it does 
apply to teams we have looked into it I will be  

870
01:30:38,040 --> 01:30:44,320
honest at the moment it is not very user friendly 
in teams it's more complicated than if you just  

871
01:30:44,320 --> 01:30:48,960
did a recognition through the portals but we 
are staying in close contact with our vendor  

872
01:30:48,960 --> 01:30:54,480
award code to see if this will be updated in the 
future or if they plan on implementing other apps  

873
01:30:54,480 --> 01:31:03,760
that it can be functional with thank you so much 
Ashley well look at us ending right on time great  

874
01:31:03,760 --> 01:31:08,000
job everyone perfect amount of questions thank 
you again let's give another round of applause  

875
01:31:08,000 --> 01:31:13,520
for Ryan for being here and sharing uh very 
valuable insights my second time hearing the  

876
01:31:13,520 --> 01:31:18,240
presentation yes new information the second time 
I have better I think more additional notes from  

877
01:31:18,240 --> 01:31:22,440
the first time Ryan so thank you so very much 
for making this happen special Shout behind the  

878
01:31:22,440 --> 01:31:29,040
scenes Linda cro how and others for bringing 
Ryan here Ashley Miller Ashley faio of course  

879
01:31:29,040 --> 01:31:37,360
Christine lovely uh Cassie Joseph uh have a great 
day everyone go be awesome and connect connect

1
00:00:01,200 --> 00:00:08,720
Hello everyone, I am Cassie Pierre Joseph, Director for Employee Engagement, and I'm here to share the  

2
00:00:08,720 --> 00:00:14,760
plethora of opportunities we have for you and your team to connect with one another and with  

3
00:00:14,760 --> 00:00:21,320
colleagues across campus. Here we start with a website through the HR Connection, where you can  

4
00:00:21,320 --> 00:00:27,960
learn about opportunities for yourself and your team. One of those opportunities is called the  

5
00:00:27,960 --> 00:00:33,200
Colleague Network Groups. The Colleague Network Groups are the University's official employee  

6
00:00:33,200 --> 00:00:37,800
resource groups. The university supports the Colleague Network Groups as a way for  

7
00:00:37,800 --> 00:00:44,360
traditionally underrepresented populations and their allies to find support and to inform our  

8
00:00:44,360 --> 00:00:50,360
campus community and leadership effort. All of this creates and sustains our culture of  

9
00:00:50,360 --> 00:00:55,240
inclusion and belonging. The department of inclusion and belonging and the employee  

10
00:00:55,240 --> 00:01:02,760
experience teams work together to support their programming. Next we have WAGs, Workforce Affinity  

11
00:01:02,760 --> 00:01:09,600
Groups. Workforce Affinity Groups are employee run communities based on interest. Employees  

12
00:01:09,600 --> 00:01:16,040
can create a community and connect with fellow employees who share a love and appreciation for  

13
00:01:16,040 --> 00:01:24,280
a variety of interests. Such as fishing, gardening, knitting, reading suspense novels, bird watching,  

14
00:01:24,280 --> 00:01:31,520
and so much more. It's a great way to find a sense of community within our workforce. Next  

15
00:01:31,520 --> 00:01:39,080
we have Cornell Coworker Coffee. Cornell Coworker Coffee is a platform that facilitates connections  

16
00:01:39,080 --> 00:01:45,040
between employees. Once someone signs up, it randomly matches them with a new person from  

17
00:01:45,040 --> 00:01:51,680
other departments and units from across campus. Matched employees can arrange for a mutually  

18
00:01:51,680 --> 00:01:57,440
convenient 15 to 30 minute chat. Coworker Coffee provides fun icebreaker questions  

19
00:01:57,440 --> 00:02:03,320
to get you started. If someone can't make their chat for the month, no problem, they can decline and  

20
00:02:03,320 --> 00:02:10,920
connect with the next employee the following month. As of now, we have over 257 employees  

21
00:02:10,920 --> 00:02:17,160
participating and together. They are connecting to the Cornell mission by learning about areas  

22
00:02:17,160 --> 00:02:23,880
beyond their unit or department, discovering new colleague connections and fostering engagement  

23
00:02:23,880 --> 00:02:29,400
with colleagues from across the university. People are a significant part of our purpose. This is a  

24
00:02:29,400 --> 00:02:35,200
great way to connect to that by introducing them to those upholding the mission on a daily basis  

25
00:02:35,200 --> 00:02:42,360
across campus. And finally we have a toolkit for people leaders like you. Meaningful Connections at  

26
00:02:42,360 --> 00:02:48,720
work is described as connecting to colleagues authentically and to something significant. 

27
00:02:48,720 --> 00:02:55,520
The pandemic accelerated in a re-evaluation of priorities. Employees are asking why they  

28
00:02:55,520 --> 00:03:01,160
work for their employer. They want to know that a large portion of their workday, and therefore their  

29
00:03:01,160 --> 00:03:08,080
lives, isn't meaningless. People want to experience meaningful connections and connect to a meaningful  

30
00:03:08,080 --> 00:03:15,440
purpose. This toolkit provides a framework and resources to support you as a people leader. Use  

31
00:03:15,440 --> 00:03:21,120
the tips and the resources for yourself as well as your team. If you have any questions  

32
00:03:21,120 --> 00:03:27,920
please feel free to reach out to me; Cassie Pierre Joseph, Director for Employee Engagement.