How strong are your conversation skills? Whether you are stepping into a boardroom, attending a networking event, or connecting with coworkers over coffee, the way you show up in conversations matters. This episode of the Forward Thinking Podcast features FCCS SVP of Marketing and Communications Stephanie Barton and Tracy Hooper, founder of the Confidence Project and author of The NOW Hello. Their conversation is filled with practical tips, personal stories, and the small language shifts that make a big difference in how we connect with others.

Episode Insights Include:

Why do conversations feel so hard?

• Anxiety around conversations is common and natural.

• When we focus too much on ourselves, we are unable to focus on the other person.

• Conversations should not be about you, but about the other person.

• Shift into curiosity mode – what can you learn? How can you make them comfortable?

Techniques to start a conversation

• Before you enter any room, strike a power pose.

• "I'm going to meet some interesting people today, and this is going to be fun."

• Start with a compliment or a connection you have.

• State something that you know about them or their company.

• Compliment a person's character or trait rather than their looks.

• Use the magic words – what, how, and tell me more.

• The Golden Rule – treat everyone as if they are the most important thing in the room.

Tips for Introverts

• If you're not energized by meeting people, prepare your mind in advance.

• Don't try to meet every person in the room, select just 2 or 3 to focus on.

• It will take energy to talk to people, so be kind to yourself in the process.

• If you are exhausted after an event, take a nap!

Entering an existing conversation

• Wait for a slight pause in the conversation, then say, "May I join you?"

• Highlight what you heard them talking about.

• Toe-to-toe means no – a conversation between two people is not appropriate to enter.

• Read body language to determine if the conversation is open to others.

Help! I forgot their name

• Don't run in the opposite direction.

• Preempt the awkward – offer your name first.

• Mention that they look familiar or that you do recognize them.

• If necessary, simply say, "Help me with your name".

• Make introductions when welcoming others into your conversation.

• "Come join us, we were just talking about ___" and "Do you all know each other?"

• "I'll let you all introduce yourselves."

Politely exiting a conversation

• The graceful dismount is a 4-step art that must be practiced.

• 1- Say thank you for the conversation.

• 2- Acknowledge the stories they told.

• 3- Use a farewell phrase about the future.

• 4- Offer a goodbye gesture.

First impressions and body language

• Body language is the unsung hero of successful conversations.

• Pull your shoulders down and away from your ears.

• Good posture speaks confidence for you before you open your mouth.

• Practice good grooming in your appearance.

• Dress for success – don't touch your hair or your face.

• Check your tone of voice and slow down your words.

• Say three sentences and a period. Then it's their turn to talk.

• Consider what you actually want to say, and eliminate the filler words.

This podcast is powered by FCCS.

Connect with Tracy Hooper — Tracy Hooper

"Everyone's favorite thing to talk about is themselves, so let them!" — Tracy Hooper

"Rehearse! Everyone has to practice in order to get good at anything, including conversations." — Tracy Hooper

"If you keep curious, conversations are easier than you think." — Tracy Hooper

"Be the person that welcomes people into a conversation." — Tracy Hooper

"Body language is the unsung hero of successful conversations." — Tracy Hooper

Today's topic is positioned at the intersection of technology and humanity. How do we stay truly human in the age of digital intelligence? This episode of the Forward Thinking Podcast features FCCS SVP of Marketing and Communications Stephanie Barton and Lisa Waldren, storyteller, speaker and coach. She highlights what it really means to stay human, shares strategies for leaders to balance efficiency with empathy, and offers recommendations to help any team thrive in this rapidly changing workplace.

Episode Insights Include:

Staying human in the age of AI

• AI is an effective tool, but it's also a distraction from the human element of work.

• We can acknowledge the presence of AI while also maintaining connection and creativity.

• Building relationships is hard work that can't be ignored.

• Relationships are increasing in urgency as opportunities for connection continue to decrease.

• Studies show that Gen Z doesn't actually want to be online 100% of the time.

Is AI going to replace or amplify my role?

• Efficiency and human connection have to be carefully balanced in today's digital world.

• AI is designed to free up your time so you can be more human.

• The hardest part of being at work is working with other humans, but that is also the most essential component of work.

• When used correctly, AI can help build strong human relationships at work.

Risks of leaning too heavily on technology

• Leaders who rely too heavily on technology risk not nurturing the human side of work.

• AI is a tool, but when leaders use it as a crutch, things start falling apart.

• Overreliance on AI shuts down parts of the brain in just a short amount of time.

• Happy accidents of innovation can't happen with AI.

• AI offers a confirmation bias, which limits creativity.

Utilizing AI to strengthen human connection

• The 70/20/10 model includes people, process and technology.

• AI should be used to free up time for connecting with people.

• Leaders need to remain intentional about building culture through rituals.

• AI should be employed as a smart assistant.

• Human creativity needs to remain top priority.

• Staying curious is an essential element of success now and in the future.

Practical advice to leaders

• Self compassion is a critical component of success.

• Leaders need to remember that they will not change everything, but micro-moves are still considered progress.

• Read communications out loud and with the assumption that others are cheering you on.

• Having an open door to feedback is not enough – solicit specific feedback regularly.

• What's the rumor? What does your team want you to know? What am I missing?

• Consider how you are soliciting feedback in a safe environment.

• Different is not inherently wrong. Stay curious about change.

This podcast is powered by FCCS.

Connect with Lisa Waldren — Lisa Waldren

"We can acknowledge the presence of AI while also maintaining connection and creativity." — Lisa Waldren

"AI is designed to free up your time so you can be more human." — Lisa Waldren

"AI is a tool, but when leaders use it as a crutch, things start falling apart." — Lisa Waldren

"Different is not inherently wrong. Stay curious about change." — Lisa Waldren

In today's dynamic lending environment, meeting client needs requires more than individual excellence; it demands shared ownership and accountability across every level of the organization. This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and Mike Evans, author and speaker on leadership, and speaker at the upcoming Sales Leaders Conference. He shares insights into building resilient, accountable and high-performing teams in an increasingly complex and demanding landscape, and what leaders can do to increase accountability on their teams.

Episode Insights Include:

Drivers behind the demand for increased agility

• Peak-performing organizations know that accountability and leadership are essential.

• Excelling in 'future work' requires the fast, flexible and agile will succeed.

• Those who are unwilling to adapt will find themselves increasingly vulnerable.

Common obstacles that impede accountability

• Are you an accountable person? Do you need to see more accountability in your team or organization?

• If we consider ourselves accountable, why do we still demand more accountability from others?

• 100 people will give you 100 different definitions of accountability. How can it be standardized?

• Many organizations have a generally negative definition of accountability.

• If accountability is viewed as a negative, people will resist embracing it.

Redefining accountability

• What percentage of leaders believe that they communicate well?

• What percentage of teams believe that their leaders communicate?

• How can the gap between these two numbers be decreased in effective ways?

• Define meaningful, measurable, and memorable goals to improve results.

Nurturing a culture of accountability

• The 20 best practices will help employees clearly understand where they need improvement.

• Leaders need to model best practices first.

• Teams need to see a behavior in their leaders before they will take it on themselves.

• Best practices must be integrated into daily routines.

• Accountability, collaboration and mindsets are essential to thriving in today's competitive landscape.

The impact of AI in today's competitive landscape

• A variety of futurists and global leaders weigh in on the change that AI will bring.

• How will your company stand out when competing with all-knowing machines?

• Curiosity is an essential key to standing out.

First steps for leaders to encourage accountability

• What your team sees you do is what they will do.

• Does your team have the resources necessary to keep learning?

• If you're not listening to your team, don't expect commitment from them.

• Leaders need to develop these skills in themselves first.

• You can't make anyone else more accountable.

• Watch for warning signs that accountability is not taking place.

• Create a culture that is more focused on results than activity.

• Remain open to the perspectives of others.

This podcast is powered by FCCS.

Connect with Mike Evans — Mike Evans

"Those who are unwilling to adapt will find themselves vulnerable and at the mercy of the competition." — Mike Evans

"We may think that we see ourselves as doing things really well when it comes to accountability, but we don't see where we're dropping the ball." — Mike Evans

"When leader communication is crystal clear, people will surprise you with their ingenuity." — Mike Evans

"When people can see the why, they will astound you with their ability to become engaged, collaborative, innovative and creative." — Mike Evans

"Leaders can't expect anyone else to change their behavior unless they demonstrate it first." — Mike Evans

"The white waters of change are not going to calm anytime soon. If anything, they are going to become more turbulent." — Mike Evans

"What we've done in the past cannot be relied upon to get us where we need to be in the future." — Mike Evans

Forward thinking leaders know that fostering innovation, developing company culture and effective communication always starts at the top. This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and Tom Truitt, CEO of Horizon Farm Credit and winner of the FCCS 2024 Accelerator of the Year Award. Together, they define acceleration in the face of organizational change, consider what it takes to foster innovation from the top down, and discuss some of the valuable leadership lessons that Tom has learned over the years. He shares the importance of communication, the value of always keeping the why in mind, and the forward-thinking challenge that he poses for leaders today as well as in the future.

Episode Insights Include:

The spirit of growth and innovation

• At Horizon, implementing processes and technology is all about adding value.

• Focusing on the success of people is their core initiative.

• Ask yourself – why should people want to do business with our company?

• The go-to-market strategy will continue to change and require effective storytelling.

Defining acceleration in the face of organizational change

• The customers and market that companies are facing today is different from before.

• Customers are more demanding than ever, and expect exceptional service.

• Barriers when trying to accelerate change include complacency and risk-aversion.

• AI is an additional acceleration that companies are working to navigate.

Valuable leadership lessons

• Tom has learned that not everyone is like him. Every person in an organization is on their own journey.

• Everyone has different motivators, and each staff member deserves a personalized development plan.

• Mentors play a critical role in career success.

Fostering innovation from the top down

• Communication is key in any success in life.

• Getting any company moving forward requires communicating a vision.

• Connect the dots from the work that you do to how it improves your customer's experience.

• Communication takes consistent care and feeding every day.

Overcoming challenges in leadership

• Management changes, mergers and technology all create challenges.

• Change allows opportunities to reset the vision.

• Staying focused is easier when you see the wins.

Collaboration in the acceleration of progress

• Identify the benefits of each person's expertise.

• Silo-busting is critical at every level, as is building internal trust.

• Bringing the value down to the family farm is essential.

• Understanding the why will benefit every level of the organization.

Creating culture

• Fundamentally, culture represents how you treat each other and your customers.

• Failing fast will help minimize the fear of failure.

• Resources and time are essential to successful cultivation of culture.

• Spend just as much time in the back office as you do in the front office.

This podcast is powered by FCCS.

Connect with Tom Truitt — Tom Truitt

"The biggest luxury we have is our success." — Tom Truitt

"Everyone is not like me. Everyone is on their own journey." — Tom Truitt

"Getting your company moving forward is all about communicating that vision." — Tom Truitt

"Communication takes consistent care and feeding every day." — Tom Truitt

"Change allows opportunities to reset the vision." — Tom Truitt

From cloud confusion to AI overload, tech myths can hold teams back from working smarter, faster and more securely. This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and Egnyte Banking and Credit Practice Lead Charlotte Li. Together they dive into the world of digital transformation and unpack some of the most common – and costly – misconceptions. Whether you're leading a team or just trying to keep up with the myriad of changing tools, this conversation conquers the myths and offers the facts you need to make clear and confident technology decisions for your organization.

Episode Insights Include:

The myth of digital collaboration

• Collaboration myth #1 – Collaboration means email and video communication.

• Collaboration is at the heart of every business.

• Effective collaboration extends beyond verbal and written communications.

• Digital collaboration can be divided into four areas – communication, content, workflows, and governance.

• Smarter collaboration tools can enhance secure realtime workflow.

• Simplifying the tech stack may be the answer to smarter collaboration.

Collaboration to enhance the customer experience

• Collaboration myth #2 – The customer experience is a job for the support team.

• Today's end-to-end customer experience looks vastly different from that of the past.

• Relationships matter, but the customer experience starts before someone picks up the phone.

• What is the customer's first introduction to your brand?

• The customer experience is really a series of micro-experiences that are shaping the customer's perception of your company.

• Back office teams affects the customer experience more than they realize.

Handling unstructured data, cybersecurity, and the cloud

• Collaboration myth #3 – We don't have unstructured data problems.

• Unstructured data refers to any data that doesn't live in a database.

• Unmet regulatory requirements and security vulnerabilities are at risk with unstructured data.

• Collaboration myth #4 – Cybersecurity is the IT department's problem.

• Human behavior is the biggest vulnerability to an organization, so every human needs to play a role in increasing security.

• Collaboration myth #5 – The cloud isn't secure.

• It's not the location of your data that defines security, it's the controls around it.

• There are clear benefits to utilizing the cloud verses on-prem.

• Cloud data storage increases visibility and oversight.

The role of AI in your organization

• AI can't do everything, but it can do a lot of good in a credit or loan workplace.

• Look at low-risk, high-impact areas first, most likely found in the back office.

• Employee engagement can be increased by delegating to AI.

• AI is not meant to replace humans, and should not be used to make final lending decisions.

• AI will not be able to replace personal networking and relationship building.

• Start with tools that you already have and grow from there.

• Integration and consolidation are far more critical than the overloaded tech stack.

This podcast is powered by FCCS.

Connect with Charlotte Li — Charlotte Li

"Collaboration is at the heart of every business." — Charlotte Li

"Communication is just one slice of collaboration." — Charlotte Li

"Smarter collaboration is all about making information flow securely and in real time." — Charlotte Li

"The customer experience is really a series of micro-experiences that are shaping the customer's perception of your company." — Charlotte Li

In this special episode recorded live at the 2025 FCCS Learning Conference, host Stephanie Barton, SVP of Marketing and Communications for FCCS sits down with keynote speaker Tom Morrison to explore the role of Artificial Intelligence (AI) in modern organizations—and how leaders can harness it to expand capacity, not replace people.

"As leaders, we need to focus on sharpening the uniquely human skills that matter most—strategic thinking, relationship building, and emotional intelligence. Let AI handle the tactical, repetitive tasks so we can devote more time and energy to the work that truly drives connection and impact." — Stephanie Barton, SVP of Marketing and Communications, FCCS

Tom shares his perspective on the power and promise of AI in transforming the way we work, offering real-world examples of how it can eliminate tedious tasks, unlock bandwidth, and help individuals and teams focus more on strategy, creativity, and human connection.

"Humans have an unmatched ability to apply common sense, adapt to change, and build meaningful relationships—skills AI simply can't replicate. Let technology handle the repetitive, administrative work so you can focus on what truly matters: connecting with people and driving impact." — Tom Morrison, Life Coach, Consultant, and Author

Key Highlights:

• AI as a Capacity Multiplier Tom explains why AI should be viewed as a tool to expand human potential—not as a threat to jobs.

• Using AI for the Everyday and Extraordinary From helping parents plan birthday parties to assisting CFOs in analyzing complex data sets, AI can simplify life and business.

• Debunking AI Myths Common fears around AI—like job displacement and misuse—are addressed, with advice on how to navigate them proactively.

• Human Skills Still Matter Despite advances in technology, AI lacks empathy, creativity, and common sense—skills humans will always bring to the table.

• Practical First Steps Tom encourages listeners to subscribe to ChatGPT and start experimenting daily—whether it's writing emails, planning meetings, or preparing for tough conversations.

• The Future of Work and Leadership The conversation wraps up with insights on how AI will evolve in the next five years and why staying curious and adaptable is key for leaders and organizations alike.

Resources Mentioned:

• Tom Morrison's Blog – Explore posts on association growth and leadership.

• AssociationStrong Podcast – Tom's podcast focused on member engagement and association innovation.

• PropFuel – Technology for associations to enhance member communication.

• Betty Bot AI – A closed AI model designed for associations, supporting 140+ languages.

Forward Thinking Advice from Tom Morrison:

"Don't wait. Get the $20 paid version of ChatGPT and start using it every day. Use it to save time, spark ideas, and focus on what really matters—relationships, strategy, and growth."

Obstacles and challenges are inevitable, but what if they are a catalyst for growth, opportunities, and transformation? This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and speaker, coach and thought leader Rousawn Dozier. Together, they consider the possibilities of navigating adversity with courage and confidence. They explore what happens when you face adversity head on, the power of shifting your perspective, and the opportunities that appear when you choose to embrace obstacles.

Episode Insights Include:

Why do we avoid adversity?

• Life is full of obstacles, and there is no avoiding that.

• As human beings, we have the option to avoid obstacles.

• Where there is no resistance, there can be no strength developed.

• Obstacles can be viewed as opportunities for developing strength.

• Avoiding pain does nothing to develop grit.

The opportunities presented by obstacles

• Leaning into obstacles creates opportunities.

• Opportunities are often disguised as struggles.

• Avoiding conflict or struggle creates internal resentment.

• Doors open when we head into adversity head on.

Shifting to a growth mindset

• Your mindset is nothing more than a set of ideals or beliefs.

• Look at obstacles for what they are, and what opportunities they present.

• Think of obstacles as something that can push you toward your goals.

• Rousawn recognized that fear was holding him back from his life's purpose.

The power of perception

• Your perception creates your reality, but it won't help you grow.

• Stop out of perception, and step into perspective.

• Consider what the people around you are experiencing.

• Ask others to help you understand their perspective.

• Don't focus on being right, focus on getting it right.

Building systems of accountability

• The responsibility of being accountable can be heavy, but always brings rewards.

• Accountability may not feel good, but it's for your good.

• Accountability breeds responsibility.

• Who is holding you accountable?

The importance of rest

• Place the oxygen mask on yourself before you place it on others.

• If you aren't taking care of yourself, you can't be in the position of caring for others.

• Are you feeling more rushed or rested? Define rest for yourself.

• Balancing rest and ambition requires creating an intentional and healthy rhythm.

Life is happening for us, not to us

• Faith, family, finance, fitness and freedom are the pillars of Rousawn's life success.

• Gratitude for the experiences we are having is essential.

• Focusing on your successes will tell your energy where to go.

• Whatever you're not changing, you're ultimately choosing.

This podcast is powered by FCCS.

Connect with Rousawn Dozier — Rousawn Dozier

"Where there is no resistance, there can be no strength developed." — Rousawn Dozier

"Opportunities are often disguised as struggles." — Rousawn Dozier

"Stop out of perception, and step into perspective." — Rousawn Dozier

"Don't focus on being right, focus on getting it right." — Rousawn Dozier

"Whatever you're not changing, you're ultimately choosing." — Rousawn Dozier

Where are all the good ideas? And why don't the good ideas ever seem to get implemented? The disconnect between leaders and employees is holding back innovation and an environment of psychological safety is key to cultivating a courageous culture that fosters innovation. This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and Karin Hurt, Founder and CEO of Let's Grow Leaders and instructor in the FCCS Leading Leaders program. Together, they explore ways leaders can build courageous cultures that encourage innovation, create psychological safety, and empower employees to speak up.

Episode Insights Include:

Establishing a courageous culture

• In a courageous culture, people feel confident and capable of sharing their ideas.

• "How can we?", "What if?", and "Can we try?" are some of the commonly heard phrases in a courageous culture.

• The open-door policy still requires the employee's courage to walk in and start a conversation.

• Employees often feel that the feedback loop is never closed after they share ideas.

• Giving credit where due is an essential part of establishing a courageous culture.

How not to respond to new ideas

• Leaders need to respond with gratitude, information and an invitation.

• Each of these steps is essential when responding to ideas, no matter how off-base they may be.

• Intentional responses will encourage future ideas to be shared.

• Tactical, practical strategies can make a real difference in creating a safe culture.

Seven steps to building a courageous culture

• No matter where you are in your company's leadership organization, you can do the first four steps.

• Navigate the narrative to lay a foundation of psychological safety.

• Create clarity about your interest in others' ideas and where exactly you want ideas and input.

• Cultivate curiosity by deliberately asking questions of your team.

Essential leadership and management skills

• A courageous culture is implemented by leaders who set clear expectations and understand their strategic direction.

• 5x5 communication needs to be communicated five times, five different ways – town hall, follow up with leaders, in one-on-ones, emails, and more.

• Check for understanding to ensure information is both sent and received.

• Enhance curiosity by asking people for techniques for soliciting ideas.

• Own the UGLY – ask these four strategic questions to get great feedback.

• Manage up – check for understanding about what you are asking your employees to do.

Is it working?

• Are you getting ideas that you can actually use?

• Consider the cycle of input and output of good ideas that are presented in a psychologically safe environment.

• Ensure that your efforts are supporting your strategic initiatives.

• Celebrate your successes!

• Build a cultural oasis where one clear idea is the focus of all efforts.

This podcast is powered by FCCS.

Connect with Karin Hurt — Karin Hurt

"If you are a human-centered leader working to create an environment where people want to speak up, pay attention to the experiences that people have had in the past." — Karin Hurt

"Having practical, tactical strategies will really make a difference." — Karin Hurt

"A courageous culture is implemented by leaders who set clear expectations and understand their strategic direction." — Karin Hurt

Generative AI is developing at an exciting pace, transforming compliance, risk management, and the customer experience. It's potential also requires financial institutions to navigate ethical dilemmas, security risks, and implementation challenges. This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and Kris Stewart, a certified regulatory compliance manager, product manager, attorney and business leader for Wolters Kluwer Compliance Solutions for a conversation about the power and possibilities of generative AI in financial institutions and how farm credit institutions can harness this technology while ensuring compliance and trust with their customers.

Episode Insights Include:

Generative AI in the Financial Industry

• Generative AI is already a game changer and will continue to shape the future.

• Real-world applications include credit risk assessments, servicing loans, and reviewing credit documents.

• Compliance officers can utilize generative AI to tackle regulatory updates.

• Generative AI can read data, find relationships, and report on actionable patterns.

• As an assistant, generative AI filters the work and never gets tired.

Enhancing the customer experience

• A personalized banking experience is possible with generative AI.

• Considerations for lending, fraud detection and financial planning.

• A seamless process is possible with increased AI input.

• AI has the ability to catch and prevent fraud faster.

• 24/7 availability and endless time to answer questions are perks for AI users.

• AI utilities data that is already available and decreases time required for filling out forms.

Risks associated with generative AI adoption

• Data security and privacy are at the top of the list of potential concerns.

• Loan decisioning data has the potential to have bias built into it.

• Generative AI hallucinations are a result of the language predictive model.

• Each of these considerations is improving, and still require human input where logical.

• Guardrails will always need to be in place to monitor accuracy.

Addressing key ethical dilemmas

• AI needs to continually be working for customers, not against them.

• Transparency is key in utilizing generative AI.

• Strong governance and control framework are critical to successful AI application.

• AI has the potential to enhance or destroy customer relationships.

The role of compliance officers in generative AI adaptation

• The standard approach to compliance governance must be employed to AI.

• Fair lending issues, whether created by humans or AI, must be addressed in the same way.

• AI must be considered as an additional way to deliver goods and services, and not permitted to violate laws that already exist.

Overcoming implementation roadblocks

• The state of your data structure is critical to effective implementation.

• Inaccuracies and biases that are built into data need to be cleaned up prior to significant use within AI.

• A good governance structure needs to be in place from the beginning.

• Vendor solutions can help with implementing AI.

• Strategically identify where specifically your company will utilize AI.

• Consider use cases to maximize effort and investment.

Measuring the success of AI implementation

• Consider your current customer processes and satisfaction, and apply the same metrics on AI.

• Operational efficiencies can be measured by key performance indicators.

• Apply the measurements that are already providing useful information to AI.

• Consider employee engagement – how is AI utilization affecting your team?

The future of generative AI

• Deep research in generative AI is leveraging reasoning to find and analyze data.

• AI is coming, and we as humans need to be educated about and prepared for what it is capable of.

• Consider competencies required of future generations to optimize efficiencies.

This podcast is powered by FCCS.

Connect with Kris Stewart — Kris Stewart

"I like to think of generative AI as the most knowledgeable, fast, compliance assistant that I could ever hope to hire." — Kris Stewart

"Generative AI is not meant to replace the human, it's meant to help filter the work." — Kris Stewart

"You need AI to do your work efficiently these days, but you need guardrails too." — Kris Stewart

"Be fearless about investing and learning. The technology wave is coming whether you engage or not." — Kris Stewart

Burnout is affecting everyone in farm credit, from individual contributors and managers to senior leaders. The recent FCCS Employee Engagement survey revealed that while everyone is feeling burnout, the why behind burnout varies based on each individual association This episode of the Forward Thinking Podcast features FCCS VP of Marketing and Communications Stephanie Barton and FCCS Organizational Development Consultant Angie Coleman unpack the data from this survey, define what burnout looks like across different roles, and explore what organizations can do to combat burnout, improve employee wellbeing, and drive engagement.

Episode Insights Include:

The FCCS Employee Engagement survey

• The survey highlights trends by region and size.

• The survey will be conducted annually.

• 2024 survey findings included a national and global decrease in employee engagement and an increase in management satisfaction.

• Burnout is continuing to increase, despite distance from the pandemic.

Burnout at every employment level

• Middle management is most negatively affected by burnout.

• Senior leaders feel burnout the least, possibly because of their level of control, but also because they understand the 'why' behind change.

• Communications breakdown is a major player behind burnout.

• Leaders rarely overcommunicate with their teams.

• There is no clear correlation between burnout and company size, region, weather, or challenges.

The manifestation of burnout

• Middle managers are carrying the heaviest emotional load as they support both upper management and individual employees.

• Burnout needs to be addressed from an emotional labor standpoint as well as a task-oriented perspective.

• Leaders can ask themselves what specifically they are worrying about with their teams.

• If everything is a crisis, then employees can't get excited about anything.

A customized approach to burnout

• The why behind burnout shows that a generalized approach to combatting burnout will not be effective.

• Customized training, targeted strategies and one-on-one meetings are essential to productive change.

• Managers can note specific employee concerns and address then at each one-on-one meeting.

Successful burnout combat strategies

• Communicate survey results to the entire employee population at the same time in the same way.

• Set clear bullet points for leaders to address in one-on-ones and team meetings to enhance purpose behind communication.

• Consider if you are taking things off employees plates as often as you are putting things on.

• Leaders can use the findings from the surveys to connect with managers and employees about specific questions in one-on-one meetings.

This podcast is powered by FCCS.

Connect with Angie Coleman — Angie Coleman

"If you [as a leader] feel like you're tired of communicating, you're probably just scratching the surface on what your employees need in terms of their level of communication." — Angie Coleman

"While everyone is feeling burnout, the why is completely up to the individual association and what's happening in that space." — Angie Coleman

"It's helpful not to just approach burnout from a task-oriented perspective, but also recognizing how we can be supportive of that from an emotional labor standpoint." — Angie Coleman

"If everything is a crisis, then really nothing is." — Angie Coleman

"It is critical for leaders to ask the right questions so they can meet employees where they are." — Angie Coleman