A few days ago, the U.S. Surgeon General reported a new epidemic that’s been tearing through our country — loneliness.
When we think about an epidemic, it’s often regarding widespread infectious diseases that ignite panic, cause casualties, and trigger governmental response.
But what the Surgeon General is calling an “under appreciated public health crisis” affects about half of all U.S. people. The alarmingly progressive cases of loneliness have not been previously dealt with at this level but continue to pose extreme and deadly health risks to all of us.
When I saw the recent headline, my heart immediately sank. Silently, I didn’t want to admit it. But, truthfully, have you (or anyone you know) felt “lonely” at any point in the last few years?
Yeah. Me too.
Mulling this over, I knew I needed to write about it. Connection and psychological safety have always been of the utmost importance to me, not just personally, but also professionally. In order to create the best workplaces in the world, our offices must foster an environment that allows every employee to feel connected, safe and included. And if we aren’t doing that, humans aren’t able to offer their best work.
Humans are wired for social connection, but we’ve become more isolated over time.
Social connection significantly improves the health and well-being of all individuals.
Social connection is vital to community health and success.
We all have a role to play in fostering social connection. So, what can you do to play your part personally or professionally?
How to Fight Loneliness in the Workplace
Foster a culture of inclusivity: Take uncharted measures to ensure each team member feels welcomed, valued, and heard. Create lines for open communication and aspire for diverse perspectives.
Create socially interactive opportunities: Provide ways for team members to socialize and connect beyond work-related tasks. This may include team-building activities, happy hours, volunteer days, and other creative activities.
Take the time to celebrate: Recognizing and celebrating the accomplishments of teams and individuals show that even small wins count and have a big effect in the larger picture.
Provide support for mental health: Offer resources and other means of support for team members who may be struggling with mental health issues. This can include access to mental health professionals, employee assistance programs, or other resources.
Prioritize empathy: By showing empathy for team members who may be struggling at work or beyond. Simply listening is the first step in showing care and support.
Loneliness is the Latest Epidemic
How to Fight Loneliness in Your Personal Life
Don’t wait, reach out: To overcome feelings of loneliness or help somebody who may harbor such feelings, it’s best to reach out instead of being reached out to for conversation. Even a few minutes of conversation can help people feel more connected.
Join a group or a club: Finding like-minded people in groups or clubs is a great way to synergize creative interests. Taking the step to join might provide the right opportunity to meet new people and make meaningful connections.
Practice self-care: Self-care takes many forms both physically and mentally. This may include exercise, eating well, sleeping long enough, and practicing mindfulness. But the first step in successful self-care is allowing yourself to do it.
Seekprofessional help: If you’re struggling with persistent feelings of loneliness, isolationism, or depression, consider seeking help from a mental health care professional.
As always, I’m cheering you on. If you found this blog post helpful, please forward it on to anyone you think needs to hear it.
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/05/Loneliness-is-the-Latest-Epidemic.png3801000Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-05-04 13:11:402023-05-04 15:58:06Loneliness is the Latest Epidemic
Recently Radio Host David Rancken from KRLD NewsRadio 1080 in Dallas contacted me about doing an interview on Workplace Culture trends in 2023. His questions and my answers follow.
David Rancken:
How’s the job market in your industry right now? This year started out with some of the lowest unemployment numbers in decades, and there seems to be no end in sight to the great resignation of 2022, but there are still a lot of issues dealing with the workspace these days. On today’s “Ask the Expert”, we are talking to Shannon McKain, a workplace culture expert as well as motivational speaker, and she is in the KRLD Zoom Room. Shannon, thank you so much for the time!
Shannon McKain:
David, thank you so much for having me back on KRLD again!
David Rancken:
When you’re giving out your talks, you talk about something called The Great Divide in the workplace. What is that?
Shannon McKain:
I’m so passionate about people having professional lives and personal lives that they absolutely love, and frankly, for most of us, we have to spend a fair amount of our time in the workplace. But unfortunately for the last decade or so, we have been so divided in so many key areas, I feel strongly that we are focusing too much on those divides and not enough on what actually brings us together.
David Rancken:
And the whole thing is this divide that you speak of. It’s not just in the workplace. It’s literally the entire nation is divided in some fashion. What is it about people that makes us so divisive?
Shannon McKain:
Golly, that could be a whole segment in and of itself, but I think particularly today, we are just so riled up because we have so much information at our fingertips, and people are empowered now more than ever to be able to assert their opinions, feelings, or emotions about something. And that’s valid. People should be able to have that opportunity. However, we’re not doing it in constructive ways where we can still continue to be pulled together on issues, especially when it comes to workplace culture.
David Rancken:
What do you see are the biggest workplace culture trends into 2023? As we are really just into the birth of this new year.
Shannon McKain:
We’ve been through so much in the last three years. Because of that, I think today we’re seeing more burnout, fatigue, confusion, anxiety, and more mental health issues than ever before. So I think when you talk about the last three years and all we’ve experienced, essentially we disrupted the apple cart in every particular sense. Humans need stability. We really do need parameters to do our best work in life. So when all of that got disrupted these last three years, it’s leaving us with a lot of confusion coming out of it. We need to focus on creating workplace culture that not only provides structure, but is healthy for employees.
David Rancken:
One thing we had seen for the last couple of years has been given the nickname, the Great Resignation, where people found other jobs in other places, but that’s also getting followed by what they’re calling the Great Regret, where they look back and say, it’s not so great on the other side.
Shannon McKain:
The workplace issues we’re seeing today have really become a PhD level of how do we solve this equation. So yeah, I think employees are definitely saying, we want something different but we aren’t necessarily finding what we need.
David Rancken:
It really isn’t. And they didn’t know what to expect when they went into the great unknown of the new company. And what they did end up losing was any seniority they had at their old place. And they might be finding this company that I just joined, I might be making a little more money, but is that extra money worth it?
Shannon McKain:
Yeah, absolutely. And in the 20+ years that I’ve been really analyzing workplace culture and issues, people think that they are motivated by money, but really at the end of the day, we are motivated by so many other facets.
For example, right now we are seeing younger millennials and particularly Gen Z not being motivated in the traditional senses whatsoever, whereas career trajectory, hierarchy, getting promotions, or the fear of being laid off, aren’t even on Gen Z’s radar right now. They’re motivated in completely different ways.
David Rancken:
But they haven’t seen what it’s like on the other side when unemployment numbers up upwards of 12, 13, even upwards of 20% in previous decades.
Shannon McKain:
Yeah, absolutely. And I think this next year we are still looking at a lot of uncertainty, especially with a pending recession and the layoffs that we are currently seeing and will potentially see here within the next few months.
David Rancken:
And a lot of people had you talk about layoffs, a lot of people had interest in getting into the tech sector because it seemed like it’s a lot of fun in all the perks that Google and Facebook were providing, and the layoffs are really hitting the tech sector very hard at this point.
Shannon McKain:
Yeah, if you jump on LinkedIn on any given day, you see announcement after announcement of another layoff. And frankly, I don’t think that that’s doing anything for our mental health either.
David Rancken:
Let’s talk about LinkedIn for just a second. You brought it up. That gives younger employees a chance to find new work, something that older employees really never had before. In the old days, they had to stick and look through the want ads and on and through networking and everything else. How big of a sea change has LinkedIn been?
Shannon McKain:
I’ve watched LinkedIn from its inception. It’s been another great tool to not only leverage our networks, but also communicate professionally. I wish younger generations would understand that and leverage it to its fullest potential. The way we communicate, write, and put our information out there is being utilized in really great ways on LinkedIn right now.
David Rancken:
What are people missing out in not using LinkedIn?
Shannon McKain:
Constantly reevaluating our profiles, updating them, thinking about how can we promote ourselves. The idea of a personal brand and self-promotion is a very real thing. Gary Vanerchuk talks a lot about day trading our time as currency right now. Everybody’s constantly trying to stay relevant and stay in front of other people. LinkedIn is no different for your personal brand.
You have to continually think about what do I need to add to my brand? What do I need to communicate and put out there professionally? And then also being able to communicate with others and really have a discussion or a dialogue. Contributing to different conversations across the platform or following different hashtags, or again, just keeping people up to date with what you’re doing.
David Rancken:
That’s got to be tough for older workers that don’t necessarily know how to use LinkedIn properly, what steps would you tell someone that is an older person that hasn’t necessarily used it?
Shannon McKain:
I think the first thing you can do is think of Google as your best friend. You can Google and research anything today. So if you have a question about how to get started on LinkedIn, I’m sure that there’s 25 different videos on YouTube or Google to teach you how to do that.
But from a fundamental standpoint, think about how you have your physical real estate, say your home, your apartment, your townhome, wherever i you live, but also think about your digital real estate and being able to put all of your information professionally in one place that everyone can find it. So recruiters can search for you, that you’re using the right keywords and metrics to be able to say, okay, who I want to connect with professionally. And then also just being able to create status updates and just saying, Hey, here’s going on with me week-to-week or day-to-day.
David Rancken:
I guess that’s, it’s basically turning yourself, as you said, into your own brand that has to get the message out there about what it is you are and what it is you do, and how do you get that message out to followers and how do you find those followers?
Shannon McKain:
There’s a fella by the name of Richard Bliss doing a lot of education right now around the proper ways to use LinkedIn and how to optimize getting your information out there and what your reach is. Just with anything else online right now, we’re subjected to the algorithms that the parent companies want us to adhere to. It can be very cumbersome for listeners right now. I don’t want to get too into the weeds on that particularly, but just thinking about professionally, how do you write and articulate a couple of important sentences about what’s going on with you and where you’re at in your career? And then of course, engaging and connecting with folks, it’ll just continue to build a bigger reach.
David Rancken:
We were talking earlier about Gen Z and younger millennials. They don’t seem to have the same attitudes towards a workplace as older workers.
Shannon McKain:
Absolutely not. As a keynote speaker, I talk about all areas of workplace culture and workplace issues. And one of the key areas is different generations and how they are motivated, how they communicate, and what they value. Particularly with Gen Z right now, we’re not seeing them motivated in the traditional ways whatsoever.
Historically, generations were very motivated by terms of seniority, hierarchy, and working their way up the corporate ladder. But Gen Z is just simply not wanting to do that. They see that as a very stressful move, and they’re willing to forego the extra income or the additional perks of getting into middle management or climbing the ladder for what they perceive to be a better work-life balance, maybe perhaps being able to have more flexibility and just staying where they’re at. And they’re also not motivated at all by the fear of being terminated. So when you look at the psychology of this generation, we have to tackle it in a completely different way than we have with any other generation.
David Rancken:
But how does that affect the companies themselves as they’re looking to replace workers and they’re finding out that the workers that they’re hiring don’t care if they’re there or not?
Shannon McKain:
So the biggest component for management and employers is to first understand to achieve excellent workplace culture, they have to understand the psychology of employees. Then they can address how to meet employees needs. For example, right now we’re seeing that the number one motivating factor, across the board, in every area of employment is that employees just simply want to feel safe. They want to feel psychologically safe; they want to feel like they can speak up or contribute without the fear of being reprimanded. And they want to understand that their employer trusts them, especially when we’re still working in a hybrid environment and don’t really want to work the traditional nine-to-five anymore.
And so employees want their employers to be able to trust them that they’re going to get the work done and they’re being productive, even if it’s not at the right place or the right time, nine to five, if that makes sense.
David Rancken:
Yeah, it does make sense. And you talk about other issues because we, we’ve seen it in school districts, we’ve seen it in other offices. A lot of companies are looking to stand out among possible job applicants, and one of those involves something like a four-day workweek. Is that going to become more normal in the near future?
Shannon McKain:
It’s a very interesting climate that we’re looking at right now. The four-day work week that we’re seeing, as you had mentioned in education and also in corporate America. That’s kind of a two-part thing that we’re seeing right now. One in part because of labor shortages and education in schools across America, we’re just simply not seeing teachers wanting to come to work and teach. And so that’s been a really huge issue. We’re seeing that in terms of labor shortages, but then we’re also seeing it in terms of the demand of the psychological needs of workers today.
What people don’t remember or understand or maybe have forgotten that the five-day workplace hasn’t always been that way. In fact, it didn’t actually get implemented in corporate America until 1926 when Ford Motor Company actually adopted that particular work schedule.
Prior to 1926, we were looking at labor as very strenuous and hard labor types of careers and jobs, and the expectation was that workers had to work six to seven days a week, even 10, 12, 14+ hours a day. And then in 1926, Ford Motor Company said, I don’t think that this is where the future of work needs to go. And they implemented this five-day work week, nine to five, and everybody gasped and said, oh my gosh, this is crazy. But it worked and productivity went through the roof. We did that for a century, and now we’re seeing the apple cart gets turned upside down again. I think it’ll be really interesting to see what happens in these next couple of years with the four-day work week.
David Rancken:
Do you see companies looking towards older workers to take on some of these jobs that the Gen Z and millennials might not. Or are older workers kind of being left out in this great surge of hiring?
Shannon McKain:
I think older generations are certainly at a crossroads right now trying to understand their place in navigating all of this. I think in general; employees are being asked to do all different kinds of tasks that are putting them outside of their comfort zones. Older generations need to ask themselves what they have to do in order to continue their career until they can successfully retire.
David Rancken:
One of the phrases that came out, and this will probably be the last question we talk about, is the phrase that came out in the last year was the phrase quiet quitting, where people decided, I’m going to do my job to the best of my ability. I’m not taking on anything extra. Is that still the case? Or companies saying, okay, just do your job and we’ll hang on to you?
Shannon McKain:
We have all these fancy terms that we’re coming up with these days. I think if you really look at the evolution of the workplace in general, you’re always going to have those workers that want to continue to push and do everything to impress their managers. And then you’re also going to have the workers that are going to say, this is what I was hired to do, so, therefore, I’m going to get that done and then go home.
So from a “Quiet Quitting” standpoint, companies are just trying to do whatever they can right now to make things be successful. At the end of the day, I think we all need to ask ourselves, what are we doing to meet in the middle to be able to make our workplace culture more productive and successful?
David Rancken:
Shannon McKain is a workplace culture expert and motivational speaker. You can find her at www.shannonmckain.com on today’s ask the expert. Shannon, thank you.
Shannon McKain:
Thank you so much, David, and I hope this helps your listeners today!
About The Author
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/02/Workplace-Culture-in-2023.png450800Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-02-23 14:33:302023-02-23 14:33:33Workplace Culture Issues in 2023
The 25th Annual Women in Construction Week is right around the corner! As you get ready for the big week on March 5-11, here are some of the ways you can show your support for women in construction – both during WIC Week and year-round
How you can support women in construction
1. Train leaders & employees
According to Statista, the share of female employees in the construction sector has been increasing over the past couple of years. However, in 2021 only one-tenth of construction workers were women. That means 90% of construction employees have never walked a day in a woman’s shoes, leading to blind spots within many workplaces in the industry.
By offering workshops and training for employees on implicit bias, discrimination, and other issues facing women in the workplace, you can introduce important tools for awareness that help create a more welcoming environment for women.
2. Provide networking opportunities
Since women make up only approximately 10% of the construction sector, seek out and implement opportunities for women to connect with other women: Offer to pay for memberships to professional associations, chamber events, and gatherings centered on championing women in the workplace. (NAWIC and PWC are excellent places to start.)
3. Donate to your local NAWIC or PWC chapter
NAWIC, PWC, and other organizations that champion women operate on tight budgets. By donating to your local chapter, you can increase access to vital resources for women and thereby help to elevate women across the construction industry.
4. Diversify your perspective
It’s true what they say: Knowledge is power. By attending events, reading articles, and surrounding yourself with people whose experiences are different than your own, you’ll gain a deeper, more well-rounded perspective on the multitude of issues facing women in construction today. It’s a win-win-win: Good for you, good for women, and good for the industry as a whole.
5. Be an ally
Being an ally is the most effective way to recruit, retain and support women that want to work in construction. With your allyship, the construction industry can find new ways to diversify and elevate the industry as a whole.
About the Author
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/02/Are-You-Ready-For-Women-in-Construction-Week.png450800Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-02-10 15:49:372023-02-10 15:49:40Are You Ready for Women in Construction Week?
The construction industry has been historically male-dominated. However, recent years have seen a shift toward inclusion, with more women and people of color entering the field. Inclusion leads to better outcomes for projects in the construction industry, which is a good thing for the industry.
The construction industry has long been a male-dominated field. But in recent years, there has been a push to increase diversity, equity, and inclusion (DE&I) in the construction industry. And for a good reason—studies have shown that companies with diverse teams are more innovative and perform better than those without.
What exactly is Diversity, Equity and Inclusion in the Construction Industry?
DE&I is the practice of inviting people of all backgrounds and experiences to participate in the construction process. This includes but is not limited to women, people of color, LGBTQIA+ people, people with disabilities, and veterans.
There are many reasons why DE&I is important for the construction industry. First and foremost, it allows for a wider range of perspectives during the construction process. When you have a team of people with different backgrounds and experiences, they will approach problems differently. Having diverse groups will result in innovative solutions that might not have been thought of otherwise.
When we talk about workplace culture, inclusion, and belonging, we must be sensitive to every employee feeling a sense of belonging. When we don’t recognize blind spots, employees become less engaged and don’t give their best work. By recognizing employee backgrounds, motivations, communication preferences, generational differences, and more, we allow our workplaces to be more inclusive and accepting of all walks of life.
Additionally, studies have shown that companies with diverse teams are more profitable than those without. So not only is DE&I the right thing to do, but it’s also good for business!
Why Is Diversity In Construction Important?
There are many reasons why diversity in construction is so important. For one, it helps to ensure that everyone has a fair chance at finding employment in the industry. Additionally, diversity helps to create a more well-rounded and skilled workforce, which can ultimately lead to better-quality construction projects. Finally, diversity also helps foster a sense of inclusion and understanding within the construction industry, which can help break down barriers and improve communication between different groups of people. In short, diversity is essential to the construction industry for both practical and social reasons.
McKain’s Motivation for Supporting Inclusion in the Construction Industry
When everyone feels like they belong and are valued, they are more likely to do their best work. That’s why diversity and inclusion are so important in the construction industry. Diversity allows contractors to tap into a larger talent pool. They also find that their projects benefit from different perspectives and creativity.
Shannon has a background and history working in the A/E/C space. With over 250 speaking and consulting engagements under her belt, she has worked with audiences ranging from architects, engineers, general contractors, and even specific construction areas, including ready-mix, AGC, construction financial management associations, and more. She is well-versed in this industry and a strong supporter of the advancements being made to support diversity, inclusion, and belonging in the construction space.
What Does Inclusion Mean in the Context of the Construction Industry
Unfortunately, the construction industry still has a long way to go in terms of inclusion. Women make up less than 10% of the construction workforce, and people of color are even less represented. This lack of diversity can lead to problems on construction sites, such as discrimination and harassment. It can also lead to lower quality work because contractors are not benefiting from fresh perspectives.
How Can We Achieve Greater Inclusion in the Construction Industry
Contractors can do a few things to increase inclusion in construction. One is to provide training on diversity and inclusion for all employees. This training should cover topics such as unconscious bias and how it can impact decision making, how to create an inclusive work environment, and how to identify and report discriminatory behavior.
Another thing that contractors can do is audit their hiring practices. Are you only recruiting from a few schools or only advertising job openings in certain places? Widening your recruiting net will help you attract a more diverse pool of candidates. Once you have diversified your applicant pool, it’s important to create an interview process that assesses candidates fairly. Interviewer bias can play a significant role in who gets hired, so it’s important to be aware of it and take steps to avoid it.
The Role of Government and Standards Organizations in Achieving Greater Inclusion
Leaders in the field of construction are working hard to advance inclusion and belonging in this industry. You might be familiar with the recent initiative of Construction Inclusion Week.
Challenges to Achieving Greater Inclusion & Possible Solutions
With the pandemic, Quiet Quitting, and The Great Resignation, many of us have seen labor shortages and talent concerns these last few years. While there is no cure-all for the big picture, there are some ways the construction industry can combat these labor issues. Here are a few ideas:
Get more buy-in from construction leaders for inclusion.
Work on diverse recruitment and hiring practices.
Bring in industry leaders and keynote speakers to discuss issues.
Review your company policies and manuals to ensure inclusion practices exist.
McKain’s Hopes for the Future of Inclusion in the Construction Industry
Inclusion is vital for the construction industry because it improves project outcomes. Contractors who embrace diversity find that they have a wider pool of talent and that their projects benefit from different perspectives and creativity. Unfortunately, the construction industry still has a long way to go in terms of inclusion. Women make up less than 10% of the construction workforce, and people of color are even less represented. This lack of diversity can lead to problems on construction sites, such as discrimination and harassment. It can also lead to lower quality work because contractors are not benefitting from fresh perspectives. To increase inclusion in construction, contractors should provide training on diversity and inclusion for all employees, audit their hiring practices, and create an interview process that assesses candidates fairly.
There’s no doubt that DE&I inclusion is critical for the construction industry. Inviting people of all backgrounds and experiences to participate in the construction process can create more innovative solutions and build a more profitable industry.
If you need additional resources, feel free to reach out. Are you looking to book your next keynote speaker? Reach out to us on our contact us page.
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
https://www.shannonmckain.com/wp-content/uploads/2022/10/construction-inclusion-week.png321845Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2022-10-27 16:32:362022-10-29 16:23:02Background & Motivation for Supporting Inclusion in the Construction Industry
Recently Radio Host David Rancken from KRLD NewsRadio 1080 in Dallas contacted me about doing an interview on The Great Resignation. His questions and my answers follow.
David Rancken:
Hey, Shannon. First off, we have to define The Great Resignation. That name has been getting thrown around a lot lately. What is it?
Shannon McKain:
Thank you so much for having me on your show. The Great Resignation is a term coined at the beginning of the pandemic by a professor at Texas A&M. He predicted that this fallout was going to happen. The Great Resignation is simply saying that employees are quitting their jobs left and right.
David Rancken:
There is something to be said for the dynamic shifting some. It has gone from employers have all the control, to now the employees having a little bit more than they would have prior to the pandemic.
Shannon McKain:
Absolutely. It’s important to note that The Great Resignation is talking about employees voluntarily leaving their jobs. It’s not about unemployment or employees that are being let go. So, yes, in a sense, it all comes back to supply and demand. If employees aren’t willing to work under the restrictions or terms and conditions that an employer has, then they’re not going to work for them right now. So that’s the name of the game.
David Rancken:
So why would an employee decide to leave one company to go to another? Is there any guarantee that the other company’s going to be any better?
Shannon McKain:
I don’t know that there’s necessarily a guarantee, but it’s certainly an interesting shift that we’re seeing right now. And I think you just have to look at behaviors and psychology. This even goes prior to the pandemic and The Great Resignation. If you think about generationally, we’ve seen the most recent generations not as loyal as previous generations were to maybe one or two employers. And so, maybe this grass is greener mentality or just the advancement of technology and the opportunities that we have today that weren’t there 40, 50, 60 years ago that you have access to so many more types of jobs and types of employment. And so, therefore, employees can say, “Hey, we want to name the terms.”
David Rancken:
Previous generations would have seen on their resumes if they had multi jobs and multiple companies over a short period of time. They would be considered less hirable.
Shannon McKain:
Correct. Or considered what we would call job hoppers and somebody that wouldn’t stay with us. So therefore, we don’t really want to hire them. But, again, that mentality is shifting today.
David Rancken:
So what industries get hit at the hardest by the great resignation?
Shannon McKain:
We’re still looking at that data, but if you look at an overall whole of the information, we’re really seeing that food and service industry-related, also healthcare, and retail types of positions. Those are the three industries that we’re seeing have been hit the hardest over the last year, year and a half.
David Rancken:
If you’re on some kind of a career path, you know you want to be at a certain point at a certain period of your time. If you decide you’re going to leave at one company and then go to a different company, aren’t you starting out at the bottom, and doesn’t that hurt your path?
Shannon McKain:
It’s an interesting question you raise. But what I’m seeing right now with a lot of the employers that my team recruits for, and also looking at the trends and the data and analytics, is that because companies need employees so badly right now, companies are willing to offer new incentives or different types of incentives than we’ve seen before. So it’s not just like, “Oh, you’re now the new low man on the totem pole again, but now maybe we will raise other benefits that you maybe already had, and we’ll get in a raise to keep you, or to get you to come over to us.
David Rancken:
You bring it up that companies are now looking to hire people. Does that mean they have to lower their standards in the kinds of people that they’re going to take on because they need to fill quotas of just bodies?
Shannon McKain:
So that’s another interesting question. With the employers and the CEOs of companies that my team works with, they are not willing to settle just to put a body in a seat. In one sense, it creates a different stress on the current employees because there is a workload that still needs to be accomplished. However, I understand and respect the employers that I’m working with, that they say no: we don’t want to change our workplace culture solely to just go grab candidate A or candidate B. If they don’t fit, they don’t fit. And we’re willing to hold out until we find the right fit.
David Rancken:
How tough is it then for companies, employees that are already there? They’ve given their years. They’ve given their blood, sweat and tears to the particular job they have, to see their company going out and looking to recruit as much as possible. What’s in it for the people to stay where they are?
Shannon McKain:
Yeah. Well, I think in the circumstances that I’ve seen over the last year is that in most circumstances, it’s because the company is expanding. So these are new roles they’re looking to fill. It’s not necessarily because they’ve let somebody go or that they’re looking to let people go. So from that perspective, the psychology is great. Th current employees understand that, “Hey, things are going great here. We’re looking to add more team members to the table.” And I think it all comes back to, again, communication and psychology. If you’re communicating to your current staff, “Hey, this is what we’re trying to achieve here. And if you’ll just bear with us, it might take us a few more months to find the right person. But if you’ll just bear with us.” Then I think it just alludes itself to saying, “Hey, we all understand, and are in agreement about what we’re trying to achieve.”
David Rancken:
Is it a good thing to change companies every so often just to learn a different way of doing something that it could be better for you?
Shannon McKain:
Well, I’m a millennial and I probably come from the mindset that, yes, absolutely. I don’t think it hurts anything to maybe switch it up every three, four, maybe five years. From a recruiting standpoint, it’s an unofficial line where we say, if somebody’s with a company at about seven years, seven years is that marker of saying, we don’t think that that person’s really going to leave, or at least they’re not going to leave as readily as somebody who’s only been there a couple of years. So, from my standpoint, the advantages and the gain of maybe changing it up a little bit is not only monetarily, but as to your point that you can learn new skills and you can learn new perspectives.
David Rancken:
So what happens when an employee says, “That’s it. I’m done. I’m going to another company.” And then they find out that company is worse. Will they go walking back to the old place with their tail between their legs, and will that old place take them back?
Shannon McKain:
Well, again, I can’t speak for others, but what I’ve seen over the last year is that companies know what the market looks like right now. And they know that it’s so much harder right now to be able to find somebody if they have to replace someone. So they’re doing anything and everything they can to keep their current employees. Just to give you a couple of examples, I’ve never seen so many companies so aggressive with increasing pay. Now, this gets into a double-edged sword here because, at the end of the day, human beings are not motivated by money. They’re really not. There are so many other motivating factors that go into why somebody gets up every day, performs the job that they do, goes in and selects the type of work that they want to do and or who they want to work for.
We have a misconception that people are going to be satisfied with an increase in pay. I’ll get to that in a second, but it is happening. And I think employees are “chasing the shiny object syndrome” right now because we are seeing such an inflation in people’s pay and salaries. So again, it’s a double-edged sword. People are getting thrown money at them left and right to either stay or to be recruited to another company. And then, ultimately, at the end of the day, I think we all need to asking ourselves, really, what’s going to make us most happy, most productive, and want to be able to give 110% in our careers?
David Rancken:
Are employees getting smarter about what to ask for from a company?
Shannon McKain:
I think as a culture, we are all getting smarter about what we want out of our lives. The American way or the Western way is that you live to work. You are supposed to work 60, 70, 80 hours a week and not say anything about it. And I think that we’re just getting smarter as humans saying, “Hey, that’s not realistic anymore.”
David Rancken:
Is it the whole concept because the phrase work-life balance has become so popular in the last couple years, especially during the pandemic?
Shannon McKain:
Yes.
David Rancken:
We worry more about making sure we have a balance in our lives.
Shannon McKain:
Yeah, absolutely. #WorkLife balance. Look, at the end of the day, human beings are complex individuals. We have so many different interests. We have so many different pieces of our lives that pull us in different directions. And so, really trying to find that balance and what works. I think also too, the one size fits all mentality, it’s just not applicable anymore. Again, humans are complex creatures, and we need to really understand those intrinsic values and motivations.
David Rancken:
One last question. How long does The Great Resignation last?
Shannon McKain:
Oh, my goodness gracious. I think we were really surprised with the data that just came out from November. We kept seeing this trend of increasing resignations from month, to month, to month, and then it dipped in October. And we thought maybe this is the end of it. But then November, we just saw a record high of 4.5 million resignations. Golly. I think we’ve still got a few months ahead of us here.
David Rancken:
. A follow-up to that one. In another survey you found, almost 30% of people are willing to leave their jobs even if they don’t have another job lined up. They must be really confident they’re going to find something quick.
Shannon McKain:
The psychology behind that, I personally don’t understand. I personally would never put myself in a situation like that. But I guess if the rhetoric that you’re hearing on a daily basis is that there’s all these openings, then maybe yeah. Maybe it is affecting people’s thought process and how they handle that.
David Rancken:
People looking more at jobs versus career. I mean, looking to do, I’m going to do something like this right now, five years from now, maybe doing something different.
Shannon McKain:
I don’t know if the trajectory is still the same as it was 20, 30, 40 plus years ago. We were conditioned to believe that you go to primary school, then college, and then you enter the workforce at the bottom and then you work your way up to management, middle management. And again, I just don’t know if that’s the mindset people have anymore. Again, going back to the idea that we really are honing in on this idea of work-life balance, and mental health, and really trying to take care of ourselves physically, mentally, and emotionally, that a job is a job, and it pays the bills, and it’s not the same as building a career.
https://www.shannonmckain.com/wp-content/uploads/2022/02/the-great-resignation.jpg8481533Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2022-02-01 20:51:072022-02-01 20:51:18The Great Resignation
Employers, have you ever used a job board to recruit top talent? If so, keep reading!
You might not be aware that cybercriminals are scamming companies and job seekers via job boards. These nefarious individuals are savvy in their approach, creating vulnerabilities from several angles. I’ve put together some safety tips and tricks for employers to know while creating job board listings.
Hackers are logging into your job board accounts and creating listings under your company profile.
Perhaps you created an account with a job board years ago and haven’t logged in since. Or maybe you are using an easy password so that multiple people inside your company can log in. Regardless, it’s important to note that you must keep all of your online accounts secure. Otherwise, they are vulnerable to hackers stealing your company data, posing as you, and stealing applicants’ information. Here are some tips to mitigate this issue:
Make sure to monitor all of your accounts, whether you are actively using them or not. Do a periodic checkup of all of your accounts and make sure you know exactly who has access to them. Perhaps you need to change user permissions or access.
Update your passwords. Make it a habit. While it’s frustrating to keep remembering new passwords, it will also safeguard you from unwanted drama. By periodically changing your login information, you can proactively get ahead of hackers.
Always check your credit cards for bogus charges. Hackers are using the data in your account to create new job listings to attract candidates. These extra charges will show up on your credit card statements alerting you that your company profile on a job board might’ve been hacked.
Hackers are creating fake profiles on job boards posing as your company.
Seems like a lot of work, right? But, it’s the latest way hackers are trying to scam folks. Perhaps your job board accounts are secure. But, what you might not realize is that online scammers are creating fake profiles that appear as your company. While this may not directly impact your business, it can create confusion within your community, reduce confidence in your organization, and hurt potential employees.
Take a few minutes today to cross-reference and check that everything on your job board listed is active and credible. This is a super easy step that can be done periodically and quickly.
Do a quick google search and make sure nothing false or shady appears. Try searching different keywords and phrases to see what comes up. This is also great practice for brand awareness too!
If you DO have an active job opening, take these precautions while interacting with potential employees.
Hackers are incredibly savvy in gaining insights, data, and knowledge into your organization. They go at it from every angle. Additionally, something as simple as a link on a resume can take down your entire computer system. Here are some best practices to mitigate any company-wide damage.
Always double-check the email address you are receiving information from. Hackers can pose as individuals applying to your company, but if the email address seems fishy, it could very well be.
Avoid receiving or opening word documents from any applicant. Encourage applicants to send you PDF copies of their materials. This will cut down on any unwanted malware or clickbait.
Do not click any links that candidates send you without 100% confidence.
Have other tips or advice? Feel free to leave us a comment below. While we are busy helping organizations create world-class teams, we also stay on top of the latest news and data impacting our clients.
https://www.shannonmckain.com/wp-content/uploads/2021/10/RecruitingHackersBlogImage.png3801000Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2021-10-11 14:48:282021-10-11 16:34:18Fake Job Posts: Have You Been Hacked?
In competition, how do you know who has the upper hand? Does it depend on size or skill level, or maybe strategy? Perhaps it’s something else. Recently, I faced off against a 14,000 ft. mountain alone and discovered where the upper hand truly lies.
Preparing to climb a 14,000 ft. Mountain
A few years ago, I decided to climb another fourteener, otherwise known as a mountain of that same minimum elevation. However, I struggled to find anyone who would go with me. So, about a year ago, I finally decided that the next time a Colorado speaking engagement came across my desk, I was going to climb with or without anyone. Climbing/hiking has always been a hobby of mine. I had even completed two similar climbs over ten years ago with groups. Taking on this mountain was different. I was going solo.
There are 96 fourteeners in the United States. Fifty-three of those are in Colorado. I live in flat ol’ Dallas.
Trailhead sign marker
Beginning of the hike
1/3 of the way up
Was something like this even possible at this point? After living just above sea level, I began to doubt myself with so much time between climbs. Anxiety set in, thinking about accomplishing this solo, knowing something could potentially go wrong.
One thing I’ve learned recently is that self-reliance yields results. With that, I began daily training with the top of this mountain in sight. I used my phone to log training progress on the stair stepper with a weighted backpack, mini cardio challenges to increase my endurance, and weight lifting reps to build muscle strength. I developed plans, backup plans, and contingency plans.
After three months of diligence, it was time to climb
I boarded a flight to Colorado on a Friday morning for my speaking engagement later that day. It was nice to be doing something familiar like engaging with an audience before something borderline terrifying. I mentioned the next day’s climbing plans to the group, who asked to be kept apprised of my journey to the top. Knowing that my new friends were rooting for me engulfed me with even more determination.
On the long, beautifully scenic drive to the mountains, I learned that the snow conditions on the mountain were slightly worse than anticipated. This was the first wrench in the plan. This wouldn’t be the safest option for a group, let alone, well, being alone. I had never climbed in snow before and needed the least amount of issues as possible.
After arriving into town, I began some research that led to a different peak that wasn’t covered in as much snow. This peak, however, was much farther away. Thankfully, another hotel was available just an hour from where I stood, so I set off.
I was in bed by midnight. Sleeping was difficult, between weighing the “what if’s” and being too tired to actually fall asleep. I faded slowly…
And then I woke up late! I packed up and scrambled the new trailhead as I thought to myself, “great start, Shannon.” I ended up on Mt. Belford, a Class 2 mountain, which was more difficult than what I was expecting, but I sucked it up and prepared myself mentally for the challenge (in hindsight, I’m still not certain if it was the smartest move).
There I was at 7:30 a.m., late but ready to rock with my gear loaded, boots strapped, and hydropack filled. My spirits screamed “let’s GO,” but then slowly began to realize that cell service was absolutely non-existent and nobody else was around. Most hikers start well before 6 a.m. To make matters worse, Mt. Belford was very much off the beaten path from civilization.
It would have been so easy to just panic but instead, I strategized. Anybody I encountered, ascending or descending, I would keep track of to reference my position on this mountain.
Originally, I had budgeted five hours to ascend and three hours to come back down; gravity and whatnot. But about an hour in, I was already exhausted and seriously wondering if I could do this. It’s well known that to be successful on the mountains, it’s best to reach the summit by noon. Otherwise, you may have to deal with unplanned, sporadic thunderstorms. If you’re on the peak while an afternoon thunderstorm rolls in… good luck.
As I contemplated my exit strategy for bad weather, I remembered that I flew all the way to the middle of Colorado to do this one thing — I can’t quit. That’s when I began to set mini goals, or checkpoints, for myself as I did with my initial training.
“Make it one more hour and then you can take another snack break”
“Count your steps and see how many you can consecutively get before stopping to take another sip of water”
“You may not make it to the top, but let’s see how far you can get in the five hours you committed”
Tiny goals, tiny progress, but everything adds up. Slowly, with each stride and each breath, I knew I would conquer this hill.
As noon drew closer, I began to see other climbers, those who arrived on time, making their descent. “Is anyone still up there,” I would ask. Each person knew the importance of this answer and confirmed that some people were still up at the top.
12:30 p.m. rolled in with the clouds as I continued my way up the mountain. At this point, all other options were gone. I had to hustle to make sure I reached the summit and hope that somebody, anybody was still up there. In no way, could I be up there by myself so late in the day.
The weight of this situation crashed down on every nerve. I could feel the cold air get thinner. I could taste my water supply starting to deplete. I could also see the inevitable clouds begin to swirl ahead. I had to pick up the pace.
I passed the first false summit. 1:00 p.m.
I passed the second false summit. 1:30 p.m.
“Hello?” I yelled a few times to empty terrain. I wasn’t there yet. With part haste and part anxiety, I began to jog. Moments later, around the last switchback, I see shadowy figures up ahead. The last group was making their descent.
“Please! Please! I’ve made it this far. Will you please wait for me to summit?” I shouted.
“It’s right there. We’ll wait, but HURRY!” somebody shouted back.
I continued to run; faster, harder until I finally reached the top.
Finally, I had made it. I stood there, holding back tears. Any sense of urgency to descend was pushed to the side for just a second as I panned across what seemed like the entire rest of the world underneath me in that moment — quiet, still, empty. I pulled out my phone and took one photo before noticing the clouds getting a darker shade of angry. Something was about to happen.
(If you zoom in on the upper left, you can see me in all black climbing to the summit while these folks waited. Also, note the ominous clouds.)
Reaching the summit of Mt. Belford 14,197 ft elevation.
Holding a Mt. Belford sign with the elevation on it.
The climb down
I jumped off the top rock and sprinted toward the nice folks, praying they hadn’t left yet. They were slowly making their way back to the trail. As we joined together, the thunder rumbled. This was our first warning.
We FLEW. Nothing but hiking boots but faster than skis as we zigzagged through the switchbacks. And then the ominous clouds turned for the worst.
Overhead, the sky pelted us with graupel (soft small water pellets). Underneath us, the rocks were loose and the ground was wet. Our clothing became a darker shade as it saturated with water and my toes burned with every step. After an hour of downhill running, we made it below the tree line without getting struck by lightning.
We stopped for a moment in the trees and caught our breath. The nice folks continued their way without me. I had given every remaining ounce of energy in the sprint and somehow needed to find a way to finish my descent.
I eventually did make it down. As soon as I saw my rental car, I fell to the ground and wept. I couldn’t feel my legs. My feet were bloody and bruised. I wasn’t sure if I still had either of my big toenails still attached.
This was one of the most challenging experiences I have ever faced in my life. The mental capacity needed to push one’s self, without anyone or anything to comfort you, is monumental. Without cell service, or music, podcasts, nothing – just sheer will power.
You can plan down to the exact sip of water. You can train with professionals. But when you’re faced with empty terrain, alone, and the “what if’s” start to creep into the back of your mind, the effects are crippling. There were moments when I truly doubted that I would make it to the top, let alone OFF the mountain.
But I did. And I did it by myself. 14,197 ft. June 5, 2021
While this was intended to be a fun activity fueled by my love for hiking, I walked away from this with so much more than a thrill.
During the five hours it took me to ascend, I fought harder for mental endurance than I did physical. Questions swirled in my head every time I stopped to catch my breath. There were times when I considered admitting defeat and turning around. At other times I wondered if I truly could even finish, and what would happen if I couldn’t find help. During the very last hour I lost all feeling in my legs near the point of collapsing. But there was no other choice but to continue. Life was on the line. I had to keep telling myself: “You – Can – Do – This.”
I am 100% convinced that humans are capable of so much more than we realize.
We are all born with varying degrees of physical and mental strength. As children, we begin with education in the classroom and exercising on the playground. We learn to read and write and how to play hopscotch or tetherball. We form passions and opinions and begin to develop a lifestyle with routines and goals. And then we get comfortable and settle, adhering to societal norms and our own checklists.
But what if you pushed even just 10% harder than you thought you could? What if you woke up an hour earlier every day to work toward a goal you really wanted to achieve? What if you really are capable of pursuing that crazy idea you’ve stored away in the back of your mind? What would happen if you really did achieve it?
What would that mean to you?
I spent nine hours climbing a 14,000 ft. mountain by myself. I learned that when my back is against a wall, feet bloody and bruised, knees about to buckle with each step, that I choose to fight back and survive. Because that’s what it takes to cross the finish line, even when you’re weak, broken, and bloody.
Maybe your goal isn’t a fourteener. But if you’ve read this far, then perhaps you have something in mind, something more you want from life.
So what’s keeping you from climbing your mountain?
Shannon is a motivational speaker and business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
https://www.shannonmckain.com/wp-content/uploads/2021/06/BelfordSign.jpg8771170Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2021-06-06 18:38:002022-06-02 01:55:06What Is Your Mountain?
This past December, I was snowed in at my sister’s house in Kansas City writing out my goals and projections for 2021. I had just finished my last virtual keynote of 2020 (from her basement) and was excited to end the year strong when I realized
Drumroll please…….
2021 marks TEN YEARS of owning my speaking/consulting business!
Wow! I couldn’t believe it. Where had the last decade gone? Whom had I impacted? What had I accomplished?
In those ten years I:
Spoke in 45 states (still need Rhode Island, Idaho, Maine, Hawaii and Alaska! Know anyone there?)
Addressed over 200,000 audience members
Worked with companies like Tesla, Fidelity Investments, Newell-Rubbermaid, Garmin, MIT and more
Delivered more than 50 segments for TV programs around the country including: ABC, CBS, Nickelodeon and others
Delivered a TEDx Talk
Designed apparel to accompany my “Dream It Map It Reach It” initiative that signifies it doesn’t matter where you come from, or what you have in your pockets, you can still dream big and accomplish your dreams
After a decade of both exhilarating highs and lows, I’ve learned a few things from this wild ride. Strap in, I’m taking you with me!
Here are the ten things I’ve learned over the past ten years.
1. Start with a solid plan.
When I realized being a motivational speaker and business consultant was in my DNA, I put together a plan. I hired a business coach, asked tons of questions and created benchmarks and mile markers to guide progress and results. I knew my plan may get derailed along the way, but because I knew what I wanted to accomplish, it kept me on the right track for success! Q. What’s your plan for 2021?
2. Mentors, mentors, mentors.
Every successful person has had a mentor, or maybe a few mentors, who offered advice, motivation, encouragement, emotional support and grace. I wouldn’t be where I am today without a few significant individuals who have walked alongside me over the past decade. It is helpful to have a fresh set of eyes and ears, especially when I’ve needed to make difficult decisions. Many times, my mentors encouraged me to stick with the plan, even when it got hard. But sometimes, they provided fresh insight and permission to walk the other way and try a new plan, when my original wasn’t coming together as expected. Q. Who do you look to for advice and encouragement along your journey?
3. When the tides change, learn to change with them!
This feels very relevant for 2020, but the truth is that we encounter obstacles every year (heck, probably ever week) that cause us to shift, pivot, roll with it and figure it out. Did you know that in the spring of 2020, when all of my speaking commitments cancelled, I went back to my sales career for a brief while to help distribute a product that was vital during those early stages of the pandemic? Was that part of my plan? No way! But when 2020 threw me those lemons, I learned to incorporate them until I figured out what would be next. When you deny change, you deny yourself opportunities and growth. And wow, have I grown tremendously in this past year. Q. How have you grown because you had to adapt to new realities?
4. There’s no one way to define your professional or personal life.
Every story I’ve heard over the last decade has been similar…. But different. There’s no one way to be the best employee, entrepreneur, student, mom, friend or spouse. However, there IS a right way for how you can define your life. It’s all up to you. You get to make your own rules. Don’t let anyone define that for you. Q. How do you describe yourself?
5. Hindsight is 20/20.
I probably should’ve written that book. Or created more online courses. Or said yes to more things. Hindsight is always 20/20. But, we can’t live our lives in the rearview mirror. We have to keep taking action forward! Q. How are you looking forward?
6. Every relationship matters.
I’ll never forget one Tuesday morning in October 2017. I was drinking my coffee and about to start the day when the phone rang. I didn’t recognize the number, but answered like I always do, “Hi this is Shannon!” On the other end was Brian, the president of an audio/visual company I had worked with a few years prior. We chatted for a bit and then he cut to the chase. He was producing an international company conference which included renting out Gillette Stadium in Boston for three days and they wanted me to emcee the entire thing. I was floored. His staff remembered me from another conference I keynoted and thought I would be the perfect fit for this event. It was a dream come true and something I will never take for granted. I’m certainly not perfect at it, but every day I try to treat everyone with kindness and respect. You never know what relationships will come back around in your life. Q. How can you reevaluate your relationships?
7. Nothing replaces work ethic.
You can study at elite schools, obtain the highest degrees and have unlimited connections, but nothing can take the place of hard work. If you are willing to work hard enough, I believe you can have anything you want. The best players on the field are not always the biggest, the strongest, or fastest. The same can be said about the workplace. Despite what the media and news often show, the best in the boardroom are not always the smartest, wealthiest or most educated. But are they the persistent! Q. How can you increase your work ethic and productivity this next year?
8. Criticism is tough.
There will always be someone who provides solicited (and unsolicited) criticism that makes you question your decisions and your plan. But it’s how you handle the critics that will define you. Detractors are just that – detracting you from your path and your plan. When you can, turn the criticism into fuel to keep you going. Q. It hurts to hear, but how can you turn criticism into a catalyst for you?
9. Your physical health impacts your emotional and mental health.
When I started my business, I was coming off the healthiest time of my life serving as an NFL cheerleader. I was in the best shape I’d been in, which allowed me to work round the clock building my dream business. However, over time running from airport to airport, eating meals out and not getting to the gym as often, caused my metabolism to shift. I felt the energy drain and realized I couldn’t offer as much to my audiences when I wasn’t feeling my absolute best. That’s why I’ve been on a mission to get at least 30 minutes of exercise daily and drinking as much water as possible. Q. I know you know, but are you moving that body of yours?
10. When in doubt, follow your gut.
I’ve learned time and time again; your gut instinct is almost always right. Sure, we put parameters in place to try and guide us, but at the end of the day, if you’ve done the homework, you should feel confident about putting yourself out there and knowing right from wrong. It all works out the way it’s supposed to. Q. Do you trust yourself?
Gratitude – In Closing
Looking back, the one thing I can confidently say is that I am beyond grateful for the journey. The ups, the downs, the twists, and turns. All of it. I can send this note out today knowing that as nervous as I was a decade ago, I still chased my dream. It’s never too late to do what your heart is passionate about. Thank you for being on this journey with me! You inspire me to keep pursuing these passions. I hope you pursue yours! As a matter of fact, let me know what you are chasing. Maybe I can help you get there. Feel free to email me!
Looking for a virtual keynote speaker? A consultant for your team? A coach? Let’s chat! I would be honored to work with you!
Cheers to the next ten!
https://www.shannonmckain.com/wp-content/uploads/2021/03/IMG_7475-scaled.jpg17072560Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2021-03-10 09:00:292021-07-27 18:19:31Ten Years Speaking Business
The holidays are upon us, the store sales have begun and many of us are quickly trying to cross off items on our “things to accomplish this year” list. Although 2020 hasn’t been what any of us expected, there are still things for which we can be thankful, so I’m kicking off my 21-Day Thankful Challenge TODAY!
Join me on CBS Portland as I talk about having a thankful heart over the next 21 days.
If you’ve been part of my community for a while, you know I’ve participated in this challenge several times. It’s simple: jump into the Facebook group, download the FREE Workbook and begin encouraging others over the next 21 days to live with a thankful heart. The challenge runs November 10 – November 30, and takes no more than five minutes of your attention each day.
Shannon is a motivational speaker and business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Ahhhh, October. The leaves are changing. Pumpkin spice flavors appear on every menu. School is (usually) in full-swing. Football games consume our weekends, and annual trips to the pumpkin patch and apple orchards pepper our social media pages. It’s also the beginning of the last quarter of the calendar year…a subtle reminder that we’re running out of time to cross things off our “goals to finish this year” list.
I remember October 2019 like it was yesterday. My friends and I were enjoying pizza at Sixty Vines, a popular spot in Dallas. My event planner friend told the group how excited she was for her 2020 conference titled “Vision 2020.” It was going to be a huge conference with all the bells and whistles, and her company was planning an awesome celebration to culminate the event.
[Insert mic drop] If only we’d had 2020 vision a year ago.
Like you, I had audacious goals for 2020. This was going to be MY year. I was slated to speak at more conferences than ever before. I debuted a new keynote in December 2019 that was very well-received and I had to plans to expand my business.
And then, March happened. The virus and pandemic changed everything we knew about our ways of life.
The last seven months have been strange, and over the last few weeks, I’ve been thinking a lot about my goals from January 1st. I had many New Year’s resolutions, hopes and dreams, and was determined to take my work ethic to a new level this year. I realized that even though October sneaked up on me, it’s not too late to make 2020 the year I had intended it to be.
Together, let’s vow to be intentional with the last three months of the year. Here’s my plan.
If you follow me on social media, you know I swear by the Best Self Journal. It categorizes three important goals into 13 weeks to divide and conquer. So, I just started a new journal and set some attainable goals:
Write 6-8 blog posts between now and December 31
Create 4-6 new YouTube videos between now and December 31
Start building an online course that goes along with my new keynote
If you had to sit down today and write out three major goals for yourself, what would they be? I’d love to hear yours. Send me an email or tag me in your post so I can see!
Let’s fight to finish this year strong! Work toward that career move you wanted prior to the pandemic. If you are a leader in your organization, find a way to build unity and strength with your team. But no matter what, let’s not waste these last three months. We still have an opportunity to show up for our careers, our spouses, our families and our friends in all the best ways. A new normal doesn’t mean giving 50%. Let’s give these next 180 days all we’ve got.
PS – if you want to buy a journal, I still have a code to get 15% off! Use “ShanDance” at checkout.
Shannon is a motivational speaker and business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
