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Gina Miller

Coach | EX, Corp Comms | Activator of Potential | Architect of Change

Gina Miller is a servant leader passionate about helping others discover their purpose and reach their potential.

She excels at removing barriers to success, managing priorities, and providing resources to strengthen teams and individuals.

Gina is skilled in creating strategies and solutions to advance organizational missions.

With a background in communication, change management, and leadership development, she understands the importance of cultivating a positive organizational culture.

Having worked in various leadership roles in companies ranging from Ketchum to Walmart, Gina has vast experience in corporate communications, training, and HR.

She holds degrees in Organizational Communication, Change Management, Industrial and Organizational Psychology, and Communication from prestigious universities.

Highlights

Jul 12 · linkedin

Hate your job? Not aligned with the way your employer’s value are shifting? Working in a culture of saying one thing - doing another? Fearing layoffs or job loss? Burnout? Health concerns from fatigue, stress, etc. Unfortunately, these things are on the minds of many in today’s workforce.

As I career coach people who find themselves in transition or seeking a better place to grow their careers, I see first hand the 2023 workforce trends:

  • quiet or silent quitting
  • career cushioning
  • over employment
  • labor hoarding
  • pay transparency
  • quiet hiring or quiet firing

None of these are situations we want to be in. In Gallup’s State of the Global Workplace report, although engagement is increasing from the record lows of 2020, only 21% of employees surveyed felt engaged at work. This translated into employees being disengaged, feeling their work lacks meaning, they are not connected to leadership or they no longer find enjoyment in their work experience. However, many individuals find themselves standing on such ground, pondering the next step.

Is this you? Don’t be the frog that would not jump out of the boiling water. The idea of change can paralyze us. It is intimidating to move into the unknown, despite being miserable in the known. However, here is what I tell my coaching clients:

  1. Develop an exit plan. If you find yourself in a situation that isn’t going to change, identify your “circle of control” and change what you own. Are the resume and other cool job search assets ready? Have you even looked outside to see what may be available to you? Do you have your finances in order? These are the types of things that make a good plan.

  2. Set a date. Having an exit date motivates and gives structure to your plan. Set it. And look forward to the day you launch your change.

  3. Know what you want. And maybe more importantly, what you don’t want. We come to a point in our careers where we become keenly aware of our strengths and weaknesses and realize they are situationally driven. Applying some of Simon Sinek’s thinking, a weakness in one situation may be debilitating, yet in another situation it may be a mere thorn to be managed. Know your self, how you work, and what circumstances are ideal for you to thrive.

Lastly, remember your value. And when it is mixed with opportunity and purpose, we do more than just engage. We love what we do!

Don’t be a frog in hot water, fearing the boil. And if needed, seek the assistance of a good coach to make it all happen.

#engagement #careerdevelopment #careercoach PC: https://unsplash.com/@jacc Jack Hamilton

Jan 20 · linkedin

"People are our top priority" "Our people make the difference" Really? If these words are coming out of your mouth, plastered on your website, or a lead slide in your new biz pitch deck, you better have the action to back up the words.

Employee Engagement - once a cute little extra thing companies did - has now earned a seat at the table. As a matter of fact, the research indicates, that seat just may be at the head of the table. And, thanks to the awakening from the global pandemic, it isn't going away soon.

Here's why:

  1. Covid isolation changed priorities. As people spent time alone, they realized life has purpose, relationships matter, and work can wait. As a wonderful friend of mine always said amid a frenzied work assignment: "Let's slow down. No one here is carrying a kidney in a cooler." Every time she said the phrase, priorities immediately reset. Covid-19 taught us that lesson globally: slow down, breath, and keep your priorities straight. Most of our work is not life-changing. But it should be life-fulfilling.

  2. The employee found their voice and spoke with their timecards. The Great Resignation was filled with employees who walked out the door, looking for better treatment by leaders and managers, bigger purpose in what their employers stood for, and more meaningful work. They have always wanted this, but as a collective, they started to demand it.

The reality? Companies who were doing this cute little engagement thing prior to 2020 were in a position to rev up and have great things in place regarding the #employeeexperience. Those who wrote it off as not adding to the bottom line went into a tail spin, fighting the return to work resistance, retention downward spirals, and frantically trying to throw together a town hall, off site experience, or teach managers the value of one-on-one meetings and taking a genuine interest in an employee's well-being-- mentally and physically.

So ask yourself: Where are you now? Where do you need to be?

Every day I am blessed to help people answer those questions - from the intern all the way to a Fortune 1 c-suite. And the best part is I am armed with the data that makes my case.

People matter. And people DO make the difference. Successful companies today realize employees ARE the bottomline.

#employeeengagement #people #leaders #employeeexperience PC: Hannah Busing, Unsplashed

Gina Miller
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Location

Bentonville, Arkansas, United States