Company, people, and personal growth: me on the Wayfinding Growth podcast

Recently, I had the pleasure to join Remington Begg and Dan Moyle of Impulse Creative on their brilliant podcast, Wayfinding Growth.

If you’re not familiar with the format, they interview authors like Chris Lochhead author of Play Bigger and founders Wistia’s Chris Savage, Tettra’s Nelson Joyce and me about our growth stories.

The theme is a captain at sea, and some of the usual theme-based questions you can expect are:

  • Charting the Course – How did you get here?
  • What’s one of your biggest shipwrecks? – What did you learn from that?
  • Navigational Tools- What did you use or what do you wish you had for this journey?
  • If you could be the Wayfinder for someone, what would your first piece of advice be?
  • ETC.

As you can see, brilliant.

Fun, interesting, and authentic is how I’d describe their podcast interviews, which is why I was so honored to join.

We traversed a lot of topics in our time. More specifically, we talked about:

  • How the world of HR today is just like how the marketing world was in 2010/2011.
  • Marketing an innovative, and brand new product like Compt.
  • Getting unstuck and staying positive.
  • How the current world of perks is changing, and to help your employees reach their full potential you have to think BIG.

Give it a listen: https://wayfindinggrowth.com/218

Or watch the YouTube video below:

Reimagining the role and goal of employee perks

Last year, right before the holidays I created a video on YouTube highlighting one of the few many we’re re-thinking perks at Compt.

Before creating the video, I wanted to see what other people thought about this new approach, so I shared the idea with everyone I could find. From POPs professionals to managers to tech friends, and potential Compt candidates — and through this process, one thing stood out – the way we’ve been thinking about employee perks was too small.

We often say at Compt that we’re barely scratching the surface of what employee perks can be for employers and employees alike.

But what does that mean?

What does any other way look like?

Below is a framework that can be used to make a truly meaningful difference in the lives of your team members using perks. We believe this is how we all become greater and accomplish more than we otherwise thought possible.

PS If you want to speed up the video, you can do so by selecting the gear icon in the bottom-right, and then selecting an option from the “Playback Speed” section.

At Compt, we help companies develop, manage, automate, and measure their employee perk stipends. If you’re not using a stipend yet, they’re great for letting employees pick their own perks within categories and budgets you define. From $25 on health and wellness every month to $1,200 a year on continuous learning, you can create a program that aligns with your culture, values, and employees’ needs.

We believe if we were to build employee perks from the ground up today, we wouldn’t build what we haven’t in place now. So we’re building the solution everyone needs.

Want to see if a perk stipend makes sense for your business? Check out our Ultimate Guide to Perk Stipends here.

Or if you want to see if Compt can help you streamline your employee perk stipends, you can check out our perks software homepage or schedule a demo with a team member.

My Top 10 of 2018

Another year, another top 10 post.

Here’s my highlights from 2018:

  1. Started my next career chapter.
  2. Invested in me and got a career coach.
  3. Attended SXSW
  4. Ran 2 half marathons.
  5. Hiked half of the Pemi-Loop
  6. Traveled to Montreal.
  7. Took a trip around Australia.
  8. New mom status: Arriving soon.
  9. Developed a financial investment portfolio and plan that I love.
  10. Proud of the progress Compt has made.

Honorable mention:

  • Made some inspiring, badass, cool new friends.
  • Started learning more about NLP and career coaching myself.