Over the last two years, we've put a lot of resources and time into building out a robust program. Kruse: Do you offer developmental training for all levels of leadership? What does that look like? Leadership Development Programs Extend from Frontline Leaders up to Executives Inevitably, employees raise ideas in their surveys that we hadn’t thought about. We know we're never going to make everybody happy, but it’s important to us to understand people’s sentiments and to show them we pay attention. We really want to hear what employees want. Recently, we've done pulse surveys about returning to the office. We also do pulse surveys throughout the year. We make sure we're tying a lot of our training back to the initial action plans to show employees that their voices are heard. We do an annual survey called Great Place to Work, and then we do action planning after we review the results. We try to make sure people always get continuous feedback.

Schuck constantly emphasizes how feedback is a gift. We try to offer an opportunity for them to receive feedback and then an opportunity to help coach them on how to give good feedback. So we do try to include anything and everything around feedback and try to embed feedback into all of our education and leadership development. Lahar: We're very much a feedback culture. Schuck also attends our senior management team meetings and is vocal about the importance of leadership development efforts.Īnnual Engagement Surveys + Frequent Pulses = Culture of FeedbackKruse: You mentioned feedback as a core component of your leadership development. It’s powerful for people to hear that even our CEO is practicing giving feedback in his car on the way to work. Henry Schuck was the first person to raise his hand and say, 'Hey, I have a topic I'd like to talk about: difficult conversations.” He spoke about how useful it is to practice out loud. We recently started to hold leadership lounges every two weeks, where any leader who is passionate about a topic can teach that topic out to other leaders. Is Henry Schuck pretty heavily involved with each of your initiatives? Kruse: CEO involvement makes such a powerful difference in leadership development efforts. ZoomInfo’s values written out by their CEO, Henry Schuck.

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