Key takeaways for me: Validate, conversate and explore before taking action. Batching of survey information doesn't allow for this effectively. The holy grail of gathering the voice of the employee is through our daily management systems. How to leverage the trust equation when thinking about employee input. It was a great session!

Hi Jeff, I agree that the networking is one of the best parts! As a Director with LPAS, we have been considering how we could do some networking online, not necessarily only through the conference, but in other ways for our members. Any ideas of what types of engagements you would be interested in? Any ideas are welcome! Tagging the rest of the team here too... @Jenni Gasson @Catherine Secundiak @Stewart Bellamy @Janet Wagner @Jim Bennett @ Brittany Scarrow @Mahfuz Mazumder

Agreed Stewart! The second question really got me thinking as I often get hung up when I'm not seeing strong "lean leadership"....but what does that really mean? For me I think I see it in strong discipline, focus on your team through support and development, and a strong desire to learn (daily and big picture). All of these things allow you to "show up" in a much kinder way, in my opinion.