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Reaching Champion Status: 3 Leadership Lessons from Coach Urban Meyer

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At the collegiate level, there are a lot of really good players, but every once in a while, a coach snags a great one. In the case of Urban Meyer, the Ohio State head football coach, he found himself in a unique situation with two strong, experienced leaders going head-to-head for the top quarterback spot.

Many wonder how he got so lucky, but I wouldn’t call it luck; it’s strategy at its finest. Here are three leadership lessons from Urban Meyer:

  1. Getting the best talent starts with recruiting.

Recruiting is the lifeblood of any college program and the same is true in corporate America. Bringing in elite talent is what has kept the Buckeyes a contender, year-in and year-out.

In Meyer’s first four years as head coach, Ohio State recruited top-five classes. Aside from having the passion to recruit, Meyer knows that his team members are his greatest ambassadors.

Just like Meyer’s vision to recruit star athletes, the same is true of your organization. Companies use a variety of sources to find top talent for their coveted positions, but it truly is all about whom you know. Current employees might already hold the key to the ideal candidate. By tapping into your teams’ networks, companies and football programs alike can increase referral rates, thereby increasing the number of quality recruits and hires.

Another problem many companies and football programs face is keeping your top talent – another challenge Meyer knows all too well.

  1. Cultivating the best equates to keeping the best.

Game-planning and play-calling aren’t the only things discussed in the Buckeyes’ locker room. In fact, an encounter with a 61-year-old track star and pastor, Tim Kight, morphed Meyer’s philosophy into an approach Buckeyes team members use long after football.

That approach involves switching out the Xs and Os for Es and Rs. The E represents “the event” and the R is for “response.” For every situation, there is a proper or improper response which results in a positive or negative outcome. Responding appropriately is the Buckeyes’ mission.

The goal is to have a strong R for every situation, both in the game of football and in life. According to Kight, if you are confident your R is stronger than any E, you’ll always win.

However, it’s not just the players who receive training. Every week during spring ball, Meyer allots time for his staff members to take leadership workshops with Kight. The coaches are on board with Kight’s teachings and they hold players accountable to the same beliefs.

Kight’s equation has proven effective for the Buckeyes, but it can easily be used in business organizations. Just follow these steps:

  • Start by engaging executive leaders to get them on board first.
  • Then, through workshops and training sessions, leaders can help to develop employees on the practice of responding appropriately.
  • Encourage employees to take the course or incorporate it into their career paths.
  • Keep the material readily available through a learning management tool for employees to reference when necessary.

Developing skills in both football and leadership helped carry the Buckeyes to victory last year and now they aim to accomplish a feat not many have done: Repeat the win.

  1. Once a foundation of great talent is established, replenishing it only gets easier.

Finding and developing great talent is the foundation needed to achieve national title status or success in the business place.

Once you’ve established a strong foundation of leaders, capitalize on that through training and development. Not only will you have a model to base hiring decisions from, but you also will have a slew of ambassadors willing to recruit on your behalf.

How will your organization reach champion status?



Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.

Just 2 Steps to Being More Productive

You Are 2 Steps Away From Being More Productive

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You Are 2 Steps Away From Being More Productive

Productivity often is touted as the Holy Grail of today’s workforce. Countless books and apps are packed to the brim with tips promising to make you more efficient, while today’s managers scour for — and promote — candidates with past episodes of grand productivity.

You would think that with such pushes, a steady increase in individual and workplace productivity would exist. You would be wrong.

The Myth of Productivity

In a recent Bureau of Labor Statistics report, the productivity change between 2007 and 2016 in the nonfarm U.S. business sector increased 1.1 percent, an all-time low since the 1940s. Scholars give a myriad of reasons for this dip, ranging from a decrease in innovation to repercussions from the Great Recession; however, this stark stat likely makes even the most motivated worker feel defeated

But the thing about leaders is they have something others lack: foresight. Leaders see the bigger picture. They believe that their actions actually matter, and in fact, that those actions can inspire others.

You can’t control the changes that come with working in a knowledge economy, but you can control what you do each day. Below are two proactive ways to incite productivity in your daily life.

  1. Prioritize Time

Think back to a time when you felt like you were crushing it.

Perhaps you were working on a report or managing a team, and you were completely engrossed in your task. Now think through your typical day: Likely, there are moments of productivity … and then you get a text or an email or a meeting request, perhaps all at the same time. Information is everywhere; it clouds our lives. A 2015 Deloitte study noted that in a single day, people exchange more than 100 billion emails, yet only one in seven of those emails could be qualified as extremely important.

Although technology has made space for innovation and ease, it also has been a metaphorical shock to the U.S. workforce’s system. Indeed, many experts who study time management have changed the ubiquitous phrase of “multitasking” to the more apt “rapid toggling” to communicate the futile effort of doing multiple things at once, even when technology promises we can.

Studies have shown that if you want to do deep work that puts you in a state of flow and ahead of your competitors, then you must prioritize uninterrupted, focused time. In fact, a recent article in Harvard Business Review outlined the importance of restorative silence for busy individuals: “Recent studies are showing that taking time for silence restores the nervous system, helps sustain energy and conditions our minds to be more adaptive and responsive to the complex environments in which so many of us now live, work and lead.”

You may ask (while frantically scanning your bursting inbox), “How do I do this?”

Start by identifying a time during your day when your presence isn’t really required. Perhaps you need to attend that recurring weekly meeting only every other week, or maybe you can send an employee in your stead. Assess your daily rituals — maybe that morning stroll around the office where you chat with everyone could happen later in the afternoon so your mornings are free from distraction. Is your office door always open? See what happens if you shut it for 30 minutes. Chances are no one will notice that time you’ve stolen away for yourself, and you’ll have space to focus on what really matters.

  1. Prioritize Values

There is a reason that successful companies put such stock in their values and vision: Clarity makes space for progress. In 2015, General Electric executive took time to verbalize the company’s values, after feeling the business was becoming too complex. Known as “the GE Beliefs,” those values acted as a road map for them to plot out and execute their top priorities.

A Deloitte University Press article noted, “The GE Beliefs play a large role in leadership development and are also used to change how GE recruits, how it manages and leads and how its people are evaluated and developed.”

GE is just one example of many companies putting emphasis on clearly articulating core values in order to spur output. And if successful companies are doing so, why wouldn’t you?

According to Inc. 500 entrepreneur Kevin Daum, “Much like company core values, your personal core values are there to guide behavior and choice.”

How do you craft a list of personal values? Glance over your job description, reassess your passions and future goals, and then put pen to paper. The list of values doesn’t have to be long, but it must be clear. To spur ideas, look at examples from companies like Zappos and Facebook.

Once you have your values nailed down, certain tasks that have been consuming your time likely will lose their urgency. For example, if innovation is part of your purpose, but the last time you researched new advances in your field was six months ago, then it’s time to reassess either your values or how you’re spending your time.

Productivity can be tricky to quantify, but creating a conducive environment is a great place to start. Making crucial space and aligning your daily tasks to your vision are two steps in the right direction.

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Posted in Blog, Featured, Leadership, Talent Management


Author Bio: Oden-Hall is an award-winning public relations, communications and marketing professional with over 20 years experience driving corporate strategy for Fortune 500 companies. Her Oklahoma roots and passion coupled with her global experience and creative flair have helped her drive numerous successful strategic initiatives. She joined the Paycom team as Chief Marketing Officer in April of 2012.

What do Millennials and Today’s CEOs Have In Common?

What Do Millennials and Today’s CEOs Have In Common?

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What Do Millennials and Today’s CEOs Have In Common?

HR industry experts have devoted a lot of time and research into demystifying millennial employees, only to discover that this younger generation has more in common with mature, seasoned employees than once thought.

This is especially true when it comes to the desire for day-one productivity. The C-suite values new hires who can become contributors faster; millennial employees, who were born between 1981 and 2000, crave the opportunity to do just that.

So, the goal they share is desire to be immediately productive – to be a valued contributor as soon as they walk through the front door.

Getting an early start

Growing up when technological advances made instant gratification a way of life, millennials have come to expect it in almost every aspect of their lives, including work. Young employees want to feel purposeful in their jobs, and nothing meets that need quite like getting the chance to work on the first day, instead of filling out form after form and memorizing the alarm code.

One way to get there is by designing an onboarding process that gives new hires the ability to complete onboarding tasks efficiently, either on or before day one. Consider incorporating the following strategies into your plan:

  • “Preboard” new hires.

    Allow them to complete new-hire paperwork and train electronically, via an employee self-service portal. They can get the groundwork done before they even start in order to hit the ground running on their first day.

  • Assign goals and expand training.

    According to Gallup, half of employees don’t understand what’s expected of them at work. To prevent this type of uncertainty from affecting a new hire’s productivity, include training on his or her individual role, and what his or her job looks like when done well.

  • Introduce your culture.

    Understanding what your company values can help new hires feel confident about making smart decisions. Not only can this boost early productivity, but it can help build long-term engagement, too.

Just a few tweaks to the traditional onboarding process can help new hires devote more time and attention to the activities that will help them become a valued contributor sooner than later. And that’s something both your C-suite and millennial new hires will love.

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Posted in Blog, Employee Engagement, Featured, Leadership, Pre-Employment, Talent Management


Author Bio: Oden-Hall is an award-winning public relations, communications and marketing professional with over 20 years experience driving corporate strategy for Fortune 500 companies. Her Oklahoma roots and passion coupled with her global experience and creative flair have helped her drive numerous successful strategic initiatives. She joined the Paycom team as Chief Marketing Officer in April of 2012.

Oregon State Retirement Plan

Oregon Creates Landmark State Retirement Plan

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Oregon Creates Landmark State Retirement Plan

This year, the state of Oregon will launch a landmark, statewide retirement program: OregonSaves. This program requires private employers to automatically enroll employees in retirement accounts. The goal is to benefit almost 1 million Oregonians who currently lack access to employer-sponsored retirement programs.

OregonSaves has been in the works for the last few years and will officially kick off in July 2017 with a volunteer pilot phase. Full program implementation is scheduled to begin in November 2017, starting with employers who have 100 or more employees.

What This Means for Oregon Employers

Employers that do not offer retirement plans are required to inform employees about the program and automatically enroll them. Additionally, they will have to:

  • Provide employee data to the state to allow the state to set up accounts for the employee.
  • Setup payroll deductions for employees participating in OregonSaves.
  • Track employee decisions as to contribution levels or to opt out.

Employers who already provide retirement options do not have to offer OregonSaves. Those employers will complete a simple certification process.

What’s Next?

Oregon is the first state to offer a program of this nature. California and Illinois likely will launch similar programs by 2019. It is important to note, however, that there are currently bills pending in the federal legislature to overturn rules that make it easier for states to create such plans. If these bills pass, state programs could be stalled. Oregon does plan to move forward with its retirement plan regardless of how the legislature acts, so employers should be prepared. Paycom’s Benefits Administration Suite can help employers accurately track the data they will be required to transmit to OregonSaves.

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Posted in Blog, Compliance, Employment Law, Featured

Alyssa Looney

by Alyssa Looney


Author Bio: As a compliance attorney for Paycom, Alyssa Looney monitors laws, rules and regulations to ensure that the Paycom software is up to date, specifically regarding immigration law and state law developments in the Western United States. She holds a JD and an MBA from Pennsylvania State University, as well as a bachelor’s degree from Texas A&M University. Outside of work, Alyssa enjoys cooking, being active, playing with her puppy and exploring Oklahoma City.

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