She built a vertically integrated real estate firm and creates opportunities for investors and local communities.

Today, her company develops residential projects and supports Nashville’s urban growth.

Can you share more about your educational and professional background, and how have these experiences contributed to your success in the real estate development sector?

I grew up in an architecture and design family in Stuttgart, Germany. I began working at 13 in a German architecture office. In 2011, a Nashville-area D1 school recruited me as a track athlete. In college, I studied finance and international management in college and have won financial awards. Soon, I began to focus on real estate investments upon graduation. Additionally, I have prior work experience in the European M&A group at Deloitte and in Equity Research of a $1.3bn fund at an Asset Management firm in Franklin, TN. After college, I built a real estate development firm from scratch into a multimillion-dollar company. Ultimately, I live for improving the lives of others and increasing safety in our neighborhoods.

How does Sapphire Development Group’s vertically integrated business model operate, and what strategies have propelled your rapid growth within the real estate industry?

I built Sapphire Development Group as a vertically integrated firm. Investors receive a better experience when one trusted team supports their real estate needs. Moreover, my team delivers a one-stop-shop experience, from offering off-market deals and developing ground-up residential to helping others build and sell real estate portfolios. Investors receive hands-on support and access to off-market deals. In addition, our Realtor Team also protects development investments by handling sales. Sapphire & Co. handles much of the real estate cycle in-house, which has helped the company grow quickly.

Based on your experiences, what key lessons would you share with aspiring entrepreneurs, especially in navigating challenges and building character?

Don’t ever quit. No matter how difficult something may seem, it’s worth the undertaking. Indeed, character is built during persevering tough times, and character is what will make all the difference in the world. For example, I believe the saying, “When the going gets tough, the tough get going,” is what makes for successful entrepreneurship.

In what ways do you believe your vision for architecture and design, combined with an understanding of urban planning and human trends, has made Sapphire Development Group successful?

My vision combines architecture, urban planning, and an understanding of human trends. Living in Germany, China, and New York shaped this approach.

What have you learned about the importance of communication and authenticity in business, and how has this understanding shaped your entrepreneurial journey?

I’ve learned that communication in business is everything. It’s vital as an entrepreneur to be able to communicate during great as well as during difficult times, whether that’s with investors, clients, or employees. Also, I have come to the realization that most people don’t know what they’re doing and that we all are just trying to figure things out as we go. Furthermore, we’re all in this human experience together looking for opportunities to grow, unfold, and be. The more authentic we are, and the more we feel connected within our community, the more successful our journey will feel as an entrepreneur.

What personal skills and attributes do you consider critical for your success, and how have they helped you adapt and thrive in various circumstances?

As a person, I’m very adaptable, open-minded, and durable. I’ve had to pivot and restart several times which has built character and perseverance. Also, I love learning and get bored easily so I try to stay super active in whatever I do. Finally, I’m a generally curious person; curious to learn about others and curious to figure out how to unfold my full potential in building businesses.

Why do you believe mastering online marketing and diversifying business models is crucial for entrepreneurs today and in the future?

I believe that attention is the new currency and that we, as entrepreneurs whether digital or more traditional entrepreneurs, need to learn how to market online well in order to stay relevant over the next 10+ years. I also love the diversification of business models within a business umbrella.

Can you tell us more about the Sapphire Developer Academy and how it aims to empower real estate professionals with the knowledge to succeed in development?

I recently launched Sapphire Developer Academy. I coach Realtors, wholesalers, and investors who want to enter real estate development. In this program, I share the exact strategies that I’ve used to build a multi-million dollar company and how they can too.

To discover more about Joséphine Saffert’s journey and Sapphire Development Group’s projects, explore these links:

Company Website: https://sapphiredevelop.com

LinkedIn & Instagram Handles:

– LinkedIn: @josephinesaffert https://www.linkedin.com/in/josephinesaffert

– Instagram: @josephinesaffert https://www.instagram.com/josephinesaffert/

 & @sapphirdevelop https://www.instagram.com/sapphirdevelop/

More on Sapphire Developer Academy: 

Sapphire Developer Academy

https://academy.sapphiredevelop.com/developer-academy

Podcasts Joséphine has been featured on:

-Spotify Episode

https://open.spotify.com/episode/5vU2QrsBYqVsTlXmo0nhGW?si=BDwXOiSbQMSh6GE0YduZTA

– Spotify Show

https://open.spotify.com/show/3p1JTW0mx9auFQxns4vL7Z?si=lKEeBfBqQO6BbqPkvn1jew

The post Sapphire Development Group: Joséphine Saffert’s Blueprint for Success appeared first on CEO Medium.

  However, improving employee engagement is no easy task. Building a sense of connection and loyalty that fosters long-term retention and resilience within your organisation can be challenging, particularly when dealing with a sizable workforce. So, how can you identify potential employee engagement issues before they escalate into serious problems? The answer may lie in mindset. 

Understanding the Relationship between Employee Engagement and Retention Employee engagement encompasses more than just your team member’s commitment to their roles and your business; it also pertains to their interest in their work and their level of emotional investment. A disengaged employee may not actively seek a new position, but most will readily consider one if the opportunity arises.  On the other hand, engaged employees find both quantitative and qualitative value in their roles. They genuinely enjoy what they do, feel they contribute value, and believe their employer values them in return. Engaged employees often have a positive influence in the workplace, which can boost morale, thereby increasing overall team engagement and significantly reducing employee turnover. 

Recognising that individuals who are happy at work, enjoy their responsibilities, and have positive relationships with their colleagues are more likely to remain in their roles is one thing. However, understanding how to proactively support employee engagement to retain your top performers is an entirely different matter. 

  How Businesses Can Foster Employee Engagement 

  The difficulty in addressing employee engagement stems from the fact that each employee is unique, with different needs. Therefore, there is no one-size-fits-all solution. However, there are multiple approaches that can be beneficial. 

•     Building a Strong Company Culture: While company culture is often discussed, many businesses face a disconnect between their stated core values and the day-to-day reality experienced by employees. Bridging this gap can restore employees’ faith in the organisation, helping them feel that the brand’s ethos has genuine substance.

•     Encouraging Communication: Effective communication is a vital aspect of employee engagement. It is impossible for an individual to feel valued if they do not feel heard. Providing employees with a voice and opportunities for open, two-way communication fosters a positive mindset, especially when accompanied by regular feedback, guidance, and positivity.

•     Investing in Individual Growth: Another crucial area impacting both engagement and the development of a positive mindset is personal growth. By providing individuals with the necessary tools for success, including training and personal development opportunities, you convey the message that they are valuable to the business.

•     Prioritising Mental and Physical Health: In the past, mental and physical health were considered personal matters, but we now recognise their impact on professional performance and how work-life influences overall wellbeing. Improved mental health support in the workplace can save businesses a significant amount annually. In 2022, 185.6 million working days were lost due to sickness or injury. By caring for employees’ health, organisations not only enhance productivity but also improve engagement since individuals struggling with their physical or mental wellbeing cannot fully engage in their work.

•     Supporting Mindset Change: Mindset is a recurring theme in employee engagement. It is an area that businesses often struggle to address, yet it permeates most aspects of our work and enjoyment. While mindset can influence employee resilience and be influenced by mental health, it also needs to be considered independently. Even the happiest and most enthusiastic employees can have mental barriers that hinder them from reaching their full potential. Mindset plays a significant role in our work and the satisfaction we derive from it, and it can be influenced by various factors, such as feeling valued within a team or managing stress levels.

How Shifting Self-Limiting Mindsets Boosts Collective Employee Engagement  

Our personal mindset plays a crucial role in our day-to-day lives, influencing every aspect of our actions, from how we handle criticism to how we approach new challenges. While there is no universally correct mindset, a self-limiting mindset can hinder our work and diminish our enjoyment of it. Mental barriers convince us that certain things are beyond our capabilities, and the problem is that most of us are unaware of these barriers. 

 However, with mindset coaching, we can remove these mental blocks and unleash our full potential. At an individual level, the impact can be profound, enabling the fulfilment of goals, uncovering hidden skills, and making previously daunting scenarios—such as task completion, public speaking, and personal development—surprisingly accessible. This, in turn, makes the workplace more fulfilling and work more engaging. On a team level, mindset coaching holds transformative potential. When every employee is freed from the barriers that were unknowingly holding them back, productivity, engagement, happiness, and loyalty all increase.   

Implementing Mindset Change 

 Achieving team-wide mindset change requires a holistic approach. Businesses need to address a range of issues, including those mentioned above: mental and physical health, company culture, communication, and employee development. Mindset coaching can be a powerful tool, enabling the identification of individual and team-wide challenges. Unless you understand the reasons behind employees’ behaviours, finding effective solutions will be elusive. 

  Employee engagement and retention are intrinsically connected. If your employees are not engaged, it is highly unlikely they will stay with your organisation for the long term. However, once you grasp the power of mindset and the importance of removing self-limiting mental barriers, you gain the ability to take control and support your teams in accessing their full potential, thereby building engagement naturally and positively. 

  Lisa Collinson – Chief People Officer and UK Country Manager, TheNextWe: 

With over 22 years of experience in people leadership, Lisa Collinson brings a background in HR strategy development, implementation, and measurement. As an accredited coach, popular speaker, and presenter, she has worked across various sectors throughout the UK, Europe, and internationally. Lisa specialises in supporting businesses with change management, restructuring, and performance management, emphasising the study of behaviourism, and understanding why people act the way they do. 

  Lisa holds the designations of FCIPD (Fellow of the Chartered Institute of Personnel and Development), a Member of the Institute of Training & Occupational Learning (MInstTOL), Applied Behaviour Analysis trained, an APMG Change Management Practitioner, and a Member of the Institute of Leadership & Management (MInstLM). 

The post Enhancing Employee Retention and Engagement Through Mindset  appeared first on CEO Medium.