There is a new phrase (well, not so new anymore) that is trending that we think is related to many of the conversations we have been having this season. And that phrase is, Quiet Quitting. 

So of course, we had to weigh in too.

Key Takeaways:

• It’s not a new concept but it’s a phrase that has caught on and has people talking…and that’s a good thing
• The conversation is drawing attention to the asymmetry and tension that is naturally built in to the employee/employer relationship
• It’s okay to take pressure off of ourselves to not be the “best” all of the time
• It seems like the onus now is on the employer to be way more conscientious about what they are asking people to do
• We wish that more employees felt comfortable and safe to have conversations about boundaries and burnout with their employers

We know that many people have made the big decision to change jobs over the past few years. And while making the decision to resign is often talked about as the hardest part of the process, we think that the experience of starting a new role can be just as hard. So, today we are digging into both scenarios with…Melissa Isaza!!

Mel is the Director of People & Culture at Plenty of Fish. She is also a leader who is driven to create spaces where people can be themselves and be celebrated for being themselves. After six years at her former role, she made the decision to leave and try something new. Mel is still fresh in her new role, and, so far, so great!

Key Takeaways:

 

• Don’t get too caught up on the job title! Titles reflect different levels of accountability and scope at different organizations. Taking a title “drop” doesn’t always mean that you have taken a step back in your career.
• While it may sound simple, when you are considering a new opportunity, do a balance sheet! Does the excitement outweigh the fear? Not that there shouldn’t be any fear… :)
• Being uncomfortable and having some anxiety in your new role is totally okay! There is no way you should or could know everything you need to know. Be curious and learn about your new place of work – this is a chance to build new relationships, and build trust with and reliance on your new teammates.

This season of DBAJAW was inspired by The Great Resignation so we thought we’d spend some time digging into what it is, how it has evolved, and what it means to us.

Key Takeaways:

• The Great Resignation feels like too narrow of a phrase to capture the deep reflection and nuanced decision-making that many people are experiencing. We like The Great Re-ignition, Contemplation, and Reset.
• It can be scary to contemplate life and career changes. Many people have found reassurance in being part of a collective.
• This moment in time is an opportunity for employers to contemplate and reflect on the past few years – to make decisions about how they want to continue to operate and to get curious about what is now important to employees.
• It is also an invitation to employees to take stock of where they are at, what is important to them, and how they want to spend their time and energy.

This time, we talk about Tara’s very recent decision to quit her job and make a departure, after 20 years, from the animation industry. This is definitely a Great Resignation story, and we discuss how this is both simultaneously uncomfortable AND reassuring. As of the publish date, Tara is one week into the rest of her life! What’s next?? Key Takeaways:

• Sometimes the biggest A-HA moments come when we see ourselves reflected by the people around us.
• Our careers can be really impactful to our identities. When we are so often asked, “So, what do you do???” – Who are we without our careers?
• If you are thinking about an idea and want to see it become more real, consider talking about it with your people! Talking about it may create more accountability. Annnnnd, if you are making a big life-change decision, find your “boosters”!! And talk to them often.

Also:

• Is a “retirement job” something that other people are planning on?? Asking for a friend…

In this episode, Sandy shares her great contemplation story and the “what’s next” moments that led to her decision to trade in full-time employment for self-employment. A breast cancer diagnosis was the catalyst for change but it was a series of intentional decisions and small steps that added up to one big decision.

Key Takeaways:

• “What’s next” is a journey
• The fear of “what’s next” is real and never fully goes away
• Sandy’s go-to question for deciding what to say yes to -- will this energize me or will this diminish/deplete me?

In this episode, Sarah shares a couple of her own “what’s next” moments. The first came after losing her job in the first year of becoming a new mom. The second came when she had a conversation with someone about her writing, and was challenged to make a choice between identifying as a writer and committing to it...or not.

Key Takeaways:

• A shitty situation or experience can help us get clear on who we are and what we want.
• How you see yourself shapes how you talk about yourself, and can push you forward or hold you back.
• Sometimes one question can shift our perspectives. Be curious! Thank you, Paul Heywood.

It’s 2022! What the heck!!?

We've been away for…awhile. First, it was our usual summer break. Then, we determined we needed a bit more time off. Hello Covid fatigue. Simultaneously, we were generating ideas for what season 4 would look like and we had a plan…

But, it just wasn’t clicking. We felt uninspired. Over 3 seasons, we had talked about a LOT of jerky, and non-jerky, workplace stuff. If we felt maxed out on workplace jerks, had DBAJAW run its course? And if not, what’s next??

Eureka!!! WHAT’S NEXT????

Everyone is feeling it. 

We are inspired to explore this, because we KNOW it’s really sitting with people, and it is heavyyyyyy. And exciting! And scary. And freeing! And…let’s talk about it. Welcome to season 4!!!

We are at EPISODE 83! And, we are wrapping up the end of our fully remote season 3! 

We recorded on June 21 and were 3 weeks into the announcement of BC’s restart plan. If our COVID numbers continue in the right direction, by the time we return in the fall, we will be back to recording in person AND many of us will be back to office life.

Many people have described these COVID times as “a great pause” or “a great reset” -- an opportunity to reflect on what really matters to us. That got us thinking...after 15+ months working from home, what might office life be like in the “AFTER” times?

Key Takeaways...for this unprecedented season:

• We are super grateful for technology that has allowed us to keep recording through the pandemic. Doing the podcast has been important for our mental health.
• We are super duper grateful that people have kept listening to us! Thank you.
• And we are extra super grateful for Kylie generously providing her editing skills each episode. We <3 Kylie!

We’ll be back in the fall! Take care!

We’ve talked about it before during various conversations -- the state of the world and racism, sexism, homophobia, and all the awful actions being perpetrated against people for simply being who they are have resulted in more and more businesses and organizations making efforts for equity, diversity and inclusion. 

This is important. And companies say it is important. 

And yet, it is very common that the people IN CHARGE of the business are not showing up. For sure, they have lots of responsibilities and are busy. And yet, if equity, diversity and inclusion are that important...wouldn’t they make it a priority? So, the question is, are leaders who don’t show up jerks?? Or just really, really busy?

Key Takeaways:

• Human resources can’t do this alone! 
• “Showing up” can mean a variety of things. Here are a few: 
• • Attend the important workshop! 
  • Be consistent with your values! 
  • Beyond talking about it...take action!
• Leaders are going to make mistakes. Let’s give value to what they do AFTER they know they’ve made a mistake. 

Bonus Takeaway:

• “It’s easier to solve a capacity problem than a jerk problem. ”Wise words, Sarah, wise words.

We’re back with the final Guardian episode for season 3! In the Guardian series, we’ve been focusing on the concerns and perspectives of future business and HR professionals. 

This time, our Guardian is Laura Orban. Laura is a current business student at BCIT who has worked in a few fields and explored different education paths before pursuing business administration...and she has discovered she loves it!

Over the course of the last couple of seasons of DBAJAW, we’ve talked about self-doubt quite a few times and how much it impacts us and our work. It can be a total jerk! Today, we’re revisiting that topic from the perspective of someone who is educating themselves to embark on a new career, and how pervasive self-doubt is when you are thinking about how to “sell yourself” and your past experience when applying for jobs in this new career space. 

Key Takeaways:

• Think about the skills you’ve gained and how you can connect the dots for the interviewer/recruiter. Prepare in advance and anticipate how to create the links that will tell the story you want to tell and communicate them in a way that shows how transferable they are! 
• Don’t downplay your experience in the service industry. So many awesome skills are required in that setting...and are keenly transferable to so many environments.
• You’ll never have all the answers all of the time! It’s about how you would think about getting the answer. Resourcefulness for the WIN!!

Burnt out. Languishing. Unmotivated. Tired. Stuck. Many of us have had these general feelings of malaise over the past 15 months and lately...well lately, it seems even more acute.   

A recurring theme that we’ve been hearing from leaders and HR professionals is that they are feeling helpless when it comes to the topic of employee burnout. They have been seeing employee burnout throughout the pandemic and supporting their teams and colleagues as best as they can. But, they are also experiencing burnout and that leaves them with a lot less capacity to lead and support others. And less capacity is typically a recipe for us inadvertently becoming jerks at work. So, what to do??

Key Takeaways:

• It is important to talk about this because it is real! Talking about it makes it more okay.
• All of us are responsible, regardless of job title, to take care and notice burnout, and that our colleague, our employee, may be languishing. 
• In spite of everything, acknowledge that work is STILL getting done! Amazing.

We’ve talked about imposter syndrome (aka newbie nerves, productive discomfort) and today we are talking about something a little different. While we have noticed that more women in leadership are feeling worthy AND welcome AND confident and not like imposters at all, we still self-edit our words and actions because we worry our confidence will be judged negatively.

So in this episode, we consider the question: why do so many confident and successful women leaders worry that their confidence and success is making them look like jerks at work?

Key Takeaways:

• There is a difference between confidence and arrogance.
• Adaptability is a valuable skill. At the same time, being too adaptable can lead to self-editing, being a chameleon, and a loss of self.
• Be brave! Be confident! And lift others up with you.

*In this episode, we noted the work of leaders Rachel Cargle, Glennon Doyle, Liz Plank, and Tara’s pal Fiona Proctor. Thank you to all of them!

While for some people the past couple of years has led to reflection and The Great Resignation, for others it meant really seriously considering leaving their current role, and then, after that great consideration, a decision to double-down and recommit! 

And that scenario is what we are digging into today! We are very excited to welcome Harmony Cornwell to the podcast. Harmony is the director of property management with a private real estate company and she also happens to be an enthusiastic journaler! (This was very helpful to her process!) Oh, and Harmony and Sandy will now be best friends. I could be jealous…but I love them both too much! (PS Tara is writing this. Ha!)

Key Takeaways:

• Beware the temptation of the quick fix! And a desire for change just because you feel like you need SOMETHING to change. 
• When you feel like you’ve lost a good balance, evaluate your fulfillment levels, and see if you can reset some work boundaries to create more balance, for yourself, your family, your friends, your passion projects…
• If you water your grass and take care of it, you might be fine where you are!

This is our 4th episode in our DBAJAW Guardian series – a series of episodes focusing on the concerns and perspectives of future business and HR professionals. We call them the guardians because they are the next generation that will strive to keep the jerkiness down at work.

Our Guardian this time around is Amrit Humpal, a 2nd year student in the British Columbia Institute of Technology Human Resources Management Program. Amrit talks with us about what makes a boss NOT a jerk, and how that’s an important factor in deciding where he’ll work in the future. Besides being passionate about HR and positive work environments, Amrit is also VERY passionate about the Vancouver Canucks. 

Key Takeaways:

• Good boss traits include compassion and empathy -- a boss that recognizes when their team member may be having a hard time.
• Also...recognizing when their team members are doing a great job! Not taking it (and them!) for granted.
• When assessing whether or not you want to approach your boss about a difficult behaviour they are exhibiting (scary situation!!), motivate yourself by focusing on the positive that could come out of it! Nothing will change if you say nothing.

Bonus Takeaway:

• The next gen is generation Alpha! Born between 2010 and 2024. Wow.

We learn and grow when we know how we are doing, and, for most of us, our go-to method for figuring out how we are doing is to rely on the feedback of others. Still, many of us generally find giving and receiving feedback uncomfortable. How come? And, does it have something to do with the word itself??

Key Takeaways:

• There are differences between criticism and feedback, and one of the key differences is context. We need context!
• If you are asking for feedback, be specific about what you want feedback on.
• Feedback is so one-way! It feels like you just have to sit there and take it. It’s time to reframe feedback as a conversation.

Bonus Takeaway:

• While we all love sandwiches...no more sh$t sandwiches! Take the bread off and get to the point.

*Tech note: our sound is more hollow than usual in this episode. Endeavouring to improve for next time!*

One of the biggest shifts that we have noticed during these COVID times is the acceptance and understanding that employees have personal lives outside of work. Before COVID, many of us would be mortified if our child or pet made a peep (or even worse, appeared) in the background of a video call; we wouldn’t dream of wearing the same sweatshirt to work three days in a row, and we would feel uncomfortable saying that we had to wrap up a call to attend to a personal matter.

And then COVID-19 happened. Suddenly we all seemed to be more understanding of one another’s personal situations, and in fact, the appearance of the pet is often the meeting highlight!

That got us thinking about work personas and how much we bring of ourselves to the workplace.

Key Takeaways:

• “Bringing our whole selves to work” is relative! Individuals are going to be more or less open depending on their personalities, their feeling of safety, their cultural backgrounds, self-confidence in their abilities, etc. 
• It’s important to think about what is defined as “professional” and whether or not it needs a rewrite. (Yes, yes it does.)
• And still, showing up as your whole self can make you look like a jerk! Watch out for the over-share. Don’t make it all about you...intention doesn’t mitigate impact.

Our latest episode is the 3rd in our DBAJAW Guardian series… our series of episodes focusing on the concerns and perspectives of future business and HR professionals. We call them the guardians because they are the next generation that will strive to keep the jerkiness down at work.

 

This conversation’s guest co-host, Nura Salous, is a current student at Concordia University of Edmonton, she loves pasta, and due to the time difference, she made the HUGE effort to record with us at 6am her time! Thank you, Nura!!

 

While we have talked a lot about COVID-19 and how the global pandemic has impacted our working lives, with Nura we tackle it from the perspective of a university student.

Key Takeaways:

• Necessity forced the building of some new skills -- learning how to cope with uncertainty and how to adapt to change.
• The resilience we develop during this time will translate well into workplaces! We’ll face challenges every day, just like now, and be able to tackle them with more confidence. 
• The pandemic experience makes us realize the day-to-day things we took for granted that now we miss -- even walking in the freezing cold to class!

Look. For many people, it’s been a long year (yes, a YEAR!) of very little face to face and much more screen to screen. Through it all, we have tried to adapt in various ways. Some of these ways have proven to be more successful than others. But no matter what, we still find ourselves saying: this stuff is hard. Really HARD. (Okay, two of us are saying it more than the other!) By stuff we mean communicating. Connecting. Keeping up relationships over a screen. Having a solid read on things. Working as a team. Feeling like a team.

In this episode, we (two of us more than the other!) get to whine and bemoan and grieve and complain about all the things we miss about having a proper sit down with a person and being in a workplace, and actually interacting with other humans there.  

Key Takeaways:

• We miss the real vibe of shared energy that happens when a bunch of people are in the same space. That feeling when a whole room of people start to laugh about something...and then just can’t stop. :)
• Sandy is happy to not have people regularly ask her, “Oh, hey, do you have a minute??” (Which really means 30 minutes.) We feel you, Sandy.
• Who knows!? Maybe the pandemic will lead to a real change in the bra business! No more underwire ever!!

Lately, it seems that we have had a lot more time to be introspective. Maybe it’s because of COVID (for sure, it is partially related to COVID), maybe it is because of the general state of the world… Who knows? What we do know… is that introspection and self-reflection generally lead to self-awareness, and self-awareness hopefully reduces jerkiness at work! In other words, when it comes to not being a jerk at work, it all starts with YOU! And US! (Not just you. We need the mirror, too!)

Key Takeaways:

• Reflection is thinking...about...something. 🤔 How is that for descriptive??
• If you notice you generally reflect during challenging times, try doing it when something has gone really well, too!
• It’s okay to be uncomfortable when we self-reflect. Keep looking anyway! Practice, practice, practice.

This episode is the 2nd in our DBAJAW Guardian series --  our series of episodes focusing on the concerns and perspectives of future business and HR professionals. We call them the guardians because they are the next generation that will strive to keep the jerkiness down at work. In this discussion, we talk with Guardian Maggie Majerova, a student at Concordia University of Edmonton, about how prepared / unprepared students and new grads feel about starting their first career job and what they are doing about that. Big thank you to Maggie for showing up as her true self and sharing her experience and her feelings about the future!

Key Takeaways:

• Make the most of internship and co-op opportunities. These help fill in the practical knowledge gaps that can’t help but exist in educational programs.
• Think about how to reframe concerns -- ask yourself questions that can help you take your concerns and identify new ways to approach building confidence The fake-it-to-you-make-it approach might be your friend!
• Keep learning! Stay curious! In addition to the program at university or college, there are other ways to add to your education: networks, community, podcasts (that’s us!!), reading, etc. 

Bonus Takeaway:

• Misconceptions of Gen Z? That they don’t want to work hard or for anyone else. Rather, they want to work with organizations that focus on development and sustainability, where they can show up as their true selves,  and for and with leaders who want to make a difference.

We thought it would be a strong contrast to follow up our gratitude episode with one on toxic positivity. Before we could even get into a discussion on this topic, we had to get clear on what the heck it is! Our nutshell definition goes something like this: glazing over or ignoring the crappiness of a situation and not acknowledging how hard something might be, and how negatively it may be impacting someone, a team or a company. Often, it’s combined with a lot of finding-of-silver-linings, something that the three of us, who lean towards being positive, are prone to do. We’ve got some contrasting points of view this time! At least we are still friends though. (See what we did there?) :)

Key Takeaways:

• One thing we all agreed on is that, at first, the notion of this made us mega eyerolllllll.
• Don’t pretend the tough stuff isn’t happening! If you’ve got crappy news to share with your team, be up front about it, having an authentic conversation, and then move to solution-finding.
• Positivity and platitudes are going to impact people in really different ways, and, as always, positive intention doesn’t mitigate impact. Three things to keep in mind: topic, timing, audience.

Are you a glass half full, silver lining, always-look-on-the-bright-side kind of person? Are you good at turning towards what you have? Does practicing gratitude come naturally to you? Or, are you someone who thinks that they could be better at feeling grateful for what you have? Or, are you someone who thinks that this gratitude stuff is way too woo woo for you? 

The three of us generally trend towards the optimistic and grateful side of the spectrum. But gratitude can be tricky. In this episode we discuss the paradoxical nature of gratitude: sometimes it serves us AND sometimes it might just lead us to tolerating more than we should. Conundrum? Yes, we think so.

PS: This episode was recorded in early November 2020.

Oh! And we kick off the episode with a quick statement of our guiding words/phrases for 2021.

Sandy: Reflection and Celebration
Sarah: Roll with It!
Tara: Lift

Key Takeaways:

• What’s the motivation to express gratitude? Is it a grounding practice? Is it to shift perspective? Is it about recognition of another? Or is it about connection? 
• It’s possible that the pressure to be grateful (externally or internally applied) can lead us to inauthenticity, or to stay in situations that are less than awesome.
• There isn’t a templated way of expressing gratitude that works for all. Singing gorillas are not a one-size-fits-all approach. :)

It’s that time! We reflect on the words we had identified to guide us through 2020. Needless to say, this year really wasn’t what any of us expected. Did the words hold up?? 

These were our 2020 words (or, in the case of Sarah, phrases!):

Tara - LEVITY
Sarah - YOU’RE IN A FIELD
Sandy - CREATE

Sarah and Sandy already have their phrases and words for 2021! Tara, not so much. (Not a surprise.) 

And, Happy New Year! Thank you for listening.

We’ve recently discussed the notion of The Great Regret, and the disappointing experience when you make the serious decision to leave your job for another opportunity, and then the other opportunity, well, doesn’t quite live up to your expectations.

We are digging into that exact scenario today! We are very excited to welcome James Hughes to the podcast. James is the HCM Deployment Lead for Workday at Alight Solutions, and he joined us to share about his big decision to leave his job to explore something new…and then how he pretty quickly realized it wasn’t what he was looking for after all.  

Key Takeaways:

• The shine of a big brand can be really alluring! Doing your research is still important.
• Before making a big move, one thing to assess is whether or not you really have the energy to start something fresh, build all new relationships, learn the new ropes, etc. It’s a lot of effort!
• Life is short. Find happiness if you can. And know that what makes you happy can really shift and change over the course of our career lives.

Has anyone ever said anything to you that has just stuck? That definitely happened to us when our good friend and co-host, Tara Kemes, casually said one day, “Everyone is a leader to someone.” That was probably 3 years ago and since that time, this phrase has been repeated and used by us many times. Thank you Tara for those inspiring words and for inspiring our episode topic for today.

In this episode, we unpack our thoughts on what leadership is and how that definition has changed for us over time. We also talk about the limiting beliefs (from ourselves or others) that hold us back from being the leader we want to be. And then of course, we talk about ways to push back on those limiting beliefs.

Key Takeaways:

• Lead by example! Every time you make the choice to be a better workplace human, you give permission for someone else to do the same.
• Use these COVID times as an opportunity to practice being the leader you want to be.
• Leadership can happen anytime, anywhere, and everyday.
• Don’t worry about making mistakes and being perfect. Get back up and keep going, even if it feels kinda crappy on some days.

Most of us who have the privilege to be able to keep our jobs (and are likely working from home) during this global pandemic feel pretty darn lucky. Many who are working from home even prefer it! But with the holidays approaching, it got us thinking about the parties we are going to miss out on this year -- the ones we liked going to, and the ones, as HR, we hated planning. This year, it is a different conversation and it goes something like this: how can we, as leaders, create meaningful conditions of connection? How do we celebrate together without overwhelming each other? What kind of connection do people need or expect? Great. This planning seems EVEN harder than chicken, fish or vegan!

Key Takeaways:

• Find ways to provide different options for people to participate, so it’s not simply another large virtual gathering. Maybe it’s an opportunity to try something new that always got ex-nayed in the past.
• If you are organizing a company holiday activity, make it truly optional! That also means no judgy judgerson if employees don’t show up.
• As the pandemic and the safety protocols have continued, we just may miss the holiday party more than we anticipated. Bah, COVIDbug.

Holiday Bonus Takeaway:

• Sarah makes delicious Nanaimo Bars!! She uses sea salt on the top...amazing!

We mentioned at the beginning of the season that we are trying some new things! We are excited to introduce our DBAJAW Guardian series where we focus on the perspectives of future business and HR professionals. We call them the guardians because they are the next generation that will strive to keep the jerkiness down at work. Goooo guardians!

We are also excited to share the mic with our first guardian, Christie Sage Reddy. Christie is a current student in the human resources program at Kwantlen Polytechnic University, and she was brave enough to sit down and have a conversation with us about how she’s feeling about embarking on her HR career. (Thanks for joining us, Christie!)

It’s been a minute (okay, a lot of years) since we started our careers and it is safe to say that there are a lot of things that a) we don’t remember and b) have completely changed. That said, one feeling that might be consistent across generations is the PRESSURE to find that first career job. Oof.

Key Takeaways:

• While a first job may not be perfect, it’s highly likely that there is still something to be gained from the experience. (As long as it isn’t a terrible workplace!)
• It’s not just about the right job, it’s about the right company, too! Does the company have values that align with yours? And then the company needs to actually follow through on them.
• Keep goals in mind! Reflect. Ask yourself: in a year from now, will this opportunity have taken you closer to your goals? (Also note, your goals are likely to change over time!!)

In this episode, we are visiting the topic of the pandemic, again. Because, let’s be real, it’s our reality! And it significantly impacts E-V-E-R-Y-T-H-I-N-G.

We are so happy to have a guest with us...someone whose job has really morphed as a result of COVID-19. Sara Martin joins us to speak about what it’s been like to take on the responsibility of COVID safety protocols in the workplace. Co-workers commit (mostly unintentional) COVID jerky offenses, and then the COVID officer feels like a jerk having to call them out on them! It feels like a bit of a lose-lose scenario! Sheesh. All that to say that, over the past several months, whether it be about masks or hand-washing, Sara has been overheard saying, oh, just a few times, “Don’t make me ask you again!” 

Key Takeaways:

• Because this, the pandemic, is a new experience, every decision may feel awkward! And you might feel uncomfortable because you don’t know the answers. These are normal feelings!
• Adaptability is the name of the game. Be ready to pivot quickly and frequently.
• It’s okay to cry, and cry often.

And...an extra one for this episode:

• Being the “COVID officer” is an important job! And yet, it doesn’t always get a ton of enthusiastic, sincere gratitude. So, to all people doing this work in workplaces...THANK YOU!!!!!

*We had some connectivity issues at the start of this episode that affected the sound quality. Thanks for bearing with us! Clears up after the first several minutes.*

Are you feeling stuck? Many of us have taken the eye off our own learning and development in place of coping and just surviving in such uncertain times. Some of us may be feeling this more than ever due to COVID while others may have been feeling this way their whole working lives. How do we start (or restart) those conversations with our employers about investing in developing ourselves and our teams?

Key Takeaways:

• YOU (as an employee) are the main person responsible for driving your own learning and development.
• For both employees and employers...be aware of capacity! What can people realistically take on these days?
• Learning and development doesn’t just come from classes and training programs. Podcasts, books, discussions! Be curious! (Our favourite suggestion.) :)

During recruitment, one thing that consistently comes up from candidates is that they want to work somewhere with a good team and people that work well together. In many ways, that idea seems pretty baseline…of course, most of us want to work with people that we like and work well with. But it did get us thinking…how realistic is this wish? Are we going to get along with all of the people, all of the time?

Key Takeaways:

• If it’s really one person, think about all the other people you enjoy working with everyday! Do your values align with most of the people you work with? Try and get some perspective before determining that quitting is the only option.
• Adaptability is imperative to finding a way to work with people we perceive are jerks. See if you can still create connection with people that you don’t automatically like.
• While it’s all of our responsibility to address the jerks and the jerky behaviour, it’s especially your responsibility If you are in a position of power and influence. 

Bonus Takeaway:

• Don’t let the jerks win!

In this episode, we chat with our colleague and friend, Alex Goodman. Alex is an HR pro and works in the animation industry. She joins DBAJAW as a guest to have a conversation about equity, diversity and inclusion.

With ongoing and systemic anti-Black and anti-Indigenous racism, including the recent murder of George Floyd, the shooting of Jacob Blake, the fatal shooting of Breonna Taylor,  the police-involved death of Regis Porchinski-Porquet, the death of Joyce Equachan and, tragically, the killing of many, many more Black and Indigenous people in both the US and Canada, we are seeing a lot of workplaces react. While some organizations were already taking actions to improve equity, diversity and inclusion, we discuss how a lot MORE interest and energy are being put into this now.

Key Takeaways:

• ED&I initiatives don’t live in a vacuum! We need to move beyond initiatives to making equity in the workplace the new systemic. 
• Avoid getting caught up in check-boxes. Commitment to ED&I is more than feeling good about diversity hires.
• When we strive to do better with ED&I, we are going to make mistakes. Don’t let that stop us from trying.

We’re back! We’ve taken a summer break and now...here we are, at the start of season THREE! 

Before we get into our real talk, we have an update to how we are trying things this season: we are going to be releasing episodes every other week, with the occasional longer break over the course of the whole year. 

We are kicking things off with at least one tradition -- a conversation about ETIQUETTE. This time, it’s specifically about COVID-19 etiquette and work!

Key Takeaways:

• Masks are a good reminder that we are in a pandemic. They help to ensure physical distancing because it makes us remember that we shouldn’t get too close to each other! 
• A good thing that has come out of living and working in the current climate, people are asking for consent a lot more. Entering offices, elevators, touching someone else’s computer, etc. We hope this increase in consent-asking continues and spreads!
• Another positive is people expressing appreciation more often. Co-workers are recognizing the effort being put in by the support teams and by people in roles that don’t always get as much gratitude. Thank you!

Bonus Takeaway:

If you are looking to go to a brewery, Red Truck has done an AMAZING job with their COVID protocols! Shout out to Red Truck. :) And, their beer is delicious. https://redtruckbeer.com/

Wow. We are at episode 60! Not only have we recorded a 40-episode this season, we have recorded 11 of them remotely. Thanks to our amazing editor Kylie for making that possible!

The three of us are huge fans of reflecting on our experiences to look for the growth opportunities. Given that this is our last episode for this season and we have had 4 months of living in COVID times, this seems like a good moment to stop and reflect.

Key Takeaways:

• We’ve all noticed we’ve got some strong feelings about being introverted, extroverted, and working from home: Sandy likes working from home and having her own schedule; Sarah really likes working at home... but ALONE; and Tara actually really likes spontaneous social interactions in the workplace!
• Businesses and individuals have adapted so quickly and been able to operate in more flexible ways with, in some cases, the vast majority of their employees working from home -- hopefully this level of flexibility will continue into the future and will increase the accessibility of certain work environments.
• Maybe we’ll finally see the permanent demise of the handshake! And, hopefully, that toe tap greeting is short-lived and also disappears just as fast as it emerged. (Please!)

WHAT do you want to be when you grow up? Or, what do you want to DO when you grow up? This is a classic question that, probably, many of us have been asked in our lives. What if the question was different? Rather, WHO do you BE? Take the focus off the what, and really make a bigger deal about WHO we want to BE.

How much does this version of the questions make us pause and really reflect? In this episode's conversation, we see we really have a lot in common when we look at who each of us are striving to be. 

Key Takeaways:

• Pause, take a moment and think, “Who do I want to be in this moment?” Will that prevent some jerky behaviours?
• Traveling...the great re-start! It’s like you get to be a fresh version of yourself!
• Dr. Bonnie Henry. Wow. She is really showing us another style of leadership. She is showing up as who she is. What an inspiration. You be YOU, Dr. Henry! Thank you!

This time, we are talking about The Great…Reimagining! 

Although Mary Houle’s biggest claim to fame is playing the BC basketball provincials in 1987 with the legend Tara Kemes (ha!), she managed to find further success in her almost 30 years working as a speech pathologist. But things weren’t always right in that world. After being gifted a new perspective on her work, she sees her professional self in a whole new light, one fully aligned with her values. 

Her journey can provide lessons for anyone who has that unsettled feeling and is contemplating a change. Thank you for sharing your stories, Mary! 

Key Takeaways:

• If you ever refer to any opportunity as “soul-sucking”, it probably isn’t the right path for you!
• We’ve said it before and we’ll say it again: surround yourself with people who can give you a new perspective, who can ask you tough questions AND be your champions!
• In addition to Mary’s hoop skills, she was pretty talented on the typewriter. (Not that it actually got her the job she wanted!!)

Remote working. Virtual teams. That is the situation many of us find ourselves in now. Before coronavirus, the consensus on the effectiveness of remote working seemed split. But now, we are in it and will likely be in it for the foreseeable future. One of the hardest adjustments for people seems to be the loss of connection. It turns out that all of the informal and in-between meeting chit chat played a huge part in creating connection and building relationships. So, in this new normal, how can we be out of sight but not out of mind?

Key Takeaways:

• While you may not need to connect with someone today, someone else may really need that from you. Keep this in mind and do your part to foster connected, trusting, relationships with people at work no matter what your job title is.
• Be adaptable! This is all so fluid. Don’t assume that how you show up today will be what is needed tomorrow.

These days, if you are fortunate to be healthy and working, you are probably working from home. If you are a boss, you have likely discovered that a “management by walking around style” doesn’t work as well during a pandemic. And, if you are an employee, it has likely meant that you need to take more responsibility for “being seen” and asking for what you need. But are you asking for too much? What is too much? When does asking for what you need start becoming “needy?”

Key Takeaways:

• Many of us are scared to ask for what we need. To overcome that fear, consider:
• • What will be different if I ask for what I need or ask to be supported differently?
  • What will happen if I continue keeping it to myself?
  • How would I feel if someone asked me for the same help/compassion we are asking of them?
• Challenge your own perceptions of why you might see someone as “needy”
• It’s a gift to help someone. And it’s a gift to allow someone to help us!

We have noticed that COVID-19 is impacting us and the people we work with in waves. And now, with many people working remotely, it is hard to know if our colleagues are struggling. When it comes to talking about mental health, many people (including the 3 of us) are unsure about how to check in with each other or even if we can. So, what did we do? We invited an expert to join our conversation!

We were so excited to welcome our friend, Sean Raible to talk about this very important topic. Sean is the founder of, Game Plan Total Rewards Consulting, where he provides strategic consulting and project management services around total rewards and workplace mental health programs. Just like us, he is passionate about creating better workplace humans. You can find out more about Sean at www.gameplantotalrewards.ca and at www.changeonelife.ca.

Key Takeaways

• We don’t know what we don’t know; take the time to pause and be more compassionate about our own thinking and how we see others.
• Consider using the ‘4 Quadrant Exercise’ to frame conversations about mental health.
• As a boss, how are you taking care of yourself? Taking care of yourself puts you in the best place to support others.
• Words matter –our words can positively change outcomes; any easy change is to replace ‘should/must’ with ‘consider.’

Are signs in the workplace really effective? How can we communicate to colleagues that we don’t like their behaviour without coming across as a jerk ourselves? Heads up! We have a deep discussion about farting at work. This episode is a real gas!

Key Takeaways:

• Before posting a sign, consider: is the message really for EVERYONE? Or could this be a more direct conversation with a specific person?
• Too many signs may result in people reading NONE of the signs.
• The sign may have the opposite effect and the offender will do the offending behaviour even more. Look out for the backfire!

Bonus Takeaway:

• Do not go into a pool if you have active diarrhea. Enough said.

On a recent episode of the podcast, Skimm’d From the Couch, the hosts (Carly and Danielle) interviewed Gretchen Carlson. In the interview, Gretchen made the comment that if employees are harassed at work, they should NOT go to HR because HR is on the “side of the company.” This did grab our attention and it got us thinking…what is the role of HR in an organization? And as HR pros, how do we balance being there for the people AND repping the company? How do we shift this notion so that HR is not seen as a workplace jerk?

Key Takeaways:

• The definition of the HR function really depends on what organization it's within, from policing liability and mitigating risk to creating and fostering a great place to work, and everything in between!
• Often people associate negative interactions when they think of HR -- the classic pink slip, a performance issue, etc. The bad experiences are usually the stories people tell. Do what you can to NOT be seen as the complaints department! 
• Focus on integrity rather than likeability.

In this episode, we talk about the good, the bad, and the ugly that can result from our egos taking centre stage. Egos can definitely lead to some jerky behaviours at work.

Tech note: We had some challenges with our sound this episode. The levels are off. Distance podcasting is not always easy!  Thanks for bearing with us while we try to sort it out for next time!

Key Takeaways:

• Ego pro: Failure isn’t an option. It doesn’t even cross our minds, which means we may take some (smart) risks and have some excellent opportunities and results!
• Ego con: Can lead to hero behaviours. We can fix and solve everything, even when no one asks us to be their hero. Besides rubbing people the wrong way, this can also take away opportunities from other people to be accountable and try new things. 
• Ego and gender: are women judged with more skepticism when they show up with ego? Are men unfairly judged when they show up as confident? Hmmmm, we are a bit split on this one.

Is minding our own business always a good thing? Ooooo, good question! Often, when people come to us with an opinion, suggestion, or concern that they have yet to voice, they tell us that the reason they haven’t put it forward is because it is, “not their place.” In this episode, we talk about how minding your own business, putting your head in the sand, and not getting involved is not always a good thing and can even make you the jerk!

Note: this episode is a companion episode to Putting Down the Gavel, episode 50.

Key Takeaways:

• In our experience, one of the reasons people don’t speak up and default to, “that’s just not my place,” is FEAR. And as we know, fear is a jerk!
• A couple of questions to ask yourself: Am I waiting for someone else to do something? If so, what makes them more accountable?
• You can be a better workplace human at any level of position in an organization. You don’t have to be a boss or a manager or a leader by title. You can be a leader by being a better colleague to your colleagues and modeling awesome workplace behaviors.

There are many front-line workers courageously working to support us during COVID-19. Thank you so much to them!

For those of us fortunate to continue working, we are working from home. And our mantra of don’t be a jerk at work applies to this situation, too! In this minisode, we discuss some of the aspects of working from home that may lead to jerky AND lovely behaviours in ourselves, our colleagues, and our employers.

Key Takeaways:

• Remember self-compassion
• Adjusting to a new normal takes time; don’t expect perfection from yourself and others
• It’s okay to not be baking bread right now!

What can we do differently at work to be less judgy and how can we learn to better mind our own business? 

Even when we keep our judgy thoughts to ourselves, it’s still not a positive thing. Is there a way to reduce these thoughts from the get-go? And what about those mother-daughter relationships!? The judging behaviours seem to be at full-tilt there. Why is that? Hmmmmm… We go deep!

Key Takeaways:

• Unless your name is Judy, is it ever really acceptable to pass judgment?
• There can be a real snowball effect! Like a lot of negative things, it can spiral. No good! Even more no good during extremely stressful times like the one we are in now.
• When we put down the gavel, we are way more likely to be able to see and hear other peoples’ opinions and great ideas which of course is valuable and builds connection.

Bonus Takeaway:

• Uggs and those who wear them deserve to be judged. Enough said. (Joking! Sort of.)

Due to COVID-19, this is our first remote podcast recording! The show must go on!

Imposter syndrome describes feelings of severe inadequacy and self-doubt that can leave people fearing that they will be exposed as a “fraud”, usually in their work lives. And you know what? Imposter syndrome is a real jerk! In this episode, we share our own experiences with imposter syndrome (we have many!) and discuss how to support not only ourselves when we feel this way, but our colleagues and even bosses, too.

Key Takeaways:

• Imposter syndrome has impacted us all at various times in our lives -- starting a new job/gig, releasing the DBAJAW podcast for the first time, going back to school, writing a book, to name only a few.
• The doubt we feel almost always comes from ourselves! It takes work to push through this discomfort -- it’s okay to be uncomfortable.
• Another jerky behaviour of imposter syndrome is that it rarely self-isolates and it tends to spill over into other parts of our lives, making us feel like we are inadequate in those areas too. Remember to ask your trusted people for support in these times.

Sandy and Tara talk about what employee “loyalty” means – today and in the past – and how it seems to be performing a disappearing act. So what’s next? How do employers (re?) engage that loyalty? Or, is that even a reality anymore? And if not…how do employers make themselves attractive to a workforce that no longer values an engraved gold watch? Key Takeaways:

• In the 20th century, employee loyalty seemed to be real! Was that because of a desire for/expectation of a clear career ladder and retirement security? Or maybe because there were fewer employment options back then?
• There has been a significant shift in the balance of power and employees are making it clear they want more influence over their lives and how work fits in.
• As an employer, it’s time to let go of the assumption of loyalty from your employees…and to become comfortable with the concept that you can’t be everything to all your employees. Stop trying to tick ALL the boxes!
• We reference the book, “Workquake,” by Steve Cadigan. It’s a timely read as it examines current workplace trends and our prevailing narratives about the employee-employer relationship.

A few episodes ago we conversed about emotional intelligence and how developing a high EQ may help us to reduce some jerky behaviours. Continuing on that thread, this week, we are talking about paying attention and noticing the people and work being done around us. If we intentionally tune in, do we notice things differently? If we want to be better workplace humans, what are the things we need to be noticing?

Key Takeaways:

• Three questions to ask ourselves:
• • How do I want to show up today?
  • How did I show up today?
  • How do I know? (Did I leave the impression I thought I did??)
• Reflect back on some feedback you’ve received; take stock and identify what might be areas for you to focus on for professional development. It might even be something you are already good at and you can get even better at!
• Make sure we don’t only notice the negative stuff. Make an effort to notice the good work people are doing, too!

We talk all the time about the importance of NOT being a jerk at work and yet when we look around, there are so many examples of successful jerks out there. How does this happen? In this episode, we talk about the correlation between success and jerky behaviours, the sustainability of that success, and whether or not being the big boss gives you permission to be a bit of a jerk sometimes. (Hint: it doesn’t!)

Key Takeaways:

• Speak to people with the same amount of respect, regardless of their level of experience or position in the organization.
• Business can be business and require some really tough decisions...and you still don’t have to be a jerk! At the same time, just because you don’t like someone doesn’t mean they are a jerk. Lack of likeability does not equal a jerk!
• Watch out that you don’t mis-label succinct and efficient behaviours as jerky. Maybe y’all simply have different values.

Phrases like, “we learn from our mistakes,” and “fail fast, fail often” imply that there is no shame in making a mistake. Is that really true? Or are we mistaken? While we are surrounded by learning opportunities every day, we’re not sure that all mistakes are treated equally. On today’s episode, we talk about the reality of making mistakes at work. 

Key Takeaways:

• There is a difference between good faith mistakes vs bad faith mistakes. Good faith mistakes, generally, don’t destroy trust. 
• Making responsible mistakes is inevitable when we try and get away from perfection paralysis! This is the same when we are growing in our careers and trying things for the first time.
• If we say we are encouraging and forgiving of learning mistakes made by others, are we as forgiving with ourselves when we make a mistake?

Though definitions vary, Emotional Intelligence, or EQ generally refers to the capacity of a person to be aware and in control of their emotions as well as their ability to handle their interpersonal relationships with empathy and sensitivity.  Could developing high EQ be the antidote to fighting your inner jerk??  

Hmmmmm, let’s discuss.

Key Takeaways:

• Using our EQ can help us from leaping from emotion to emotion, and allow us to slow down, open our brains, and get curious.
• Overusing EQ can go sideways! You can lose your boundaries, take on other peoples’ problems too much, and, exhaustingly and irritatingly, always try to be the hero.
• Rather than treating others how we know we’d like to be treated, put in the effort to learn what respectful treatment looks like, and fee