Explore every episode of the podcast Hope + Possibilities: Trust, Leadership + Strategic Foresight

I've been watching a lot of TV lately. Reading a lot of books too. And I keep noticing something I can't stop thinking about: Canadian stories are having a moment, and I'm not sure Canadians are the ones who benefit most from it.

This episode is about intellectual property. Specifically, what happens to the value of a Canadian story once it's adapted, licensed, and streamed around the world. That covers original scripts from Canadian showrunners and screenwriters, and it covers adaptations of books and articles by Canadian writers.

I'm a consumer, not an industry expert. These are questions, not conclusions. But I think they're questions we need to be asking out loud.

A few examples to ground this:

• Sterling Point, developed for Prime Video
• Every Year After, based on a Carley Fortune book (with another of her books being adapted next year)
• Heated Rivalry, based on the book series by Rachel Reid, a writer in Nova Scotia. It was developed for Crave and then licensed to HBO.
• Below, a Netflix original starring Josh Hartnett, set in Newfoundland. It's currently number one in 53 countries.

The production of Below has said that $90 million was invested into the Canadian economy. That sounds great, right?

Here's what that $90 million actually represents. A lot of it comes from the Canadian government, to make investing in Canada attractive. It funds jobs and tourism. Productions source props locally, hire people to build sets, and spend money in the communities where they film. That's a real local benefit, and I understand why we facilitate it.

But it's the short-term payoff. The true value is the intellectual property.

Look at Rachel Reid. HarperCollins credited the sales of Heated Rivalry and the other books in her series with an 8% rise in its book sales in the first quarter of 2026. If you do the math, that's roughly $40 million. Rachel didn't get all of that, obviously. It depends on her contract, and I have no idea what's in it.

HarperCollins is American. HBO is American.

The reported figures say Heated Rivalry cost about $12 million to produce and HBO paid about $3 million to license it. I can't verify those numbers. They're what's coming up in industry reporting. But the long-term value, with licensing, additional seasons, and everything that follows, has to be much, much higher than the original investment. We're probably looking at hundreds of millions.

So who owns that? Americans do. A Canadian story, written by a Canadian, produced in Canada, and the value of that storytelling now sits south of the border.

I hope Rachel has great agents and lawyers. I hope she can renegotiate as more books come out. I genuinely don't know. And the same logic applies to Below. That $90 million is a fraction of what it's truly worth.

Something I noticed while digging into this: industry reporting covers what things cost to make. Actor salaries. How much was invested. How much went back into the local economy.

It doesn't talk about what the project is worth overall.

I couldn't even find a number for Stranger Things. It's been around for roughly a decade. It's Netflix's flagship show. You'd assume it's worth billions at this point. I could find rough reporting that the final season cost somewhere in the range of $400 to $500 million to produce, with all the CGI, the special effects, and the actor salaries by that point. So the profit has to be in the billions. There's no number anywhere to show it.

It's all tied up in non-disclosure agreements. Top secret.

So how are creators supposed to understand the true value of what they're negotiating? And how is a government supposed to know what streamers are earning from Canadian stories if they're never required to disclose it?

This is where it gets geopolitical.

Canada's Online Streaming Act, passed in 2023, requires streamers to invest 5% of their Canadian revenues back into Canadian content, Indigenous content, and French-language content. The U.S. has named this a trade irritant. They don't want to pay it. They don't want to invest in discoverability for other languages. They preferred the deal as it stood before 2023.

What I find so interesting is the timing. It usually takes 18 months to three years to develop intellectual property. So we're only now starting to see the value of Canadian projects that began filming in 2024, 2025, and 2026, after that legislation came into effect. The pushback is arriving right as the value becomes visible.

Here's the part that bothers me most.

In some of these adaptations, the story itself changed so that not all of the characters are Canadian.

In Every Year After, one of the main characters comes up for the summer and then leaves. On screen, she's American. In the book, she was Canadian, because Carley Fortune is a Canadian writer writing a Canadian story.

Sterling Point has a similar thread. A character discovers their mother was Canadian, something they never knew. There's an estate issue. They have to come to Canada to resolve it, and they end up owning premier property in Muskoka.

So I have to ask. What's the benefit to a company based in a country that keeps pushing the 51st state narrative, with a history of manifest destiny and American exceptionalism, of selling the value of Canadian real estate and close cross-border relationships?

If we look at five or 10 years' worth of this kind of storytelling, what does it normalize? Does it support a separate and sovereign Canadian identity? Or does it normalize a perception that what's valuable in Canada is there for the taking?

When does storytelling cross the line into propaganda that's used to persuade politically?

You may not know this about me. My mom was born in Glasgow, Scotland. My dad was born in Duisburg, Germany, in the 1930s. They were children when World War II started.

So my whole childhood, and really my whole life, has been about understanding the war from different sides. I spent a lot of my childhood watching war movies. In English, obviously. I don't speak German.

A lot of the Hollywood movies about World War II were propaganda after the fact. And honestly, they never presented Germans well at all. To the victor go the spoils. The victors write the history, and they write the story.

Those movies didn't reflect what it was like for an ordinary German family who wasn't supporting Nazism. People trying to survive. Doing what they had to do. I don't know the full story of my own family's experience. But I learned early that there's always nuance. Whatever side you're on, you're telling the story you perceive to be true. And there's always a way to find the story that serves both sides and reach some kind of consensus.

That's why storytelling has always fascinated me. It's a tool of influence. It's a tool of propaganda.

So when I see strategic changes like these made across multiple shows, I start to wonder about the intention at the company level. I'd love to believe these are companies operating separately from government. But we know these billionaires are regularly invited into the White House. It's not out of the realm of possibility that some of this is politically motivated.

I'm speculating. I'm saying that clearly. This is critical thinking. I'm asking questions.

The bigger questions I'm sitting with:

• Can we renegotiate how we authorize the licensing of Canadian intellectual property?
• How do we negotiate access to our locations and resources for filming?
• How do we invest in Canadian filmmakers, and in all the artists it takes to make film and TV, in a way that's sustainable after a production leaves?

Because productions come in, and then they go. They come in, and they go. In between, unless you're lucky enough to land the next project right away, it's unemployment. Where's the continuity? Where's the plan for stability?

And ultimately: can we build a film and TV industry that produces world-class content without depending on the United States, in a way that respects our sovereignty?

This is where it becomes a scenario exercise for me. What world do we want to wake up in 10 years from now? Twenty years from now? What does it look like if we make different choices and negotiate in different ways?

I think that could be really fascinating to explore.

If you work in the industry, I'd love to hear from you. Tell me what I'm missing. Tell me what you're seeing from the inside.

• Email me your questions: nola@nolasimon.com
• Leave a comment or review on any podcast platform
• Subscribe on whatever player you're using

That last one is an experiment. I'm told subscriptions drive chart rankings, and I want to test whether charting actually increases visibility. More visibility means more people asking these questions about how we want to live and work in the future.

Anyways, that's it. Thanks for listening.

Who pays for the ideas you trust?

Keswick, Ontario might be Canada's unexpected  capital of thought leadership. Amanda Cupido launched Let's Talk Thought Leadership right here, and our conversation has stayed with me. So this episode I'm going further: what actually shapes the ideas we call "thought leadership"? Money. Power. Influence. And whether the people broadcasting ideas ever listen back.

In this episode:

Why I pay for this podcast myself. I don't take sponsorship. Money shapes views in ways you don't always notice until later, and I'd rather not find out the hard way. I also won't take deals from AI companies, especially American ones. I don't know their relationships with government, and I'm not convinced the current US administration is acting in Canada's best interest.

Honey, bees and a blind spot. OpenAI flew about 30 creators to Wildflower Farms, a luxury Hudson Valley resort, for "OpenAI Summer Camp": farm-to-table dinners, beekeeping, the works. OpenAI says it was about teaching creators its tools and that it welcomes healthy debate. But the posts were all honey and bees. AI's environmental footprint never came up. And when the backlash hit, it landed on the creators, not the company that paid for the trip. Grace McCarrick pointed out that most of the people taking that heat were women. I don't agree with everything about how she handled it, but she had a point.

When academics become creators. Institutions bring their own hierarchies and politics. I look at Adam Grant: ahead of his new book Vibe, I revisit how he partnered with celebrities like Jennifer Garner to promote his last one. Was she paid? I'd assume so, and she should be. But it's never disclosed.

Broadcast isn't community. I've followed Adam's work for about eight years and learned a lot. In all that time, I couldn't get a real conversation going, until this week, when I commented that his book tour skips Canada. He replied that he loves Canada and hopes to come next year. I appreciated it. But it shouldn't take eight years. If you're the only one talking, is it really a community?

Softball questions. Actors are hosting more podcasts, and I'm seeing fewer trained journalists conducting interviews. What happens to ideas when nobody asks the hard questions?

Where my work lands. I learned I'm ranking on a Goodpods chart for investigative journalism, and on a writing chart too. Charts aren't the point. What matters is that the questions I ask are being read at that level, even by an algorithm, when futurism doesn't fit neatly into any one box.

Human thinking in an AI world. My transcripts get scraped to train AI. I can't stop that. So I focus on putting out the best human thinking I can, and I hope the real people who find it notice and give credit.

George Michael as a fixed point. His arc is complete. I know what he stood for, and that won't change. Living public figures keep shifting their partnerships, which makes me wonder: is there a cultural divide between American and Canadian podcasting?

The big idea: Thought leadership shapes the future. The people who absorb your ideas go on to decide how they behave, how they run their companies, and which social norms they support. What you consume shapes who you become, and that includes the thought leaders you follow.

One small ask: I rarely hear from listeners, and I'll never stop asking. If a review or a question feels like too much, just hit subscribe on whatever app you use. Subscriptions move the charts. Sharing, saving and downloading help too.

Coming up: I'm taking the Canada question further with Jan Ditchfield, founder of The Show, a Canadian podcast business mastermind for women entrepreneurs. (Full disclosure: I'm a member.) Subscribe so you don't miss it.

Mentioned in this episode:

• Let's Talk Thought Leadership and Podcasting in Canada with Amanda Cupido (Hope + Possibilities): https://podcasts.apple.com/us/podcast/lets-talk-thought-leadership-and-podcasting-in-canada/id1602822494?i=1000734558579
• Let's Talk Thought Leadership, hosted by Amanda Cupido: https://www.letstalkthoughtleadership.com/
• The Show, Jan Ditchfield's podcast business mastermind for women entrepreneurs: https://www.skool.com/theshow/about
• Vibe by Adam Grant: https://adamgrant.net/book/vibe/
• Grace McCarrick on Instagram: https://www.instagram.com/grace_mccarrick/
• Backlash to OpenAI luxury retreat highlights influencers' uncertain relationship with AI (CBC News): https://www.cbc.ca/news/business/openai-influencers-summer-camp-controversy-9.7296991
• The Creators at OpenAI's Wildflower Farms Retreat, and the Backlash That Followed (Observer): https://observer.com/2026/08/openai-wildflower-farms-influencer-retreat/
• Influencers draw backlash for attending OpenAI's first luxury trip (TechCrunch): https://techcrunch.com/2026/08/03/influencers-draw-backlash-for-attending-openais-first-luxury-trip/

Hope + Possibilities: Trust, Leadership + Strategic Foresight. A self-funded Canadian podcast.

https://hopr.fm/k/xgtn2757/

Meta description: Who pays for the ideas you trust? Canadian futurist Nola Simon on sponsorship, OpenAI's influencer retreat, celebrity podcasts and AI, and why thought leadership shapes the future.

In this solo episode, I look at what strategic foresight really means for your career when nobody can predict what's coming: longevity, retirement, caregiving, loneliness, and why the human skills will matter more than technical ones as AI changes work.

I maintain that career development is a form of futurism. How do you make decisions when you don't know what the future holds?

Margaret Heffernan has a line I keep coming back to: in an age of uncertainty, planning becomes harder than ever, if not actually impossible, so flexibility, adaptability and the imagination to consider what could happen become vital skills.

When things are stable, you can set a goal, watch the trends, steer toward it and land pretty close. Today, with AI and geopolitical tension, nobody can predict with any certainty how things will go. You still can't stop living or making choices. The question is what you have in place that lets you move forward and still pivot as things become clearer.

So I get personal. Keith and I just turned 55. My dad is 94. My mom retired at 65 and died of dementia at 87. Longevity is on my side and my finances aren't ready for an early exit, so I expect to keep working into my mid-70s, maybe my early 80s, and I need income streams that could carry me to 100. That's why I've been reading Lynda Gratton's new book, Living the 100-Year Life.

I also talk about:

- Legacy. My mom took care of her family, and she had enough. I want work with resonance and impact for the next 40-plus years.

- The nurture threads. I'm an only child with very little extended family, and my kids have told me they may not have kids. As a sole proprietor, I have to build friendship and belonging on purpose. Who witnesses me? Who needs what I know?

- The retirement perception gap. The Old Grey Thinker, a former ship captain who writes on Substack, explores the distance between how retirement is sold and how it's lived, including what happens to your knowledge once "retired" replaces your job title.

- Longevity rewrites the script. My husband's mom died at 54, when we were 34 and our oldest daughter was one. I was in the sandwich generation in my early 40s, raising young kids while caring for parents and handling estates. My dad worked into his 70s and only stopped because my mom got sick.

- Out of sync and lonely. I was an older mom at 32, with nothing much in common with the mommy groups near me. I found my support online through Erica Ehm's YummyMummyClub. In Canada, we measure distance in hours.

- Choose Your Own Adventure as a practice. What shaped you, what do you need right now, what has to be true to get where you want to go, and are you testing the alternatives?

And the skills that matter most? Flexibility, mental agility, imagination, storytelling and knowing yourself. People call these soft skills, and they're anything but. Pure technical knowledge is what's most at risk from AI.

What practices keep you imagining what's possible?

MENTIONED IN THIS EPISODE

- Margaret Heffernan, On the Level (Substack): https://heffernanm.substack.com/
- Lynda Gratton, Living the 100-Year Life (September 2026): https://www.livingthe100yearlife.com/
- The Old Grey Thinker (Substack): https://substack.com/@theoldgreythinker
- Erica Ehm (YummyMummyClub): https://www.ericaehm.com/

A SMALL EXPERIMENT

I'm testing which listener actions actually move podcast charts. The simplest one is to subscribe, wherever you listen: Apple Podcasts, Spotify, Goodpods.
```

My last episode was about giving advice. This one is about the other side: how we receive it.

I start with the type of advice. There's the advice you go looking for and the advice that shows up uninvited. Then there's the question of who you actually trust, and how you filter what's useful from what isn't.

Advice doesn't have to come from someone who knows you. Mentorship is usually personal: parents, other adults in your life, coworkers, industry experts, even someone you're only loosely connected to. It's interactive and shaped around you. There's also thought leadership, where someone shares their expertise through books, TED Talks or videos without ever knowing you. That's a parasocial relationship, and it raises its own questions. How do you decide who gets your attention? And what happens when that person changes?

I've lived this. When I first hired my coach, her focus was career advice, resumes and storytelling. Then she moved into meditation, and later went back to work full-time in leadership development. Adapting as she adapted was a real shift for me. Honestly, it turned out to be a gift, because it made me look at why her change mattered to my own story.

We see the same thing with musicians and actors. When they move in a new direction, fans want more of the same. I'm seeing it in thought leadership too. Someone else's growth can threaten the story we've built about how they're useful to us. Stepping back to look at why is useful identity work, and I don't hear many people talk about it.

I also talk about:

• A post this week asking why people who know you struggle to support you when you leave corporate work, and why they fall back on "go get a real job"
• Neuroplasticity as a gentler way to understand why some people can't adapt to your change, even when they care
• Building your own board of directors. I'm drawn to people with broad backgrounds across industries and roles, many of them 20 years older than me, and I balance that with younger voices
• Paying attention to people who make you uncomfortable, and working out whether the problem is their content, their delivery or your own bias
• A creator whose "cool millennial manager" positioning got my back up, and what I learned once I saw it as an intentional method for drawing in the audience she wants

Power and influence matter in how you use them, and just as much in how you let others influence your choices. That's the part of receiving advice I don't think we talk about enough.

Resources

• My previous episode: A Leadership Living Lab: The Future of Advice and Mentorship
• Rachel Botsman, Who Can You Trust? How Technology Brought Us Together and Why It Might Drive Us Apart (2017)
• Rethink Moments with Rachel Botsman (podcast): Apple Podcasts · Spotify
• Rachel Botsman's Rethink newsletter: rachelbotsman.substack.com
• Rachel Botsman on Instagram: @rachelbotsman
• Dorie Clark, Reinventing You: Define Your Brand, Imagine Your Future
• Dorie Clark on Instagram: @dorieclark
• On the Level with Margaret Heffernan (Substack): heffernanm.substack.com
• PR Breakdown with Molly McPherson (Substack): mollymcpherson.substack.com
• The PR Breakdown with Molly McPherson (podcast): mollymcpherson.substack.com/podcast

Share your story
Has someone influenced you, or failed to? I'd love to hear the details. Podcasts aren't usually interactive, but I never stop trying. You can reach me by:

• Email: nola@nolasimon.com
• LinkedIn: linkedin.com/in/nolasimon
• Threads: @nolasimonsayings
• Substack: Everyday Futurism (@nolasimon)

A Leadership Living Lab: The Future of Advice and Mentorship | Episode 1

How do I advise my kid?

It's one of the questions futurists get asked most. What should they study? What skills will be in demand by the time they graduate? Honestly, it's the most approachable version of futurism there is, because almost everyone ends up giving this kind of advice. Parents do. So do aunts and uncles, godparents, neighbours, and every leader who has someone show up asking for their perspective.

This episode launches a new Living Lab series about how we give advice when nobody knows the future.

I start with my daughter. She spent years preparing for a science degree, including a lot more math than she was ever happy with. Then we toured the campuses, and she hated every tour. Her plan said science, but her body was telling a different story. She let the plan go, took a gap year, and ended up studying social work, with art kept as something just for her.

That's the pattern I want to dig into: we prepare for an imagined future, and then the reality of living it reshapes the plan. It happened to me too. I took math, minored in history, and ended up in financial services account management, working with American customers. Not exactly a straight line, right?

In this episode:

• Why parenting is a futurism project, and why that makes giving advice a leadership skill
• Margaret Heffernan on making decisions in the moment without enough data
• How a few campus tours changed my daughter's plan
• Why the day-to-day reality matters more than the plan on paper
• The advice we recycle ("go in early, stay late") and what happens when nobody's in the office to see it
• Unlearning skills, and letting go of the parts of our identity that built our careers but won't build someone else's

Three questions to ask before you give the advice:

• Is my advice still true for their world?
• What will their ordinary day actually look like?
• What's one small thing they can test before they commit?

Bring it to the Living Lab. Send me your questions, what you've tried, or your own advice at nola@nolasimon.com. You can also leave a review with your question in it. I may feature it in a future episode.

Want to see what a Living Lab looks like? I started investigating AI on this podcast back in 2021, and those episodes became an accidental Living Lab. You'll find them at nolasimon.com/podcast.

What advice have you been asked for lately, and how much of it is still relevant?

I'm looking at the current breakdown in the Canada–U.S. relationship — tariffs, trust, and everything in between — through the lens of my own career, and what it means for Canadian leadership at a moment of real convergence between politics, economics, and the future of work. For 16.5 years I worked for the American division of a Canadian company, hired under the premise that I could "pass" as American, complete with a Buffalo mailing address and rehearsed small talk about Buffalo traffic and snow. I unpack why I started trying to move out of that role in 2016, what the return of medical-bankruptcy calls after the rollback of Obamacare had to do with it, and why translating "American experience" back into the Canadian job market turned out to be far harder than I expected — even though I'd never actually left the country. From there, I widen the lens to what Canada's growing independence from the U.S. means for how we tell our own leadership stories, what a Canadian podcasting summit taught me about self-trust and sovereignty, and why I think the trending shift ahead calls for foresight and reinvention over stability — with or without AI's help.

In This Episode:

• Why I was hired to help my employer's American clients believe I was American — and what 16.5 years of that actually required
• The three subjects I never discussed with American clients (gun control, healthcare, employment law/maternity leave) — and why
• What the return of "medical bankruptcy" calls after Obamacare's rollback in 2016 had to do with my decision to leave
• Why it took me three years to move internally from the U.S. division to the Canadian division of my own company — and why my American experience didn't translate the way I expected in the Canadian job market
• How I ended up in sales as the only story the Canadian market would accept, and what I learned instead
• Getting laid off, and starting my own company
• Attending a Canadian podcasting summit organized by Jan Ditchfield — and how one session on podcast SEO moved my show 85,000 spots in the global rankings
• Why "top 10% of global podcasts" sounds more impressive than it is (and what the real math looks like)
• Trust, self-trust, and sovereignty: how Canadians undervalue our own credentials on the world stage — the York University vs. NYU conversation, and what it says about institutional prestige
• What Canada's uneven track record on recognizing immigrant experience has in common with my own experience of "not having Canadian experience" despite never leaving Canada
• Why I think AI is fundamentally backward-looking and limited as a tool for foresight and futurism — and why I've pulled back from using it for writing
• My next project: a Living Lab series on what a less U.S.-dependent Canada means for the future of work, Canadian leadership, and the convergence of employees, freelancers, and consultants on the same teams
• Closing thought: Canadians think about the U.S. far more than the U.S. thinks about Canada — and what that means for where our trust and attention should go next

Notable Quote:

"I'm full of cake and hope." — Nigella Lawson

(I'm borrowing this line from the Great British Bake Off as the spirit I want for this conversation — hopeful, positive, full of possibility.)

Mentioned in This Episode:

• Jan Ditchfield's podcast, Small Town Stories — janditchfield.co/small-town-stories
• Jan Ditchfield — janditchfield.co | Podcast
• The Canadian podcast summit Jan organized — janditchfield.co/summit
• Amanda Cupido's podcast, launched in Keswick — Listen on Spotify
• My AI Living Lab series — Listen on Spotify

Connect with Me:
🎙️ Hope + Possibilities: Trust, Leadership + Strategic Foresight
🌐 nolasimon.com

A reader told me my AI-assisted essay didn't sound like me anymore. That critique kicked off a week where reputation and AI collided in public three times: Substack's new Pangram "human-detection" scan, LinkedIn's AI-slop report button, and the backlash over an influencer's OpenAI brand trip. Each one exposes the terms platforms are quietly setting for anyone with a public body of work. This episode is me working out how to stay visible without giving up my own ground.

Pillars: Trust · Visibility · Identity · Communication

What's covered

A critique that stuck (00:00–03:00) A reader told me my AI-assisted essay had lost my voice — that it sounded more like Claude than like me. I disagreed. But the position got harder to defend once I separated two questions: can I write, and why am I experimenting at all.

Where AI actually fits my work (03:00–04:00) Useful for SEO, AEO, and discoverability. The trainer material — takeaways, reflection questions, anything designed to teach rather than model — is mine to write. That part was never up for experiment.

Substack + Pangram (03:52–05:41) Substack now scans posts and rates them human, AI-assisted, or AI-written. My read: unreliable like every detector, and easy to game, since anything under 100 words, audio, video, or paywalled content can't be scanned at all. So who benefits? Substack gets a PR win. Pangram gets a funding-round talking point. Writers get scanned. My response: I'm moving my experimentation behind the paywall.

LinkedIn's AI-slop button (05:57–07:12) No test, no proof, just crowd-sourced suspicion anyone can act on. Any anonymous reporting system carries the same abuse potential, and we already know where that lands: ageism, misogyny, racism.

Thought leader vs. influencer, and the OpenAI brand trip (07:12–10:54) A creator I follow — she wouldn't call herself an influencer, but she functions as one — took an unpaid OpenAI brand trip and posted about it while running a bath. The comments tore her apart over data-center water use. Her defense was "I didn't know this would be controversial." That's a research failure, and for someone whose credibility rests on thinking things through, it's a costly one.

Trust, reputation, and PR strategy (10:54–12:27) Getting torn apart in the comments isn't the answer either. I think we're capable of civil disagreement on both sides. But if you're a public persona doing brand deals, you need a real strategy: know your stuff, own it, explain it, and make sure the deal's values match yours.

Platform incentives (12:34–15:00) LinkedIn's new multi-collaborator post feature runs on the same engagement logic under a friendlier name. More talking helps the platform at least as much as it helps you. And this goes past creators — if you're an employee, your public presence is also your resume.

Reflection questions

1. Is it actually worthwhile to take the risk of experimenting publicly with AI?
2. What does a platform gain by having users rate each other as "less than human"? Who does that serve?
3. Am I experimenting with this tool because it's genuinely useful, or just because it's there?
4. Whose credibility is most at risk when anonymous, crowd-sourced flagging gets abused?
5. Where's the line between thought leadership and influence, and does that line change how I'm judged?
6. What is it about a voice I don't fully agree with that still works? What can I learn from that discomfort?
7. Before taking a partnership or brand deal, have I actually researched who I'd be standing next to?
8. Do public missteps deserve public dismantling, or is there a more civil way to hold the same concerns?
9. How do I present myself in a way that builds trust and protects my reputation without getting defensive?
10. Would I want my name permanently tied to this company or platform, in this form, five years from now?
11. Am I transparent about how I'm using AI? Does that use actually serve me, my work, and my relationships?
12. What future is this choice building toward, not just what does it do for me right now?
13. How do I stay visible in a way that still feels ethical to me?

A note on process: these show notes are pulled from my own transcript, not generated from a prompt. AI did the structuring and compression; the words are mine. Same distinction I draw in the episode: extraction and discoverability work, not voice work.

It's not safe to be experimental for free anymore. I'll still be on LinkedIn, and the longer essays will still land on Substack — but the experiments are moving behind the paywall. If you want to watch the process, that's where it lives now.

If knowledge I gave a company five, ten, or twenty years ago is still generating value for them, why does the payroll relationship get to end while the value extraction doesn't?

That's the question driving this episode. I read and respond to an excerpt from a LinkedIn post by a former colleague about AI systems that capture and index employee knowledge — the recordings, conversations, and stories that make expertise valuable — so all of it stays discoverable inside a company long after the person who generated it has left. Long-term extraction, in other words.

My issue isn't with the AI capability itself. It's with the assumption sitting underneath the post: that a company can capture, index, and reuse a person's stories, judgment, and point of view indefinitely, without renegotiating consent, ownership, or compensation as the relationship changes.

I trace it through consent, accountability, discoverability infrastructure, reputation risk, and the crux of it for me: compensation.

• Consent has an expiry problem. Recording something while employed isn't the same as consenting to its indefinite reuse after departure.
• Accountability gets murky once context changes. If old material is repurposed years later and it backfires, who answers for it? The person who said it, or the company that recontextualized it?
• Discoverability is infrastructure. Making knowledge "searchable" means it gets indexed, pattern-matched, and interpreted, which raises the attribution question: am I cited as the source, and do I have any say in that?
• Reputation and digital footprint are at stake, especially if it's a company or context I no longer want to be associated with.
• The employment contract has changed. Call it the Hotel California Clause: you can leave the company any time you like, but your value never does. Payroll used to be the deal: compensation flows while you're actively contributing. Indefinite knowledge capture breaks that link. The value keeps flowing. The payroll doesn't.
• This isn't limited to employees. Contractors, freelancers, and consultants recorded and captured through AI face the same exposure, and it's nowhere in their contracts.
• Whose knowledge "counts" in the first place. I raise the open question of whether ageism, racism, or misogyny shapes whose expertise gets flagged as valuable enough to capture and monetize.
• Regulatory retention sits in tension with all of this. At my old employer in financial services, everything was already subject to audit and kept on record for six or seven years: recordings, emails, anything written. That's extraction for compliance rather than knowledge-mining, but it's still capture and retention I didn't fully control. I don't resolve that tension here. Where regulatory retention ends and unregulated knowledge-mining begins deserves its own conversation.

Use these for journaling, discussion, or a follow-up episode:

1. What consent does a company actually have to use my recorded conversations, stories, and expertise after I've left?
2. If information I provided years ago is repurposed and the context has shifted, who is accountable when it backfires: me or the company?
3. If a company builds infrastructure to make my captured knowledge discoverable, indexed, and pattern-matched, do I have any say in how I'm cited or attributed?
4. If a former employer is one I no longer want to be associated with, what recourse do I have over how my past contributions continue to represent me?
5. If my knowledge is valuable enough to keep generating value years after I've left, why doesn't the compensation relationship continue too?
6. Has the employment contract changed, from "paid for your labor while employed" to "paid for your labor, but your knowledge stays extractable indefinitely"?
7. Does this exposure extend beyond employees to contractors, freelancers, and consultants? Is it addressed anywhere in those agreements?
8. Whose knowledge gets deemed valuable enough to capture in the first place? Is there bias (age, race, gender) in that determination?
9. What would it take to make this explicit: legislation, individual negotiation, or structural change at the organizational level?
10. As AI capture of video, writing, and audio becomes normalized, what belongs in a contract today that wasn't there before?

The post calls it preserving wisdom. I'm asking who owns that wisdom once the relationship ends, and why consent and compensation don't get renegotiated along the way.

This whole episode is the Assumption-Ground Audit in action, pointed at a LinkedIn post instead of a policy. The AGA is the method I use to surface the assumption sitting underneath a decision before it calcifies into precedent. The question is never whether the technology is good or bad. The question is what everyone is treating as already-settled that hasn't actually been agreed to.

Here, the unexamined assumption is the Hotel California Clause itself: that indefinite capture and reuse of an employee's knowledge is simply part of the deal, and that consent, attribution, and compensation don't need renegotiating just because the mechanism changed from "someone remembers what you said" to "a system indexes it forever." That's the kind of assumption the AGA is built to catch before you build infrastructure, policy, or a vendor relationship on top of it.

If you're building AI systems that touch employee knowledge, client data, or institutional memory, those assumptions are hardening into your roadmap right now, whether anyone has examined them or not. If you want to know what they are before they're impossible to walk back, let's have a conversation.

Work with me on an Assumption-Ground Audit →

In this episode, I dive into the phenomenon of Jessie Jean's YAP Challenge—a 30‑day video‑creation program that has taken the creator economy by storm. Her first cohort brought in $1.2M, and the second crossed $6M, all at a price point of $297. I'm not interested in the hype or the mechanics of her launch; I'm interested in the trust behind it.

I explore why so many people felt comfortable joining a program like this, especially at a moment when online courses are supposedly "dead." As I say in the episode: "What is it about her specifically that people trusted? And I'd argue… it's probably not necessarily her, but how it made them feel."

Jessie didn't come out of nowhere—she had:

• 400K+ followers

• 12 years of online experience

• Funnel experts and coaches supporting her

• A beta tester who hit 1M+ views, proving the method worked

But the real magic wasn't her credibility alone. It was the network effects she created by having participants post their homework publicly. People didn't just trust Jessie—they trusted the community.

I connect the dots between the YAP Challenge and the future of employee-led communication inside organizations.

Employees are more trusted than executives. Their authentic, unscripted presence online is a powerful asset for:

• Employer brand

• Recruitment

• Reputation

• Internal trust

• Cross-team visibility

I share my own experience of building a personal brand inside a corporation and how, even years after leaving, people reached out because they trusted me.

This challenge model could easily be adapted inside companies:

• Run it publicly on LinkedIn

• Run it privately on Slack

• Integrate it into employee advocacy programs

• Use it to build confidence, presence, and thought leadership

As I say in the episode: "This type of challenge… gives them something that they feel they can control."

Video is the antidote to AI slop. It captures:

• Voice

• Presence

• Gestures

• Authenticity

• Point of view

It's proof of humanity in a moment when people are craving it.

I'm not participating in the YAP Challenge myself, but I'm deeply interested in:

• The systems behind its success

• The trust dynamics

• The transferable skills

• The implications for the future of work

• How organizations could use similar models to build capability and confidence

I close the episode by asking:

• Are you planning to join the YAP Challenge?

• What skills do you see emerging from participants?

• What parts of the model do you admire—or question?

• How could your organization benefit from something similar?

How this creator turned yapping on camera into a 4,000-customer, $1.2 million launch

What Is an Assumption-Ground Audit? Introducing Make It So | Hope + Possibilities

Episode description The assumption ground audit is a structured practice for surfacing the beliefs, values, and past experiences that silently shape your decisions — at work and in life. In this episode, Nola Simon introduces Make It So, an 8-week cohort built around everyday futurism and the assumption ground audit as a leadership practice.

What is an assumption-ground audit?

An assumption-ground audit is a reflective practice that asks: what decisions are you making based on what you currently believe to be true? Your assumptions aren't random — they're built from your values, your experiences, and the stories you've told yourself over time. The audit makes those visible so you can work with them intentionally, rather than having them work on you unconsciously.

It's the foundation of everyday futurism: the idea that the future isn't built in grand gestures, but in the small, compounding decisions you make daily.

About this episode

In this episode, Nola introduces Make It So: an 8-week cohort launching June 1st, designed for people who understand that operating well inside ambiguity is the leadership skill. Make It So pairs everyday futurism with the assumption ground audit to help you integrate future-focused thinking into the way you already work and lead — not as a forecasting exercise, but as a daily practice.

What's covered:

• What an assumption ground audit is and how to use it
• Why everyday futurism is a leadership capacity, not a prediction contest
• How the lice case study shows the way unexamined assumptions drive organizational decisions
• The three tiers of access: fully async, regular office hours, and 1:1 coaching (which includes Substack founder membership with trend and convergence reports)
• Why the cohort is capped at 20 — and why it closes Sunday
• Why Nola builds for digital community (and what a two-hour drive to Toronto has to do with it)

Frequently asked questions

What is everyday futurism? Everyday futurism is the practice of making small, intentional decisions that accumulate into the future you want — for yourself, your work, and the organizations you lead. It's not about prediction. It's about integrated thinking.

What is the Make It So cohort? Make It So is an 8-week, mostly asynchronous cohort built around everyday futurism and the assumption ground audit. It's designed for leaders and implementers who want to develop futurism as a core leadership practice. Learn more and register here.

Who is Make It So for? It's for people who already understand that ambiguity is normal, change is constant, and that how you think — not just what you do — is what determines how well you lead through it.

How is this different from other futurism programs? Most futurism content centers the expert. Make It So centers you — your assumptions, your noticing practices, your decision-making patterns. The goal is a practice you can sustain, not a framework you borrow.

Make It So

• Launches June 1st | Capped at 20 | Sign-up closes Sunday
• Register for the seminar
• Want to talk first? Book a call at nolasimon.com

In this episode, I dive into trust through a pop culture moment that became a global case study: the Coldplay kiss cam incident. What looked like celebrity gossip actually opens up bigger conversations about leadership, workplace ethics, public perception, and how we decide who and what to trust.

• Trust is shaped by context, power, and perception.

• Viral moments often reveal deeper workplace and leadership issues.

• Media coverage can amplify or distort what people think they know.

• Confidence is not the same as competence.

• In a world shaped by AI and rapid change, discernment matters more than ever.

I've also written a related case study called "A PR Crisis, a Pop Star, and a Camera Walk Into a Stadium" — you can find it on my website: www.everydayfuturism.com.

I'd love to hear what you think. Reach me at nola@nolasimon.com or leave a review wherever you listen to podcasts.

subscribe to the show to get notification of new episodes. 

In this episode of Hope and Possibilities, I share a personal reflection on what's unfolding in the United States—and why it feels both shocking and familiar to me.

I spent nearly 18 years in global financial services, 16 of them working closely with American clients, many based in Minnesota. That experience gave me an inside view of how U.S. systems shape people's daily lives—and where those systems quietly fail. Long before today's headlines, I began making deliberate choices to reduce American exposure in my work and center my career in Canada and other global contexts where values aligned more closely with mine.

This episode isn't about blame. It's about perspective. I speak with deep respect for Americans—their decency, humor, and care—and with clarity about a hard truth: lasting change can only come from within. External voices have limits. Ownership matters.

Drawing on professional experience, historical training, and family history shaped by wartime Europe, I reflect on why nostalgia is such a powerful force, why democratic pressure often looks uncomfortable, and why other countries are quietly recalibrating their relationship with the U.S.

This is a reflection, not a prescription—an invitation to think more honestly about responsibility, leadership, and what it takes to shape what comes next.

00:00 – Why this moment feels personal
Why I chose to talk about this now

02:05 – My American work life
Nearly 18 years in financial services, 16 with U.S. clients—many in Minnesota

05:15 – Working across values gaps
What you learn when you avoid "safe" topics like healthcare, labor law, and maternity leave

09:10 – 2016 as a turning point
Healthcare rollbacks, medical hardship calls, and knowing when work becomes untenable

13:30 – History as an early warning system
How family history and studying history shaped my perspective

17:00 – A deliberate shift
Why I chose, ten years ago, to reduce American exposure in my career

21:15 – Canadians opting out quietly
Travel, consumption, culture, and economic consequences

24:50 – Why change must come from Americans
The limits of external critique and the necessity of internal advocacy

29:00 – Protest, boycott, and democracy
Why discomfort is often the price of democratic pressure

33:20 – Respect without nostalgia
Holding affection for Americans while refusing to romanticize systems

37:10 – The long arc of change
Why the Canada–U.S. relationship has been shifting for longer than most realize

40:45 – Closing reflection
What the future depends on—and who must shape it

There's a lot of data showing that trust in governments, institutions, and organizations is declining worldwide. Employers were once considered the last trusted institution—and even that is eroding. As someone who has spent years working independently, I've often noticed that these conversations leave out people like us entirely. When you don't have an employer, trust shows up differently. Stability looks different. And the relationship you have with yourself matters more than most people realize.

So I wanted to start there.

I talk about what it actually means to trust yourself when you're self-employed, when you don't see many role models living or working the way you do, and when the noise—from well-meaning friends, family, and society—keeps asking, "Why don't you just get a job?"

For me, self-trust isn't abstract. It's practical. It shows up in how I decide to work, how I communicate, and how I choose between remote, in-person, or hybrid ways of connecting. It shows up in my values—impact, meaning, and helping shape a future of work that supports people, families, and communities, not just productivity metrics.

I also share the inner practices that help me stay grounded when things feel uncertain. Meditation. Walking. Swimming. Paying attention to my body. Noticing what has always been true about me—what I'm drawn to, what calms me, what fuels my curiosity. I talk about rituals, habits, and even "extreme noticing": light on water, changes in seasons, how my body reacts to people, places, and decisions.

These practices help me recognize what's changing, what isn't, and where opportunity actually lives—for me.

As we move through uncertainty, I believe self-trust becomes a form of leadership. When you know your own reactions, values, and rhythms, you're better equipped to make decisions, form opinions, and move forward without needing constant external validation.

I close the episode with an invitation:
What helps you trust yourself? What rituals, habits, or inner practices keep you grounded? I'd love to hear your stories, and I may share some of them in a future episode as we explore how self-trust shapes how we lead, work, and relate to others.

Because maybe—just maybe—trusting ourselves more is the first step toward trusting each other again.

• Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities

• Follow me on LinkedIn: www.linkedin.com/in/nolasimon

• Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack

• Hire me via website: www.nolasimon.com

In this episode of the Hope and Possibilities Podcast, I talk about what I'm seeing for 2026 and the future of work. My focus is shifting from solely helping companies adopt hybrid and remote work to looking at leadership more broadly. Flexibility, autonomy, and well-being aren't just perks anymore—they're core to how people want to work and how organizations succeed.

We'll talk about the pressures around office return mandates, AI, and workforce reduction, and why I don't buy the narrative that humans are expendable. Instead, leadership in the future is about reinvention, redistributing work, and making sure people feel that they matter.

I'll also share how I plan to use this podcast, my newsletter, LinkedIn, and email to create space for nuanced conversations about the future of work. And I want to hear from you—what questions are keeping you awake at night?

Key Topics & Timestamps:

• [00:00:22] Why I'm pivoting my focus for 2026

• [00:00:53] Why hybrid and flexible work aren't going away

• [00:01:32] Why autonomy and well-being often matter more than compensation

• [00:03:00] The circular debates around office space, identity, and leadership

• [00:04:39] How AI is changing the way work happens

• [00:06:26] Navigating conflicting narratives about AI and workforce reduction

• [00:07:16] Leadership as continuous reinvention, not a one-time project

• [00:08:34] Why making people feel they matter is central to leadership

• [00:09:49] Discernment as a critical skill in an increasingly complex world

• [00:11:05] How work is evolving—universal benefits, portfolio careers, and new models

• [00:12:06] How I'm shifting the podcast, newsletters, and my content strategy

• [00:15:10] How you can interact with the podcast and share your questions

• [00:16:26] Questions to reflect on: identity, life quakes, and navigating change

Connect & Engage:

• Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities

• Follow me on LinkedIn: www.linkedin.com/in/nolasimon

• Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack

• Hire me via website: www.nolasimon.com

Takeaway:
The future of work is about flexibility, discernment, and creating environments where people feel valued. Change is constant—how we respond and evolve will define the next chapter of our work and our lives.

In this solo episode of Hope and Possibilities: A Love Letter to the Future of Work, I'm talking honestly about how LinkedIn and social media are changing, and what that means for how I show up, get found, and build my business. I share how I went from casually using LinkedIn to becoming a LinkedIn Top Voice with a "small but mighty" following, and why the latest algorithm shifts are nudging me to rethink my strategy.​

I get into what's really going on with discoverability, including how proxy bias can quietly disadvantage women, people of color, trans folks, and anyone who doesn't fit the traditional leadership mold. I also talk about the emotional side of it—what it feels like when your impressions drop, your posts don't land the way they used to, and how I'm choosing to respond with experimentation instead of discouragement.​

I walk you through how I'm shifting from "cheerleader" style commenting to more thoughtful, strategic contributions that actually support my consulting work and signal my expertise. I share how I'm reworking my profile for people who are discovering me for the very first time through a comment, and why I'm putting more energy into things I own—like my website, blog, Substack, newsletter, and search-friendly content on platforms like Pinterest and YouTube.​

I also push back on the narrative that "everything needs to be in-person now." I talk about what it's really like living outside a major city, the time and energy cost of commuting, and why in-person events have to clear a pretty high bar for me: they need to help me make money, save time, or reduce risk—not just feel good in the moment.​

Throughout the episode, I keep coming back to one question: will future me be grateful for how I'm spending my time and attention right now? I share how I'm choosing to support important conversations about bias, platforms, and ethical AI without making "fighting the algorithm" the center of my business, and how I'm designing a visibility strategy that feels sustainable, values-aligned, and genuinely hopeful about the future of work.​

Key insights

• The LinkedIn algorithm is shifting from prioritizing posts to rewarding meaningful commenting, which changes how people get discovered and how you think about visibility and strategy.​
• Proxy bias means that even if gender isn't a stated factor, variables like role, seniority, and activity levels can still disadvantage women, people of color, trans folks, and others who don't match the "default" leadership profile.​
• Commenting as pure cheerleading doesn't necessarily drive business; strategic comments that demonstrate insight, credibility, and clarity on your services are far more valuable.​
• Building on platforms you own (website, blog, email list) is essential so your work and relationships are not entirely dependent on platform whims and opaque algorithms.​
• In-person-only strategies are exclusionary for many people, especially those who don't live near major hubs or carry significant logistical and emotional costs to attend events.​
• Future-focused visibility is about making choices that future you will be grateful for—balancing values, energy, and the reality that friends are wonderful, but clients pay the bills.

A personalized LinkTree for Nola Simon's presence on social media — Nola Simon

Listen:   Hope + Possibilties: A Love Letter to the Future of Work

Review: Hope + Possibilties: A Love Letter to the Future of Work

Amanda Cupido — Founder of Lead Podcasting, author (including "Let's Talk Podcasting for Kids"), experienced broadcaster, keynote speaker, and TEDx presenter.

Episode Themes

• Canadian Podcasting Gaps: Discussion on how most resources are American, and the importance of Amanda's contribution as an author of uniquely Canadian podcasting resources.
• Early Audio Influences: Amanda's lifelong fascination with audio and radio, and her journey into podcasting, contrasted by Nola's experience with talk radio growing up.​
• Podcasting for Kids: Insights from Amanda's new book targeting children ages 5–8, the screen-free benefits of podcasting, and how early storytelling fosters creativity and healthy self-esteem.
• Women's Voices in Podcasting: Nola's statement: "We didn't get silenced. We picked up a microphone," sparking a wider conversation about the role of women over 50 in podcasting and representation in the industry.​
• Combatting Loneliness: How creating and listening to podcasts helps establish connection, provide an outlet for ideas, and battle feelings of isolation.​
• Leadership and Listening: Podcasting as a tool for improving both speaking and listening skills, and how these ripple into leadership and personal development.
• Canadian Industry Insights: Contrasting the Canadian and US podcast markets, the lack of mid-sized networks in Canada, and Amanda's experience with networks and sponsorships.
• Thought Leadership: Announcement and preview of Amanda's upcoming podcast "Let's Talk Thought Leadership," and a lively discussion on defining thought leadership — and its challenges — in the Canadian context.​

Standout Quotes

• "We didn't get silenced. We picked up a microphone."—Nola Simon
• "The whole thing with podcasting is such an accessible medium. And so I just want to continue to make it that and champion it."—Amanda Cupido
• "Every voice is unique, every voice is special."—Amanda Cupido​

Actionable Insights

• Review and support Canadian podcasts on platforms like Good Pods.
• Encourage screen-free creativity for kids via family podcasting activities.
• Independent Canadian podcasters should seek out emerging collectives for support and community.
• Be thoughtful about advertising: consider brand alignment when accepting sponsors to protect your ethical reputation.

Resources & References

• Amanda Cupido: author of "Let's Talk Podcasting" (adult & kids editions)
• Lead Podcasting workshops and training
• New podcast: "Let's Talk Thought Leadership" (search for Amanda's name alongside the title to locate early episodes)
• Podcasts mentioned: 
• https://podcasts.apple.com/us/podcast/louis-tomlinson-the-room-was-cold-that-day-when/id1291423644?i=1000730938704
• Malcolm Gladwell: Working From… - The Diary Of A CEO with Steven Bartlett - Apple Podcasts
• https://podcasts.apple.com/us/podcast/bren%C3%A9-and-adam-grant-on-the-skillsets-of-empathy/id1730985049?i=1000731952564
• https://podcasts.apple.com/us/podcast/the-department-of-physiological-hygiene/id1119389968?i=1000580226432

How to Connect

• Look for "Let's Talk Thought Leadership" on your favorite app (add Amanda's name for better search results).Amanda-Cupido.docx​
• Connect with Amanda Cupido via Lead Podcasting for books, workshops, and speaking engagements.
• Amanda Cupido
• Podcast Producer and Consultant — Amanda Cupido
• Let's Talk Podcasting
• Let's Talk Podcasting: The Essential Guide To Doing It Right Book By Amanda Cupido, (Paperback) | Indigo
• Let's Talk Podcasting For Kids Book By Amanda Cupido, (Mass Market Paperback) | Indigo
• Amanda Cupido - Lead Podcasting | LinkedIn
• https://podcasts.apple.com/us/podcast/lets-talk-thought-leadership/id1849322663

Thank you for listening! Please subscribe, rate, and share if you enjoyed this episode — every review helps amplify Canadian podcasting voices.

If you say you don't want to be political, it's often because the system is already working for you. For those of us who've had to fight for flexibility, access, or equity—that's never been an option.

The Privilege of Silence

When someone says, "I don't do politics," what they're really saying is that they're comfortable with the way things are. That comfort signals that their own ease matters more than the discomfort others experience under the same system. For many people—including me—that kind of silence has never been an option.

Personal Experience

When I became a parent, I had no choice but to advocate for more flexibility in my work life. The traditional nine-to-five structure simply didn't accommodate what my family needed. My husband's self-employment gave us some breathing room, but it still wasn't an ideal solution. I had to push against systems that weren't built with me—or families like mine—in mind.

The Political Nature of Advocacy

And that's the thing: standing up for what you need, especially when it's outside the norm, is inherently political. Asking for flexibility, becoming a subject matter expert, speaking out publicly—these are all political acts. Women, in particular, have historically carried the burden of caregiving, yet we've rarely been the dominant power in politics. That makes our voices not just necessary, but radical.

Historical Context

We can't forget the barriers women have faced: being denied property rights, financial independence, even basic autonomy. These aren't ancient struggles—they've shifted within living memory. Cindy Gallup often reminds us, "Women are not the status quo because women have never been the status quo." That line sticks with me, because it captures how much work still lies ahead.

My Work and Its Political Nature

The work I do today sits at the intersections of real estate, technology, policy, and community—and all of those domains are deeply political. To engage in them is to challenge entrenched systems, to question who benefits, and to advocate for something better.

Conclusion

So when someone says they'd rather not be political, what they're really saying is that the system as it stands already benefits them. My own experiences—raising a family in both Canada while working cross-border with the U.S.—have shown me again and again the importance of speaking up, not just for myself, but for those who can't. Because silence may feel safe, but it also keeps things exactly as they are.

• Choosing to be "apolitical" often means the current system is serving you well enough to remain silent.

• Advocacy for time and location flexibility is political because it challenges norms and policy.

• Caregiving is structurally undervalued yet central to how work and communities function.

• Publicly sharing your perspective—interviews, posts, speaking—is part of political participation.

• Policy shows up in daily life: schedules, pay, housing, urban planning, and technology access.

• Individual comfort can conflict with collective progress; silence sustains the status quo.

• "Standing up and asking for what you want when it's not the norm is a political act."

• "To be a caregiver is to be fundamentally political."

• "When you say you don't want to be political, it's because that system works for you."

• "Women are not the status quo because women have never been the status quo." — Cindy Gallup

• Remote work, hybrid work, and time flexibility as levers for equity.

• Historical barriers to women's financial autonomy (bank accounts, credit, lending).

• Cindy Gallup and MakeLoveNotPorn (context: women, power, and status quo).

• Corporate context: Canadian company with U.S. market dynamics and reputation considerations.

• Where does your ability to stay "apolitical" rely on comfort or existing structures?

• What flexibility would materially change your capacity to care for others and do your best work?

• What is one small public action you can take this week to align your values and voice?

• Share this episode with someone navigating caregiving and rigid work norms.

• Send your story or question about advocating for flexibility to be featured in a future episode.

• If this resonated, rate and follow Hope and Possibilities to support more conversations like this.

Caregiving, Flexible Work, Remote Work, Hybrid Work, Privilege, Gender Equity, Policy, Workplace Culture, Urban Planning, Reputation Risk, Leadership, Advocacy

Hope & Possibilities: A Love Letter to the Future of Work

In this episode, I share how I think about futurism not just as theory, but as something you can actually live. My focus has always been: how do we bring futurism into daily life? How do the choices we make today move us closer to the future we want?

I talk about the future-back method I first learned at the Institute for the Future, why noticing matters more than prediction, and how small shifts in attention can help you navigate change with more agency and optimism.

• How I use the future-back approach to imagine 10 years ahead and work backwards

• Why I see scanning for signals as the heart of futurist practice

• The difference between signals, trends, and lasting change (with stories about cell phones, remote work, and commercial real estate)

• My personal story of choosing flexibility early so I could be the parent I wanted to be

• Why agency and autonomy matter more than ever in how we work and live

• How I balance hopeful futures with the reality of shadow sides

Futurism doesn't have to be abstract. It can be practical, embodied, and deeply personal. For me, it's a way to navigate uncertainty while staying aligned with the life—and future—I want to build.

• Join my 21 Day Futures Challenge to start practicing futurism daily

• Connect with me on LinkedIn

• Subscribe to Hope & Possibilities: A Love Letter to the Future  of Work wherever you listen to podcasts

🎙️ Hope and Possibilities with Nola Simon
🗓️ Episode Title: What Got You Here, Won't Get You There
🧭 Length: ~20 minutes
🎧 Listen wherever you get your podcasts

In this episode, I reflect on a concept that's been showing up in a lot of places in my life and work lately:
"What got you here won't get you there."

It's a phrase I learned from Marshall Goldsmith, and it's one that keeps offering new layers of meaning the more I sit with it.

I talk about how this idea plays out in leadership — especially the shift from being an individual contributor to stepping into management or executive roles. I use parenting as a metaphor (because let's be honest, parenting and leadership have a lot in common), and I even dive into a pop culture example that might surprise you: Liam Payne from One Direction — and how his career arc illustrates what happens when our playbook doesn't evolve with us.

I also get personal about my own journey. I started my consulting business from a place of deep necessity — as a working mother trying to be more present for my daughters. But now that my girls are 18 and 20 and no longer at home, I'm finding myself in a new season. I'm reevaluating what work looks like for me now, and what I want to model going forward.

I invite you to reflect alongside me:
🌀 What's no longer working for you?
🌀 What do you need to let go of — even if it brought you success in the past?

• The theory of "What Got You Here Won't Get You There" and why it matters

• How leadership changes the skill sets that matter

• Why parenting is a powerful metaphor for management

• What Liam Payne's career taught me about reinvention

• The evolution of hybrid/remote work and how mandates affect trust

• Why I'm reconsidering my focus — and what I might do next

• The impact of AI, demographic shifts, and generational change on work

• Why clarity often comes after you take the next step

"The goal of a parent is to raise adults. So if you've raised adults, you've achieved your goal."

"You're not in control — but you are responsible. That's leadership. That's parenting. That's life."

"Sometimes what made you successful also makes you stuck."

"It's not that your past success isn't valuable — it's just not enough to carry you forward."

I'd love to hear your take.
🌿 What playbooks might be holding you back?
🌿 What do you think you'll need to drop or rethink to grow into your next chapter?

Send me a message, tag me online, or email your thoughts.
Let's connect.

If this episode spoke to you, please consider sharing it with someone else who's in a season of change.
And if you're enjoying the podcast, I'd love it if you'd follow, rate, or leave a review — it helps more than you know.

Presence, Work, and AI: Stories Beyond Location

In this episode of Hope & Possibilities: A Love Letter to the Future of Work, I dive into a theory I've been working on: our stories about work are deeply tied to presence—but not always in the ways we think.

When I look back on my own career, most of my success stories didn't happen in person. They happened over the phone, on a webinar, or through a screen. I rarely met my clients face-to-face, and yet that work shaped everything I achieved.

Along the way, I've noticed how much physical presence—height, energy, laughter, even hair color—shapes the way people are recognized and valued at work. For some, being seen in person is essential. For others, like me, virtual spaces open up new ways to make an impact.

Then there's AI. If AI doesn't rely on presence at all, what does that mean for how we define influence, storytelling, and success in the workplace of the future?

This episode is an invitation: to rethink the stories you tell about your own work, and to explore what presence really means beyond location.

• How my career stories evolved outside of physical presence

• Why energy, visibility, and recognition feel different in person vs. virtual

• The role of autonomy in choosing how and where we work

• What's missing from the "return to office" conversation

• How AI challenges our assumptions about presence and influence

• How to notice whether your influence depends on being in the room—or not

• Why remote work fuels some people and drains others

• How storytelling reveals hidden biases in work culture

• What AI might mean for the future of presence

I'd love to hear from you.

• Has working in person been essential to your success?

• Or has working virtually allowed you to thrive in ways you couldn't before?

Send me your story at nola@nolasimon.com or visit nolasimon.com.

• Website: nolasimon.com

• LinkedIn: linkedin.com/in/nolasimon

**Podcasting as Leadership and Cultural Stewardship**  

Podcasting isn't just a marketing tool for me—it's a form of leadership and cultural stewardship. I've learned since 2021 that holding the mic comes with real ethical responsibility. I'm not just shaping conversations; I'm shaping culture. What I choose to amplify, who I invite, and how I edit all have long-term impact.

**How I Choose and Work With Guests**  
I'm a big believer in trust and long-term relationships. I follow people for years, watching for consistency and authenticity before I invite them on. Cold pitches almost never make it through. Most of my guests are referrals from people I already respect. Sometimes, even after all that, the fit isn't perfect—and that's okay. I value ongoing connections, but I also respect when someone moves on.

**Editing, Consent, and Representation**  
I want my guests to feel comfortable and represented well, but I also believe in showing people as they are. If a guest checks their phone mid-interview or delivers a lecture instead of a conversation, I'll often leave that in. That's who they chose to be in that moment. I do sometimes edit or delete content at a guest's request, especially if it's sensitive or could impact their reputation. I'm always thinking about the ethics of what stories are mine to tell and how to share them with respect.

**Learning From Mistakes and Staying Accountable**  
I don't always get it right. There have been times when I missed red flags or didn't do enough research across all platforms. When that happens, I reflect and adjust my approach. I use transcripts to review my own performance and look for ways to improve as a host.

**Navigating Tough Topics and AI Bias**  
I'm not afraid to talk about hard things—whether it's microaggressions at work, mental health, or the risks of AI amplifying dominant narratives and erasing marginalized voices. I know these conversations have real consequences, and I try to handle them with care, nuance, and honesty.

**Duty of Care and the Power of Editing**  
Publishing an episode isn't just about getting content out there. Sometimes, caring for a guest means not publishing something at all—especially if I think they're vulnerable or not making decisions in their own best interest. That's not censorship; that's care.

**Sponsorship and Independence**  
Right now, I'm my own sponsor. I'd love to find a partner who shares my values and commitment to honest, courageous leadership—but I won't compromise my message or let a sponsor dictate what I say. If you think your brand is up for that, let's talk.

**My Commitment**  
Every guest, every question, every edit, every silence—it all builds culture. My goal is to be trustworthy and to support conversations about the future of work from all perspectives. I call this podcast a love letter to the future of work because I'm optimistic that together, we can create healthier, more sustainable work cultures. I won't always get it right, but I'm committed to learning, growing, and leading with integrity.

**Thank You**  
Thanks for listening. If you have feedback, want to connect, or just want to share your thoughts, I'd love to hear from you. And if you feel like leaving a review or rating, that would mean a lot to me.

1. How do I decide whose voice gets a platform, and what messages am I choosing to amplify?
   This question gets to the heart of my role as a host and the impact my choices have on shaping culture and conversation.

2. Am I doing enough due diligence when I vet potential guests—across all their public platforms and not just the ones I'm most comfortable with?
   I've learned the hard way that consistency across platforms matters, and that I need to check for alignment of values everywhere, not just on LinkedIn or the spaces I frequent.

3. How do I balance presenting my guests in a positive light with representing them authentically—even when their choices or behavior during the interview are unexpected or disappointing?
   This is an ongoing challenge, especially when a guest's actions don't align with the tone or values I want to uphold for my audience.

4. What are my ethical responsibilities when telling stories that involve others, especially when those stories touch on sensitive topics or could have unintended consequences?
   I constantly ask myself if it's my story to tell, how to convey it with respect, and when it's better to edit or delete content out of care rather than censorship.

5. How do I maintain integrity and independence in my work—especially when considering sponsorships or partnerships that might not fully align with my values or vision for the future of work?
   I'm committed to only working with brands that share my commitment to courageous, honest leadership, even if that means going it alone.

• AI-Driven Talent Management:
  Organizations are increasingly using AI to analyze employee data, identify hidden skills, and match people to new roles or projects. This helps optimize workforce deployment and supports upskilling initiatives.

• Benefits:
  AI enables more efficient talent placement, better prediction of future skill needs, and proactive workforce development.

• Concerns:
  Reliance on AI raises privacy issues and ethical concerns about how personal data is used. It may also challenge employees' sense of identity if they feel reduced to a set of data points.

• Identity Matters:
  People often define themselves by their profession ("I'm a writer," "I'm an accountant"). This professional identity is closely tied to personal identity and self-worth.

• Challenges of Skill-Based Assignments:
  When work is assigned solely based on skills, employees may feel their professional identity is diluted or undervalued. This can impact job satisfaction and motivation.

• Psychological Impact:
  Research shows that a strong, positive professional identity is linked to higher job satisfaction and commitment. However, over-identifying with work can be unhealthy if work becomes the sole source of identity.

• Upskilling Benefits:
  Upskilling is more efficient than hiring for specific skills and helps organizations adapt to changing needs. It also supports employee growth and retention.

• Autonomy is Key:
  Employees value the ability to choose projects and roles that align with their interests. Organizations that offer autonomy see higher engagement, innovation, and satisfaction.

• Whole-Person Approach:
  Organizations should treat employees as individuals with unique skills, interests, and aspirations, not just as interchangeable resources.

• Skills Alone Aren't Enough:
  Just because someone is skilled at a task doesn't mean they enjoy it. Personal preferences, passions, and emotional well-being are critical for motivation and job satisfaction.

• Alignment is Essential:
  Assigning work that aligns with both skills and interests leads to higher productivity and fulfillment. Ignoring preferences can result in disengagement and burnout.

• Resistance to Change:
  Shifting from traditional job roles to skill-based setups can be met with resistance from both employees and managers.

• Skill Visibility:
  Many organizations lack a clear understanding of the skills within their workforce, making it difficult to implement effective skill-based strategies.

• Legacy Practices:
  Outdated compensation, performance management, and promotion systems can hinder the transition to skill-based models.

• Beyond Skills:
  Successful teams require more than just compatible skills. Interpersonal dynamics, shared values, and a positive culture are essential for collaboration and productivity.

• Risk of Dysfunction:
  Focusing only on skills can lead to dysfunctional teams and toxic work environments if team members don't work well together.

• Inclusive Environments:
  Organizations that consider both skills and team dynamics are more likely to create inclusive, positive workplaces where employees thrive.

Skill-based job setups and upskilling offer significant advantages for organizations, including better talent placement, higher retention, and greater agility. However, these benefits can only be fully realized if organizations also consider the importance of professional identity, employee autonomy, personal preferences, and team dynamics. By balancing skill optimization with a holistic understanding of employees as individuals, organizations can create healthier, more productive workplaces where both people and businesses thrive.

Here are the research links by themselves:

1. https://www2.deloitte.com/us/en/insights/topics/talent/organizational-skill-based-hiring.html

2. https://trainingindustry.com/articles/artificial-intelligence/bridging-the-skills-gap-the-role-of-ai-in-workforce-education/

3. https://www.lacepartners.com/can-employees-embrace-the-shift-to-a-skills-based-organisation-individual-impacts-of-moving-to-a-sbo/

4. https://www.apu.apus.edu/area-of-study/business-and-management/resources/the-importance-of-upskilling-for-future-professional-growth/

5. https://www.scirp.org/journal/paperinformation?paperid=115876

6. https://amsconsulting.com/articles/skills-based-hiring/

7. https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf

8. https://www.aihr.com/blog/skills-based-organization/

Made in Canada.

Made in Canada

Putting the Social in Social Media from a Remote, Rural Location in Canada

In this episode of the Hybrid Remote Center of Excellence podcast, host Nola Simon interviews Ingrid Deon, an award-winning entrepreneur who runs a world-class marketing agency from rural Nova Scotia. Discover how Ingrid built her successful business and created local jobs in a small town, overcoming challenges and leveraging the power of authentic social media engagement.

**Key Highlights:**

- Ingrid's journey from single mom to CEO of a marketing agency
- Building a business in rural Nova Scotia and creating local jobs
- Overcoming internet connectivity challenges in remote areas
- The importance of work flexibility and trust in remote teams
- Innovative approaches to client acquisition and networking
- Putting the "social" back in social media marketing

**Topics Covered:**

1. **Rural Entrepreneurship**
   - Running a marketing agency from a town of 8,000 people
   - Hiring locally in rural Nova Scotia
   - Overcoming infrastructure challenges (internet, cell coverage)

2. **Remote Work and Flexibility**
   - Balancing office presence with remote work options
   - Creating a supportive work environment for team members

3. **Client Acquisition Strategies**
   - Targeting industry-specific conferences for potential clients
   - The benefits of attending CPG and health food conferences

4. **Social Media Marketing Approach**
   - Focus on organic social media and authentic engagement
   - The power of comment-based contests for market research
   - Creating loyal fans through intentional online connections

5. **Personal Growth and Inspiration**
   - The impact of mentors and early career experiences
   - The importance of resilience and learning from struggles

6. **Future of Social Media Marketing**
   - Emphasis on authentic connections and engagement
   - Balancing organic content with paid advertising

Ingrid Deon's story showcases the possibilities of building a successful business from a rural location while creating meaningful employment opportunities. Her approach to social media marketing emphasizes authentic engagement and community building, offering valuable insights for businesses looking to enhance their online presence.

Citations:
[1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/2044917b-9e10-48b4-82ee-bb0e311c9844/paste.txt

Ingrid Deon transformed her experience as a poor single mom in rural Nova Scotia into a mission to create opportunities for others. As Founder and CEO of word-craft, she's proving that world-class marketing can thrive anywhere. From Yarmouth, her team of talented women serves major national clients like Nestlé Canada and RBC Wealth Management, while challenging the assumption that success requires moving to a big city.

Join host Nola Simon as she interviews Milly Tamati, founder of Generalist World. Discover Milly's journey from New Zealand to building a thriving global community of generalists and learn about her innovative approach to career development.

Milly Tamati is the founder of Generalist World, a community dedicated to people with diverse skills. She has a background in teaching, startup ventures, and community building. Connect with Milly on LinkedIn.

• [00:00:22] Introduction to Milly Tamati
• [00:01:06] Milly's early life in New Zealand and career journey
• [00:02:37] Transition into the startup world
• [00:03:17] Life on a Scottish island and community integration
• [00:04:00] Building Generalist World and its global impact
• [00:05:22] The value of generalists in modern careers
• [00:07:26] Nola's personal generalist story
• [00:09:30] The role of education for generalists
• [00:10:08] Launching the Unboxed course for career development
• [00:14:27] Experimenting with Napkin AI for visual brainstorming
• [00:20:13] Billboard campaign in Times Square and community engagement

• Milly's Journey: From milking cows in New Zealand to exploring the world and launching startups, Milly's path highlights the power of a generalist approach.
• Generalist World: A vibrant community that connects over 80,000 people globally, emphasizing the importance of diverse skills.
• Unboxed Course: A new educational venture aimed at helping generalists translate their skills into meaningful careers.
• Innovative Marketing: The creative use of Napkin AI and a Times Square billboard campaign to engage the community and expand reach.

• Generalist World: Learn more about the community and join the conversation.
• Unboxed Course: Explore career development tailored for generalists.
• Napkin AI: A tool for visual brainstorming used in Milly's marketing experiments.

Subscribe to our podcast for more inspiring stories and insights. Visit our website to learn more about Generalist World and how you can become part of this dynamic community. Don't forget to check out Unboxed if you're interested in expanding your career as a generalist.

Milly Tamati is a founder, creator, community builder and future of work speaker. Born and bred in New Zealand, she's spent the past decade building businesses around the globe. Today you'll find her bootstrapping her company, https://www.generalist.world/, from a remote island in the Scottish highlands.

https://www.linkedin.com/in/milly-tamati

https://www.generalistquiz.com/

https://www.generalist.world/unboxed

https://www.napkin.ai/

This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work.

Key points discussed include:

1. The increasing use of AI in hiring processes, especially for high-turnover positions.
2. Potential biases and inaccuracies in AI hiring tools, such as:
   • Favoring certain names or keywords unrelated to job performance
   • Misinterpreting data and making incorrect inferences
   • Potentially replicating existing workforce inequities
3. Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions.
4. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness.
5. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences.
6. The tension between efficiency in hiring processes and finding the most qualified candidates.
7. The importance of accountability and responsible use of AI in hiring practices.

Key Questions Raised:

- How accurate and fair are AI hiring tools really?
- What data are these systems using to make decisions?
- How can job seekers know if AI is being used to evaluate them?
- Are companies doing enough due diligence on the AI tools they use?
- How can we ensure AI doesn't perpetuate existing biases in hiring?

Action Steps for Employers:

1. Thoroughly test any AI hiring tools before implementation
2. Regularly audit AI systems for biases and inaccuracies  
3. Maintain human oversight and don't rely solely on AI rankings
4. Prioritize finding qualified candidates over speed of hiring
5. Be transparent with candidates about use of AI in hiring process

Action Steps for Job Seekers:

1. Be aware that AI may be used to evaluate your application
2. Focus on clearly communicating relevant skills and experience
3. Consider how AI might interpret information on your resume
4. Prepare for potential AI-powered video interviews
5. Advocate for transparency in hiring processes

Key Takeaways:

- AI hiring tools often have hidden biases and flaws
- More scrutiny and testing of these systems is urgently needed
- Job seekers have little visibility into how they're being evaluated
- Companies need to balance efficiency with fairness and accuracy
- Human oversight remains crucial in hiring processes

Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University.

As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good. 

Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award.

Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country's international competitiveness. The documentary was named a 2017 finalist for the Peabody Awards.

A former Director of Video Journalism at Columbia University's Graduate School of Journalism, Schellman also spearheaded video coverage as a Multimedia Reporter for the New York section of The Wall Street Journal. Her work has appeared in several publications including The New York Times, VICE, HBO, PBS, TIME, ARD, ZDF, WNYC, National Geographic, The Guardian, Glamour, and The Atlantic. 

Schellmann's work has been generously supported by the Patrick J. McGovern Foundation, MIT Knight Science Fellowship, The Pulitzer Center AI Accountability Network and the NYU Journalism Venture Capital Fund

Hilke Schellmann - Author of "The Algorithm" - Hachette Book Group | LinkedIn

THE ALGORITHM • Now On Sale From Hachette Books
Citations:
[1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/8ba935a9-b4e2-401e-9acf-488cf223410e/paste.txt

Here are the show notes based on the transcript:

Show Notes: Building Community with Rosie Sherry

In this episode, Nola Simon interviews Rosie Sherry, a community expert and founder of Ministry of Testing and Rosieland.

Key Topics:

- Rosie's journey into community building, starting with local tech meetups in Brighton
- The growth of Ministry of Testing from a small project to a global community
- Challenges and opportunities in running in-person conferences post-pandemic
- Creating inclusive spaces for introverts and neurodivergent individuals at events
- The impact of AI on online communities and content moderation
- Building custom community platforms vs. relying on social media
- The importance of focusing on community transformation rather than just conversations
- Addressing the global loneliness epidemic through intentional, small-scale connections
- The benefits of homeschooling and building local support networks

Highlights:

- Ministry of Testing's approach to conferences, including the unique "99-second talks" feature
- The 80/20 rule of community: 20% conversations, 80% other valuable activities
- Creating custom-built community platforms to own data and foster genuine connections
- The challenges of quantifying community ROI and the importance of organic growth
- Rosie's perspective on work-from-home policies and the potential discrimination in forced return-to-office mandates

Notable Quotes:

"Why should all the social networks have all the fun?" - Rosie Sherry on building custom community platforms

"We have to find ways to properly connect one-to-one with people and have conversations and not rely on this spamming of groups or thinking like, you know, getting the attention or getting the virality is going to all of a sudden help our loneliness. It doesn't." - Rosie Sherry on addressing loneliness

Resources Mentioned:

- Ministry of Testing (website)
- Rosieland (website)
- TestBash conference

Rosie Sherry - Ministry of Testing | LinkedIn

Here are the show notes based on the transcript:

Say What They Can't Unhear with Tamsen Webster

In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change.

Key topics covered:

• Tamsen's background as a message designer and "English to English translator"
• The importance of understanding deep beliefs when trying to inspire change
• How to find common ground and build on existing beliefs rather than challenging them
• The "smart, capable, and good" approach to empathy in communication
• Why the "deepest beliefs are hardest to shift" and how to work with that principle
• Challenges with return-to-office mandates and aligning messaging with employee experiences
• The concept of "recognizable truths" that resonate with audiences
• How to present change in a way that doesn't conflict with people's existing worldviews
• The role of cognitive empathy in understanding others' perspectives
• Why messages need to pass both logical and emotional checks to be effective

Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs.

The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging.

Learn more about Tamsen Webster:

Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she's a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut.

Tamsen Webster - Message Designer, Author, Keynote Business Speaker

www.messagedesigninstitute.com

https://www.linkedin.com/in/tamsenwebster

My Midlife Career Switch: Lessons Learned

I'm Nola Simon and I recently shared my story of making a midlife career switch in Maclean's magazine.  Why I Made a Midlife Career Switch - Macleans.ca

While the article provides context about my personal career journey, I wanted to offer more specific actions and advice based on my experience. Here's what I've learned:

Start Earlier Than You Think

I began contemplating a career change back in 2014, but due to life circumstances, I didn't make the leap until years later. This taught me that you need to start preparing for a career transition much sooner than you might expect. Life happens – responsibilities, family obligations, and unexpected events can delay your plans.

Reflection and Self-Assessment

A crucial part of my transition involved deep self-reflection:

- I assessed my skills and experiences
- I worked to understand what fueled and drained me
- I identified market trends and opportunities
- I tuned into my desires and aspirations

Supporting Practices

I found several practices invaluable in supporting my self-discovery and mental well-being:

- Yoga
- Walking
- Writing
- Meditation
- Mindfulness

These practices helped me tune into my authentic desires and navigate the emotional challenges of my career transition.

The Role of Career Coaches

I hired two career coaches at different times – Sarah Vermunt and Kerri Twigg. They provided:

- Guidance in navigating my career changes
- Support in developing new skills and mindsets
- Insights into personal branding and media presence

I found it particularly valuable to see how my coaches developed their own practices and applied their advice to their own work.

Dealing with Grief and Identity Shifts

An often overlooked aspect of career transitions is the grief associated with letting go of old identities. I experienced this firsthand:

- It was emotionally challenging to leave my long-term employer
- I struggled with letting go of professional certifications and knowledge that no longer seemed relevant
- It was difficult to shift away from the recognition that came with working for an established company brand

Taking Concrete Actions

I learned that reflection alone wasn't enough. I had to take tangible steps to breathe life into my new career path:

- I started a podcast to vocalize my thoughts
- I designed a website
- I networked and spoke at events
- I conducted interviews and research for potential projects

Personal Branding in the AI Era

I discovered the importance of considering how AI perceives my online presence:

- I developed a comprehensive online presence across multiple platforms
- I considered how AI tools like ChatGPT interpret my personal brand
- I ensured my digital footprint accurately reflects my expertise and aspirations

Optimizing for Fulfillment

Ultimately, I focused on work that excites and fulfills me:

- I identified tasks and projects that energize me
- I minimized involvement in work that drains me
- I sought out opportunities that align with my strengths and interests

I hope these insights from my personal journey are helpful to those considering a midlife career switch. Remember, it's a process that takes time, reflection, and action. Be patient with yourself and stay true to what truly fulfills you.

Citations:
[1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/7d224e2c-0923-4f46-8d78-fb79ab585537/paste.txt

Use the custom links to find the podcast on your favourite players.  Don't forget to rate, review and submit questions, ideas or feedback.  The castfeedback link allows you to record a 3 minute voicemail that may be used in a future episode if you want me to publish it. If not, include the word anonymous in the message.

https://followthepodcast.com/hrcoe

https://lovethepodcast.com/hrcoe

https://castfeedback.com/hrcoe

Episode Summary

In this episode of the Hybrid Remote Center of Excellence podcast, host NolaSimon explores the new podcast studio at the Georgina Public Library, discussing its impact on remote work and community resources.

**Key Points:**

- The Multi-Use Recreational Center (MURC) in Georgina now offers a fully-equipped podcast studio and AV room[1].
- The facility provides high-quality sound equipment, a green screen, and technical support[1].
- Noah highlights the benefits of having a dedicated workspace outside the home for remote workers[1].
- The library's resources include 3D printing, sticker-making, and other technologies accessible to the community[1].
- The podcast studio offers privacy and a quiet environment, which can be challenging to find in rural areas[1].

**Broader Implications:**

- The availability of such facilities in rural areas can bridge the technological gap between urban and rural communities[1].
- Libraries are evolving to become hubs for digital skills development and creative pursuits[1].
- These resources can support lifelong learning, career development, and even retirement activities[1].

**Additional Library Resources:**

- Free access to services like Ancestry.com and LinkedIn Learning through library memberships[1].
- Inter-library loan systems that expand access to resources beyond local collections[1].

Call to Action

Don't miss out on the wealth of resources available at your fingertips! Visit your local library today and discover the innovative tools and services they offer. Whether you're looking to upskill, start a podcast, or explore new technologies, your library card could be the key to unlocking a world of opportunities. Take the first step towards enhancing your digital skills and connecting with your community – check out what your library has to offer now!

Citations:
[1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/e2415784-24d1-4f61-9ad9-f40494c9540f/paste.txt

To tie this back to the last episode on Pinterest with Meagan Williamson, I asked Perplexity to use the transcript of this episode and suggest captions and visuals I can use for Pinterest pins:

Here are 10 short, catchy captions for Pinterest based on this podcast episode, along with suggested visuals:

1. "Podcast from anywhere! 🎙️ #LibraryStudio"
Visual: Photo of the podcast studio at Georgina Public Library

2. "Rural innovation: High-tech meets community 💻🏘️"
Visual: Collage of library exterior and podcast equipment

3. "Quiet space, loud ideas! 🤫💡 #PodcastLife"
Visual: Close-up of soundproofed walls and microphone

4. "Your library card: Key to digital skills 🔑📚"
Visual: Library card next to 3D printer or podcast equipment

5. "Remote work revolution: Library edition 🏠➡️📚"
Visual: Split image of home office and library podcast studio

6. "Upskill for free at your local library! 📈🆓"
Visual: Person using library computer with LinkedIn Learning logo

7. "Green screen dreams in your neighborhood 🎬🏡"
Visual: Someone using the green screen in the library studio

8. "From storytime to podcast time 📖🎧 #LibraryEvolution"
Visual: Transition image from children's storytime to podcast studio

9. "Bridging the tech gap, one library at a time 🌉💻"
Visual: Map showing rural area with library icon as a focal point

10. "Discover your voice at the library 🗣️📚 #PodcastStudio"
Visual: Close-up of microphone with blurred bookshelves in background

Citations:
[1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/e2415784-24d1-4f61-9ad9-f40494c9540f/paste.txt
[2] https://www.starterstory.com/podcast-slogans
[3] https://www.artefacto.org.uk/why-you-should-consider-a-podcast-studio-for-your-library/
[4] https://www.adamenfroy.com/podcast-room-ideas

• Host: Nola Simon
• Guest: Meagan Williamson, Pinterest Marketing Expert
• Overview:
  In this episode, Nola Simon interviews Meagan Williamson, a seasoned Pinterest marketing expert. They discuss Meagan's background, her transition from educational psychology to Pinterest marketing, and her insights on using Pinterest effectively for business growth.
• Key Topics:
  • Megan's Background:
    • Originally trained as a school psychologist in Canada and the UK.
    • Transitioned to blogging and social media content creation, discovering a passion for Pinterest.
  • The Importance of Content Repurposing:
    • Meagan emphasizes the benefits of repurposing content across different platforms and its positive impact on mental health.
  • Upcoming Pinterest Challenge:
    • Meagan is hosting a free Pinterest challenge starting September 23rd, designed to help participants grow their audience quickly.
    • The challenge is open to all levels, from beginners to experienced marketers.
  • Work-Life Balance:
    • Discussion on how Meagan structured her business around her family life, allowing for flexibility and time spent outdoors.
  • AI and Pinterest:
    • Insights on how AI is being integrated into Pinterest marketing strategies and the importance of ethical use of AI tools.
  • Pinterest Trends for 2024:
    • Meagan shares her thoughts on Pinterest's trend predictions and the importance of focusing on evergreen content.
• Quotes:
  • "I love teaching and I love teaching live."
  • "You have to be patient with search platforms like Pinterest."
• Call to Action:
  • Listeners are encouraged to join Meagan's Pinterest challenge for hands-on learning and community support.

Mental models can help simplify complex ideas.  Hybrid or remote work is more than just policy, strategy or design.  It's all of it working in concert.  Metaphors like garden design, an ecosystem or an orchestra can help us think about work in different ways. It's helpful to zoom out and use your imagination to understand how roles, departments and divisions intertwine and how does this lead to success?  What are the immovable pieces that give strength and stability but also make flexibility harder? What cycles repeat with regularity? Where is the flow? Where is the friction?

This podcast episode uses garden design as a mental model to think about hybrid/remote within an organization.

What questions do you have after you listen?

Karen Ferris asked me to blurb her new book Be Remarkable.  This is the first time I've been asked to do this for anyone so this podcast episode logically followed.  Karen has the honour of being the only guest I've invited to the podcast twice. She's very vocal in talking about the leadership crisis that exists now and this book provides useful resources to help immediately.

This is the blurb I wrote:

 "Are you looking for a practical guide to help you navigate the ever-evolving world of work? Look no further than Karen's new book, which provides a human approach to work that is future-focused, effective, and feels good. Using a memorable acronym (R.E.M.A.R.K.A.B.L.E), Karen's book is a valuable resource for leaders and employees alike. Whether you're a seasoned professional or just starting out, this book will help you develop the mindset you need to succeed in today's fast-paced world. Mindset is everything and leaders at all levels who want to be remarkable will be well served by this thoughtful and practical book. I highly recommend reading and applying Karen's teachings. An ever-evolving workforce and nonstop change means that ongoing learning is the key to success. This book is a great resource for a world of work faced with disruption." 

The main call to action comes from this quote in the book:

"Leaders may need to be agile, highly entrepreneurial, socially conscious, and digitally savvy.  They must lead through ambiguity and uncertainty, managing a diverse workforce. They must possess cognitive flexibility and be innovative, adaptive, and collaborative."

Yes, please.

Listen as we discuss the leaders journey, the learn-unlearn-relearn cycle and how leadership needs to change in order to adapt to the current moment and to pave the way for a better future of work.

If you want to order from Karen directly to claim the 15% discount, use the code MINDSET on her website shop.  Shipping from Australia can be expensive so please keep this in mind.

Find Karen on LinkedIn or her website.

Our previous episode was called A Rebel with a Cause.  

"Exclusion does not need a reason.

Just an excuse."

The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself.  During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced. 

Ludmila N. Praslova, Ph.D. is named a member of Thinkers 50 2024 Radar, a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work.

She is a Professor of Industrial-Organizational Psychology at the Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes.

She is the first person to have published in Harvard Business Review from an autistic perspective.

Dr. Praslova is a talent strategy expert with extensive experience in global diversity and neurodiversity. Her early experience in global diversity taught her the importance of creating culture-add work environments. However, the same experience and her continued career have shown that focusing on one aspect of diversity is not enough. Globally aware organizations are not always gender-inclusive, gender-focused advancement programs can exclude based on disability or socioeconomic origin, and neurodivergent people are often forgotten or segregated even in organizations considered champions of inclusion.

As a first-generation academic and a neurodivergent woman, Dr. Praslova knows first-hand that single-focus "inclusion initiatives" leave people behind. However, the principles of creating culture-add organizations can be applied to building systems for intersectional and holistic inclusion.

Her consulting is focused on creating organizational systems for supporting human dignity and well-being, and providing neuroinclusion training to organizations such as Amazon, Bank of America, and MIT.

She has a PhD in Industrial-Organizational Psychology from the University of Akron and is a Senior Certified Human Resources Practitioner (SHRM-SCP).

Dr. Praslova is an avid open-water swimmer, a gardener, and a poet.

She is a LinkedIn Top Voice in Thought Leadership

The Canary Code A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Berrett-Koehler, 2024); Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (ed, Cambridge-Scholars Publishing, 2023); 'An Intersectional Approach to Inclusion at Work' (Harvard Business Review, June 2022); 'The Radical Promise of Truly Flexible Work' (Harvard Business Review, August 2023); 'To build a healthy workplace, you need a toxic culture alarm' (Fast Company, March 2022); 'How Thought Leaders Can Support Workload Fairness' (Psychology Today, December 2023); 'How Managers Can Support Workload Equity' (Psychology Today, December 2023); 'How to Reclaim our Right to Rest – While Stigmatized' (Psychology Today, December 2023); 'Debunking Disability Employment Myths' (Psychology Today, September 2023).

Ludmila in the media:

Media Kit - The Canary Code

Organizational psychology has been around for around hundred years, but Praslova believes the future of organizational psychology is changing due to the COVID-19 pandemic. She foresees changes such as an increase in flexibility. Employees will be able to work remotely and off-site throughout multiple industries. To adapt to this new environment, leadership and management practices will become more adaptable and human-focused... These changes will likely fuel the need for more organizational psychology practitioners.

The book: The Canary Code book by Ludmila N. Praslova, PhD

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode

The right to disconnect is legilslation designed to protect employees from work creeping into after hours work.  It's popping up all around the world including Ontario, Canada, where I live.  The thing about legislation is that it's a guardrail to protect us from the worst abuses.  As an employer, you never want your employees to have to invoke legislation.  It's not good for trust and relationships or the employer brand.  So how can you proactively update your operations to ensure that all employees benefit from the right to disconnect whether or not the legislation exists in your part of the world yet or not?  Legislation is designed to disuade and penalize behaviour, not shape it or incentivize it.  It's the same with ethics in AI but legislation is slow, differs across geographies and can be challenged in court.  It's more about crafting norms and expectations that facilitate trust and trustworthiness.

Right To Disconnect Ontario Explained | Achkar Law

For years, I've recognized that the way change happens in organizations is disconnected from the way that executives and senior leaders perceive change to happen.  Top down initiatives often fail and employees resist the change, often because the change is done to them, not with them.  They can't see themselves reprsented in the story of change.  

I've been following Jeppe Hansgaard on Linkedin because he's found a mathematical way to identify the 3% of staff who influence the other 90%.  The key is informal networks.  The change catalysts you need to engage are not the high performers or even the extroverts who dominate meetings.  They are often the people no one would ever guess have influence because they have no formal power.  They are not at the top of the hierarchy.  Did you know if these informal leaders leave, the chance of turnover among the remaining staff rises by 500%?  How can you retain these people and reward them for being the glue in the team if you don't even know who they are?  Most leaders guess incorrectly when asked to name who owns the influence in the informal networks in their organizations. This mirrors my experience.

Listen this episode to hear more stories of the 3 percent rule in context and also learn about the 6 change blockers.  We talk about how understanding networks better can help us increase belonging and reduce loneliness and improve diversity.  

https://twitter.com/JeppeHansgaard

LinkedIn

Jeppe Vilstrup Hansgaard is the driving force behind Innovisor. As the CEO and founder, Jeppe is on a mission to eliminate the all-too-common 'change fiasco' during organizational transformations, emphasizing the value of people as an organization's greatest asset.

Jeppe is a thought leader who enjoys sharing his insights with the change community through blog posts, articles, and tweets. He's a sought-after speaker, captivating audiences in executive groups, leadership programs, and MBA programs at renowned business schools. Jeppe is the author behind the best-selling "Now What?"-playbooks for leaders, change and OD professionals, and Management Consultants. The playbooks are practical and packed with anecdotes, case studies, facts, tips & tricks.

Jeppe earned his Executive MBA from Henley Business School in the UK and further enriched his knowledge with courses from Stanford School of Professional Development in the USA.

Jeppe is a proud father of three kids and lives in Denmark with his wife & family.

'Change is Gridlocked! Now What?' can be pre-ordered here with a 50% discount. https://lnkd.in/dyjbfEqb

Releasing in June, this episode is a nice preview.

This post was inspired by a conversation I had with Tom Goodwin that started on Twitter and which he expanded on LinkedIn.

He gave me permission to base this podcast episode on these posts.

I often think a lot about how lucky I am to have started my career with 25 ish years of in-office/store work, passive training, oversight, exposure via proximity, and camaraderie .

This is by no means an anti-remote work thing, it's just an honest reflection on the head start being in a packed workplace from the age of 17 onwards. Something not everyone now gets.

And yes I was lucky to feel like I (nearly) always worked at places that were high energy, that were dominated by quite supportive people, that I had great bosses, that had pretty motivated people, varied work, and the long hours were rewarding. But it wasn't 100% luck, it was a concerted effort to pick places on the basis of how I'd develop, not what I'd get paid.

And I'm not suggesting companies should resort to 100% in person work, but I do think they should focus on creating environments where people feel a part of something, and supported.

On Twitter, I told him that I was not fortunate to have that type of supportive work environment - I had monitoring, close surveillance, mandatory training and micromanagement. 

Tom asked me something which stopped me short.

"Why didn't you leave?"

The short answer I gave was kids, a mortgage and stability. But it's deeper than that.  The choices and decisions I made about the companies I worked for and the jobs I accepted are rooted in my childhood perception of stability and responsibility, where I lived, the kind of daughter, parent and wife I wanted to be, the economic climate, golden handcuffs including access to work from home which was not common at the time and systematic limitations.

Condensing 30 years of decisions and history into less than15 minutes is a challenging task.  Hopefully you find it interesting to view my career from a high level perspective.

I used Microsoft Co-pilot to summarize valuable lessons others could learn from my story and I kind of like the output.  It feels a bit like a personal cheerleader who can see the positives peeking throught the details.

Here are some valuable lessons that others can learn from your story:

1. Resilience and Adaptability:

   • Life is full of unexpected challenges, from economic downturns to personal losses. Your ability to adapt and bounce back is crucial.
   • Lesson: Cultivate resilience and embrace change as an opportunity for growth.

2. Navigating Career Transitions:

   • Job markets fluctuate, and qualifications alone may not guarantee success. Your experience transitioning between industries highlights this.
   • Lesson: Be open to learning new skills and consider transferable abilities when changing careers.

3. Advocacy and Impact:

   • Your advocacy for hybrid remote work made a difference. You were a pioneer in promoting flexible work arrangements.
   • Lesson: Advocate for positive changes in your workplace or industry, even if it challenges the status quo.

4. Mindset Matters:

   • Mindsets shape our experiences. Facing layoffs and industry shifts, maintaining a positive outlook is essential.
   • Lesson: Cultivate a growth mindset, stay adaptable, and view setbacks as opportunities for learning.

5. Balancing Personal and Professional Life:

   • Juggling personal challenges alongside work can be tough. Your story underscores the importance of balance.
   • Lesson: Prioritize self-care, seek support, and recognize that life events impact professional performance.

6. Unique Paths to Success:

   • No two journeys are alike. Your unconventional path—through recessions, accidents, and losses—led you to where you are today.
   • Lesson: Embrace your unique journey, celebrate achievements, and learn from setbacks.

Let me tell you a story 50 years in the making.

I moved to the Town of Georgina when I was 18 months old.  I've lived here 50 years.

We've never had much tech infrastructure so I can't tell you how excited I was to learn that our new community centre has an audio and video recording studio I can use for podcasting.

I thought it would be a simple matter to get someone from the town on my podcast to talk about the MURC (Multi-Use Recreation Centre).  Not so.  It's an ongoing adventure.

This episode lays the groundwork - my personal history, media and journalism in small towns in Ontario, PR for politicians and a surprise cameo from my first employer.  And drama surrounding gender neutral change rooms and Facebook.  It's a simple rule - don't get naked in public - that has the town confused.  

This is for all the people who have ever asked me about the Keswick dinner jacket.  We are so much more.  A hotbed of podcasters, the forefront of skills development. Eventually - if the software ever gets installed.

In this episode, I share my personal stories to illustrate the importance of appreciation and recognition in the workplace and how easy it is to get it wrong even with the best of intentions. I also talk about why some of the common practices of employee appreciation are ineffective and how we can do better.

• Appreciation goes deeper than just saying thank you or giving a gift. It's about making people feel seen, valued, and respected for who they are and what they do.
• Scale is the enemy of intention. Just because you can do things at scale, it doesn't mean you should. Mass emails, group recognition, and generic rewards are not meaningful or motivating for employees.
• Personalize and individualize your appreciation. Find out what matters to each person and tailor your recognition accordingly. Use their name, be specific, and be sincere.
• Appreciation is not a one-time event. It's a continuous practice that earns trust, loyalty, and engagement. Make it a habit to appreciate your employees regularly and authentically.

• If you enjoyed this episode, please subscribe to the podcast and leave a review on Apple Podcasts or your favorite podcast app.
• If you have any questions or feedback, you can email me at nola@nolasimon.com or tweet me at @nolasimontjo
• If you want to support the podcast and get access to exclusive content and perks, you can sign up for my email list.
• Join the waitlist for The Flexible Path community, reopening for new members April 1st.

Thank you for listening and I'll see you in the next episode.

In this episode, Nola Simon shares her personal stories about the benefits of working a four day work week. She talks about how her husband's experience with a flexible and creative job at a pattern making shop in Toronto inspired her to challenge the conventional narratives about work and productivity. She also reflects on how having an extra day off every week improved their quality of life and relationship.

• A four day work week can be a viable option for many types of work, not just knowledge work. Nola's husband worked as a carpenter at a pattern making shop that made molds for various products, such as plastic packaging, battery packs, and even models for sex education. The shop owner designed the work schedule to be Monday to Thursday, with 40 hours of pay and overtime if needed.
• A four day work week can also be a source of creativity and personal fulfillment. Nola's husband was allowed to use the shop's machinery to work on his own projects on Fridays, such as making a mailbox, a jewelry chest, a deck swing, and a cedar chest. He also had access to the shop's scrap wood, which he used to make some unusual models that sparked some interesting conversations around the campfire.
• A four day work week can have a positive impact on family and personal life. Nola and her husband commuted together four days a week, and he stayed home on Fridays to do chores, cook dinner, and prepare a relaxing bath for her. Nola says that she missed those days and that they really enjoyed having more time and energy to spend with each other.
• A four day work week can be rewarding when it allows for more self-care and personal time. Nola enjoyed having Wednesdays off every few weeks, when she could drop her kids at daycare and have a day to herself. She says that it kept her sane, made her feel valued, and was an important investment in her well-being.
• A four day work week can be controversial when it is not embraced by everyone in the team. Nola's experiment with working extra hours and banking them for a day off was shut down because some of her colleagues felt it was unfair and complained. Nola says that management did not handle the situation well and that there was no accountability for the people who chose not to participate.
• A four day work week can be a catalyst for career advancement and personal growth. Nola says that missing the flexibility of having a day off every week motivated her to get a new job with more seniority and access to VPN. She also says that having experienced the benefits of a four day work week led her to advocate for more location flexibility in her work.

   

• The four-day workweek is an arrangement where employees or students work or attend school for four days instead of five, while maintaining the same pay or hours. This concept has gained popularity in recent years as a way to improve work-life balance, productivity, and well-being. Here are some articles that discuss the benefits and challenges of the four-day workweek:

  • These Canadian companies switched to a 4-day work week. Here's why: This article from CBC News features the stories of several Canadian companies that participated in a pilot project organized by 4 Day Week Global and researchers at Boston College. The article reports that the companies experienced positive outcomes such as reduced stress, fewer sick days, and increased focus, without sacrificing revenue or customer satisfaction.
  • A four-day workweek: Some facts and figures to consider: This article from Statistics Canada provides some data and analysis on the feasibility and implications of a four-day workweek in Canada. The article examines factors such as labour shortage, overtime, capacity utilization, and employee satisfaction, and suggests that the viability of a four-day workweek may depend on the sector, industry, and employer.
  • The 4-day work week: benefits and risks: This article from BDO Canada, a professional services firm, explores the pros and cons of a four-day workweek from the perspectives of employers and employees. The article highlights the potential benefits of improved morale, retention, and innovation, as well as the potential risks of reduced flexibility, communication, and collaboration.
  • AI could make the four-day workweek inevitable (bbc.com)
  • What Is a Four-Day Workweek? (Benefits and Tips): This article from Indeed.com, a job search platform, explains what a four-day workweek is and how it can benefit both workers and employers. The article also offers some tips on how to implement a four-day workweek successfully, such as setting clear expectations, prioritizing tasks, and tracking results.
  • In the UK and elsewhere, the 4-day workweek grows in popularity: This article reports on the growing trend of the four-day work week around the world, and the benefits and challenges it poses for employers and employees. It also mentions some of the UK companies that have adopted or trialed the policy, such as Unilever, Kickstarter, and Buffer. 1
  • UK companies that tried a 4-day workweek report lasting benefits more than a year on: This article summarizes the findings of a research report that evaluated the impact of the four-day work week trial on 61 UK companies. It highlights the positive effects on staff retention, well-being, productivity, and revenue. It also quotes some of the business leaders and workers who participated in the trial. 2
  • UK four-day week trial hailed as a success one year on: This article focuses on the outcomes of the four-day work week trial for the 3,000 workers who took part in it. It cites the statistics on reduced sick days, lower burnout, and improved life satisfaction. It also mentions some of the challenges and recommendations for implementing the policy effectively. 3

• If you enjoyed this episode, please subscribe to the podcast and leave a review on Apple Podcasts or your favorite podcast app.
• If you have any questions or feedback, you can email me at nola@nolasimon.com or tweet me at @nolasimontjo
• If you want to support the podcast and get access to exclusive content and perks, you can sign up for my email list.
• Join the waitlist for The Flexible Path community, reopening for new members April 1st.

Thank you for listening and I'll see you in the next episode.

In this episode, I share my personal experience and insights on how to manage up effectively in a hybrid remote work setting. I explain what managing up means, why it is important, and how it can benefit both you and your manager. I also give some practical examples of how I managed up with my manager who had never worked from home before, and how I advocated for the needs and challenges of remote workers in team and divisional meetings. If you want to learn how to collaborate better with your manager and other leaders in your organization, this episode is for you.

• 00:00 - Introduction and welcome
• 01:15 - What is managing up and why it matters
• 03:30 - How I managed up with my manager who was new to remote work
• 07:45 - How I communicated the issues and solutions of remote work in team meetings
• 12:20 - How I influenced the executives to introduce themselves and acknowledge remote workers in divisional meetings
• 16:50 - Conclusion and key takeaways

• Nola Simon Advisory - My website where you can find more resources and tips on hybrid remote work
• Slido - A tool for interactive Q&A and polls in online meetings
• The Curse of Knowledge - A cognitive bias that makes it hard for experts to communicate with novices

• If you enjoyed this episode, please subscribe to the podcast and leave a review on Apple Podcasts or your favorite podcast app.
• If you have any questions or feedback, you can email me at nola@nolasimon.com or tweet me at @nolasimontjo
• If you want to support the podcast and get access to exclusive content and perks, you can sign up for my email list.
• Join the waitlist for The Flexible Path community, reopening for new members April 1st.

Thank you for listening and I'll see you in the next episode.

Coffee Badging: A Trend in Hybrid Workplaces

In the world of hybrid work, a curious phenomenon has emerged: coffee badging. It's not about java aficionados collecting stamps on their loyalty cards; rather, it's a sly workaround for employees who are less than thrilled about returning to the office.

Here's the scoop: Coffee badging involves employees showing up at the workplace just long enough to swipe their building ID, grab a cup of coffee, exchange pleasantries, and then promptly head home—akin to an Irish goodbye. According to a study by Owl Labs, nearly 60% of on-site workers have tried this tactic1.

But why the covert coffee run? Let's explore the motivations behind this trend and how organizations might address it:

1. Forced Office Return: Many employees harbor reservations about returning to the office. Some workplaces have become toxic due to disgruntled colleagues. Even those who don't mind being in the office engage in coffee badging to avoid the negativity. The key question: Are they still productive elsewhere? How does this impact the team relationships and trust?1.

2. Rewarding the Wrong Behavior: Some companies inadvertently reinforce the idea that visibility equals success. Employees feel pressured to be seen physically, even if it doesn't enhance productivity. Managers who prioritize presence over results inadvertently encourage coffee badging. The fix? Evaluate performance based on effort and outcomes, not mere face time1.

3. Deviant Conformity: Coffee badging falls into the category of deviant conformity. Employees conform to the letter of the policy (swiping in) while flouting its spirit (not fully engaging in office work). This behavior often arises from dissatisfaction with poorly designed policies. Organizations should revisit their mandates to ensure alignment with employee needs and expectations1.

In summary, coffee badging reflects a nuanced response to workplace policies. While it may irk some managers, understanding the underlying reasons can guide better policy design. So, whether you're a coffee badger or a policy maker, consider the balance between compliance and genuine engagement in the evolving world of work.

I first connected with Gavin because I noticed he was born in Keswick, UK.  I live in Keswick, Ontario, Canada.  They are spelled the same but pronounced differently.  This is known as affinity bias - I notice something about you that is similar to my own experience.  It's a tiny story that connects.

Gavin and I both love the power of storytelling.  It's essential for the future of work and key to distributed work (hybrid/remote).

I'd go as far as to say it's the future of leadership.

Gavin partners with clients to create tailored learning programs. He is rumored to build and run practical, entertaining workshops. He leads the development of newfangled leadership and customer experience products.

Gavin's early career crosses the defense, automotive, publishing, and technology industries. He worked in engineering, strategy, and senior product development roles.

Gavin graduated from UCLAN with a B(Eng) Hons. in Mechanical Engineering. He served as a platoon commander after graduating from the Royal Military Academy Sandhurst.

After a short stint in the defense industry and working in Africa, Gavin made a career change. A Sainsbury Fellow of the Royal Academy of Engineering, he went on to study at Institute Theseus in France. There, he graduated with an MBA in Innovation, Strategy & Information Technology.

Gavin was a founding member of the London Business School's i:Lab. There he co-wrote the case study: Netscape Communications Corporation. One of the first digital case studies, Netscape charted the rise of the first Internet giant. The case featured in MBA and executive education programs at Harvard, London Business School, and INSEAD.

Gavin is a proud father of two very handsome basset hounds (and kids).

Gavin McMahon | LinkedIn

(1) fassforward: Posts | LinkedIn

Leadership & Storytelling Training | fassforward | New York

Foward Thinking - Gavin's LinkedIn newsletter

Just the facts.....as one of my prior guests told me "Get to the point". Thanks John Espiran.

Here's the full newsletter that inspired this commentary:

Details of The Flexible Path Community

Here's the link to join:

The Flexible Path (mn.co)

Purpose:

We bring together individuals embracing distributed work and advocates for hybrid/remote work to support one another in navigating the challenges and harnessing the benefits, so that we can inspire a new way of working that promotes flexibility, freedom, and personal development.

https://www.npr.org/2023/11/30/1215460460/housing-seniors-affordable-harvard-report-baby-boomers

https://citizenremote.com/visas/seychelles/

https://seychelles.govtas.com/en/workcation

https://www.lennar.com/productsandservices/nextgen

https://www.pewresearch.org/social-trends/2022/03/24/the-demographics-of-multigenerational-households/

Chapters:

00:02:37 Driving Remote Work Success
00:03:56 Strategic Approach to Performance Reviews.
00:10:05 Leveraging Performance Reviews for Future Career Growth

Key Takeaways:
1. Documentation of development emails from manager
2. Recording initiatives and volunteer work
3. Documenting compliments, kudos, and shoutouts
4. Performance reviews as legal documents
5. Envisioning the future and seeking support from managers and company for learning and development

Also check out an older article I wrote about mid-year reviews:

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode

This week, I happened to notice an article published by someone who does similar work as me.  He recommended tying hybrid/remote or work from home (whatever version of distributed work the company offers) to performance metrics.

I have several issues with this approach as I've had to live with this type of policy.  I broke my foot and ended up on leave, had a massive car accident which also required a medical leave, 2 deaths in the family, settling the estate from hell all while working full time and parenting two kids and helping my husband run his home renovation business.

Life happens.

Feeling as though you can lose your flexibility at any moment, doesn't make you feel valued and supported as an employee.

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode

Sweta Regmi and I met on Twitter and have been trading media referrals and recommendations.  One day she posted a series of tweets and tagged 2 banks and several high profile journalists and media outlets:

"Verbal communication ratings how you evaluate for accent, ESL, immigrants, international students, speech, language barrier, neurodiverse folks etc who is a auditing AI tool?"

"Media needs to cover AI one way video interview. Who is auditing AI tools and biases in hiring? Does Canada has compliance or watchdog?"

I was the only person to respond.

"Yes, agree. AI in recruiting needs attention. Aside from the possible biases, how does it inform human decision making, how does it make candidates feel and what are the legal concerns?"

So we decided to do a podcast about the topic. 

Please feel free to share and tag your favourite journalists, AI experts, recruiting, DEI and HR leaders and government officials - Ministry of Labour, anyone?  Let's raise awareness for this discussion - more research is needed.

Teachndo was officially launched after Sweta Regmi, Founder & CEO, developed Job Search Strategy for her when she was laid off from a leadership role. Sweta Regmi is a seasoned leader, with experience of more than 20 years in corporate mixed with non-profit employment services. Sweta moved up from an entry-level role at the bank to the hiring role with 9 promotions within 12 years. She teaches her lived and tested career strategy to career professionals through Teachndo. Sweta's insights have been featured in CBC News, Global National, CBC online, CTV, City News, MSN, Yahoo, National Post, Toronto Sun, Forbes, LinkedIn News, Canadian Business Canadian Immigrant Magazine and many more.  

Sweta Regmi - CEO | Certified Career & Résumé Strategist | Interview & Personal Branding Coach & Career Advisor - Teachndo | LinkedIn

Resume Services | Teachndo Career Consultancy | Ontario

Looking for a job?  Sign up for Sweta's workshop on November 6.

Free 5-Day Career Workshop (linkedin.com)

FREE 5-DAY JOB SEARCH & CAREER WORKSHOP | Teachndo

If you listen to many episodes of my podcast, you'll note that I keep the intro really short.  I'd rather focus on the guest and the ideas as well as any takeaways we can highlight.  Same with the outros.  I might ask you to rate and review the podcast on your favourite player.  I might mention my website www.nolasimon.com or ask you to check me out on LinkedIn but I've never really done a full blown ad for my consulting business Nola Simon Advisory.

I don't have a sponsor - I fully fund the podcast and all the research I do.  With the exception of 2 books featured on this podcast, I've bought the books in order to prepare for the interviews.

I don't love ads interrupting podcasts when I listen to other shows.  I came up with the idea to do a bonus episode so I can add this into show notes.  That way you can listen to me talk about why I podcast and how it fuels my business if you want to click on the episode. You can easily avoid it if you are not representing an organization who might want to work with me.  I'm a B2B consultant but I want my podcast and the information and ideas to help not only my ideal clients but anyone who is interested in learning about hybrid/remote and the future of work. 

I want to be the resource I needed 10 years ago when I was starting to advocate for workplace flexibility.  

All my info for the business is nicely in the shownotes.  I try to always make sure my website and Linkedin profile are in the show notes for each episode but I don't always remember.  If I add the link for this episode to the notes for each episode, it's much less work.  It also makes it easier for anyone to refer me to someone looking for my consulting and speaking services.

The podcast and the majority of my work on social media is free.  Substack is free for 6 months and then there is a small monthly fee (it's an experiment).

The work that keeps my lights on and pays my bills is the consulting work and the speaking engagements.  This is where I need help with introductions, recommendations and referrals.

I'd love to add community into the mix but that's been harder than expected.

Who Am I?

I'm an international consultant who has advised hybrid/remote work teams for the last 10 years (well before it was a daily headline).

I've worked for 5 different corporations, 2 of them global, over the last two decades. I pioneered hybrid work and have worked some version of hybrid/remote since 2012. If I'm tossing metrics, I like to mention that I owned business-critical relationships totalling more than $1 billion.

My deep expertise means that I've been interviewed extensively in the media - newspapers, television, radio, magazines. I spoke at a world-class conference about the positive impacts of hybrid/remote on work and wellness. I am well-connected and have the ear of senior transformation consultants and futurists around the globe.

I run the Hybrid/Remote Centre of Excellence, a membership designed to support & inspire C-Suite, HR experts and leaders. It's unlike anything else in the world. This cutting edge resource is powered by my podcast of the same name - 30 episodes & counting & thousands of downloads. I'm focusing my efforts on becoming one of the best resources for B2B hybrid/remote education today.

The #1 skill for the 21st century is navigating uncertainty.

You don't have to do it alone.

If you have been tasked with creating hybrid/remote strategy and are feeling overwhelmed with content, statistics, opinions (no shortage of those!!), I can help you make progress.

• deep research

• innovative thinking

• leadership through storytelling

• expertise in difficult conversations

• future-focused creativity

• initiative

• accountability

• employee perspective

• co-creation

• ability to operationalize change

´You are the voice of the unheard employee.'

'I need you to speak to my management team. I don't think they have any idea how to do hybrid well.'

´I've been working remotely for 20 years and it's so good to see someone talk about remote in such a positive way. Thank you for being an advocate.'

´I had to speak with you because it's so rare to find like-minded people who are willing to go on camera and advocate for a better future of work.´

The work I do with you helps you create long-term solutions that will not only retain and attract staff, it will help them thrive. You will ensure the business is set up to succeed but also be at the forefront of leadership.

FAQs:

Watch Nola answer the top 10 questions she's asked + 1 bonus question she wishes people would ask

Media:

Nola Simon media appearances

Podcast Guest Appearances:

Spotify podcast guest playlist - Nola Simon

Testimonials:

Read What People Say About My Work

Social Proof:

Subscribe to the newsletters:

Hybrid Remote Excellence - Substack

The Throughline Project - LinkedIn

Free Stuff:

Nola Simon - Hybrid/Remote Futurist - NolaSimon.com | LinkedIn

Nola Simon (@nolasimontjo) on Threads

Nola Simon (@nolasimontjo) • Instagram photos and videos

YouTube

Pinterest

TikTok

Follow the Podcast

Love the Podcast - Rate & Review

Email: nola@nolasimon.com

Phone: 905-960-6794

Website: www.nolasimon.com

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode

When I read Bragging Rights by Lisa Bragg, I knew I wanted to bring her on the podcast because her work validates the approach I've taken to self-promotion for years.  She has the research to back it up - check out how she brags about having the largest research study.  It's a masterclass in owning your story.

Bragging is a good thing.  It's a form of self-advocacy and no one knows your stories and your successes like you do.  If you don't tell the world, who will?

Don't forget to rate, review and share the podcast and the book Bragging Rights on Goodreads (see what I did there?)

Lisa Bragg has literally written the book on how to talk about success. Her book Bragging Rights: How to Talk about Your Work Using Purposeful Self-Promotion launched in May. She is a speaker, advisor and professional mentor. Lisa is the founder of MediaFace, a Toronto-based content and consulting firm. She was also a TV reporter and anchor for 15 years.

https://www.facebook.com/ThatLisaBragg/

https://www.instagram.com/thatlisabragg

https://www.lisabragg.com/

Bragging Rights Riff Tool: idea and content generation

https://www.lisabragg.com/listener-love https://www.linkedin.com/in/lisabragg

Looking for info on Nola Simon?

Hire Nola Simon Advisory

https://www.nolasimon.com/

https://www.linkedin.com/in/nolasimon/