Explore every episode of the podcast Humans at Work with Michael Glazer
| Title | Pub. Date | Duration | |
|---|---|---|---|
| Leaders as Healers | 15 Apr 2024 | 00:37:32 | |
In this episode, we're rethinking leadership with Nicholas Janni, author of “Leader As Healer” and teacher at IMD Business School and the University of Oxford Said Business School. Nicholas introduces the revolutionary concept of leaders as healers, advocating for a shift from the hyper-rational, imbalanced corporate norms that prioritize doing over being. He shares how integrating emotional intelligence and deep personal connections can transform leadership effectiveness. Join us as Nicholas shares how embracing our whole selves helps businesses and the people who work in them can thrive together. If you enjoy the show, please rate it on Apple or Spotify. Your ratings help more people like you discover the podcast! Episode Highlights
Nicholas’ view on the greatest unmet wellbeing need at work today “Emotional the cultivation and welcoming of emotional authenticity. People being allowed to say how they're really feeling and being unconditionally met. There's nothing wrong with feeling frightened, sad. I think without that you'll never have well pay.” What "working with humans" means to Nicholas “It means working with the full spectrum of who we are. And most workplaces in my great, extensive experience, function on a very small spectrum of who we really are.” Resources Follow: Nicholas on LinkedIn Visit: Matrix Development website Read: Leader as Healer: A new paradigm for 21st-century leadership For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/ ©Michael Glazer
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| The Art of Spontaneous Communication (Rebroadcast) | 01 Apr 2024 | 00:37:30 | |
We've all been there: put on the spot during a meeting and found ourselves tongue-tied. In this episode, we tackle the challenge of spontaneous communication head-on. I'm joined by Matt Abrahams, who is a Lecturer at Stanford University's Graduate School of Business and the host of the “Think Fast, Talk Smart,” which draws in millions of listeners per episode. His TEDx Talk has captivated a global audience, and his latest book is titled, “Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot.” Today, Matt shares his insights into preparing for those unscripted moments, managing speaking anxiety, and mastering the mindset shifts critical for effective communication. We'll cover practical strategies for nailing Q&A sessions and confidently handling challenging conversations. If you enjoy the show, please rate it on iTunes or Spotify. Your ratings help more people like you discover the podcast! Episode Highlights · How preparation paradoxically improves your ability to speak spontaneously · Making your message resonate and be memorable · Creating a personalized anxiety management plan to reduce speaking anxiety · A critical mindset shift that improves communication quality and effectiveness · Reframing errors as learning opportunities to improve communication skills · How improving our listening skills can make spontaneous speaking more effective · Mastering Q&A sessions by engaging with people who are opposed to your ideas · Methods for handling difficult questions in tricky scenarios
Matt’s view on the greatest unmet wellbeing need at work today “I think we saw with the pandemic, just how raw some people can be. It exposed that and put a light on it. And it's important that we respect it and that we connect with it. As a teacher, I see it in my students, I see it my colleagues. So, I believe all of us have to take a step back and remind ourselves that first and foremost, we're humans, we have challenges and issues, both in inside ourselves and in the relationships we have. And I think we need to spend more time respecting that in offering to help those who are struggling.” What “working with humans” means to Matt “To me, it is a reminder that communication is relational and about connection, not about transactions. We work with others, others who have their own existence, their own ideas, their own belief, and we need to remember that it's all about the relationship and the connection that we have and I think that is very powerful and very important.” Resources Follow: Matt on LinkedIn Visit: Matt’s website Read: Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot
For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/
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| The Art of Spontaneous Communication | 20 Nov 2023 | 00:36:44 | |
We've all been there: put on the spot during a meeting and found ourselves tongue-tied. In this episode, we tackle the challenge of spontaneous communication head-on. I'm joined by Matt Abrahams, who is a Lecturer at Stanford University's Graduate School of Business and the host of the “Think Fast, Talk Smart,” which draws in millions of listeners per episode. His TEDx Talk has captivated a global audience, and his latest book is titled, “Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot.” Today, Matt shares his insights into preparing for those unscripted moments, managing speaking anxiety, and mastering the mindset shifts critical for effective communication. We'll cover practical strategies for nailing Q&A sessions and confidently handling challenging conversations. If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast! Episode Highlights · How preparation paradoxically improves your ability to speak spontaneously · Making your message resonate and be memorable · Creating a personalized anxiety management plan to reduce speaking anxiety · A critical mindset shift that improves communication quality and effectiveness · Reframing errors as learning opportunities to improve communication skills · How improving our listening skills can make spontaneous speaking more effective · Mastering Q&A sessions by engaging with people who are opposed to your ideas · Methods for handling difficult questions in tricky scenarios Matt’s view on the greatest unmet wellbeing need at work today “I think we saw with the pandemic, just how raw some people can be. It exposed that and put a light on it. And it's important that we respect it and that we connect with it. As a teacher, I see it in my students, I see it my colleagues. So, I believe all of us have to take a step back and remind ourselves that first and foremost, we're humans, we have challenges and issues, both in inside ourselves and in the relationships we have. And I think we need to spend more time respecting that in offering to help those who are struggling.” What “working with humans” means to Matt “To me, it is a reminder that communication is relational and about connection, not about transactions. We work with others, others who have their own existence, their own ideas, their own belief, and we need to remember that it's all about the relationship and the connection that we have and I think that is very powerful and very important.” Resources Follow: Matt on LinkedIn Visit: Matt’s website Read: Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot
For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/ ©Michael Glazer | |||
| Transforming Work Through Creativity | 06 Nov 2023 | 00:42:15 | |
Have you hit a creative roadblock at work? You’re not alone. In this episode, we explore how creativity becomes the cornerstone for innovation, helping businesses to thrive amidst rapidly changing trends and disruptions. It’s not about wild ideas. It’s about building an environment where creativity thrives at every desk. This episode features Adam Kingl, an expert in reshaping how we think about leadership and strategy in the business world. Adam has influenced the minds of business leaders at prestigious institutions such as London Business School, Hult International Business School, and Imperial College Business School. He also regularly contributes as a writer and expert interviewee to The Financial Times, Sunday Times, Forbes, Fortune, The Guardian and Fast Company. Drawing on and his latest book "Sparking Success", we explore strategies that can help leaders remove the creativity blockers and spark a cultural shift towards continuous innovation. From rethinking entrenched company practices to empowering teams to think differently, Adam offers a roadmap for people who want to lead with creativity at the forefront. If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast! Episode Highlights · Leadership’s pivotal role in igniting organizational creativity. · Challenging dated assumptions that hinder management innovation. · The linguistic insight into “to manage” and its cultural impact on creativity. · Identifying organizational habits that dampen innovation. · Striking a balance between productivity and creative growth. · Tactics for leaders to build creativity-focused workspaces. · Debunking the myth that creativity is limited to certain sectors. · Concrete steps for managers to inspire team creativity. · Lessons from creative companies and industries applicable across all sectors. · Examining barriers to creativity in conventional settings. · Adopting ‘micro habits’ for team-wide innovative thinking.
Adam’s view on the greatest unmet wellbeing need at work today "Every organization is struggling with hybrid work right now, right? When do you bring people into the office, or when do you work from home? And I think part of what I've discovered is the answer is: if you're going to ask people to come into the office, give them a reason, provide a creative focus. "I want everyone in the office on Wednesday because we're going to meet with our senior-most clients talking about their biggest pain points." If you just say, "Come in because it's everyone in the office Wednesday," like Taco Tuesday, it's arbitrary, and everyone's just going to probably sit at their desk with headphones in, tapping away at their keyboard; they may as well be at home." What “working with humans” means to Adam "Working with humans is about encouraging them to find and express those qualities that make them human: curiosity, adaptability, inspiration, innovation. Surely, any organization that encourages an abundance of those qualities in their people is one that I want to work for or invest in." Resources Follow: Adam on LinkedIn and X Visit: Adam’s website Read: Sparking Success: Why Every Leader Needs to Develop a Creative Mindset
For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/ ©Michael Glazer | |||
| Meaningful Career Conversations | 23 Oct 2023 | 00:39:42 | |
Looking to improve the quality of your career conversations at work? This episode dives into practical topics like the role of managers in employee development, common challenges like fear of feedback, and actionable insights to overcome challenges that often come up. My guest, Antoinette Oglethorpe, brings a wealth of experience to the conversation, having worked with organizations such as Accenture, the World Health Organization, and the NHS. She's also the author of the book "Confident Career Conversations," which serves as a comprehensive guide for enhancing employee development through meaningful dialogue. You'll walk away with practical advice and strategies for making career conversations a valuable part of your organization’s culture. If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast! Episode Highlights
Antoinette's view on the greatest unmet wellbeing need at work today "This new world of hybrid working is now becoming the way forward. As you say, I think that during COVID we took great steps to connect with people even though we were working remotely. I think that focus has gone away now. And yet hybrid working seems as though it's here to stay. So, I think that's potentially a risky area where there's a lack of connection, a lack of visibility of employees, and a lack of conversation about what's going on for them as individuals. And I think that's something we all need to think about." What “working with humans” means to Antoinette “It's about navigating the human side of business. Business and organizations rely on people, and that involves communication, relationships, and collaboration. It's often complicated, but it's important to recognize that these aren't just human resources or human capital, as they have been called, or a parcel of human assets. They are humans. So, actually connecting to that human element of those individuals is crucial.” Resources Follow: Antoinette on LinkedIn Visit: Antoinette’s company website Read: Confident Career Conversations: Empower your employees for career growth and retention ©Michael Glazer | |||
| Decoding and Dealing with Toxic Behaviors (Rebroadcast) | 09 Oct 2023 | 00:43:11 | |
Why do toxic behaviors persist in workplaces despite efforts for a healthier work culture? Find out how to discern healthy behaviors from toxic ones and learn what you can do to cope successfully with toxic relationships and environments. Anna Eliatamby is a clinical psychologist and workplace well-being expert who has played a pivotal role in developing mental health, responsible leadership and well-being strategies for global organizations, including the UN, International Red Cross and Red Crescent, and PwC. She is the Director of HealthyLeadership CIC, a collective that encourages individuals and organizations to foster decency and make positive changes. Anna is also the author of the Decency Journey Series, a collection of compact and practical pocketbooks designed to help individuals flourish in their careers and workplaces.
Originally aired as episode 96. If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast!
Episode Highlights 2:56 Why do people engage in toxic behavior? 6:22 The combination of toxic behavior and positive intent 9:37 Impacts of toxic behavior 12:32 Toxic behaviors can cause inadvertent self-sabotage 14:44 The difference between holding someone accountable and blaming 17:31 The mindset behind toxic behaviors 19:55 Assessing our own toxic tendencies 26:08 Critical skills and expectations for confronting toxic behaviors 30:14 More techniques for coping with toxic behaviors 33:10 The importance of self-care when coping with toxic behavior 34:28 Practical considerations, and pitfalls, for deciding on a coping strategy 39:14 Key ingredient for outgrowing our own toxic attendances
Anna's view on the greatest unmet wellbeing need at work today "I think the greatest unmet need is that we must address the negative the toxicity at the same time as we're adding to the positive and teaching people about things like compassion, both are necessary." What “working with humans” means to Anna “It's a lovely phrase, and I think it is just that to remember that we are human beings, we all are. And that should be the center from which we work. So if we're human we work with compassion, with respect, with decency -- with ourselves and with other people.”
Resources Follow: Anna on LinkedIn Visit: Healthy Leadership CIC Read: the Decency Journey series of books
©Michael Glazer
©Michael Glazer | |||
| Cults, Corporates, and Breaking the Burnout Cycle | 25 Sep 2023 | 00:44:39 | |
Ever questioned if your office vibes feel a bit too 'cultish'? Or maybe you think burnout is just an individual failing? Petra Velzeboer, a psychotherapist, CEO, and author of "Begin With You," who was born into a notorious cult, brings clarity to the gray areas of workplace dynamics, exploring the fine line between a demanding job and a toxic work culture. This episode examines both organizational and individual sources of workplace toxicity. It includes discussions on hard-hitting topics such as the role of leadership in employee burnout, the importance of setting explicit boundaries in hybrid work environments, and the need for open dialogues about mental health to prevent larger issues down the line. This episode is not just a discussion but a call to action, offering practical steps for individual and organizational change.
Episode Highlights
For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/
©Michael Glazer | |||
| Coaching That Really Works | 11 Sep 2023 | 00:59:40 | |
With employee disengagement at alarming levels despite significant investments in training leaders in coaching skills, there's a pressing need to reevaluate and get practical about making coaching truly effective for people in managerial roles. This episode zeroes in on how to address this gap, introducing insights and tools for leaders to genuinely engage and empower their teams. Dominic Ashley-Timms, CEO of Notion, has firsthand experience across 37 countries, providing a fresh and nuanced perspective on leadership, culture, and organizational transformation. Having co-authored "The Answer Is a Question", Dominic brings an innovative approach to everyday coaching, rooted in the STAR® model he co-created.
Episode Highlights
For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/
©Michael Glazer | |||
| Highlights from the First 100 Episodes | 28 Aug 2023 | 00:38:35 | |
This special episode offers a reflective journey through eight of the most popular conversations from the first 100 episodes of Humans At Work. Starting with Zana Goic Petricevic's profound insights on workplace well-being, and ending with Judd Hoekstra's riveting story about handling pressure, this collection covers themes essential to professional and personal growth. You'll hear a fascinating take from Jessica Grossmeier about the state work workplace wellbeing, Geoff McDonald's influential perspective on mental health, Berta Aldridge's practical strategies against bullying, Bob Lefkowitz's unconventional views on success, Ruth Gotian's insights on mentorship, and Dorie Clark's advice on aligning daily life with long-term purpose. These conversations have resonated with listeners and shaped my thinking. I believe they'll engage, challenge, and inspire you as well. Timestamps [1:48] Zana Goic Petricevic on Workplace Well-being and Unmet Needs [4:40] Jessica Grossmeier on The Disconnect in Employee Well-being [7:55] Geoff McDonald on Overcoming the Stigma of Mental Ill Health [10:08] Berta Aldridge on Strategies for Handling Bullies at Work [14:40] Bob Lefkowitz on a Key to Professional Success [18:38] Ruth Gotian on Mentorship and Achieving Success [24:25] Dorie Clark on Creating Whitespace and Playing the Long Game [30:32] Judd Hoekstra on Handling High-Pressure Situations | |||
| Crisis Leadership and the Art of Being Flexible | 14 Aug 2023 | 00:53:42 | |
In a world where readiness for unexpected challenges is crucial, how can leaders foster resilience, inclusivity, and creativity within their teams? This episode explores the importance of putting people first, embracing diversity in the creative sector, and leveraging collaboration during difficult times. You'll also discover insights on finding growth opportunities amid disaster, managing mental health as a leader, and practical lessons on being resilient and flexible in tumultuous times. James Burstall is CEO of Argonon, one of the UK’s top international independent production groups. The group is headquartered in London with hubs in New York, Los Angeles, Oklahoma, Liverpool and Glasgow. The group produces shows ranging from The Masked Singer through to iconic current affairs program Dispatches, critically-acclaimed BBC One series Attenborough and the Mammoth Graveyard to much-loved BBC drama Worzel Gummidge. His book The Flexible Method – Prepare to Prosper In The Next Global Crisis offers a practical guide to preparing for a crisis, with unique insights from leaders across the board – including media, health, hospitality, travel and non-profit. James has worked as an executive producer and producer-director for broadcasters all over the world. Prior to his television career, he was a journalist, working as a writer and editor in Paris, London and New York for Vanity Fair, Condé Nast Traveler, HG, Vogue, The Daily Mail and The Evening Standard.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast!
Episode Highlights
James’ view on the greatest unmet wellbeing need at work today "Mental health is probably the biggest concern. I think that stress and mental well being is now more acute than ever. And I'm pleased that for example, Prince Harry has talked about mental health among young men. I think that's a really healthy move in the right direction. Because the truth is that it's completely normal and human sometimes not to feel great, or even to get depressed. It happens to us. It's not nice, but it does happen. There are many tools available, and we made those tools available to all our people. We need to make sure that we are listening to our people, that people have a proper recourse, whether it's through HR or through their managers to speak about what they're really feeling. And if they're struggling, we want people to tell us about it, because then we can do something about it together."
What “working with humans” means to James “I loved it when you approached me to have this conversation. Because working with humans is exactly what we do. And that's who we are as an organization. We are all about people. We're all about talent. Argonon wouldn't exist without our people. We don't have loads of machinery…What we have is amazingly creative individuals. And it's when those individuals come together, they create magic. And we create amazing programs, whether it's drama with documentary or reality or entertainment. We've won more than 125 international awards. We entertain millions of people all over the world. And how has that happened? It was because of people coming together in a very supportive, inclusive environment. And when you do that, they create incredible work.”
©Michael Glazer | |||
| Purpose and Workplace Wellbeing | 31 Jul 2023 | 00:46:54 | |
What’s the importance of purpose for our work performance and its impact on well-being? This episode addresses this question and highlights the role purpose plays in cultivating intrinsic motivation, and the need for purpose to be aligned with everyday life. We also explore the role of purpose in organizational success, the gap between leaders and employees in feeling a sense of purpose, and the challenges of implementing a comprehensive approach to workplace well-being. Along the way, we address burnout as a phenomenon related to working conditions and cover the need for organizations to prioritize tasks and support their employees. Jessica Grossmeier, PhD, MPH is an award-winning researcher and the author of Reimagining Workplace Well-being: Fostering a Culture of Purpose, Connection, and Transcendence. She is a leading voice in workplace well-being and was recently recognized as one of the most influential women leaders in health promotion. Dr. Grossmeier has published more than 80 articles in peer-reviewed and industry professional journals and presented at more than 100 industry events and webinars.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast!
Episode Highlights
Jessica's view on the greatest unmet wellbeing need at work today "Social connection, because people still feel like how we treat one another at work isn't necessarily the top priority. It's like, 'results of a top priority. Get there any way you can.' The unmet need is, is actually building social connection into the workplace. And many organizations have said, 'Okay, I get it.' Now, the pandemic taught us that when you don't have social connection, it's a big problem. And so some organizations are saying, well just get people back into the office, it's naturally going to change.' Well, actually, it won't, because what research shows us is that you have to attend to more than just giving people the opportunity to come together, you have to intentionally foster deeper conversations about things that matter to people and to help people to connect in a human way, not just around the everyday tasks of their work."
What “working with humans” means to Jessica “When I think about what it means to be human, I think about complexity, adaptiveness resilience, imperfection. Working with humans is about embracing complexity and imperfection with a default mindset that appreciates the whole person—the light, the dark, the positive, the negative, the inspiring, and the distressing—knowing we're all interconnected. And under different circumstances, we will reveal either the best or worse of ourselves. And so with this understanding, I think working with humans is about approaching our work with a spirit of dignity and respect and compassion that's offered to everybody, especially those we dislike, misunderstand or disagree with.”
Resources Follow: Jessica on LinkedIn Visit: Jessica's website Read: Reimagining Workplace Well-being: Fostering a Culture of Purpose, Connection, and Transcendence
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| Power and Inclusive Workplaces | 17 Jul 2023 | 00:58:32 | |
Are you curious about how power dynamics can shape a more inclusive and welcoming environment at work? This episode navigates the complex relationship between power, inclusiveness, and creating a sense of belonging. Jason Patent is a consultant and educator as well as the author of Humanly Possible: A New Model of Leadership for a More Inclusive World. Jason has lived and worked extensively in China, and his past roles include Director of the Robertson Center for Intercultural Leadership at UC Berkeley’s International House, American Co-Director of the Hopkins–Nanjing Center for Chinese and American Studies, and Director of the Stanford Program in Beijing.
If you enjoy the show, please rate it on Spotify. Your ratings help more people like you discover the podcast!
Episode Highlights 1:44 The relationship between power and inclusiveness 6:15 Examples of how we can be blind to our own power 7:24 Navigating interpersonal power dynamics in China 10:33 The intersection of cultural dimensions and power 18:42 The "but test" to gain insights about our own biases 21:19 How good intentions can backfire when we're unaware of our biases 24:01 Explanation of the concept of bridging 29:37 Strategies for bridging across high and low context cultures 39:29 The practice of bridging by "taking one extra beat" 42:56 How to receive feedback from somebody who has less power 48:34 Tim Clark's four stages of psychological safety
Jason's view on the greatest unmet wellbeing need at work today "It is, to the extent that somebody has power, including societal privilege, right, identity based societal privilege, acknowledging that and using it to create more inclusive spaces and more psychologically safe space...because by not doing that we are damaging others."
What “working with humans” means to Jason “If I had to put it in one word...I would say 'care'. Working with humans is treating other human beings with care...I feel that every human life is precious. Human dignity is precious. And we need to take care of one another. And if I have the opportunity, and the privilege and the honor of working with another human, I have the duty to care.”
Resources Follow: Jason on LinkedIn Visit: Jason's website Read: Humanly Possible: A New Model of Leadership for a More Inclusive World
©Michael Glazer | |||
| Harnessing Trust, Motivation, and Emotions for Team Performance | 18 Mar 2024 | 00:49:24 | |
This episode examines the components of building and leading high-performing teams with guests Alison Grieve and Jenni Miller, experts in transforming team dynamics at some of the world's leading companies, including PepsiCo and ING.
Alison and Jenni share practical advice on the critical roles of trust, motivation, and emotional intelligence in team success, as well as advice on fostering resilience, enhancing virtual and hybrid collaborations, and creating a culture of accountability and empowerment.
If you enjoy the show, please rate it on iTunes or Spotify. Your ratings help more people like you discover the podcast!
Episode Highlights
Alison’s and Jenni’s views on the greatest unmet wellbeing need at work today Alison “I think isolation—so, talking about meetings, going into meetings, and nobody's got their video on their screen, so you can't see them. People are not communicating very well. They're just sending WhatsApp or Slack messages and emails. They don't meet physically. I think isolation then tends to make people feel that it's just about the task, and work becomes a tool because fun at work often comes from having solved a problem or overcome a challenge with someone else. And so, if we start to lose those, then I think it's really sad.”
Jenni “I was going to fully agree with what Alison said. I think it is the number one challenge that organizations are wrestling with at the moment in the debate about whether hybrids work or whether it's back to the office. I don't think it's actually a location issue. I think it's an isolation issue. So what people are picking up on is that people aren't as motivated or as productive as they could be if they're just working from home. That, the working from home bit, is not the issue. It's the fact that managers and teams aren't putting in mechanisms to make people feel still connected to the organization. You address that, and I imagine it's going to open up something really powerful and positive.”
What "working with humans" means to Alison and Jenni Alison “There is a warmth and creativity that is so empowering [to that phrase], and inspiring and energizing. That's what it's about.”
Jenni “What's the alternative? It's working with robots and artificial intelligence. I'm hearing a lot of concern from people, asking, ‘Are they going to replace me? What does that mean for my job going forward?’
Actually, the beauty of working with humans, as opposed to AI, is in solving really complex problems together, doing something for the first time that nobody's ever done before, being creative, and coming up with new ideas. Like, ‘I may well be proven wrong, but I don't think that robots and AI can do that.’ So, I believe that's what keeps us special and powerful as a species—all of that.”
Resources Follow: Alison and Jenni on LinkedIn Visit: Management Dynamics Read: Leading Edge: Strategies for developing and sustaining high-performing teams
Visit our website for a full transcript of this episode and for more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone. | |||
| Workplace Equity | 03 Jul 2023 | 00:44:55 | |
DEI conversations are on the rise, but the discomfort discussing race persists. Meanwhile people striving for workplace equity face persistent challenges. This episode explores the path to a more equitable workplace with Jenny Garrett OBE. As a diversity expert and author of Equality vs Equity: Tackling Issues of Race in the Workplace, Jenny shares her expertise on understanding the global majority, breaking down common barriers to equity, fostering empathy, and taking actionable steps towards creating inclusive environments.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast!
Episode Highlights 1:38 The importance of understanding the who the global majority is 5:32 Objective awareness helps make workplaces more equitable 8:08 Addressing privilege doesn't require the majority "to lose" 15:18 How majority can start to do their own work to educate themselves 18:42 Supporting people who want to support DEI but fear taking action 23:29 Bridging good intentions with meaningful action 29:33 Building literacy to talk about race and ethnicity 32:47 Creating long-term psychological safety to talk about DEI candidly 36:37 Correcting the misperception of powerlessness in making change
Jenny's view on the greatest unmet wellbeing need at work today "I think that we just need space and time. Perhaps we've gotten into productivity overload. The global pandemic showed us that we can work from anywhere at any time. And that was great, but it's also really dangerous. So, I think the well being need is for space and time where we don't have to be productive. And [related to] communication, [we need to] actually talk to each other, not just about key performance indicators and the next task, but also [asking] 'how are you? And how can I support you? And what do you need?' And having those kinds of conversations are a couple of things that would really help us in the workplace." What “working with humans” means to Jenny “It means to embrace the diversity that is all around us and to really enjoy it. So to not be frustrated by it, but to be to embrace it. And I think most of all, to be curious about each other, to ask those curious questions and to enjoy being curious. Always.” Resources Follow: Jenny on LinkedIn Visit: Jenny Garrett Global Read: Equality vs Equity: Tackling Issues of Race in the Workplace | |||
| Decoding and Dealing with Toxic Behaviors | 19 Jun 2023 | 00:42:12 | |
Why do toxic behaviors persist in workplaces despite efforts for a healthier work culture? Find out how to discern healthy behaviors from toxic ones and learn what you can do to cope successfully with toxic relationships and environments. Anna Eliatamby is a clinical psychologist and workplace well-being expert who has played a pivotal role in developing mental health, responsible leadership and well-being strategies for global organizations, including the UN, International Red Cross and Red Crescent, and PwC. She is the Director of HealthyLeadership CIC, a collective that encourages individuals and organizations to foster decency and make positive changes. Anna is also the author of the Decency Journey Series, a collection of compact and practical pocketbooks designed to help individuals flourish in their careers and workplaces.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast!
Episode Highlights 1:56 Why do people engage in toxic behavior? 5:22 The combination of toxic behavior and positive intent 8:37 Impacts of toxic behavior 11:32 Toxic behaviors can cause inadvertent self-sabotage 13:44 The difference between holding someone accountable and blaming 16:31 The mindset behind toxic behaviors 18:55 Assessing our own toxic tendencies 25:08 Critical skills and expectations for confronting toxic behaviors 29:14 More techniques for coping with toxic behaviors 32:10 The importance of self-care when coping with toxic behavior 33:28 Practical considerations, and pitfalls, for deciding on a coping strategy 38:14 Key ingredient for outgrowing our own toxic attendances
Anna's view on the greatest unmet wellbeing need at work today "I think the greatest unmet need is that we must address the negative the toxicity at the same time as we're adding to the positive and teaching people about things like compassion, both are necessary."
What “working with humans” means to Anna “It's a lovely phrase, and I think it is just that to remember that we are human beings, we all are. And that should be the center from which we work. So if we're human we work with compassion, with respect, with decency -- with ourselves and with other people.”
Resources Follow: Anna on LinkedIn Visit: Healthy Leadership CIC Read: the Decency Journey series of books ©Michael Glazer | |||
| Benefits and Realities of Employee-Owned Businesses | 05 Jun 2023 | 00:33:43 | |
Discover the power of employee-ownership as we explore how worker cooperatives are shaping the future of work and providing innovative solutions for customers and meaningful work, autonomy, and a voice in the workplace for workers.
Emi Do is an Assistant Professor of Economics at Tokyo University of Agriculture and a co-author of the book "Cooperatives at Work."
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast!
Episode Highlights 1:56 What are worker cooperatives? 6:02 Worker coop organizational structures 8:26 Benefits and challenges of being part of a worker cooperative 10:37 Decision-making in worker coops 13:22 "Consensus minus one" 14:47 Are worker coops really innovative? 16:25 The relationship between business owners and employees 19:00 Do people get fired in worker coops? 22:53 The amazing success of Mondragon 25:04 Converting a traditional organization into a worker coop 26:52 Employee-owners succeed where previous management failed
Emi's view on the greatest unmet wellbeing need at work today "Definitely work life balance. I think worker coops struggle with this as well. It's part of the market economy, there's a certain urgency to everything that requires a timeliness and an ability to meet deadlines that sometimes is not compatible with making sure that you're taking care of [yourself] and that you're able to make sure that your own personal needs are being met. I find this particularly strongly in the consultancy world."
What “working with humans” means to Emi “Showing up as a whole person, I am definitely somebody who is productive, but I'm also somebody who is somebody's partner. I am a daughter. I am a trail runner. I have passions, so I think working with humans means working with a whole person.”
Resources Follow: Emi on LinkedIn Read: Cooperatives at Work
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| Fostering Wellbeing in Hybrid Work | 22 May 2023 | 00:41:21 | |
In a world of hybrid work, it's essential for businesses to humanize their approach and to trust employees to manage their own work well. With disparate team members working across various locations, it's challenging for people to stay motivated and connected. How can we address this?
Oliver Henry is a Co-founder of WorkLifeWell and the Global Head of Health and Wellbeing at easyJet. He has spent the last decade helping multi-national organizations and globally recognized brands design and implement wellbeing and people strategies to create and nurture healthy, happy and productive workplace cultures.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 1:13 How hybrid work is affecting the way teams interact. 3:36 The link between how we communicate and wellbeing 5:49 How to ensure that communication with a new hires goes well 10:56 Norms for communication in a hybrid environment 12:46 Keeping people connected and motivated when they work remotely 16:01 Shared responsibilities for overcoming hybrid work challenges 18:10 Key ingredients for making wellbeing strategies successful 23:07 Differences between wellbeing wants and needs 28:46 Signals that wellbeing policies are addressing employee needs 32:35 Considerations for getting hybrid work policies right 34:53 3S approach to recognize and respond to diverse wellbeing needs
Oliver's view on the greatest unmet wellbeing need at work today "A complete lack of understanding of what people need. There is just no active listening from businesses to colleagues around what is it that actually makes you feel happy and healthy at work.
And now that we know that, we can create a strategy around insight versus assumption. And businesses that get very excited around that word 'health and well-being' or 'diversity and inclusion' or 'sustainability,' and they just jump into the doing, they jump into the activity into wasting time and resource on things that fail to engage and have any impact, versus just pausing, reflecting, and taking time to just understand what people want and what people need and get real clarity around those points.
So, the greatest unmet well-being need is just my business doesn't understand me. They don't really, they're not listening. They can't hear what we're saying. Sometimes they're asking the questions, then they're doing these pulse checks and these engagement surveys, but they're not acting on the back of it. They're asking, but they're not doing. So it's as if I were to sit down with board members or senior leaders and say, 'Tell me what you think the health and wellbeing landscape is like,' you know that this was actually a Deloitte study that came out earlier this year. The opinion of health and well-being that the C-suite have of the business versus the businesses' opinion, are polar opposites. Because it's like they're living in two different worlds. So to me that that is the biggest unmet need is just clarity around culture and people."
What “working with humans” means to Oliver “It's an interesting one, where if we were to flip that to 'humans at work'', or humans working, so humans is the first word, and recognizing that there is simplicity in the complexities of humans. It's a constantly evolving area of focus.
And when we bring in different people, you know, we talk about diversity and inclusion or inclusion and diversity if we take the diversity lens. People have tried to define that, but every single person on this planet is diverse, in fact, right? We all have a different footprint or fingerprint, and brain and psychology, and physiology.
Then, working with humans means we're constantly evolving our approach based on the humans that we are working with. And we're constantly conscious of who it is within our organization that ultimately is here to help us succeed. So how can we help them succeed and feel like they are part of our culture and part of our community, so that we have a thriving business. And that to me is 'working with humans'.”
Resources Follow: Oliver on LinkedIn Visit: WorkLifeWell
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| Unleashing Our Superhuman Potential | 08 May 2023 | 01:09:41 | |
How can you achieve more with the capabilities you already have? Learn how to balance high performance and well-being with practical advice for tapping into three sources of inner power: potential, mindset, and physiology.
Jim Steel is an award-winning author, strategist, and consultant who has spent the past two decades helping clients in the UK, Europe and Middle East reach their potential and improve their mental, physical, and emotional well-being. He is also author of new book Unashamedly Superhuman, which is an incisive and eye-opening guide that combines two critical areas: high performance and well-being, and offers practical advice for unlocking our hidden potential.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 3:25 Authenticity, humility, and well-being as conduits to performance. 6:17 Three internal sources of power: potential, mindset and physiology 11:00 How to tap into inner potential to become stronger 14:03 The EDGE model of performance 20:09 How much time should we spend in high-performance mode? 22:14 Adopting habits for recovery to maintain motivation and avoid burnout 26:26 Using micro-recoveries during the workday vs back-to-back meetings 42:40 Performance = potential - interference 49:11 How self-talk and identity affect performance 54:25 The benefits of cold-water exposure
Jim’s view on the greatest unmet wellbeing need at work today "The greatest area of development is building the mindset in the team that says recovery is part of your High Performance Strategy. Creating a culture where [leaders] support it, encourage it, [and] even incentivize it or reward it is something we should be making a priority."
What “working with humans” means to Jim “Two things come to mind here. The first one is a bit deep. I mean, if you zoom out and look at that question, it's like the essence of life. Is anything more important than working with humans?
It's where everything happens, you know, by working with humans: how we set our benchmarks for success, where we learn and hone our skills, where we develop emotional intelligence. So I don't know that there's anything more important than working with humans in life.
There's something else that comes to mind too. And it's the fact that you use the word “with” specifically. I do this exercise with where [clients are] put into the teams and we create a challenge in the room. And the obvious answer is to collaborate, right? That's the end goal of the exercise. And I've run this particular one when we make it really clear that the obvious answer is to collaborate. [But] people don't collaborate, they go into their silos.
And when I unpack the exercise, the one fundamental thing that got in the way was I said to the room, “let's see who can get there first.” And I create this competition, or at least the illusion of competition. And I'm all for competition. It can drive innovation and creativity. But it depends how you define competition.
So what does competition mean? To conspire against or to conspire with the opposition? I want you to be at your absolute best, because that's going to cause me to play at my best. And I can conspire with you, not against you, in order for us all to win. And, so I like the fact that you asked a question using “with” humans, because that I think is a critical element of what creates high performance within teams.”
Resources Follow: Jim on LinkedIn Read: Unashamedly Superhuman
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| Think Like an Entrepreneur | 24 Apr 2023 | 00:37:13 | |
Dr. John Mullins, London Business School Professor and best-selling author, discusses how anyone – in organizations of all sizes – can put the counter conventional mindsets of entrepreneurs into practice to get ahead in their career development. For more than 20 years, John Mullins has delivered inspirational workshops and executive education programs to members of the world’s leading communities of entrepreneurs – the Young Presidents’ Organization (YPO), The Indus Entrepreneurs (TiE), and Entrepreneurs’ Organization (EO) – as well as to the angel investor and venture capital communities globally. His latest release is titled Break the Rules!: The Six Counter-Conventional Mindsets of Entrepreneurs That Can Help Anyone Change the World.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 1:36 The pandemic's effects on the entrepreneurial landscape 5:45 Mindset differences between conventional leaders and entrepreneurs 7:14 Viewing events as opportunities vs risks or threats 9:20 Saying "Yes, we can" in the face of unfamiliar challenges 11:47 How to decide whether to say yes to unfamiliar challenges 16:04 Benefits of adopting a "problem first" mindset 20:57 Deciding when it's time to switch to plan B...or C. 22:29 Don't focus on moving the needle to expand a business. 27:43 Building a business for long-term success.
John’s view on the greatest unmet wellbeing need at work today "If I think about London Business School as a workplace where I work I think the greatest need is one that was caused by the pandemic [by making] us all to go remote and and discover some of the upsides of working from home, of which there are many.
But we've all forgotten about what we lose by not being around the water cooler and not having those chats, hallway conversations and all of what comes with being physically connected to others. I think that's actually a well-being issue.
We need to feel [like we're] part of a culture and that we belong and that we contribute and add value to where we work. And I think those who work only remotely today are going to find it unfulfilling. At some point, in the short term, they'll say, "well, gee, isn't this great, I can walk my dog anytime." There are those who take advantage of the the remote working to do [other] full time jobs, and don't tell anybody that they're doing that.
But I think the people who are working solely remotely at some point are going to say, "you know, this isn't fulfilling enough." And, I think they want to get back to where they're around people more. I think that's the biggest wellbeing challenge we face today."
What “working with humans” means to John “At the end of the day, every every business is a human organization. Entrepreneurs only succeed because of the entrepreneurial teams they build around them. It's not a solo sport. Contrary to the popular perception, it's a team sport.
And, you've got to learn as an entrepreneur, how to motivate other people, you've got to motivate the people who work for you. You've got to motivate customers to buy from you. You've got to motivate suppliers to sell to you. And those are human endeavors. All of them. And they are central to building a successful business of whatever size, lifestyle or otherwise.”
Resources Follow: John on LinkedIn | |||
| Pressure, Stress and Resilience | 10 Apr 2023 | 00:44:35 | |
Learn how to differentiate between pressure and stress, discover the benefits of resilience-building in teams and organizations, and explore practical methods to increase adaptability and maintain focus in high-pressure situations. Lesley Cooper is the founder and CEO of WorkingWell Limited and the co-author of “Dangerous Waters – Strategies for Improving Wellbeing at Work”. She contributes to TV and radio programs in the UK on the subject of employee wellbeing, including Channel 4’s highly acclaimed documentary “Stressed Out”. Lesley is also a full member of the International Stress Management Association.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 1:10 The difference between pressure and stress 4:08 How pressure and stress impact performance 10:11 Resiliency is a shared responsibility between employee and employer 13:36 The skills that make up someone's agility 14:50 How to move from "rigid" to "adaptable" in the face of pressure 17:43 Awareness and choosing our responses 21:22 How self-talk plays into our level of resiliency 23:40 Making time for recovery during the workday 25:54 Insights on personal energy management 29:17 Organizational responsibility for building resiliency 31:39 Two modes of being present 34:45 Time management strategy to increase focus and presence 38:47 Balancing accountability and flexibility in leadership
Lesley’s view on the greatest unmet wellbeing need at work today "I'd say the number one thing missing in today's workplace is a focus on the quality of the work environment. We are very focused on training people to be more resilient and helping them recover when they experience burnout, but it's like cleaning up a fish and putting them back in a dirty pond. There's not enough attention given to the toxicity in the work environment that may be contributing to burnout. We need to change that, but right now, the focus is primarily on secondary and tertiary interventions like training and treatment.
On a more specific level, the COVID pandemic and the shift to digital technology has led to a lack of water cooler moments and a greater focus on well-being interventions like products and services. However, there is not enough focus on the people actually doing the work. It's important to talk to the human doing the work, not just the task they're performing. I think this relates to your podcast series on the human aspect of well-being in the workplace.
Unfortunately, we've lost contact with each other, and it's become harder to have those inconsequential conversations that make people feel valued as humans. We tend to just talk about work, and that's a loss because when you employ someone, the whole person comes to work, not just the part that does the job. We should talk to the whole person to promote well-being in the workplace."
What “working with humans” means to Lesley “For me, it is that it's about talking to the human being and not the task.”
Resources Follow: Lesley on LinkedIn Visit: WorkingWell Limited Read: Dangerous Waters – Strategies for Improving Wellbeing at Work | |||
| Better Problem Solving (Rebroadcast) | 27 Mar 2023 | 00:49:34 | |
Problem-solving is a crucial skill for so many jobs, so why aren’t we taught how to do it properly? This conversation dives deep into research-backed process and techniques that help businesspeople and their teams navigate and solve problem better and faster. Arnaud Chevallier is a co-author of Solvable: A Simple Solution to Complex Problems. He is also a Professor of Strategy and decision making at IMD where he prepares executives for the strategic challenges that organizations face in today’s dynamic global marketplace by helping them make better decisions in volatile and uncertain conditions. Arnaud has consulted with multiple organizations across industries, including the United Nations, SAP, STADA, and Shell. Originally aired as episode 73.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 3:25 Complex and ill-defined problems 5:31 Famous, historical example of solving a symptom and not the cause 9:09 How to effectively frame a problem 11:24 Examples of effective problem framing 12:08 The problem with how companies are framing Return To Office 13:13 Too much vs too little stakeholder engagement 15:58 How much info is needed to frame a problem well 17:09 The value of taking a probabilistic approach 19:39 How to prevent info overload when framing problems 21:55 What differentiates how great teams approach problems 22:57 Engagement is about more than inviting people to the table 26:20 Balancing establishing credibility and showing vulnerability 27:26 Approach for mapping out solutions to problems 31:36 What MECE is and how to apply it in problem solving 34:35 How much mapping is needed for complex problems 36:16 Example of how diverse thinking leads to breakthrough solutions 38:50 Addressing our blind spots in problem solving 41:35 How to agree on evaluation criteria when choosing a solution
Arnaud’s view on the greatest unmet wellbeing need at work today "Stress and and realizing how much stress is crippling us. And I'd say let's start with this. I think there's been a oh, there is an ongoing shift from being 'the tough people' to admitting we don't have all the answers and [admitting we have] vulnerabilities. And when we're in stressful situations, we should be able to speak up and look and ask, 'okay, how do we overcome this?'"
What “working with humans” means to Arnaud “I trained as an engineer, [and as it relates to] problem solving, it's a science. It's also an art. So working with humans, what I love is the fascinating interactions between the science and the art.”
Resources Follow: on LinkedIn and through IMD Read: Solvable: A Simple Solutions to Complex Problems Read: Adam Grant on having a "challenge network" (Knowledge at Wharton) | |||
| Workplace Bullying (Rebroadcast) | 13 Mar 2023 | 00:45:27 | |
Women, as well as high performers in general, are often targeted by workplace bullies as threats, and then driven off their career paths, out of their jobs or out of their companies. This episode explores how to combat bullies and what can be done to drive bullying behavior out of the workplace. Berta Aldrich, is an award-winning C-suite executive turned author, whose first book, Winning the Talent Shift: Three Steps to Unleashing the New High Performance Workplace, earned multiple top ratings by BookAuthority. Originally aired as episode 62.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 5:03 Scope and other statistics on workplace bullying 7:17 Factors that hold back women and other high performance 9:30 Why having only one woman in the C-suite isn’t enough 11:54 Who are workplace bullies, and why do they bully? 15:53 How bullying impacts high performers 19:01 Bullying and being held back from your first promotion 24:51 Strategies and tactics bullies use to hold back high performers 28:07 Should you involve HR when you’re bullied at work? 29:14 How the bullying strategy of “dropping the seed” works 31:34 Removing bullying behaviors from the workplace 35:33 How to handle disingenuous feedback from a bully manager 40:04 The case for shifting work culture to weed out bullies
What Berta sees as the greatest unmet workplace wellbeing need “Removal of the bullies from the workplace.”
What “working with humans” means to Berta “When I think back to the high performance teams that I’ve had the honor of leading, or now helping other executives formulate their own high performance, it’s the joy that comes from that work. And that is what life and work-life should be about – joy.” | |||
| Pro Advice on Giving Virtual Presentations | 27 Feb 2023 | 00:37:46 | |
How can you take your virtual presentation game to the next level? In this episode, Jack Milner, a communication coach who has trained best-selling professional speakers and Fortune 500 leaders, shares practical advice for giving great virtual presentations and workshops based on his book Virtual Presentation Mastery: Tips from the coach to some of the world's best speakers.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 2:01 Going from being effective in person to being effective virtually 4:31 Adjusting our mindset to present in a virtual environment 6:58 How to convey your authenticity during virtual presentations 11:19 Using "PISA" to lay the foundation for a great virtual presentation 13:31 How to open virtual presentations and workshops 18:38 Techniques for keeping people engaged and motivated 25:41 Energizers you can use in your virtual meetings and presentations 28:23 Preventing and dealing with virtual presentation tech trouble
Jack’s view on the greatest unmet wellbeing need at work today "it's human humor and laughter. And I was thinking about it actually, last night with my family, you know, we were just having dinner together and a lot of laughs. But, there have been times over the last couple of years where that hasn't been the case. And it was a really just good reminder that this is what life is about... I think Tom Peters said [once asked], "if work isn't fun, then why are you doing it?" It should be fun. Or you should try and make it more fun. And you can work hard, you can achieve amazing things and enjoy it. You'll have fun at the same time. And laughter."
What “working with humans” means to Jack “...I meet up with some friends twice a week for a run, and then we go for a coffee. And those two meetings are two of the most important parts of my, my week. And we did that during COVID. And I think it was crucial, actually, to all of us. And we became really good friends through that. And that's a highlight. It's a real highlight of the week, and I'm lucky enough to have a lovely family and sitting with them last night having dinner and laughing. [So,] it's finding more of those moments and realizing it's special. There's a met a friend of mine who works for an insurance company. And he's the one person in the office who's never been fired. I thought [it's because he is] one of those people who comes into a room and everyone just feels happier. He says, "I'm not very good at my job." Clearly, [he] must be very good at something, and that something is really important.”
Resources Visit: Jack's website Stand Up and Deliver Read: Virtual Presentation Mastery
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| Improv for Wellbeing | 04 Mar 2024 | 00:48:45 | |
Can improv help us unlock workplace success? In this episode, we explore the positive impact of improvisation on well-being, communication, and the nuances of our daily interactions. Patricia Ryan Madson, Stanford University Emerita and author of “Improv Wisdom,” provides insights on how improv maxims can enhance the way we connect, create, and engage at work – and in life. If you enjoy the show, please rate it on iTunes or Spotify. Your ratings help more people like you discover the podcast! Episode Highlights
Patricia’s view on the greatest unmet wellbeing need at work today I think our world would be a lot better, certainly businesses would be, if instead of just looking at the bottom line as the measure of success, more companies would see that the health of the world depends upon all of us being able to slow down a little more, respect each other, maybe not consume as much. I just turned 81. And so, I am looking at trying to notice how my world has so many things that I’ve been collecting over the years, and realizing that it’s hard to get off that ‘let’s get some more stuff’ wagon. But I’m a proponent now of every day trying to find something that I can rehome or give away, or find a different home for, rather than just adding more. So, the concept of enough and slowing down would be what I would wish for our workplaces.” What "working with humans" means to Patricia Resources Visit our website for a full transcript of this episode and for more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone.
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| A Conversation with Nobel Laureate Dr. Robert Lefkowitz | 13 Feb 2023 | 00:48:36 | |
Dr. Robert Lefkowitz shares anecdotes and wisdom from his extraordinary career. This episode delves into the power of storytelling and narratives, building a legacy based on mentorship, overcoming harsh criticism, and using personal values at work.
Dr. Lefkowitz won the Nobel Prize in Chemistry in 2012 for “for studies of G-protein-coupled receptors.” His memoir is titled “A Funny Thing Happened on the Way to Stockholm”. Today, more than half of all prescription drug sales are of drugs that target either directly or indirectly the receptors discovered by Dr. Lefkowitz and his trainees.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 2:01 The importance of crafting and telling stories 6:57 How revising an old story we tell ourselves can pay off professionally 11:28 Coping with challenges and setbacks 15:54 Constructively decoding rejection 21:29 Why learning to say no to career opportunities matters 30:07 Bob's criteria for making career decisions 33:54 Advice for making life's most important decisions 37:22 Bob's first rule of mentoring: tailor it for each and every person 41:12 How Bob wants to be remembered
Bob’s view on the greatest unmet wellbeing need at work today "You're coming to turf that's very near and dear to my heart...Both my parents had premature heart attacks. My father died of his fourth heart attack at 63. He had his first one when he was 50. So there were clearly strong genetic factors favoring heart disease in my family...I developed angina and had quadruple bypass surgery. That was 30 years ago, and I'm still here and still kicking. So how did that come to be? Because I, as a cardiologist, paid meticulous meticulous attention to risk factors that I can alter. The one I can't alter, of course, is my genetics. But there are lots of others that you can. So in the workplace, if I could focus on two things, one would be the food that people are eating. [Addressing] the vending machines, and the crap that they serve in the cafeteria. So healthier eating. The other is exercise. Okay, I'm a nut about both subjects. So, for most of my career, I would go out, and about noon time with a very close friend of mine who's a faculty member. And we would go for a run at lunchtime. And I wish there were more emphasis on that facilities that were conveniently available, and ways to structure the work day so that people are given breaks to go out and exercise. I think wellness is very, very important. And then of course, you know that there's the whole stress business, which there are various ways to handle. But I think an emphasis on wellness is extremely important. It has been for me, the fact that I'm still here 30 years later, I work full time at 80 [years old]. I'm still full time, and I just renewed my grants for another five years. I'm still at it!"
What “working with humans” means to Bob “One of my most closely held core values is human dignity. And to me, one of the most important things about working with people is to show everybody the same level of respect. I don't care if a Nobel laureates coming into my office, or -- I have a great relationship with the guy who picks up the trash every day, he comes in. And I'll say, "Hey, I got some great stuff for you here!" You know, I'll hand in my trash can. I say, "be careful with it!" as I banter with him. I don't care if you're picking up the trash or you're a Nobel Laureate. I want to show you the respect that, to me, every human being deserves. Now there's a balance. One of the things I learned when I was in Hebrew school as a kid that I remember to this day is there was a there's an ancient Jewish texts, called Pirkei Avot, which means Stories of the Fathers. These are sage pieces of advice passed down for centuries and centuries. One of them is attributed to him ancient rabbi whose name was Hillel. Hillel had this saying, it goes something like this. "If I am not for me, who will be for me? If I am only for me, who am I? If not now, when?" And there's huge wisdom in that. But to me the balancing between self-interest because, in the end, you're responsible for yourself. Because, if I'm not for me, who will be for me? But on the other hand, if I'm only for me, then who am I? You got to take care of others. And to me, that's what it's all about.”
Resources Read: Bob's profile on Wikipedia and at Duke University's website Watch: Bob's Nobel Lecture (slides and transcript also available) Read: about Pirkei Avot
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| The Future of Workplace Design | 30 Jan 2023 | 00:43:54 | |
What’s the future of work looks like post-pandemic? And how can we create a compelling reason for employees to return to the physical office? This episode explores those questions while challenging traditional ideas and assumptions we have about the concept of workspace. Jeremy Myerson is a futurist and thought leader on work and the workplace. He is a founder of WORKTECH Academy the co-author of the book Unworking: The Reinvention of the Modern Office which offers a panoramic view of the office and explores what happens next in the world of work.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 1:50 Assumptions that underpin our views on the modern office 3:35 The concept of participatory design 8:06 How participatory design helps companies with return-to-work efforts 10:44 Effective approaches for managing return-to-office initiatives 13:49 Examples of two very different types of hybrid offices 19:17 Links between physical office design and organizational culture 22:29 Matching office design with different leadership styles 23:46 How Scotiabank is using sensor data to inform its office design 26:08 Using predictive analytics for the basis of workplace design 28:14 Worker-employer relationships will shape future physical office space
Jeremy’s view on the greatest unmet wellbeing need at work today "I think it is a recognition of stress. And stress is caused by management demands, a failure to prioritize on behalf of the worker unreasonable deadlines, unfavorable working conditions. That could be noise in the office or poor lighting, or, an inaccessible location which takes a terrible commute. All of these things cause stress. Psychological stress. It is really the number one target in my view for well being there are others. If we can reduce stress, then we're in a position to to move in the other direction towards worker wellbeing, satisfaction, and performance enhancement. And the sad thing about the pandemic is that in the early stages, there was a honeymoon period where people thought, "Oh, I'm spending more time with my family, and I'm being quite efficient. And then workers around the world...started working longer hours, instead of trading the commute for family time, they traded the commute time for taking calls in the evening, [and] doing Zoom after supper. And they started work working longer and longer and longer hours. And that then creates stress. Because in one place, you're trying to balance work and life. That creates stress. So what we need is a much more balanced scorecard where we work at home a bit in the main office a bit in other venues for work, we vary all week, we balanced things, and we try and keep the stress down. When when designers were really developing the the the basic principles and ideas of office space planning and design that we've seen over the last 60-70 years, they were talking about physical comfort or functional comfort. The kinds of spaces and places that will let you work effectively. Now, the challenge is, is not physical safety in most offices of physically safe, you're not going to poke an eye out, you're not going to you're not going to freeze to death, but there are they psychologically safe, and psychological comfort and psychological safety. So how do we feel about work? Do we feel trusted? And what's our identity within the team? What's our relationship with your with the employer? These are the big issues. Am I enabled to do the work I want to do? These are the big issues around psychological safety and psychological comfort. That's what design has got to address."
What “working with humans” means to Jeremy “I like the phrase working with humans, because it means a kind of human-centric office. And, if you look at the history of workplace, [it] has 100 year history, going from the early 1920s to the early 2020s. We've had the systems-centric workplace. So we've had systems at work. We've had policies at work, we've had organizations at work, and we've had computers at work. Have we had humans at work? I'm not sure we have. Maybe that's the next phase that the human-centric workplace. And it comes back to...participatory design, treating the worker as a consumer of workplace and all the decisions the flow from that.”
Resources Follow: Jeremy on LinkedIn Read: Unworking: The Reinvention of the Modern Office Visit: WORKTECH Academy and WORKTECH Events | |||
| Creating Extraordinary Experiences | 16 Jan 2023 | 00:43:02 | |
How can businesses create extraordinary experiences for customers, employees and learners? Through 20 years of neuroscience research, Dr. Paul Zak has discovered what it takes to create it. Find out what characteristics define extraordinary experiences, how immersion is being used by movie studios and business, and its application in creating effective learning and training. Dr. Paul Zak is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He is a regular TED speaker and his most recent book is titled Immersion: The Science of the Extraordinary and the Source of Happiness. Dr. Zak is ranked in the top 0.3% of most cited scientists with over 180 published papers and more than 19,000 citations to his research. Dr. Zak is a recognized expert in oxytocin. His lab discovered in 2004 that oxytocin allows us to determine who to trust. This knowledge is being used to understand the basis for civilization and modern economies, improve negotiations, and treat patients with neurologic and psychiatric disorders.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 2:13 Research on oxytocin that led to the discovery of Immersion 5:02 How Immersion helps advertising, entertainment and corporate training 7:35 Why asking "did you like it" doesn't give us good data 11:22 How long does Immersion last? 12:37 Applying Immersion to help drive movie ticket sales 16:32 Three keys to create Immersion in business settings 20:59 Why social learning is more effective than learning alone 22:48 Group size to maximize the benefits of social learning 23:49 Caseworx and designing learning around storytelling 25:39 How Immersion is measured with smartwatches 28:32 The 20-20-20 rule for effective learning design 30:41 How Accenture uses Immersion in their training 31:58 Privacy and ethics for collecting biological data
Paul’s view on the greatest unmet wellbeing need at work today "My inclination, which is going to make you laugh, is to say love. In the philia sense, I really mean caring...Real camaraderie, that teamwork, that cooperation, caring, love, and again, that friendship kind of notion where people really have each other's backs, they're really working together."
What “working with humans” means to Paul “It means recognizing every individual you work with as a human being who has his or her own concerns, own gifts, [and] own failings, will have good days and bad days. [It's] seeing that person, not as an employee or a worker, as a human being a fully developed human who is imperfect like all of us... just wants to get better at what they're doing and be a contributing member of their organization. So, it really is a call not only for tolerance for the beautiful weirdness of the human beings really accepting and again, embracing our diversity as human beings.”
Resources Follow: Paul on LinkedIn Read: Immersion: The Science of the Extraordinary and the Source of Happiness Visit: Paul's website Visit: Get Immersion Visit: Center for Neuroeconomics Studies Visit: Caseworx website
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| Using Humor At Work | 02 Jan 2023 | 00:32:30 | |
As they say, laughter is the best medicine, and it's also a powerful tool in the workplace. In this episode, Paul Boross, author of “Humourology: The Serious Business of Humour At Work” and a leading business consultant, comedian, and keynote speaker, discusses the role of humor in improving relationships, trust, team performance, and leadership effectiveness. Paul shares how humor can create a positive work environment and help teams navigate challenges and changes. Plus, he offers tips on how to develop and use humor effectively in common business situations.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 2:07 What is humourology? 3:52 The value of laughter in the workplace 4:46 Why people don't choose humor more often at work 6:06 Subtle difference: laughing with someone vs. laughing at someone 8:37 Is there a mindset to using humor? 9:52 Balancing humor and being offensive 12:09 Advice on using humor in written communications 13:38 Using humor to improve relationship quality 18:14 Why icebreakers are unnecessary 25:56 Using the power of humor to navigate uncertainty 27:42 Truth as fuel for humor
Paul’s view on the greatest unmet wellbeing need at work today "Finding a culture that works for everyone. I suppose you'll no doubt heard the phrase, the war for talent, which is based on the idea that smart people are out there, but not within your organization already, and that employees have to compete for the best people. Often this results in employees creating these cool trendy workplaces which look impressive, but which can hide toxic work practices. If you're trying to build a business, it's not just about putting a ping pong table on the side or, or have funny pictures on the wall with with funny phrases. It's about creating an environment where someone comes to work thinking, I really want to see [my colleagues], because they're all good people, and we work well together and get the job done. Humor unites those people. And I think that's what's unmet. [It] is that humor that creates the humanity and allowing that to prosper."
What “working with humans” means to Paul “I go back to the attitude of gratitude. Working with humans, means properly understanding humor. Understanding that humor is essential [because] it lubricates human relations, and therefore, humor is the essence of everything.”
Resources Follow: Paul on LinkedIn Visit: Paul's website Read: Humourology: The serious business of humour at work
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| Rediscovering Creativity | 19 Dec 2022 | 00:49:20 | |
Experts agree that creativity as an essential future skill, but too few of us know how to sidestep common thinking traps to enhance creativity and unlock innovative potential. This conversation explores proven strategies and techniques that helped drive innovation at organizations such as Microsoft, Disney and NASA. Chris Griffiths is the founder and CEO of OpenGenius. He has helped thousands of people worldwide drive business growth using highly practical innovation processes, including teams and individuals from Fortune 500 and FTSE 100 companies, the United Nations, the European Commission and Nobel laureates. His latest book is titled The Creative Thinking Handbook: Your Step-by-Step Guide to Problem Solving in Business.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 3:32 The essence of creativity 7:47 Characteristics work environments that foster creativity 9:27 The red herring of "embracing failure" and systematizing creativity 16:56 Why brainstorming gets a bad rap 20:09 Why the best ideas don't come from brainstorming sessions 26:10 Sidestepping a common derailer for creative ideation 31:07 The power of reverse brainstorming 33:59 The right time to switch from ideation to analysis 41:28 Does innovation require people to return to the office?
Chris’ view on the greatest unmet wellbeing need at work today "It's changing the way leadership works with their teams. So what we need now is positivity. It's infectious. It gives you energy it reduces stress It helps you solve problems and make decisions. Bringing positivity into the workforce in so many different ways can have such a great impact on people. And that that really starts at the top. So you need, you need a new breed of optimistic leadership. If you have leaders that have that sense of optimism, that sense of curiosity, the ability to not make people feel pressured over making mistakes, the ability to see people's strengths, the ability to help people develop, to create supporting structures and environments that allow people to grow and flourish, that's going to have the greatest impact on mental health and mental well being. Because if you're starting from that position, then helping others to learn, grow, create, it is always going to be of paramount importance, not [just] looking at strategic goals within an organization. Because obviously, it's a cliche, but it's true: it's the individuals within an organization that are going to make it succeed. And if they're put in the right environment, and it's an environment that is designed to help them grow and flourish, then they're going to be more successful."
What “working with humans” means to Chris “We are what we think. And my passion and background has always been to look at it from a meta-cognitive level. So, if we can help people to think better, to create, innovate, to learn, then we are going to be more human, and we are going to be more effective. We are going to be more productive. So to me, it would be all about focusing on how people think, not on how people work. [It's] one of the quickest ways of being more human I guess.”
Resources Follow: Chris on LinkedIn | |||
| High Performance In Tough Times | 05 Dec 2022 | 00:44:44 | |
How do you keep teams happy, motivated and performing well – especially in tough times? Compassionate leadership is a key for unlocking high-performing teams even when facing most difficult environments. It requires that we first understand ourselves, then others’ needs, and finally act with positive intent to secure the best for all. This episode explores how we can practice compassionate leadership. Manley Hopkinson is an expert on this topic. Schooled in leadership from experiences as diverse as being an officer in the Royal Navy and Royal Hong Kong Police, to being a skipper in the BT Global Challenge round the world yacht race and winning the first skiing race to the Magnetic North Pole, Manley brings the lessons he’s learned on ice and at sea to the leaders at clients including Google, Amazon, Citibank, KPMG and McKinsey. His latest book is titled Compassionate Leadership: How to create and maintain engaged, committed and high-performing teams.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 1:44 Why leadership is really about relating 4:03 What helps us build self-awareness 5:34 The importance of compassion for leading self and others well 8:05 Don't confuse compassion with mindfulness or empathy 10:17 How compassion helps us get the best performance from others 12:44 How to put compassion into practice when working remotely 17:19 How to lead and cope with work pressures 32:03 Knowing when and why to delegate key decisions 38:05 How can considering our own legacy helps us leading better today
Manley’s view on the greatest unmet wellbeing need at work today "I think it's relationship. I know there's a lot of effort on on wellbeing, and rightly so which is important. But, I think sometimes we're focusing on on the symptom as opposed to the cause. I see people putting in meditation pods, having yoga sessions at work, running mindfulness sessions, and yes, fine, it's great. But I think the toughest thing, the hardest thing is, is the separation, I really do think it's the relationships [because] we're we're working more remotely, that's not going to change for quite some time...So we've got to spend time on recognizing how powerful relationships are."
What “working with humans” means to Manley “We're all humans, which is jolly annoying, because that means we've got emotional needs, and we were fallible, we're amazingly beautiful and resourceful, too. You just look at the things that humans have achieved in a positive sense. We've also screwed up quite badly, I believe environmentally and a few other bits and pieces. And I also think our society generally at the moment isn't in a great place because we've lacked that humanity. And I think if we tap into the humanity that need emotional understanding that I think that's what it's really all about. So working with humans is gorgeous. And I hate the expression human resources because I'm not a resource. I'm a human. So, connect with me at a human level. If we start doing that, then I think we move into a fundamentally different, more positive and more enjoyable and by definition, more compassionate space, too.”
Resources Follow: Manley on LinkedIn Visit: the Manley Talks website Read: Compassionate Leadership: How to create and maintain engaged, committed and high-performing teams
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| Negotiate Like a Pro | 21 Nov 2022 | 00:48:53 | |
The world is more polarized than ever which makes being able to persuade people to change their minds a skill we all need to develop. Listen to a world-renowned negotiator share techniques and tactics to help you successfully negotiate. Simon Horton has taught negotiation tactics to everyone from hostage negotiators to CEOs at the world’s most successful companies and solicitors at some of the most prestigious law firms. Simon is a lecturer at Imperial College London and regularly shares his expertise on TV, radio and major newspapers. His latest book is titled Change Their Mind: 6 Steps to Persuade Anyone, Anytime.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 7:49 Common persuasion pitfalls 10:17 The mindset hostage negotiators adopt going into a negotiation 13:05 The importance of checking in and asking for permission 16:19 How a negotiation pro handles objections when training other pros 19:10 Why you should be clear and ambitious with your negotiation goals 24:50 What info to gather from your negotiation partner and how to use it well 27:42 Example: using simple info to accomplish something extraordinary 33:34 Being a good listener can yield a lot more than you think. 35:49 How to shape messages to be more persuasive 42:40 When to paraphrase and when to repeat during negotiations
Simon’s view on the greatest unmet wellbeing need at work today "Coming back to the workplace post pandemic. I think there's a big question that hasn't yet been resolved that many organizations and individuals see it as binary, either you've got to come back into the office all the time forevermore, or no, we're never going back to the office. And I think there are pros and cons of each that do have a lot of mental well being and mental health repercussions. I think it's context specific. I don't think that there is a overriding principle that solves the problem, other than [building an understanding of] 'what's your situation right now? What's the organization's situation right now? What is the office requirement that is best for both parties in their situation?' Which, thinking about it, comes to negotiation."
What “working with humans” means to Simon “I often encourage my clients to drop the mask of the job title and work with the other person as a human being, which allows them to drop their mask and operate as a human being as well...So, you show your human side first and relate to them as a human. The other side will typically feel tremendously relieved. [They'll think,] "Whew! Great, I don't have to wear that mask all the time." And, you're going to work together brilliantly and you're going to get much better outcomes in your negotiations for all parties.”
Resources Follow: Simon on LinkedIn Visit: Negotiation Mastery website Read: Change Their Mind: 6 Steps to Persuade Anyone, Anytime. | |||
| Building Success Through Nudges | 07 Nov 2022 | 00:31:59 | |
When corporate objectives feel disconnected from daily working realities, we can lose focus and motivation which contributes why so few organizations report achieving all their strategic goals. But it doesn’t need to be this way. This episode explores how combining tech-driven nudges and focused coaching form the basis of good individual habits that can lead to organizational-level success. Jeremy Campbell is the CEO of Black Isle Group and an executive coach and a leadership mentor at Henley Business School at the University of Reading. | |||
| Four Success Factors | 24 Oct 2022 | 00:43:31 | |
Ever think that the extreme success astronauts, Nobel laureates and Olympic champions is out of reach for so-called regular people? Think again. Research on the world’s most successful people reveals that extreme high achievement is accessible to anyone who wants it and is willing to put in the work. This episode explores the methodological approach that people aspiring to improve their performance can adopt to achieve success. Dr. Ruth Gotian is the Chief Learning Officer and Assistant Professor of Education in Anesthesiology and former Assistant Dean of Mentoring and Executive Director of the Mentoring Academy at Weill Cornell Medicine. In 2021, she was selected as one of 30 people worldwide to be named to the Thinkers50 Radar List, and she is also a semi-finalist for the Forbes 50 Over 50 list. Her research is about the mindset and skill set of peak performers, including Nobel laureates, astronauts, and Olympic champions, which she writes about in her book, Success Factor: Developing the Mindset and Skillset for Peak Business Performance.
If you enjoy the show, please rate it on Spotify. Your rating helps more people like you discover the podcast!
Episode Highlights 3:00 What led to Ruth's obsession with success 6:25 False beliefs that prevent us from reaching extreme high achievement 7:47 How intrinsic motivation enables high achievement 9:55 Why many Olympics champs don't displays their gold medals 11:31 How to rebuild intrinsic motivation after a setback 18:14 The importance of mentoring and having a team of mentors 20:07 Example of the deep, positive impact mentors can have 23:59 A secret to success is that learning and growing are never over. 26:04 Do extreme high achievers have a clear learning agenda? 28:01 How to maximize your learning 29:20 How to build a strong foundation of competency 32:48 How extreme high achievers manage their time without burning out 37:41 Advice for finding mentors
Ruth’s view on the greatest unmet wellbeing need at work today "I think we've been looking at well being wrong for a very long time. Yoga mats and granola bars are just not going to cut it. I think we have this undue pressure on ourselves. And people are saying "it's the system, it's the system, it's the system. It might be, but and there's definitely fault there as well. But what role do we play in that in either perpetuating it in others, or ourselves? And I think we need to get some clarity on that."
What “working with humans” means to Ruth “It really means working with other people, but getting to know them as people really getting to know their pain points, really getting to know what gets them excited, really gets to know what gets why they're passionate about certain things -- what is the cause? And why do they shy away from other[things]. And when you know that you really get to know people.”
Resources Follow: Ruth on LinkedIn, Twitter and Instagram. Visit: Ruth's website Read: The Success Factor: Developing the Mindset and Skillset for Peak Business Performance Resource: Passion Audit (registration required) Resource: Mentoring Team (registration required) | |||
| Future-proof Your Skillset | 10 Oct 2022 | 00:43:36 | |
Is your current skillset compatible with the evolving, technology-led needs of the business world? We need to understand what skills are key to career success, how to teach them, and why technology like AI and the metaverse require us to be more adaptable than ever to change. Bernard Marr is a world-renowned futurist and thought leader in the fields of business and technology, with a passion for using technology for the good of humanity. With over 2 million social media followers, he was ranked by LinkedIn as one of the top 5 business influencers in the world. He is a best-selling author of 20 books, and his latest is Future Skills: The 20 Skills and Competencies Everyone Needs to Succeed in a Digital World.
If you enjoy the show, please rate it on Spotify and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 1:51 Trends Bernard is following in 2022 7:50 Prediction about what people will do vs. what technology will do 9:38 The need for AI ethicists in the workplace 11:18 Why and how to think critically about data 11:40 The importance of ethical awareness as a future skill 19:20 The growing importance of data literacy for non-technical people 21:43 Preparing for hybrid AI-human teams in the future workplace 27:43 Implications of hybrid AI-human teams on trust 30:55 Will AI replace human workers eventually? 36:07 The role of humility and cultivating continuous learning
Bernard’s view on the greatest unmet wellbeing need at work today "It's about giving people a choice, and trusting people as people. I think we've seen this now and this whole movement towards working from home and hybrid working. There are some companies that have really embraced this and say, 'okay, we need to change our processes, we define some goals. And we trust that people will get on with this, then if they're working four days a week or seven days a week, and if they only work three hours at night, if they get the work done, that's all good.' And, and there are other companies that take a completely different perspective. And they say [that] we need to control people, we need to measure everything they're doing, we're not measuring the keystrokes. We're measuring how much time they spend on their computers, the websites that are visiting. I find this very disturbing. So I'm a great believer in giving people a choice and trusting people and I believe if you feel that you have this freedom, and people trust you and give you the choice, and enable you to learn this word contribute hugely to well being."
What “working with humans” means to Bernard “Working with with humans means recognizing humans for the amazing capabilities and skills they have. That really sets us apart from machines and animals.”
Resources Follow: Bernard on LinkedIn. Visit: Bernard's website Read: Future Skills: The 20 Skills and Competencies Everyone Needs to Succeed in a Digital World
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| Reverse Mentoring | 19 Feb 2024 | 00:59:07 | |
Ever wondered what happens when we flip traditional corporate hierarchies, allowing the young to mentor the old? This episode zeroes in on reverse mentoring, showcasing its power to drive innovation and foster understanding across generations. Patrice Gordon, a pioneer at Virgin Atlantic and author of the book “Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace.” Patrice explains how embracing uncomfortable moments and challenging our assumptions can lead to growth for both people and organizations. She also shares advice for setting up and running reserve mentoring programs and strategies for bringing more humanity into our organizations. Tune in to discover how you can harness the potential of reverse mentoring to not only enhance leadership but also create a more inclusive, dynamic workplace. If you enjoy the show, please rate it on iTunes or Spotify. Your ratings help more people like you discover the podcast! Episode Highlights
Patrice’s view on the greatest unmet wellbeing need at work today “I think it's about connection. So post-pandemic, like, you know, you've got better up service talks about like people who don't feel connected at work, people who would rather not be connected with the people at work, and people who really want to be connected with people at work. And so for me, well-being is about connection. Especially when we're talking about in a hybrid world, when we're talking about, you know, a lot of the work that I do is with the Gent with Gen Z and it's about them entering the workforce properly for the first time, and how things that we maybe took for granted being like seasoned, seasoned corporate employees. But what does that look like now especially being like digital natives, and now heading into a space where it may not actually be the Digital First, it's more people first. But really that connection and building authentic connection within an organization where people are more like people's opinions or views are more polarized than ever. And now we're living our lives at work as well. So, historically, we maybe didn't have the opportunity to bring all of our viewpoints and opinions to the office. But now we have no option but to write because it's just weaved into every part of our being now. And so connecting at a deeper level, from a pace of like honesty and transparency, but also with respect, that all feeds into that connection piece for me.”
What "working with humans" means to Patrice “Be more human. Like, bring as much of yourself to work as you feel comfortable in doing I always say, and, but it's recognizing people's individuality and respecting that and acknowledging that you have these wide policies. But actually, the one-on-one interaction those conversations…just will mean so much more to people to feel like seen and heard and valued. And I think everyone just needs to create bit more time to do that.”
Resources Follow: Patrice on LinkedIn Visit: Eminere Read: Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace Watch: How reverse mentorship can help create better leaders
Visit our website for a full transcript of this episode and for more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone. © Michael Glazer | |||
| Diversity, Inclusion and Belonging in Coaching | 26 Sep 2022 | 00:37:53 | |
To make real progress in equitable employee development, coaching needs to become a more inclusive space. This episode is an in-depth conversation about real-life examples and techniques for supporting minority-background clients with issues ranging from prejudice, identity crises and belonging in a majority-dominated workplace. Salma Shah is the CEO of coaching and leadership development platform Mastering Your Power and the author of Diversity, Inclusion and Belonging in Coaching: A Practical Guide. Salma has worked with the UK's largest FTSE100 companies, and as a regular contributor to Psychologies Magazine she has been published in The Guardian, Independent and The Telegraph.
If you enjoy the show, please rate it on Spotify and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 3:36 Why lack of coach diversity is a problem 5:18 Common coaching needs of minorities who work in majority spaces 7:45 Differences in behavior change expectations: HR and coaching client 10:18 "You're not like me, so how could you possibly coach me?" 11:40 Helping clients feel safe opening up 15:43 Why it's essential to take coaching clients' systems into account. 19:42 Minority women caught between work and family systems conflict 21:17 The RISEN model 24:34 Pitfalls in coaching minorities on the topic of belonging 26:08 The journey of cultivating a greater sense of belonging 29:04 The difference between healthy and dysfunctional resilience 31:00 Making teams more inclusive for minorities 32:59 The case for more diversity in coaching
Salma’s view on the greatest unmet wellbeing need at work today "People are tired and wired, burnt out. We've just had a pandemic. And people are just so emotionally and physically tired and wired. And I feel we need to create a culture of [being able to] switch technology off [and] push people toward having conversations face to face, [adopt] rules such as no work after 5pm on a Friday."
What “working with humans” means to Salma “Connection. It's all about connection. Connecting with each other at a human level. There's always always a place of connection. And it's looking for that and coming from that place.”
Resources Follow: Salma on LinkedIn. Visit: Mastering Your Power Read: Diversity, Inclusion and Belonging in Coaching: A Practical Guide | |||
| Making Inclusion Work | 12 Sep 2022 | 00:48:59 | |
Recognizing the importance of DEI is not a goal. It’s one point on the critical path to true workplace inclusion. Advocates are now focused on how to solve the tough, complicated challenges that get in the way of making that a reality. This episode is packed with practical advice from a globally recognized diversity, inclusion and leadership expert. Stephen Frost is the Founder and CEO of Included, and his background includes serving as the Head of Diversity and Inclusion for the London Organising Committee of the Olympic Games and Paralympic Games as well as the head of D&I at KPMG. He’s taught Inclusive Leadership at Harvard Business School and advised the British Government, Royal Air Force and the White House. His latest book is called The Key to Inclusion: A Practical Guide to Diversity, Equity and Belonging for You, Your Team and Your Organization.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 3:39 The state of DEI today 7:40 The need for more accountability and thought-through strategy 12:16 Dialogue as an effective inclusion tactic 13:35 How to talk about the ROI of DEI activities 19:15 Cognitive load and inclusion 20:56 Enlisting CEO support for DEI 24:16 5 strategies for building inclusive organizations 27:36 How to pick which strategy to implement 28:43 How much does intrinsic motivation matter for driving DEI agendas 29:48 Lack of comprehension as a DEI inhibitor 31:37 Biases in organizational systems 35:30 Unconscious bias training or addressing the big issue? 37:20 Other barriers to inclusion and how to deal with them 40:57 Inclusion as a strategy
Stephen’s view on the greatest unmet wellbeing need at work today "Particularly where we are in 2022, [it's] mental health. We're coming out of a pandemic, and something that people aren't great at talking about, particularly people who most need to talk about it. And so, perhaps if others in a stronger position could start the conversation, it would give everyone else an in."
What “working with humans” means to Stephen “The joys and tribulations of working with messy, wonderful, irrational people. I think I think one thing I'd end on with with that is the platinum rule. I was always brought up to treat others as I would wish to be treated really nice. But the platinum rule goes further: Try and treat people as they wish to be treated. Because in so doing, you'll include them. They'll feel a sense of belonging. They'll open up, they'll reciprocate, you'll grow, you'll learn, you'll adapt, and we create a virtuous circle”
Resources Follow: Stephen on LinkedIn. Visit: Included Visit: Wayne McGregor's website | |||
| Leaders’ Vantage Points | 29 Aug 2022 | 00:55:16 | |
Everyone who holds a position of leadership has five key Vantage Points from which they can build positive momentum and high performance. Building awareness through exploring each one helps leaders create clarity for people and room for teams to thrive. Paula Leach has spent over 25 years in executive HR roles, most notably as the Chief People Officer at the UK Home Office and in senior roles at Ford Motor Company. She is also the author of Vantage Point: How to Create Culture Where Employees Thrive.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:19 Main responsibilities of leaders 6:11 Getting out of the way of the team 8:15 Being versus doing, as it relates to leadership 13:09 Five leader vantage points and their benefits 19:42 Is it enough to play to one's strengths with vantage points? 23:04 Building agility to move between vantage points 25:40 Using different vantage points to create clarity and direction 29:46 Planning for the future: beyond resourcing 35:29 How to think about strategically about realizing a team vision 40:44 Communicating vision effectively 44:14 When it's unclear why team members don't understand the team vision 46:07 Leveraging different vantage points in the face of resistance
Paula’s view on the greatest unmet wellbeing need at work today "...one of the most predominant things [is] workload, and the ability to enable people to prioritize and to be really clear about what they're doing, so that they feel like they're absolutely part of a shared endeavor or shared mission makes a massive difference to people. It's really difficult to create priorities if you haven't created the clarity of direction."
What “working with humans” means to Paula “If I were to give you one word, I think it's about discovery. If you think about it, since the Industrial Revolution, humans very much became almost like machines. Then humans became a sort of task workers, knowledge workers. And, with the advent of technology over a 200 year period, we've come full circle, and we're now in the human age of work. We've now freed ourselves to be able to work together in a way [that uses] the capabilities that made our species so dominant in the world. And those things that have differentiated humans from other species [are] social connection, creativity, innovation, the ability to think and collaborate, invent, problem solve, be connected together, care about each other. These things are what have created our ability as humans to be such a successful species. That is now what's completely available to us again, in the world of work. But now with this sort of boost of technology that we've had building for the last 200 300 years. So, I think we've kind of come full circle. So, to me, it's about discovery and it's about leveraging those capabilities that we uniquely have.”
Resources Follow: Paula on LinkedIn and her website Read: Vantage Point: How to Create Culture Where Employees Thrive | |||
| Bold, Soulful Leadership | 15 Aug 2022 | 00:41:23 | |
Too often we are told what to do to develop good leadership. What if we used of our own thinking, feeling and being to help us know exactly what to do to contribute to the greatness of ourselves, our organizations and our planet? Zana Goic Petricevic is the author of Bold Reinvented: Next Level Leading with Courage, Consciousness And Conviction. She is also a Certified Professional Co-Active™ coach, Organization and Relationship Systems Certified coach, and Leadership Circle® certified practitioner.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:34 What is bold leadership and who needs it now 5:22 Daring to honor our values 7:22 The interrelationship between conformity and integrity 9:38 Coaching clients who struggle to live into what they value 12:24 What it means to embody one's own integrity 14:07 Leading with "SOUL" 18:48 Who, ultimately, creates one's legacy 20:53 How we shape our organizations 23:13 What feedback is really all about 27:44 Trust as a precondition for empowerment 33:26 How to design meaningful relationships
Zana’s view on the greatest unmet wellbeing need at work today "We forget that there are humans around us that do the work, there are not outcome-producing machines. They're actually human beings with their needs, their values, their thoughts, their emotions, with their being whole and just bringing all of themselves out there. And as much as we need to choose to respect task orientation, we need to couple that with relationship orientation, and really see those people as people."
What “working with humans” means to Zana “The only thing that gives meaning is being completely aware of the fact that you're working with humans, and that they are a collection of their dreams. And, if you never stop and never look them in the eyes, and never ask them some questions, you may get to live by them for a number of years or decades, and never get to know them through their dreams. Imagine how much of a missed potential there is and how much of a unfulfilled humanity there is. It's one of those things that you probably going to regret at the very end of your lifetime. Now, I know there is a mastery in putting that yes, end together, putting the tasks that need to be done, and the relationships that need to be cherished. But I believe that we can do that. Because we humans, we are designed for connection. We only need to surrender ourselves to it.”
Resources Follow: Zana on LinkedIn and her website Read: Bold Reinvented: Next Level Leading with Courage, Consciousness And Conviction
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| Better Problem Solving | 01 Aug 2022 | 00:48:40 | |
Problem-solving is a crucial skill for so many jobs, so why aren’t we taught how to do it properly? This conversation dives deep into research-backed process and techniques that help businesspeople and their teams navigate and solve problems better and faster. Arnaud Chevallier is a co-author of Solvable: A Simple Solution to Complex Problems. He is also a Professor of Strategy and decision making at IMD where he prepares executives for the strategic challenges that organizations face in today’s dynamic global marketplace by helping them make better decisions in volatile and uncertain conditions. Arnaud has consulted with multiple organizations across industries, including the United Nations, SAP, STADA, and Shell.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:31 Complex and ill-defined problems 4:37 Famous, historical example of solving a symptom and not the cause 8:15 How to effectively frame a problem 10:30 Examples of effective problem framing 11:14 The problem with how companies are framing Return To Office 12:19 Too much vs too little stakeholder engagement 15:04 How much info is needed to frame a problem well 16:15 The value of taking a probabilistic approach 18:45 How to prevent info overload when framing problems 21:01 What differentiates how great teams approach problems 22:03 Engagement is about more than inviting people to the table 25:26 Balancing establishing credibility and showing vulnerability 26:32 Approach for mapping out solutions to problems 30:42 What MECE is and how to apply it in problem solving 33:41 How much mapping is needed for complex problems 35:22 Example of how diverse thinking leads to breakthrough solutions 37:56 Addressing our blind spots in problem solving 40:41 How to agree on evaluation criteria when choosing a solution
Arnaud’s view on the greatest unmet wellbeing need at work today "Stress and and realizing how much stress is crippling us. And I'd say let's start with this. I think there's been a oh, there is an ongoing shift from being 'the tough people' to admitting we don't have all the answers and [admitting we have] vulnerabilities. And when we're in stressful situations, we should be able to speak up and look and ask, 'okay, how do we overcome this?'"
What “working with humans” means to Arnaud “I trained as an engineer, [and as it relates to] problem solving, it's a science. It's also an art. So working with humans, what I love is the fascinating interactions between the science and the art.”
Resources Follow: on LinkedIn and through IMD Read: Solvable: A Simple Solutions to Complex Problems Read: Adam Grant on having a "challenge network" (Knowledge at Wharton) | |||
| Navigating Digital Transformation | 25 Jul 2022 | 00:38:04 | |
Change is driving digital transformation in organizations large and small, but how do change agents do it successfully? This episode explores the what, who and how of DX with two experts who have first-hand experience navigating this type of change successfully. Lyndsey Jones is a strategic consultant who was the former Executive Editor of the Financial Times and driving force behind the Financial Times’ digital transformation. Balvinder Singh Powar is an innovation professor at IE Business School. Together, they are the co-authors of Going Digital: What it takes for smoother transformations.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:12 Lyndsey's role in driving DX at the Financial Times 4:03 How DX changed systems and processes at the Financial Times 7:26 DX challenges for change leaders as well as for employees 9:05 "Human live innovation" 12:05 How much alignment is needed to get a DX moving forward 14:40 Dealing with and learning from resistance to change 17:03 Involving people who oppose decisions that have already been made 19:27 Conflict as an opportunity to gain buy-in 21:40 Dealing with the temptation to lead change top-down 22:47 The importance of communicating vision 25:17 Is communicating vision about the problem or the solution? 27:45 How to manage diverse needs from diverse stakeholders all at once 30:43 How people considerations inform DX planning 33:08 Defining and receiving the support necessary to make DX work
What “working with humans” means to Balvinder “Working with humans is understanding that we're complex. And also thinking we have to individualize what things mean with each person. And that's a big issue we have today when we talk about hybrid working, you have to give people some space, and you have to give them a bit of freedom, so that they feel that something's tailored to them. So for me working with humans is understanding individual needs, and adapting to them as far as we can.”
What “working with humans” means to Lyndsey “I say trust...you've really got to trust people, you got to build those relationships and communicate, and the more you trust somebody, the more likely you're going to work with them and be successful.”
Resources Read: Going Digital | |||
| Empathy as a Skill | 18 Jul 2022 | 00:49:52 | |
Decades of declining empathy levels and skyrocketing levels of burnout and loneliness have left organizations disconnected, anxiety ridden and suffering in ways that contribute to low morale and high absenteeism. Too many of us have forgotten that human understanding is the core of all success. Whether we’re leading ourselves, others or organizations, cultivating the mindset and skill of empathy helps us all thrive. Mimi Nicklin is the internationally bestselling author of Softening the Edge, the host of the Empathy for Breakfast Show podcast, the founder of Empathy Everywhere, the world’s first empathy platform, the CEO of the world’s most free advertising agency, Freedm.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:07 What links infinite growth of material consumption and empathy 5:27 Regenerative leadership 7:01 Balancing capitalism and humanism 9:56 How to move from responding to listening 13:25 The extent of human disconnectedness today 15:04 (Re)connecting with people is a choice 21:12 Making time to connect. How much time is needed 24:44 What we can learn from Zulu greetings 26:17 Mimi's story of creating an "empathy advantage" 33:26 The paradox of adding distance to build empathy 35:31 Using empathy to balance conflicting team needs 37:37 Links between creativity and empathy 39:27 Using empathy to deepen client relationships 44:11 The role of self-empathy
Mimi’s view on the greatest unmet wellbeing need at work today “Ageism, because I think whether you're very young or on the top end of your career, there are very little systems and support...people that are 45-plus. The impact of that is huge and vast, all the way to people that are committing suicide, because they are horrendously thrown out when they turned 50. And nobody wants them anymore, particularly in creative industries, where where we tend to skew young. So I would say that the biggest impact on on workplaces from a wellness point of view is an inability to really understand the 'aging employee.' And there is so much we could be using [their] experiences for in a way that creates more wellness, for them, and for everyone that gets to learn and grow and experience them. And instead, we are incredibly bad at integrating that we're incredibly bias and discriminatory and quite segregated.”
What “working with humans” means to Mimi “The ability to work alongside our shared humanity, recognizing that we're all far more alike than we are different. And, we're people first. We are all human beings. There is a hugely innate amount of our being that is exactly the same well before we decipher, or define ourselves as one role or one skill set versus another. So, for me working with humans just means that we're working with people just like us.”
Resources Follow Mimi: Empathy Everywhere and Freedm Read: Softening the Edge Listen: Empathy for Breakfast Show | |||
| Why and How to Explore Outside Your Comfort Zone | 11 Jul 2022 | 00:51:00 | |
How can you push your limits, take risks and explore your true potential? How can you develop the mindset, discipline and commitment needed for adventurous activities in life – both at work and beyond? This episode focuses on three key ingredients for making this a reality. Sue Stockdale knows about adventure. She is the UK’s first female to ski to the Magnetic North Pole, a TEDx speaker, executive coach and the author of several books, including Explore: A Life of Adventure. In it, and in our Humans At Work conversation, Sue shares stories about her adventures to some of the remote corners of the world including the North Pole, Antarctica and Greenland. And, she explains why stepping out your comfort zone is key to living a fulfilling life and achieving your potential.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:29 What it means to "be uncomfortable" 4:19 Viewing conflict as a pathway to positive results 6:38 Switching from controlling to curiosity 8:24 Willingness to be uncomfortable opens up new career possibilities 12:05 Where leaders and teams play it safe 13:53 The power of switching from "me" to "we" 15:30 Challenges of skiing across the Greenland Icecap 16:38 Team dynamics and adapting when your lives are at risk 21:52 An unconventional approach to feedback for leaders 22:59 Getting the most valuable feedback in the least amount of time 25:18 The link between curiosity and success 26:58 Powerful teambuilding activity: the what-if game 30:46 What it's like at the North Pole 32:40 Ingredients to help us enjoy even difficult journeys 37:27 Overcoming mental challenges of skiing to the North Pole 41:35 Helping leaders and teams work through similar challenges 43:04 Neutralizing negative self-talk 44:55 Powerful reframing
Sue’s view on the greatest unmet wellbeing need at work today “For me, it's connectedness...for people to feel recognized and heard, which therefore enables that connectedness to others. And I see things happening, I see activities happening, you might argue we all have these platforms where we can do instant messaging, of course, we're connected. But certainly do we really feel connected? Do we feel heard by our colleagues? And so I think it comes back to just having time for one another. Just like we're having this conversation today, Michael, you're looking me in the eye, you're engaging with me as a human being. And I feel connected to you in this conversation. For me, nothing beats that. And I just see that we could have some more of that in the workplace. I think that would help without our well being that we felt we were really part of something and being heard.”
What “working with humans” means to Sue “Oh, it's a wonderful phrase. It's seeing people as in all aspects, Have their wonderfulness. So not a job title, you know, just themselves and everybody has a spark of brilliance. And I just love that idea that I always think about if you if you met your boss or the most senior person in your company, at a bus stop when you were waiting on the bus and there were just a person next to you and you were having a conversation with them. You would see them as a human being. And then all of a sudden we go into the workplace and we give somebody a big desk and a job title and put them as some remote person and all of a sudden they seem much more scary. At the heart of it, they're still a human being. And the wonderful thing of going to the Arctic is that it doesn't matter how much money you've got, how important of a job you've got. You are just a human being and you're surviving with other human beings. And that is wonderful thing about that phrase humans at work, that we are all just people.”
Resources Follow: Sue's website Watch: Transformation Begins in the Mind (TEDx) | |||
| Purpose Leadership to Heal, Empower and Unify (Rebroadcast) | 04 Jul 2022 | 00:45:56 | |
There’s a yawning rift between the United States’ purpose and the reality that 97% of us are unhealthy, 84% of us are stressed out, 78% of us are living paycheck to paycheck. And, life is a lot worse for women and BIPOC and LGBTQIA+ communities. Brandon Peele, author of Purpose Work Nation: Leading Organizations in Service of Our Nation's Powerful Purpose, talks about the talent development, DE&I, learning, corporate culture and wellness practices businesses can use to bridge the rift and provide what people need to flourish.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Resources Follow: Brandon through Unity Lab and his personal website Read: Purpose Work Nation Read: The Science of Purpose Read: Research on purpose on purpose and flourishing Visit: The Global Purpose Leaders
Episode Highlights 5:10 The purpose of the USA 8:19 Why businesses are best positioned to help America fulfill its purpose 11:25 How activating purpose helps workers, companies and country 12:22 Why activating purpose is so important for DEI 19:41 American symbols: bald eagle ethics vs. bison ethics 24:41 How bison ethics makes corporate learning more effective 26:45 Research on higher effectiveness of learning in groups 27:57 How social learning benefits DEI initiatives 31:39 The importance of self-awareness for talent development and DEI 35:46 What’s necessary for psychological safety
Brandon’s view on the greatest unmet wellbeing need at work today “It's human connection, plain and simple. Folks are all about the result, and individual success and achievement. And we haven't been developed socially, emotionally and growing up. Well. A lot of that gets shamed out of us very early. Carol Gilligan has done studies on like when people get shamed out of their emotions, and finds that she found out that you know, girls, it's later like around 10ish, boys, it's much earlier, like four or five. So after that point, we stopped feeling we stopped connecting. And because we've been told that who we are, our feelings, our whole experience is wrong. And so, we've been perfectly shaped into this organization person, who just as a single test, doer, achiever, and our deep need to connect and to be seen and heard, and to be a part of something that matters goes unmet. And almost everything now that is being innovated, has human connection at the center of it. And Unity Lab is just one example. I'm grateful that the word is getting out and people like, oh, yeah, we need to connect, and we won’t be so depressed, then we'll be more productive, then we'll be more innovative, then we'll be happier. And then we'll stay longer, then all these things. So, you have to make space for it.”
What “working with humans” means to Brandon “Fun. I've had my own business been an individual contributor in the past, and I have so much more fun when I'm working with humans. I learned faster. I feel connected…We connect first at the human level, so for me, it's ‘I feel seen, I feel heard. I feel connected. And I'm just I'm enjoying work. It's fun. Like I like it.’” | |||
| Where SMART Goals Fall Short (Bonus Clip) | 27 Jun 2022 | 00:12:09 | |
This is bonus material from Episode 67: Retirement 2.0. In this clip, John Windsor, author of F*ck Retirement: Don’t Settle for a Lesser Life in Your Later Years, explains the potential dark side of setting ambitious goal and offers tips for taking a different approach that can set us up to thrive for the long haul. If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast! | |||
| Empowerment After 50 | 05 Feb 2024 | 00:41:16 | |
Facing gender bias is tough. Add ageism to the mix, and the workplace becomes a whole different challenge. This episode examines the landscape for women over 50 in the workplace, spotlighted through Dr. Lucy Ryan's insights from her book, "Revolting Women." Addressing the dual hurdles of ageism and gender bias, Dr. Ryan explains how societal expectations shape professional experiences. She shares compelling stories about navigating menopause and caregiving, alongside strategies for midlife women. The discussion includes advice for employers, such as having midlife check-ins, to create a more inclusive and equitable environment. If you enjoy the show, please rate it on iTunes or Spotify. Your ratings help more people like you discover the podcast! Episode Highlights
Lucy's view on the greatest unmet wellbeing need at work today "I'm a leadership coach, and one of the things that happens with almost every single client I coach is they don't have enough space to reflect. And it's not built into the workplace. It's as if people are going from call to call to call to call...So where do we reflect? Where do we get space to breathe? So, I would really like that to happen?" What "working with humans" means to Lucy We forget often that we are working with humans…But I think the organization is so busy with processes. We have jargon for everything. We have all the process going on change processes, target operating models, we have more jargon than you can throw at a person every single day. And we forget that we've just got human beings with their own lives, difficulties, joys going on every day. And that means that we need to build compassionate conversations into our workplace.” Resources: Follow: Lucy on LinkedIn Visit: Lucy’s website Read: Revolting Women: Why midlife women are walking out, and what to do about it For a full transcript of this episode and for more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/
©Michael Glazer | |||
| Retirement 2.0 | 20 Jun 2022 | 00:57:55 | |
Is retirement about taking a permanent vacation or about rejecting traditional labels, ideas and thoughts so you can create the next big chapter of your life, regardless of your age? This episode explores how you can plan for and create the next chapter of your life at any age. John Windsor is a certified coach as well as a Broadway star who has an MBA, a Silicon Valley VP, and best-selling author who’s reinvented himself so many times that he knows where all the pitfalls are. His latest and best-selling book is called F*ck Retirement: Don’t Settle for a Lesser Life in Your Later Years.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:02 Traditional attitudes toward retirement 5:53 Origin of the term "golden years" 7:53 Why traditional attitudes toward retirement are problematic today 10:47 How to answer the question "what do you do?" 13:47 The problem with bucket lists 14:40 How people limit themselves as they age 16:48 Ageism in the workplace 20:12 How to cope when our minds sabotage our self-image as we age 23:28 How a distorted view of how we age affect how we plan for retirement 26:25 A definition of "retirement" 28:32 How to become a badass in your 80s or 90s 31:19 Key ingredients to thrive at any age 33:01 The "old person interview" 37:15 Ellen Langer's Counterclockwise experiment at Harvard 40:17 Framework for reinventing yourself in retirement or any life phase 46:28 Powerful question for taking stock of where you are in life 48:56 Mario Andretti and putting plans into action
What John sees as the greatest unmet workplace wellbeing need “The word that that latches on to my brain is 'respect.' And coupled with that, is seeing people as people. Not as the job that they do, or the role that they have, or the expectation. See them first as people. And, put down the armor about 'my job,' 'your job.' Forget about the zero sum games...The more that you co create with people, and the more you see them as a person...all kinds of things can be opened up in terms of interacting, and sharing and growing and creativity.”
What “working with humans” means to John “People are people. And we're in this together. [We can create] remarkable success when [we] treat people as people instead of just an employee. And it gets better for everybody when we do that.”
Resources Visit: John's website Read: a summary of the Counterclockwise Experiment | |||
| Middle Managers and Creating Value for Society | 13 Jun 2022 | 00:45:32 | |
What does it take for a company to shift from a profit motive to a social contribution motive? Explore compelling evidence, key executive messages and the pivotal role middle managers play in making it happen. This episode features John Davis, who has led businesses from start-up to $1 billion, served as a business school dean and taught top leaders in executive education programs at London Business School and Wharton, and is regularly interviewed by global media including the BBC, Bloomberg and the New York Times. His latest book, titled Radical Business ranks as one of the top 10 must-have books by CEO Today Magazine.
If you enjoy the show, please rate it on Spotify or iTunes and write a one-sentence review. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:33 John's journey for helping companies contribute to society 4:09 The link between value creation and being a force for good 5:32 Differences between CSR and CSV 6:50 Sustainability threats to businesses 11:52 Why the profit motive is obsolete and the data behind it 15:06 CSV messages that resonate with C-suite leaders 19:41 CSV messages that don't resonate with C-suite leaders 22:10 The role of middle managers in making CSV a reality 25:36 Five types of roles middle managers can play 30:26 Putting the five roles into practice 34:34 How CEOs' career regrets relate to CSV 36:55 Case study: from fossil fuels to renewable energy 39:24 The power of curiosity in driving CSV initiatives forward
What John sees as the greatest unmet workplace wellbeing need “[Recognizing] that people's outside lives actually do affect their work lives. We understand this intellectually, but the businesses everywhere have pushed this view that we need to keep professional, personal, separate. And that's an interesting concept in theory, but it's really hard to do in practice. [Another] is cultivating a sense of self-awareness in the organization that allows people to the sort of the freedom to, to have that personal intrusion. It doesn't mean that we want to suddenly have ridiculous amounts of unfettered emotional outpourings all the time. That's not the point. But the point is that we often don't recognize the effects somebody's outside life has on their work life. And I think it's really important as humans, that we actually pay attention to that and actually place an important responsibility on leaders to be open minded, and to get to know other people better, because that will make a big difference.”
What “working with humans” means to John “Working with humans means working with people. That's it. That's…the key success ingredient for top performers overall. And it's a critical element in becoming a force for good as a leader and influencing organizations to do better.”
Resources Visit: John's website Visit: Competent Boards, "the original and premier creator of online environment, social, governance (ESG) and Climate education programs for board directors and senior business professionals." Read: Radical Business: How to Transform Your Organization in the Age of Global Crisis (John Davis) Read: Give and Take (Adam Grant) | |||
| Men, Their Emotions and Masculinity | 06 Jun 2022 | 00:29:59 | |
Why do so many men hide parts of themselves, especially from the most important people in their lives? What’s to gain when men get real with their emotions? This episode explores these questions and takes a look at five habits that help men show up as their whole selves. Christopher Veal is a former US Marine Corp officer, combat veteran, and a Black man with 25 years of experience in talent and leadership development. He hosts The Vulnerable Man podcast, is a TEDx speaker, and he is the author of The Whole Man: Evolving Masculinity.
If you enjoy the show, please rate it on Spotify or iTunes. Your ratings and reviews help more people like you discover the podcast!
Episode Highlights 2:50 Christopher’s journey 8:00 Obstacles for men to feel safe being vulnerable at work 11:19 Unwritten rules for how and when to express anger 12:03 How we process emotions makes them “good” or “bad” 14:46 How to express anger in a healthy way 17:46 Healthy masculinity vs. unhealthy masculinity 21:09 Five habits of the Whole Man 23:00 Using presence to improve the quality of relationships
What Christopher sees as the greatest unmet workplace wellbeing need “It’s helping people feel like they can bring more of themselves into the workplace and into the work they do. One of the biggest gifts of the pandemic is that it's allowing us to see into the worlds of our colleagues, and it helps humanize each other. I can't count the number of zoom calls that I've been on lately, where someone says, 'Hey, if any pets or little humans enter [the video], you've got to just pause and introduce them.' And there's a way that it really just helps us bring our lives into what we're doing for work in a way that we didn't really have permission to do a couple years ago. And so, I love that because we get to connect. And for me, that is the central word to everything. As humans, we're hardwired for connection. And the more than we can allow ourselves to do that and make it okay to do it. That's what's going to change things.”
What “working with humans” means to Christopher “At its core, I think it's about connection. We are always in relationship when we work with humans. And the more that we can really be present when we do that and show up as ourselves, it also gives other people the permission to do the same. I think it's also about acceptance, which I want to be clear, doesn't have to mean agreement. Now, you and I can disagree about some things. And I will always strive to accept you as a human regardless of our differing viewpoints. And if we can do that, that's going to help us connect with our humanity and understand what we have in common instead of focusing on what divides us and is differentiated about us.”
Resources Visit: Christopher's website Listen: The Vulnerable Man Podcast Watch: TEDxBend: Deeper Connection, Better World Watch: Brené Brown on The Power of Vulnerability | |||
| 064: Overcoming the Stigma of Mental Ill Health at Work (Rebroadcast) | 30 May 2022 | 00:30:49 | |
Asking for help at work when we’re struggling with mental ill health can feel risky. So, how do we gauge if it’s safe to speak up, and how do we actually do it? Geoff McDonald, mental health advocate and former Global VP of Human Resources for Unilever, shares his advice on this topic as well as his provocative thoughts on leaders’ responsibilities for building work cultures that foster employee wellbeing. | |||