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

Pillars: Trust · Visibility · Identity · Communication

What's covered

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

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

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

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

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

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

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

Reflection questions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Work with me on an Assumption-Ground Audit →

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

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

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

• 400K+ followers
• 12 years of online experience
• Funnel experts and coaches supporting her
• A beta tester who hit 1M+ views, proving the method worked

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

Why This Matters in a Corporate Context I connect the dots between the YAP Challenge and the future of employee-led communication inside organizations.

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

• Employer brand
• Recruitment
• Reputation
• Internal trust
• Cross-team visibility

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

This challenge model could easily be adapted inside companies:

• Run it publicly on LinkedIn
• Run it privately on Slack
• Integrate it into employee advocacy programs
• Use it to build confidence, presence, and thought leadership

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

Why Video Skills Matter Right Now Video is the antidote to AI slop. It captures:

• Voice
• Presence
• Gestures
• Authenticity
• Point of view

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

What I'm Paying Attention To I'm not participating in the YAP Challenge myself, but I'm deeply interested in:

• The systems behind its success
• The trust dynamics
• The transferable skills
• The implications for the future of work
• How organizations could use similar models to build capability and confidence

Reflection for Listeners I close the episode by asking:

• Are you planning to join the YAP Challenge?
• What skills do you see emerging from participants?
• What parts of the model do you admire—or question?
• How could your organization benefit from something similar?

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

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

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

What is an assumption-ground audit?

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

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

About this episode

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

What's covered:

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

Frequently asked questions

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

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

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

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

Make It So

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

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

Time-Stamped Highlights * 00:00 — I introduce the episode and explain why trust is the real story behind the viral Coldplay kiss cam moment. * 02:00 — I recap the incident and how it became a global pop culture and PR event. * 05:00 — I break down the Astronomer response and why their celebrity ad strategy became part of the trust conversation. * 08:00 — I explore media framing, public perception, and why context changes how we interpret events. * 11:00 — I ask: who do we trust more — the celebrity observers, the people involved, or the people managing the story? * 14:00 — I explain why this is really a workplace issue, not just celebrity drama. * 17:00 — I reflect on internal trust, leadership accountability, and what employees may have been thinking. * 20:00 — I share the difference between sounding confident and actually having expertise. * 23:00 — I reflect personally on learning, capability, and using AI as a tool rather than a substitute for expertise. * 26:00 — I close with thoughts on discernment, trust signals, and what the future of work asks of us.

Key Takeaways * Trust is shaped by context, power, and perception. * Viral moments often reveal deeper workplace and leadership issues. * Media coverage can amplify or distort what people think they know. * Confidence is not the same as competence. * In a world shaped by AI and rapid change, discernment matters more than ever.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

So I wanted to start there.

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

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

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

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

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

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

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

• Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities
• Follow me on LinkedIn: www.linkedin.com/in/nolasimon
• Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack
• Hire me via website: www.nolasimon.com

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

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

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

Key Topics & Timestamps:

• [00:00:22] Why I'm pivoting my focus for 2026
• [00:00:53] Why hybrid and flexible work aren't going away
• [00:01:32] Why autonomy and well-being often matter more than compensation
• [00:03:00] The circular debates around office space, identity, and leadership
• [00:04:39] How AI is changing the way work happens
• [00:06:26] Navigating conflicting narratives about AI and workforce reduction
• [00:07:16] Leadership as continuous reinvention, not a one-time project
• [00:08:34] Why making people feel they matter is central to leadership
• [00:09:49] Discernment as a critical skill in an increasingly complex world
• [00:11:05] How work is evolving—universal benefits, portfolio careers, and new models
• [00:12:06] How I'm shifting the podcast, newsletters, and my content strategy
• [00:15:10] How you can interact with the podcast and share your questions
• [00:16:26] Questions to reflect on: identity, life quakes, and navigating change

Connect & Engage:

• Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities
• Follow me on LinkedIn: www.linkedin.com/in/nolasimon
• Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack
• Hire me via website: www.nolasimon.com

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

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

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

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

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

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

Key insights

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

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

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

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

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

Episode Themes

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

Standout Quotes

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

Actionable Insights

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

Resources & References

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

How to Connect

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

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

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

The Privilege of Silence

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

Personal Experience

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

The Political Nature of Advocacy

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

Historical Context

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

My Work and Its Political Nature

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

Conclusion

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

Key Takeaways * Choosing to be “apolitical” often means the current system is serving you well enough to remain silent. * Advocacy for time and location flexibility is political because it challenges norms and policy. * Caregiving is structurally undervalued yet central to how work and communities function. * Publicly sharing your perspective—interviews, posts, speaking—is part of political participation. * Policy shows up in daily life: schedules, pay, housing, urban planning, and technology access. * Individual comfort can conflict with collective progress; silence sustains the status quo.

Memorable Quotes * “Standing up and asking for what you want when it’s not the norm is a political act.” * “To be a caregiver is to be fundamentally political.” * “When you say you don’t want to be political, it’s because that system works for you.” * “Women are not the status quo because women have never been the status quo.” — Cindy Gallup

Mentions * Remote work, hybrid work, and time flexibility as levers for equity. * Historical barriers to women’s financial autonomy (bank accounts, credit, lending). * Cindy Gallup and MakeLoveNotPorn (context: women, power, and status quo). * Corporate context: Canadian company with U.S. market dynamics and reputation considerations.

Listener Reflection Prompts * Where does your ability to stay “apolitical” rely on comfort or existing structures? * What flexibility would materially change your capacity to care for others and do your best work? * What is one small public action you can take this week to align your values and voice?

Call to Action * Share this episode with someone navigating caregiving and rigid work norms. * Send your story or question about advocating for flexibility to be featured in a future episode. * If this resonated, rate and follow Hope and Possibilities to support more conversations like this.

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

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Practical Futurism for Daily Life Hope & Possibilities: A Love Letter to the Future of Work

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

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

In this episode, I cover: * How I use the future-back approach to imagine 10 years ahead and work backwards * Why I see scanning for signals as the heart of futurist practice * The difference between signals, trends, and lasting change (with stories about cell phones, remote work, and commercial real estate) * My personal story of choosing flexibility early so I could be the parent I wanted to be * Why agency and autonomy matter more than ever in how we work and live * How I balance hopeful futures with the reality of shadow sides

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

Resources & Links * Join my 21 Day Futures Challenge to start practicing futurism daily * Connect with me on LinkedIn * Subscribe to Hope & Possibilities: A Love Letter to the Future of Work wherever you listen to podcasts

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

✨ Episode Summary (from me, Nola): In this episode, I reflect on a concept that’s been showing up in a lot of places in my life and work lately: “What got you here won’t get you there.”

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

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

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

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

💡 What I Talk About in This Episode: * The theory of “What Got You Here Won’t Get You There” and why it matters * How leadership changes the skill sets that matter * Why parenting is a powerful metaphor for management * What Liam Payne’s career taught me about reinvention * The evolution of hybrid/remote work and how mandates affect trust * Why I’m reconsidering my focus — and what I might do next * The impact of AI, demographic shifts, and generational change on work * Why clarity often comes after you take the next step

🗣️ A Few Things I Said That Might Stick With You: “The goal of a parent is to raise adults. So if you've raised adults, you've achieved your goal.”

“You’re not in control — but you are responsible. That’s leadership. That’s parenting. That’s life.”

“Sometimes what made you successful also makes you stuck.”

“It’s not that your past success isn’t valuable — it’s just not enough to carry you forward.”

💬 Let’s Keep the Conversation Going I’d love to hear your take. 🌿 What playbooks might be holding you back? 🌿 What do you think you’ll need to drop or rethink to grow into your next chapter?

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

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

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🎙️ Episode Title Presence, Work, and AI: Stories Beyond Location

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

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

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

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

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

🗝️ Key Themes * How my career stories evolved outside of physical presence * Why energy, visibility, and recognition feel different in person vs. virtual * The role of autonomy in choosing how and where we work * What’s missing from the “return to office” conversation * How AI challenges our assumptions about presence and influence

💡 What You’ll Take Away * How to notice whether your influence depends on being in the room—or not * Why remote work fuels some people and drains others * How storytelling reveals hidden biases in work culture * What AI might mean for the future of presence

📣 Your Stories Matter I’d love to hear from you.

• Has working in person been essential to your success?
• Or has working virtually allowed you to thrive in ways you couldn’t before?

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

🔗 Connect with Me * Website: nolasimon.com * LinkedIn: linkedin.com/in/nolasimon

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Podcasting as Leadership and Cultural Stewardship

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

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

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

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

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

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

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

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

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

Top 5 Questions I’m Asking Myself 1. How do I decide whose voice gets a platform, and what messages am I choosing to amplify? This question gets to the heart of my role as a host and the impact my choices have on shaping culture and conversation. 2. Am I doing enough due diligence when I vet potential guests—across all their public platforms and not just the ones I’m most comfortable with? I’ve learned the hard way that consistency across platforms matters, and that I need to check for alignment of values everywhere, not just on LinkedIn or the spaces I frequent. 3. How do I balance presenting my guests in a positive light with representing them authentically—even when their choices or behavior during the interview are unexpected or disappointing? This is an ongoing challenge, especially when a guest’s actions don’t align with the tone or values I want to uphold for my audience. 4. What are my ethical responsibilities when telling stories that involve others, especially when those stories touch on sensitive topics or could have unintended consequences? I constantly ask myself if it’s my story to tell, how to convey it with respect, and when it’s better to edit or delete content out of care rather than censorship. 5. How do I maintain integrity and independence in my work—especially when considering sponsorships or partnerships that might not fully align with my values or vision for the future of work? I’m committed to only working with brands that share my commitment to courageous, honest leadership, even if that means going it alone.

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Summary: Skill-Based Job Setups, AI, Identity, and Team Dynamics 1. AI and Skill Identification in Organizations * AI-Driven Talent Management: Organizations are increasingly using AI to analyze employee data, identify hidden skills, and match people to new roles or projects. This helps optimize workforce deployment and supports upskilling initiatives. * Benefits: AI enables more efficient talent placement, better prediction of future skill needs, and proactive workforce development. * Concerns: Reliance on AI raises privacy issues and ethical concerns about how personal data is used. It may also challenge employees’ sense of identity if they feel reduced to a set of data points.

1. Professional Identity and Personal Identity at Work * Identity Matters: People often define themselves by their profession (“I’m a writer,” “I’m an accountant”). This professional identity is closely tied to personal identity and self-worth.
2. Challenges of Skill-Based Assignments: When work is assigned solely based on skills, employees may feel their professional identity is diluted or undervalued. This can impact job satisfaction and motivation.

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

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

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

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

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

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

9. Challenges in Skill-Based Organizations * Resistance to Change: Shifting from traditional job roles to skill-based setups can be met with resistance from both employees and managers.

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

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

12. Team Dynamics and Workplace Culture * Beyond Skills: Successful teams require more than just compatible skills. Interpersonal dynamics, shared values, and a positive culture are essential for collaboration and productivity.

13. Risk of Dysfunction: Focusing only on skills can lead to dysfunctional teams and toxic work environments if team members don’t work well together.
14. Inclusive Environments: Organizations that consider both skills and team dynamics are more likely to create inclusive, positive workplaces where employees thrive.

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

Related Hope & Possibilities podcasts: https://podcasts.apple.com/us/podcast/hilke-schellmann-the-algorithm-how-ai-decides-who/id1602822494?i=1000676720895 https://podcasts.apple.com/us/podcast/sweta-regmi-bias-in-ai-how-does-ai-impact-job-seekers/id1602822494?i=1000633404352 Deloitte Skills-based organizations | Deloitte Insights Training Industry, Inc Bridging the Skills Gap: The Role of AI in Workforce Education LACE Partners Can employees embrace the shift to a skills-based organisation ... American Public University The Importance of Upskilling for Future Professional Growth Here are the research links by themselves:

1. https://www2.deloitte.com/us/en/insights/topics/talent/organizational-skill-based-hiring.html
2. https://trainingindustry.com/articles/artificial-intelligence/bridging-the-skills-gap-the-role-of-ai-in-workforce-education/
3. https://www.lacepartners.com/can-employees-embrace-the-shift-to-a-skills-based-organisation-individual-impacts-of-moving-to-a-sbo/
4. https://www.apu.apus.edu/area-of-study/business-and-management/resources/the-importance-of-upskilling-for-future-professional-growth/
5. https://www.scirp.org/journal/paperinformation?paperid=115876
6. https://amsconsulting.com/articles/skills-based-hiring/
7. https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf
8. https://www.aihr.com/blog/skills-based-organization/

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Hope & Possibilities Podcast: "Find Yourself In" – Episode Summary Host: Nola Simon Theme: Music Industry, Fame, and the Future of Work

### Key Discussion Points 1. Liam Payne & George Michael: Parallels in Fame and Tragedy - Liam Payne’s unexpected death at 31 (October 2024) and its connection to George Michael’s legacy. - The emotional impact of witnessing Payne’s death through viral, unfiltered imagery and its parallels to public grief over George Michael’s passing in 2016. - Shared struggles: Early fame, identity crises post-boy-band stardom, and the pressures of reinvention.

1. Boy Bands as Cultural Mirrors - One Direction: The “Beatles for digital natives”[4], redefining fandom through social media and global connectivity. - Wham!: George Michael’s transition from pop icon to solo legend vs. Andrew Ridgeley’s fade into obscurity[1][5]. - The “boy band curse”: Canned personas, burnout, and the challenge of escaping typecasting (e.g., NSYNC’s post-breakup trajectories)[1][5].

2. The Dark Side of Fame - Mental health and substance abuse: Payne’s reported struggles with drugs[1] and the industry’s historical neglect of artist well-being. - Asynchronous success: The music industry’s reliance on global collaborations (remote work) vs. the physical toll of touring[3].

3. Pop Music, Nostalgia, and Identity - Host Nola Simon’s personal reflections: - Self-described “pop girly” with a love for UK boy bands (Wham!, One Direction) and rock-edged male artists. - Generational shifts in music consumption (Stranger Things-fueled 80s revivals, TikTok-driven trends). - The role of fandom in shaping artists’ legacies (e.g., One Direction’s “Directioners” as pioneers of modern stan culture)[4].

4. Future of Work in Music - Protecting artists: Addressing mental health, creative autonomy, and sustainable career paths in an era of viral fame. - AI and industry evolution: Balancing remote collaboration with the irreplaceable energy of live performances[3].

### Critical Questions Explored - Why does the music industry disproportionately claim young lives? - How can we redefine “success” to prioritize longevity and well-being over fleeting virality? - What lessons can workplaces learn from the music industry’s highs and lows?

### Episode Insights - Art as a lens for societal change: Humor and creative expression as tools to process grief and systemic flaws[3]. - Call to action: Advocacy for structural reforms in creative industries to protect vulnerable talent.

Curation of themes inspired by analysis of Liam Payne’s career[1][2][5], George Michael’s legacy[4], and futurist frameworks for work[3].

Citations: [1] https://thewire.in/society/one-direction-liam-payne-boy-bands-fame?mid_related_new [2] https://hellorayo.co.uk/hits-radio/entertainment/music/liam-payne-career/ [3] https://www.youtube.com/watch?v=2yclGeG-Wuc [4] https://thespinoff.co.nz/pop-culture/19-10-2024/liam-payne-and-the-mourning-of-a-modern-childhood [5] https://www.mundoamerica.com/entertainment/2024/10/18/67123bd121efa06f3d8b45b4.html [6] https://nolasimonhrcoe.substack.com/p/the-story-of-my-life [7] https://www.reddit.com/r/ToddintheShadow/comments/185phj2/what_are_some_examples_of_fail_solo_careers_from/ [8] https://www.washingtonpost.com/style/2024/10/17/liam-payne-one-direction-career-highlights/

--- Answer from Perplexity: pplx.ai/share

Further research available at this link:

https://sublime.app/canvas/01JR8J0XW0H4D3AS33NNAMBWV1

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Show Notes: Exploring the Music Industry and Fandom Introduction * Personal Reflection: I'm still grappling with the news of Liam Payne's passing on October 16th, 2024. As a son, brother, father, and renowned singer, his impact on those who loved him is undeniable. I'm Nola Simon, host of the Hope and Possibilities podcast, and I'm already getting emotional as I reflect on his life and career. * Personal Connection: I grew up loving George Michael and Wham!, and when George Michael passed away on Christmas in 2016, my daughter broke the news to me, and I couldn't help but cry. I hadn't experienced that level of grief over a musician's death until Liam's passing, which surprised me since I was only a casual fan of One Direction.

Liam Payne and One Direction * Career Overview: Liam was not only a talented singer and songwriter but also a member of One Direction and a successful solo artist. I remember watching them on iCarly when they were just starting out, incredibly young. Liam was only 31 when he passed away, and his solo music, particularly "Strip That Down," really caught my attention. * Music Impact: I admired Liam's creative choices and potential as a singer. His solo career highlighted his ability to make courageous and innovative decisions in his music.

Industry Reflections * Artist Treatment: This podcast aims to explore how the music industry treats young artists, focusing on ageism, career longevity, and the narratives that affect artists' lives. It's heartbreaking to see musicians, especially those in boy bands, often discarded and facing early mortality. * Fandom Dynamics: I also want to discuss fandoms, including One Direction and other artists like Taylor Swift, and how they interact with the industry and artists. Fandom can be a challenging topic, but it's essential to approach it thoughtfully.

Podcast Goals * Respectful Dialogue: My goal is to have respectful conversations about artists and their careers, avoiding speculation and negativity. Unfortunately, Liam's family has faced significant media scrutiny, and I want to ensure that we honor their dignity. * Learning from History: I aim to learn from past experiences to create a better future for artists and fans, focusing on responsible fandom and industry practices.

Engagement Guidelines * Commentary Protocol: I encourage comments via podcast app feedback, and I'll promote episodes on LinkedIn and Substack to maintain a respectful dialogue. I'm avoiding platforms like Instagram and TikTok to prevent the conversation from going viral and to keep it thoughtful.

Future Episodes * Exploring Fandoms: In upcoming episodes, I may discuss various fandoms and their interactions with artists, aiming to foster a thoughtful discussion about the music industry's future. I've spent considerable time researching One Direction and its members since Liam's passing, and I feel well-prepared to delve into these topics.

Answer from Perplexity: pplx.ai/share

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MadeInCanada Key Themes and Ideas As I reflect on my podcast, "Hope & Possibilities: A Love Letter to the Future of Work," I am excited to share the key themes and ideas that will guide our journey in 2025. This podcast, previously known as "The Janus Oasis" and then "Hybrid Remote Center of Excellence," is undergoing its third rebranding, driven by a desire for a more concise and evocative name, a deeper exploration of the future of work, and a shift to solo episodes.

Rebranding and Rationale I chose the new name to align with my existing newsletters on LinkedIn and Substack, reflecting my continued belief in the importance of flexibility in the future of work. The previous names had their challenges: "The Janus Oasis" was difficult to pronounce, and "Hybrid Remote Center of Excellence" was too long and cumbersome for everyday conversation. I humorously compare it to choosing a name for a child that you wouldn't want to use daily.

Evolving Focus on the Future of Work My goal is to explore the future of work more broadly and deeply, acknowledging the rapid and unexpected changes happening globally. I aim to make sense of these changes and curate ideas that can help build a desired future of work. I plan to use futurist tools like scenario planning and backcasting to explore possibilities and strategize for the future. By imagining a possible future and determining the steps needed to achieve it, I hope to provide valuable insights for listeners.

Shift in Podcast Format In 2025, I am transitioning to solo episodes, allowing for a deeper exploration of topics without the constraints of guest interviews. While I enjoyed speaking with guests, I felt that format didn't always permit the depth of exploration or the ability to connect different topics within a single episode.

Exploring Diverse Lenses on the Future of Work I am interested in examining work through unconventional perspectives, including art and humor. I believe that if we can laugh at things, it helps us process the deeper meaning of change. For example, I might explore the future of music, fandom, and the well-being of artists, highlighting the asynchronous nature of the music industry alongside its emphasis on in-person experiences.

Addressing Constant Change and the Impact of AI The podcast will address the increasing complexity of work due to continuous change and the significant impact of artificial intelligence. I emphasize the need for flexible thinking and the ability to connect trends across different industries. By looking at changes with nuance and making connections between trends in various industries, I hope to provide listeners with a comprehensive understanding of the evolving work landscape.

Content Repurposing and Deeper Exploration I plan to revisit and repurpose the existing 100 episodes to create thematic playlists and offer more in-depth learning opportunities. This will allow me to take advantage of the wealth of content already created and provide listeners with more detailed explorations of specific topics.

Focus on Value Creation and Audience Engagement My overarching goal is to create value for listeners interested in the future of work and navigating current and future workplace dynamics. I actively encourage audience feedback, questions, and suggestions via email and social media, expressing a desire to engage more directly with my listeners. I would love to feature questions from the audience and make the podcast more interactive.

Publication Schedule The podcast will continue to be published on a quarterly basis, although the first episode of 2025 is being released towards the end of March. I intend to take my time with content creation and allow my interests to guide the direction of the episodes, embracing the journey and letting curiosity lead the way.

1. FutureOfWork

2. RemoteWorkRevolution

3. HybridWork

4. FutureSkills

5. DiversityandInclusion

6. AgileLeadership

7. EthicalTech

8. WorkLifeBalance

9. CareerGrowth

10. PodcastOnFutureOfWork

11. HopeAndPossibilitiesPodcast

In conclusion, "Hope & Possibilities" in 2025 promises a renewed and more focused exploration of the future of work. The shift to solo episodes, a broader thematic scope, and a commitment to audience engagement and leveraging past content suggest a deeper and more nuanced examination of the forces shaping the world of work. By incorporating diverse perspectives like art and humor, I aim to provide a creative and engaging approach to understanding complex issues, offering valuable insights for listeners navigating the evolving landscape of work.

Answer from Perplexity: pplx.ai/share

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Made in Canada.

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Made in Canada

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

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

Key Highlights:

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

Topics Covered:

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

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

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

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

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

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

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

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

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

https://ca.linkedin.com/in/ingriddeon word-craft https://www.instagram.com/wordcraftinc/ ingrid@word-craft.ca

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Made in Canada Episode Title: Exploring the Generalist World with Milly Tamati Episode Introduction Join host Nola Simon as she interviews Milly Tamati, founder of Generalist World. Discover Milly's journey from New Zealand to building a thriving global community of generalists and learn about her innovative approach to career development.

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

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

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

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

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

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

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

https://www.generalistquiz.com/

https://www.generalist.world/unboxed

https://www.napkin.ai/

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Say What They Can't Unhear with Tamsen Webster

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

Key topics covered:

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

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

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

Learn more about Tamsen Webster:

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

Tamsen Webster - Message Designer, Author, Keynote Business Speaker

www.messagedesigninstitute.com

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

View Details

Show Notes: Building Community with Rosie Sherry

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

Key Topics:

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

Highlights:

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

Notable Quotes:

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

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

Resources Mentioned:

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

Rosie Sherry - Ministry of Testing | LinkedIn

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

Key points discussed include:

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

Key Questions Raised:

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

Action Steps for Employers:

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

Action Steps for Job Seekers:

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

Key Takeaways:

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

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

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

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

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

View Details

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

Key points discussed include:

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

Key Questions Raised:

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

Action Steps for Employers:

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

Action Steps for Job Seekers:

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

Key Takeaways:

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

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

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

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

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

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

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

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

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

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Here are the show notes based on the transcript:

Show Notes: Building Community with Rosie Sherry

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

Key Topics:

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

Highlights:

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

Notable Quotes:

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

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

Resources Mentioned:

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

Rosie Sherry - Ministry of Testing | LinkedIn

View Details

Here are the show notes based on the transcript:

Say What They Can't Unhear with Tamsen Webster

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

Key topics covered:

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

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

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

Learn more about Tamsen Webster:

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

Tamsen Webster - Message Designer, Author, Keynote Business Speaker

www.messagedesigninstitute.com

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

View Details

Show Notes: Podgagement Demo In this episode, Nola Simon demonstrates Podgagement, a tool to help podcasters improve discoverability and gather listener feedback. Key points covered: * Introduction to Podgagement and its features * Challenges with podcast discoverability and getting listener feedback * Overview of recent changes in the podcasting industry * Demonstration of Podgagement's ratings and reviews functionality * Creating customized social media images from reviews * Using the "follow page" to improve discoverability across platforms * The "love the podcast" page for gathering ratings and reviews * Aggregating feedback from multiple sources

Highlighted features: * Customizable review images for social media and YouTube end screens * Follow page with links to multiple podcast platforms * Ratings and reviews aggregation from Apple Podcasts, Podchaser, Good Pods, etc. * Feedback inbox for direct listener comments

About the host: Nola Simon hosts the Hybrid Room Center of Excellence podcast. Here are the custom links to find the podcast, love the podcast and tell me your thoughts about my podcast:

https://followthepodcast.com/hrcoe

https://lovethepodcast.com/hrcoe

https://castfeedback.com/hrcoe

• Podgagement: podgagement.com
• GoodPods: goodpods.com

More info..... Why Podgagement is the Secret Sauce for Top Podcasters: ✨ Get More Followers and Reviews: Create custom FollowthePodcast.com and LovethePodcast.com pages with smart buttons for any device. Collect reviews directly from your fans with ease.

🎙️ Collect Feedback Like a Pro: Receive both voicemail and written feedback via your CastFeedback.com page. Every message is auto-transcribed for your convenience.

🌍 Track Global Ratings and Reviews: Podgagement scans all 175 Apple Podcasts regions (and other apps) to keep you updated with all your ratings and reviews, which are easily sharable and trackable.

🤝 Discover Collaboration Opportunities: Quickly find podcasts that recommend yours and vice versa. This opens doors for amazing collaborations and cross-promotion.

🌟 Design Stunning Images: Use the Image Maker to create professionally designed visuals to show off your podcast's cover art, ratings, and reviews.

Are you ready to take your podcast to the next level by truly connecting with your audience? Podgagement gives you that power through its amazing feedback feature!

Imagine effortlessly collecting rich, valuable feedback from your listeners—both voice and written! Podgagement makes it so easy, and the best part? You can try it FREE for 14 days!

👉 Collect audience feedback like never before! Affiliate Link

Why the Podgagement Feedback Feature is a Game-Changer for Your Podcast: 🎤 Seamless Voicemail Collection: Direct your audience to your custom CastFeedback.com page where they can leave voice messages easily from any modern device. Every voicemail is automatically transcribed, giving you extra context and easy reference.

💬 Include Written Messages: Listeners can include written notes with their voicemails, making it easier for you to gather detailed feedback and even web addresses or additional information.

🛠️ Simplify Your Workflow: No more sifting through endless emails or DMs. All your feedback is organized in one place, making your job as a podcaster easier and more efficient.

📈 Improve Based on Real Listener Input: Understand what’s working and what needs improvement directly from your audience. Tailor your content to meet their desires and keep them engaged.

🔗 Ready to revolutionize your audience interaction? Try Podgagement FREE for 14 days!

Podgagement is the tool trusted by top podcasters to not only capture but also utilize audience feedback effectively. Don’t miss this fantastic opportunity to elevate your podcasting game!

Connect deeper with your audience.

P.S. Your listeners are your podcast’s heartbeat. Let Podgagement's feedback feature help you understand them better. Try it now!Affiliate Link

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My Midlife Career Switch: Lessons Learned

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

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

Start Earlier Than You Think

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

Reflection and Self-Assessment

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

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

Supporting Practices

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

• Yoga - Walking - Writing - Meditation - Mindfulness

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

The Role of Career Coaches

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

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

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

Dealing with Grief and Identity Shifts

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

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

Taking Concrete Actions

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

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

Personal Branding in the AI Era

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

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

Optimizing for Fulfillment

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

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

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

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

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

https://followthepodcast.com/hrcoe

https://lovethepodcast.com/hrcoe

https://castfeedback.com/hrcoe

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Episode Summary

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

Key Points:

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

Broader Implications:

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

Additional Library Resources:

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

Call to Action

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

This episode provides valuable insights for anyone looking to enhance their Pinterest marketing strategies and balance their personal and professional lives. Pin Potential | Pinterest Marketing Education | Meagan Williamson - Pin Potential Meagan Williamson - Pinterest https://www.linkedin.com/in/meagan-williamson-pinterest/ Grow Your Pinterest Audience Challenge - Meagan Williamson

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

This episode provides valuable insights for anyone looking to enhance their Pinterest marketing strategies and balance their personal and professional lives. Pin Potential | Pinterest Marketing Education | Meagan Williamson - Pin Potential Meagan Williamson - Pinterest https://www.linkedin.com/in/meagan-williamson-pinterest/ Grow Your Pinterest Audience Challenge - Meagan Williamson

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

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

What questions do you have after you listen?

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

This is the blurb I wrote:

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

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

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

Yes, please.

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

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

Find Karen on LinkedIn or her website.

Our previous episode was called A Rebel with a Cause.

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"Exclusion does not need a reason.

Just an excuse."

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

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

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

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

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

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

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

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

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

She is a LinkedIn Top Voice in Thought Leadership

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

Ludmila in the media:

Media Kit - The Canary Code

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

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

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"Exclusion does not need a reason.

Just an excuse."

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

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

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

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

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

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

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

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

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

She is a LinkedIn Top Voice in Thought Leadership

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

Ludmila in the media:

Media Kit - The Canary Code

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

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

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

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

Right To Disconnect Ontario Explained | Achkar Law

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

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

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

https://twitter.com/JeppeHansgaard

LinkedIn

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

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

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

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

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

Releasing in June, this episode is a nice preview.

ThreePercentRule - Innovisor SixChangeBlockers - Innovisor

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

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

I often think a lot about how lucky I am to have started my career with 25 ish years of in-office/store work, passive training, oversight, exposure via proximity, and camaraderie . This is by no means an anti-remote work thing, it's just an honest reflection on the head start being in a packed workplace from the age of 17 onwards. Something not everyone now gets. And yes I was lucky to feel like I (nearly) always worked at places that were high energy, that were dominated by quite supportive people, that I had great bosses, that had pretty motivated people, varied work, and the long hours were rewarding. But it wasn't 100% luck, it was a concerted effort to pick places on the basis of how I'd develop, not what I'd get paid. And I'm not suggesting companies should resort to 100% in person work, but I do think they should focus on creating environments where people feel a part of something, and supported.

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

Tom asked me something which stopped me short.

"Why didn't you leave?"

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

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

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

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

1. Resilience and Adaptability:

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

   • Navigating Career Transitions:

   • Job markets fluctuate, and qualifications alone may not guarantee success. Your experience transitioning between industries highlights this.

   • Lesson: Be open to learning new skills and consider transferable abilities when changing careers.

   • Advocacy and Impact:

   • Your advocacy for hybrid remote work made a difference. You were a pioneer in promoting flexible work arrangements.

   • Lesson: Advocate for positive changes in your workplace or industry, even if it challenges the status quo.

   • Mindset Matters:

   • Mindsets shape our experiences. Facing layoffs and industry shifts, maintaining a positive outlook is essential.

   • Lesson: Cultivate a growth mindset, stay adaptable, and view setbacks as opportunities for learning.

   • Balancing Personal and Professional Life:

   • Juggling personal challenges alongside work can be tough. Your story underscores the importance of balance.

   • Lesson: Prioritize self-care, seek support, and recognize that life events impact professional performance.

   • Unique Paths to Success:

   • No two journeys are alike. Your unconventional path—through recessions, accidents, and losses—led you to where you are today.

   • Lesson: Embrace your unique journey, celebrate achievements, and learn from setbacks.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Coffee Badging: A Trend in Hybrid Workplaces

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

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

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

1. Forced Office Return: Many employees harbor reservations about returning to the office. Some workplaces have become toxic due to disgruntled colleagues. Even those who don’t mind being in the office engage in coffee badging to avoid the negativity. The key question: Are they still productive elsewhere? How does this impact the team relationships and trust?1.
2. Rewarding the Wrong Behavior: Some companies inadvertently reinforce the idea that visibility equals success. Employees feel pressured to be seen physically, even if it doesn’t enhance productivity. Managers who prioritize presence over results inadvertently encourage coffee badging. The fix? Evaluate performance based on effort and outcomes, not mere face time1.
3. Deviant Conformity: Coffee badging falls into the category of deviant conformity. Employees conform to the letter of the policy (swiping in) while flouting its spirit (not fully engaging in office work). This behavior often arises from dissatisfaction with poorly designed policies. Organizations should revisit their mandates to ensure alignment with employee needs and expectations1.

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

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

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

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

Join us to understand why. Also, check out Gavin's newsletter on LinkedIn. He is a visual thinker and although we forgot to talk about his artistic take on leadership, it's the doodles that make his newsletter resonate. There's a reason it's featured so often by LinkedIn editors. He works in partnership with Eugene Yoon to craft these visuals. - link at the bottom of the shownotes. Don't forget to rate, review and comment. We'd love to hear your insights and stories too. Gavin McMahon Gavin partners with clients to create tailored learning programs. He is rumored to build and run practical, entertaining workshops. He leads the development of newfangled leadership and customer experience products.

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

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

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

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

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

Gavin McMahon | LinkedIn

(1) fassforward: Posts | LinkedIn

Leadership & Storytelling Training | fassforward | New York

Foward Thinking - Gavin's LinkedIn newsletter

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

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

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

Join us to understand why. Also, check out Gavin's newsletter on LinkedIn. He is a visual thinker and although we forgot to talk about his artistic take on leadership, it's the doodles that make his newsletter resonate. There's a reason it's featured so often by LinkedIn editors. He works in partnership with Eugene Yoon to craft these visuals. - link at the bottom of the shownotes. Don't forget to rate, review and comment. We'd love to hear your insights and stories too. Gavin McMahon Gavin partners with clients to create tailored learning programs. He is rumored to build and run practical, entertaining workshops. He leads the development of newfangled leadership and customer experience products.

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

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

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

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

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

Gavin McMahon | LinkedIn

(1) fassforward: Posts | LinkedIn

Leadership & Storytelling Training | fassforward | New York

Foward Thinking - Gavin's LinkedIn newsletter

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

Here's the full newsletter that inspired this commentary:

Details of The Flexible Path Community

Here's the link to join:

The Flexible Path (mn.co)

Purpose:

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

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I've never had a guest write their own episode post so I decided to use it as shownotes. Richard Bukowski is a foresight facilitator and one of my futurist buddies. Check out his Linkedin and website: (1) Richard Bukowski | LinkedIn Richard Bukowski.com https://open.substack.com/pub/richardbukowski/p/help-ill-be-so-old-in-10-years-please?r=ehqlp&utm_medium=ios&utm_campaign=post I'm excited to announce I'll be appearing as a guest on the Hybrid/Remote Centre of Excellence podcast this Thursday! Link: https://lnkd.in/ezZZuZkM As many companies explore flexible and remote work options, Hybrid/Remote Centre of Excellence convenes great minds across various fields like cultural changes, urban planning, economics, and technology to have thoughtful discussions on how we can promote work-life harmony for the modern hybrid workforce. I'll be joining host Nola Simon to share my multi-lens perspective on why business leaders and people managers should be focusing much less on outdated norms around in-office work. Instead, we need to optimize talent, flexibility, employee empowerment and outputs versus office attendance. I'm looking forward to diving deeper into Future Thinking and the opportunities hybrid working unlocks across areas like: 🔌 Smarter urban development 🌎 Digital nomadism 🧑‍🤝‍🧑 Multigenerational living 🗓️ The 4-day week ✈️ Travel and tourism 💰Guaranteed income initiatives The time is NOW to challenge long-held assumptions around location-dependent work and make hybrid workplaces centered on results, trust and flexibility the NEW normal - because it improves life across the board. Tune into Hybrid/Remote Centre of Excellence this Thursday to hear the full conversation. If the above resonates with you too, like and share this post with your network! Link: https://lnkd.in/ezZZuZkM Additional resources: https://www.npr.org/2023/11/30/1215460460/housing-seniors-affordable-harvard-report-baby-boomers

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

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

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

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

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Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode The week of American Thanksgiving is often a peak time for layoffs. It happened to me too - 3 years ago I was told my role was being restructured. Effectively it was a constructive dismissal. Best thing I did in the month before I was told about the restructuring? My performance review. This week, I’ll tell you how to use a performance review strategically. It’s a legal document with a lot of negotiating power that people overlook. #PerformanceReviews Chapters: 00:02:37 Driving Remote Work Success 00:03:56 Strategic Approach to Performance Reviews. 00:10:05 Leveraging Performance Reviews for Future Career Growth

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

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

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

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

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

Life happens.

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

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

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

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

I was the only person to respond.

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

So we decided to do a podcast about the topic.

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

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

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

Resume Services | Teachndo Career Consultancy | Ontario

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

Free 5-Day Career Workshop (linkedin.com)

FREE 5-DAY JOB SEARCH & CAREER WORKSHOP | Teachndo

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

This is an experiment - a repurposed LinkedIn audio room I recroded this morning. I stopped the recording before I invited anyone up on stage.

Here's the newsletter I wrote about the offer:

The thing about corporate budgets is that you have to use them, or you lose them.

A current state audit of your hybrid/remote strategy is an ideal way to resolve this issue and set your company up well for 2024.

What’s your vision for distributed work? I don’t mean right now but 5 or 10 years from now.

Do you want to be an employer of choice with a wildly successful company and people who are happy, healthy, and fully engaged in their work?

The decisions we make now about when, where, and how we work will inform the future of work.

It’s worth investing in.

Maybe you are confused by the constant headlines about huge employers implementing harsh return to office mandates. Is that the future? What data do you trust? Maybe you’ve implemented a strategy but it’s not working. Are people refusing to go to the office? Is there turnover? Are your people disengaged? Has trust in your leadership eroded?

Disengagement is an $8.8 trillion workplace problem according to Gallup. You aren’t alone.

What if I told you that it’s less about data and more about imagination?

What if I told you that you can set a course for the future of work you want to see and use the data along the way to adjust and adapt the strategy? Trends, scenario planning, strategic foresight all inform future-focused strategy.

You need to know where you are to see where you need to go.

That’s where the current state audit can help. Book your spot now.

What’s in the box?

• Strategic Kick Off Call
• Imagination training workshop for executive leaders
• 1:1 executive interview, small focus groups
• Assessment of employer brand and communications
• Overall Report
• Final Presentation of current state and recommendations for future action
• Next Steps Workshop
• 4-6 weeks
• $10,000

Fully remote, asynchronous except for the kick off call, interviews, final presentation, and workshop.

Company to assist with scheduling, provide all previous qualitative and quantitative assessments, engagement surveys.

Limited spots. Once limit reached, I will start a waitlist. Payment in 2023, work completed in 2024.

Who am I?

If you don’t happen to know me, I’m Nola Simon. I’m a hybrid/remote futurist located in Ontario, Canada. I’m an international B2B consultant who has advised hybrid/remote work teams for the last 10 years. I have the ear of senior transformation consultants and futurists around the world. I also host a chart topping podcast called the Hybrid/Remote Centre of Excellence with more than 70 episodes on leadership, management and career development – let’s co-create the future of work. It starts with hybrid/remote. Want to know more? Check out my website and my LinkedIn profile.

FAQs

Why Nola Simon Advisory instead of a big-name consulting firm?

I’ve been involved in strategically influencing hybrid/remote for 10 years. It’s the rare big firm consultant who ever worked outside of an office pre-pandemic. When you hire me, you get me and my experience. Big firms often have senior staff handle the sales presentations, but the junior staff do the work.

What do you know that we don’t?

I designed hybrid/remote strategy from the inside as an operations subject matter expert, an individual contributor. This means that my expertise is unconventional and very different from most consultants who either worked as traditional leaders or have an HR background. I’ve been called the voice of the employee, but I combine this with deep research into futurism, leadership, organizational design, and HR. My podcast is in the top 25 leadership podcasts all time. A short-term engagement is a great way for us to get to know one another - behaviour change takes 12-18 months.

Why an external consultant at all?

It’s hard to change a system when you work within it. Your employees work within a hierarchy and it’s sometimes hard to deliver hard messages when you are worried about your next performance review.

What will the outcomes and deliverables be?

• 2 presentations
• 2 workshops
• 1 report,
• 1:1 executive interviews, small focus group interviews

(the number of interviews and focus groups will depend on company size and will be negotiated)

If you’ve been stressing how to improve your distributed work strategy or worried that Amazon and Nike know something you don’t about return to office mandates, a current state audit can help you understand how your company is doing. If you’ve implemented a strategy already but feel it’s not quite right, we can look at how we can improve it even more. No one has all the answers about the future of work – each company needs a solution customized for them and their employees. It’s not a cut-and-paste type of problem.

Do the work now and you will set yourself up to achieve that vision of being an in demand, successful employer dedicated to the health and wellbeing of your employees.

I can help you. Book your spot now.

Don’t let your unused 2023 budget haunt your 2024.

Who doesn’t want to be known as a future-focused innovative and trusted leader?

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

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

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

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

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

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

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

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

Who Am I?

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

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

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

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

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

You don’t have to do it alone.

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

What you get when you work with me: * deep research * innovative thinking * leadership through storytelling * expertise in difficult conversations * future-focused creativity * initiative * accountability * employee perspective * co-creation * ability to operationalize change

How does my work make people feel? ´You are the voice of the unheard employee.’

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

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

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

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

FAQs:

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

Media:

Nola Simon media appearances

Podcast Guest Appearances:

Spotify podcast guest playlist - Nola Simon

Testimonials:

Read What People Say About My Work

Social Proof:

Subscribe to the newsletters:

Hybrid Remote Excellence - Substack

The Throughline Project - LinkedIn

Free Stuff:

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

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Follow the Podcast

Love the Podcast - Rate & Review

Email: nola@nolasimon.com

Phone: 905-960-6794

Website: www.nolasimon.com

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

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

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

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

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

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

https://www.instagram.com/thatlisabragg

https://www.lisabragg.com/

Bragging Rights Riff Tool: idea and content generation

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

Looking for info on Nola Simon?

Hire Nola Simon Advisory

https://www.nolasimon.com/

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

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

Ever wonder if book blurbs are worthwhile? A blurb is how I found David Burkus. My coach is Kerri Twigg and she has also been a guest on the show. When she published her book, she asked David Burkus to write a blurb. 2 years later, he's a guest on the podcast.

I also volunteered to be a beta reader for his new book Best Team Ever! I didn't manage to give him much useful feedback due to my schedule so the least I can do is help him promote it, right? It is a good book - David tells stories I've never heard before to explain how important trust, psychological safety and respect are to team work. The story of the Savannah Bananas stands out - who knew they now have an ESPN special? Sports stories of any sort normally bore me but this one is such a fun illustration of innovative and creative leadership.

Join us for this interesting conversation. I asked David some tough questions about the paradox of the Netflix culture of trust, AI, strikes and societal good.

David's most effective question? It involves Batman (not the George Clooney portrayal lol).

David's favourite vision for the future? It involves a red stapler and pop culture.

Chapters: 00:01:42 Discovering Hidden Gems: How a Blurb Led Me to an Awesome Author 00:05:20 The Savannah Bananas: The Rise of the Most Famous Baseball Team You've Never Heard Of 00:10:03 Culture and Purpose: How the Savannah Manage Defies Expectations and Thrives on Fun 00:13:42 The Ultimate User's Manual: Unlocking Effective Collaboration and Building Trust 00:16:47 Empowering Vulnerability: Choosing to Share and Build Trust 00:20:36 Stepping Up and Stepping Down: The Power of Service in Work and Life 00:22:24 Survival Mode: Navigating Financial Pinch and Tough Decisions in a Changing University Landscape 00:26:04 The Unconventional HR Approach: From Family to Sports Franchise 00:29:26 Unlocking Autonomy: The Real Debate for High Performance 00:30:29 Netflix vs. Writers and Actors: The Battle for Team Loyalty 00:33:44 Timing is Everything: The Paradox of a Company and the Power of No Rules 00:38:23 Unpacking the Power of Heroic Connections: Exploring the Superhero Stories that Resonate with Us

David Burkus bio:

As a sought-after keynote speaker and bestselling author, Dr. David Burkus has made a name for himself as a leading business thinker and expert in leadership and teamwork. With a focus on practical strategies and engaging storytelling, Dr. Burkus has helped organizations of all sizes achieve success through his keynote speeches, tailored to meet the specific needs and goals of each organization.

As a motivational speaker, Dr. Burkus inspires and empowers teams to unlock their full potential, driving lasting results for your organization. His keynotes are not only informative, but also entertaining and engaging, leaving a lasting impact on your team and creating a memorable experience. Dr. Burkus brings cutting-edge insights and expertise to your event, customized to meet your unique business needs, ensuring maximum impact and value for your investment.

With multiple bestselling books and global media recognition, Dr. Burkus’ insights on leadership and teamwork have been featured in major media outlets worldwide, including the Wall Street Journal, Harvard Business Review, and USA Today, among others. His TED Talk on the myths of creativity has been viewed by millions and showcases his ability to deliver impactful and engaging keynote speeches.

Dr. Burkus has worked with leaders from organizations across all industries, including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. He has also advised Fortune 500 companies on leadership and innovation, bringing his proven track record of success to your organization. Dr. Burkus is recognized as a top-rated business thinker and expert, bringing cutting-edge insights and strategies to your event to drive growth and profitability.

David Burkus Info:

https://davidburkus.com/

Instagram

LinkedIn

Twitter

YouTube

https://davidburkus.com/books/

Best Team Ever: The Surprising Science of High-Performing Teams: https://a.co/d/epCjjoi

Looking for info on Nola Simon?

Hire Nola Simon Advisory

https://www.nolasimon.com/

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

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

Ever wonder if book blurbs are worthwhile? A blurb is how I found David Burkus. My coach is Kerri Twigg and she has also been a guest on the show. When she published her book, she asked David Burkus to write a blurb. 2 years later, he's a guest on the podcast.

I also volunteered to be a beta reader for his new book Best Team Ever! I didn't manage to give him much useful feedback due to my schedule so the least I can do is help him promote it, right? It is a good book - David tells stories I've never heard before to explain how important trust, psychological safety and respect are to team work. The story of the Savannah Bananas stands out - who knew they now have an ESPN special? Sports stories of any sort normally bore me but this one is such a fun illustration of innovative and creative leadership.

Join us for this interesting conversation. I asked David some tough questions about the paradox of the Netflix culture of trust, AI, strikes and societal good.

David's most effective question? It involves Batman (not the George Clooney portrayal lol).

David's favourite vision for the future? It involves a red stapler and pop culture.

David Burkus bio:

As a sought-after keynote speaker and bestselling author, Dr. David Burkus has made a name for himself as a leading business thinker and expert in leadership and teamwork. With a focus on practical strategies and engaging storytelling, Dr. Burkus has helped organizations of all sizes achieve success through his keynote speeches, tailored to meet the specific needs and goals of each organization.

As a motivational speaker, Dr. Burkus inspires and empowers teams to unlock their full potential, driving lasting results for your organization. His keynotes are not only informative, but also entertaining and engaging, leaving a lasting impact on your team and creating a memorable experience. Dr. Burkus brings cutting-edge insights and expertise to your event, customized to meet your unique business needs, ensuring maximum impact and value for your investment.

With multiple bestselling books and global media recognition, Dr. Burkus’ insights on leadership and teamwork have been featured in major media outlets worldwide, including the Wall Street Journal, Harvard Business Review, and USA Today, among others. His TED Talk on the myths of creativity has been viewed by millions and showcases his ability to deliver impactful and engaging keynote speeches.

Dr. Burkus has worked with leaders from organizations across all industries, including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. He has also advised Fortune 500 companies on leadership and innovation, bringing his proven track record of success to your organization. Dr. Burkus is recognized as a top-rated business thinker and expert, bringing cutting-edge insights and strategies to your event to drive growth and profitability.

David Burkus Info:

https://davidburkus.com/

Instagram

LinkedIn

Twitter

YouTube

https://davidburkus.com/books/

Best Team Ever: The Surprising Science of High-Performing Teams: https://a.co/d/epCjjoi

Looking for info on Nola Simon?

Hire Nola Simon Advisory

https://www.nolasimon.com/

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

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

Today's podcasting experiment is repurposing a LinkedIn Live I did with Gillian Whitney and publishing the audio on my podcast. Kudos to Gillian for her generosity - she's been a guest on the podcast before. She tells me I have a standing invite to be on her show any time and the feeling is mutual.

Join Nola Simon & Gillian Whitney for an engaging chat about: Ghosts, Hallucinations & Other Scary Trust Leaps in Using AI for Research Trick or Treat? AI can a powerful tool, but it can also be dangerous. Why? Because AI has a tendency to hallucinate. It can take a kernel of truth and build out a fantasy, with the potential to impact your personal brand and reputation.

Nola Simon has found that the results of AI research can be very misleading. Which leads to questions about how AI is pulling its information and how to negotiate the disinformation? Based in Ontario, Canada, Nola is an international B2B consultant who has advised hybrid/remote work teams for the last 10 years. In addition to working with organizations, Nola runs the Hybrid/Remote Centre of Excellence community. This community is powered by her podcast of the same name, which focuses on co-creating the future of work.

Nola Simon is a pioneer of hybrid work and has been interviewed extensively in the media - newspapers, television, radio, magazines. She is a LinkedIn Community Top Voice for Organizational Development & Decision-Making. Whether you're a business owner, job seeker, or employee, we invite you to join us for: Ghosts, Hallucinations & Other Scary Trust Leaps in Using AI for Research.

Gillian Whitney is a LinkedIn Video Marketing Coach.

She believes every business professional needs to be using video to market themselves. Video boosts your online visibility, increases sales, and promotes your brand like no other marketing tool.

As a LinkedIn Video Coach, Gillian helps business professionals make videos in a way that is comfortable for them. She loves sharing Easy Peasy solutions to help folks get started with video.

Gillian is a citizen of 4 countries and a digital nomad. She currently resides in Las Vegas, with her husband and globe-trotting dachshund.

Gillian Whitney

VideoEasyPeasy.com

YouTube channel

https://www.youtube.com/videoeasypeasy

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

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

Karen Eber and I share an odd thing in common. We both have different coloured eyes. It's called heterochromia. Mine is caused by Waardenburg Syndrome - Karen's may or may not be related to eating green crayons. (Check out the cover of her book and the first story she tells - you'll understand).

On Twitter one day, we exchanged stories about people's reactions to our eyes.

"Did you know your eyes are different colours? (Gee, I must have missed it in the mirror.)

"You look like my husky." (Ummm thanks? Not exactly though people love their dogs.)

"You are like David Bowie." (Ummm no. He had an enlarged pupil as the result of a fight.)

It's the type of uncommon experience that bonds across time and space.

That's how it started but we have other things in common like a passion for improving workplace culture and storytelling. Karen has written a fabulous new book called A Perfect Story and I invited her to tell us some of the best stories. We talk about the discipline needed to weave stories to make effective points - her book is a great example of how you don't need more stories to illustrate your theories. Storytelling can be manipulative with the wrong intentions and we talk about return to office mandates to illuminate this point.

Learn more about Karen Eber's book: The Perfect Story: How to Tell Stories that Inform, Influence, and Inspire, (HarperCollins, Oct 2023)

Watch Karen Eber's TED TALK

Sign up for Karen Eber's newsletter

Subscribe to Karen Eber's YouTube Channel

Consulting Services - Hire Nola Simon Advisory

https://www.nolasimon.com/

Nola Simon's Linkedin Profile

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Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode When Anna Burgess Yang wrote about starting a new series called Perspectives, encouraging people to share their experiences of work so we can learn from them and create better and healthier workplaces in the future, I volunteered to be interviewed. Anna is a writer as well as an automation expert and I adore her work. We came up with the idea that she would write the article but I would interview her for the podcast and then we would publish the same day. A version of cross-promotion - it's not the same content. In fact, I have not yet read the article Anna has written though she recorded the podcast to use that to write the final version. I'm excited when creative people talk about doing things differently. If we never talk about negative experiences, how can we learn from them? It's not gossip, it's not ill will. It's a desire to craft a better environment and to encourage others to do the same. A guiding principle for futurism is that if you want to imagine 10 years in the future, examine 20 years in the past. The conversation also includes a discussion about writing and the future of AI, the benefits of automation - if you want to learn how to repurpose, Anna has amazing resources for that on Medium, Linkedin, Substack etc. She's everywhere. She uses AI and automation as tools to save her time and she's constantly learning and sharing her insights. Here are some of Anna's articles: The end of a job: an untold story Perspectives: Global Remote Work How to Automate Your Content Repurposing in 5 Steps (From Someone Who Has Done It!) Anna Burgess Yang is a former product manager turned content marketer and journalist, based in a suburb of Chicago. As a niche writer, she focuses on financial technology. And as a self-proclaimed workflow geek, she is obsessed with tools and automation. Find her at annabyang.com. Fintech + Product Writer Schedule a Meeting This podcast is wholly owned and funded by Nola Simon. Consulting Services - Hire Nola Simon Advisory Nola Simon's website - check out her speaking offers, workshops and community Connect with Nola Simon on LinkedIn Nola's Substack Listen, rate and review the podcast on Goodpods Find the Hybrid/Remote Centre of Excellence podcast on your favourite player

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

Mitch Weisburgh is the founder of Academic Business Advisors, a company that helps organizations create educational products that prepare kids for the future.

Most of the time when I speak to Mitch it's as part of my futurist buddy group. We rarely spend time on titles - we are too busy talking ideas. Our conversations are far reaching, imaginative and often surprising. Mitch actually made my jaw drop during this episode - on the topic of challenging the status quo. I appreciate him precisely because he challenges my thinking.

Key takeaways:

• Mindset is the way we see ourselves and the world, and it influences our behavior and outcomes.
• Sense making is the process of creating meaning from information and experience, and it involves being aware of our biases, assumptions, emotions, and perspectives.
• Sense making can help us overcome cognitive traps, such as confirmation bias, availability bias, anchoring bias, and framing effects, that can lead us to make poor decisions or judgments.
• Sense making can also help us be more flexible, adaptable, creative, and resourceful in facing challenges and opportunities in a rapidly changing world.
• Sense making can enhance our communication and collaboration with others by helping us empathize, listen, ask questions, give feedback, and resolve conflicts.

Awesome quotes:

• “Education should be the way that we are preparing the next generation to assume their roles as adults.” - Mitch Weisberg
• “I’ve always been interested in how our minds make sense of situations.” - Mitch Weisberg
• “The brain has evolved to make decisions rapidly. How those rapid decisions very often lead us astray. How we can be aware when they lead us astray. How to prepare to be more flexible if we’re drawn off course. How to self correct. So that we’re more resourceful. How to deal with other people who are also making quick decisions and probably also being led astray.” - Mitch Weisberg
• “Sense making is not something that you do once. It’s something that you do continuously.” - Mitch Weisberg
• “The future is not something that happens to us. It’s something that we create.” - Nola Simon

twitter: weisburghm blog: http://academicbiz.typepad.com Mitch Weisburgh | LinkedIn

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

If you've got a concern about errors and inaccuracies in AI output, how do you address it?

To my knowledge, there is not yet a solution for AI hallucinations.

I recently wrote a newsletter on LinkedIn and Substack about my concerns about inaccuracies and pure fantasy I discovered using Bing powered by ChatGPT-4. This is a verbal analysis of my thought process of why I wanted to pursue this question.

I'm including the text of the newsletter for reference.

The Seeds of Curiosity One of my first podcast episodes was about AI use in HR - recruiting and retention, upskilling etc. Although Todd Raphael changed jobs, he allowed me to retain the episode (thank you, Todd). It was really useful because it made me curious to learn more.

I started investigating Canadian companies doing the same sort of work and I discovered Plum.IO. I created a profile and though it wasn't bad, there were several things I thought were inaccurate. You can read my Plum profile here.

To be clear, I like a lot of it. My top talents are embracing diversity, innovation and decision making. It describes me as Influential, dominant, persuasive, authoritative, and self-confident. I'm also curious, analytical, reflective, imaginative, and creative as well as receptive, adaptive, flexible, unconventional, and reflective.

I agree with these statements: Nola is:

• Good at knowing what to say to make people feel included and accepted.
• Exceptional at adapting to a wide range of people and being open to different values and personalities.

Nola is:

• Extraordinary at working with abstract ideas and developing unconventional solutions.
• Exceptional at being receptive to different ideas and flexible to changing demands.

Nola is:

• Extraordinary at critically evaluating information, generating solutions, and using facts and logic to support decisions.
• Excellent at expressing opinions and taking control of a situation.

I have an issue with several of these statements:

Professionally, Nola is: A good fit for roles with clear and attainable goals. A good fit for roles that are unlikely to have many unexpected problems or changes in how the work gets done. A very good fit for work that is not stressful or rushed. A very good fit for roles that measure success on the volume of work completed. The hybrid/remote and the future of work is not clear, it's likely to have many unexpected problems and changes, it can be stressful and how do you measure the volume of work completed? This is not describing me or the work I do at all.

To me, this was picking up my long history in customer service and attributing the ideal work to my history. I was curious how the AI was determining this output and so I asked the CEO to be on my podcast. I had questions.

How does the AI pull information and create the output?

How do you fix output you feel is inaccurate? What recourse is there?

How would employers view this and how would a candidate counter misinformation provided by AI in an interview situation?

What protections do you have in place to guard against bias?

If I could see this many problematic issues just on my profile, how would this look for others? What happens if you don't have 2 decades of experience? What if you are an immigrant?

The Plum CEO initially responded but has since ghosted me. We were actually on the same stage at Elevate Festival last September - I did send her a message asking to meet. She walked right by me - she presented with a VP of Scotiabank right before my speaking gig. Scotiabank doesn't use resumes anymore - they use Plum. This is not a future of work issue. This is a now issue. It's real, it's happening already.

Although I'm happy to chat with the CEO if she approaches me, I'm not going to pursue it further. This is the story I have. The questions remain. AI is a content track for Elevate Festival this year again, as is the future of work. Hopefully Jared Lindzon or Douglas Soltys has an opportunity to pose some of these questions to the AI experts in attendance.

Who Can It Be Now? AI has a tendency to hallucinate. I recently discovered you can enable ChatGPT-4 when you use Bing. I like Bing because it uses the internet.

A few weeks ago, I interviewed Cher Jones about personal branding. Just before our call started, I searched her on ChatGPT-3. It was a decent summary. I looked for myself and it told me it knew nothing about me but the data was only accurate until September 2021. As far as it was concerned, I was a private person.

Which made me wonder where it gets it's information. I've been on most social media platforms since 2011. It's clearly not valuing social media as a source. From the research I've done over the last few weeks, it seems to value books, websites and public media.

How do you build a personal brand when you can't see inside the box?

Who Are You? Who, Who? AI has a tendency to hallucinate. I recently discovered you can enable ChatGPT4 when you use Bing. I like Bing because it uses the internet. Yesterday I asked: tell me about Nola Simon’s media appearances. Can you spot the things that aren’t true or completely accurate? Two people I know fairly well played along. One told me that she felt the list was pretty impressive and credible and the other person was able to spot most of the inaccuracies. Another person on Threads told me that she would have no way of knowing what was true and what wasn't. No surprises the people on LinkedIn know more about me than the people on Threads.

I've quoted what Bing wrote below. Can you spot the things that aren’t true or completely accurate?

Probably you can't without doing deep research. Due diligence would demand you verify each statement. How time consuming. I'll break it down for you.

Sweet, Sweet Fantasy, Baby Nola Simon has been featured in various media outlets, such as:- Newspapers: She has written articles for The Globe and Mail, The Toronto Star, The National Post, and The Financial Post on topics such as hybrid work, employee wellness, and leadership¹².- Television: She has appeared on CTV News, CBC News, Global News, and BNN Bloomberg as an expert on hybrid and remote work, and the future of work¹².- Ra. Itdio: She has been interviewed on CBC Radio, AM640, and SiriusXM Canada Talks on how to navigate the changing world of work, and how to have difficult conversations with employers and employees¹².- Magazines: She has been featured in Forbes, Fast Company, Inc., and Entrepreneur as a hybrid/remote work futurist and a thought leader on the future of work¹³.- Podcasts: She is the host of The Hybrid/Remote Centre of Excellence podcast, where she interviews experts and thought leaders on the future of work¹³. She has also been a guest on several podcasts, such as The Change Zone, Work Life Bloom, and The Janus Oasis². Let's take it section by section.

All of the real interviews can be found on my media page on my website.

Newspapers - Newspapers: She has written articles for The Globe and Mail, The Toronto Star, The National Post, and The Financial Post on topics such as hybrid work, employee wellness, and leadership. I didn't write any of the articles mentioned. I was interviewed by talented journalists like Rosa Saba Clarrie Feinstein and Déjà Leonard. It misses an article by CBC Geoff Nixon. It doesn't mention The Toronto Star at all. I've never been interviewed by The National Post or The Financial Post although I realize some articles are distributed. The recent article Rosa Saba wrote for The Canadian Press was published by 37 different outlets and audio clips also ran across Canadian radio.

These inaccuracies in the AI output only highlight why we need human journalists who do deep research and investigation. We also need the editors and producers who do the background work, planning and strategy. I have learned a lot about media since last year and I have nothing but respect for the work.

We need brave, human journalists who invest the time and effort to tell real stories.

- Television: She has appeared on CTV News, CBC News, Global News, and BNN Bloomberg as an expert on hybrid and remote work, and the future of work¹² Television I have appeared on CTV News - TV was actually my first media interview thanks to Beth Macdonell. I have not appeared on television for CBC News, Global News or BNN Bloomberg. If they care to have me, I'd love the opportunity but this is fake news, AI-style.

Radio - Radio: She has been interviewed on CBC Radio, AM640, and SiriusXM Canada Talks on how to navigate the changing world of work, and how to have difficult conversations with employers and employees. So radio is the most complex media. I had no idea until I started doing interviews for CBC Radio. It's hard to know when the shows will air - the only time I knew for sure was the day I did a series of live interviews across Canada. CBC Spark with Nora Young goes live on Sundays at 1 pm but also publishes as a podcast. They do have a channel on SiriusXM but I have not been interviewed for a show called SiriusXM Canada Talks and I've not been on AM640 to my knowledge. As I mentioned, Canadian Press distributed audio clips from my recent interview but it's almost impossible to know which stations broadcast those.

Magazines - Magazines: She has been featured in Forbes, Fast Company, Inc., and Entrepreneur as a hybrid/remote work futurist and a thought leader on the future of work. Pure fiction.

The closest I came to being published in a magazine is the interview with Wendy Helfenbaum for a digital publication called Reworked but is that considered a magazine or a newspaper? Not sure. I would call it digital media but there is no category for that and Bing didn't pick this up at all. It also didn't pick up any of the quotes I gave Terkel (now Featured).

Podcasts Although I have a Spotify playlist with all my guest podcast interviews, Bing didn't use that as a resource at all.

- Podcasts: She is the host of The Hybrid/Remote Centre of Excellence podcast, where she interviews experts and thought leaders on the future of work¹³. She has also been a guest on several podcasts, such as The Change Zone, Work Life Bloom, and The Janus Oasis. My own podcast started out under the name The Janus Oasis but I rebranded to Hybrid/Remote Centre of Excellence. I've done several episodes for The Change Zone with Gail McDonald - PCC and Susan Sneath so I'm happy to see that show listed but the most interesting fallacy is the Work Life Bloom show.

It doesn't exist.

Dan Pontefract is publishing a new book called Work Life Bloom which comes out in October in Canada and November for the rest of the world. He has been a guest on my podcast but I have not been a guest on his podcast. His podcast is called Leadership Now. This is the most creative AI hallucination. And the most worrisome. It takes a kernel of truth but builds out a fantasy. It seems plausible. Maybe you've seen some of Dan's advertising for the book. It's credible he might have a podcast of the same name. Dan is also a main stage speaker at Elevate Festival this Wednesday. Perhaps you can ask people how this output would have been created, Dan?

Call To Action We need more information about how AI is pulling information. The hallucinations have the potential to impact personal branding and reputation. We need to ask questions and we need to understand how we fix the hallucinations. If we can't fix them, we need to know how to clarify the facts. We need to know how to negotiate disinformation.

How can we possibly use this for HR when there is no answer on what is causing the hallucinations or how to fix them?

In short, we need to know who and what to trust.

Published by Nola Simon Rethinking hybrid/remote through a trust lens|LinkedIn Top Community Voice Decision Making, Organizational Development|Organizations hire me to make hybrid/remote work just work|Transforming strategy♟️into magic 🪄 Published • 5d 34 articles In honour of Elevate Festival which runs September 26-28, 2023 this week in Toronto, I have some stories and questions about AI. I'd love your insights. Please read and tag any experts you think could help answer these questions. #AI #hallucinations #media #personalbranding #journalism #HR #recruiting #humans #elevatetechfest #inspiration #motivation #toronto #cityoftoronto #entrepreneur #leaders #tech #innovation #womeninbusiness #businessowner #keynotespeaker #career #careerdevelopment #moneymindset #financialfreedom #financialindependence #artificialintelligence #technology #future #futurist #femaleentrepreneur #elevatefest2023

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"Better branded people get better jobs." - Cher Jones I first discovered the power of personal branding when I tried to move internally at the company I worked for 17.5 years. I worked in the US division for 16 years and I wanted to move to the Canadian division to make sure that my work experience was relevant in Canada. It was like I had moved to Boston for 16 years - the Canadian division kept declining me because they didn't understand my skills and abilities. Some didn't even know that the company had US division workers in Canada. I started using internal communication and collaboration tools like Yammer and became active on Linkedin. I volunteered for hackathons, innovation challenges, ERG committees. It worked. I was able to move to the Canadian division, I won an award received by less than 1% of employees and I was asked to found and lead a new ERG for parents and caregivers when the pandemic started. As part of my career pivot, I wanted to deepen my understanding of personal branding and looked to Linkedin for experts. Cher Jones was one of the people I found. She comes from a TV background and runs the most useful and interactive Linkedin live shows around. Her audience engagement is off the charts and I've met some truly generous and interesting people in her comments. In fact, I met one of my first podcast guests through Cher - Renee Lindo (check out her episode - I think it's #3). These days, Cher is one of the few people I show up live for because the quality of her content is unmatched. We did a video version of this podcast so you get the full energy of Cher. The most fun part of this episode is when I remind Cher of a time when she caught the eye of the editor-in-chief of LinkedIn, Daniel Roth. He had put out a call for creators to watch and Cher championed herself. What was truly awesome was how much of her community came out to celebrate her and endorse her. It was wonderful to see her receive the support and accolades - reciprocity is a beautiful thing. She did indeed get named a Creator to Watch which opened up opportunities - a feature in a LinkedIn marketing piece and 3 LinkedIn Learning courses. It was huge validation of her work and confirmed for her audience and clients that her approach to personal branding works really well. Cher was able to give us the links to the 3 posts that make up this story. It's like a mini case study of your brand at work. Got through each post and read the comments. The honour and respect has in the industry is on full display. The people commenting are some of the top experts in the world - great people to follow as well. Feel free to share or comment on the posts to bring them back into the algorithm. They are so worthwhile and the information Cher provided is evergreen and still useful.

https://www.linkedin.com/pulse/whats-trending-linkedin-week-daniel-roth/

https://www.linkedin.com/pulse/top-trends-linkedin-higher-eds-hurting-travel-back-plus-daniel-roth

https://www.linkedin.com/feed/update/urn:li:activity:6914566445716697089/

Join us for this conversation. We touch on AI, JZ and the Spice Girls. And I can't miss this opportunity to ask you to tell me what you want, what you really, really want - don't forget to rate and review wherever you listen to your podcasts.

I'm your host, Nola Simon, a hybrid/remote futurist, an organizational consultant working with companies to create and implement hybrid/remote strategy that works well now but also sets the company and employees up for success in the future of work 5 or 10 years from now.

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"Better branded people get better jobs." - Cher Jones

I first discovered the power of personal branding when I tried to move internally at the company I worked for 17.5 years. I worked in the US division for 16 years and I wanted to move to the Canadian division to make sure that my work experience was relevant in Canada. It was like I had moved to Boston for 16 years - the Canadian division kept declining me because they didn't understand my skills and abilities. Some didn't even know that the company had US division workers in Canada. I started using internal communication and collaboration tools like Yammer and became active on Linkedin. I volunteered for hackathons, innovation challenges, ERG committees. It worked. I was able to move to the Canadian division, I won an award received by less than 1% of employees and I was asked to found and lead a new ERG for parents and caregivers when the pandemic started.

As part of my career pivot, I wanted to deepen my understanding of personal branding and looked to Linkedin for experts. Cher Jones was one of the people I found. She comes from a TV background and runs the most useful and interactive Linkedin live shows around. Her audience engagement is off the charts and I've met some truly generous and interesting people in her comments. In fact, I met one of my first podcast guests through Cher - Renee Lindo (check out her episode - I think it's #3). These days, Cher is one of the few people I show up live for because the quality of her content is unmatched. We did a video version of this podcast so you get the full energy of Cher.

The most fun part of this episode is when I remind Cher of a time when she caught the eye of the editor-in-chief of LinkedIn, Daniel Roth. He had put out a call for creators to watch and Cher championed herself. What was truly awesome was how much of her community came out to celebrate her and endorse her. It was wonderful to see her receive the support and accolades - reciprocity is a beautiful thing. She did indeed get named a Creator to Watch which opened up opportunities - a feature in a Linkedin marketing piece and 3 Linkedin Learning courses. It was huge validation of her work and confirmed for her audience and clients that her approach to personal branding works really well.

Cher was able to give us the links to the 3 posts that make up this story. It's like a mini case study of your brand at work. Go through each post and read the comments. The honour and respect has in the industry is on full display. The people commenting are some of the top experts in the world - great people to follow as well. Feel free to share or comment on the posts to bring them back into the algorithm. They are so worthwhile and the information Cher provided is evergreen and still useful.

if I could choses a song for this I'd pick This Is How We Do It by Montell Jordan. I recommend listening while you read the posts:) You are welcome for the earworm.

https://www.linkedin.com/pulse/whats-trending-linkedin-week-daniel-roth/

https://www.linkedin.com/pulse/top-trends-linkedin-higher-eds-hurting-travel-back-plus-daniel-roth

https://www.linkedin.com/feed/update/urn:li:activity:6914566445716697089/

Join us for this conversation. We touch on AI, JZ and the Spice Girls.

And I can't miss this opportunity to ask you to tell me what you want, what you really, really want - don't forget to rate and review wherever you listen to your podcasts.

I'm your host, Nola Simon, a hybrid/remote futurist, an organizational consultant working with companies to create and implement hybrid/remote strategy that works well now but also sets the company and employees up for success in the future of work 5 or 10 years from now.

Consulting Services

www.nolasimon.com

Nola Simon’s LinkedIn profile

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Linkedin recently announced it will remove the location field from the individual profiles and I found the reaction fascinating.  I have lived in a location most of my life that has been more of a barrier to my career than it's been a boon so I liked this announcement.  People discriminate and exclude you when they find out how far away from the city you live.  I've lived this all my life

Today's question:.  

What if we removed location as a filter when considering how we network and how we hire?

How does this impact decision making?

What do you learn if you allow yourself to engage and learn from people who live outside the geographic bubble you've created for yourself? This is proximity bias we don't discuss much as a society.

What if skills and abilities take priority over location? 

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Your mission, should you choose to accept, is to listen to the emotions.

RTO is happening right now but it won't always feel the same or be the same. It's failed at least 5 times already. What would you love to see happen in the future? Sure it feels like two steps back right now but what can you achieve by strategically negotiating and adapting now in exchange for a future that looks closer to your ideal?

What will this look like 5 or 10 years from now?

I'm Nola Simon. I'm a hybrid/remote futurist - an international B2B consultant who has advised hybrid/remote work teams for the last 10 years (well before it was a daily headline).

My deep expertise in hybrid/remote strategy & operations as well as employee advocacy means that she has been interviewed extensively in the media - newspapers, television, radio, magazines. She spoke at a world-class conference about the positive impacts of hybrid/remote on work and wellness. She is well-connected and has the ear of senior transformation consultants and futurists around the globe.

In addition to working with organizations, I run the Hybrid/Remote Centre of Excellence, a membership designed to support & inspire C-Suite, HR experts and leaders. This cutting edge resource is powered by my podcast of the same name - 60 episodes & counting & thousands of downloads. I’m focusing my efforts on becoming one of the best resources for B2B hybrid/remote education today.

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

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Karen Ferris is a kindred spirit. She lives 14 hours away on the other side of the world from me in Melburne, Australia, but when you listen to us talk, we laugh a lot. It's not that the topic is silly but more that is so nice to chat with someone with such a similar mindset towards change, leadership and the future of work.

The work that we both do challenges the status quo and established mindsets. That's why Karen's brand statement resonates so much with me. She truly is a rebel with a cause. She doesn't seek change just for the heck of it but rather with the intentional and meaningful goal of making work and life better. The way things have always been done isn't the way they always need to be done. Karen mentioned a quote and book title from Marshall Goldsmith during our episode - what got you here won't get you there. We need to use imagination and creativity to lead differently. We have to unlearn what used to work and relearn what will work and keep repeating that process in the face of constant change.

In this episode, we talk about high profile examples of companies doing remote well and companies mishandling return to office. Karen shares some detailed analysis she has done comparing the financial results and employee engagement results of companies both in favour and against distributed work (spoiler alert - RTO mandates aren't good for the bottom line).

And in a new feature for the podcast, we talk about the best questions to ask and our favorite vision for the future of work.

Karen Ferris | LinkedIn

Karen Ferris | Blog | Leadership | Change | Resilience — Karen Ferris

Your Stance on Remote Work Has Consequences — Karen Ferris

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"🌟 Discover the truth about work-life balance! 🤔 Join us on an inspiring journey as we debunk the myth and explore the power of agency in Work Life Bloom. 🌸✨ Kudos to Dan Pontefract for shining a light on resilience and redefining success. 🙌 #WorkLifeBalance #Resilience #Agency" #WorkLifeBloom #FindingAgency #ShiningALight #HarrowingJourney #PerseveranceAndResilience #HatTipped #Resilience #NoWorkLifeBalance #WorkAndLifeIntegration #WorkLifeBalanceJourney

Dan Pontefract is a renowned leadership strategist, author, and keynote speaker with over two decades of experience in senior executive roles at companies such as SAP, TELUS, and Business Objects. Since then, he has worked with organizations worldwide, including Salesforce, Amgen, the State of Tennessee, Nestlé, Canada Post, Autodesk, BMO, the Government of Canada, Manulife, Nutrien, and the City of Toronto, among others.

As an award-winning and best-selling author, Dan has written five books: WORK-LIFE BLOOM, LEAD. CARE. WIN., OPEN TO THINK, THE PURPOSE EFFECT, and FLAT ARMY. Dan also writes for Forbes, Harvard Business Review, and other outlets.

Dan is a renowned keynote speaker who has presented at four TED events and has delivered over 600 keynotes . He is an adjunct professor at the University of Victoria’s Gustavson School of Business and has received over 25 industry, individual, and book awards.

Dan’s career is interwoven with corporate and academic experience, coupled with an MBA, B.Ed, and multiple industry certifications and awards. Notably, Dan is listed on the Thinkers50 Radar, HR Weekly’s 100 Most Influential People in HR, PeopleHum’s Top 200 Thought Leaders to Follow, and Inc. Magazine’s Top 100 Leadership Speakers.

Leadership Now - Dan Pontefract's podcast

Contact Dan Pontefract

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I expected that this episode would be a conversation about leadership development, maybe with some talk of Sarah's book Don't Feed The Elephants and how leadership in hybrid/remote needs to be different from what we've always done. Sarah started the conversation with "I'd really like to talk about retaliation."

Wow. That's not a topic most people acknowledge as reality in work and to have a whole discussion centred on that? Yes, please.

This is why I don't script my podcast. If I had planned every question, this episode wouldn't exist. There are lots of stories to give context to the issues we are highlighting.

I'd love to know your thoughts. Don't hesitate to comment on social or write a review.

Sarah Noll Wilson, Inc. is who you call when you’re ready to do the hard work of leading yourself and leading others.

Sarah Noll Wilson, Inc. is on a mission to help leaders build and rebuild teams. Our goal is to empower leaders to understand and honor the beautiful complexity of the humans they serve. We create a safe, honest environment, preparing people to deal with real-world conflict, have more meaningful conversations, and create purposeful relationships. Working with CEO's, HR leaders, and organizations that care deeply about their employees and understand the connection between employee development, employee satisfaction, and organizational success, Sarah Noll Wilson, Inc. specializes in transforming relationships from good to great. 

Through her work as an Executive Coach, an in-demand Keynote Speaker, Researcher, Contributor to Harvard Business Review, and Bestselling Author of “Don’t Feed the Elephants”, Sarah Noll Wilson helps leaders close the gap between what they intend to do and the actual impact they make. She hosts the podcast “Conversations on Conversations”, is certified in Co-Active Coaching, Conversational Intelligence, and is a frequent guest lecturer at universities. In addition to her work with organizations, Sarah is a passionate advocate for mental health. 

With 15+ years in leadership development, Sarah earned a Master's Degree from Drake University in Leadership Development and a BA from the University of Northern Iowa in Theatre Performance and Theatre Education - no wonder clients love the energy she brings to their teams! When she isn't helping people build and rebuild relationships, she enjoys playing games with her husband Nick and cuddling with their fur baby, Sally. 

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Pamela Kellert has a background in strategy and she brought this to the podcast prep with a 2 page document outlining the topics she hoped we could cover. It's a thing of beauty, covering leadership development while working hybrid/remote, culture, opportunities for women and minorities and a detailed chart of how improved leadership is a benefit and opportunity for organizations.

Pamela and I met during YouMap coach certification training and I was drawn to her intentional and thoughtful leadership approach. I knew she was based in Germany but the true scope of her global network was not something I understood until this podcast conversation. Like me, she was working in distributed teams well before the pandemic and remembers how much we had to MacGyver to make the technology and the teams work.

Pamela Kellert bio and contact info:

Pamela Kellert helps female professionals in STEM sectors thrive in leadership roles. She is a seasoned Strategic Leadership Expert with over 16 year’s experience working in Strategy, Business Development and Project Delivery, heading diverse teams at leading organisations across Australia, Asia, Europe and North America. She has managed complex engineering projects and profit & loss responsibility of over $100 million with a team of over 100 employees. As a leadership coach, Pamela supports women on various experience levels to lead effectively and authentically.

Pamela Kellert | LinkedIn

Women Leading in STEM By Pamela Kellert

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Jen Warrington and I used to work for the same company but never knew each other except via LinkedIn. We have a similar experience with working hybrid/remote for many years before the pandemic and in being restructured. She was laid off in March of 2020 and I was gone December 2020. It's been fascinating watching her build her business and how she incorporated the past into the future. We talk about all things hybrid/remote, the shift from being a corporate employee to being CEO and her approach to recruiting.

Jen Warrington | LinkedIn

The Fusion Group

Jen Warrington Jen is THE ‘go-to’ for all things career strategy and recruitment. Never one to follow a traditional path, Jen holds space for others to dream a little, think about possibilities that once seemed non-existent and for business clients, shows them that the hard to fill positions are where she thrives. Starting in the recruitment industry in 2007 and founding The Fusion Group Inc. in 2020 (during a pandemic no less!) Jen has found her niche and the work she does lights her up every single day!! A mom of 2, a wife of 1 and a fanatic of all things Raptors, Blue Jays, FRIENDS reruns and White Point Beach in Liverpool, NS, her goal is to help people find careers they love with companies they thrive with and helping them figure out how to get there with ease and confidence. You are most likely to find her in a hockey rink (she’s the one you hear cheering the loudest), watching her youngest flip and dance her way through life or sitting in her car listening to 90’s music while answering emails.

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I met Amanda Lewis in a meditation class with my coaching and podcast guest Kerri Twigg. Amanda edited Kerri's book as well as Leslie Ehm's book. I'm fascinated with network science and how people come to know one another. When I found out Amanda was publishing her own book, Tracking Giants, I knew I wanted to talk to her about the process of writing a book as an editor, the practices that support her creative process and her West Coast remote working lifestyle.

This conversation was a lot of fun - if you've never heard my loud laugh you will:) I realized right at the end that Amanda's publishing date is personally relevant to me as well - I get to sprinkle my mom's magic and send beautiful success vibes Amanda's way.

About Tracking Giants - available for pre-order now

A funny, deeply relatable book about one woman’s quest to track some of the world’s biggest trees.

When she first moved back west after nearly a decade away, Amanda Lewis was an overachieving, burned-out book editor most familiar with trees as dead blocks of paper. A dedicated “indoorswoman,” she could barely tell a birch from a beech. But that didn’t stop her from pledging to visit all of the biggest trees in British Columbia, a Canadian province known for its rugged terrain and gigantic trees.

The “Champion” trees on Lewis’s ambitious list ranged from mighty Western red-cedars to towering arbutus (madrone). They lived on remote islands and at the center of dense forests. The only problem? Well, there were many…

Climate change and a pandemic aside, Lewis’s lack of wilderness experience, the upsetting reality of old-growth logging, the ever-changing nature of trees, and the pressures of her one-year timeframe complicated her quest. Burned out again—and realizing that her “checklist” approach to life might be the problem—Lewis reframed her search for trees to something humbler and more meaningful: getting to know forests in an interconnected way.

Weaving in insights from writers and artists, Lewis uncovers what we’re really after when we pursue the big things—revealing that sometimes it’s the smaller joys, the mindsets we have, and the companions we’re with that make us feel more connected to the natural world.

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Marti Konstant and I share an interest in futurism and shifting mindsets to help people succeed in the future of work. In this episode, we talk about the importance of being adaptable, combining your existing skills and interest to create innovative new ones and how to experiment with AI and why it's important to at least consider how you'd use it.

Marti Konstant is a workplace futurist with an agile mindset. She is a career growth analyst, author, speaker, and founder of the Happy Profitable Employee Project™.

An early adopter of workplace trends and technology change, her career path includes: artist, designer, entrepreneur, technology marketing executive, business advisor, and investor. Starting her profession in the tech sector launched a style of deliberate career growth, guided by personal preferences.

As a marketing professional, Marti managed marketing programs for companies like Samsung Mobile, Apple, Tellabs, Platinum Technology, Clear Communications, and Open Kernel Labs (OK Labs). As a chief marketer in the mobile security space, her digital demand generation and market awareness strategies resulted in the acquisition of OK Labs by General Dynamics

What started out as a quest to fine-tune her evolving career sparked a research project, workshops, and book, where future of work and career agility are central themes. Her story-driven book, Activate Your Agile Career: How Responding to Change Will Inspire Your Life’s work, is the result of 120 interviews and custom research.

She earned a Bachelor of Fine Arts in Graphic Design from the University of Illinois, and holds a Master of Business Administration from the University of Chicago Booth School of Business. A persistent optimist and prolific photographer, she lives in Chicago with her husband.

She is a runner, hiker, long walker, and avid photographer.

Other background if you want to add to podcast at the end: LinkedIn: https://www.linkedin.com/in/martikonstant/ Website: https://www.martikonstant.com/ Foundation article on agility: https://www.linkedin.com/pulse/what-career-agility-marti-konstant/

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Nikolas Badminton FRSA, Chief Futurist at futurist.com

Nikolas Badminton FRSA is a global futurist speaker that mentors top executives and the highest levels of government to explore desirable futures, anticipate unforeseen risks, and strengthen strategic planning.

He has spent 30+ years working with leadership at over 300 leading organizations at the frontline of foresight, strategy and disruption - including NASA, United Nations, Google, Microsoft, Intel, WM, HSBC, TD Bank, DISCOVER, American Express, Bank of Canada, Rolls Royce, Procter & Gamble, US Department of State, UK Home Office and many more.

Nikolas’ #1 best selling book ‘Facing Our Futures’ - released internationally on Bloomsbury Business - helps executives ignite curiosity and embrace futures thinking. The result is future preparedness, better strategic planning, more profit and growth.

Nikolas’ essential research has been featured by the BBC, VICE, The Atlantic, Fast Company, Business Insider, Forbes, Sunday Telegraph and many others. He appears on SIRIUSXM and CTV regularly, was a key advisor to the ‘Age of AI’ series with Robert Downey Jr, and appears in the Franklin Institute's series ‘2050’.

• Order Nikolas' new book 'Facing Our Futures' -
• Reach out to Nikolas
• LinkedIn

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It's rare that I get to speak to anyone with 54 years of experience but particularly rare when that person is a change leader - one of the first directors of transformation as far as I can tell. Rose Fass founded a company FassForward with Gavin McMahon McMahon 2 decades ago. We've never spoken but I got to know Gavin on LinkedIn last year (I was the first person to tell him about being featured by LinkedIn News - now that's a regular thing for him). Rose released a new book called The Leadership Conversation and you know what image is on the cover? Janus. Remember what my podcast was originally called? The Janus Oasis. Even our colour schemes are similar. My main colour is hot pink but turquoise is the secondary colour. So even though I almost never interview someone I don't know, I decided that Rose and I would be able to handle it. I pride myself on my conversation skills after all. We are both wired to find common ground - it's fascinating how we were able to find so much in common in a short conversation. There’s also a fun sidebar when Rose asks me about my hair. She was so thrilled with the stories she had to tell her assistant the story:) We talk about leadership, politics, reframing conversations. And stories! Stories galore. Gavin often quotes Jonathan Gottschall: "A story is a trick for sneaking information into the fortified citadel of the human mind." Listen to the end. Rose has fascinating insight into hybrid/remote strategy and what it's going to take to get resistant senior leaders on board. I love her specific examples. The episode was so fun I don’t want to hold it for a week until the rest are complete.

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Recently I had to sort through an ethical dilemma. I was approached by an organization to help with their return to office mandate. There was to be a keynote and a panel interview. It got cancelled yesterday but I still think it’s important to talk about my approach to resolving this conflict. If you know anything about my work at all, you know that I’m in favour of autonomy. Autonomy and mandates are polar opposites. As an external consultant, the organization was not coming to me to ask if I thought the mandate was a good idea. They were asking me to share my story. It took me 6 years to achieve a 4 day work from home schedule. I started advocating for it in 2011, we started a pilot in 2012. We lost it completely in 2013. After that, we added a day per year. I went from 5 days #wfh to 0. It was emotional. Traumatic even. It felt like loss. Anger, frustration, grief. Having to explain to my kids why I couldn’t see them for more than an hour a day was hard. I felt like an awful parent. But if I hadn’t lived this, I wouldn’t be doing what I do now. How did I shift from awful loss to opportunity? It’s one of the most powerful stories I tell. Not many people experienced a return to office mandate prior to the pandemic. So am I facilitating a return to office or am I helping people learn from my experience so they don’t suffer the way I suffered? That’s why I decided to do it. And then it got cancelled. Always the way lol. If you need help with return to office, I’m available. #storytelling #speaking #keynote #panel #rt

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It's rare that I get to speak to anyone with 54 years of experience but particularly rare when that person is a leader - one of the first directors of transformation as far as I can tell.  Rose Fass founded a company FassForward with Gavin McMahon 2 decades ago.  We've never spoken but I got to know Gavin on LinkedIn last year (I was the first person to tell him about being featured by LinkedIn News - now that's a regular thing for him). 

Rose released a new book called The Leadership Conversation and you know what image is on the cover?  Janus.  Remember what my podcast was originally called?  The Janus Oasis.

So even though I almost never interview someone I don't know, I decided that Rose and I would be able to handle it.  I pride myself on my conversation skills after all.  We are both wired to find common ground - it's fascinating how we were able to find so much in common.

We talk about leadership, politics, reframing conversations.  And stories!  Stories galore.  Gavin often quotes Jonathan Gottschall:  "A story is a trick for sneaking information into the fortified citadel of the human mind."

Listen to the end.  Rose has fascinating insight into hybrid/remote strategy and what it's going to take to get resistant senior leaders on board.  I love her specific examples.

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It's rare that I get to speak to anyone with 54 years of experience but particularly rare when that person is a leader - one of the first directors of transformation as far as I can tell.  Rose Fass founded a company FassForward with Gavin McMahon 2 decades ago.  We've never spoken but I got to know Gavin on LinkedIn last year (I was the first person to tell him about being featured by LinkedIn News - now that's a regular thing for him). 

Rose released a new book called The Leadership Conversation and you know what image is on the cover?  Janus.  Remember what my podcast was originally called?  The Janus Oasis.

So even though I almost never interview someone I don't know, I decided that Rose and I would be able to handle it.  I pride myself on my conversation skills after all.  We are both wired to find common ground - it's fascinating how we were able to find so much in common.

We talk about leadership, politics, reframing conversations.  And stories!  Stories galore.  Gavin often quotes Jonathan Gottschall:  "A story is a trick for sneaking information into the fortified citadel of the human mind."

Listen to the end.  Rose has fascinating insight into hybrid/remote strategy and what it's going to take to get resistant senior leaders on board.  I love her specific examples.

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It's rare that I get to speak to anyone with 54 years of experience but particularly rare when that person is a leader - one of the first directors of transformation as far as I can tell.  Rose Fass founded a company FassForward with Gavin McMahon 2 decades ago.  We've never spoken but I got to know Gavin on LinkedIn last year (I was the first person to tell him about being featured by LinkedIn News - now that's a regular thing for him). 

Rose released a new book called The Leadership Conversation and you know what image is on the cover?  Janus.  Remember what my podcast was originally called?  The Janus Oasis.

So even though I almost never interview someone I don't know, I decided that Rose and I would be able to handle it.  I pride myself on my conversation skills after all.  We are both wired to find common ground - it's fascinating how we were able to find so much in common.

We talk about leadership, politics, reframing conversations.  And stories!  Stories galore.  Gavin often quotes Jonathan Gottschall:  "A story is a trick for sneaking information into the fortified citadel of the human mind."

Listen to the end.  Rose has fascinating insight into hybrid/remote strategy and what it's going to take to get resistant senior leaders on board.  I love her specific examples.

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It's rare that I get to speak to anyone with 54 years of experience but particularly rare when that person is a leader - one of the first directors of transformation as far as I can tell.  Rose Fass founded a company FassForward with Gavin McMahon 2 decades ago.  We've never spoken but I got to know Gavin on LinkedIn last year (I was the first person to tell him about being featured by LinkedIn News - now that's a regular thing for him). 

Rose released a new book called The Leadership Conversation and you know what image is on the cover?  Janus.  Remember what my podcast was originally called?  The Janus Oasis.

So even though I almost never interview someone I don't know, I decided that Rose and I would be able to handle it.  I pride myself on my conversation skills after all.  We are both wired to find common ground - it's fascinating how we were able to find so much in common.

We talk about leadership, politics, reframing conversations.  And stories!  Stories galore.  Gavin often quotes Jonathan Gottschall:  "A story is a trick for sneaking information into the fortified citadel of the human mind."

Listen to the end.  Rose has fascinating insight into hybrid/remote strategy and what it's going to take to get resistant senior leaders on board.  I love her specific examples.

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Recently I had to sort through an ethical dilemma. I was approached by an organization to help with their return to office mandate. There was to be a keynote and a panel interview. It got cancelled yesterday but I still think it’s important to talk about my approach to resolving this conflict. If you know anything about my work at all, you know that I’m in favour of autonomy. Autonomy and mandates are polar opposites. As an external consultant, the organization was not coming to me to ask if I thought the mandate was a good idea. They were asking me to share my story. It took me 6 years to achieve a 4 day work from home schedule. I started advocating for it in 2011, we started a pilot in 2012. We lost it completely in 2013. After that, we added a day per year. I went from 5 days #wfh to 0. It was emotional. Traumatic even. It felt like loss. Anger, frustration, grief. Having to explain to my kids why I couldn’t see them for more than an hour a day was hard. I felt like an awful parent. But if I hadn’t lived this, I wouldn’t be doing what I do now. How did I shift from awful loss to opportunity? It’s one of the most powerful stories I tell. Not many people experienced a return to office mandate prior to the pandemic. So am I facilitating a return to office or am I helping people learn from my experience so they don’t suffer the way I suffered? That’s why I decided to do it. And then it got cancelled. Always the way lol. If you need help with return to office, I’m available. #storytelling #speaking #keynote #panel #rto

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Recently I had to sort through an ethical dilemma. I was approached by an organization to help with their return to office mandate. There was to be a keynote and a panel interview. It got cancelled yesterday but I still think it’s important to talk about my approach to resolving this conflict. If you know anything about my work at all, you know that I’m in favour of autonomy. Autonomy and mandates are polar opposites. As an external consultant, the organization was not coming to me to ask if I thought the mandate was a good idea. They were asking me to share my story. It took me 6 years to achieve a 4 day work from home schedule. I started advocating for it in 2011, we started a pilot in 2012. We lost it completely in 2013. After that, we added a day per year. I went from 5 days #wfh to 0. It was emotional. Traumatic even. It felt like loss. Anger, frustration, grief. Having to explain to my kids why I couldn’t see them for more than an hour a day was hard. I felt like an awful parent. But if I hadn’t lived this, I wouldn’t be doing what I do now. How did I shift from awful loss to opportunity? It’s one of the most powerful stories I tell. Not many people experienced a return to office mandate prior to the pandemic. So am I facilitating a return to office or am I helping people learn from my experience so they don’t suffer the way I suffered? That’s why I decided to do it. And then it got cancelled. Always the way lol. If you need help with return to office, I’m available. #storytelling #speaking #keynote #panel #rto

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Recently I had to sort through an ethical dilemma. I was approached by an organization to help with their return to office mandate. There was to be a keynote and a panel interview. It got cancelled yesterday but I still think it’s important to talk about my approach to resolving this conflict. If you know anything about my work at all, you know that I’m in favour of autonomy. Autonomy and mandates are polar opposites. As an external consultant, the organization was not coming to me to ask if I thought the mandate was a good idea. They were asking me to share my story. It took me 6 years to achieve a 4 day work from home schedule. I started advocating for it in 2011, we started a pilot in 2012. We lost it completely in 2013. After that, we added a day per year. I went from 5 days #wfh to 0. It was emotional. Traumatic even. It felt like loss. Anger, frustration, grief. Having to explain to my kids why I couldn’t see them for more than an hour a day was hard. I felt like an awful parent. But if I hadn’t lived this, I wouldn’t be doing what I do now. How did I shift from awful loss to opportunity? It’s one of the most powerful stories I tell. Not many people experienced a return to office mandate prior to the pandemic. So am I facilitating a return to office or am I helping people learn from my experience so they don’t suffer the way I suffered? That’s why I decided to do it. And then it got cancelled. Always the way lol. If you need help with return to office, I’m available. #storytelling #speaking #keynote #panel #rto

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Two sisters who are both famous in their own right go into business together to teach others the skills that have supercharged their own careers.

That's the upshot of this episode but it's so much more than that. Erica Ehm has been a public figure since I was a teenager and although we didn't meet until today, her work has been a reality in my life for decades. She launched her digital media business catering, a digital agency catering to mom's on social when my daughter was 1. I didn't understand the full scope of her work until I connected with her on LinkedIn several years ago. She's so much more than a VJ. She has a personal commitment to adding her voice to do good in the world and boy has she succeeded.

I was thrilled to connect with Erica on LinkedIn but little did I know she has a sister, Leslie Ehm. I met Leslie just as she was launching her book Swagger. She also has a media background but she's a world renowned trainer (Disney hires her to teach their staff creativity and confidence!) and international speaker.

I get constructive feedback about my interview technique during the podcast. It's a sneak peak of how the live cohort coaching might go.

This is the only podcast they have done together and it was an honour to host Ehm2 on PI Day (yes, I'm a math geek).

We talk about legacy, mothers, children, social media, worldviews and how reality often forces us to choose differently that we might dream.

And yes, I finally asked Erica music question. I've held off for years but her answers are worth a listen.

My favourite part is the end when we get to see the full power of sisterhood when Leslie describes her protective instincts towards her Erica.

It's an episode that radiates love.

https://ehm2.com/

Erica Ehm - LinkedIn

Leslie Ehm - LinkedIn

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Fotini Iconomopoulos

Negotiation, Communication, & Commercial Strategy Specialist, Forward Focusing, @fotiniicon

“I help people get what they want.” Nicknamed “the negotiator” as a child, Fotini has always channeled her energy into a passion for the power of forward thinking. Today, business executives partner with her to achieve their business goals, increase profitability and create a competitive advantage. Fotini empowers executives and their teams through her expertise in negotiation, communication and persuasion. To share her strengths with more business leaders, she is also an adjunct professor of MBA Negotiations at the Schulich School of Business at York University in Toronto where she completed her MBA in Organization Behavior.

After a decade of owning and managing small businesses in the retail sector, Fotini refined her negotiation skills in the corporate world in the consumer goods industry before becoming a management consultant. She created a successful negotiation advisory practice for another global firm before branching off on her own. Over the last decade she has helped clients all over the globe focus their energy on moving their commercial objectives forward. Fotini thrives on guiding clients through high-stakes scenarios in such industries as CPG, retail, professional services, energy, telecommunications and finance.

Having overcome significant gender adversity early in her career, Fotini is passionate about helping people develop the confidence to take on whatever challenges come their way, with a particular interest in empowering women and disadvantaged groups. In 2018, she expanded her attention to educating adolescent girls through an empowerment camp experience, to start building their confidence and resilience even earlier than her corporate audience. When not with clients or in the classroom, she is a frequent guest on CBC & CTV television and she spends her time professional speaking on negotiation, communication, leadership and conflict management, and offering her experience to meaningful non-profit initiatives. She’s worked extensively with the Network of Executive Women for the last 5 years and currently serves as one of their Regional Officers for the Canadian chapter on their mission to advance women and transform the workplace. She’s been honored by The Greek America Foundation as one of their Top 40 under 40 in recognition of her achievements and philanthropic contributions, and nominated for the Women of Influence RBC Canadian Women Entrepreneur Awards.

https://fotiniicon.com/quiz/

https://linktr.ee/fotiniicon?utm_source=linktree_profile_share

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Chapters: 00:00:00 Exploring Self-discovery Through The Hybrid Remote Center Of Excellence 00:03:32 The Breaking Point: A Line In The Sand Moment 00:08:48 Designing A Process Without The Rule Book 00:11:36 Decreased Ridership And Impact On Commuting: A Year Later 00:18:19 Having Fun With Content: Why People Love It 00:23:08 Adapting To The Future 00:25:40 No Guarantee Of Career Path Success 00:28:13 Unlearning For Hybrid Remote Success 00:30:44 The Future Of Professional Development: Personalization 00:36:52 Lack Of Innovation And Reimagined Leadership In Performance Measurement

Key Takeaways:  1. Sarah's experience with coworking, boundaries, media and podcasts influenced Nola.

1. Drawing was used to take the person out of their brain and help them feel stuck.

2. Discussions are influenced by new trends in work office culture. 4. Agility and adaptability is the future for individual employees or leadership teams. 5. There is no guarantee that the next career path chosen will be forever.  6. Lack of trust and reliance on old models of impact measurement is present.  7. Leadership and management need to be reimagined to be more coach-like and future-focused.

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Dave Cairns is a Senior VP of CBRE Canada but he's unlike any commercial real estate broker you've ever met. His career began in online poker - a great example of transferable skills from an unconventional background setting someone up for success for the future of work. Digital collaboration, online learning, risk tolerance are all skills Dave used to pivot into real estate and his current "homead" version of remote work. He lives in PEI with his wife and young daughter and travels for work when necessary but most of his work is done from home.

We talk about space as a service, the benefits of remote work for small, rural communities, making friends and supporting neighbours. Co-working comes up too - it's not just the WeWork model anymore - there are residential coworking spaces in some smaller communities now too.

We also talk about using social media to be disruptive and how unconventional messaging to sell in a traditional industry carries it's own risks - coming from financial services, I can relate.

Dave Cairns LinkedIn

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Shana Horrigan, CPA, CFM, ACC, LMC | LinkedIn

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Gillian Whitney is a LinkedIn Video Marketing Coach.

She believes every business professional needs to be using video to market themselves. Video boosts your online visibility, increases sales, and promotes your brand like no other marketing tool.

As a LinkedIn Video Coach, Gillian helps business professionals make videos in a way that is comfortable for them. She loves sharing Easy Peasy solutions to help folks get started with video.

Gillian is a citizen of 4 countries and a digital nomad. She currently resides in Las Vegas, with her husband and globe-trotting dachshund.

Gillian Whitney

VideoEasyPeasy.com

YouTube channel

https://www.youtube.com/videoeasypeasy

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

This episode has also been published to YouTube - a first for Hybrid/Remote Centre of Excellence

https://youtu.be/OE1K14ixZSg

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

https://3dlifeinc.com/

https://instagram.com/3dlifeinc?igshid=NDk5N2NlZjQ=

https://mobile.twitter.com/michelle3dlife

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https://twitter.com/philwillcox?lang=en

https://www.linkedin.com/in/phil-willcox-02013425

https://emotionatwork.co.uk/podcast/

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The ability to influence when you are not in charge is a skill that benefits everyone.  Even if you are a manager or leader at work, there are aspects of your life where you are not in charge.

I share some stories about how I've influenced situations and used this skill of influencing without authority so you can consider how you can reframe you abilities to influence all sorts of situations - even when you are not the authority.

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I met Felipe Cofiño in a LinkedIn audio room and it was evident from the beginning that he's the type of executive who really cares about his people. Although he kindly complimented me on my energy and passion for helping people, I recognized this in him as well and also realized that his approach embodies some of the concepts my other guests are talking about. I mention at the end that it felt like I manifested meeting Felipe and it really did feel true. He doesn't know either Simone Poetscher or Sharath Jeevan but he's living the concepts they discuss in many ways.

I highly recommend you listen to 2 episodes of The Janus Oasis before you listen to this one .

Intrinsic with Sharath Jeevan

Employer Alumni Networks with Simone Poetscher

Find Felipe on LinkedIn or Twitter

Signal Financial YouTube playlists

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Imagine that you join a company but your sense of belonging starts when you read the job description. Simone Poetscher helps organizations create employer alumni networks that are designed to build thriving community from day 1 and even after an employee decides to work for a different company. We talk about nurturing, employee lifetime value to the company even after the salary stops and authentic commitment to relationships and employee development.

Here's where you can find Simone online:

LInkedIn

Thrycon website

The Building Community Podcast

The Team4Life Launchpad

Simone will be offering a masterclass in the fall if you want to learn more about building thriving communities from the ground up in your organization. Check it out here

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Benjamin Warsinske approached me on Twitter to be on his Bricks + Brand podcast and he invited me to be a member of his Bricks + Brand Mighty Network community he created for his podcast. It was my first video podcast and the first time I've seen a community created for this purpose. It inspired me to create my own for The Janus Oasis.

Benjamin talks about discovering that his gift for connecting people from various areas of his life and work had value. I'm actually a In his community, I discovered someone I know from another network I'm part of from Australia and one of my other guests on The Janus Oasis messaged me when I first started writing about Benjamin that she knows him via her work. Check out the episode on belonging with Shelley Brown. It does not surprise me that these two Chicago residents know each other but I had no idea before the episodes were recorded.

A theme that comes up time and time again during this season is the power of play to get people out of their heads and logical minds and embrace emotion. Benjamin uses Lego in his work and it's fun to hear how he combines Lego and strategy.

You can find Benjamin on Linkedin (linked above) and Twitter.

His website is BrandedWorld.

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I met Dr. Autumn Thomas in a networking group earlier this year in an orienteering session. Right from our first chat, I knew we had a lot in common and I'm thrilled that Autumn agreed to be on the podcast.

Autumn is a human systems analyst who teaches restorative methods to help people get along. She founded Mud and Lotus Consulting to help executives bring harmony to their teams.

We live in a world that could benefit from more harmony. How do you find common ground if your core values are fundamentally? Once trust is broken, how do you continue to work together?

You can find Autumn on LinkedIn, Twitter or her website. Her book will also be published later this year.

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The first podcast I ever appeared on also is a TV show that streams to YouTube, Spotify and iHeartRadio. It's called The Change Zone and it's part of the reason I got so much media attention earlier this year. I've appeared on a few episodes now because Gail and Susan are just so easy to chat with and we always have interesting conversations. They are both coaches but they have their own unique styles - each conversation I have with them is fascinating but feels oh so safe. Susan brings her theatre background to this episode - she is a gifted voice artist.

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Jim Woolfe provides the music for The Janus Oasis and he's the one who showed me how to remove TikTok copyrighted music in Canva to replace it with the podcast music. Using music to stand out in the busy content creation world is a great tactic and Jim has some great resources on LinkedIn. We talk about Creative Commons license, YouTube and TikTok guidelines, audio logos. He even educates me on cockney slang:)

It's a fun chat and a different way to create visibility in a hybrid world.

You can find Jim on LinkedIn and TikTok @scaredcatmusic.

If you want to use Jim's music, here's the link:

search for FREE music for content | Five Notes Media

https://fivenotesmedia.co.uk/

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Is the secret to retention nurturing talent in staff? How can we create jobs that allow people to develop and pursue purpose, autonomy and mastery? Does the option to work hybrid or remote really motivate people?

Sharath Jeevan is the executive chairman of Intrinsic Labs and the author of Intrinsic.

Sharath was awarded an OBE in the 2022 Queen's New Year's Honours for founding and leading STiR Education, arguably the world's largest intrinsic motivation initiative. STIR re-ignited the motivation of 200,000 teachers, 35,000 schools and 7 million children in emerging countries.

Sharath is the Executive Chairman of Intrinsic Labs, which supports organisations and leaders all around the world to solve deep motivational challenges, from governments to leading universities and high-profile corporations, from L'Oreal to the London School of Economics.

His work has been featured in The New York Times, The Economist, The Telegraph. Financial Times. NPR, CNN, CNBC, The Hindustan Times and The Times of India.

And he kindly agreed to be a guest on The Janus Oasis:) Turns out he shares a fondness for George Michael too lol.

Sharath Jeevan OBE | LinkedIn

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Join The Janus Oasis Community No matter where you work, adopting more asynchronous work instead of constant synchronous work can help you become more productive. Within the community, I can do live demos of different ways of using these skills and new tools. From a corporate strategy point of view, reassessing how your company uses synchronous versus asynchronous work can help you ease workload and become more efficient. This can also alleviate workload and Zoom fatigue.

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This podcast is a live demo of my thinking process as I assess the current status of the company - how they attract and retain staff, their benefits, employer brand, financial red flags, Glassdoor review etc.

This process helps me understand how the company interacts with their staff before they hire a consultant to help them with their hybrid/remote planning. Are there bigger issues that will impact their ability to implement any plan I would recommend.

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This podcast is a live demo of my thinking process as I assess the current status of the company - how they attract and retain staff, their benefits, employer brand, financial red flags, Glassdoor review etc.

This process helps me understand how the company interacts with their staff before they hire a consultant to help them with their hybrid/remote planning. Are there bigger issues that will impact their ability to implement any plan I would recommend.

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Announcing plans for a community network built around the podcast The Janus Oasis.

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John Espirian is a LinkedIn expert who is gifted in building relationships and community. He runs the most effective group I've ever been part of on LinkedIn and the doors are open again until he reaches 300 members. I'm one of 4 Canadians in the group (living in Canada anyway - Canadians are everywhere and there are many more in the group, along with many other nationalities). John created an interactive map so we can see where everyone is from. He also talks about his volunteer work, writing books and generosity.

When we were recording this, I had no idea John was going to add me to his Friday shout list. We talk about it generally during the podcast and he told me we stopped recording. I watched myself blush on camera because he had just finished telling me his high standards for choosing people. I'm rarely speechless but I did the classic hands over the face reaction.

I encourage you to join Espresso+ - it's well worth it - I learn something every day. I'm much funnier in a private group:).

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

https://espirian.co.uk/

https://www.amazon.ca/Content-DNA-consistency-congruence-everywhere-ebook/dp/B087GS75G5/ref=sr_1_1?crid=2TYTSMYEAXVQD&keywords=content+dna&qid=1649640037&sprefix=content+dna%2Caps%2C79&sr=8-1

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In this series, Rob Baker is the only person I've never spoken to before. We connected after I read his book Personalization at Work and wrote a review. I've been watching him develop his consulting business - Tailored Thinking and launch the Job Canvas, a method of making job descriptions more interactive and dynamic. I was pleased that one of the first things he said to me was that I build relationships really well online. Really cool someone I've never met before thinks that.

Rob and I talk about all of this in addition to hybrid/remote work, managing workload creatively.

Rob Baker

Personalization at Work

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I've known Darroch Crewe for 19 years - he was in training and HR when I was working in customer service.

Darroch was the first person to mention to me the value of my operations experience in the context of consulting. I was getting bored with sales and was exploring change management. He's always been thoughtful and empathetic, not to mention generous.

Darroch shares with us his story of moving from a tiny Toronto condo back to his home in Newfoundland during the pandemic. It's not just about return to office for many people - some people moved across the country to be closer to family. Darroch, however, role modelled this by shooting a video with the government of Newfoundland. Go big and go home! Talk about visibility.

https://www.linkedin.com/posts/darrochcrewe_newfoundlandandlabrador-workremotenl-newfoundland-activity-6862391237027221504-RO4I?utm_source=linkedin_share&utm_medium=member_desktop_web&lipi=urn%3Ali%3Apage%3Ad_flagship3_company_admin%3BAizZwUhmR4aZrvXwoZBUnA%3D%3D

In this episode, I ask the most awkward Ontario question ever. I promise I rarely ever talk about icebergs and whales. Hopefully the promotion of Come Home Week will make up for it:)

https://www.comehome2022.ca/

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

https://www.crewecreative.com/

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Last year I told the story of a job interview gone wrong. The meeting was not going well and the fire alarm going off in the middle of it was the death nail in that opportunity. Or so I thought. Because I was able to tell a joke to break the ice, I made the interviewer laugh and I got the job. There was no fire lol.

Anne Comer was not in that interview - she was the second interview and final decision maker. In fact, she didn't know the story until I wrote it on LinkedIn. It's my most viewed post - probably because of the name I drop. Check out the post here:

https://www.linkedin.com/feed/update/urn:li:activity:6862725452361011200?updateEntityUrn=urn%3Ali%3Afs_feedUpdate%3A%28V2%2Curn%3Ali%3Aactivity%3A6862725452361011200%29&lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_recent_activity_details_shares%3BdfdvBLnaQouhBumuo0ClDw%3D%3D

Anne and I have always stayed in touch but now she's the principal for a really well-respected consulting firm, Heidrick & Struggles. She focuses on culture transformation. We talk about building on the experiences she's had since a child and how she's committed to making work a better and safer place by educating companies on diversity, equity and inclusion. We also talk about culture in hybrid/remote work.

The mission of The Janus Oasis is how to bring the best of the past into the future to co-create a future of work that is better. This episode is the closest I've come to the vision I originally had for the podcast.

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

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Originally recorded in January 2022, I held this episode so I could build a series including other people I used to work with. Kendra Foerster also took her photography/videography business full-time and had to build a fabulous new website www.portraitsbykendra.ca.

Kendra and Kerry Anne Rothe of Dock 45 Inc. were part of the communications team I worked with when I starred in a series of corporate change management videos designed to encourage staff to use a newly renovated office in different way. This was my first foray into video and it was one of the ways I raised my personal visibility when working remotely. One of our shoots coincided with grade 9 day - the day when you bring your teenager to work. I didn't have an office to bring her to so I ended up designing the day myself. She was a production assistant and go to operate the clapper used for editing. Kendra and Kerry Anne were so helpful in making this an experience to remember. My kid went back to school and had the best stories of anyone else in her class.

We talk about change management, storytelling, how to use a teleprompter (hint, hint - DON'T!). And of course there is a George Michael/Wham! story.....

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Brief intro of what to expect for the newly released series of episodes April 2022.  Next release will be summer 2022.  Stay tuned for The Janus Oasis community hosted on Mighty Networks.

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An overview of the process I'll be using to help employers embed hybrid/remote work into their organizations.

I launched a consulting business last week called Nola Simon Advisory designed to help employers do hybrid/remote work better.  This podcast is an overview of my approach.

Intention

Narration

Model/Test

Embed

The goal is not to design a solution just for right now but for the future as well.  What does this look like 5 or 10 years from now?

How can we co-create a solution that allows us to bring the best of the past into the future?  Those who remember the mission of The Janus Oasis will see that this is closely tied to my consulting approach.

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An overview of the process I'll be using to help employers embed hybrid/remote work into their organizations.

I launched a consulting business last week called Nola Simon Advisory designed to help employers do hybrid/remote work better.  This podcast is an overview of my approach.

Intention

Narration

Model/Test

Embed

The goal is not to design a solution just for right now but for the future as well.  What does this look like 5 or 10 years from now?

How can we co-create a solution that allows us to bring the best of the past into the future?  Those who remember the mission of The Janus Oasis will see that this is closely tied to my consulting approach.

View Details

An overview of the process I'll be using to help employers embed hybrid/remote work into their organizations.

I launched a consulting business last week called Nola Simon Advisory designed to help employers do hybrid/remote work better.  This podcast is an overview of my approach.

Intention

Narration

Model/Test

Embed

The goal is not to design a solution just for right now but for the future as well.  What does this look like 5 or 10 years from now?

How can we co-create a solution that allows us to bring the best of the past into the future?  Those who remember the mission of The Janus Oasis will see that this is closely tied to my consulting approach.

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Communication has never been more important than it is when working either hybrid or remote.

-lean into empathy and compassion

-the narrative has to center on employees

-be aware of the perception of loss if you are bringing staff back to the office

Be prepared for your internal communications to become public. If you get hybrid/remote work communications wrong, there is a very high possibility this will go viral. How will impact your employer brand and your ability to retain and attract employees?

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Communication has never been more important than it is when working either hybrid or remote.

-lean into empathy and compassion

-the narrative has to center on employees

-be aware of the perception of loss if you are bringing staff back to the office

Be prepared for your internal communications to become public. If you get hybrid/remote work communications wrong, there is a very high possibility this will go viral. How will impact your employer brand and your ability to retain and attract employees?

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Shelley Brown is a speaker, an author, artist and mindfulness educator. She also has worked remotely since the early 2000's. Back then, there was not much technology to support hybrid/remote so you know immediately she's tenacious and creative.

Shelley is passionate about engaging and retaining employees by fostering a sense of belonging. We talk about her W.E.I.R.D philosophy - turning it from a label into a way of being. Personalization, individuality are all centric to Shelley's vision of inclusion and the future of work.

#weirdgirladventures

#personalization

#remote

#belonging

#hybrid

#futureofwork

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

https://www.weirdgirladventures.com/

https://www.instagram.com/weirdgirladventures/

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Workloads have skyrocketed around the world and it's the same for managers but they also have additional emotional labour. Are we expecting too much from managers? Mari Williams and I discuss trauma-led leadership, coaching, therapy and wonderfully private garden sheds designed for deep work...and magic.

Mari Williams The Mind Architect ™ | LinkedIn

https://www.amazon.ca/Begins-You-Transform-alternative-leader/dp/1913717216/ref=sr_1_1?crid=2ZBTHG1PX0BPV&keywords=it+begins+with+you+mari+williams&qid=1647649586&sprefix=it+begins+with+you+mari+williams%2Caps%2C70&sr=8-1

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I’ve noticed that there is a real demand for information about sabbatical so this is solo episode about my experience on my sabbatical.

Everyone is always interested in the money aspect of how to afford a sabbatical. While this is a very valid concern, it’s the least interesting aspect of sabbatical. As an escapee from financial services, I don’t want to talk about the money. I’ve been doing that for 20 years - even took the certified financial planner course.

Instead, I’ll talk about identity, the mindset, the growth, the benefits and unexpected learnings.

I’ll share more about my future plans since my sabbatical is almost over.

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Join me as I talk about some of the work I did during my year-long sabbatical.  These episodes range from mindfulness, storytelling, quirks, coaching, wellness, mindset to using artificial intelligence to identify transferrable skills and how this can be used to add humanity back into the recruiting process.  

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So when an author you know and adore asks if you want to share your story in her next book for kids, you say yes.

Normally my episodes of The Janus Oasis are short - between 20-30 minutes. Kristin and I have so much to talk about, this episode is an hour.

Join us as we talk about sharing stories to empower children to embrace their differences, writing her next book with her mother who is also a dedicated executive coach, her health and wellness journey and lots of laughter. Kristin and I share a love of fun.

You can find Kristin on LinkedIn and Twitter. If you want to pre-order You've Got Quirks, you can order directly from the publish. Here is the link and the 15% discount code:

https://www.blackrosewriting.com/childrensmg/youvegotquirks

PREORDER2022

The discount will be valid until March 9th. The book releases globally on March 10. You can order through any retailer if you don't happen it see it in the store.

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

@YouMapCreator on Twitter.

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What does it feel like if you have nothing to prove?

Kerri Twigg is my coach and I've watched her pivot from being a resume writer and career coach to an author and story and mindfulness coach. She's an inspiration - I started meditating when the pandemic started and it's been such a useful skill to apply to reimagining my career during my sabbatical.

It's more than just counting your breath - Kerri uses science-informed techniques - the same techniques used to study mindfulness at Harvard and Carnegie Mellon. Integrating mindfulness into building your story and career strategy is a game changer. It works for people who are looking or creating new jobs but also for people who just want more contentment with the job they have.

Kerri and I know each other well so this is truly more of a conversation than a formal interview. I hope you enjoy it as much as we did:)

Buy Kerri's book The Career Stories Method:

The Career Stories Method eBook Kobo Edition | www.chapters.indigo.ca

You can find Kerri on LinkedIn, Instagram or Twitter:

Kerri Twigg | LinkedIn

Kerri Twigg, M.Ed. Story Coach (@careerstorieskerri) • Instagram photos and videos

https://twitter.com/KerriTwigg

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You've heard of the ATS but what about AI? Can artificial intelligence help make the recruiting process more human? Can technology help you with visibility in a hybrid or remote world of work? Todd Raphael is the head of content for eightfold.ai and he educates me on how AI can fight bias and long term unemployment. Todd Raphael | LinkedIn

https://twitter.com/ToddRaphael?s=20&t=3S4EApEZK5qagPsCYUCkqw

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In this solo episode, I tell you the story of my experience with personal branding and employee advocacy using LinkedIn Most resources talk about employee advocacy being great for employer branding. It is but it's also great for you as an individual.

One caveat:

With great power comes great responsibility. (Thanks, Uncle Ben).

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How we feel at work includes our wardrobe. How we look impacts how people perceive us. How has the pandemic and changing dress codes changed how we dress?

Join Renée Lindo, personal stylist and owner of Let's Get Dressed Now as we talk about style, personal branding and empowerment.

Renée Lindo | LinkedIn

https://www.instagram.com/letsgetdressednow

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If you are matching your policies to legislation or competitors, you are doing the bare minimum.

What would creative and innovative policies look like?

In episode 2 of The Janus Oasis we talk to CEO Shelly J. Spiegel about her creative policies designed to delight and retain staff.  Her staff at Fire Engine Red can take a 30 day leave to settle an estate.  She also has created a 2 day paw-ternity leave for new pet parents.

Shelly Spiegel | LinkedIn

Shelly J. Spiegel (@ShellyJSpiegel) / Twitter

Fire Engine RED: Overview | LinkedIn

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How can a technique used a technique used for centuries to select candidates for sainthood help your organization to adapt to change?

Proactive organizations create a red team.

Join Kathryn Zukof, author of The Hard and Soft Sides of Change Management: Tools for Managing Process and People to talk about the benefits of embracing the devil's advocate.  

Kathryn Zukof | LinkedIn

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The Janus Oasis is a podcast where we can talk about co-creating the future of work. How do we bring the best elements of corporate from the past, into the future? How can we  design a workplace that will allow employees to thrive and integrate their work into their lives. What will the corporation of the future look like? More importantly, what will it feel like?

Will the future be hybrid or will we all be working remotely? How will the office be reimagined? And how does that affect leadership, process, procedure, employee engagement and retention. We'll talk about all aspects of life and work with interesting and creative people. I'm Nola Simon. I'm a change strategist and storyteller. I've worked some version of hybrid or remote work since 2012.

Chatting is my superpower.  Let's chat.