The Bias Disruption Podcast: Recent Episodes
Josh Packard and Megan Bissell
Dr. Josh Packard and Megan Bissell of The Packard Group Consulting, are consultants and sociologists that help you disrupt your biases about business success. Entertaining and lighthearted, this duo reviews business news stories, reads listener mail, plays game shows and uses these examples to reveal opportunities for innovation.
Well friends- we have appreciated you all as loyal listeners for these last years! The podcast has been an amazing project for us, but we need to wrap it up to pursue doing sociology in other ways. This episode is our farewell message and a THANK YOU!
In this episode, we go back to the Sociology canon, talking about rituals, share the merit of Girl Scout Cookies and Josh once again tries to help Megan understand sportsball terms. However, this one makes a lot of sense and should get you thinking about what you're bringing to the workplace. Additional info: Feminist Cookieshttps://nypost.com/2020/01/07/new-girl-scout-cookie-flavor-comes-with-a-surprise-feminist-message/Value Above Replacement (VAR)https://hbr.org/2020/01/are-you-pushing-yourself-too-hard-at-work
In this jam-packed episode, we talk about how the workplace, not the employee, is responsible for burnout. We also discuss the differences between streaks and habits and why you should tend toward one over the other (hint- habits are social). But before we get to all of that, Megan reveals that electrocution is something she thinks about, though it is NOT a fear, Josh... and we help Oscar Meyer recruit for what looks like the best job ever. PLUS, we share what we're reading right now.
Additional Info:Hotdoggershttps://www.thedrive.com/news/31751/oscar-mayer-is-looking-for-full-time-hotdoggers-to-drive-the-weinermobile-cross-country
Burnouthttps://hbr.org/2019/12/burnout-is-about-your-workplace-not-your-people?utm_source=linkedin&utm_medium=social&utm_campaign=hbr
Streaks and Habitshttps://www.thecut.com/2019/04/why-breaking-a-streak-feels-so-awful.html?utm_source=Habit+Weekly&utm_campaign=28a81df317-HABIT_WEEKLY_8_3_2019_15_12_COPY_01&utm_medium=email&utm_term=0_ab93d31fb5-28a81df317-110851071
In this episode, we join Jess Pettitt, Inclusion Extraordinaire, and the third member of our Outstanding Org Change band. We talk about hidden strengths in your organization that often masquerade as trouble areas, and we allude to our process for making important changes to create inclusive cultures. Plus- Jess tries to define what kind of "Change Crushers" we all are...
Welcome to 2020!!!!We make predictions for the THIRD time in a row...sometimes we were right. Voiceover Guy didn't believe we could make it annual. We did. So we win! We also spend most of the episode walking through the scientifically informed Six Elements of Culture that we use to help organizations change for the better. Culture can be an amorphous and empty concept. We hope that this episode helps to make it seem more tangible.
Is anyone surprised at this point that soft skills are on employers' wish lists? People are afraid of automation, but relationships can't be automated. We share tips for getting your team on to do what it says it's going to do, and talk about trust. Josh has a business idea!
Soft Skills are in demandhttps://www.hrdive.com/news/soft-skills-top-employer-wish-lists-despite-automations-rise/546255/
Barriers to team performancehttps://hbr.org/2014/05/get-your-team-to-do-what-it-says-its-going-to-do
Trust is about relationshipshttps://www.entrepreneur.com/article/321705
This episode originally aired on 9/24/18
We share a story about how character matters when hiring, and how quality character should pay more. Many companies say that they feel like their organization is a “family”, but we believe that may not be an asset.
This episode originally aired on 8/5/19
Some people just love to push the limits of any policy, and sometimes it has humorous results- we share how Texas does it. Job success has historically been measured by performance, but we know that there's more to the story. Also, you can't eliminate the likelihood that someone doesn't pull their weight in a team, but we have advise about that and more!
Additional Info:
Leash your petshttps://dailycaller.com/2019/03/21/petco-steer-houston/
Performance is not the only measure of successhttps://www.fastcompany.com/90335145/most-people-are-focused-on-the-wrong-measure-of-success
You can't eliminate social loafinghttps://blog.trello.com/avoid-social-loafing
Contact Theoryhttps://journals.sagepub.com/doi/pdf/10.1177/1368430217712052?casa_token=yGIuYiGMb14AAAAA:iq2KSgPp5JqRJ2-oKEkSOUTiFYMw0SBci6uGM7aKHvXLDjCdnF6OcSsOM8oriOn0Jwbmz7TxoJ5sNQ
This episode originally aired on 11/19/18
Social innovation can be disgusting, but meaningful... we share how. Megan confesses one of her biases, and we share the secret thing about entrepreneurship that no one really thinks about. Also, we give you a bottom-line reason to always consider diversity.
Additional Info:
Maggot Meals- https://money.cnn.com/2018/09/20/smallbusiness/agriprotein-fly-farming/index.html
Reduce Action Bias- https://theascent.pub/the-most-ignored-and-important-leadership-advice-take-guilt-out-of-the-equation-c56b85c8b7 https://medium.com/personal-growth/the-mother-of-all-biases-the-action-bias-and-the-power-of-restraint-e3ae31b25247
Contact us for a copy of the academic article
You've very likely heard about this, but we discuss the general hysteria over the success of a trial 4-day work week and how we should be letting people who are challenged by change efforts duke it out instead of silencing them. Much to Megan's chagrin, we talk about the up-side of personality tests and she does concede that there are some...and then Josh has another surprise for her.
Additional Info
4-day work weekhttps://news.google.com/articles/CAIiEE5-0n-L7kEV1jDfC_ofYEoqFwgEKg4IACoGCAow3O8nMMqOBjCP1egF?hl=en-US≷=US&ceid=US%3Aen
Let them fighthttps://www.chronicle.com/article/The-Management-Corner-Stop/246188?cid=RCPACKAGE
Up-side of personality testshttps://www.linkedin.com/feed/news/the-positive-on-personality-tests-4464747/ and https://www.bbc.com/worklife/article/20191030-the-helpful-upside-of-office-personality-tests
2-minute personality test! https://psychcentral.com/quizzes/personality-test/
We don't want you to feel badly about yourself, but you might not be as good at that one thing as you think you are. Most people aren't, but they're better at some things than they give themselves credit for. Now that you're sufficiently confused, we'll discuss how over-rationalizing roles can undo your talent and give you a key action item to help with your culture by sharing the "Peak-End" rule. We also share what we're reading right now. Update: After this episode was recorded, Megan read the same book...we HIGHLY recommend it, business people.
Additional Info:
You're not that goodhttps://www.nytimes.com/2019/04/06/opinion/sunday/overconfidence-men-women.html?utm_source=Habit+Weekly&utm_campaign=37247ffe37-HABIT_WEEKLY_8_3_2019_15_12_COPY_01&utm_medium=email&utm_term=0_ab93d31fb5-37247ffe37-110929751
Over-rational Roleshttps://search-proquest-com.unco.idm.oclc.org/docview/216294231/fulltext/12EBC273AD4D43D5PQ/1?accountid=12832
Peak-End Rulehttps://kenthendricks.com/peak-end-rule/
Happy Thanksgiving! In this episode, we give you the best tips on how to appear smart in meetings, discuss how innovation done with the wrong intention can demolish trust and talk about the value of attention. We talk about the sociology of leadership, which has many practical applications-some of which we even share out loud.
Additional InfoAppear Smarthttps://medium.com/conquering-corporate-america/10-tricks-to-appear-smart-during-meetings-27b489a39d1a
Trust trumps (SMALL T) innovationhttps://hbr.org/2019/07/when-innovation-and-trust-are-at-odds
Sociology of leadershiphttps://workinprogress.oowsection.org/2015/10/27/is-there-such-a-thing-as-a-sociology-of-leadership/
In this episode, we talk about how unemployment is low and people are working, but wages are low too. We also discuss how you SHOULD argue with success because of this bias and how diversity isn't happening because we're not building the right things to keep people around.
Additional Info: Jobs, Yes! Wages, No!https://www.linkedin.com/feed/news/as-job-demand-grows-wages-decline-4719780/
Outcome biashttps://www.bbc.com/worklife/article/20191001-the-bias-behind-the-worlds-greatest-catastropheshttps://hbr.org/2011/04/how-to-avoid-catastrophe
Diversity in Tech...or Nothttps://www.wired.com/story/five-years-tech-diversity-reports-little-progress/
In this episode, we discuss the merits of remote working and how the changing face of the workplace has led to uncertainty about boundaries. While it's obvious that we're not "trust your gut" sort of people, we talk about when it may be ok to do just that.
Additional Info: Remote Workers are Happiesthttps://www.linkedin.com/feed/news/remote-workers-are-happier-4717060/
Workplace boundarieshttps://www.theladders.com/career-advice/65-of-workers-believe-that-this-is-extremely-inappropriate-for-the-office
When NOT to trust your gut OR Why Understanding Biases Mattershttps://www.forbes.com/sites/theyec/2019/09/26/three-cognitive-biases-undermining-executives-strategic-decision-making-ability/?utm_source=Habit%2BWeekly&utm_campaign=5bb55c4edf-HABIT_WEEKLY_8_3_2019_15_12_COPY_01&utm_medium=email&utm_term=0_ab93d31fb5-5bb55c4edf-110851071#666002497626
It's our 100th Episode!!!!!! We made it! And we still love it. Voiceover Guy and our live audience join us for a special episode about "Dumb Things." We share a fun option for your Tesla which Megan thinks is great...until she realized that car noises are mandatory now. Other dumb things include stupid rules that over-regulate even the trustworthy employees to the point of anger and how business speak makes you dumb. OH yeah, and there's a surprise for Megan.
Additional Info:Car Noiseshttps://www.theverge.com/2019/10/7/20902506/tesla-cars-elon-musk-fart-bleat-safety-horn-movement-sounds
Stupid rules feed distrusthttps://medium.com/s/story/autonomy-is-the-biggest-reward-your-team-can-get-248676be71c1
Business Speak makes you stupidhttps://www.inc.com/geoffrey-james/listening-to-corporate-speak-makes-you-stupid-according-to-science.html
In this episode, we discuss how misconstrued data correlations can lead to problematic conclusions...(in English, Megan!) In other words, when people think two things are connected that are not, it can lead to lies. Lies. We share how innovation is just a performance without a culture and supports to see it through and let all those tricksy behavioral scientists out there know that we're hip to their nudge.
Additional Info: Oh Spuriousnesshttps://www.inc.com/chris-matyszczyk/of-all-happiness-studies-in-world-this-one-may-affect-you-most.html
Performing Innovationhttps://hbr.org/2019/10/why-companies-do-innovation-theater-instead-of-actual-innovation?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=insider_activesubs&utm_content=signinnudge&referral=03551&deliveryName=DM52272
Hip to the Nudgehttps://behavioralscientist.org/consumers-are-becoming-wise-to-your-nudge/
In this episode of The Bias Disruption, we talk about the social structuring that makes an odd business concept work, argue a little bit about the notion of social scoring (we do NOT debate the evils or make it political) and share our thoughts about how some companies are making money on our willing, free labor. That all sounds like it could be slightly depressing (it's not), so we share what we're reading right now!
Additional Info:Cuddle Partyhttp://www.cuddleparty.com/Social Scoringhttps://www.wired.com/story/china-social-credit-score-system/Monetizing isolation: Build a sense of homehttps://www.fastcompany.com/90376773/how-spotify-and-other-popular-apps-trick-you-into-doing-free-labor
In this episode of The Bias Disruption, we talk about the changing face of work and how our world is not yet built to support that. We also discuss how social media giants like Facebook have intentionally killed the thing it created in order to make an effort to "remedy" the social ramifications of the thing it caused with the thing it created. Don't worry-it sounds less nuts when we say it out loud. Probably. We also talk about the differences between indentured servitude and Walmart's employee loans program.
Additional Info: Walmart Loanshttps://www.linkedin.com/feed/news/check-out-this-paycheck-perk-4427091/
Work is not long termhttps://hbr.org/2016/10/what-happens-when-careers-last-20-years-longerFacebook is killing "likes"https://www.businessinsider.com/facebook-instagram-youtube-killing-like-subscribers-2019-9?r=US&IR=T AND https://www.researchgate.net/profile/Donghee_Wohn/publication/308203438_How_Affective_Is_a_Like_The_Effect_of_Paralinguistic_Digital_Affordances_on_Perceived_Social_Support/links/581ea91d08ae12715af5e848/How-Affective-Is-a-Like-The-Effect-of-Paralinguistic-Digital-Affordances-on-Perceived-Social-Support.pdf
In this episode, we talk about how the promise of incentives can feel like a lead-on if there's not any appropriate follow-through and talk about how hiring has become unnecessarily complicated. We also share an academic article about network centrality as well as a real-world application. Also-did you know that there is an entire industry that monetizes rage? Sometimes, dear listeners, it would appear as though one or both of us has some low-level rage about dumb things, but neither of us would pay to smash things. Well...one of us might.
Additional Info:
Rage Culturehttps://www.rageindustry.com
Breadcrumbinghttps://www.bbc.com/worklife/article/20190723-how-to-tell-if-youre-being-breadcrumbed-at-workHire Boringhttps://behavioralscientist.org/hiring-isnt-rocket-science-why-the-most-boring-strategy-is-best/
In this episode, we talk about a business idea that proves how desperate people are to avoid making social mistakes (and Megan thinks is ridiculous). We also discuss how to create the culture you want by focusing on belonging and to establish engagement, focus on trust.
Additional Information
Wedding Hashtagshttps://www.thecut.com/2016/11/this-business-will-make-you-a-custom-wedding-hashtag.html
Belonging, not fithttps://www.forbes.com/sites/pragyaagarwaleurope/2019/08/26/belonging-in-the-workplace-a-new-approach-to-diversity-and-inclusivity/#722f90737a66
For engagement, build trusthttps://medium.com/googleplaydev/putting-back-users-to-the-forefront-sustainable-engagement-tips-from-behavioral-science-b9557af3da3e
This week, Josh interviews Zarak Khan, Behavioral Innovation Director for Maritz. His primary responsibility is to ensure that Maritz' business solutions are designed to leverage a deep understanding of human behavior and market trends. Also, don't worry-Megan's not on this interview, but you'll still hear her laugh.
Would you rent out a tiny house in your backyard? What if you didn't own that tiny house and the business that puts it on your property goes under? That could be a waste of a tiny house...We also talk about useful things like how to treat your teams like small businesses. Investing resources and time into your teams like a business provides you with a return that benefits the whole company. Incentive structures are broken-and many organizations are stuck repeating the same patterns. Change it up! Josh has suggestions. To cap it all off, we share a business idea.
Additional InfoRent the backyardhttps://www.fastcompany.com/90386799/this-startup-wants-to-put-a-free-tiny-house-in-your-backyard
Treat your teams like a small businesshttps://www.urban.org/urban-wire/how-can-we-overcome-inequities-who-owns-small-businesses
Your incentive structure is brokenhttps://coffeeandjunk.substack.com/p/campbells-law-and-goodharts-law-when AND https://coffeeandjunk.substack.com/p/why-compensation-systems-likely-fail?utm_campaign=post&utm_medium=web&utm_source=copy
Sometimes unexpected results of a system turn out to be incredibly positive and create community. What would happen if we built systems to do that on purpose? We talk about how puppies and mindfulness, while well-intended, are not the answer to a meaningful workplace. We know you were waiting to hear the explanation behind that alluring episode title-Josh will talk about how church without God didn't fail because of a lack of interest, but rather because of a lack of anything sacred at all.
Additional Info:
Anti-bro Startuphttps://techcrunch.com/2019/08/06/squad-the-anti-bro-startup/
Enough with the puppies and mindfulnesshttps://www.wired.co.uk/article/city-design-architecture-happiness-wellbeing
Church without Godhttps://www.theatlantic.com/ideas/archive/2019/07/secular-churches-rethink-their-sales-pitch/594109/?utm_medium=offsite&utm_source=google&utm_campaign=newsstand-ideas
You do not want to miss the beginning of this episode (and the rest of it, too, let's be real...). We talk about robots. Kind of. We also discuss how hiring for culture fit can be an easy vehicle for bias and how the research about attention spans leads to some great myths. I mean, who is really watching goldfish pay attention to anything? And how do we know they're paying attention? This and many questions will be asked (and laughed at) in addition to a conversation about a very old, but highly relevant academic article about resistance to innovation.
Additional Information:
The robothttps://gizmodo.com/a-wearable-robotic-tail-turns-anyone-into-a-furry-with-1836974428Culture fit leads to biashttps://www.fastcompany.com/90282111/is-hiring-for-culture-fit-another-form-of-unconscious-biasAttention Spans are a mythhttps://www.bbc.com/news/health-38896790
Resistance to Innovationhttps://www-jstor-org.unco.idm.oclc.org/stable/2771607?seq=1#metadata_info_tab_contents
I'm not going to ruin the surprise that led to the title of this episode. In addition to smiling our way to happiness (sorry...spoilers are inevitable in life), we discuss the sociology of psychological safety and how Google figured out that the formula for the perfect team is not about the individuals. We also discuss how nudging and norming are connected, and how they can both be used to change culture and encourage engagement. As an extra added bonus, we've included the National Day Calendar to appeal to your enjoyment of random facts.
Additional Information:
National Day Calendarhttps://nationaldaycalendar.com/august-monthly-observations/
Smile your way to happinesshttps://www.npr.org/sections/health-shots/2019/07/01/735822187/the-science-of-smiles-real-and-fake
Sociology of psychological safetyhttps://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.htmlandhttps://pdfs.semanticscholar.org/a4eb/b43d2056534e75e64ce5c6fe221ced2115ca.pdf
Nudging and Norminghttp://www.ideas42.org/blog/social-norms-social-good-three-insights-apply/
Josh is on sabbatical! We spent too much time being excited about this. In many workplaces, people need permission to learn, despite loads of evidence that learning is the key to an agile organization. What's more, people need to be learning TOGETHER. Team learning environments are key to cohesive knowledge and improved team dynamics in an organization. However, teams can evolve into cliques that then become damaging to an organization's culture. Listen to our tips about managing this phenomenon. We also answer listener mail, sharing that can't control the world, but you can respond to the things directly in front of you.
Additional Information:
Grounded traffic lightshttps://qz.com/942104/people-wont-stop-staring-at-their-phones-so-this-dutch-town-put-traffic-lights-on-the-ground/
Team learning environmentshttps://velvetchainsaw.com/2019/05/22/leveraging-team-learning-at-conferences/
Work cliqueshttp://review.chicagobooth.edu/behavioral-science/2017/article/work-cliques-can-blind-you-future
People matter, so job positions are often built around and evolve to suit the person inhabiting them. However, the evolution of a position should not be tied to an individual for a number of reasons. We share some science behind the need for role clarity. Busy is a buzzword, and we argue that in some cases it is a bad word. There is value in stillness, and when appropriate, in doing nothing. For two people who do nothing very badly, we seem pretty convicted about this. Maybe we'll take our own advice.
Additional Information: Behavioral science ethicshttps://medium.com/behavior-design-hub/how-uber-could-trick-us-using-behavioral-science-unless-we-act-fast-d8aa43534b53
Roles vs. Job descriptionshttps://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Matching%20talent%20to%20value/Matching-talent-to-value.ashx
Stop being so busyhttps://www.nytimes.com/2019/04/29/smarter-living/the-case-for-doing-nothing.html
Season 3! In this first episode of season 3, we discuss home cubicles (WHY!??JUST WHY!?!?). Megan shares an academic article from way back that helps clarify why we can't narrow leadership into individual characteristics. Leadership is a social exchange-it is given by the relationships with others. Josh talks about hyperbolic discounting, the cognitive bias that leads people to choose smaller immediate gain. He argues that attention is more valuable, and that's why we decide quickly.
Links to the articles:
Cubicles in our homeshttps://www.fastcompany.com/90354514/working-from-home-is-now-more-prison-like-than-ever
Merton-Leadership is a social exchangehttps://www-jstor-org.unco.idm.oclc.org/stable/pdf/3421106.pdf?refreqid=excelsior%3Abb6cf152645b61cecb2d2cc9a546ee38Hyperbolic discountinghttps://www.nirandfar.com/hyperbolic-discounting-why-you-make-terrible-life-choices/
Original release date: 6/11/2018
VoiceOver Guy reaches new levels of delusion with his own structuring of time. We share how care in on-boarding saves your company resources, and talk about a movement that is disrupting institutions like retirement.
Original release date: 10/29/2018
Voiceover Guy is a proponent for physical harm that could cause healing? We don't really know... California has some controversial news legislation that could be a game changer. We talk about ways to recognize and work out of biases that permeate your whole organization, and discuss whether the gig economy is a race to the bottom or an entry point.
Additional Info:
Females required in CAhttps://www.npr.org/2018/10/01/653318005/california-becomes-1st-state-to-require-women-on-corporate-boards
Debiasinghttps://www.mckinsey.com/business-functions/risk/our-insights/the-business-logic-in-debiasing?cid=other-eml-alt-mip-mck-oth-1810&hlkid=bebb455dd2eb4719b3e5fe79e017c672&hctky=11150682&hdpid=a3e88bfe-939d-4120-b4b9-20322a66d1eb
Gig economy race to the bottomhttps://www.theatlantic.com/technology/archive/2018/08/fiverr-online-gig-economy/569083/
Original release date: 2/25/2019
We have an announcement about Valentine's Day! We waited to tell you on purpose...ALSO- we totally predicted the future. Megan geeks out about the power of social ties and we share the many benefits of having an inclusive culture. Plus- we answer a listener's question.
Prediction!https://www.theverge.com/2019/1/19/18189480/foxconn-wisconsin-plant-possible-hiring-slowdown-jobs
Weak Tieshttps://techcrunch.com/2016/04/26/weak-ties-matter/
Power of Diversityhttps://www.entrepreneur.com/article/324984
Original release date: 11/12/18
If you need a brilliant business idea, think about your enemies and the people you're mad at- then capitalize on your anger. Someone actually did that, and we talk about it. We also discuss reducing organizational drag and how the different types of leadership can be impactful in different ways. We also have a business idea that doesn't involve hate and anger.
Additional Info:
(SO SAD IT'S GONE!!!!) Dirty Rotten Flowers- https://www.businessnewsdaily.com/8755-strange-businesses.html
Reduce Organizational Drag- https://medium.com/swlh/focus-on-productivity-not-efficiency-4ed4fe9a454f and https://hbr.org/ideacast/2017/03/globalization-myth-and-reality-2
Original release date: 9/10/18
The Packard Group went to Africa (most of them- Megan Bissell was there in spirit), and we chat about the experience! After chatting with Megan Packard, we talk about making your company a talent factory in order to design creative innovation within your organization.
Rebecca leads change in one of the largest organizations in our area, and one of the most complex: Banner Health. We really enjoyed talking to her about how she masterfully does what she does in a large, difficult to steer "ship." Thanks to Rebecca for agreeing to join us! Enjoy!
We talk about stress and argue about how some hiring practices are like hazing. We also read a great letter to change managers that helps show how people respond to change. We play Name that Bias! Again...Megan loses...again.
Additional Info
Stress at workhttps://www.linkedin.com/pulse/stress-work-report-who-feeling-most-how-combat-paul-petrone/
Hiring is not hazinghttps://www.fastcompany.com/90335711/these-two-trendy-interview-practices-need-to-stop?utm_source=postup&utm_medium=email&utm_campaign=Fast%20Company%20Daily&position=5&partner=newsletter&campaign_date=04262019
Rationality of Changehttps://peoplescience.maritz.com/Articles/2019/I-Am-Your-Change-Target
There's a "right" way to help people work through problems, and it involves a solid open line. Megan uses a sports analogy to talk about silos and networking-it's not as awkward as you're imagining. Josh talks about collective effervescence-which is a fancy way of explaining the feeling you get at a Taylor Swift concert.
Additional Info:
Opening Lineshttps://www.entrepreneur.com/article/332938
Sportsball and Siloshttps://www.mckinsey.com/business-functions/organization/our-insights/how-the-houston-astros-are-winning-through-advanced-analytics
Collective Effervescence at Workhttps://www.reuters.com/article/us-world-work-remoteworkers-idUSKCN1RO13J
It's possible that people are ruining Slack...and we tell you why. Leaders blame employees for slow change adoption because they believe they aren't adaptable-they're wrong-we have data. You don't need to manage your time better, you need to manage your attention. It's a shift, but it'll be worth it.
Additional Info:
Slack at Workhttps://www.vox.com/recode/2019/5/1/18511575/productivity-slack-google-microsoft-facebook
Adaptable workforce-leaders don't buy ithttps://hbr.org/2019/05/your-workforce-is-more-adaptable-than-you-think
Attention management, not time managementhttps://www.nytimes.com/2019/03/28/smarter-living/productivity-isnt-about-time-management-its-about-attention-management.html
Some people just love to push the limits of any policy, and sometimes it has humorous results- we share how Texas does it. Job success has historically been measured by performance, but we know that there's more to the story. Also, you can't eliminate the likelihood that someone doesn't pull their weight in a team, but we have advise about that and more!
Additional Info:
Leash your petshttps://dailycaller.com/2019/03/21/petco-steer-houston/
Performance is not the only measure of successhttps://www.fastcompany.com/90335145/most-people-are-focused-on-the-wrong-measure-of-success
You can't eliminate social loafinghttps://blog.trello.com/avoid-social-loafing
Contact Theoryhttps://journals.sagepub.com/doi/pdf/10.1177/1368430217712052?casa_token=yGIuYiGMb14AAAAA:iq2KSgPp5JqRJ2-oKEkSOUTiFYMw0SBci6uGM7aKHvXLDjCdnF6OcSsOM8oriOn0Jwbmz7TxoJ5sNQ
We talked about how Payless tried to be fancy and it didn't work. Now we're going to talk about how Gucci is trying to play it down, and we don't think that works either. We share realistic blocks to seeing innovation all the way through to the end, and how brainstorming is terrible.
Additional Information:
Guccihttps://slate.com/human-interest/2019/03/gucci-screener-dirty-sneakers-who-would-buy-them.html
Blocks to Innovationhttps://hbr.org/2019/03/the-innovation-equation
How Might Wehttp://www.journalcbi.com/from-design-challenges-to-business-innovation.htmlhttps://hbr.org/2015/03/why-group-brainstorming-is-a-waste-of-time
Hand writing your notes is actually proven to be better for your brain- you throw your computer away! (NO DON'T REALLY!) We discuss meaningful ways to work with diverse teams and the short-sightedness of a major Christian bookstore chain. Megan has a game for Josh to play!
Additional Information:
Write your noteshttps://www.npr.org/2016/04/17/474525392/attention-students-put-your-laptops-away
Work with diverse teamshttps://www.business.com/articles/from-conflict-to-cooperation-building-stronger-cross-cultural-teams/
Lifewayhttps://www.christianitytoday.com/news/2019/march/lifeway-to-close-all-170-christian-stores.html
This episode has everything: Cologne, Dogs, Gigs and Sweden! Most of those things have to do with business, but we talk about pawternity leave because it's fun to say. We discuss how businesses should embrace the gig economy and how entrepreneurship is encouraged in a fascinating way.
Additional Information:
Pawternity Leavehttps://m.huffpost.com/us/entry/us_58a6de90e4b07602ad539975/amp
Embrace the gigshttps://clutch.co/hr/resources/how-gig-economy-affects-workplace-2018
Sweden Workershttps://www.npr.org/2019/02/18/695755987/sweden-has-come-up-with-an-unusual-way-to-encourage-entrepreneurship
Oh, K-cups... why? Does the world really need this? We also talk about how the systems that run your company are your story, and how your story matters to the world. We get to discuss how the entrepreneur's journey is not really as mystical as the business world would have us believe.
Additional Information:
K-cupshttps://www.wsj.com/articles/white-russian-in-a-pod-budweiser-maker-pushes-k-cup-machine-for-cocktails-11552968015
Story changes systemshttps://ssir.org/articles/entry/using_story_to_change_systems
The entrepreneur journeyhttps://www.forbes.com/sites/danielpriestley/2019/03/04/the-entrepreneur-journey-is-more-predictable-than-most-people-think/#1c0644e61c6d
Josh is giddy that he gets to break some news to Megan...that means she was wrong. We discuss how organizations are being held accountable to making meaning for their employees, and share two different major types of innovation.
Additional Information:
Closings!https://www.huffpost.com/entry/payless-shoesource-to-shutter-all-of-its-remaining-us-stores_n_5c68365de4b01757c36c0fd5
Purpose-driven culturehttps://www.inc.com/tim-leberecht/purpose-washing-hustle-culture-automation-business-at-a-crossroads.html
Disruptive and Radical Innovationhttps://hbr.org/2018/04/what-40-years-of-research-reveals-about-the-difference-between-disruptive-and-radical-innovation
Jess Pettitt visited us in Greeley... and it was a lovely time. We chatted about Inclusive Solutions, our "trojan horse" approach to diversity initiatives, and we answer a listener question.
Did you know that the largest consumer fraud in 2018 has to do with LOVE?!?! We discuss this, diversity and do exactly nothing to dispell the myth that a team has to be a certain number of people to be effective. Well, we make a little headway in clearing up the controversy, at least.
Additional Info:Diversityhttps://www.bcg.com/en-us/publications/2019/fixing-the-flawed-approach-to-diversity.aspx
https://www.cambridge.org/core/services/aop-cambridge-core/content/view/F4E00875C9C81512E928195E6B7D6A0D/S1754942616000912a.pdf/subtle_discrimination_in_the_workplace_a_vicious_cycle.pdf
Small Teams, Big Teamshttps://www.sciencedaily.com/releases/2019/02/190213132304.htm
It's no surprise that there is a virtual treasure-trove of content for us to ridicule in the comments of basically any online post, but this time we share how some comments are demonstrative of a larger social issue. We also discuss a fun little concept called organizational uniqueness bias and the merits of the science of understanding, rather than control.
Additional Info:
Organizational uniqueness bias
https://www.nytimes.com/2015/12/20/opinion/sunday/the-one-question-you-should-ask-about-every-new-job.html
United Airlines new app; Science of Understanding, rather than control
https://www.businessinsider.com/united-airlines-app-cool-feature-2019-1
There are some tech features that seem luxurious and extraneous, and others that are just...brilliant. We chat about one of those and also discuss why it's important to consider the social ramifications of hiring and firing. Annnndddd....It's time for a new game!
Additional Info:Hiring and Firinghttps://hbr.org/2016/01/what-to-do-before-you-fire-a-pivotal-employee
Dog Modehttps://jalopnik.com/teslas-new-dog-mode-will-keep-your-pup-cool-while-youre-1832617344
Happy St. Patrick's Day to those of you who think that's a thing to celebrate! We discuss how friends of ours stare down the patriarchy in a small but meaningful way...in Texas! We also talk about how comparing neighbors to each other is an effective strategy to make change and talk about brain science.
Additional Info:
Social Proofhttps://www.theatlantic.com/magazine/archive/2009/07/greening-with-envy/307498/
Breakthroughs in the science of learninghttps://www.brainscape.com/blog/2012/10/breakthroughs-science-of-learning-2/
We share some (not so surprising) results from a study we're doing with a client because it's been really impactful, and we talk about the impact of workplace culture on society. As we prepare for a project, we thought we'd share some adult learning theory.
Culture and Societyhttps://www.breathehr.com/blog/what-impact-does-negative-workplace-culture-have-on-wider-society
Adult Learning Theoryhttps://online.rutgers.edu/blog/principles-of-adult-learning-theory/
Is anyone surprised at this point that soft skills are on employers' wish lists? People are afraid of automation, but relationships can't be automated. We share tips for getting your team on to do what it says it's going to do, and talk about trust. Josh has a business idea!
Soft Skills are in demandhttps://www.hrdive.com/news/soft-skills-top-employer-wish-lists-despite-automations-rise/546255/
Barriers to team performancehttps://hbr.org/2014/05/get-your-team-to-do-what-it-says-its-going-to-do
Trust is about relationshipshttps://www.entrepreneur.com/article/321705
We have an announcement about Valentine's Day! We waited to tell you on purpose...ALSO- we totally predicted the future. Megan geeks out about the power of social ties and we share the many benefits of having an inclusive culture. Plus- we answer a listener's question.
Prediction!https://www.theverge.com/2019/1/19/18189480/foxconn-wisconsin-plant-possible-hiring-slowdown-jobs
Weak Tieshttps://techcrunch.com/2016/04/26/weak-ties-matter/
Power of Diversityhttps://www.entrepreneur.com/article/324984
For our February Change Episode, Josh and Megan went to prison...it was an amazing experience. If that doesn't draw you in, then maybe our conversation about how leaders should be teachers or how we should rethink efficiency will!
Leaders should teachhttps://www.lifehack.org/articles/featured/great-managers-teach-when-they-should.html
Rethinking Efficiencyhttps://hbr.org/2019/01/rethinking-efficiency#the-high-price-of-efficiency
If you haven't been to Angel List, please click the link below and check it out. We discuss its simplicity and brilliance, and we love how it makes a difference in the world by supporting global entrepreneurs. Megan shares how millennials are leaving companies because they don't want to do crappy jobs for less pay AND no meaning, and we talk about how the US is losing its entrepreneurial edge. Come on America...we can do better.
Additional Info:Angel Listhttps://angel.co
US is losing its edgehttps://techcrunch.com/2018/10/05/study-says-the-us-is-quickly-losing-its-entrepreneurial-edge/
We wonder how those who tried to have a dry January did with that effort and what the outcomes were and we discuss nudging to encourage happiness. Agility is the name of the game in today's organization, but strategy and agility are not mutually exclusive. We share how to make them work together and also remind everyone that equity matters. Then we get to share some listener mail!
Additional Info:
Nudging Toward Happinesshttps://www.nytimes.com/2018/12/31/technology/human-resources-artificial-intelligence-humu.htmlStrategy is not the enemy of agilityhttps://hbr.org/2018/09/planning-doesnt-have-to-be-the-enemy-of-agile
Why equity mattershttps://www.ellevatenetwork.com/articles/9618-why-equity-matters
Payless makes people mad and is brilliant while doing it. Megan tries to convince Josh that we need to stop regulating creativity, but he's not buying it. We agree that you should over-invest in talent.
Additional Info:
Paylesshttps://www.washingtonpost.com/business/2018/11/30/they-had-us-fooled-inside-paylesss-elaborate-prank-dupe-people-into-paying-shoes/?noredirect=on&utm_term=.afd4ba22922bCult of creativity is making us less creativehttps://qz.com/1450975/the-cult-of-creativity-is-making-us-less-creative/
Invest in talenthttps://www.businessinsider.com/entrepreneurship-advice-hiring-top-talent-2018-10
We review our predictions from last year in our ANNUAL predictions episode! (Take that Voiceover Guy) The Federal Reserve helped us solidify our point that Millennials aren't ruining everything because they're entitled, they're not spending money because they don't have it. We discuss what organizational culture really is in easy to understand terminology.
Additional Info:
Millennials are just poorhttp://nymag.com/intelligencer/2018/12/federal-reserve-millennials-study-arent-post-consumerist-theyre-just-poor.html
What is organizational culturehttps://hbr.org/2013/05/what-is-organizational-cultureCulture is secret to retaining employeeshttps://www.entrepreneur.com/article/324388
Did you know that employees aren't just ghosting their romantic partners, they are ghosting employers? We don't know how we feel about that. Megan shares one of our favorite social neuroscience models and how that relates to your employer brand. Josh discusses cross-functional teams and how to build them better for the long term!
Additional Info:
Ghosting Employeeshttps://www.greeleytribune.com/news/here-today-ghosting-tomorrow-in-troubling-new-trend-employees-just-dont-show-up/
Employer Brand and the SCARF modelhttps://www.fastcompany.com/90256963/employers-your-company-brand-needs-to-reflect-your-culture?utm_source=postup&utm_medium=email&utm_campaign=Fast%20Company%20Daily&position=7&partner=newsletter&campaign_date=10292018
Crossfunctional Teamshttps://www.themuse.com/advice/tips-for-working-cross-functional-team?bsft_eid=b380b2b0-51f8-90a8-e1a9-a08715d2d6fa&bsft_pid=34604cbd-aa2e-446f-8209-0a08363a0125&utm_campaign=daily_20181008&utm_source=blueshift&utm_medium=email&utm_content=daily_20181008&bsft_clkid=ab7d0ffe-df20-46aa-8127-411d43c95c1f&bsft_uid=d67f0afc-519b-4d70-b69e-af34d6647432&bsft_mid=cfa68df0-6693-4e57-80ea-fad687c83990&bsft_pp=2
Happy 2019! Voiceover Guy shares the merits of cold showers, we discuss effective employee evaluation and why it matters, and circle back to our favorite company to rant about: Uber. We're happy to be back to share some insight with an academic article about interaction ritual chains and employee engagement. Happy Businessing!
Additional Info:
Cold Showershttps://www.inc.com/kevin-j-ryan/cold-showers-inc-tested.html
Uuuuuuuberrrrrr...https://techcrunch.com/2018/10/18/uber-is-developing-an-on-demand-staffing-business/
Effective Employee Evaluationhttps://www.mckinsey.com/business-functions/organization/our-insights/straight-talk-about-employee-evaluation-and-performance-management?cid=podcast-eml-alt-mip-mck-oth-1811&hlkid=a46cfa226ced4cae892935ec53ee4c5c&hctky=11150682&hdpid=402ac35c-1859-4682-accd-2483666b9201
Original Air date 10/16/17
Josh and Megan talk about how grit just isn't enough, look at millennial stock footage that shows that they all have pink hair, and we give away a business idea that Megan really wants you to take advantage of.
Do you remember how great Sears used to be? We are both of the generation that thought Sears was the best- and then they did some weird things and it's not going so well for them. We talk about Sears, how millennials are going to "save the postal service" and how it's crucial to lay the groundwork for training during change, or all of the efforts will be wasted. We also answer some listener mail.
Additional Info:
Millennials "save" mailhttps://www.citylab.com/life/2018/08/millennials-arent-killing-mail/566585/?utm_source=feed
Invest in traininghttps://hbr.org/2018/10/when-companies-should-invest-in-training-their-employees-and-when-they-shouldnt
Oh Sears...https://www.nytimes.com/2018/10/18/business/sears-edward-lampert-bankruptcy.html
It's the holiday season again, so Voiceover Guy gets to regale us with his singing...again. We talk about how unsolicited advice is not always the best course of action and discuss how leading change has a great deal to do with changing your leaders. No one likes the idea of change being uncomfortable, but awareness helps curb that pain-so we discuss the hard side of change management.
Additional Info:
Change your leadershttps://www.forbes.com/sites/hillennevins/2018/10/16/leading-change-change-your-leaders/amp/
Hard side of change managementhttps://hbr.org/2005/10/the-hard-side-of-change-management
Jess Pettitt, professional speaker, comedian and diversity expert extraordinaire, is the CEO of Good Enough Now and our new partner for all things equity, inclusion and diversity! Jess is not only a really good time, she's a fantastic person and has dedicated her professional life to helping people and organizations overcome barriers to equity. In this interview, we talk about our new initiative with Jess, Inclusive Solutions, as well as laugh about random old pop culture and dinosaur poop. Enjoy!
See more of Jess's work at Good Enough Nowhttps://goodenoughnow.com/
See more about our collaboration with Jess at Inclusive Solutionshttps://www.inclusivesolutions.net/
What some people view as "hell" as a workplace, others may view as "doing their job" for great pay. Josh and Megan discuss whether it's all that bad to be held to a standard at work. Women entrepreneurs don't get funding. There, we said it. Well...everyone is saying it, and some people are doing something about it! We also discuss the undiscussed part of a CEO's tenure, and the fact that they have a tenure.
Additional Info:
Netflix "hell"https://theoutline.com/post/6459/the-libertarian-fascist-corporate-culture-of-netflix-is-a-hell-no-one-deserves?zd=2&zi=5lhhii5q
Middle of the CEO's tenurehttps://hbr.org/2018/05/how-successful-ceos-manage-their-middle-act
https://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/how-leading-ceos-manage-their-middle-tenures?cid=other-eml-alt-mip-mck-1811&hlkid=42d8b1afda1949fa9547fa042861d402&hctky=11150682&hdpid=93ebf1fb-1e62-4ccc-b66a-32fa59671d09
Women should get VC as wellhttps://techcrunch.com/2018/10/18/jane-vc-a-new-fund-for-female-entrepreneurs-wants-founders-to-cold-email-them/ https://www.scientificamerican.com/article/why-female-entrepreneurs-have-a-harder-time-raising-venture-capital1/
Social innovation can be disgusting, but meaningful... we share how. Megan confesses one of her biases, and we share the secret thing about entrepreneurship that no one really thinks about. Also, we give you a bottom-line reason to always consider diversity.
Additional Info:
Maggot Meals- https://money.cnn.com/2018/09/20/smallbusiness/agriprotein-fly-farming/index.html
Reduce Action Bias- https://theascent.pub/the-most-ignored-and-important-leadership-advice-take-guilt-out-of-the-equation-c56b85c8b7 https://medium.com/personal-growth/the-mother-of-all-biases-the-action-bias-and-the-power-of-restraint-e3ae31b25247
Contact us for a copy of the academic article
If you need a brilliant business idea, think about your enemies and the people you're mad at- then capitalize on your anger. Someone actually did that, and we talk about it. We also discuss reducing organizational drag and how the different types of leadership can be impactful in different ways. We also have a business idea that doesn't involve hate and anger.
Additional Info:
Dirty Rotten Flowers- https://www.businessnewsdaily.com/8755-strange-businesses.html
Reduce Organizational Drag- https://medium.com/swlh/focus-on-productivity-not-efficiency-4ed4fe9a454f and https://hbr.org/ideacast/2017/03/globalization-myth-and-reality-2
Haven't you always wanted to own a childhood picture of Dwight Schrute (watch The Office, people... for real)? We'll tell you how. We also discuss how organizations aren't built to be agile and discuss an approach to solve hard problems before addressing some listener mail.
Additional Info:
Office Auction- https://auction.screenbid.com/view-auctions/catalog/id/105
Organizational Agility- https://www.forbes.com/sites/carstentams/2018/01/26/why-we-need-to-rethink-organizational-change-management/#49076d78e93c
Solve Hard Problems- https://www.fastcompany.com/90237319/how-to-solve-complex-problems-by-not-focusing-on-them
Voiceover Guy is a proponent for physical harm that could cause healing? We don't really know... California has some controversial news legislation that could be a game changer. We talk about ways to recognize and work out of biases that permeate your whole organization, and discuss whether the gig economy is a race to the bottom or an entry point.
Additional Info:
Females required in CA
https://www.npr.org/2018/10/01/653318005/california-becomes-1st-state-to-require-women-on-corporate-boards
Debiasing
https://www.mckinsey.com/business-functions/risk/our-insights/the-business-logic-in-debiasing?cid=other-eml-alt-mip-mck-oth-1810&hlkid=bebb455dd2eb4719b3e5fe79e017c672&hctky=11150682&hdpid=a3e88bfe-939d-4120-b4b9-20322a66d1eb
Gig economy race to the bottom
https://www.theatlantic.com/technology/archive/2018/08/fiverr-online-gig-economy/569083/
Did you know that ticker tape symbols on the stock exchange are only allowed to be three letters? Neither did Voiceover Guy. Millennials are drinking less beer... but we've established that it's not really about them... haven't we? Different hiring practices means living with uncertainty, and Megan thinks it's worth it. We discuss the difference between risk and uncertainty, and why that matters for innovation.
Additional Info:
Open hiring practices create uncertainty... for the better.http://mitsloan.mit.edu/newsroom/articles/why-you-should-consider-an-open-hiring-model-for-your-business/
Risk vs. Uncertaintyhttps://www.dropbox.com/s/i4uzz2kp861dxoc/Pozen-2008-We%20are%20all%20Entrepreneurs%20Now.pdf?dl=0
Voiceover Guy is confused about how art and psychology work, and we discuss how sometimes going a little further with your clients can make the difference when you're trying to change impressions about your brand... and we talk about pizza. The rest of the episode is about how important feedback is when shaping our beliefs, and when shaping our performance. We're following our own advice and asking for feedback... so what did you think?
Additional Info:
Pizza pilothttps://www.today.com/food/american-airlines-pilot-orders-40-pizzas-diverted-flight-t137162
Stick to beliefs because of feedbackhttp://news.berkeley.edu/2018/09/04/certaintystudy/
Neuroscience to make work feel betterhttps://www.strategy-business.com/article/Using-Neuroscience-to-Make-Feedback-Work-and-Feel-Better
Does Subway know that people will miss the $5 footlong? Josh and Megan discuss Aston Martin's approach to gender "diversity" on their board, and we go through a list that Megan actually likes about ways that organizational change can fail. We also encourage leadership to reassure employees about what will NOT change during large organizational shifts. OH! and we play Name That Bias!
Additional Info:
Adding Womenhttps://jalopnik.com/aston-martin-adds-women-to-its-formerly-all-male-board-1828946850
Leading Change - when it failsfile:///Users/meganbissell/Desktop/LEADING_CHANGE_WHY_TRANSFORMAT.pdf
To embrace change, say what will stay the samehttps://hbr.org/2018/08/research-to-get-people-to-embrace-change-emphasize-what-will-stay-the-same?utm_campaign=hbr&utm_medium=social&utm_source=linkedin
This week on the Bias Disruption Podcast, we speak with the owner of John Galt Coffee Company in Greeley, CO- TJ Wilson. Highlights include COFFEE, strategies about scaling, how the culture of the organization has changed as John Galt has grown and oh ...
We share a story about how character matters when hiring, and how quality character should pay more. Many companies say that they feel like their organization is a “family”, but we believe that may not be an asset.
We announce our launch of a collaboration with diversity specialist Jess Pettitt of Good Enough Now! Inclusive Solutions is our answer to organizational-wide inclusion efforts that actually work. The Packard Group brings the systems expertise,
The Packard Group went to Africa (most of them- Megan Bissell was there in spirit), and we chat about the experience! After chatting with Megan Packard, we talk about making your company a talent factory in order to design creative innovation within yo...
SEASON 2! So what if seasons are a made up construct? We have begun season two! Our theme for this season is organizational change. We encourage you to ask better questions, using your information to unlock actual value in your organization.
It’s summer break! We talk about our plans for the break, and talk about how managers that continue to work so much are actually displaying insecurity. Our thoughts about employee engagement turn the term around to offer a new perspective,
It’s possible that wires got crossed, because Josh and Megan have opposing headlines this time! Apparently, innovation is both by the numbers, and not not a numbers game according to this week’s episode. Don’t worry, we clear it all up.
We’re at Influence right now! While we’re at the National Speakers Association conference, enjoy this episode about the difference between being a maker and a manager, and how you can actually be both. Birth rate has nothing to do with business, Josh!
After we try to make fireworks sounds, we discuss how interruptions can be costly, and then instantly get distracted. Megan shares some rhyming words that help to understand how groups are formed, and how to get unstuck to encourage group cohesion.
We get to talk about a very innovative client that is changing the way art and research work together. Leaders often face tough choices, and we discuss how important it is to be decisive as well as how leadership is institutional, not individual.
While VoiceOver Guy is busy trying out new careers on our time, Josh and Megan are considering the brilliance of simplification and cutting out unnecessary efforts. We also discuss how technology is an easy sell as a solution,
We really are the perfect summer podcast, but not for VoiceOver Guy’s reasons… Josh and Megan discuss how creating language and buy-in from people in your company can make transition so much smoother, and challenge terms that don’t have meaning to ever...
VoiceOver Guy reaches new levels of delusion with his own structuring of time. We share how care in on-boarding saves your company resources, and talk about a movement that is disrupting institutions like retirement.
We share a story about a client who is the model for why we do our Employee Engagement Surveys the way that we do, and reinforces why we care so much about data leading to actual change. Josh shares the value of hiring dissenters to shake things up,
We have a live audience? We do like applause, and VoiceOver Guy has a dream. Josh and Megan share a brilliant idea about how to fix problems before they become costly. Someone used our principle of “Thinking Big and Acting Small” in the actual title o...
Well… Voiceover Guy officially tried to take over…and then we stopped him. Our podcast has led us to opportunities that make meaningful change in the world and we share that. Josh has a fantastic business opportunity to share with you.
This week on The Bias Disruption Podcast, our esteemed guest, Scott Halford, CEO of Complete Intelligence and Hall of Fame Speaker, talks about how we should be thinking more, and should be rewarded for it.
We are proud to announce that we are officially launching our Systems Thinking Workshop! We think of a role for Voiceover Guy in the workshops, though it’s not the role he wants. Josh shares two types of decisions why you should differentiate between,
Stop it with the perfection, already! Josh and Megan discuss that it’s an advantage to not be perfect, and that leaders should understand what their ACTUAL weaknesses are. Plus, we know you’ve always wanted to know more about isomorphism,
This is an exciting episode! It’s bring your kids to work day! Also, Josh’s wife Megan joins us to share an announcement from The Packard Group. We have good suggestions for how companies should use their tax dollars,
This episode was only aired a few months ago, but it’s worth another listen! Voiceover guy tries really hard to be versatile with language. It doesn’t go well. We love to share stories about our client successes, but it’s sad for us to end projects sometimes. We share about a project coming to a close. Josh is super disappointed to learn that there is no BEST person for a job and we discuss the long debated concept of developing people or positions. Additional Info: Black Panther Marketing https://www.inc.com/sonia-thompson/what-massive-fan-fare-around-black-panther-signals-about-a-major-shift-in-marketing.html?cid=search There is no best person https://aeon.co/ideas/why-hiring-the-best-people-produces-the-least-creative-results Build around people or positions? https://hbr.org/2018/01/why-people-really-quit-their-jobs#comment-section
Voiceover guy tries to sign us off in a different way… and at the beginning. Josh and Megan discuss how reviewing workplaces can work to everyone’s advantage, and how that’s changing the nature of workplace culture.
Megan is excited for seniors to get more access, and we get the chance to rant about policies. No. More. Policies. Josh and Megan don’t think you should have NO policies, but they aren’t the answer to everything.
Cowboy up, people! Josh and Megan reflect about an amazing impact that one of their projects is having on a current client and talk about how writing is hard, so joining an accountability program is a good tip.
Megan loves libraries, and is justified given the power that librarians actually hold. We are always thrilled when we see sociologists out in the world practicing our science. We share some brilliant insight about seeing the future and reverse engineer...
Generations are often a topic of discussion, but this time Josh and Megan discuss the naming of the past and next ones. Josh shares a dumpster fire list of business ideas that came after a random Google search.
After clarifying the Voiceover Guy is not actually movies, Josh and Megan get ready to volunteer their time driving food around and talk about game-changing research that’s still relevant today. It’s no surprise to them that businesses are losing money...
Once again, we discuss the danger of lists, and the word “dementor” is actually used in one of them, and it is NOT a Harry Potter reference. Josh and Megan talk about strategies of connection and the power of the group in order to be more innovative.
If for no other reason, listen to this episode for the greatest job interview story. Ever. And it’s Valentine’s themed in the best ways. Megan talks about how words matter and demonstrate your culture, and that aligning your values with retention effor...
We felt that the content of this episode was too important to keep it buried in the past, so we’re playing it again. Please note the disclaimer below. Attention: The content in this episode is a slight departure from the usual format, and may contain topics that are difficult. Our usual line up is family friendly, and while this is not at all inappropriate, it is sensitive and should be listened to and shared with discernment. Sexual misconduct is an actual problem in our culture. Josh and Megan discuss the impact that is has on business, why it’s time to accept that there is a shifting of norms, and what you can do about it. This is not an exhaustive discussion about the history and impact of gender discrimination, but rather a conversation about what we know to be true about human behavior, and a guide to be better.
Megan gets to yell about missed opportunities. Crowdsourcing for social movements is brilliant, and Josh shares a hilarious story about how a trebuchet could save us from the “wall”. Our values are shifting, and we can crowdsource to save the world.
Interview Wes Sam-Bruce is a multi-disciplinary, multi-generational artist who is masterful at creating worlds and bringing everyone together in a way that exemplifies the most pure blend of talent, practiced skill and business savvy.
Closing the loop in your research is more important than just doing the research, and Josh and Megan discuss why. Megan does NOT want to be hypnotized by Samsung, but does want you to consider what “healthy workplace culture” actually means and how to ...
Let’s see if we were even close! This is a repeat performance of an episode that aired on January 8, 2018. Josh and Megan are excited about their article in Speaker Magazine, discuss some “controversial” topics like replacing bosses with AI and how happiness doesn’t matter. Josh shares why millennials aren’t smiling, and we make some predictions about trends for the new year. Happy 2018! Additional Info: Speaker Magazine Article NSA Speaker Magazine Article AI Bosses https://qz.com/1130095/your-boss-might-be-better-as-an-algorithm/ Happiness at work doesn’t matter https://betterhumans.coach.me/is-happiness-at-work-a-good-thing-eaf3fcebcd11 https://hbr.org/2015/07/the-research-weve-ignored-about-happiness-at-work Millennials aren’t smiling https://www.forbes.com/sites/dianahembree/2017/03/28/why-some-millennials-arent-smiling-bad-teeth-hinder-28-in-job-search/#ac0b9ae59c6a
Josh and Megan discuss the merits of having a well-balanced and proactive client, how offering services for those who truly need it can benefit, not hurt local businesses, and why hiring a group could bring you more success.
There’s music in this episode, in many forms. Josh and Megan yell about a lot of things from fake eviction notices to companies ignoring obvious business trends. We laugh about the battle between boomers and millennials (special thanks to a young liste...
Josh and Megan are actual winners. PLUS, camping and community helps change the world, Megan (yes, Megan) talks about sportsball, and Josh gets everyone excited about farming. Additional Info: Glamping is the answer to creating community. https://www.fastcompany.com/40484369/hipcamp-the-airbnb-of-camping-is-changing-flyover-country-into-a-big-welcome-mat?utm_source=postup&utm_medium=email&utm_campaign=Fast%20Company%20Daily&position=5&partner=newsletter&campaign_date=10242017 Think like a quarterback to create culture. https://www.entrepreneur.com/article/294859# Farming is the future! http://www.businessinsider.com/best-jobs-future-growth https://www.foodsystemsjournal.org/index.php/fsj/article/viewFile/9/2
Josh and Megan discuss EVERY cognitive bias! Well, ok, just a few, and in game show form! They also share thoughts about hiring for character and whether owning a business can make you a bad venture capitalist. Also, did we mention there’s a game show?!?
Voiceover Guy gives us some insight about himself, and Megan is creeped out by Walmart. Josh and Megan talk about inventions, sportsball, and a fantastic academic article (hush, yes that is a thing!) involving music.
Josh and Megan discuss good ideas about brains and groups, while taking their own advice about not being boring. They also must be hungry, and it’s probably Voiceover Guy’s fault, because there’s so much food in this episode.
Josh and Megan are “frightened” by Equifax but it’s not what you think. Then we spend some time allowing ourselves the freedom to obsess about work-life balance, or the lack thereof. Additional Info: This company creates bespoke clothing for the forgotten. https://www.fastcompany.com/40462851/this-suit-maker-thrives-by-dressing-customers-other-brands-dont?utm_source=postup&utm_medium=email&utm_campaign=Fast%20Company%20Daily&position=2&partner=newsletter&campaign_date=09262017
This week on The Bias Disruption Podcast, Josh speaks with JoAn Majors, a major (see what we did there) name in dentistry who holds the true secrets to that industry’s success.
Josh and Megan talk about how grit just isn’t enough, look at millennial stock footage that shows how they all have pink hair, and we give away a business idea that Megan really wants you to take advantage of.
We find out our podcast’s ranking! It’s not great… and it’s from Voiceover Guy’s personal list. Josh and Megan discuss the virtues of Facebook becoming a church and weigh the pros and cons of simplified grocery shopping.
We lose Voiceover Guy to the power of espresso, Josh throws us back to the 1800s…oops, no…1700s, 18th century, and has a great idea for the Girl Scouts, Megan gets excited about data more than once, and we play a game. Megan wins.
Once upon a time, we were a baby podcast. This is one of our very first episodes, and is still a favorite of ours and our listeners. Enjoy! Voiceover Guy sings some Social Distortion, Megan gets dramatic about pop up windows with sound, and classifieds aimed at entrepreneurs are REAL. Additional Info: Culture change is like a social movement https://hbr.org/2017/06/changing-company-culture-requires-a-movement-not-a-mandate?utm_campaign=hbr&utm_source=twitter&utm_medium=social Jopwell is taking away your excuses about diversity hiring https://www.entrepreneur.com/article/294566
Josh and Megan convince Voiceover Guy not to ship their names, and discuss food a lot. And millennials. Then Josh gives away a brilliant free business idea.
Josh and Megan talk about the evils of Uber, New Belgium going national, and how a healthy organization is a lot like the human body.
The pilot! Well, it’s really just the first episode, where we explain who we are and what we’re doing here. People ask us all of the time, “what biases are you disrupting?” (No they don’t.) We tell you about that.