Growth Hacking Culture: Recent Episodes
Ivan Palomino
The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
Creating a workplace where things just flow—where employees are engaged, productive, and genuinely enjoy coming to work—can feel elusive for many leaders. Today, we explore practical strategies for fostering such a culture, one where teams can thrive without the friction that often bogs down productivity.
Studies show that only 36% of employees are actively engaged at work, leading to lost productivity and high turnover. In this episode, we uncover actionable insights with Magi Graziano to help leaders build a high-performance culture from the inside out.
About Margaret (Magi) GrazianoMagi Graziano is a renowned leadership coach, organizational culture expert, and best-selling author who empowers leaders and teams to achieve outstanding results. With a journey marked by resilience—from being a single mother at 19 to running a thriving consultancy—Magi embodies the power of reinvention.
As the author of Ignite Culture: Empowering and Leading a Healthy, High-Performance Organization from the Inside Out, she combines experiential coaching, science-backed tools, and actionable strategies to guide organizations through cultural transformation.
- Connect with Magi on her website https://www.margaretgraziano.com/
- Take her Organizational Culture Assessment https://keenalignment.scoreapp.com/
- Her LinkedIn profile https://www.linkedin.com/in/margaretgraziano/
What We Discussed in this Episode on Shifting Work Culture from Friction to Flow:1. What are the biggest obstacles organizations face when shifting their workplace culture? 2. How does data and measurement aid in understanding and evolving organizational culture? What are some recommended tools for this? 3. What common mistakes do leaders make when trying to initiate cultural change? 4. How can leaders uncover the root causes of friction in their organization’s culture? What are typical sources of these issues? 5. What are effective tactics for overcoming resistance to change within an organization? 6. How can companies measure the impact of cultural shifts on employee engagement, productivity, and business outcomes? 7. What emerging trends in organizational culture should leaders be aware of today?
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🤍 Ivan Palomino's book 𝐒𝐭𝐞𝐩 𝐙𝐞𝐫𝐨 𝐁𝐞𝐟𝐨𝐫𝐞 𝐓𝐡𝐞 𝐇𝐮𝐬𝐭𝐥𝐞 is Now available in AmazonLaunching a business isn't about a brilliant idea. It's about executing that idea brilliantly. And that takes a certain mindset, a certain set of human skills... and 𝐢𝐭 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐭𝐡𝐞𝐦 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬.
Get your copy at https://amzn.eu/d/hPL6Ajp
Leading across cultures can feel like conducting an orchestra without knowing the melody—different communication styles, values, and ways of getting things done can challenge even seasoned leaders. In this episode, "Beyond Borders: Leadership in a New Culture," we explore effective strategies for cross-cultural leadership, helping leaders navigate and thrive in new cultural landscapes.
About Peter Murphy LewisPeter Murphy Lewis is a global marketing leader, entrepreneur, and expert in cross-cultural business dynamics. With a wealth of experience in Latin America and international markets, Peter brings a unique perspective on building brands and fostering growth across borders. As the CEO and founder of Strategic Pete, a fractional CMO firm, he helps businesses of all sizes reach their marketing goals with a global mindset.
Reach out Peter Murphy Lewishttps://strategicpete.com/
https://www.linkedin.com/in/petermurphylewis/
What we discussed on Leading in a New Culture1. What key cultural aspects should leaders understand about Mediterranean and Latin cultures? 2. What are common misconceptions leaders have about Mediterranean and Latin cultures, and how can these be addressed? 3. How can leaders adapt their communication style for success in Mediterranean and Latin cultures? What verbal and nonverbal cues are important? 4. Why is relationship-building essential for leadership in Mediterranean and Latin cultures, and how can leaders build trust and rapport effectively? 5. What motivates individuals in Mediterranean and Latin cultural settings, and how can leaders offer constructive feedback that respects these values? 6. How is time viewed and managed in Mediterranean and Latin cultures, and how can leaders adjust their expectations to align with these norms? 7. How will cultural awareness shape the future of global leadership, and what role could technology play in this evolution?
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🤍 Ivan Palomino's book 𝐒𝐭𝐞𝐩 𝐙𝐞𝐫𝐨 𝐁𝐞𝐟𝐨𝐫𝐞 𝐓𝐡𝐞 𝐇𝐮𝐬𝐭𝐥𝐞 is Now available in AmazonLaunching a business isn't about a brilliant idea. It's about executing that idea brilliantly. And that takes a certain mindset, a certain set of human skills... and 𝐢𝐭 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐭𝐡𝐞𝐦 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬.
Get your copy at https://www.ivanpalomino.net/book-step-zero-before-the-hustle
Compassionate communication in the business world often gets a bad rap, seen as naive, idealistic, or even a sign of weakness. Many mistakenly believe that focusing on empathy and understanding makes one ill-equipped for the tough decisions that business demands. However, research consistently shows that employees who feel heard and understood are more engaged and satisfied in their roles.
In fact, a study by Catalyst found that 76% of people who experienced empathy from their leaders felt engaged, compared to just 32% who reported less empathy. When organizations neglect compassionate communication, it can lead to a culture dominated by fear, blame, and unhealthy competition. About Maria ArpaMaria Arpa, a renowned expert in workplace dynamics and compassionate communication, is reshaping the way organizations handle conflict and build strong relationships. As the founder of the Centre for Peaceful Solutions, Maria has led numerous mediation initiatives and continues to pioneer innovative approaches to creating harmony in the workplace.* Her website Centre for Peaceful Solutions https://centreforpeacefulsolutions.org/ * Her LinkedIn profile https://www.linkedin.com/in/mariaarpa/
What We Discussed in this Episode on Compassionate Communication- What inspired Maria Arpa to focus on compassionate communication in the workplace?- How is compassionate communication different from traditional conflict resolution methods?- What is the best way to learn compassionate communication skills in the workplace?- How do empathy and compassionate communication affect brain chemistry and behavior?- What are the top strategies to promote a culture of compassionate communication at work?- What are common mistakes people make when practicing compassionate communication?- Which companies have successfully implemented compassionate communication strategies? _____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
Understanding Generation Z's unique expectations and values is essential for businesses aiming to attract and retain top talent. This generation has distinct priorities that influence their career choices and workplace satisfaction. Companies that understand Gen Z's values can create a more appealing workplace culture, boost employee engagement, enhance their reputation as an employer of choice, and drive innovation by harnessing the creativity and problem-solving skills of Gen Z employees.
About HannahHannah MacDonald-Dannecker is a Gen Z expert, public speaker, and advocate for bridging generational gaps in the workplace. As a member of Gen Z, she provides valuable insights on recruiting, managing, and retaining young talent. Hannah is the author of Well Shit: Time To Grow Up, a memoir that explores her journey of self-growth, tackling issues like imposter syndrome and navigating adulthood. She also hosts the popular podcast "Workish," where she discusses topics relevant to young professionals.
Learn more about her book Well Shit: Time To Grow Up https://a.co/d/gjwnIDa
Connect with Hannah on LinkedIn https://www.linkedin.com/in/hannah-kay-macdonald/
Her business website https://bettertogethergroup.com/
What we discussed with Hannah on The Ideal Work Culture for Gen Z1. What are the most common misconceptions about Gen Z in the workplace? 2. How do Gen Z's expectations and values differ from previous generations at work? 3. What are the key features of a workplace culture that appeals to Gen Z employees? 4. How can companies build a culture of inclusivity and belonging for Gen Z talent? 5. What can Gen Z do to effectively communicate their needs and expectations to employers? 6. What advice do you have for managers working with Gen Z employees for the first time? 7. What risks do companies face if they don't adapt their workplace to meet Gen Z's needs? 8. How does technology shape Gen Z's ideal work environment?
BONUSWatch this video on What GenZ expect from your work culture
https://youtu.be/N2IgamLhGJ8?si=TG5jHVpM1i_UQMNQ
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
In this episode, Utkarsh Narang shares how fear, often seen as a barrier, can actually fuel bold decision-making, drive innovation, and help shape resilient leaders. We’ll explore how leaders can embrace fear as a tool for growth and uncover strategies to use fear constructively in leadership.
About Utkarsh NarangUtkarsh Narang is a seasoned Learning Consultant, Executive Coach, and Facilitator with a passion for understanding human behavior. Based in Melbourne, he uses his diverse global experience to design leadership programs that help organizations unlock their potential and foster courageous leadership.
Watch his inspiring TedTalk on Can Fear Push Us to be Courageous? https://youtu.be/5aj0btxnBLo?si=6ZyrB_M8cxCCU3qJ
Reaching Utkarsh:On his company website IgnitedNeurons https://www.ignitedneurons.me/
On Linkedin https://www.linkedin.com/in/utkarsh-narang/
What We Discussed in this Episode on How Fear Can Fuel Bold Leadership in Organizations* The Courage Paradox: Utkarsh explained how fear can be transformed into courage in leadership and shared insights on how to embrace this paradox. * Common Misconceptions: We discussed the common pitfalls leaders face when trying to use fear to drive courageous actions. * Types of Fear: Utkarsh helped us differentiate between paralyzing fear and fear that propels leaders forward. * Building a Culture of Courage: We explored how leaders can foster a workplace environment where acknowledging fear is safe and constructive. * Strategic Courage: Utkarsh provided strategies for ensuring that fear-driven actions are not reckless but are thoughtful and strategic. * Real-Life Examples: He shared stories of leaders who effectively used fear to fuel their courage and achieve bold outcomes. * Neuroscience and Fear: We also touched on how leaders can understand their brain's response to fear and use that awareness to make more courageous decisions.
Bonus
📌 Read my latest article on The Entrepreneurial Operating System: Learning "How to Learn"
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
In this episode, we explore the fascinating link between chaos theory and corporate performance, inspired by Maria Carpenter’s TED Talk, "The Medicine of Chaos." While chaos may seem like the enemy of productivity, Maria sheds light on how embracing unpredictability and decentralized control can actually foster innovation and agility in businesses. By changing the environment rather than the people, and allowing systems to self-organize, organizations can unlock new pathways to growth and success. We'll dive into the strategies that leaders can use to harness chaos for better decision-making, stronger networks, and faster responses.
About Maria P CarpenterMaria Carpenter, a Cypriot-South African strategist, has an impressive background spanning software development, management consulting, executive leadership, and entrepreneurship. She is known for leading international tech teams and developing a unique framework that transforms team dynamics and fosters business success.
- Listen to her inspiring TedTalk on The medicine of chaos https://youtu.be/KgJc40Fw7xg?si=sVdWYHZBKme0rQMz
- Maria's website https://www.mariapcarpenter.com/
- Her Instagram https://www.instagram.com/mariapcarpenter/
What We Discussed in this Episode on Chaos and Innovation * Understanding Chaos: We defined chaos in the context of business and explored common misconceptions that often lead to resistance in corporate environments. * Chaos and Innovation: Maria shared how large organizations can leverage the unpredictability of chaos theory to foster creativity and innovation. * Leadership Strategies: We explored specific strategies and tools leaders can use to create environments that encourage innovation amidst chaos. * Balancing Structure and Flexibility: Maria discussed the risks and rewards of applying chaos theory in a corporate setting and how to balance structure with the freedom to experiment. * Real-World Application: Maria shared personal stories where applying chaos theory led to breakthrough innovations in her career. * Emerging Trends: We discussed the latest developments in chaos theory and how they are shaping the future of corporate innovation.
News on Ivan Palomino:🎉 𝐎𝐯𝐞𝐫 𝐭𝐡𝐞 𝐦𝐨𝐨𝐧 to share that my book, "Step Zero Before the Hustle," is now a #1 Best Seller in TWO categories on Amazon! 🎉
Writing a book is no walk in the park – it takes dedication, countless hours, and a whole lot of coffee. But seeing it resonate with readers like this makes every moment worth it.
"Step Zero" was born out of my mission to help aspiring entrepreneurs build a rock-solid foundation for their future businesses. It's packed with actionable steps to equip you with the knowledge, mindset, and strategies needed to turn your dreams into reality.
If you're ready to take that leap, grab your copy and let's get started! 🙏 https://a.co/d/7wqY4St
Change is the only constant, especially in the corporate world, with 70% of change initiatives failing due to employee resistance and lack of management support. Beneath the surface of strategic plans, there's a complex human element that often goes unaddressed. In this episode, we explore the hidden challenges of change management, the real reasons transformations fail, and what truly makes change stick. Joining us is Karen Ball, an expert in change management and the ADKAR model, who will share her extensive knowledge on tackling resistance and ensuring successful change initiatives.
About Karen BallKaren Ball is a Senior Fellow at Prosci and a former Executive Vice President of Research, Product, and Marketing. With over 40 years of experience, she is a seasoned change management practitioner and author of The ADKAR Advantage: Your New Lens for Successful Change. Karen is also a Certified Change Management Professional™ (CCMP™), Prosci executive instructor, and advisor.
About her book The ADKAR Advantage https://a.co/d/huYUmdc
Karen's LinkedIn profile https://www.linkedin.com/in/karenball26/
Karen's Publications with Prosci https://www.prosci.com/blog/author/karen-ball
What We Discussed in the Episode1. What contradictions do you often see in organizations that claim to value innovation but struggle with change? 2. How can leaders effectively manage subtle forms of resistance to change? 3. What strategies can organizations use to combat misinformation during change initiatives? 4. How can leaders create a supportive environment to help employees adopt new behaviors and break old habits? 5. How can organizations address hidden costs like employee stress and burnout during change? 6. What can organizations do to maintain momentum and prevent "change fatigue" after multiple transformations? 7. How can companies sustain change long-term and avoid reverting to old habits when faced with challenges?
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BONUS: My book 𝐒𝐭𝐞𝐩 𝐙𝐞𝐫𝐨 𝐁𝐞𝐟𝐨𝐫𝐞 𝐓𝐡𝐞 𝐇𝐮𝐬𝐭𝐥𝐞 is Now available in AmazonLaunching a business isn't about a brilliant idea. It's about executing that idea brilliantly. And that takes a certain mindset, a certain set of human skills... and 𝐢𝐭 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐭𝐡𝐞𝐦 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬.
Get your copy at https://www.ivanpalomino.net/book-step-zero-before-the-hustle
In this episode, we dive into the common barriers that prevent joy in the workplace, from toxic cultures and burnout to unrealistic expectations. More importantly, we’ll explore actionable strategies to overcome these obstacles and create a work environment where joy and fulfillment can flourish. Whether you're a leader or an employee, you’ll find valuable insights to help remove the barriers to joy and enhance well-being in your own work life.
About Sammy BurtSammy is the founder of Backpack and founding consultant of Farleigh Performance, two consultancies that specialize in cultural and strategic development. As a systems coach and consultant, Sammy works with organizations, teams, and leaders to foster positive work cultures that support joy, growth, and success.
Connect with SammyLinkedIn https://www.linkedin.com/in/sammyburt/ Facebook Author https://www.facebook.com/sammyburtauthor Instagram Author https://www.instagram.com/sammy_burt_backpack_author/ Farleigh Performance www.farleighperformance.com The Grown up Book https://www.yourbackpack.co.uk/whatisagrownupanywayWhat We Discussed in the Episode1. What are the most common misconceptions about workplace joy, and how can these be addressed? 2. How do you define "joy" in the context of work—happiness, fulfillment, or something else? 3. What are the biggest barriers to joy in the workplace that you've observed or encountered? 4. How can organizations create a more joyful and supportive work environment for their employees? 5. What practical strategies can individuals use to boost their own joy and satisfaction at work? 6. What role do leaders play in fostering a culture of joy and well-being within their teams? 7. Can you share examples of companies that have successfully prioritized workplace joy and the strategies they’ve implemented? 8. What trends or emerging technologies do you think will shape the future of workplace joy and employee well-being?
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BONUS: My book 𝐒𝐭𝐞𝐩 𝐙𝐞𝐫𝐨 𝐁𝐞𝐟𝐨𝐫𝐞 𝐓𝐡𝐞 𝐇𝐮𝐬𝐭𝐥𝐞 is Now available in AmazonLaunching a business isn't about a brilliant idea. It's about executing that idea brilliantly. And that takes a certain mindset, a certain set of human skills... and 𝐢𝐭 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐭𝐡𝐞𝐦 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬.
Get your copy at https://a.co/d/7Ir3zEx
The traditional methods of fostering employee loyalty—like offering perks such as free snacks and game rooms—are no longer enough to meet the needs of today's workforce. Modern employees seek deeper connections, a sense of purpose, and opportunities for personal and professional growth. Leaders must now adopt unconventional strategies to build lasting loyalty. Drawing inspiration from iconic brands like Harley-Davidson, known for its deeply loyal community of Harley Owners Group (HOG) members, offers valuable insights into creating long-term employee engagement and advocacy.
About Ken SchmidtKen Schmidt, former Director of Communications at Harley-Davidson, is the author of Make Some Noise: The Unconventional Road to Dominance. His book draws on the metaphor of a motorcycle ride to explore how brands can cultivate customer loyalty, using a three-question approach: What do your customers say about you? What do you want them to say? How can you get them to say it?
More about Ken Schmidt on https://kenspeaks.com/ or on LinkedIn https://www.linkedin.com/in/ken-schmidt-5b08115/
What We Discussed in the Episode1. What are some common mistakes leaders make that unintentionally erode employee loyalty? 2. What qualities make a leader effective in building employee loyalty and advocacy? 3. How important is it for leaders to empower employees as brand advocates on social media? What tips can encourage this? 4. How do you measure the success of employee loyalty and advocacy programs? What key metrics should be tracked? 5. How can brands align their employee engagement efforts with their identity and culture, like Harley-Davidson has done? 6. How does adopting an unconventional leadership style impact employee loyalty compared to traditional methods?
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
A recent study by the Ethics & Compliance Initiative revealed a significant gap between the importance of ethical leadership and its perception among employees. While more than 99% of employees believe it's crucial for leaders to be ethical, only 24% feel their leaders meet this standard. This disparity highlights the urgent need for a stronger focus on ethical leadership in the workplace.
About Brian Beckom Brian Beckcom is a distinguished Computer Scientist, Philosopher, and Trial Lawyer based in Houston, Texas. With 14 consecutive Texas Super Lawyer titles, Brian is recognized as one of the top legal minds in the state. His firm, VB Attorneys, is widely regarded as one of the best law firms in the United States.
Reaching Brian Beckom:LinkedIn https://www.linkedin.com/in/brianbeckcom/
His podcast Lessons from Leaders with Brian Beckcom https://www.brianbeckcom.org/
What We Discussed in this Episode on Ethical Leadership1. What are the most important ethical principles that leaders should uphold in today's workplace? 2. What are the common ethical dilemmas leaders face, and how can they navigate these challenges effectively? 3. How can leaders foster a positive and ethical workplace culture? 4. What ethical decision-making frameworks can guide leaders in making the right choices? 5. How does accountability play a role in ethical leadership, and how can leaders ensure they are held accountable? 6. What are the emerging trends in ethical leadership, and how are they shaping the future of leadership and ethics? 7. What advice would you give to aspiring leaders who want to make ethical decisions in their careers?
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
Generative AI (GenAI) is making waves in the tech world, with experts describing it as a "technological tsunami." But what does this mean in reality? In this conversation, we delve into why GenAI is generating so much buzz, how it fits into the broader AI landscape, and which industries and functions are most poised for disruption.
We'll also explore the challenges of adopting GenAI, from human and financial hurdles to IT issues, and share real-world success stories of non-tech companies leveraging GenAI for growth and innovation. Learn how to strategically approach GenAI adoption and manage the change it brings to your organization.
About Zuleka Kaysan and Florian RaemyZuleka Kaysan is the Managing Director of The Cornerstone Advisory, where she leverages over 18 years of experience in business transformation to help organizations enhance innovation and operational performance.
Florian Raemy is the CEO of Prometee, an AI-first Swiss consultancy that specializes in guiding companies through the complexities of AI adoption and implementation.
What We Discussed on Gen AI Adoption 1. How easy is it to adopt AI in corporate environments? 2. What are the major human and technical challenges in implementing AI successfully? 3. Can you share examples of non-tech companies effectively using AI, and how they’ve done it? 4. What are the first steps companies should take to start using AI, and what should they watch out for? 5. How can organizations prepare themselves to be AI-ready? 6. What are your top three pieces of advice for CEOs who are in "wait and see" mode regarding AI adoption?
See the video recording on our YouTube Channel
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
The "strategy-to-execution gap" is a critical issue that many organizations face, often leading to significant losses in strategic potential. According to a study by Harvard Business Review, executives reported that their organizations lose 40% of their strategy's potential value due to breakdowns in execution. Additionally, the Project Management Institute (PMI) found that 37% of projects fail because of a lack of clearly defined objectives and milestones, which are essential for successful execution.
About Anthony C. TaylorAnthony Taylor is the CEO of SME Strategy, where he helps organizations achieve true strategic planning and alignment. He is also the author of two books and the host of the Strategy and Leadership Podcast.
Learn more about Anthony C TaylorThe Strategy and Leadership Podcast https://www.smestrategy.net/strategy-and-leadership-podcast
Anthony's LinkedIn Profile https://www.linkedin.com/in/anthonyctaylor604/
What We Discussed in this Episode on Bringing Organizations from Strategy to Execution1. What are the common mistakes businesses make when executing their strategy? 2. How can businesses achieve strategic alignment effectively? 3. Are SMART goals still relevant, or are OKRs becoming more popular in strategic planning? 4. What are the best tips for overcoming execution challenges in business strategy? 5. How can businesses leverage technology to enhance operational efficiency and strategic alignment? 6. What are the key steps to creating a culture of execution in an organization? 7. What advice can help businesses struggling to achieve their strategic goals?
BONUS - Be the First to Read Step Zero, Before The Hustle Announcement on my upcoming book on how to prepare your human skills for the Journey of Entrepreneurship: Step Zero, Before The Hustle https://www.ivanpalomino.net/book-step-zero-before-the-hustle
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
Employee confidence is a cornerstone of organizational success, yet many employees struggle with self-doubt, imposter syndrome, and a fear of failure. These issues can hinder their potential and negatively impact team performance, leading to hesitant decision-making and missed opportunities for innovation.
In this interview with Alan Lazaros, CEO of Next Level University, we delve into the complexities of building a culture of confidence within organizations. We'll explore the root causes of self-doubt, the generational nuances affecting confidence levels, and the tangible consequences for businesses. Most importantly, we'll uncover actionable strategies for leaders to foster a workplace where every employee feels empowered, capable, and confident in their contributions.
About Alan LazarosAlan Lazaros, an engineer turned one of the most recognized self-help wizards, is the CEO of Next Level University. With his expertise, Alan has helped countless individuals and organizations build confidence and achieve their full potential.
How to reach Alan:
- On his website https://www.nextleveluniverse.com/
- On LinkedIn https://www.linkedin.com/in/alanlazarosllc/
The key questions on the confidence gap at work* What are the main reasons employees lack confidence in the workplace? * How do factors like imposter syndrome and fear of failure contribute to low employee confidence? * What differences in confidence levels have you observed between younger generations and previous generations in the workforce? * How does a lack of confidence among employees affect overall organizational performance? * What strategies can leaders use to create a work environment that fosters employee confidence and self-belief? * How can leaders address their own self-doubt to better support a confident workplace? * What are some effective ways to scale confidence-building efforts across an entire organization? * Is it possible to build a culture of confidence without incurring high costs for the organization?
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
In this insightful episode, I open up about my journey from a work-centric life that led to deteriorated mental health to my quest for understanding where things went wrong. This pivotal shift ignited my interest in the profound impact of physical activity on performance. Mauro Stara, founder of Six Pack CEO and a renowned peak performance expert, joins me to delve into this topic. Mauro, a trusted advisor to high-achieving CEOs and business owners, is known for his unique approach that focuses on advanced blood work testing and personalized coaching to address hormonal imbalances.
Through his expertise, Mauro helps clients achieve sustainable transformations, reclaiming vitality and confidence even with their demanding schedules. Together, we explore common misconceptions about physical health and productivity, the scientific link between them, and practical tips for busy professionals to enhance their well-being and efficiency.
About Mauro Stara Mauro Stara, founder of Six Pack CEO, is a peak performance expert and trusted advisor to successful CEOs and business owners. Known as the last resort for those exhausted from mainstream approaches, Mauro specializes in resolving challenges where others have failed. By prioritizing advanced blood work testing and personalized coaching, he tackles the root cause of stagnation: hormones. With his guidance, clients achieve lifelong, sustainable transformations, reclaiming vitality and confidence amidst demanding schedules.
How to reach Mauro Stara:LinkedIn: https://www.linkedin.com/in/mauro-stara-4b4295217/
Instagram https://www.instagram.com/maurostaraofficial/
What We Discussed in this Episode on Physical Health and Productivity:- What are some common misconceptions about physical health and productivity that you'd like to clear up?
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Can you explain what science says about the link between physical health and work productivity?
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How does physical health impact cognitive function and decision-making at work?
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Are there specific areas of physical health that have a greater impact on productivity (e.g., cardiovascular health, sleep quality)?
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Can you offer practical tips for busy professionals to improve their physical health and subsequently, their productivity?
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How do you see the future of workplace wellness programs impacting employee health and productivity?
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Can you share any personal anecdotes or success stories that illustrate the link between physical health and work productivity?
BONUS CONTENT -The Habit Hack: How to Change Your Company Culture One Routine at a Time >> https://www.peoplekult.com/post/the-habit-hack-how-to-change-your-company-culture-one-routine-at-a-time
_____About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino
In today's digital age, technology transcends the confines of the IT department, integrating into every role—from marketing and sales to customer service and even janitorial staff. This pervasive presence, which we term Tech Omnipresence, prompts a crucial question: Who holds the responsibility for technology in the modern workplace? Is it solely the IT team, expected to be tech wizards for everyone?
About Jim Stevenson [CEO of Bletchley Group]Meet Jim Stevenson, a renowned expert in Strategy, Transformation, and Growth. As the Founder and CEO of Bletchley Group, an international growth consultancy, Jim believes that while technology is powerful, it should always serve a meaningful purpose.
More about Jim: On LinkedIn https://www.linkedin.com/in/jimstevenson/ or in his website https://www.bletchleygroup.com/
What We Discussed in this Episode about Tech Omnipresence
- How technology has reshaped workplace responsibilities.
- Challenges in managing technology and its impact on employees.
- The role of CIOs, CTOs, and alternative tech responsibility structures.
- Empowering employees to be tech-savvy and innovative.
- The benefits of "Tech Champions" versus distributed tech ownership.
- Essential skills and mindsets for future tech leaders.
- Preparing for evolving technologies and adaptable responsibility models.
- Anecdotes and case studies on effective tech responsibility.
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
For show notes and past guests on the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
Building a strong sales culture is crucial for driving consistent revenue growth and attracting top sales talent. However, several challenges can hinder this process for corporations. Here are some key obstacles, along with research to support them:
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Misalignment Between Sales and Other Departments:
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Challenge: When sales goals are siloed from overall company objectives, it creates friction and distrust between sales and other departments like marketing, product development, and customer service. This lack of alignment can lead to inconsistent messaging, poor product-market fit, and ultimately, dissatisfied customers.
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Research: A study by CSO Insights found that only 42% of salespeople believe their marketing department is "highly effective" at generating qualified leads.
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Lack of Focus on Customer Experience:
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Challenge: When the sales process prioritizes closing deals over building long-term customer relationships, it creates a transactional and unsustainable approach. This mindset can lead to high churn rates and damage the company's reputation.
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Research: According to a Salesforce report, 76% of customers expect companies to understand their needs and expectations.
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Short-Term Focus and Pressure to Meet Quotas:
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Challenge: An overemphasis on hitting immediate sales targets can lead to unethical practices, poor product/service recommendations, and ultimately, customer dissatisfaction. This short-term mentality can also discourage investment in developing long-term customer relationships and employee skills.
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Research: A study by the Harvard Business Review found that a focus on short-term sales goals can lead to unethical behavior, such as pressure to misrepresent products or services.
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Inadequate Coaching and Development:
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Challenge: Without ongoing coaching and development opportunities, salespeople struggle to adapt to changing market conditions, refine their skills, and stay motivated. This can lead to knowledge gaps, outdated techniques, and a lack of engagement with the sales process.
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Research: According to a study by the Sales Management Association, only 20% of salespeople believe their companies provide them with adequate sales training.
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Unclear Recognition and Reward Systems:
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Challenge: Inconsistent or unclear recognition and reward systems can demotivate salespeople and fail to incentivize the desired behaviors. When rewards are solely based on closed deals, it discourages collaboration, knowledge sharing, and long-term customer focus.
- Research: A study by Gartner found that 74% of sales reps are dissatisfied with their current compensation plans.
About My Guest Alan VersteegMeet Alan Versteeg, an engineer turned sales management expert. Initially skeptical about the sales world, Alan applied engineering principles of cause and effect to sales management, transforming his career. He co-founded Growth Matters, developing over 2,000 sales managers across 45+ countries and diverse industries.
What We Discussed in this Episode on Mindset & Culture in Top Sales Teams
- Key differences between average and top-performing sales teams.
- How to cultivate a growth mindset in sales teams.
- Practical strategies for developing a winning mindset.
- Essential elements of a high-performing sales culture.
- Creating a culture of collaboration and knowledge sharing.
- Challenges in building a strong sales culture.
- Trends shaping the future of sales.
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
For show notes and past guests on the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
In this Episode on Today’s Culture Challenges - What Keeps HR Up at Night?- The Unique work culture challenges in hospitality
- Biggest work culture challenges for HR directors
- Key HR career insights on work culture
- Post-COVID changes for HR professionals
- Managing stress as an HR director
- HR technical skills for work culture
- Growth mindset advice for HR leaders
HR departments face significant cultural challenges, including balancing remote, hybrid, and in-office work, reimagining employee well-being, and enhancing the employee value proposition (EVP). They must create solutions to keep all employees connected, prioritize a supportive work culture, and offer competitive compensation and growth opportunities.
But also, HR professionals also experience stress from an evolving workplace, staffing shortages, and handling sensitive issues like layoffs, requiring them to stay updated on trends and adapt their skills.
About My Guest: Jackie DacanayShe is the Director of Organizational Culture & Belonging at Fairmont San Francisco. Jackie has received numerous accolades, including the Silicon Valley YWCA Tribute to Women Executive Leadership Award and the Silicon Valley Business Journal 40 under 40.
Know more about Jackie on LinkedIn https://www.linkedin.com/in/jackie-dacanay-8b0a8a34/ or reach out on jackie.dacanay@fairmont.com
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
For show notes and past guests on the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
In the past five years, the workplace has transformed, with remote and hybrid models becoming common and creating new challenges for fostering community among employees.
Studies show that connected employees have higher job satisfaction, engagement, and productivity, while strong employee communities reduce turnover rates.
Building a thriving community is about more than virtual coffee breaks; it requires creating spaces where genuine connections flourish, aided by technology. This episode of GHC explores how tech bridges distances, enhances communication, and fosters collaboration, all while keeping human connections at the forefront.
About Heather CookHeather Cook is the Principal PM Manager in the Microsoft 365 Customer Advocacy Group at Microsoft, leading Global Community Evangelism, Engagement, and Events. As the Founder of Creative Maven, Heather brings over two decades of experience in producing events, campaigns, and experiences in the high-tech and entertainment industries.
Reaching out to Heather Cook:Maven Musing Newsletter: https://www.linkedin.com/newsletters/maven-musings-7137925560579588097/
On Twitter https://twitter.com/heddamaven
On LinkedIn https://www.linkedin.com/in/heathernewman/
On Instagram https://www.instagram.com/heddamaven/
What We Discussed in this Episode on Employee Communities:- Key challenges in fostering employee community in hybrid or remote work settings.
- The importance of workplace community versus external connections.
- Fundamental aspects of building strong human connections beyond technology.
- Strategies for facilitating connections and collaboration, regardless of location.
- Effective use of existing technology to foster community.
- Preventing technology from becoming a barrier to human connection.
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
🔔 Don't forget to like, subscribe, and hit the notification bell for more insightful content!
community #belonging #microsoft #creativemaven #humantech
Corporate sustainability is on the rise, with over 98% of S&P 500 companies publishing sustainability reports in 2022 and more than 8,000 entities pledging net zero emissions by 2050. A TravelPerk study reveals that 69% of employees want their companies to invest in sustainability. However, challenges like greenwashing, data fragmentation, and poor data quality hinder true sustainability performance and accountability. Despite the progress, there's a need for better transparency and measurable links between sustainability efforts and business outcomes.
About Michel Heitzmann [founder of Ignea]Michel Heitzmann, creator of the Vital Growth Framework for sustainable leadership and founder of Ignea, is a seasoned expert in sustainability. He has worked in several C-suite positions at Fortune 500 companies, served as a strategy advisor, and been a board member of multiple organizations focused on environmental and sustainability issues in Switzerland.
Contact Michel @ Ignea https://www.ignea.ltd/
or in LinkedIn https://www.linkedin.com/in/michel-heitzmann/
What I discussed with Michel Heitzmann- What are some red flags that indicate a company might be greenwashing?
- How can consumers and investors hold corporations accountable for their sustainability claims?
- Beyond greenwashing, what are the main obstacles to achieving true sustainability in corporations?
- How can corporations overcome internal resistance to change and create a culture of sustainability?
- What are some effective strategies for corporations to implement meaningful sustainability measures?
- How can we hold corporations accountable for progress on their sustainability commitments?
- Do you have any heroes or companies that have been successful in their sustainability efforts?
- What advice would you give to individuals interested in promoting sustainability within their own companies?
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
🔔 Don't forget to like, subscribe, and hit the notification bell for more insightful content!
CorporateSustainability #SustainabilityEfforts #Greenwashing #MichelHeitzmann #SustainableLeadership #EnvironmentalImpact #CorporateResponsibility
For decades, leadership narratives have often centered on youthful energy and fresh perspectives. But what if the true key to exceptional leadership lies not in age, but in the accumulated wisdom and experience gained through life's journey? Discover how these elements ignite the building of superpowers at midlife.
About Aneace HaddadMeet Aneace, a former tech CEO turned C-suite executive coach, senior advisor at McKinsey, and external facilitator at Deloitte University. Dive into his insights on midlife leadership in his latest book:
📘 Soaring Beyond Midlife: The Surprisingly Natural Emergence of Leadership Superpowers in Life’s Second Half - Get it here: https://a.co/d/icVCWT9
Learn more about Aneace on https://aramyss.com/
Key Questions Answered in this episode about Leadership Superpowers after Midlife:
- What are some of the biggest misconceptions about leadership, especially for midlife leaders?
- What challenges do midlife leaders face?
- How can midlife leaders overcome the perception that their best years are behind them?
- What are the superpowers that midlife leaders can develop and rely on?
- How can leaders seize the opportunity to develop these superpowers?
- Is "not making the time for self-awareness" a significant issue for midlife leaders?
- How can midlife leaders combat ageism?
- What are your personal goals for the future as part of your own roadmap?
Bonus reading on Leadership:* Authentic Leadership: Strategies for Effective Role Modeling * The Power of Role Modeling: How Leaders Impact Our Brains & Behaviors
Today's episode tackles a challenge that's become increasingly relevant in our ever-evolving work landscape: building belonging in a virtual world.
Did you know that over 70% of remote workers feel isolated or lonely? While the flexibility and convenience of remote work are undeniable, the lack of physical connection can take a toll.
This episode is your roadmap to fostering a sense of belonging in your virtual team. We'll be diving deep into the science behind connection, exploring practical strategies for building camaraderie, and uncovering the unexpected benefits of strong virtual relationships.
About Kevin FinkeFounder of Experience Willow, he is a highly acclaimed experience consultant renowned for advising business leaders on the crucial role of creating inclusive and belonging-focused workplaces.
Learn more about Kevin Finke on:www.kevinfinke.com
https://www.experiencewillow.com/
https://www.linkedin.com/in/kevinfinke/
What We Discussed in this Episode about Belonging in a Virtual World:
- Identifying Major Roadblocks in Remote Work Environments
- Impact of Loneliness on Remote Workers
- Leveraging Neurochemicals for Building Belonging
- Fostering Team Spirit in Remote Work
- Encouraging Informal Interactions in Remote Teams
- Integrating New Team Members in Remote Settings
- Designing Inclusive Remote Work Environments
Bonus reading on Belonging at Work:The Need of Belonging at Work: How it Affects Employees and Organizational Success https://www.peoplekult.com/post/the-need-of-belonging-at-work-how-it-affects-employees-and-organizational-success
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
In a recent study conducted in 2021, it was revealed that an overwhelming 88% of employees attribute significant influence over company culture to senior leaders. Moreover, a subsequent survey conducted by Robert Half in 2023 shed light on the staggering fact that 60% of workers have contemplated departing from their current roles, citing dissatisfaction with their supervisors as a primary reason.
About Dr. Benjamin Ritter
Dr. Benjamin Ritter, renowned for his expertise in leadership development, serves as the founder of Live for Yourself Consulting. He boasts a multifaceted portfolio, excelling as an international leadership and career coach, Senior Talent Management Consultant, and a leading voice in career development and executive coaching on LinkedIn.
Notably, he is also recognized as an international speaker, a connoisseur of values, an esteemed online instructor, and the host of two insightful podcasts: The Executive Podcast and The Live for Yourself Revolution Podcast.
Benjamin will be launching his book Becoming Fearless [a Journey from self-doubt to self-mastery] in September 2024 - subscribe to his wait list on https://benjamin-ritter.com/
Reaching out to Benjamin Ritter:
https://www.linkedin.com/in/drbenjaminritter-leadershipdevelopment/ or on https://www.liveforyourselfconsulting.com/
What We Discussed in the Episode on The Role of Leaders in Creating a Healthy Work Culture:
- What is the biggest risk that you see today regarding work culture?
- What are the key characteristics of leaders who foster healthy work cultures?
- How can leaders empower employees to have ownership and control over their work?
- What are effective ways to encourage open communication and feedback within a team?
- What are the skills that we can only learn from a leader and not from training?
- What are the psychology books that you would recommend leaders to read?
- What are some practical steps leaders can take today to have the mental bandwidth to start improving their work culture?
- What role can leaders play in promoting work-life balance and preventing burnout?
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
According to a report by McKinsey in 2019, a staggering 70% of employees identified ineffective communication as a significant impediment to company performance. Additionally, a Gallup poll conducted in 2022 uncovered that merely 21% of employees strongly agree with the effectiveness of communication by senior leaders.
About Pam Hurley
Pam Hurley stands out as a highly regarded expert in communication. As the founder of Hurley Write, Inc., she has crafted a curriculum that numerous companies rely on to enhance their teams' abilities in writing, storytelling, and presentation skills.
Reaching out Pam Hurleyhttps://www.hurleywrite.com/
https://www.linkedin.com/in/Hurleywrite/
What We Discussed in this Episode on The Challenges in Communication for Corporates:
- Is communication the elephant in the room in the corporate world? Are corporates better or are there new challenges?
- How can companies ensure clear and concise communication within a complex organizational structure?
- How can companies measure the effectiveness of their internal communication strategies?
- Beyond rhetoric, structure, and syntax in communication - are organizations having challenges bringing an emotional connection to their people? Is storytelling part of the solution?
- Are companies using the best way to teach their employees how to communicate? What would you recommend instead of the traditional 2-3 days ‘training’?
- Will the rise of generative AI positively impact the future of communication?
- How does it look the future of communication in corporates?
Listen in real-time to the voice of your employees Culturama Live is an AI system that helps boards and management understand their company’s true state by continuously analyzing crowdsourced employee
opinions, sentiments and ideas in their own words.
Learn more: https://www.peoplekult.com/ai-people-voice-and-culture
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
From an estimated 7 million pre-pandemic in 2019, the digital nomad population soared to over 15.5 million by 2021, and projections indicate a staggering increase to over 35 million by 2023, marking a fivefold surge in just four years. Beyond their tech-savvy skills, digital nomads exhibit remarkable creativity. Moreover, they prioritize purpose-driven work, seeking opportunities that resonate with their values and provide fulfillment beyond financial remuneration.
About Austin Reed, founder of Horizon DevAustin is a seasoned digital nomad boasting 8 years of extensive global exploration spanning 26 countries. Through Horizon Dev LLC, his software development agency, Austin specializes in streamlining processes and crafting bespoke digital solutions to empower businesses.
Contact Austin on LinkedIn https://www.linkedin.com/in/automationsexpert/
or in his website https://horizon.dev/
What We Discussed in this Episode about Attracting Digital Nomads:
- What Motivates Individuals to Embrace Nomadic Lifestyles?
- Distinguishing Factors: Traditional Talent vs. Digital Nomads
- Crafting a Robust Remote Work Environment to Enhance Team Bonding and Participation
- Optimal Technologies and Resources for Seamless Remote Communication and Cooperation
- The Significance of Purpose in Contemporary Work Settings: Insights from Digital Nomads and Remote Employees
- Future Work Landscape: Anticipated Trends in Talent Recruitment and Remote Work Frameworks
It is now possible to listen LIVE to the voice of your employees Culturama Live is an AI system that helps boards and management understand their company’s true state by continuously analyzing crowdsourced employee
opinions, sentiments and ideas in their own words.
Learn more: https://www.peoplekult.com/ai-people-voice-and-culture
In a study conducted by McKinsey & Company in 2019, a significant correlation was identified between feelings of disrespect and employee turnover. The research revealed that employees who perceived being "treated unfairly" were twice as inclined to contemplate leaving their positions in comparison to those who felt valued and respected. Building a Respectful Workplace Culture has become a milestone for human-centric organizations.
About my GHC guest Dr. Veronica AndersonDr. Veronica Anderson is a distinguished Ivy-League educated eye surgeon, certified Kolbe and Human Design relationship coach, and bestselling author of "Get The Respect You Deserve: 7 Secrets to Getting Heard in Your Job and in Your Relationship". Dr. Veronica, a Princeton University graduate, combines medical proficiency with relationship coaching, offering valuable insights into earning respect in both professional and personal spheres.
Reach out Veronica Anderson on:LinkedIn https://www.linkedin.com/in/drveronicaanderson/
Website http://drveronica.com/
What We Discussed in this Episode on How to Foster It & Address Disrespect at Work:
- Importance of Respect in Human Psychology
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Coping Strategies for Employees in a Disrespectful Work Environment
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Impact of Personal Actions on How Others Treat Us
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Techniques for Managers to Identify Signs of Disrespect
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How to Foster It & Address Disrespect at Work
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
In the digital transformation era, employees face a dual landscape of opportunities and challenges. Embracing new technologies promises growth but also highlights a widening skills gap. Studies show automation could impact 60% of job activities. Research indicates that 38% of employees resist change, with job insecurity looming due to automation. Despite concerns, projections suggest creating 9 million new jobs by 2030 in response to technological advancements.
About Lilia StoyanovLilia Stoyanov is the CEO of Transformify, a fintech expert, professor at Zigurat Business School, and an expert evaluator for Horizon 2020 at the European Commission. She has received prestigious awards including the 2013 Coca-Cola Enterprises Finance Excellence Award, the 2017 First Women Award, and the 2018 Female Entrepreneur Enterprise Award in the UK, recognizing her notable contributions to finance, entrepreneurship, and technology.
Reaching out LiliaLinkedin https://www.linkedin.com/in/lilia-stoyanov-fcca-41972b14/
Insta https://www.instagram.com/transformify2320/
Transformify Website https://www.transformify.org/
What We Discussed in the Episode on the People Side of Digital Transformation:- Key Challenges in Workforce Preparation for Digital Transformation
- How to Assess Employee Digital Readiness: Practical Tips for Companies
- Building a Culture of Continuous Learning for Embracing New Technologies
- Balancing Innovation and Operational Efficiency: Strategies for Digital Transformation
- Effective Strategies for Upskilling and Reskilling Employees in the Digital Age
Recommended content on digital transformation* The Innovation Paradox: Experiment and Fail Fast * Building a Customer-Centric Culture: Embracing Agility and Innovation
###
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
Mergers and acquisitions (M&A) often lead to significant employee turnover, morale decline, and productivity loss. Studies reveal that within just 24 months post-M&A, 50% of employees leave, while 70% experience a morale dip. Productivity can plummet by 20-30% in the short term due to heightened uncertainty. Prioritizing employee well-being during M&A is crucial for minimizing disruptions and fostering successful integration.
About Jonathan BennettJonathan Bennett, a seasoned advisor and executive coach, specializes in guiding founders, CEOs, and C-suite leaders towards overcoming their organization's most formidable challenges while staying true to their purpose.
With a wealth of experience, he founded ClearlyThen, following successful ventures in management consulting and senior executive positions within the healthcare industry. Jonathan's expertise offers invaluable insights for leaders navigating complex business landscapes, ensuring sustainable growth and impactful decision-making.
Reach Out Jonathan Bennett:On his LinkedIn Profile: https://www.linkedin.com/in/bennettjonathan/
On his website https://clearlythen.com/
What We Discussed in the Episode on the Human Cost of M&A:
- Unveiling the Human Side of M&A: Understanding Failure from a Human Perspective
- Navigating Emotional Turbulence: Employee Phases in M&A and Effective Management Strategies
- Transparent Transition: Addressing Employee Concerns in M&A Communication
- Merging Cultures: Overcoming Challenges in Work Culture Integration Post-M&A
- Roadmap to Success: Essential Steps for Effective Change Management in M&A
- Mastering Emotional Agility: Success Stories in M&A Emotional Navigation
- Leading with Empathy: Guidance for Safeguarding Employee Well-being in M&A Journeys
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
Developing a robust Continuous Improvement Culture is vital for corporate success but faces significant challenges. Resource constraints such as limited budgets and overloaded employees hinder innovation. Cultural bottlenecks, where employee mindsets affect customer interactions, present additional hurdles. Overcoming resistance to change and fostering a culture of continuous improvement are essential steps. By addressing these challenges head-on, corporations can unlock their full potential for innovation and excellence.
About Taner Yildiz [founder of Happ Consulting]Taner Yildiz is a veteran navigating dual challenges in the realms of culture and resource constraints within employee and customer experiences. He stands as the innovative mind behind one of the pioneering AI platforms designed to live stream signals, facilitating ongoing enhancements in both employee and customer interactions.
As the founder of Happ Consulting Services, Taner spearheads a transformative journey toward optimized experiences for all stakeholders involved.
Reach Taner on LinkedIn https://www.linkedin.com/in/yildiztaner/
or on Happ Consulting website https://www.happcons.com/
What We Discussed in this Episode about Tech for CX and EX:
- Understanding Continuous Improvement Culture: Definition and Importance
- Enhancing Customer Experience through Positive Employee Experience: The Direct Connection
- Organizational Culture's Role in Shaping Employee and Customer Experiences
- Overcoming Barriers to Amplifying the Impact of Employee Experience on Customer Experience
- Leveraging Feedback Loops: A Key to Continuous Improvement in EX and CX
- Anticipating Tech Trends (ML/AI/NLP) for Accelerated Continuous Improvement
- Effective Measurement of Positive Employee Experience Impact on Customer-Centric Outcomes
🌟Learn more about The People Agile Experience platform powered by AI and automation https://www.peoplekult.com/agile-employee-customer-experience
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
Amid the pandemic, the concept of a human-centric workplace soared in Google searches, with HR institutions posting 2-3 articles weekly on the topic. Studies underscore its importance: PwC notes 83% of executives see it vital for innovation; University of Warwick research shows 12% productivity gains from happy employees; Gallup finds 21% higher profitability in companies with engaged staff. These findings emphasize the significance of prioritizing employee well-being and engagement for organizational success.
Despite these numbers many are still unsure that investing on wellbeing is worth.
About Reka Deak (founder of Wellbeing Designers)
Reka Deak is the visionary Founder of Wellbeing Designers, a pioneering company dedicated to fostering human-centric organizations through Strategic Wellbeing Education. With a senior advisory role at The Josh Bersin Company and previous experience as a management consultant for industry giants like KPMG and Accenture, Reka brings a wealth of expertise in enabling Wellbeing Culture.
Reaching Reka DeakReka's personal site https://www.rekadeak.com/
Wellbeing Designers https://www.wellbeing.design/
Reka's LinkedIn https://www.linkedin.com/in/rekadeak/
What We Discussed in this Episode on Is Wellbeing a Profit Center or a Sunk Cost?
- Defining Wellbeing in Corporate Settings
- Post-COVID Investments in Employee Wellbeing
- Unveiling the Science behind Wellbeing Programs
- Assessing the Impact of Employee Wellbeing Interventions
- Uncovering Truths about Employee Wellbeing
- Expert Perspectives on Emerging Trends
- Consequences of Ignoring Employee Wellbeing
- Profit Center or Expense? The Economic Outlook of Corporate Wellbeing
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
In the fast-paced world of technology, a significant gap exists between the skills companies need and the available workforce. This gap arises from various factors: the rapid pace of technological change creates a mismatch in skills among existing employees; there's a global shortage of talent with specific technical skills, leading to fierce competition; and educational institutions often lag behind in preparing graduates for current industry demands. Bridging this gap is essential for ensuring a skilled workforce capable of meeting the evolving needs of the tech industry.
About Vuk VuckovicVuk stands out as a renowned authority in Growth Marketing and CRM, leveraging his expertise as the founder of GrowthOps, previously associated with industry giants like Uber and DeliveryHero. He's acclaimed for championing tech self-learning techniques within organizations.
Stay updated with his insights through his newsletter https://thegrowthops.substack.com/ and connect with him on LinkedIn https://www.linkedin.com/in/vukvuckovic/.
Explore CRM growth solutions at https://thegrowthops.co/.
Get to know more about how people learn in corporate
What We Discussed in this Episode on Self-learning at Work:- Essential Skills for Global Corporate Competition
- Modernizing with Digital Skills
- The Vital Role of Meta-Skills in Corporate Success
- Realizing the Vision of Self-Learning Organizations
- Empowering Employees to Stay Updated
- Fostering Tech Skill Development in Teams
- The Cost of Ignoring Tech Skill Gaps in Corporations
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
Imagine a team where every member is intrinsically motivated, energized, and driven to excel. They're not just working for a paycheck, but because they believe in the work, the purpose, and the impact they create.
The reality is that only 15% of employees worldwide feel engaged at work. This means the majority experience disengagement, which can lead to decreased productivity, higher turnover, and a negative work environment.
Today, the discussion revolves around Viral Leadership strategies to turn this vision into reality.
About Jake BaadsgaardJake, the founder and CEO of Disruptive Advertising, is a highly acclaimed Digital Marketing Agency renowned for its exceptional service. His remarkable success is attributed not only to business growth but also to his ability to lead a motivated team.
Jake's unique approach to leadership has propelled Disruptive Advertising to the forefront of the digital marketing industry.
Reach out Jake:
On LinkedIn https://www.linkedin.com/in/jakebaadsgaard/
On Disruptive Advertising https://disruptiveadvertising.com/
What We Discussed in the Episode on Intrinsic Motivation:
- Are corporate teams facing greater motivational challenges today?
- Intrinsic vs. extrinsic motivation: A leadership perspective
- Key leadership behaviors for fostering team motivation
- Empowering employees: Strategies for autonomy and ownership
- Tackling demotivating factors in teams.
- Motivating remote or hybrid teams: Effective leadership tips
- Applying marketing expertise to boost motivation organization-wide
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
Discovering the true expense of underperforming employees is crucial for businesses. A study from the Conference Board reveals that disengaged employees cost an average of $3,400 annually due to lost productivity and increased absenteeism. Recognizing these hidden costs underscores the importance of fostering employee engagement to enhance overall productivity and mitigate financial losses.
About Steven Gaffney [author of Unconditional Power]Steven Gaffney, renowned author of four impactful books including "Just Be Honest" and "Honesty Works!", is a distinguished figure in change management, honest communication, and team optimization. His latest masterpiece, "Unconditional Power: Thriving in Any Situation, No Matter How Frustrating, Complex, or Unpredictable," delves into fostering a culture of achievement and delineates essential behaviors for achieving peak performance.
- His book Unconditional Power: Thriving in Any Situation, No Matter How Frustrating, Complex, or Unpredictable https://a.co/d/6C3iYXy
- Stevens' website https://stevengaffney.com/
- Stevens' LinkedIn Profile https://www.linkedin.com/in/stevengaffneycompany/
What We Discussed in the Episode On Power, Mindset and Mood:* Exploring the Productivity Boost of Positivity: Insights from the Book: Unconditional Power * The Dynamics of Power: Unraveling Its Connection to Mood * Cultivating Positivity: Strategies for Establishing a Positive Mindset * Fostering High Achievement: Key Actions for Leaders * Integrating Unconditional Power: A Case for Corporate Curriculum * The Challenges of Embracing Unconditional Power: Insights on Practice
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
In the dynamic arena of the workplace, where personal bonds thrive and protective measures ensure employee well-being, there exists a silent specter: the pervasive sense of fear that often remains unspoken. According to a recent survey conducted by LiveCareer in 2023, a staggering 87% of respondents admitted to grappling with work-related fears.
Among the most prevalent anxieties were concerns about committing errors (77%), the daunting prospect of public speaking (72%), the specter of termination (67%), the fear of being unpopular among peers or superiors (64%), and the weighty responsibility of decision-making (63%). Discover more about navigating the intricacies of workplace dynamics and addressing the unspoken fears that hinder professional growth.
About Alei Hassanein [author of La Tyrannie de l'Hibiscus]Alei stands us a recognized pundit in the realm of transformational thought leadership. With a wealth of experience spearheading over 100 multi-million Euro strategic transformation initiatives spanning 4 continents and 20 countries, his expertise transcends industries, encompassing life sciences, industrial, financial, and humanitarian sectors.
As the visionary co-founder of Obicio, Alei's insights have reshaped organizational mindsets, offering compelling alternatives to navigate the pervasive impact of fear in today's workplace landscape.
Alei Hassanein is the author of the novel "The Tyranny of the Hibiscus" is available now in French. This book explores fear in the professional world - Fear, the formidable force that can paralyze our actions and distort our decisions. → https://amzn.eu/d/jgkwenf
Reach out Alei in LinkedIn https://www.linkedin.com/in/aleihassanein/
or in his consulting practice Obicio's Website https://www.obicio.com/
What We Discussed in this Episode:
- Unveiling Workplace Fears: Identifying Common Types in Modern Organizations
- The Acceleration of Fear: Examining its Rapid Spread Compared to a Decade Ago
- Assessing Organizational Fear: Tools for Companies and Individuals to Gauge Cultural Anxiety
- Fear's Roots: Investigating Origins in Society, Family, and Work Environments
- Fostering Psychological Safety: Practical Approaches for Fear Reduction in Businesses
- Kindness in Business: A Paradigm Shift Towards Productivity and Growth
- Integrating Fear Management for Holistic Organizational Development
Sign up for the Simply Human Newsletter (monthly email newsletter): https://simplyhuman.substack.com
Follow the Growth Hacking Culture Podcast: https://www.peoplekult.com/podcast-work-culture
Follow Ivan Palomino on Twitter: https://twitter.com/ivanpalomino_
Follow Ivan Palomino on LinkedIn: https://www.linkedin.com/in/ipalomino/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
According to McKinsey, 70% of companies plan to implement sustainability projects in the next year, a significant increase from 2019's 40%.
This growing focus on sustainability benefits businesses and the environment alike, allowing companies to reduce their environmental impact, enhance their reputation, and gain a competitive edge.
But sustainability goes beyond environmental concerns. It's about redefining organizational practices. Join us as we explore this vital topic with an expert who has aided countless enterprises in their transformation journey.
About Abeer RazaMeet the Chief Marketing Officer and founding partner of TekRevol, a leading digital transformation company ranked on the prestigious Inc. 5000 list. With an impressive growth rate of 829% over four years, TekRevol has established itself as a powerhouse in the industry.
Reaching out Abeer RazaLinkedIn https://www.linkedin.com/in/abeerraza/ or simply by email at abeer@tekrevol.com
TekRevol Website https://www.tekrevol.com/
What We Discussed in the Episode:* Defining Sustainability in Abeer's Words * Enhancing Sustainability Across Economic, Social, and Environmental Fronts * Fixing goals in sustainability doesn’t always work - as it is perceived that the effort of starting is replaceable with the priorities of the moment - What would be the best action to start caring about sustainability? * Authenticity Check: Ensuring Sustainability Goes Beyond Lip Service * Cultivating a Sustainable Culture: Leadership Strategies for Employee Engagement
Additional resources about Sustainability * How can organizations start linking Purpose and Sustainability? Podcast episode with Sebastien Cretegny https://youtu.be/_1jwLtBxadg * What is a Sustainable business strategy? https://www.thecornerstoneadvisory.com/our-insights/what-exactly-is-a-sustainable-business-strategy * Embracing The Human Element: How Modern Businesses Can Commit To Corporate Social Responsibility [article by Abeer] https://www.forbes.com/sites/theyec/2019/07/16/embracing-the-human-element-how-modern-businesses-can-commit-to-corporate-social-responsibility/?sh=5ac054907eff
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
Code: 6c98cb1216a27867746f40f2af4f23cb551786e9
Many organizations grapple with a crucial issue – the effectiveness of their managers => Only 22% of employees strongly believe their organization's leadership has a clear direction, while just 15% feel enthusiastic about the future. Additionally, a mere 13% think leadership communicates effectively within the organization.
This prompts a vital question: do we need to reconsider and redefine the role of managers in organizations?
About my Guest Jack Skeels (author of Unmanaged)Meet Jack Skeels, a distinguished executive and two-time Inc. 500 award winner, with a background as a former RAND senior analyst. As a frequent keynote speaker and published thought leader, he brings a wealth of expertise to the table. Currently serving as the CEO and founder of AgencyAgile, Jack specializes in helping agencies navigate the chaotic agency environment. His approach involves restoring productivity, profitability, and fun through a proprietary culture-based team-empowerment model and agile methodology.
Jack Skeels is also the author of the insightful book, "Unmanaged: Master the Magic of Creating Empowered and Happy Organizations." Dive into his wealth of knowledge to unlock the secrets of organizational empowerment and happiness.
Connect with Jack on Linkedin https://www.linkedin.com/in/jackaskeels/ or in AgencyAgile https://agencyagile.com/
What We Discussed in this Episode:
- Is There a Need for Traditional Managers in Today's Dynamic Work Environment?
- Magic Wand Moments: You get a magic wand: to change the typical training for managers around the world [when it happens] - what would be the most important topics of this ‘global’ training?
- Leadership Revolution: Organizations Pioneering the 'Managing Less' Movement
- Beyond Metrics: Unveiling the Secrets to Measuring Success for Exceptional Managers
- Managerial Mastery: The One Hack Every Manager Should Aim to Master for Unparalleled Success
Additional resources:
📑🧠Read on Self-Awareness: The Bedrock of Human-Centric Leadership This article emphasizes the crucial role of self-awareness in becoming a more effective leader. It dives into both internal and external awareness, providing practical habits to cultivate a deeper understanding of yourself and your impact on others.
📑🧠 Read on How to Transition from Managing to Leading Moving from managing tasks to inspiring people requires a specific skillset. This article outlines 5 key skills to hone as you transition from manager to leader, emphasizing the importance of empathy, communication, and vision.
📑🧠 Read on What to Say and Do to be a Badass Inspiring Leader Creating a vibrant, positive work environment is essential for attracting and retaining top talent. This article dives into specific phrases and actions effective leaders use to cultivate a thriving culture where everyone feels valued and supported.
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
A recent Gallup study reveals a concerning fact: only 32% of employees strongly feel connected to their colleagues, impacting various aspects of business success. This lack of connection leads to reduced productivity, increased absenteeism, higher turnover rates, and lower customer satisfaction.
Highlighting the issue, the Society for Human Resource Management reports that 47% of employees admit to feeling lonely at work. Addressing this is not just a moral imperative but a strategic move for business success.
To combat these challenges, businesses can implement strategies like team-building activities and open communication channels to foster a sense of belonging, unlocking the full potential of every employee.
About Jesus Jesse HernandezMeet Jesse Hernandez Jr, the author of "Becoming the Promise You Are Intended to Be" and Founder of Depth Builder LLC. With a focus on enhancing communication skills and fostering trust in improvement initiatives, Jesse guides leaders by illuminating their blind spots. He teaches them adaptive leadership approaches that secure employee "buy-in."
Drawing from extensive experience in the construction industry, Jesse addresses a noteworthy aspect: despite the daily interactions between manual and office personnel (constituting 60% of the workforce), the challenges of these interactions are often overlooked.
Connect with Jesse on LinkedIn https://www.linkedin.com/in/jessedepthbuilder/
Read his book Becoming the Promise You are Intended to Be https://www.amazon.com/Becoming-Promise-You-are-Intended/dp/B0C4WVPLLK
Jesse's Business Site The Depth Builder https://www.depthbuilder.com/
What We Discussed in this Episode on How Leaders should Connect with their People:
- Navigating Communication: Manual Workers vs. Office Personnel - Key Differences?
- Avoiding Pitfalls: Common Mistakes in Team Communication
- Fostering a Safe Workplace: Daily Habits for Employee Expression
- Guiding Teams: Techniques for Constructive Feedback and Guidance
- Lean Methodology Enthusiast: Improving Team Connection Continuously?
- Empowerment in Leadership: Cultivating Ownership and Decision-Making
Subscribe to our monthly Simply Human Newsletter https://simplyhuman.substack.com/ ###
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
Discover the profound impact of creativity and innovation within the pages of Zoltan's Book: UX & Beyond: Real-life Product Design and User Experience. This book goes beyond the expectations of designers, catering to anyone keen on nurturing their creativity. It serves as a valuable resource for individuals and teams looking to enhance skills, competencies, and foster innovation. "UX & Beyond" is not just for design enthusiasts; it's a guide for unlocking creative potential, making it a must-read for those striving for personal and professional growth in an innovative world.
About Zoltan GaramiMeet Zoltán Garami, a 17-year veteran in Product Design and User Experience. With a diverse portfolio spanning startups to large enterprises, Zoltán excels in guiding products from concept to delivery. His expertise extends beyond design, incorporating UX research methodologies to ensure a holistic user-centric approach. Zoltán has mastered challenges in web design, interface design, branding, and more. Explore his insights in "Ux & Beyond: Real-life Product Design and User Experience" for a shortcut to success in product design and user experience.
Reach out Zoltan on LinkedIn https://www.linkedin.com/in/garamiz/
Learn more about his book UX & Beyond on https://uxandbeyondbook.com/
What We Discussed in this Episode on Designing Innovative Work Cultures:
- Define Workplace Innovation: Your Personal Take
- Key Routines for Creative Leadership Success
- Boosting Human-Centric Creativity in Team Leaders
- Spotting and Nurturing Creative Talent: Cues to Watch
- Mindfulness and Meditation: Catalysts for Creative Team Building
- Design Thinking: Recommendations for 'UX & Beyond' Excellence
- Decoding Human Psychology in Product Failures
- The Power of Sharing Thoughts: Why It Matters
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
In a McKinsey study, it was found that 70% of corporate culture transformations fail. These failures often result from misalignment with business strategy, lack of leadership commitment, insufficient employee engagement, ineffective communication, and a lack of measurement.
Successful navigation of cultural change requires a strategic approach that addresses these challenges dynamically for a higher likelihood of success.
About my guest Eric StoneAs the Founder of Clear Path Ventures, Eric Stone specializes in expertly guiding young professionals and businesses on their journey to success. With a rich twenty-six-year career at the renowned rental car company Enterprise Holdings, Eric quickly became one of the most accomplished Regional Vice Presidents.
Eric Stone is also the author of "Jumpstart Your Workplace Culture: A Road Map for Igniting High Performance," offering valuable insights into cultivating a thriving work environment for optimal productivity and success. Whether one is a budding professional or a growing business, Eric Stone and Clear Path Ventures serve as the compass on the road to achieving excellence.
Get his book 📕 Jumpstart Your Workplace Culture: A Road Map for Igniting High Performance: https://www.amazon.com/Jumpstart-Your-Workplace-Culture-Performance/dp/163755396X
How to Reach Eric StoneThe Clear Path Ventures Website https://clearpathventures.com/
His LinkedIn Profile https://www.linkedin.com/in/eric-stone-clear-path/
What We Discussed in this Episode about the myths of Culture Change:- Is this True or a Myth or partly true?
- The impact of work culture on business outcomes has never been measured
- People need to be told about the new culture through regular in-class trainings and manuals
- Building a new culture is based on iterations - you measure, assess results and pivot if necessary
- Managers are the one that know where we stand in terms of culture and performance
- Changing culture needs consultants to kick start
-
Mastering Cultural Transformation: A Glimpse into Companies' Success Stories
-
The Silent Red Flag: Overlooked Symptoms Calling for Cultural Change
-
Avoid These Cultural Change Pitfalls: Worst Ways to Kickstart Transformation
-
What are the worst ways to start a cultural change?
In a recent 2023 survey conducted by the American Psychological Association, findings revealed a notable surge in workplace burnout, with 77% of employees experiencing it —a marked increase from the 61% reported in 2018. The study highlighted higher burnout rates among women (83%) compared to men (66%), as well as a prevalence among younger workers (85%) in contrast to their older counterparts (70%).
Is it possible to be great at everything that matters most to us, without missing on our wellbeing?
About this episode guest: Ryan Renteria
Ryan brings nine years of experience from Goldman Sachs and prominent hedge funds to his profile. He holds a BA in economics from Stanford University and is the author of the book 'Lead without Burnout: Growth with Less Stress for You and Your Team.' Additionally, Ryan is the founder of Stretch Five, a prominent executive coaching firm.
Reach out Ryan Renteria on his LinkedIn profile https://www.linkedin.com/in/ryan-renteria/ or in his company website https://thestretchfive.com/
What We Discussed in the Episode on How to Create a Culture of Optimized Wellbeing
- Escaping Toxic Work Cultures: Breaking the Money Trap and Moving Forward
- Assessing Corporate Responses to Burnout Signs: Are Companies Walking the Talk?
- Recognizing Burnout Indicators: How Leaders Can Identify Struggling Team Members
- Balancing Well-being in Fast-Paced Work Environments: Feasibility and Genuine Care
- Embracing Alternative Well-being Practices: Incorporating Mindfulness and Regular Breaks in Corporate Settings
- Shifting Focus in Corporate Training: Addressing Systemic Challenges over Well-being Patchwork
About Ryan's book Lead without Burnout - Growth with Less Stress for You and Your TeamIn Lead without Burnout, Ryan Renteria shatters the myth that you must sacrifice ambitious professional growth to achieve better balance and enjoy stronger mental and physical health. Lead without Burnout shows you how to slash stress, achieve phenomenal business performance, and live a happy and fulfilled life.
Learn more on www.leadwithoutburnout.com or buy it in Amazon https://www.amazon.com/Lead-without-Burnout-Growth-Stress/dp/B0CLHVQW13
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
Preparing leaders to lead in times of crisis is a major challenge for organizations that gains in importance as we transition into a Human Centric Workplace:
- In a recent McKinsey Global Institute study, it was revealed that companies demonstrating proficient crisis leadership boast a 3.3 times higher probability of surpassing their industry counterparts.
- Similarly, a 2022 Harvard Business Review study highlighted that leaders fostering psychological safety among their workforce exhibit a greater likelihood of achieving success during periods of crisis.
“Faced with crisis, the man of character falls back on himself. He imposes his own stamp of action, takes responsibility for it, makes it his own.” - De Gaulle
About my guest Imad ElabdalaAs an authority in Change Leadership, Imad Elabdala combines the art of storytelling with scientific principles, orchestrating impactful global sessions focused on self-leadership and resilience.
Imad Elabdala spearheaded Kidnovation, a globally acclaimed educational technology platform dedicated to nurturing emotional intelligence and leadership competencies among students. The platform's excellence earned prestigious recognition, including Sweden's Royal Entrepreneurial Award.
Through Hero To Be, Imad Elabdala has empowered over 17,000 individuals across diverse backgrounds, providing customized mental health tools. This impactful initiative earned the UN Global Innovation Award in 2020 for its outstanding contribution to community welfare and mental well-being.
He is also the founder of Magic Bean Innovation Labs - A Venture Studio empowering founders & transforming visions into award-winning, industry-disrupting innovations!
How to reach Imad:
On LinkedIn https://www.linkedin.com/in/imadelabdala/
On Instagram https://www.instagram.com/imadelabdala/
Watch his TedTalk on Vulnerability as a key to confidence. A story of resilience https://www.ted.com/talks/imad_elabdala_vulnerability_as_a_key_to_confidence_a_story_of_resilience
What We Discussed in this Episode on Leading in Crisis with Resilience and Clarity
- Assessing Leaders' Distinctions Between Genuine Crises and Workplace Pressures
- Examining Brain Responses in Crisis for Team Leaders versus Contributors
- Balancing Vulnerability and Strength in Leadership Expectations
- Developing Crisis-Ready Habits for Effective Leadership
- Understanding Variances in Acquiring Resilience Across Gender and Generations
- Identifying the Most Detrimental Behaviors in Crisis Leadership
- Reevaluating the Relevance of Icons like Jack Welch and Steve Jobs in Modern Leadership
More about Leading in times of crisis:Ron Carucci on How to be a Human Centered Leader in Times of Financial Crisis
https://www.youtube.com/watch?v=d_Ol9OvyKRk
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
A 2022 Gallup poll discovered that just 2 in 10 employees find their company's performance management system motivating for their best work. Over 90% of HR leaders expressed dissatisfaction with traditional performance reviews, citing concerns about their effectiveness, fairness, and impact on employee engagement.
People Performance remains a significant challenge for many employees - there must be better way to make it happen!!Specific employee complaints about performance reviews include inaccuracies (74%), feeling blindsided (62%), managers lacking feedback readiness for millennials (around 60%), and 4 in 10 U.S. employees disengaging when feedback is lacking.
About JJ (Projjal) Ghatak [founder of OnLoop]
Having previously held roles at Accenture and Uber, coupled with experience in venture capital, Projjal recognized the shortcomings of traditional development and performance review methods within corporate structures. Fueled by dissatisfaction, he took the initiative and established OnLoop in 2020, aiming to revolutionize these practices.
JJ's educational journey includes studies at Stanford and SMU (Singapore), leveraging this academic background to spearhead innovative changes in the realm of corporate development and performance assessments.
Want to reach out JJ?His LinkedIn Profile https://www.linkedin.com/in/pgonloop/
About OnLoopOnLoop is an AI powered habit-building platform ensures that teams are motivated, aligned, and accountable
The OnLoop website https://www.onloop.com/
What We Discussed in this Episode on Measuring People's Performance differently
- Challenges with Traditional Yearly Performance Reviews: Why Do They Often Fail Employees?
- Defining Ideal Performance Metrics: What Should Companies Measure Beyond Standard Objectives?
- The Future of Performance Enhancement: Leveraging AI's Role in Individual and Business Improvement
- Guiding Organizational Change: Recommendations for HR Leaders and Essential Learning Areas
- Linking Individual Performance to Evolving Organizational Culture: Strategies for Change
- Employee Privacy Concerns: Risks Associated with Technology Revealing Employee Sentiments
- Enhancing Human Skills in Corporate Training: Effective Methods for Developing Behavioral and Meta-Skills
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
Recent research has shed light on the apprehension CEOs harbor towards uncertainty. A 2019 Harvard Business Review study revealed a tendency among CEOs to shy away from decision-making in uncertain situations, even when such decisions could significantly influence a company's success. The study's findings attribute this behavior to the inherent risk aversion of CEOs, who prioritize decisions geared toward minimizing potential losses.
Another pertinent study, featured in the journal "Organizational Behavior and Human Decision Processes," unveiled that uncertainty often prompts CEOs to make impulsive decisions. This tendency arises due to cognitive biases like the sunk cost fallacy, posing challenges for CEOs in maintaining rational decision-making processes.
This topic needed a recognized expert on risk and uncertainty - welcome to my guest Alec Corthay
About Alec Corthay [expert in the management of uncertainty] Meet Alec Corthay, a seasoned management expert renowned for his expertise in handling uncertainty. With a background in advisory roles at EY and Cegos, Alec brings over two decades of experience to the table. He has also served as a CIA-certified internal auditor and holds a degree in economics from HEC Lausanne.
As a prominent figure, Alec engages as a speaker, facilitator, and corporate trainer, leveraging his insights to guide leaders in navigating uncertainty effectively. He imparts knowledge and techniques honed through years of experience in his roles, sharing invaluable expertise gained from teaching at prestigious institutions such as Centrale and Mines Paris engineer schools.
Moreover, Alec is the visionary founder and CEO of Zerra, a testament to his dedication and leadership in the realm of uncertainty management.
Reach out Alec on https://www.linkedin.com/in/aleccorthay/
and on his company website Zerra https://www.zerra.fr/
What We Discussed in this Episode on How Corporates Can Learn to Live and Thrive with Uncertainty
- Transforming Corporate Culture: Strategies to Shift from Risk Aversion to Calculated Risk-Taking
- Balancing Control and Entrepreneurship: Practical Approaches for Organizational Operations
- Building Personal Agility: Techniques to Enhance Individual Capacity for Adaptability
- Fostering Virality in Uncertainty: Cultivating a Culture of Thriving Amidst Ambiguity
- The Vital Role of Agility and Flexibility in Navigating an Uncertain Business Landscape
- Harnessing Data Analytics for Proactive Response: How Predictive Modeling Aids Corporations in Addressing Challenges
- Striking the Right Balance: Assessing Control and Agility Alignment in Corporate Structures
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
In the past few years, there has been significant improvements in people analytics. As we move into 2024, HR teams are urged to harness the power of recruitment, hiring, retention, motivation, and developmental data. The demand for people analytics is anticipated to surge further in 2024. Establishing a structured framework is crucial for businesses to comprehend this data and seamlessly integrate its insights into the organizational fabric.
About Keith Goode from ZeroedIn TechnologiesKeith Goode serves as the Vice President of Client Services at ZeroedIn Technologies, a cutting-edge platform specializing in converting HR, talent, and business data into actionable insights. With a robust background spanning over two decades, Keith has adeptly implemented and supported human capital management and business intelligence solutions.
What We Discussed in this Episode about Key Trends on People’s Analytics:
- What is the key Information Companies Must Acquire About People for Business Success in 2024
- Impact of AI and NLP [Neurolinguistic Programming] on HR Technology: Advancements from a Year Ago and Present Capabilities
- Primary Obstacles for Companies Embracing People Analytics: Resources, Knowledge, or Financial Constraints?
- Empowering HR Professionals: Strategies to Enhance Tech Proficiency and Skill Acquisition
- Current Trends in Assessing Corporate Work Culture: Insights and Developments
- As CEO of a Fortune 500 Company, What are the Crucial People Insights for Frequent Monitoring
Bonus Material on Trends 2024* Key Trends 2024 in the workplace https://www.peoplekult.com/post/the-human-centric-workplace-top-trends-for-2024 * How to make creativity be the driver of business growth in 2024 https://www.thecornerstoneadvisory.com/our-insights/how-creativity-drives-business-innovation-and-growth
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
This episode is sponsored by:
PeopleKult [behavioral science, tech and analytics to scale up the next generation work culture]
The Cornerstone Advisory [innovation, performance and growth for future-focused organizations]
The phenomenon known as "The Great Resignation," characterized by a substantial wave of workforce departures during 2021 and 2022, has persisted into 2023. This ongoing trend poses significant challenges for companies seeking to attract and retain skilled employees.
Despite concerted efforts by companies to address this issue and retain their valuable talent, only a handful have successfully deciphered the code for fostering employee engagement and long-term retention.
About my guest Paul Ter WalWith an extensive 22-year career as a labor and employment lawyer, Paul fulfilled his commitment to enhancing the quality of employees' lives beyond mere work-for-pay arrangements. Presently, he aids organizations in recognizing, implementing, and embodying human-centric values.
Paul is a co-author of the books: My Camino Walk #1 and Independent Minds, Expert Ideas: How to Thrive in a Changing World. His profound expertise and insights are reflected in these publications, showcasing his dedication to empowering individuals and businesses alike.
How to reach Paul Ter Wal? His LinkedIn profile https://www.linkedin.com/in/paulterwal/
Free trial of his Employee Engagement Survey
https://paulterwal.com/employee-engagement-survey
What We Discussed in this Episode on Employee Experience vs Employee Retention with Paul Ter Wal:
- What mistakes do companies make in retaining top talent?
- Can employee departure numbers truly measure retention success?
- Is retaining employees harder now compared to a decade ago?
- What key questions can help us decide to stay or leave a job?
- How effective is tech in boosting employee engagement?
Bonus Resources on Employee Engagement* The Most Important Leadership Actions to Engage Employees https://www.peoplekult.com/post/the-most-important-leadership-actions-to-engage-employees * The Psychology of Employee Recognition: Understanding What Motivates Your Team https://www.peoplekult.com/post/the-psychology-of-employee-recognition-understanding-what-motivates-your-team * Subscribe to the Simply Human Newsletter https://simplyhuman.substack.com/
About the Growth Hacking Culture PodcastThe Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
In a 2020 Deloitte survey, 93% of CEOs advocated for businesses to make a positive impact beyond profits.
Also, consumers favor companies contributing to society or the environment, as indicated by 83% in the same survey. Gallup's 2019 study revealed that employees aligned with their company's mission are six times more engaged and 22 times more likely to thrive in their roles.
But "doing good" for companies is not easy...I have finally found a person who has done great research on “doing good”, somebody that has looked at the reasons on why it is so tough to make it happen - my guest for this episode is Joshua Berry
About my guest Joshua BerryJoshua Berry, the Managing Director and Co-Founder of Econic, recently launched his new book, Dare to Be Naive: How to Find Your True Self in a Noisy World.
Dare to Be Naive: How to Find Your True Self in a Noisy World delves into the clash between leaders' aspirations to use business for societal good and the barriers hindering action. Inspired by the current tensions between business and society, Joshua explores this intersection.
Find the freshly released book Dare to be Naive here: https://www.amazon.com/Dare-Be-Naive-Noisy-World/dp/1646871529
The Econic website: https://www.econic.co/
Joshua's website: https://joshuaberry.com/
What We Discussed in this Episode on How Companies Can Create Value and Make a Positive Impact:
- Reframing Naivety: Redefining Its Role in Society
- Balancing Naivety: Finding the Sweet Spot in Business
- Patagonia's Purpose-Driven Journey: Unveiling Yvon Chouinard's Strategies
- Self-Awareness in Business: Navigating the Good vs. Bad Paradigm
- Breaking Barriers: Initiating Naivety Practice for Leaders
- Anticipating Change: Common Mistakes in Business Transformation
- Daily Habits for Business Change: Embracing a New Paradigm
Welcome to the Growth hacking Culture Podcast. I am Ivan Palomino.
It all began with a simple desire: to share actionable tips on creating extraordinary work cultures. And let me tell you, the response has been absolutely amazing! 🙌 The Growth Hacking Culture Podcast has become a hub where we challenge the status quo, exchange thought-provoking ideas, and gather insights from top-notch work culture experts.
🌍✨ This podcast has truly struck a chord, we've been incredibly fortunate to feature a stellar lineup of guests.
🌟🎙️ Joining us on the show were luminaries such as Tim Creasey, Maria Morukian, Andres Glusman, Tony Martignetti, Dr. Tanvi Gautam, Aneace Haddad, Ira Wolfe, Richard Newman and many more inspiring individuals.
🤩🎉 I want to express my deepest gratitude to all of you for supporting this endeavor and sharing in the vision of cultivating exceptional work cultures.
🙏❤️ #GrowthHackingCulture
Website https://www.peoplekult.com/podcast-work-culture
This podcast is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
Recent reports indicate a positive trend in workplace leadership, reflecting an 84% employee satisfaction rate with leadership according to Gallup's 2023 "State of Leadership" report — a notable increase from 70% in 2015. Notably, a 2019 study by Harvard Business Review highlighted that companies boasting robust leadership teams yield a 15% higher return on equity compared to those with weaker leadership structures.
However, despite these improvements, several areas for enhancement persist. Survey data from Gallup's 2023 report reveals that 61% of employees perceive room for enhancement in their leaders' communication skills.
Moreover, a significant 78% of employees, as per Glassdoor's 2022 findings, feel their contributions lack adequate recognition. Additionally, Gartner's 2023 study found that 59% of employees believe their leaders could enhance empowerment and task delegation—a crucial aspect requiring attention for further advancement in organizational leadership.
It is time to discuss on the common mistakes made by leaders!
About my guest Nancy LyonsNancy, the CEO and co-founder of the design and technology consultancy Clockwork, is renowned for her expertise in business leadership. She is also the accomplished author behind the book "Work Like a Boss: A Kick-in-the-Pants Guide to Finding (and Using) Your Power at Work." Through her twenty-five years of hands-on experience in business leadership, Nancy offers invaluable insights gleaned from personal experiences and experiments in her book. She emphasizes a crucial lesson: true power isn't derived from titles, promotions, or team management, but rather from a profound sense of ownership and accountability exhibited daily in the workplace. Nancy is also a staunch advocate for gender equality, consistently championing this cause in her professional endeavors.
- Read her book Work Like a Boss https://worklikeabossguide.com/
- Nancy Lyons Personal Website https://www.nancylyons.com/
- Her company Clockwork https://www.clockwork.com/
What We Discussed in the Episode on Leadership Pitfalls:
- Critical errors made by leaders during and after COVID-19.
- The ongoing challenges in the post-pandemic landscape and the importance of leadership accountability.
- Embracing uncertainty: How leaders conquer fears amid unpredictable business scenarios.
- Are feminine leadership traits more suited to today's leadership demands?
- Unveiling the necessity of assertiveness for women in navigating leadership roles effectively.
Bonus content about Leadership* Read PeopleKult's article on What Great Bosses Say and Do to Create Amazing Work Cultures https://www.peoplekult.com/post/what-great-bosses-say-and-do-to-create-amazing-work-cultures * Embracing Our Shared Humanity - Simply Human Newsletter https://simplyhuman.substack.com/p/embracing-our-shared-humanity
Behavioral Science at the Rescue of Work CultureAccording to a 2023 PwC survey, a striking 72% of corporate executives recognize the critical importance of improving their organization's work culture. This revelation arrives amid significant shifts in employee expectations, a surge in remote work adoption, and a growing demand for agility and innovation within businesses.
The survey's insights highlight the challenges and opportunities inherent in reshaping organizational culture. It underscores the pressing need for proactive strategies to address evolving employee needs and work dynamics, emphasizing the pivotal role of a resilient and adaptive work culture in driving sustained success in today's competitive business landscape.
About my guest Dr Jacqueline KerrDr. Jacqueline Kerr, a distinguished behavioral scientist and a resilient burnout survivor, stands among the top 1% of the most referenced scientists globally. With a remarkable portfolio boasting over 200 scientific publications, she is also the editor of the influential book, "The ABC of Behavior Change: A Guide to Successful Disease Prevention and Health Promotion."
In her compelling TEDx talk titled "How to stop burnout before it starts," Dr. Kerr delves into the intricate layers of burnout as a pervasive issue, offering actionable solutions rooted in behavior change science. Her insightful discourse focuses on transforming societal norms surrounding burnout, providing practical strategies applicable to everyone seeking to prevent burnout and promote healthier work-life dynamics.
Find more about Jacqueline Kerr
- Leading Real Change website https://www.leading-real-change.com/
- Her personal site https://www.drjacquelinekerr.com/
What We Discussed in this Episode on Behavioral Science helping Culture Change at Work:
- Behavioral Science Holds Potential Solutions for Organizational Cultural Challenges
- The Evolution of Behavioral Science in Workplaces Over the Past Decade and Emerging Trends
- Visualize Your Role as Chief Culture Officer in a Fortune 500 Company - Initial Three Months' Strategy
- Critical Research Findings Revealing Work Culture's Impact on Employee Stress and Burnout
- Approaches for Overcoming a Toxic Work Culture in a Successful Company.
- Assessing Technology's Readiness in Scaling Exceptional Work Cultures via Behavioral Science
Bonus content
Read the Article Building - Trust: The Secret Ingredient for Collaborative Work Cultures https://www.peoplekult.com/post/building-trust-the-secret-ingredient-for-collaborative-work-cultures
Subscribe to the Simply Human Newsletter published by Ivan Palomino and Zuleka Kaysan https://simplyhuman.substack.com/
In a SHRM study, 73% of employees held a favorable view of HR, but 27% remained skeptical. Key areas for HR improvement include enhancing diversity and inclusion efforts, investing in employee development, and better supporting employee well-being. Additionally, HR should improve its ability to measure and report on its impact to further strengthen its role in shaping a positive workplace culture.
In this episode with Hilda Gan, we discuss How HR Can Improve Productivity and Happiness in the Workplace
About Hilda GanHilda Gan serves as the President of People Bright Consulting Inc., a renowned HR management consulting company located in Toronto. She is a seasoned entrepreneur and a specialist in fostering positive work cultures.
Hilda's entrepreneurial journey began with the establishment of an Engineering Consulting firm, which earned the distinction of being ranked among the top 10 Best Workplaces in Canada® on two occasions. Building on this achievement, Hilda introduced the Connect with REVUP™ Program, designed to provide training, coaching, and mentorship to executives, managers, and emerging leaders, enabling them to enhance their people leadership capabilities and cultivate respectful, engaged workplaces.
Reaching Hilda Gan
Linkedin https://www.linkedin.com/in/hildagan/
Website https://www.peoplebrightconsulting.com/
What We Discussed in this Episode about How HR Can Improve Productivity and Happiness in the Workplace:* How can HR enhance workplace productivity and boost employee morale effectively? * Are the REVUP principles applicable to this endeavor? REVUP stands for Respect, Equality, Values, Uniqueness, Potential * What are the typical HR errors that can adversely impact productivity and happiness? * Do HR departments possess the necessary tools for effective employee performance management? * What strategies can HR employ to foster employee engagement and motivation?
Bonus Content on Employee Engagement* Human Centric Strategies for Boosting Employee Engagement in Your Organization https://www.peoplekult.com/post/3-strategies-for-boosting-employee-engagement-in-your-organization * Dr. Joey Faucette on How Leaders Can Design the Mindset Made for Positive Work Cultures https://youtu.be/VwJ5EfaqhWA?si=HmidD5qzwDcz-wkr
This episode is hosted by Ivan Palomino - founder of PeopleKult
Education within corporate settings faces formidable challenges that necessitate fresh solutions. A recent McKinsey study underscores the concerns of 87% of executives, who view the skills gap as a looming threat to their organization's growth. Equally concerning, a study conducted by Deloitte reveals that 67% of employees recognize the pressing need for more comprehensive training to perform their job functions effectively.
In light of these findings, it's clear that a reimagining of corporate education is required. In the following discussion, we'll explore with my guest David CM Carter, alternatives and strategies to bridge this critical skills gap and enhance workforce training, fostering organizational growth and success.
About my guest David CM CarterDavid CM Carter is an entrepreneur whose illustrious career has earned him the well-deserved title of 'The World's Leading CEO Mentor.' With over four decades of experience, he stands as a true pioneer in the world of innovative business.
David is also the accomplished author of 'Breakthrough: Learn the Secrets of the World's Leading Mentor and Become the Best You Can Be.'
He is known for his groundbreaking work in character-based professional development, a paradigm shift tailored for organizations that prioritize a human-first approach.
David wholeheartedly embraces the 'Entelechy' philosophy, a concept rooted in Aristotle's wisdom. This philosophy reflects his unwavering belief in realizing one's full potential and essence, a principle that has defined his remarkable career and continues to inspire those around him.
Reach David CM Carter https://www.linkedin.com/in/davidcmcarter/
He is the chairman and founder of the Entelechy Academy https://entelechy.academy/
What We Discussed in the Episode with David CM Carter on the Role of Character & Life Skills to Improve Performance at Work
- Defining Character, Skills, and Meta-Skills: What Sets Them Apart?
- Performance Assessment in Corporations: Common Pitfalls and Mistakes
- Reimagining Corporate Training: Addressing the Flaws in Developing Job Success
- Nature vs. Nurture: The Age-Old Debate on Controlling Character Traits
- Transforming the Future of Work: If You Had a Magic Wand, Where Would You Start and When?
- The Relevance of University Degrees: Is a Degree Still Necessary for Lifelong Learning?
- Nurturing Healthy Work Cultures: Candid Advice for Improvement
Bonus Content on Learning and Performance* White Paper - Changing corporate learning https://www.peoplekult.com/reinvent-corporate-learning-guidebook * What Great Bosses Say and Do to Create Amazing Work Cultures https://www.peoplekult.com/post/what-great-bosses-say-and-do-to-create-amazing-work-cultures
This episode is hosted by Ivan Palomino - founder of PeopleKult
Collaboration presents both an opportunity and a challenge within corporate environments. Research shows that while 86% of employees consider collaboration crucial for their success, only 53% believe their organization excels at it.
According to the Stanford Graduate School of Business, fostering collaboration can lead to a remarkable 20% boost in employee productivity. Similarly, a study from the University of California, Berkeley reveals that companies that actively encourage collaboration tend to be more innovative and achieve greater success. Additionally, findings from McKinsey & Company suggest that businesses cultivating a culture of collaboration are more likely to enjoy high levels of employee engagement and customer satisfaction. Embracing collaboration is not only a cultural advantage but also a strategic imperative in today's corporate landscape.
About my guest Dr. Tanvi GautamDr. Tanvi Gautam is a distinguished multi-award-winning keynote speaker, executive coach, and senior faculty member at Singapore Management University (Executive Development). Dr. Tanvi excels in enhancing leadership capabilities and instigating cultural shifts, employing a unique fusion of cognitive and emotional tools.
Certified in Storytelling, Conversational Intelligence, and Culture Talk Tools, she collaborates with notable clients like Accenture, Goldman Sachs, Mastercard, Dyson, Coca Cola, Gap Inc, Microsoft, Merck, Electrolux, and more, offering comprehensive interventions.
Dr. Tanvi combines corporate precision with academic depth to drive essential transformations in our disruptive world. She's an accomplished Game Changer, recognized by Workforce Magazine (USA) as the first Asia-based leader on this prestigious list.
Her pioneering ideas have graced esteemed publications such as Forbes.com, Harvard Business Review, Business Times, Economic Times, and BBC World. As a two-time author and a top influencer in leadership according to People Hum, Dr. Tanvi is the only Asia-based HR influencer featured on SAP's global influencer HXM list.
In 2021, she made history as the first woman of color to preside over the Asia Speakers' Association Singapore. Dr. Tanvi Gautam, with a Ph.D. in Organizational Behavior, leads Leadershift Inc and is a true luminary in leadership and culture transformation.
Find out more at www.leadersupgraded.com
About Tanvi Gautam's book: Deep CollaborationHer book Deep Collaboration will be live soon - learn more about fast-tracking collaborative performance https://leadersupgraded.com/deep/
What We Discussed in the Episode about the challenges of collaboration at work:In this episode of the Growth Hacking Culture Podcast we talked:
- Balancing Collaboration and Individual Competition: Can a Harmonious Workplace Exist?
- Debunking Common Myths About Collaboration in the Workplace
- Unlocking the Power of Workplace Collaboration: Best Practices and Technology Innovations
- Measuring Collaborative Success: Key Metrics for Effective Organizational Initiatives
- Fostering Collaboration: Can it be Taught, or Are There More Effective Learning Paths?
- Rethinking Organizational Structures: Maximizing Collaboration through Innovative Approaches
Bonus Content on Human Centric Collaboration* The 2024 Human Centric Workplace Trends https://www.peoplekult.com/post/the-human-centric-workplace-top-trends-for-2024 * Building Trust: The Secret Ingredient for Collaborative Work Cultures https://www.peoplekult.com/post/building-trust-the-secret-ingredient-for-collaborative-work-cultures
An innovation culture is crucial for organizational success, fostering shared values, beliefs, and behaviors that encourage creativity and risk-taking. Google is renowned for initiatives like the "20% time" policy, allowing employees to dedicate a portion of their work hours to self-directed projects. 3M embraces the "15% rule," granting employees the freedom to pursue personal projects. Amazon's "Working Backwards" approach prioritizes customer-centric innovation, contributing to its constant growth. These companies exemplify how innovation culture fuels progress.
In today's episode - I will be discussing the human side of innovation in order to drive real organizational change driven by employees.
About My Guest - Mykola Takzey
Mykola Takzey has an impressive corporate innovation career, spanning across diverse locations, including Ukraine, Switzerland, Israel, and Belgium. What sets his experience apart is his involvement with organizations facing transformation challenges. Mykola stands out as a unique marketer who seamlessly integrates innovation and human change methodologies. His approach ensures that innovation becomes an integral and ongoing part of the organizational culture, rather than a one-time occurrence.
How to reach out Mykola TakzeyIn LinkedIn https://www.linkedin.com/in/takzey/
What We Discussed in this episode on building innovation that is bottom-up driven:* Often the psychological aspect of innovation - change coupled with resistance or fear by employees - is disregarded because we oversimplify believing that innovation is the reward that everybody expects - what are the symptoms to expect in organizations where the human side has been overlooked * Do we have good examples where innovation driven by the top of the organization has been a success? How did they make it work? * Legend or Truth? Without Steve Jobs Apple would not be one the most innovative companies. Do we need a few good innovators or many micro- innovators in succesful corporations?? * What are the challenges to implement sustainable innovation that is truly coming from the organization [bottom-up innovation] * What are the usual reasons that companies give not to start a full blown program where people learn and have the resources to bring innovation in their day to day * What actions should be put in place to build sustainable innovation at work
Bonus content on Innovation* Building a Customer-Centric Culture: Embracing Agility and Innovation https://www.peoplekult.com/post/building-a-customer-centric-culture-embracing-agility-and-innovation * About General Electrics Transformation https://hbr.org/2017/09/inside-ges-transformation.Organizational * A Culture of Innovation Starts with People https://simplyhuman.substack.com/p/a-culture-of-innovation-starts-with
In today's fast-paced and ever-evolving business landscape, the ability of leaders to adapt and thrive amidst constant change and disruption is crucial for their personal and organizational success.
As the digital age continues to reshape industries, staying ahead of the curve has become a paramount challenge for businesses and their leaders. In this episode of Growth Hacking Culture, We will explore key strategies and insights on how leaders can effectively keep up with change and disruption, ensuring their organizations remain resilient and competitive in an increasingly dynamic world.
Whether you're a seasoned executive, a budding entrepreneur, or simply someone interested in the dynamics of leadership in the modern era, this episode will provide you with valuable insights to navigate the turbulent waters of change and disruption effectively.
What We Discussed in this Episode on How Leaders Can Keep Up with Rajeev Kapur
- The difference between "Enlightenment" and "Getting the Big Picture"
- Balancing Leadership and Enlightenment: How can busy leaders incorporate the practice of "enlightenment" into their daily routines?
- The Growing Importance of Agility for Leaders
- Tech, Innovation, and Delegation: Can leaders delegate the responsibility of staying updated on technology, innovation, and transformation to others?
- AI Education for Leaders: Why is it essential for leaders to acquire knowledge about Artificial Intelligence (AI)?
- Navigating Information Overload: Amidst the overwhelming amount of available content in various formats and sources, how can leaders effectively prioritize what and how to learn?
About Rajeev KapurRajeev Kapur, a Global Business and Technology Leader and Chief Executive Officer, is known for his ability to reinvent and rejuvenate business cultures, turning stagnant sales into dynamic multimillion-dollar growth for small and middle-market companies. He is widely recognized as a true rainmaker and innovator, driven by his passion for repairing broken market strategies, company cultures, and leadership stagnation to uncover and seize new business opportunities.
With a wealth of work experience spanning over 20 countries, Rajeev excels in building and nurturing powerhouse global teams, with a deliberate focus on inspiring collaboration. He is relentless in his pursuit of fostering a positive and healthy company culture, firmly believing that a fully engaged workforce is the key to achieving high customer satisfaction and retention.
Mentioned in this episode:
Rajeev's book AI Made Simple: A Beginner’s Guide to Generative Intelligence https://a.co/d/1A2uas9
Rajeev's book Chase Greatness: Enlightened Leadership for the Next Generation of Disruption https://a.co/d/9giMbqN
Rajeev's LinkedIn Profile https://www.linkedin.com/in/rajeevkapur1/
BONUS
- Article Building Habits to be less Risk Averse and more ready for Change https://www.peoplekult.com/post/building-habits-to-be-less-risk-averse-and-more-ready-for-change
- Build your ability to change and disrupt with the monthly Simply Human Newsletter - Subscribe here https://simplyhuman.substack.com/
In corporate life, strategy discussions often revolve around current trends, many of which have already being pioneered by startups or competitors. Unfortunately, this approach can sometimes result in playing catch-up rather than driving disruption. What if we could envision unexplored possibilities that lie beyond the current landscape?
Today, my guest is an extraordinary visionary who delves into these untapped opportunities - exploring the potential futures that hold the power to profoundly impact our world.
About Bob Johansen Bob Johansen has an impressive portfolio of 12 authored or co-authored books, many of which focus in the future of leadership.
His most recent publication, titled Office Shock: Creating Better Futures for Working and Living, explores upcoming trends and proactive measures for preparing the next generation workplace.
Throughout his career, he has held significant roles at IFTF (Institute for the Future) - from research director to president, and currently serves as a Distinguished Fellow.
IFTF is a renowned futures organization globally, providing over five decades of invaluable support to businesses, governments, and social impact organizations. Their services include global forecasts, customized research, foresight education, and training to navigate intricate changes and develop future-ready strategies.
How to connect with Bob Johansen * LinkedIn: https://www.linkedin.com/in/bob-johansen/ * His book Office Shock: Creating Better Futures for Working and Living: https://www.iftf.org/projects/officeshock/https://www.iftf.org/people/bob-johansen/
What We Discussed in this Episode on Getting Ready for the Next Generation Workplace: - Anticipating the Future: How Will Organizations Maintain Employee Motivation? - Exploring the Officeverse: Creating a Sense of Belonging in the Workplace - Rethinking Performance Evaluation: Are New Approaches on the Horizon? - The Rise of AI: Revolutionizing Learning and Ending Monotonous Training Sessions? - Future Career Paths: Hybrid Learning and Diverse Curricula vs. Ivy League Education - Predicting Future Culture Challenges for Organizations: What Lies Ahead?
Join the next session of the online live course Unleash the Human Side of Innovation by Zuleka Kaysan and Ivan Palomino 👋 https://maven.com/simply-human/human-innovation
During periods of financial crisis, strong and human leadership plays a vital role. The significance of inspiring and guiding teams amidst uncertainty and difficult situations cannot be overstated. It demands a distinctive approach that encompasses human leadership qualities such as empathy, adaptability, and resilience. These attributes become essential for fostering growth and successfully navigating the turbulent waters of economic turmoil.
The pandemic has brought the psychological needs of employees into sharp focus like never before. Striking a balance between tough decisions and addressing human needs will be crucial for companies to survive this challenging period. It won't be a repeat of the past.
However, the uniqueness of this moment will make it difficult to learn quickly and adapt. In this episode, I have invited Ron Carucci to discuss Human Leadership during times of financial crisis.
About my guest - Ron Carucci (author of To Be Honest) Ron is a founder and managing partner at Navalent, specializing in transformative change for organizations and leaders. With 30 years of experience, he helps tackle strategy, leadership, and organizational challenges. Ron has worked globally in over 25 countries, authored 9 books, and contributed to Harvard Business Review and Forbes. He is a TEDx speaker and his expertise has been featured in Fortune, Inc., Business Insider, and more.
Learn about his book To Be Honest: Lead with the Power of Truth, Justice and Purpose https://tobehonest.net/
Download this free resource on Leading Transformation: An Owner’s Manual https://www.navalent.com/
Reach out to Ron on LinkedIn https://www.linkedin.com/in/roncarucci/
What We Discussed in this Episode on Human Leadership in Times of Financial Crisis: - Effective prioritization of cost-cutting during a crisis for leaders. - Risks associated with prioritizing "employee protection" as a best practice. - Appropriate methods for evaluating employee contributions and performance. - Boundaries to consider in terms of post-pandemic investments in employee training, perks, and well-being support, and potential cost savings. - Impact of company size on survival during uncertain times. - Building trust as a leader during a financial crisis. - Examples of leaders praised by both shareholders and employees during financial crises.
About the Growth Hacking Podcast The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
Fresh news from the United Arab Emirates (UAE) brings attention to a significant issue: an astounding majority of the UAE workforce admits 'quiet quitting.' This revelation, as reported by Gallup, sheds light on a critical concern within the country's labor market but also on the role of leaders on building healthy work cultures.
Gallup's extensive research reveals that low employee engagement is not only a local problem but also a global challenge. Shockingly, the costs associated with diminished work engagement are estimated to reach a staggering $8.8 trillion, equating to approximately 9 percent of the global gross domestic product (GDP).
About Dr. Joey Faucette Dr. Joey Faucette is a highly sought-after expert specializing in company transformation, fostering positive work cultures, and driving increased productivity. As the visionary behind the Work Positive framework, he has established himself as a prominent culture architect, Certified Executive Coach, and author of the best-selling book, "Work Positive in a Negative World: Team Edition."
Dr. Joey Faucette's work has been featured in esteemed publications including Wall St. Journal Money Watch, CNBC, Fox Business News, Entrepreneur Media, and numerous other influential platforms. His transformative strategies and insights have helped countless organizations achieve remarkable growth and success.
He is the host of the Work Positive Podcast
Learn more about Dr. Joey Faucette:
- His book Work Positive in a Negative World: Team Edition https://www.workpositive.today/book
- Listen to the Work Positive Podcast https://www.workpositive.today/podcast
- Connect with Dr. Joey https://www.linkedin.com/in/drjoeyfaucette/
What We Discussed in this Episode on How Leaders Can Design a Mindset Made to Build Positive Cultures: - The Importance of Investing in Employee Mindset Design: Should Companies Prioritize It? - Unlocking Meaning at Work: How Leaders Can Help Employees Find Purpose - Rethinking the Coach as a Leader Approach: Is It Truly Effective in Today's Disconnected Workplace? - After 39 Years of Shaping Positive Work Cultures: What are the Major Trends Observed - Prioritizing Company Focus: Adapting to Gen Z's Priorities Beyond Money and Status - Future-Proofing Leadership: Essential Skills for a Remote and Human-Centric Work Environment
This episode is hosted by Ivan Palomino - subscribe to the Simply Human Newsletter https://simplyhuman.substack.com/p/learn-with-purpose?sd=pf
Bonus - The Most Important Leadership Actions to Engage Employees Read this article on https://www.peoplekult.com/post/the-most-important-leadership-actions-to-engage-employees
Most individuals with over 5 years of work experience have encountered at least one significant or minor transition at work. When such changes are at risk of failure, they often seek the assistance of a change management professional. This expert implements various tools and processes to effectively engage individuals in embracing the forthcoming transformation.
The real question to answer in this episode is do we have any proof that these change management models work?
About Tim Creasey (Chief Innovation Office at Prosci) Tim Creasey, an accomplished Change Management specialist, possesses a profound expertise in enabling change teams to drive adoption and utilization, resulting in successful outcomes. Recognizing the intricacies of the "soft" aspect of change, Tim actively empowers teams to navigate this challenging facet with greater efficacy. His contributions encompass conducting comprehensive research in change management, crafting holistic and user-friendly models, and developing evidence-based tools tailored to managing the human side of change.
Tim's recent endeavors have been remarkable. He assumed a leadership role in Prosci's research and development efforts in change management. Notably, he conceptualized and developed the CMROI (Change Management ROI) model and calculator, a groundbreaking resource.
What We Discussed in this Episode about Change Management Models and its Efficacy: - Unveiling the Unseen: Insights into Change Management Discoveries Over the Past Decade - The ADKAR Model: A History of Adoption and Unraveling the Reasons for Change Failures - Shifting Organizational Priorities: Evolution of Change Needs in Today's Landscape - Debunking Misconceptions: Identifying False Beliefs Influencing Poor Decision-Making in Change Management - Startups vs. Established Corporations: Assessing the Ease of Change Implementation - A CEO's Magic Wand: Key Questions and Initial Actions for a Fortune 500 Company
Resources * Tim's book on Change Management: The People Side of Change https://www.amazon.com/Change-Management-People-Side-ebook/dp/B00EO81JGS/ * Prosci's Change Management resources https://www.prosci.com/resources * Tim Creasey's LinkedIn page https://www.linkedin.com/in/timcreasey/ * Tim Talks - Short Interviews with Tim Creasey https://www.youtube.com/@ProsciChangeManagement
Bonus - Overcoming the Control Freak Mindset: How to Let Go Micro-Management Read this article on the PeopleKult site https://www.peoplekult.com/post/overcoming-the-control-freak-mindset-how-to-let-go-micro-management
This episode is hosted by Ivan Palomino - founder of PeopleKult
Discover the captivating narratives of startups - their remarkable progress, groundbreaking ideas, and unconventional lifestyles. In this article, we delve into the distinguishing factors that set them apart - their exceptional individuals and progressive mindset.
This episode sheds light on the work culture within startups, the principles of lean startup methodology, and their unwavering commitment to ongoing experimentation.
Our impressive guest: Andres Glusman a veteran of the startup realm since the dot-com bubble, shares invaluable insights today.
About Andres Glusman Andres Glusman, a seasoned growth driver, played a vital role in the successful launch of Meetup, which was later acquired by WeWork for a staggering $200 million. With a track record of driving growth through experimentation dating back to the 1990s, Glusman now leads DoWhatWorks, an innovative platform that monitors and analyzes AB tests conducted across various websites.
Meetup, established in 2002, is a dynamic social media platform designed for organizing and hosting both in-person and virtual activities, gatherings, and events. It serves as a hub for like-minded individuals and communities, connecting people based on shared interests, hobbies, and professions.
Reach out Andres:
Andres Glusman LinkedIn https://www.linkedin.com/in/glusman/
The DoWhatWorks website https://dowhatworks.io/
What We Discussed in this episode on How to Create Amazing Work Cultures in Startups:
- Lean Startup: Going beyond innovation to create better work cultures.
- Scaling Up Challenges: Insights from tech startups like Meetup, i-traffic, Yahoo...
- Creating a Culture of Innovation: Lessons from startups and what not to do.
- DoWhatWorks: The Power of Continuous Experimentation in Work Cultures.
- Redefining Work Culture: Exploring startup founders like Tony Hsieh and DoWhatWorks
Bonus - The Most Important Element of Human Capital is Work Culture Read this article on https://www.peoplekult.com/post/the-most-important-element-of-human-capital-is-work-culture
According to a cutting-edge study conducted by MIT Sloan Management Review and Boston Consulting Group, an impressive 79% of participants experienced enhanced efficiency, decision-making quality, and overall morale as a direct result of implementing AI. The research further revealed that businesses leveraging AI technology witnessed remarkable advancements in vital cultural aspects such as collaboration, collective learning, role clarity, and team morale.
In this episode Ivan Palomino and Aneace Haddad discuss on How AI Could Help Humanize the Workplace.
About Aneace Haddad Aneace Haddad is the author of the book "The Eagle That Drank Hummingbird Nectar," a compelling and thought-provoking book about reinvention. As a McKinsey certified Transformational Leadership Facilitator and Professional Certified Coach, Haddad expertly combines his extensive background in technology, leadership, mentoring, and coaching to provide readers with a unique perspective. Delve into the captivating narrative that follows a CEO's transformative journey, unveiling the vital truth that genuine leadership surpasses mere answers.
Reach out Aneace on LinkedIn https://www.linkedin.com/in/aneace/ or his website https://aneace.com/
Rad his book The Eagle That Drank Hummingbird Nectar: A Novel About Personal Transformation In Business Leaders on https://www.amazon.com/Eagle-That-Drank-Hummingbird-Nectar/dp/9811848688
What We Discussed in the Episode on How AI Could Help Humanize the Workplace:
- Unveiling the Role of AI in the Next Generation of Mindful Leaders: Explore the "Five-Part Self-Transformation Journey"
- Trusting AI at Work: Navigating the Polarizing Perspectives on AI's Impact on Jobs and Creativity
- Demystifying AI: Common Misunderstandings Regular People Have about Artificial Intelligence
- Harnessing AI to Address Information Asymmetry at Work: A Powerful Use Case
- Empowering Human Skills through AI: Moving Beyond Traditional Knowledge Training
- Revolutionizing Employee Mental Health: Can AI Provide Effective Support?
- Accelerating Corporate Capabilities for AI Implementation: Strategies for Success
Bonus - Adopting OKRs for Transparency and Performance at Work Read this article on https://www.peoplekult.com/post/adopting-okrs-for-transparency-and-performance-at-work
Belonging is an innate human need that is rooted in our biology. Unfortunately, 40% of employees report experiencing isolation in the workplace, which can lead to decreased engagement and commitment. According to a study conducted by BetterUp, a strong sense of belonging can result in a remarkable 56% boost in job performance, as well as a 50% decrease in the risk of turnover and a significant 75% reduction in sick days. It's clear that fostering a sense of belonging in the workplace can lead to positive outcomes for both employees and employers alike.
What We Discussed in this Episode on Belonging at Work:- Is the Importance of Belonging Overrated? Exploring the Role of Friends and Family
- The Power of Transparency and Candor in Cultivating a Culture of Belonging
- Nature vs Nurture: Understanding Behavioral Change and Overcoming Brain Resistance
- Common Mistakes Organizations Make in Building a Unified and Inclusive Workplace
- Growth Hacking Belonging: Quick and Low-Effort Fixes for Leaders to Foster a Sense of Belonging in the Workplace
About Sophia Kristjansson:
Sophia, a published author, is a co-author who contributed a chapter on diversity, equity, and inclusion (DEI) to the book titled "The Secret Sauce for Leading Transformational Change." Currently pursuing a PhD in Organizational Psychology at Canterbury Christ Church University, Sophia also serves as a faculty member at the University of Denver's College. Her expertise lies in teaching DEI structures, organizational leadership, human resources, and business strategy courses. In 2012, Sophia established Lexicon Lens, a consultancy focused on fostering organizational innovation through practical strategies and initiatives that promote inclusion and belonging.
Connecting with Sophia Kristjansson:LinkedIn: https://www.linkedin.com/in/sophiakristjansson/
Subscribe to the monthly Simply Human NewsletterUnreasonable ideas for great people at work - We talk: growth hacking human-centered performance, innovation and work culture. https://simplyhuman.substack.com/
In today's episode, we will be discussing why standard diversity training cannot always be effective and we will be exploring alternative approaches to DEI programs. Decades of research have shown that these programs typically produce short-term changes in understanding certain concepts, plans for future behavior, or attitudes, with some studies reporting positive effects and others finding negative effects. Our discussion will focus on biases, including the tendency to feel more at ease with people who are similar to ourselves. Join us to learn more about effective DEI strategies.
What We Discussed in this Episode:
- Are there sustainable alternatives to solely relying on training for effective DEI?
- Quantitatively speaking, is there notable progress in DEI, and how long until we reach a satisfactory level?
- Overcoming human bias is crucial for fostering an inclusive workplace culture - how can individuals be trained to mitigate the impact of their biases?
- Is having a dedicated DEI function correlated with better performance compared to companies without one?
- Should DEI training be mandatory or voluntary for employees?
- DEI programs may evoke vulnerability in individuals, highlighting their inherent biases.
- How can this risk be transformed into an opportunity for growth and progress?
About Maria MorukianMaria Morukian's upbringing was shaped by her multicultural and multilingual family in the outskirts of Detroit. Her father, an Armenian-Cuban refugee, and her mother, who grew up in a small Polish farming community in northern Michigan, instilled in her a positive mindset, a passion for storytelling, and a strong desire to combat oppression.
As the President of MSM Global Consulting, Maria specializes in fostering holistic organizational change and leadership development while prioritizing diversity, equity, and inclusion. Additionally, she serves as a faculty member at American University, where she teaches graduate-level courses on intercultural communication and training design.
Connecting with Maria MorukianLinkedIn: https://www.linkedin.com/in/maria-morukian/
Her podcast Culture Stew: https://msmglobalconsulting.com/category/culture-stew-podcast/
Maria's Book Diversity, Equity, and Inclusion for Trainers: Fostering DEI in the Workplace https://www.amazon.com/Diversity-Equity-Inclusion-Trainers-Fostering/dp/1953946054
Join the Simply Human NewsletterWant to receive unreasonable ideas for great people at work - Growth hacking human-centered performance, innovation and work culture. - You are just a click away https://simplyhuman.substack.com/
Many people turn to mindfulness to enhance their mental well-being and productivity. However, companies can also benefit from promoting mindfulness among their employees to boost their performance. One effective way for corporations to implement mindfulness at scale is by integrating it into their workplace culture. In this episode, we'll delve deeper into the impact of mindfulness on work cultures, the scientific evidence supporting it, and strategies for converting even the most skeptical employees. Don't miss out on learning how mindfulness can improve your company's overall performance.
About Gopi KrishnaswamyGopi Krishnaswamy is a mindfulness teacher/coach, Zen practitioner, author, and speaker who specializes in helping companies improve their performance through mindfulness practice.
As the founder of L.A.M.A. (The Leadership And Mindfulness Academy), a mindfulness-based training solution for well-being and high performance, Gopi leads a team providing mindfulness training at scale. Additionally, he serves as a certified teacher and the Regional Lead at Google-born SIY Global [Search Inside Yourself Program].
Over the course of his career, Gopi has taught mindfulness to a diverse group of professionals and has helped several large corporate clients develop mindfulness-based leadership capabilities and cultures.
Connecting with Gopi KrishnaswamyLinkedIn: https://www.linkedin.com/in/gopikrishnaswamy/
LLAMA Website: http://myllama.co/
His book Creativity Unleashed https://gopikrishnaswamy.com/book/
What We Discussed in this Episode:- The Importance of Mindfulness: Exploring Its Heritage and Recent Rise in Popularity
- Debunking the Biggest Misconceptions About Mindfulness
- The Origins of Mindfulness in the Workplace: How Tech Companies Led the Way
- Overcoming Resistance: The Science Behind Mindfulness and Its Benefits for Employees
- Creativity Unleashed: Developing a Culture of Innovation
- How Mindfulness Can Transform Your Work Culture
- Global Events to Democratize Mindfulness in the Workplace
Join the Mindfulness@Work Dubai SummitJoin us to the next Mindfulness@Work Dubai Summit where Gopi Krishnaswamy and Ivan Palomino will speak and share perspectives on the future of workplace wellbeing.
Wouldn't it be great to get to know the naked truth about some companies' culture? No fluff just whatever it is being said by their employees.
Google searches related to work culture have increased significantly. People are interested in learning more about a company's employee experience, psychological safety, benefits, flexibility, equality, among other things.
While this is great, it can still be time-consuming to delve deeper into cultural challenges and specific companies or industries.
However, a new way of finding this information has emerged - A bunch of tech guys working with artificial intelligence are analyzing everything being said on the internet about corporate's work culture by employees. I got the hint to contact one of the founders of Culturama to discuss the creation of the largest encyclopedia of work culture.
About Andi KacperskiAndi Kacperski is a Co-Founder of Culturama, an advanced analytics tool for work culture that has been designed to assist leaders and HR teams in improving their people strategy.
Connecting with Andi KacperskiLinkedIn: https://www.linkedin.com/in/kacperski/
Trying Culturama Today you can try their data for free but you can also ask the Culturama guys to benchmark your company at https://culturama.is/ Culturama is a tool, offering insights on 130 work-related problems to help employees make informed career decisions and companies to understand where they stand vs. their competition. Our study covers 32 industries, the largest 1500 global organizations, and is based on automated analysis of 4.8 million employee opinions expressed in natural language.
What We Discussed in the Episode:- Understanding the purpose of Addressing Work Culture Insights Deficiency
- How Culturama Differs from Employer Review Sites
- Top Work Challenges on Culturama - Most Sought-After Topics
- Gain an Unmatched Edge with Culturama - Learn from Competitor's Strengths and Weaknesses in People Management
- Impact of Collaboration in the Workplace - Insights from Culturama's Data
- Exploring the Key Traits of Successful Leadership - Insights from Culturama's Data
- Enabling Employee Wellbeing in the Workplace - Top Factors Identified - Insights from Culturama's Data
- Work Challenges Across Industries - Identifying the Best and Worst Performers - Insights from Culturama's Data
READ ALSO THIS -The Most Important Leadership Actions to Engage Employees an article by PeopleKult >> https://www.peoplekult.com/post/the-most-important-leadership-actions-to-engage-employees
In this episode of Growth Hacking Culture, we tackle the pressing topic of major change initiatives and the challenges that organizations face in implementing them. According to Gartner's research, approximately 75% of organizations plan to increase their major change initiatives in the next three years. However, without an effective approach to inspire change within the organization, these initiatives are at risk of failing to meet their intended goals.
To successfully introduce new ideas and drive organizational change, it's crucial for the leadership team to have a comprehensive understanding of cultural change. But leading an organization towards transformational change is no easy task. That's why we've invited Tony Martignetti, a renowned organizational change management expert, to share his insights on how to inspire people during times of cultural change.
About Tony MartignettiTony Martignetti has a diverse professional background that includes working as a finance and strategy executive with some of the world's top life sciences companies. With this extensive experience, he has transitioned into a leadership development advisor, helping leaders achieve their transformational goals.
In addition to his advisory role, Tony is also a renowned author and host of "The Virtual Campfire" podcast, which focuses on sharing inspiring stories of leaders' transformation journeys. His book, "Climbing the Right Mountain: Navigating the Journey to An Inspired Life," is a must-read for leaders who have achieved success in the past but are looking to find fulfillment and purpose in their personal and professional lives.
By reading Tony's book or tuning in to his podcast, listeners can gain valuable insights on leadership and personal growth, while learning from his experiences and expertise. So, if you're looking to climb the right mountain and navigate your journey towards an inspired life, Tony Martignetti can help you achieve your goals.
Connecting with Tony MartignettiLinkedIn: https://www.linkedin.com/in/tonymartignett1/
His Book Climbing the Right Mountain: https://www.amazon.com/Climbing-Right-Mountain-Navigating-Inspired-ebook/dp/B096N4VGS1/
Inspired Purpose Coaching Site: https://www.inspiredpurposecoach.com/
What We Discussed in the Episode:* Key factors that contribute to successful transitions in corporate transformation, as observed from experience in senior leadership positions. * Common mistakes made by leaders during cultural changes. * Tony Martignetti’s Definition of Corporate Culture * Strategies for preparing individuals for significant organizational or cultural shifts. * Shifting from an organization-driven change to a people-led change. * Ways for leaders to inspire and motivate others to embrace change. * Methods for measuring the success of a transition.
BONUS: Get a Free Guidebook for Reinventing How People Learn in CorporateThere is a science on how the brain processes learning - This can help organizations redesign the way people learn in corporate - I have compiled it in a free guidebook here https://www.peoplekult.com/reinvent-corporate-learning-guidebook
In today's rapidly changing business environment, activating a culture of agility is essential for organizations to thrive. An agile culture promotes flexibility, adaptability, and innovation, allowing organizations to quickly respond to new opportunities and challenges. To activate a culture of agility, organizations must focus on developing a mindset of continuous improvement, collaboration, and experimentation. This requires a willingness to take risks, learn from failure, and continuously iterate on processes and strategies.
Leaders play a critical role in activating a culture of agility by setting a clear vision, communicating it effectively, and empowering employees to make decisions and take ownership of their work. They also need to create an environment that supports experimentation, encourages cross-functional collaboration, and rewards innovation.
Overall, activating a culture of agility requires a long-term commitment to cultural transformation, but the benefits can be significant. Organizations can increase resilience, improve customer satisfaction, and foster a more engaged and motivated workforce. By prioritizing agility, organizations can position themselves for long-term success in today's rapidly changing business landscape.
About Angela JohnsonIn 2010, Angela Johnson founded Collaborative Leadership Team and has since become a successful entrepreneur, educator, and coach. Through coaching, training, and empowerment, she assists individuals in using various techniques to reach their professional goals and objectives. Angela holds several certifications, including Certified LeSS Practitioner (CLP), Certified Scrum Trainer (CST), and is one of the first Scrum Alliance Path to CSP Approved Educators.
With a career spanning over 24 years in aiding leaders and teams, Angela has worked with clients across multiple industries such as agency and services, software, hardware, marketing, financial services, insurance, learning and development, and more.
Angela is the author of the book titled "The Scrum Master Files: Secrets Every Coach Should Know"
Her LinkedIn profile https://www.linkedin.com/in/angelajohnsonscrumtrainer/
The Collaborative Leadership Team website https://collaborativeleadershipteam.com/
What We Discussed in this Episode on Culture of Agility:
- Agile Methodology: Is it a Process or a Philosophy?
- The Value of Agile: Improving Human Skills for Better Work Culture - Insights from "The Scrum Master Files"
- Overcoming the Challenges: Why Non-Tech Functions Struggle with Adopting Agile Methodologies
- Business Agility and Agile Methods: Is There a Correlation?
- Agile Companies: Are They Better Performing than Their Peers?
- Starting from Scratch: Implementing Business Agility - A CEO's Roadmap
- Beyond Scrum: Exploring Other Methodologies to Enhance Business Agility
- Agile Principles for Personal Growth and Development: Can They be Used as a Tool?
BONUS: Get a Free Guidebook for Reinventing How People Learn in CorporateThere is a science on how the brain processes learning - This can help organizations redesign the way people learn in corporate - I have compiled it in a free guidebook here
It would be fantastic if we could all work in an environment where we're free to make mistakes, discuss challenging topics, embrace diversity, take risks without fear of failure, and ask for help without judgment.
Unfortunately, the reality is that psychological safety, the most misunderstood aspect of workplace culture, is often neglected due to business pressure.
Organizations that prioritize psychological safety are better able to foster innovation, collaboration, and a sense of belonging among their employees, leading to improved performance and greater overall success.As a result, many businesses and leaders are now recognizing the importance of creating a psychologically safe workplace culture.
About Maura BarclayShe is an accomplished author with over a decade of experience and thought leadership in "conscious conduct." Her expertise has allowed her to consult for diverse organizations, ranging from Starbucks to the US Military, the IMF, and several startups.
She also hosts the C-Change Show- Changing Business Culture for GOOD, which aims to promote positive changes in business culture. One of her notable qualities is her candor in discussing the inner workings of organizations, which she believes require psychological safety for individuals to be authentic and have a meaningful impact. She stresses the importance of eliminating judgement, blame, and shame from conversations to foster true diversity and belonging.
Connecting with Maura BarclayLinkedIn: https://www.linkedin.com/in/maurabarclay/
Website: https://maurabarclay.com/
What We Discussed in the Episode on Why Psychological Safety Became So Important Now:* What are the signs that Psychological Safety is not doing great at work? * Where do we draw the line between a work environment that is demanding, blunt, honest and the need for psychological safety * What are the first actions that a new manager should do to assess and act on the Psychological Safety in the new team? * There are 4x more google searches of the word Psychological Safety vs pre-covid - How did we suddenly discover this word?? * Is there a way to classify how good are companies in terms of Psychological Safety * Why is so difficult for organizations to get better at Psychological Safety * Magic Wand: You are given the CEO positions of a fortune 500 known for its low Psychological Safety - what would be your first actions?
Get a Free Guidebook for Reinventing How People Learn in CorporateThere is a science on how the brain processes learning - This can help organizations redesign the way people learn in corporate - I have compiled it in a free guidebook https://www.peoplekult.com/reinvent-corporate-learning-guidebook ###
In today's fast-paced and competitive business world, toxic work cultures can be detrimental to both employees and the organization's success. From negativity, harassment, and discrimination to undervalued employees, overworked staff, and burnout, toxic work cultures can be a recipe for disaster.
Research has shown that companies with positive work cultures have higher levels of employee retention, customer satisfaction, and profitability. On the other hand, toxic work cultures can lead to high turnover rates, low morale, and burnout. Employees in such environments may feel undervalued, overworked, and stressed, which ultimately leads to a decline in productivity.
Fortunately, there has been a growing awareness of the importance of healthy work cultures in recent years. Many companies are now prioritizing employee well-being by implementing policies and practices that promote a positive work environment. This includes things like flexible work arrangements, clear communication, fair compensation, and opportunities for professional growth and development.
While some companies may still maintain toxic work cultures, it's becoming increasingly clear that such practices are untenable and unappealing to both employees and consumers. Companies that prioritize healthy work cultures are likely to be more successful and better equipped to compete in the long term.
About Ira WolfeIra S. Wolfe has been recognized as the leading Global Thought Leader on the Future of Work by Thinkers360, and is also ranked among the Top 10 in HR. He is widely regarded as a visionary in the field of HR, with a particular focus on managing the intersection of traditional work practices, modern technology, and the digital age. Ira has delivered a TEDx talk, and serves as the Chief Googlization Officer of Poised for the Future Company, as well as being the host of the popular Geeks Geezers Googlization podcast, which is known for challenging conventional thinking about the future of work. He is also an accomplished author.
Connecting with Ira WolfeLinkedIn: https://www.linkedin.com/in/irawolfe/
Website: https://www.irawolfe.com/
What We Discussed in the Episode:* Why would a business receive an F grade for its work culture? * What factors do job seekers consider when choosing their first or next job? * Does HR prioritize the "Human" in Human Resources? * How relevant is "The Shift or Die" principle from your book to Toxic Cultures? * Can we expect positive changes in work cultures in the near future? * What actions can companies take to address managers with toxic behaviors? * What are the upcoming trends for Work Cultures?
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. Ivan helps organizations build human-centric work cultures.This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.###
The science of storytelling is a highly relevant topic in today's workplace. It explores how stories can be used to inspire change and create engagement among employees. By crafting narratives that resonate with people's emotions and values, storytellers can capture their audience's attention and make complex ideas more accessible and memorable.
In today's fast-paced and ever-changing workplace, the ability to communicate effectively and inspire change is more important than ever. By mastering the science of storytelling, individuals and organizations can tap into the power of narrative to connect with their audiences, build trust, and drive meaningful change. So, if you're looking to inspire change at work, consider harnessing the power of storytelling to get your message across.
Whether you're a manager looking to motivate your team, an entrepreneur looking to inspire investors, or simply someone who wants to communicate more effectively, this podcast will provide you with practical tips and strategies to use the power of storytelling to inspire change at work.
About Richard NewmanAt the age of 18, Richard began his quest to uncover the fundamental principles of communication. He lived in the Himalayan foothills with Tibetan monks, with whom he had to communicate non-verbally due to their language barrier.
Richard's research on non-verbal communication was published in the prestigious Journal of Psychology. His study proved that minor behavior modifications could lead to a 44% increase in leadership ratings and a 59% rise in electoral votes.
Richard is the founder of Body Talk, the top evidence-based training program on communication psychology.
He is the author of the book "You Were Born to Speak" and his forthcoming book, "Lift Your Impact: Transform Your Mindset, Influence, and Future to Elevate Your Work, Team, and Life," offers innovative communication strategies that can help professionals increase their impact and influence. This groundbreaking book will be released on May 2nd 2023.
Connecting with Richard NewmanInstagram https://www.instagram.com/richardnewmanspeaks/
LinkedIn https://www.linkedin.com/in/richardnewmanspeaks/
Website https://ukbodytalk.com/
His upcoming book Lift Your Impact: Transform Your Mindset, Influence, and Future to Elevate Your Work, Team, and Life https://www.amazon.com/Lift-Your-Impact-Transform-Influence/dp/1265086141
What We Discussed in this Episode:* Why is it difficult for managers to inspire and empathize with their teams at work? * How can changing your communication style help inspire and onboard more people? * The science of storytelling: what happens in the brain when we tell stories effectively? * If Richard were the CEO of a Fortune 500 company, what would be his first steps to unleash the power of communication and inspire his teams? * How can introverts overcome their reservations about participating in group activities? * Richard Newman's expert advice for overcoming one of the biggest workplace challenges: feeling a sense of belonging.
Bonus -Four Reasons for Low Employee Engagement Rates and How to Improve It https://www.peoplekult.com/post/four-reasons-for-low-employee-engagement-rates-and-how-to-improve-it ###
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. Ivan helps organizations build human-centric work cultures.This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.###
Creating a workplace where people feel they belong is crucial for the success of any organization. Employees who feel included and valued are more likely to be engaged and committed to their work, resulting in increased productivity and job satisfaction. To achieve this, employers need to prioritize diversity and inclusivity, treating all employees with respect and offering opportunities for growth and contribution.
Through proactive efforts to promote inclusivity, trust, and mutual respect, companies can foster a positive company culture that attracts and retains top talent. By creating a workplace of belonging, your organization can achieve greater success and make a positive impact on your employees and community.
Are you looking to create a workplace where your employees feel valued, supported, and connected? Join our podcast as we explore practical steps for employers to create a workplace of belonging.
About Beth RidleyBeth Ridley, is an organizational transformation consultant, author, and speaker with over 25 years of leadership and management consulting experience. Beth's expertise lies in helping companies seamlessly integrate diversity, equity, and inclusion (DEI) best practices throughout their organizations. With a proven track record, Beth and her team offer a comprehensive roadmap for improving recruitment, retention, brand enhancement, and profitability.
Beth's expertise has garnered national attention, with her work featured in leading publications, and her frequent appearances on television and as a keynote speaker at global events.
Connecting with Beth RidleyLinkedIn: https://www.linkedin.com/in/beth-ridley-a92b8b5/
Link to download complementary resources: www.ridleyresources.com
Join Ridley Consulting Group newsletter: https://ridleyconsultants.com/join/
What We Discussed in the Episode of Beth Ridley on Creating a Workplace where People Belong:* The importance of Belonging in the Post-COVID Workplace * Loneliness and Isolation in the Remote Work World: Effects on Employee Belonging * Where Does Belonging Rank Among Factors for a Healthy Work Culture? * Why is it Challenging to Apply Sports or Military Belonging Examples to Corporate Environments? * Top Companies That Foster a Sense of Belonging in Their Employees * Ways Managers Can Cultivate a Sense of Belonging in Their Teams * Strategies for Building Inclusivity in the Workplace * The Cost of Not Prioritizing Belonging in the Workplace
Bonus - Article on Work Culture: Understanding What Employees Really Want
https://www.peoplekult.com/post/culture-matters-understanding-what-employees-really-want
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. Ivan helps organizations build human-centric work cultures.This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.###
Addressing the challenge of building a culture of high performance without leading to burnout is a critical concern for organizations.
High performance is essential for businesses to stay competitive, achieve success and deliver value to their customers. However, an overemphasis on performance without adequate attention to employee well-being can lead to burnout.
✊ Organizations must recognize that preventing burnout is a long-term, ongoing process that requires ongoing attention and investment. It requires a commitment to employee well-being, clear communication, and a willingness to make changes to work practices as needed.
About Brandi OlsonBrandi Olson is an organizational agility expert. She teaches leaders how to design agile organizations, build high-performing teams and learn faster so that they can deliver great outcomes without burning out. She is also the CEO of Real Work Done and the author of the bestseller Real Flow: Break the Burnout Cycle and Unlock High Performance in the New World of Work.
Connecting with Brandi Olson* LinkedIn: https://www.linkedin.com/in/brandiolson/ * On her website Real Work Done https://realworkdone.com/
Here are our recommended articles from Brandi:
- An excerpt of her book The real reason you're exhausted at the end of the day
- Working More Doesn't Mean More Success - this is a piece on productivity that Brandi wrote for Fast Company Magazine.
What we discussed in this episode with Brandi Olson on How to Address the Challenge of Culture of Performance without Burnout- What are the most usual (and sometimes wrong) assumptions of people in productivity at work?- What does (cognitive) science says about burnout?- How to use the principles of the Agile Approach to create thriving work cultures?- How organizations can apply the principles of optimal productivity (flow)?- What happens in 10 years if organizations do not address the "flood" challenge?- Top tips for better management of people's performance
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.###
In today's fast-paced and ever-changing business environment, resilience is a key factor in the success of an organization. Resilience is the ability to recover quickly from setbacks and adapt to change.
Improving resilience in organizations requires a combination of leadership, culture, strategy, and investment. By developing a strong leadership, fostering a culture of continuous learning, building a diverse and inclusive team, developing robust risk management strategies, embracing technology, fostering innovation, and developing strong partnerships, organizations can master uncertainty and thrive in today's rapidly changing business environment.
Building organizational resilience is an ongoing process that requires continuous evaluation, adaptation, and improvement. It is essential to regularly review and update the organization's strategies and plans, based on feedback and lessons learned from past disruptions. By doing so, organizations can build a culture of resilience that enables them to thrive in the face of uncertainty and change.
My guest today is Sarah Kalmeta is mainly known as the pivoter - she is a change and resilience wizard for organizations and individuals.
About SARAH KALMETA (THE PIVOTER)Sarah Kalmeta is the founder of Pivot Point, an organization that helps individuals navigate life's major U-turns to achieve success, happiness, and satisfaction. After experiencing a setback in her Olympic figure skating career due to an injury, Sarah saw it as an opportunity to pivot and transitioned to another career in fueled by her drive and determination.
Connecting with Sarah Kalmeta:Sarah's website https://sarahkalmeta.com/
LinkedIn https://www.linkedin.com/in/sarah-kalmeta/
Instagram https://www.instagram.com/sarahthepivoter/
What we discussed in this episode with Sarah Kalmeta on How to Improve Resilience in Organizations and Master Uncertainty* The meaning of pivoting? Sarah Kalmeta's story and journey * Examples where organizations fail to adapt to unexpected situations * The difference between equipping for resilience a corporate vs. individuals * How can organizations plan and prepare for situations of uncertainty? * The role of leaders to reinforce behaviors of resilience in their teams * Can an organization learn resilience with a traditional training? What are the better ways? * Sarah's top tips for CEOs to growth hack a culture of resilience
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.###
🔴 If you enjoy this episode you will also like this article on Beyond Perks and Benefits: The Essence of a Human Centric Workplace
Do you still remember the highlights in the news of "People keep quitting at record levels"? Well even if it is not over, companies are still trying to attract and retain employees in the same old ways.
Two out of five employees are still thinking of quitting globally.
It is time to get real insights about people's retention from somebody who has the heart, mind and experience in career crafting Randi Roberts.
About my guest Randi RobertsAt heart, Randi is a hippie with an Ivy League education, she has been a senior executive at Novartis and some other pharma companies.
After an exceptional career at executive level, She has created a practice on C-suite level coaching through the Randi Roberts Coaching company.
Randi has her own podcast called The Fulfilling Career, Happy Life Podcast.
Get in touch with Randi at www.randirobertscoaching.com
Access her FREE Career Satisfaction Assessment
What we discussed in this episode with Randi Roberts on Should Organizations Retain or NOT their People?* What are the major reasons for people that want to change jobs today? * Post Great resignation - has the trend stabilized? Is less people leaving - is there different reasons to leave? * Is there anything that companies can start doing to better retain people? * Let’s push the envelope - maybe people leaving their jobs to experiment with their lives is positive for organizations - instead of doing their best for retaining people, it is best for organizations to adapt and let them go and even let them come back. What is your take on this? * Should companies support employees who wants to identify their life purpose even if it means that leave their job? what would be the benefits for organizations? * Is there a way to help people assess better if leaving their jobs will give them fulfillment?
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.###
🔴 If you enjoy this episode you will also like this article on Toxic Work Culture: The Silent Killer in the Workplace
The most successful brands use Design Thinking - IBM, Google, Airbnb, PepsiCo and Nike are just a few of the wildly successful brands that consider design thinking a core part of their culture and way of doing business.
Data from McKinsey shows that organizations that regularly follow design thinking practices see 56 percent higher returns than those that don’t.
But today Design Thinking is mainly used for product innovation - what if it was used to reinvent awesome work cultures?
My guest is Dhani Spiller. And this is how I met him: I enjoy attending Innovation workshops and had the chance to attend one of his - what stroke me about Dhani, is that most Design Thinking (DT) coaches are focused on the process side while he is focused on the human side of the DT approach. That made my aha moment!
About Dhani SpillerDhani is the Head of Digital Fitness Programme (Digital Transformation) at the UNDP - The United Nations Development Programme that works in nearly 170 countries, helping to achieve the eradication of poverty, and the reduction of inequalities and exclusion. He also worked for the World Food Program - driving its innovation program. Overall, his amazing career is mainly about helping international organizations to innovate (public and private sector).
Reach Dhani Spiller at https://www.linkedin.com/in/dhanispiller/
What we discussed in this episode of Growth Hacking Culture on Reinventing Work Cultures with Design Thinking* Dhani's journey of working in INNOVATION in multiple countries, different industries, purposed and less purposed organizations * Design Thinking, Human Biases, Ego and the way our brain is wired * Is Design Thinking a magic formula to practice human centric behaviors - participative contribution, the team is all in a common challenge, practice of empathy? * Using Design Thinking to (re-design) work cultures instead of traditional brainstorm sessions * Actions to get rid of toxic culture
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
🔴 If you enjoy this episode you will also like this article on Overcoming the Barriers for Change
We live in a bipolar world, from one side we all want Inclusive Workplaces and from the other side the progress that we have made today is definitely absurd - Only 6.6% of all Fortune 500 companies have women as their CEOs, 78% of employees said they work at organizations that lack diversity in leadership positions (HBR).
I want to believe that humans are wired to be biased … but I need to ask to a real expert on that topic for this episode of Growth Hacking Culture on Leading Right in a Global Multicultural World. My guest is Gijs Hillmann.
About Gijs (Gys) HillmannGijs is the founder of CultureBeatz - an organizational and cultural diversity consultancy firm. He specializes in building and retaining High-Performance and High-Impact Cultures for international organizations.
He grew up in multiple countries where he saw the hard journey of immigrants in the search for a better future - many had to pay the price of finding a place where they belong.
Reach Gijs in LinkedIn at https://www.linkedin.com/in/gyshillmann/ or in CultureBeatz website at https://www.culturebeatz.com/
or watch his TedTalk on Innovation https://youtu.be/JQ3zgcXXTM4
What we discussed in this episode of Growth Hacking Culture on Leading in a Global Multicultural World* The behaviors or traits that people should have to thrive in a Global Multicultural World? * Do women have an advantage as they are associated with more empathetic traits compared to men? * How can people develop "Multicultural" behaviors? * What can we practice to get rid of “Biases” * What would you recommend to a CEO to design an organization that embeds inclusivity in its work culture? * Is it possible to get rid of preconceptions regarding other cultures?
In our discussion Gijs mentioned that he is interested to read any research on cultural intelligence that has been written outside the western world. If you have read a good one - reach out to Gijs on LinkedIn.
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
🔴 The tribe of founders and CEOs working on creating human centric work cultures is growing - You too can join The The Simply Human Pledge
Founding a company and see it grow should make any founder happy - Unfortunately the reality is different - founders are often worried about their people, they even become nostalgic of the early days of shared pizza with the founding team. Scaling up a company is complex and it is essential to keep the DNA of any company [the essence of belonging in the workplace].
Founders make mistakes and are also a continuous source of experimentation - my guest today - Miriam Meima has built an extraordinary career being the coach of CEOs of some of the biggest tech Startups in the world. In this episode we talk about Scaling Up Work Culture & What CEOs can Learn from Startups
About Miriam MeimaMiriam is well known for her success with cultural change (specially helping startups) and often shares her wisdom on the topic of “How to Preserve your Culture While You Scale.”
She is the mega-coach of some startup stars - Miriam has coached founders/executives and supported leadership development strategies at Slack, Twitter, LinkedIn, Hims & Hers, Glassdoor, Glossier and +100s other start-ups of all sizes across industries and regions.
She is also a Fellow at the Harvard Institute of Coaching and the co-founder of 2 Million Leaders Project and Managing Partner at Evolution (Silicon Valley's premier coaching, consulting, and investment firm).
Reach Miriam at https://www.leaderswhosmile.com/ or https://www.2mleaders.com/
What we discussed in this episode of Growth Hacking Culture on Scaling Up Culture:* The type of atmosphere that companies have going from a couple of co-founders to Series B-C * What are the major things that CEO’s of startups forget or simply do not know about work culture while scaling up? * Lets get back to the real world - most companies are not startups - some are traditional but aim to learn from these fancy tech startups - what are the things that corporation can reuse from startups in terms of culture when they want to transform? * Do you have your own definition of Culture? * One of the major elements that you recommend to have awesome work culture is to have a superhero level self-awareness - What does it mean and how do you develop this at scale? * What are your top 3 tips for CEO’s to scale a new and healthier cultures?
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
The tribe of founders and CEO's working on creating human centric work cultures is growing - You too can join 🔴 The The Simply Human Pledge
One in two employees have left a job to get away from a toxic manager and improve their overall life at some point in their career, according to the Gallup's State of the American Manager report. We are really living times of change where everything is on the table to make the workplace better for employees. In this episode of Growth Hacking Culture, I really want to understand how to handle a toxic manager and what is the root cause of displaying toxic behaviors at work.
About Eric M. BaileyEric M. Bailey is the bestselling author of The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior and President of the Bailey Strategic Innovation Group, one of the fastest-growing human communication consulting firms in the United States.
Eric is the creator of the Principles of Human Understanding™, a leadership and communication methodology based in brain science and psychology.
Eric works with Google Inc, the US Air Force, Los Angeles County, Phoenix Police Department and many more. He has a Master’s degree in Leadership and Organizational Development from Saint Louis University and is a lifetime learner of human and organizational behavior.
What we discussed in this episode of Growth Hacking Culture:* During COVID there was moments of panic in many organizations as managers couldn't cope with the need of agility, managing remote teams and empathy required in times of change. From a psychological perspective why managers “suck at” adapting to change? * When talking about Toxic Work Cultures, is it fair to put all of the fault in the poor “overloaded managers” or should we look bigger - to the senior management team that allows the spread of toxic behaviors? * In your bestseller book The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior at Work - you describe the Principles of Human Understanding as a toolbox to understand behaviors, decisions and motivations - what are the principles that explain the most frequent toxic behaviors in managers * What would you recommend to the people experiencing a toxic manager? * How would you explain to a CEO that despite good performance a manager with toxic behaviors is harming the future of the company * You have years of experience advising CEOs - Do you have some good stories on their misunderstandings of human psychology related to their employees * Is it true that the more senior we are in an organization the less we are aware of the employee realities ?
Where to find Eric M. Bailey online: Website: https://ericmbailey.com/
His book: The Cure for Stupidity - Using Brain Science to Explain Irrational Behavior at Work https://baileyinnovationgroup.com/thecureforstupidity
YouTube Channel: https://www.youtube.com/@eric_m_bailey
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
Change in organizations has a price - the natural resistance of humans to change. In this episode of Growth Hacking Culture - I discuss with Dr. Beth Banks Cohn how to overcome the forces of resistance to transformation and how to prepare an organization to be ready for change. About Dr. Beth Banks CohnBeth Banks Cohn is regarded by many as the authority on culture, leadership and change - Beth holds a PhD in Human and Organizational Systems from the Fielding Graduate University. She is the author of the book: ChangeSmart: Implementing Change Without Lowering Your Bottom Line.
She is the founder and president of ADRA Change Architects a business transformation firm decoding the Human Element of High Stakes Decisions.
ADRA Change Architects http://www.adrachangearchitects.com/
Beth Banks LinkedIn https://www.linkedin.com/in/beth-banks-cohn-phd/
What we discussed in this episode of Growth Hacking Culture:* What are the most common mistakes organization when they embark in transformation? * Getting the buy-in for change in organizations is often the part with the biggest friction - How do we get around to nudge people? * Organizational change means having to deal with the psychological resources of individuals to overcome fear, stress… This is often disregarded in traditional change management models. How can we integrate the psychological factor to be more effective in an organizational transformation * You have developed a model for change called ChangeSmart - What was missing in other models and how relevant is it in today’s world? * Most leadership development programs prepare people to manage business and less to drive and inspire people during times of change - what does a good leadership program should include? * How can corporates develop work cultures that embrace change?
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
The Simply Human Pledge2023 will be the best year for corporates that have committed to values of being people first, collective and inclusive. That's why I will continue advocating and sharing stories of companies living by these values. I am working on making companies commit to human centric cultures.
Want to join? https://bit.ly/SimplyHumanPledge
Many organizations have embarked in reshaping their work culture - sadly the biggest challenge is on the way people can learn (and practice) the actual behaviors behind the new purpose and values. Indeed, this needs practice not slides!
My guest Priszcilla Várnagy is well known for her disruptive PUNK Attitude towards learning and it looks like this is the right time to rethink how people learns.
About Priszcilla Várnagy:Priszcilla is the founder and CEO of Be-novative [Design Thinking Management Platform] and Superflow [the next-generation training platform supporting high-performing teams, coaches and creators].
Pris is recognized by Forbes 30under30, and the winner of several competitions (SingularityU's first Global Impact Competition in the CEE region, The Next Web's Innovation Challenge, TechMatch Europe Silicon Valley, Morgan Stanley CTO Summits).
- You can reach out Pris here https://www.linkedin.com/in/priszcilla/
- Want to try SuperFlow? Ivan Palomino has designed its own "Flow" - The personal growth canvas aligns (📝 All in 1 page)⭐ Values⭐ Passions⭐ Impact⭐ Purpose⭐ Commitments for learning, actions and risk taking⭐ What you plan to let go to achieve your Goals
Try it here https://app.superflow.team/flow/my-personal-growth
What I discussed with Priszcilla Várnagy:* The top challenges that organizations have to scale up great work cultures * What is a great work culture - from the psychology point of view * Today 90% of corporates are operating with 2 options to upskill people - traditional delivery (couple of hours of face to face training) or through elearnings - what results should corporates expect? * Organizations have become more aware of the need for human centric cultures - what options do organizations have to train their people? * What does science tell us about how the brain learns * The expectations on agility in business is not inline with the need of scalable upskilling at work - business says: too long, too expensive, not practical, not available when needed…. if you had a magic wand … what would you do? * What would you say to someone who is scared of changing the current paradigm on training?
This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
He is the co-author of the book: The Rough Guide to Awesome Leadership - A brain friendly approach to take action and be an inspiring leader. Learn more at https://www.ivanpalomino.net/books
The way organizations treat their people reflects on their customers - a work culture that is driven by the level of happiness of employees boosts the bottom line of any company.In the book Delivering Happiness: A Path to Profits, Passion and Purpose, Tony Hsie describes how Zappos defined their culture:
- Make customer service the responsibility of the entire company-not just a department
- Focus on company culture as the #1 priority
- Apply research from the science of happiness to running a business
- Help employees grow-both personally and professionally
- Seek to change the world
- Pay new employees to leave their company if the employee felt - there wasn't a fit
Oh, and make money too . . .
It sounds crazy? right?
I found a great believer in these principles to be my guest: Claire Boscq
About Claire BoscqClaire is an international Award Winning Customer Experience Expert, The BizShui Creator, Keynote Speaker & Consultant Awarded No 3 Top Global Customer Service Guru with three decades of expertise. Claire is an authority in the Customer Experience Industry. Author of 4 books; with a No 1 Amazon Best Seller in 2020.
And the great news is that she just moved from her beautiful island of Jersey! to Dubai 🎉
Claire's website: https://claireboscq.com/
Her latest book: BizShui, 9 Keys to Feng Shui your Business for Success: Enhance Customer Experience, Optimize Employee Productivity, Increase your Profitability
https://www.amazon.com/BizShui-Keys-Feng-Business-Success-ebook/dp/B09QFNGJQY
What we discussed with Claire Boscq:* How do you define what is a Service oriented Culture? * Can toxic work cultures still have great Customer Experience? * What are the major misconceptions regarding Customer Experience (CX)? What are the non-negotiables in CX? * Who should be accountable in the organization to define how and what should be in the bucket list of CX? * How do we make sure that departments that are not directly involved in CX feel part of the objective: Customer Experience or Customer Happiness? * What are companies doing right or wrong on Customer Experience? * What actions that could be implemented tomorrow can you suggest for corporates to align their business culture to more customer centric
Are you wondering how to create great work culture by being a great leader - Read our book 👇
The rough guide to awesome leadership: A brain friendly approach to take action and be an inspiring leaderIt is just launched in Amazon https://www.amazon.com/rough-guide-awesome-leadership-inspiring-ebook/dp/B0BNLMM779
About Performance and HappinessOne of the first articles correlating performance and happiness was published in 2003 showing that these two concepts are closely related. They are part of an effective performance-management system; connecting a culture that supports positive impact on people: performance and overall happiness.
Studies show that individuals who are happy and effective performers share similar characteristics. They:
- Have a clear direction and find that direction motivating
- Talk and act in ways that promote performance and happiness for all
- Are significantly engaged in their work, finding meaning and purpose in their work, and have more positive experiences than negative experiences
- Are optimistic, look into the future, and are happy about their workplace.
That’s where I want to dig more and understand new ways to Boost performance, growth and happiness at work. My guest - Angela Stopper - is known for her innovative views on education.
About Angela StopperDr. Angela Stopper is the Chief Learning Officer at the University of California, Berkeley. In addition to her work at UC Berkeley, Dr. Stopper is a faculty member with Penn State World Campus . She holds a M.S. in Workforce Education and Development, and a Ph.D. in Workforce Education and Development.
Connect with Angela at https://www.linkedin.com/in/angela-stopper-ph-d-a75b0710/
What we discussed with Angela Stopper:* Post-covid many organizations have increased there investment in people’s development - what changes have you observed on their areas of focus in Learning & Development * Has the role of L&D changed since covid? Should we expect more changes? * What are the most recurrent limiting beliefs that L&D / HR have concerning people’s development * What are the strategies that work to drive performance, growth and happiness at work * One of the challenges for organizations is on scaling up coaching. It cost a lot and sometimes it takes time to see results - what are their options? * Is ‘coaching culture’ a myth and can it a reality? How? * The traditional model of assessing performance might be the bottleneck to create intrinsic motivation and engaged workplaces. What alternatives should organizations consider?
This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning.🌟 Want to join a pledge to promote human centric values at work? Read more about the Simply Human Pledge here https://bit.ly/SimplyHumanPledge
Speaking up about the type of culture or toxic practices at work is a starting points to create positive change in the workplace — so why are so many people reluctant to do so?
There might be several reasons: first, there may be significant personal or professional risks associated with being the one speaking up. Second, many people assume someone else will step up. In reality, only few will have the courage to openly talk about toxic work cultures.
In 2018, Nike had several cases of women harassement, that ended up uncovering toxic practice almost by luck - check this article: https://www.nytimes.com/2018/04/28/business/nike-women.html
For this episode, I needed to have a rebel mindset about toxic cultures and was happy to find her - Zoe Fragou
About Zoe Fragou Zoe Fragou is an Organizational Psychologist - she is a fixer of TOXIC WORK CULTURES - she uses science to help organizations transform their culture
She also does research is mainly focused on the psychometrics of the corporate culture. She writes and speaks about: equality in the workspace, stereotypes, mobbing, burnout, leadership, toxic positivity, positive psychology.
Here is where you can find her
Zoe Fragou Website https://www.fragouzoe.com/
Zoe Fragou LinkedIn Profile https://www.linkedin.com/in/fragouzoe/
What we discussed on this episode on Why is it so difficult to talk about Toxic Cultures * There are so many review aggregators (GlassDoor, Indeed and others) - most of these reviews are done when a person has left their company. Today, is it difficult to speak up and name toxic cultures? * How would you define a toxic culture? * How do we quantify how healthy is a corporate culture? * Many organizations have invested in pulse surveys - can these insights be transformed into tangible actions? * Positive Psychology has contributed on the way we understand humans thriving in the workplace - how can we be sure that we are not overdoing it in terms of happiness and that it doesn’t become a “toxic” contributor? * If you had a magic wand to make the majority of toxic work cultures change… what are the actions you would have done? * What actions would you recommend to people living in a toxic culture?
This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning. 🌟 Want to join a pledge to promote human centric values at work? Read more about the Simply Human Pledge here https://bit.ly/SimplyHumanPledge
One of the most recurrent challenges for organizations is about creating a culture of learning - unfortunately the way we learn in corporates hasn't changed much in the last years - unpractical, not inspiring and not inline with the agility of business.
The change on the way organisations develop a culture of continuous learning has become urgent - it is time to explore alternatives to design rituals empowering people to learn.
About my guest Dr. Brian Glibkowski Dr. Brian Glibkowski is an author, researcher and futurist passionate about the role of questions and answers . Think about it - in business and society - it is encouraged to learn how to formulate great questions and not often we get to learn a process on how to answer.
In his book Answer Intelligence: Raise Your AQ. Dr Brian introduces a new science of answers. The AQ framework has been adopted by universities, including the Imperial College of London Business School. Brian Glibkowski PhD is Associate Professor of Management at North Central College in Illinois, USA and CEO of Semplar Science Corp. His research focuses on the role of questions and answers in business and society.
What we discuss in this episode on inspiring a continuous learning organization * Billions of dollars are spent on trainings in corporations - the sad thing is that the traditional way of training adults has not changed much. What are the flaws of the current learning model? * We have seen an increase of leaders that have been trained on mentoring and coaching approaches - which is often associated with knowing how to ask questions - from your famous TED talk, you mention that there is imbalance of questions vs answers. Why is that important? * AQ seems to me like of mental process (a meta-skill) that leaders can use to teach, communicate and motivate their teams - How does it work? * I am a fan of micro-habits - creating small routines to acquire skills - What could be some good routines to start practicing the AQ model * Part of your research includes a way to assess AQ - can you really measure if someone is progressing in acquiring this skill? * When a corporation invest on teaching AQ in their organization what type of outcomes can we expect - business, organizational and human
This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning.
Mentioned in this episode on How leaders can inspire a continuous learning organization * About Answer Intelligence (AQ)™ https://www.raiseyouraq.com/ * TedTalk on Answer Intelligence (AQ) | Brian Glibkowski https://youtu.be/7eeXf5dfJRE * Free explore AQ self-assessment https://www.raiseyouraq.com/explore.html * Brian Glibkowski LinkedIn profile https://www.linkedin.com/in/glibkowski/
We are living times where many of us ask questions about purpose and happiness - we are living moment of rupture moving away from external motivators such as money & status to alternatives that can give us sustainable happiness - and drives intrinsic satisfaction in our lives
After watching a piece of a Ted Talk The Secret Ingredient to Happiness by Miriam Ismail- I found interesting that somehow I would have more answers about how the feeling of being in control of our lives can contribute to our happiness (and this starts by managing our time).
About Miriam Ismail Miriam Ismail is a Personal & Professional Coach equipped with the most complete approaches such as meditation, self-hypnosis, EFT (Emotional Freedom Techniques), Naturopathy, hypnotherapy, and Time Management. She’s an Entrepreneur, a Published Author, a Speaker and Instructor. She was a Finance College Professor and worked in a Fortune 500 investment firm. She is a Certified in “Leadership Strategies Coaching” from Harvard University.
If you want to reach Miriam - here is where:
The Precious Time website -> https://www.precioustime.info/
Her LinkedIn Profile -> https://www.linkedin.com/in/miriam-ismail-joueidi/
Watch her Ted Talk -> https://youtu.be/CBiKjdavRlY
What we talked about: * The ‘autopilot syndrome’ - how big is the problem of not having the control of our time in our society? * What are the consequences of not having the control of our time? * What is the correlation between managing time (life control) and happiness? * In our ‘all digital’ way of living - we often get ‘hooked’ but digital can also help us be more efficient - were do we draw the line between the positive and negative of the 'all digital' lifestyle? * There are many methods to manage time - what are the ones that you feel are more appropriate to drive long term results? * Why is it so difficult for people to take a serious grip on their time management - we always have a good excuse to say ‘I dont have time for that’ but behind there must be more than in the human psychology * If I have to start tomorrow taking control of my time - what are the actions that I should be doing?
This episode is hosted by Ivan Palomino -> https://www.ivanpalomino.net/
If your organization doesn’t prioritize employee recognition, you’re missing out on a big boost to your bottom line. Organizations provide various benefits and compensations to employees for their splendid work. From lunches to gift cards small goodies always seem like the right package. But do employees really want and appreciate these small goodies?
First of all randomly giving out gift cards usually does more damage than good. Often we see a companies do this and they have these recognition programs around performance. It usually happens once a year which leaves many employees demotivated with reduced productivity. So a better way to do a recognition program is to identify a set of values, for example, and what are the behaviors of those values look like that you would expect of someone who actually deserves a recognition award.
Secondly it is important for companies to realize that monetary benefits alone wont motivate employees or make them happy. Recognition in front of others is what matters the most to employees. A simple ovation, as simple clapping in front of others can pull it out quite nicely in order to have sustainable engagement of stainable motivation of people. This video also talks about the importance of recognition to be peer drive.
Lastly, the reward system is actually in the brain located in the amygdala, where we feel emotions, to start or stop doing a particular task based on how it makes us feel. So when something feels good a fall, of course, we want to do more of it, be better at it and get that feeling again, and when we experience something unpleasant, our brain is not a fan of that. So it will steer us away from that activity in the future to the best of its ability. So by giving recognition to your employees simply put an even better peer recognizing them.
This episode on Recognition at Work is hosted by Elena Agaragimova and Ivan Palomino.
Influencing others is essentially an art that works wonders if done in the right way. It helps an individual indirectly grow, adapt and develop. On a daily basis this is a negotiation as we tend to influence or get influenced by the people around us. As a leader, manager or a general employee in a workplace in order to climb up the corporate leader or get people on your side to support you on a certain, Influencing is very important.
This begins with only GIVING. We have to give before we ask. If we don't put in the effort, we won't get anything back in return. As a leader, offering your time mentoring, coaching, somebody creating opportunities for people to grow, right, as an individual contributor, even you can also use this tactic by offering your help on a project or helping out a colleague. Another important one is to lead by example. If you want your team to be better at time management, then show them how you manage your time be the person that is explicit about their time management. So people are inspired by that. You want your team to have more transparent communication. Well, that starts with you, being transparent in your communication with them. Lastly build trust. The more people trust you, the better you will be able to positively influence them and create great work cultures.
This episode of Learn With Bessern is hosted by Ivan Palomino and Elena Agaragimova If you enjoy this episode follow this podcast and write a review. Thank you
Workplaces are often ever-changing and stressful environments, and the challenges they present can truly test a person’s tenacity. What’s interesting though is that some people not only comfortably ride out these waves of difficulty, but they even find success in them. Resilience is defined as individual's ability to bounce back from adversity. It really just encompasses our ability to emerge from struggle without any kind of significant impact.
It's really looking to find that positive side of things that silver lining and an opportunity in any challenge that might come up. Resilience really comes down to regulating our emotions when bad things happen. And that really just relates to how do we manage our energy? How do we use the resource of our time to our best advantage, and it's as simple as just, you know, equipping ourselves with tools that help us become more resilient and be able to manage our energy better, such as just basics of taking care of ourselves, right?
It's working on our mindset, it's again, looking to reframe situations into something that could be an opportunity in disguise. It's also about how compassionate we are towards ourselves. So are we actually kind with ourselves? The answer is mostly NO. We are way more harsher to our self than we would be to a friend or a relative. And this has to stop in order for us to grow and evolve.
Lastly this episode gives us some great tips on how to start being resilient not only in the workplace but also in our daily life!
Being self-aware is by far one of the most important factors of an individual's life. By doing so an individual obtains a deeper understanding of their feelings, motives, goals, and biases. There are two types of self-awareness that people have to be mindful about. Internal self-awareness focuses on your thoughts, feelings, strengths, weaknesses, values, and so on. However it is not always advisable to be introspective or only internally self aware. On the other hand external self-awareness is being tuned to how other people perceive you. They are more empathic as these individuals are connected with each other. When you understand yourself better, that translates into understanding others better. You become aware that everyone’s feelings and beliefs come from their experiences. You’re also a better listener, which is essential to fostering empathy. Considering that self-awareness is about understanding emotions, it makes sense that the understanding extends to others. Lastly, we need to learn to leave a moment for mindfulness or being fully present in the moment
So instead of judging the past or having expectations about the future, which are going to be affecting us emotionally, we simply learn to live in the present moment.
We humans dont enjoy talking about suicidal thoughts (specially men who are the population with the highest suicidal rate). The most awkward thing is that if don't talk about it - it becomes worst for people struggling in silence and shame.
About Chris Haill My guest is Chris Haill founder of MindForce - a couple of years ago, he was running his own company, developing new business in media and publishing.
I remember clearly the day I met Chris in February 2020 - some days before a life changing event had occurred to him. This was also an important moment for me to reflect on this brief conversation that had a long lasting impact on me… after a long battle of depression, Chris became a suicide survivor.
If you wish to #justreachout contact Chris Haill via his LinkedIn profile or the MindForce DXB LinkedIn page or Chris.Haill@mindforceuae.com About Mindforce: MindForce is a business platform dedicated to helping people of all nationalities, religions and economic backgrounds to address mental illness and addiction problems. MindForce offers help, support and advice, not just to recover but to get people's lives back on track.
Mindforce is based in Dubai, UAE https://mindforceuae.com/
If you wish to discuss partnerships or business opportunities with MindForce, contact, Simon Walker at Simon.Walker@mindforceuae.com or through the MindForce DXB LinkedIn profile. The key questions answered by Chris Hail: * What are the groups that are most affected with high suicide rates? * What are the origins of suicidal thoughts - is it the same for young people vs the 40+? * Why is it a shame to talk about suicide still today? * The series 13 reasons why was speaking about suicide in teens - according to the producers the aim was to create awareness but many reacted negatively - what is the right way to create awareness? * Suicide rate in men is higher than in women - I got the impression that we men have a hard time to open up about their struggles… is that true? * How can we provide peer support: a friend of somebody in our family with symptoms of suicidal thoughts * If you had a magic wand - how would you impact the numbers of people dying of suicide? * What is the mission of MindForce, what type of support can people having suicidal thoughts get?
This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
Being vulnerable is certainly not the top mindset of the typical leader. Most leaders get promoted into their roles because they project confidence and self-assuredness.
Leaders are humans with their own set of challenges on being open about their limiting-beliefs - and yes it is kind of a taboo to talk about it in organizations.
Some of the most common limiting beliefs in leaders are: imposter syndrome, incapacity to cope with change, believing in the capacity to learn for themselves and their teams.
About our guest Chris McNeil - from the Thought Leadership In this episode of Learn with Bessern - we deep dive on the topic with Chris McNeil. Chris is an NLP Master Practitioner who has developed innovative methods of using NLP in sales and marketing. He is also the host of the podcast Thought Leadership Studio.
To reach Chris McNeil:
Thought Leadership Studio Podcast Site https://www.thoughtleadershipstudio.com/
Get his ebook Marketer's Guide to Strategic Thought Leadership for free https://www.thoughtleadershipstudio.com/F/Free-Marketers-Guide-to-Strategic-Thought-Leadership
The key questions on The Taboo of Limiting Beliefs in Leadership: * What are the most common limiting beliefs in leaders at work * Detecting limiting beliefs is difficult as our brain controls the perception of our reality - what are the cues to spot limiting beliefs * Why is it so difficult for leaders to show vulnerability at work? * What can be the impact of leaders with limiting beliefs in their teams and their organization * What are the practices that leaders in the workplace can start by themselves * There are many approaches to become a better leader - you are a Master Neuro-Linguistics Practitioner - what does NLP means compared to other ways of coaching * How possible is it that if you dont take actions on your limiting beliefs - it can have an impact on your mental health * If you had a magic wand - what would you like to see on leaders today?
This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
Micromanaging is a hard habit to break. You may downplay your propensities by labeling yourself a “control freak” or by claiming that you just like to keep close tabs on your team, but those are poor excuses for excessive meddling. For starters, let's agree that there are in fact very little things that we can control, especially in the world of work. Where essentially our main job as leaders is to manage, motivate, inspire and lead our teams. Being a micromanager and controlling every step is just simply not an effective use of your time as a leader. And let's be real this need to control stems from fear, fear of failing as well as lack of trust. And these issues are coming from something beyond the working space. These obstacles are the ones stopping you from being an awesome leader. The fact that these people who have a tendency to control are often the ones who are dealing with their own anxiety.
Controlling other people is a means to alleviate it to make it a little bit more relaxed. Individuals who have control over their emotions are better managers and have a better work-life balance than individuals who stress about taking care of their emotions.
In todays fast moving world every business has to come up with unique innovations in order to stay profitable and continue to grow in the market. Some managers panic with the thought of failing which results in them getting anxious and controlling their team.
Managers must learn to trust their employees and be flexible with them in order to avoid being a know it all and to start managing well.
This episode of Learn With Bessern is hosted by Ivan Palomino and Elena Agaragimova If you enjoy this episode follow this podcast and write a review. Thank you
Can we now be candid about the real situation of mental health at work?
I was quite optimistic at the start of this year - we had 2 pandemics that has redefined the way we think and live - one viral and one related to mental health. Obviously I said hey that's the year where corporations are going to get the right actions and make a substantial reduction of mental health challenges at work - it didn't happen.
I zoom in to the place I live, the UAE: 55 percent of employees are saying they are thinking about quitting, far higher than the global average of 36 percent. Not only that, the UAE workforce as ‘the most stressed in the world’.
For my friends outside the UAE - the situation is not improving either in most countries. This is a special episode of Learn with Bessern - where we will talk about what we dont say about Mental Health at Work. I needed to have a guest who is known for his candid way and depth to talk about this subject: Scott Armstrong
About Scott Armstrong Scott Armstrong is a monument in the Arab world, he is the former editor-in-chief of Arabian Business Magazine and recently he decided to go full blast on a purpose driven venture, he is the founder of ‘mentl’ – a platform providing a holistic approach to mental health issues in the workplace.
Learn about mentl at their website http://mentl.space/
Instagram https://www.instagram.com/mentl.space/
LinkedIn https://www.linkedin.com/company/mentl/
or simply reach out Scott at https://www.linkedin.com/in/scottarmstrongeditor/
What we discussed on this chapter of Learn with Bessern on Mental Health at Work: * is there a personal story behind launching mentl? * what are corporations doing wrong on the way they deal about mental health? * Let’s be graphic - what are some real stories by managers or workplaces that you find that are contributing to the deterioration of mental health * what is refraining organizations of taking (more) action * what are the actions that individuals take that are detrimental to their own mental health? * what is particular about the middle east and mental health? * Imagine that we have a time traveling machine and we travel 10 years from now while nothing has changed, no actions have been taken in terms of mental health - what is happening in the workplace and in our society? * How is Mentl different vs the existing solutions?
This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
We are living interesting times: my question is in 10-20 years will we still call the COVID times or it will be called the the great reflection times ?
In recent times employees attitudes have changed from just earning money to creating value at work. They want to contribute the thing is that this search for purpose at work is in the back of the minds of the majority of people and finding alternatives is becoming critical. Something that is essential for us, the search for meaning through spirituality is something that is sometimes misunderstood. In particular, when we think about Buddhism, we think about religion or we think about meditation and yoga mats. But but But it's more than that.
About our guest Ryan Estes Ryan Estes is the founder of Kitcaster and Wildcast. He is a also a marketeer and tech founder. He is disrupting the podcast industry but more than that his vision on how to lead companies that are purpose driven is what makes him the appropriate guest for our episode today: He practices Buddhist principles in life and business.
How to reach out Ryan Estes? * On LinkedIn https://www.linkedin.com/in/estesryan/ * Check out https://kitcaster.com/ryan-estes/ or https://www.gowildcast.com/
About Buddhism in life and work When we talk about Buddhism some distinctions about American Buddhism because certainly, the culture is very prevalent. In America, the Buddhist tradition is very young. And so we're trying to grapple with what is Americans contribution to Buddhism? What can we offer the community as a whole and also how are we going to incorporate some of these principles into our practice? We have heard about Westerners converting to Buddhism, mainly in the early 20s. There was people like writers like Herman Hesse, who was German or Austrian, one of those, so converted to Buddhism. And they both had other writers who were following but in the USA, I think it came wide after the 50s that there was an integration into this culture. There was an integration of these spiritual principles in the in this ideology.
For people who aren't aware of Buddhist principles, what does it mean to live and breathe? These principles in your day to day life? Buddhism has a way of soaking into a culture or into different religious traditions. 95% of them don't have any contemplative meditation practice at all. It's really more of a religious practice. In Ryan's practice, and this is kind of taking the lead from the Dalai Lama, where the Dalai Lama said, you know, if you're reading our scriptures, and there's a section where it said that the Buddha walked and flowers bloomed from his footprints, he's like, take that with a grain of salt. That's poetry. We understand with physics and science that like actually that can happen, which is really refreshing. So that's to say that in Buddhism, there's a very small lift when you're talking about things to believe. And in fact, particularly with Zen Buddhism, there's nothing to believe there's there's you don't need a doctrine that can be helpful. You don't need a teacher, it can be helpful, but there's nothing to believe here. Rather, Buddhism is something that you do. There's different techniques, as far as like contemplative techniques that will evoke different consciousness states and different states of being so with the end goal being like I want to be the best person I can for the people that I love and for the people that have expectations on me, what are the practices that will lead me to that is the main question?
Furthermore, if we want to change the culture of the company to make it a little bit more human, more human changes that's at the top. What would be your message for a founder or a CEO to consider creating a business culture, centering, kindness, mindfulness and purpose what could be the years the message if you have the magic wand and you have the opportunity to say it face to face? You know, you could see what happens when good intentions go terribly wrong There are a lot of times, those late night ideas that pop into your head, probably not a good idea. You know, I think the first step is to really become sensitive to it. Like really, if that's really something you want to I want to change the culture you realize right from the beginning, like how almost impossible this is going to be to do how long this is really going to take how much of a sacrifice this is really going to be in like, are you fit for that? Are you fit for the kind of cultural change that needs to happen inside of you so that it can emanate to everybody else?
Misconceptions about Buddhism What could be the things that you consider as a misconception of Buddhism?
- The main one is the idea of enlightenment. We have I think, I have kind of a cartoonish representation of that if you see someone in a cartoon that's been enlightened they're in this like pose and they're hovering above the ground. And of course, a lot of that has been informed by folklore, like monks that you know, can melt snow and they can, they can levitate and stuff. You know, that, that that and somehow, the idea of enlightenment is something to be pursued. And then once you have enlightenment, it's a thing and you're some kind of Christ like deity now that that drifts off into the sunset. I think it's counterproductive to the essence of Buddhism, which really speaks about like, Hey, if you're pursuing enlightenment, this isn't the place for you.
- So maybe a more accurate way to understand enlightenment is, again, enlightenment is a mental state. You know, you can be in a state of enlightenment. There's maps within within Buddhism that will show you as you're approaching those states, what kind of things will kind of be arising in your mind and in your body? So if you want to pursue that, that's great. But like, once you climb to the mountaintop, you still got to come down, you know what I mean? Jump wood carrying water. So I think that that the idea of enlightenment is, and there's a kind of a purity associated with it.
Components of Spirituality * Ryan's favorite definition of happiness is happiness is freedom from the pursuit of happiness. Yeah, you let that go. There it is, which speaks to the other component of spiritual practice. Again, not something you believe rather something you do you know speaking to like the secular spirit, scientific materialists. You know, there's benefits to it. * The other side from a spiritual component is the insights and meditation or insights and wisdom traditions.
How is Ryan's changing the world with his two companies, Kitcaster and Wildcast? Ryan says: I think my best opportunity to change the world to love my children and steer them in the right direction. You know? If you want to be real Buddhist and one thing you do have to believe in is reincarnation, because there's no scientific evidence to that but it's encouraging because they've been kind of released you from the stress of having one life so I can if I take this one life and change the runner direction, just 10% in 100 lives, you know, my progeny are going to do great. I like that. But if I can, do you know there's a principle in Buddhism called right livelihood, and the fact that I work in podcasting to me really feels like right livelihood, because, you know, whereas you you're a creative and you're out here creating opportunities, and creating new thought we actually facilitate that opportunity, which feels like a really great place for us.
This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
In recent years in corporations, a lot of focus has been placed on emotional intelligence – our ability to manage our emotions at work and those of others. As leaders, it is certainly a skill one must have and continue to practice and improve on. Each level of our career and life will require us to evolve in all aspects in our personal growth as well.
In this episode of Learn with Bessern - Elena Agaragimova and Ivan Palomino discuss on How to proactively power up your emotional intelligence at work.
Emotions are part of being human. Think of emotions as waves of energy that flow through our bodies and communicate to us. We are built to feel a full spectrum of core emotions such as anger, fear, joy, sadness, excitement, and disgust. These core emotions help us understand, connect, and communicate with others. They also help us to connect with ourselves. However instead of getting to the last step of managing emotions in this video we talk about the initial steps of how to be proactive instead of reactive.
Something as basic as understanding the endorphins, the little chemicals that are released when you are doing certain activities like exercise can put you in a better mood. Another factor to keep in mind is the food we put into our body,. What we intake is what we give out and this works in a flow. The more wholesome, rich and nutritious food we consume in place of processed and sugary items the more good bacteria we generate to fight illness and negative emotions. Lastly it is necessary to acknowledge your emotions as an when you feel them instead of controlling them. It is not easy to learn how to accept emotions because they often do not feel very good and we have instincts that may tell us to avoid them. With persistent practice, though, you can learn how to be more accepting of your emotions. Mindfulness meditation, or the practice of being aware of both your internal and external experiences, can be tremendously useful as you are learning how to accept your emotions. It helps us build relationships as we see ourselves in a better mood most of the time.
About Learn with Bessern 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Your values in life help you navigate through career choices, partner choices, and overall, how you spend your days and how you behave. Furthermore, values help you establish a sense of purpose and direction for your personal brand. Values act as guides that drive your choices in your life based on what you want to be known for. Your core values at work and personal brand (how you show them) will speak loudly without you even saying a word.
They are the core principles that give meaning to your life and are defined as a set of standards that determine your attitudes, choices, and actions. Values change as you change; they reflect what’s important to you at any given moment. It’s not always easy to identify the values that mean the most to you, but it warrants serious reflection so that you can pay more focused attention to what really matters in life. Look at your weekly schedule on your computer, phone or diary. If you value health and put it at the top of your list but you work 70 hours a week, then you need to make some serious changes to align yourself with this value. Very often we do the wrong assumption that values will not change upon the time. But what we have to consider is what happens in our brain when we are aligned in terms of our values. It happens a little bit like a stock exchange and it's almost like a currency reward system that is automatically put in place where the dopamine reward in the values that you are displaying in that are aligned with yourself. So it's super important to understand that when you know your your values, you know the exchange rate of this currency dopamine if I do this, I would receive so much of a rush of this molecule of pleasure called dopamine. But imagine that you don't know your values for the funny thing is that you you feel cheated? All the time. You feel unsatisfied because you don't know if you receive enough or not enough reward for this plane, the good behaviors that are aligned with your with your values. Another thing that is super important is that when we are talking about about values, we need to consider that the context of the situations may change or shaped your values.
A few ways branding yourselves helps you in your daily lives are:
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It Helps You Stand out from the Crowd.
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It Leads to Opportunities.
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It Inspires Trust in Your Audience.
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It helps you Build Relationships.
🎙️ This episode on Keeping your Values and Purpose at Work is hosted by Elena Agaragimova and Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
🚀 Follow us on:
Instagram https://www.instagram.com/bessern.co
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This episode of Learn with Bessern is about the flaws of traditional coaching at work and what actions can be taken to fix it. This episode is going to be interesting for leaders wanting to create a coaching culture in their organizations.
Many companies have started programs to individualize the development of people and traditional coaching has become the tool of choice to make it happen. And the reason is that companies have realized that developing people cannot be done simply with training. The current need for agility transformation requires a model to develop people rather than the simple transfer of knowledge that you have in simple training.
But Traditional Coaching is failing to deliver the impact required by organizations About our guest Meredith Bell Meredith is one of the most respected leadership development advisor - She is a reference in the coaching world and has written a couple of impressive books. Meredith is also the president and co founder of Performance Support System - a company focused on communication and leadership development.
One of her books 'Connect with your Team' has been recommended by no other than Ken Blanchard (Author and Reference in Leadership Development).
How to reach Meredith: https://growstrongleaders.com/
Her 2 books are on Amazon:
- Connect with Your Team - Mastering the Top 10 Communication Skills
- Peer Coaching Made Simple - How to Do the 6 Things That Matter Most When Helping Someone Improve a Skill
Excerpt of our discussion: Some of the misconceptions on how corporates deploy coaching: There are a couple that really stood out to Meredith and one is not realizing that everyone in an organization needs coaching. Most of the time, it's reserved for executives or higher level folks, because, of course they have a great impact within the organization. And that's that's the traditional perception is these are the folks who kind of qualified to have a coach, when in reality in time we are attempting to improve a skill or improve the way we do things.
Coaching will accelerate that process dramatically. And so it's logical that everyone can benefit from having enough but the thing is, the other misconception is often they think we've got to bring in an external person, you know, to with the right credentials like qualifications to perform that function. When in reality there are internal resources that can be tapped into, such as people coaching each other or managers learning how to be coaches, to their employees. However many times corporations are not deploying in a wider scale to the different levels of organization because it's costly. One spectacular way to enhance coaching is by speeding up the process.
Trends that companies can follow while coaching: One of the the trends is looking at how can we provide just in time coaching for people around the specific things that they need so it's a shorter engagement and and maybe even shorter bursts of time because everyone is feeling so overwhelmed so much to give these days. Just in time, real time, kind of coaching opportunities is what the world needs today.
One of the best investments I think an organization can make is in teaching managers, how to be effective coaches as a part of their role in working with the people on their teams.
How employees feel opening up to a manager about a challenge? When managers evaluate the performance of an employee, employees are often overwhelmed and they think twice before opening up and becoming more vulnerable.
According to Meredith it takes time to create what I would call a coaching culture where people feel comfortable opening up about a problem they're having or a challenge they're facing, to seek guidance from that person who's also in the role to evaluate them. And I think there are a couple of different things at work here. Number one is we do have this perception that to be an effective coach, you need to be certified. Well, if you're going to be a paid professional coach, definitely. But if you're looking at taking on a role of coaching someone is simply a part of the way you interact with them at work. There are really a few basics that can be learned and they're things that we all do naturally with people we care about in our other parts of our lives.
The second important task is learning to ask questions. One of the challenges that I think managers face, especially when they are newly in their positions is they think they have to provide all the answers. That's part of their job is to be the answer person. So if somebody comes to them, they're, you know, they they feel like they need to have the answer instead of asking questions that help the other person, think about it for themselves and often come up with their own solution.
One of the best ways for a manager to become a good coach is to first be coached.
🎙️ This episode on coaching in organizations is hosted by Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Problems are a part of our everyday life. Whether it is at home, in the workplace or even in our relationships, every individual has to face them. But what if we look at problems as something as a good thing? And what if it's just about getting better at solving those problems, whether on an individual level, or in this case, in particular, as a leader in your organization.
If you think that you got analytical power and you can pull it out nicely to solve problems –that might not be enough. Research shows that beyond making sense of complexity, problem solving requires skills some other skills that are more “human”: such as Creativity, Decision Making, EQ, Persuasion.
In this episode of Learn with Bessern, we discuss about some principles that if you train yourself to follow –it can easily make you great at solving problems.
🎙️ This episode on Creativity to Solve Problems is hosted by Elena Agaragimova and Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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The only constant in life is change. In this episode of Learn with Bessern we discuss neuroplasticity - creating more connections around our brain so that we can maximize the use of this 70-80% of the brain that we are not currently using and that is done through processes and systems that need to be created.
We often hear how the older you are the harder it is to change. The reality is that change is hard at any age, and it really depends on the various factors –how big is the change, the process one creates to make change simpler, what motivates them to change.
🎙️ This episode on Training your brain to deal with change is hosted by Elena Agaragimova and Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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We are all excited when we hear success stories of companies implementing new business models and launching innovative products. It means evolution and creating value for customers. But the reality is not that bright: According to McKinsey, 70% percent of transformations fail.
The contributing factors for failure include insufficient high aspirations, a lack of engagement within the organization, and insufficient investment in building capabilities across the organization to sustain the change.
Another sad reality is that there is no model that can fit the particularities of a specific industry – we can't just say lets go and invest on technology, let's have agile processes or let's invest on what we need and we will get results.
Fortunately in this episode of Learn with Bessern - our guest Jorge Castellote is a thought leader on this topic.
🌟 About our guest Jorge Castellote Jorge Castellote has worked with hundred of companies on their transformation during close to 15 years. First in one of the global consulting groups and lately in his own company Innoway - a change consulting group that has helped companies in almost all continents. You can reach out Jorge at https://innoway.me/ or in LinkedIn at https://www.linkedin.com/in/jorgecastellote/
What we discussed in this episode of Learn with Bessern:
💡 In the last 10 years the majority of organizations has embarked in initiatives to create new products, services or simply create efficiencies - what are the biggest misconceptions that you have observed in the execution of a corporate change program
💡 The Lean Startup approach has been made quite famous to bring agility and innovation: do we have proof that it works?
💡 When change in an organization doesn't work - what are the usual suspects? WHY change fails?
💡 What have you observed - in terms of human (organizational) psychology during times of change
💡 What KPIs should a CEO setup for change?
💡 Who should lead the change? Is there an organizational setup to make it real? 💡 Is there a roadmap or process to start change and de-risking the impact of human natural resistance and create a sustainable innovation engine… is there a specific order of doing things? What is a Minimum Valuable Ecosystem (MVE)?
🎙️ This episode on change in organizations is hosted by Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Many countries have announced or are considering changes in working time or flexibility on how people work. Organizations are going through the painful decisions of a major change and often with little information on the impact on people and businesses.
In this episode with Angelique Slob, You will walk away with some thought provoking insights, inspiration and practical strategies to ensure your successful transition towards new ways of working. :
· What are the current trends to new ways of working: beyond remote work, flexi-time, reduced time, compressed workweeks and days and more
· The most important steps to redesign your workplace and maximize the ROI of your strategy in a way that creates a competitive employee experience
· The impact of new ways of working on people and business bottom line
· Is there a science behind new ways of working?
Do you want to learn on New Ways of Building Culture in a Hybrid Workplace? Check this article by Hello Monday https://hellomondayclub.com/new-ways-of-building-culture-in-a-hybrid-workplace/
About our guest Angelique Slob Angelique is an an Organizational Sociologist, HR thought leader and founder of the international Think Tank Hello Monday Club https://hellomondayclub.com
More resources on alternative ways of working: ⭐ E-Book on Work Life Integration in a Hybrid World : http://eepurl.com/dorAB5
⭐ White-paper’ Knowledge Workers, Who is the Boss, a summary of Angelique's research on the most effective management style for knowledge workers. http://eepurl.com/dqnZdP
This episode of Learn with Bessern is hosted by Ivan Palomino. Keep yourself updated with Bessern Monthly Newsletter 📧 https://bessern.substack.com
Despite increased efforts and awareness around diversity, inclusion, and social justice, neurodiversity continues to be an underrepresented part of most organizations’ DEIB strategy (diversity, equity, inclusion and belonging). Think about it in certain countries bipolar disorders can reach up to 4% of the population but we rarely hear about it at work.
Basically, we only have 2 conclusions about people with mental health disorders: a) Either bipolar people are not well accepted in the workplace due to fear and misunderstanding.
b) Their mental illness is not something that prevents them from doing any job.
To tell you the truth –I don’t have the answer. That’s why I wanted to invite to Learn with Bessern someone who knows about it –not only because he acts as a counselor, but also because of his own experience with bipolar disorder. Rabbi Alfredo Borodowski is based in NY.
🔵 About our guest: Alfredo Borodowski Raised in Argentina he earned a law degree at the University of Buenos Aires then you were ordained as a rabbi and earned a doctorate in Jewish Philosophy from the Jewish Theological Seminary of America where he taught for over a decade.
Instagram https://www.instagram.com/bipolarrabbi/
Website Bipolar Rabbi https://www.bipolarrabbi.com/
A little insight about bipolar disorder and its effects!!! People with bipolar disorder have extreme mood swings that range from mania to depression. It affects an estimated 1 in 100 people worldwide, and research suggests a strong genetic component. Contrary to the myths about people with bipolar disorder, they generally don’t swing rapidly between moods from one moment to the next. Instead, they often experience weeks or months of depression, punctuated by manic episodes. During manic episodes, affected individuals might feel very up, energetic, and confident. However, during depressive periods, they may feel hopeless, angry, or suicidal. These individuals might feel incapable of keeping up with the commitments they made during a manic phase. They may also lose interest in things they usually love to do, or feel too tired to participate.
Insights from the podcast! Biggest misconceptions about Bipolar disorder!!!
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We have to stop blaming people with mental illness.
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There is nothing in the mental illness itself, that give that person the character of being dangerous. Clearly somebody who has a mental illness and he's not taking care and he's still taking care and he's bullied and it's abused. We have a health care system, where to get any calling was served before a mental illness became elaborate. That is impossible to manage.
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People with severe mental illness such as depression can go up to harming themselves and committing suicide but it differs from person to person. They are usually of little to no harm to others.
What is the main responsibility of a person with a mental illness? Depression is not a choice its a state of the body and the main responsibility of a person who is suffering from mental illness or mania is the responsibility towards themselves. This is in terms of watching who you are, the processes that follow and to have a plan set of action/ treatment.
Alfredo also points out towards the lack of resources that are available for people who require help or are in need to a psychiatrist.
What would Alfredo do to improve the challenges of people with Bipolar disorder? * Firstly, he would like to create a movement where by people suffering from the disorder come together and demand their rights as well as stand for their equality. He believes that the mental illness community has not yet come together to be a force for themselves. He would like to bring the wisdom of those with the illness and showcase it to the world.
*"Every person suffering from mental illness is a life coach to the world." If the wisdom is articulated in a correct manner the society will flourish regardless.
*Alfredo would also want to make his next book run interactive in nature. Every chapter will have a link then it can be checked it on acceptance with Chapter One shame the chapter on self esteem, the chapter on uncertainty accepted on goals a chapter on exhaustion, but each section of the chapter will have a link and the reader will click the link go to a website can give his or her own wisdom. We are going to create the collective wisdom of mental illness and we are going to move the discussion from being victims from being perpetrators from being escape goal to being agents of wisdom.
Does the discussion on mental illness actually take place? The answer is NO. that the mental illness community has not yet a pixelated message by which they go to the world with a positive wisdom. Okay, but I tell you COVID should have changed the equation, because one of the things of COVID is that people now know what depression is. Okay, people know now what anxiety, anxiety is. We are missing an opportunity. It should be a national discussion now on what is mental illness from the perspective of a greater empathy, bigger people now they have at least suffer or experience a little bit of what people with mental illness experience in a more chronic way. And I don't see that discussion taking place. I don't see the major organizations and national organizations that lead the discussion of mental illness. I don't see the now taking the opportunity of having a national discussion of empathy. We are now at a point like never before, where the population as a whole has had a taste of what depression is.
Some episodes of Learn with Bessern that you may be interested:
I don’t need to be fixed, I am successful with Autism with Sam Mitchell
https://podcast.bessern.co/e/i-don-t-need-to-be-fixed-i-am-successful-with-autism-with-sam-mitchell/
Thriving at Work despite ADHD or Dyslexia: Performance in a different way with Rose Thompson
https://youtu.be/CKPLNFCqpls
About this episode of Learn with Bessern 🎙️ This episode is hosted by Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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There are many people who are happy with their work, especially if they are in a job that matches their career and life goals. However, even with the best job, there are times when you struggle to find enjoyment in what you are doing. During times of stress or discouragement, finding that joy in work can be difficult. If you struggle to find the motivation to go to work and resent the time you are there when you could be elsewhere, you will cultivate a negative attitude that spills over into the rest of your life. This affects your performance at work, as well as your relationships with co-workers, friends and family. Furthermore, the speed of performing a task reduces as your full focus is not on the task.
Flow is the mental state in which a person performing some activity is fully immersed in a feeling of energized focus, full involvement, and enjoyment in the process of the activity. Flow is characterized by the complete absorption in what one does, and a resulting transformation in one's sense of time.
This episode of Learn with Bessern is about how individuals get into that focus where they are truly enjoying what their doing and their bodies are in direct correlation with the task at hand. The best moments are not these passive, chillout, receptive, relaxing times. The best moments usually occur if as a person our body and mind are stretched to its limits in a voluntary effort to accomplish something difficult and that is worthwhile. The task to be accomplished has to be challenging, just a bit above our current level of skills, there needs to have a purpose that we understand and we should be able to decide how to do this task.
So the big question comes, how do we know that you are we are in the flow state. It is because we have a complete focusing on the task. We have goals that are clear with there is kind of time transformation where you don't feel the time is passing and the task seems effortless and there is a good balance of challenge and ability or what we can we can do. A few ways to start enjoying what you do and channel your focus into a particular task is as follows:
1) Look for the purpose- You may find work hard to enjoy because you've lost sight of the reason you work. Consider why you are doing the specific tasks you perform, or even why you work at all. For example, think about why you are planning a particular meeting and what success would mean. Perhaps you are working on a project and need to remind yourself what the project will accomplish and why your participation matters.
2) Accept the imperfect - While some people enjoy being in an office surrounded by their co-workers, others find it too restrictive and distracting. If you're not enjoying your work, the answer might be to work from home if you can. Your telecommuting experience will depend a lot on your company's rules and your manager's expectations. You may find you are able to keep your own schedule as long as you show up for conference calls and perform your job well. Although you may feel less connected with your co-workers, your work enjoyment and productivity could benefit.
3) Enjoy the people you work with - Find ways to have fun in your workplace while maintaining a professional approach to your work. Smile and engage with your co-workers. Get to know them, perhaps even socially outside of work. If you enjoy spending time with the people you work with, this can go a long way toward making your work more enjoyable. A positive attitude toward your co-workers can also help you cultivate a positive attitude toward your work. One way to express this is to avoid office gossip and, instead, engage in constructive conversations that encourage your co-workers.
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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LinkedIn https://www.linkedin.com/company/bessern
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In the name of our podcast Learn with Bessern – we have the word "Learn" and the ambition we have is to help people learn how to practice being that person you expect of yourself. Now – there is diversity in the way we learn and sometimes what is out of the standards may seem like a handicap in our progress. Misconceptions about autism are widely spread and in most cases we imagine the extreme cases but in autism there is also diversity.
Learn more about neurodiversity here
About our guest Sam Mitchell!!! In today's episode of Learn with Bessern we have Sam Mitchell with us who is a very young graduate from high school, he is the host of the popular podcast Autism Rocks and Rolls he talks exclusively about autism, he is an entrepreneur, a motivational speaker (check out his Ted Talk called Souled Structure) and he is a serious activists for Autism spectrum disorder (ASD) is a developmental disability caused by differences in the brain. He also has autism.
Insights from the podcast!!!
People with ASD often have problems with social communication and interaction, and restricted or repetitive behaviors or interests. People with ASD may also have different ways of learning, moving, or paying attention. One of the biggest misconceptions with autism is that we are better and that we cannot do anything which is highly inaccurate, because we are talented in our own way.
Many people surrounding you might have a certain degree of autism and and they don't have to be prevented if nothing has prevented them from their success. Biggest misconceptions about people with autism One of the biggest misconceptions with autism is that we are better and that we cannot do anything which is highly inaccurate, because we are talented in our own way. What would be your like the power advice that you will tell first, to a parent with a child with autism cycle to a schoolmate of a person with autism? And third, a teacher of a child with autism, would you what would you give them as an advice?: Sam replies 'Why is everybody and so I don't think it's, it's okay not to be healthy but to be scared because my mother was once upon a time. She was very frightened of my future. And everyone should be afraid but should have the back of their head and my eyes are not gonna lie to you there. But my advice is honestly, just be patient, have consequences, find a balance, but understand that some certain behaviors that we do, it's neurological. We can't help you Yeah, that's for like parents, someone with misconceptions and in the classroom setting. It did. But I guess you gave that example of parents of parents it now that I'm a parent I can I totally understand we. We tend to be worried about our kids. Sometimes we would like to let them go. but not helping people to try things by themselves is maybe not good, either'. Where and when did Sam make creating awareness about autism a life purpose? During high school I fell in love with the podcasting. So he decided start his own and initially it was an entertainment one but he soon realized he can use his voice to do something good for the community. That was how he started doing autism rock rolls which eventually got him sponsorship to make it nonprofitable. Do you feel like people with autism have particular needs in terms of mental health compared to the standard guy in this industry? Sam believes that this is a case by case situation and each case is different from the rest. It's usually hard to tell whether they're just being straight or actually knowing if there's a mental health issue behind it. He believes that people with autism have a different approach of interacting with others, some might be introverted and some might be dealing with anxiety or depression which interferes with their actions. Check Sam Mitchell's podcast Autism Rocks and Rolls https://podcasts.apple.com/us/podcast/autism-rocks-and-rolls/id1501271993 Autism Rocks and Rolls aims to help others understand autism, to help those on the spectrum feel good about themselves, and to NEVER be ashamed. Reach out Sam here: http://autismrocksandrolls.com/ About Learn with Bessern This episode is hosted by Ivan Palomino. The Learn With Bessern Podcast is about exploring the science behind self-development, leadership and well-being. We demystify personal and organization growth.
Today we have 29% of senior management that is female globally. But only 33 of the Fortune 500 companies is led by women. It doesn't look like women are having their fair share of leadership. And it is worst, if we look within cultural backgrounds, people belonging to a certain culture or race - It is the moment to ask ourselves: what can we do to make it better? is confidence affecting the rate of career progression for women and minorities?
In todays episode of Learn with Bessern we have an impressive guest: Lily Woi to help us understand the situation and find solutions.
Many studies prove today that women outpace men in the majority of the leadership traits -Interestingly enough, studies have shown that women also tend to rank themselves lower when it comes to assessing themselves and this can be linked to the lack of confidence itself.
About our Guest Lily Woi Lily has been working in consulting with KPMG, Accenture and Deloitte and today she is a determined entrepreneur. She helps people who:
✅ Can’t break the glass ceiling and step into their first (or next) leadership position
✅ Struggle with being seen, heard and recognised for their value and expertise
Over the past 8 years, she has worked with global leaders and businesses to shift behaviours, unlock potential, transform careers and develop courageous cultures. She has coached and trained clients working in multinationals such as Deloitte, Nest, Hello Fresh, Nike, Pureaffinity, and the British Film Institute.
To reach out Lily: https://go.oncehub.com/LilyWoi
Access her free mini-course Career Clarity & Success Blueprint: https://www.subscribepage.com/careerclarityblueprint
Insights from the podcast!!!
if we are not aware about our biases, we fall into the trap of taking decisions in an irrational manner and based in known biological stereotypes, or other traits that are not of value for a company, right. And the thing is, we have seen over and over again, and research has shown that first impression are often wrong. As our first impressions are how we see the other person, not how competent they are but how confident they are and that's when unconscious bias starts to come into place
What are corporations doing in terms of teaching people how to control their biases? There are increasingly more and more companies that invested in unconscious of unconscious bias training invested in understand how they can make their company more diverse and more inclusive, and how to really leverage and maximize the uniqueness or the diversity that exists within the company.
And looking at where is the glass ceiling? So we are seeing that a lot of underrepresented groups are getting stuck at the middle management and then breaking through into the senior management. I have seen a lot of companies investing in a lot of initial training but the follow through is not strong. Example If a company has invested a light unconscious bias training, and those are great training, what is the follow through? What is the refresher? How do we bring this more into life? How do we really support individuals to figure out what are their own unconscious bias and how can they consciously bring it to awareness and understand how it impacts their decision making in their specific role? So really, taking it from a corporate level or company wide level and start breaking it down into individual level? And I don't feel companies are doing more of that. Hence companies should improve on that.
To get over biases So, we have already taken a lot of time to build up our current biases saying Asian people are calm, do not have leadership traits that are required, or women are too gentle. All of the biases that have been formatted by our society. So it has taken within the last 20 to sometimes 40 years to write the code in our brains that this has said this is our shortcut. So you cannot solve the problem by having like an awareness session. You have to rewrite a new code and rewriting a new code it means practice consistently. Then being aware of and already I can tell you, I mean, this by that you mean whoever it is has a gorgeous of defecation. It doesn't mean that we know ourselves that well it takes time it's continuous practice. We only know that the process to get to know each other ourselves better. But if we were constantly practices because an irrational monster dominates us inside of our brain that controls our emotions, our perceptions, so we will always come and have our natural biases taking control of our decisions. So it's a solution.
The momentum for change Because when we are in a challenging situation or we are feeling challenged, our natural reaction is to revert back to what's comfortable. Let's just let's just go back to how we used to do it. And in that moment, whether you decide to go back to your old ways, or change to any way, I think that is the decision point where we where we really understand that we actually grow and develop and change as a person
What are the do's and don'ts when either you are a woman or you are associated with a culture of a region? The first is really understanding some of the feeling misconception or unconscious bias that woman or even underrepresented groups half on themselves is that you do not represent your community. So you can do whatever you want. Make off the mistakes you want. And it's a representation of who you are as a person, but you do not represent woman. You do not represent the Chinese community. You do not represent you know, XYZ committee and I think one of the common misconceptions that I've seen and this really disbelief kind of help kind of get people stuck in where they are is, oh, you know, I can't really do this. How would people react? How would my people react? How people like me react, in my mind representing a good image for my community, and that in turn, in still fear in you.
The second one is about when we look at you know, for example, you mentioned gravitas, or what are the traits of a great leader. So, for example, confidence or decisiveness of presence. Those are a list of traits, and often we have an idea of how that translates to behaviors. But I think it's the deep to disconnect traits and behaviors. traits are what how can I put it treats and neutral? Look, for example, confidence in a confidence is a trait that we see in great leaders with confidence itself. And for however, what this how this translates to actions and behaviors is confidence to you looks quite different to how I demonstrate confidence. Yep. Yes, we agree that it's a common set of traits we see in great leaders. But that does not mean that there is only one way to demonstrate those traits and how do we figure out what does that look like for me, that still fits my style and my personality? So I don't need to imitate someone else. And for example, a classic example it's extra was an introvert, the introvert feeling that I need to constantly be loved to be seen as confidence. But now, an introvert person just has a unique way of demonstrating confidence. And they are soft spoken, and quiet.
What do you think it could be the daily practice that we can start to build our confidence is by gender and culture. Why is it important to create consistency in the practice? We'd have to repeat them because that is the key word. Yeah, exactly. I like to describe confidence as a muscle. And that's where consistency come in, is you need to be consistent in going to the gym, and or going exercise to maintain your muscle and it's the same confidence you need to consistently do something to keep nurturing and developing your confidence. And if you stop doing it, it will start to shrink.
Lastly, Lily emphasizes on being unapologetically you irrespective of race, gender, age or position.
About Learn with Bessern The Learn With Bessern Podcast is about exploring the science behind self-development, leadership and well-being. We demystify personal and organization growth. This episode is hosted by Ivan Palomino https://www.ivanpalomino.net/ Learn more about Bessern http://bessern.co/
In this episode of Learn with Bessern, we cover the challenges leaders face to create workplaces where employees and organizations thrive.
- The role of leaders to drive better workplaces
- The opportunity cost of an engaged workforce through increased productivity & well-being
- The challenges organizations have in this transformation
- The journey of a life of purpose: learnings from Chris Cummings driving change in the workplace
About the speaker: Chris Cummings Chris is on a global mission to create workplaces where employees thrive. He is CEO of Sonas Group, organizers of the global series of Wellbeing @ Work Summits and global workplace community The Wellbeing @ Work Hub. Chris is also Co-Founder of The InsideOut Awards and is an advisor to organizations with purpose around the world.
Learn more about WELLBEING AT WORK: https://wellbeingatwork.world - a movement to make health and wellbeing a strategic priority globally. Insights from the podcast!!! In recent times the data that has been coming in from a number of reports around the world have shown that employees are more engaged in the workplace. Many companies have on their websites that the people are their biggest asset and now an engaged and purpose driven workforce will deliver higher productivity and loyalty. However workplaces have to work out their strategies in real by creating awareness amongst employees to a whole new level. A healthy and productive workplace from all aspects should be the goal of every organization today.
Chris mentions that it is important for a company to focus on the disengaged people as they tend to bring down the levels of productivity easily. They might just tend to sit there and work because it is part of their work ethic not because they are actually engaging or being productive. It is very necessary to identify these people as they can bring down the morale of a team.
It is a challenge for companies to create this hybrid workplace and to take into account all the members different ways of working. On of the most important element that a company can follow is to be flexible and adaptive in times of uncertainty or change. Flexibility can only be followed when there is trust within the team members and when the team members trust their leader. Hence building an environment of trust and well-being where employees feel that they can approach their boss without thinking twice is very important.
Chris also stresses about the importance of working in collaboration. The well-being community is the most collaborative community and it is very essential for every company to have one. They help the company create happy and engaged workplaces.
The company should make sure each individual is able to link their personal interests to that of the companies motives. The younger workforce today particularly the Gen Z's are lookin for a sense of purpose within their workplace. They are more than just the financial need and want to feel like they are makin a difference with the work they do. Hence linking purpose and well-being should definitely be a part of talent attraction for workplaces today.
Lastly, it is very important for every leader to develop consistent routines to be emotionally intelligent and capable of displaying empathy. Training and other learning activities should take place in organizations as it is essential for every people's manager to develop their soft skills.
About Learn with Bessern The Learn With Bessern Podcast is about exploring the science behind self-development, leadership and well-being. We demystify personal and organization growth. This podcast is hosted by Elena Agaragimova and Ivan Palomino.
We always hear books, podcast interviews that are full of discussions of positive mindset and successful lives. But we often underestimate the role of failure to build fulfillment (or extraordinary lives). Today we have a special guest with us Terry Tucker to give us great insights into how to deal with failure and how important is failure to become successful.
About Terry Tucker Terry Tucker has been an college basketball player, a marketing executive, a hospital administrator, a SWAT Team Hostage Negotiator, a high school basketball coach, a business owner and most recently, a cancer warrior. He is also the author of the book: Sustainable Excellence, Ten Principles to Leading Your Uncommon and Extraordinary Life.
Take aways from this episode with Terry Tucker: About success or excellence and the role of failure When you're successful, you're not failing. That's true in a lot of ways. But at the same time, if you think about where do we learn about failure where do we learn about being defeated? We start out in our lives with our caregivers, whether that's our mother or father, you know, grandparents or siblings or whoever's, you know, raising us we learned about failing and we learned very early on, winning is good, failing or losing is bad. I think the road to success is paved with failure. Anybody who has ever succeeded, if they say have never failed, I would be extremely skeptical about them saying that but people get devastated when they fail. They feel like there's something wrong with them, if they do. But that's not the point. The major takeaway from failing is the lessons you learn along the way. If you fail and then stop that you're a quitter, but if you fail and you learn, then you're a smart individual.
Failure is the stepping stone to success We are great about starting down the path towards a goal, something we want to do something we feel good about. And then we butt up against an impediment to something gets in our way, and we can't get around it. We can't get over it. We can't get through it. And so we quit. We just don't quit. We've got to blame somebody. We got to find somebody to blame. It's like we got to blame our parents or our boss or our station in life. Very few people take personal responsibility for their own success and happiness. So, failure is a part of success.
Trends about success in the society I see two trends in our society. And maybe because we have this crisis with COVID that people had the time to rethink a little bit about the life purpose and I saw the trend of that is constantly repeated in corporations is about having vulnerability vulnerabilities. So that the fact of being ourselves and being able to communicate in a genuine manner, things that we are good at we are bad. So, there is a trend and necessity that has come out of the fact that the way we work has changed drastically. The importance of mental health in in our society finally got a little bit of a spot so when we were all excited pre COVID Making money progressing in Indian society, we didn't realize it and suddenly we got a small break to think about our position in the world and we start thinking about this type of thing. So that has made that a lot of the mindset in incorporation has changed and the other trend that is almost kind of Its kind of the opposite is that we are always because of social media we are always comparing benchmarking ourselves versus what we think is successful others, so we look at someone in Facebook and we say, oh, this guy has a car ha a Ferrari has a beautiful house. This is the level of success. So, it's almost like if we had to redefine success, we need to be we need to create a moment of self-awareness to create to dig inside of us about what is important for us so that we can define our own measures of success.
About the way we approach success We want to be successful. We want to develop goals that will lead us toward success. The problem is, we haven't defined our values yet. You can have goals while you can . I don't know if you're going to be successful in those goals. But if you can first before you set goals before you develop new year's resolutions before you do all the kind of stuff that we seem to do every year and you know, the department's got to have goals and you've got to have individual goals, and the company's got to have you know, a mission statement and all that kind of stuff.
To get in touch with Terry Tucker: His website: https://www.motivationalcheck.com/
Join the Sustainable Excellence Membership https://www.sustainableexcellencemembership.com/ you can also download his free ebook on Sustainable Excellence
About Learn with Bessern This episode is hosted by Ivan Palomino. The Learn With Bessern Podcast is about exploring the science behind self-development, leadership and well-being. We demystify personal and organization growth.
This pandemic has shifted the mindset of people from the intensity of work and indulging ourselves with instant gratification, pleasure to a time where corporates are talking about purpose at work, where individuals have started to reflect on giving meaning to their lives. These 2 years have been years of growth of life coaches, literature on self-development, podcasts trying to help people to find their own ways to fulfilment.
In today’s episode of Learn with Bessern we got a great guest Jason Merchey to give us insights about finding life purpose through the practice of wisdom. About Jason Merchey Jason Merchey is a philosophical thinker. Jason STUDIED psychology and social behavior, he has a master’s degree in clinical psychology, and is a graduate in philosophy and ethics from Harvard University. Jason’s fourth book is entitled Wisdom: A Very Valuable Virtue That Cannot Be Bought. It is a unique combination of psychological research findings, philosophical principles, & personal insights.
Key take aways from the Podcast:
About work life Jason said- It's great if a person can have like this alignment or confluence between what they're doing in their lives and what they love and there's a famous old quote, something like if you love what you do, you don't have to work a day in your life, Mark Twain said that.
About Intrinsic motivation Jason said- It's only in the last five, six years that intrinsic motivation is something that is quite often measured at work by because they have noticed that when you go and pay and you do the typical motivator, tactic of the carrot and the stick, people are going to improve up to a certain level for a very short time intrinsic motivation depends on different factors. One of them being I decide how am I going to do the things that I when I know that direction, I decide by myself, I mastered what I do little by little and get a little bit more challenge. And the third debate that is related to what we are discussing today is about meaning that we need to find something that is beyond just providing extra money to the shareholders of the companies means to do something beyond ourselves or the society because we are doing something great in a company. And that's what really drives engagement with employees.
Wisdom depends on 2 human needs One is about the need of becoming a better self actualization and the other one is transcendence to understand the overall my position in as a person in the world. The aspect of curiosity would be the second one. I would guess that this is something that it is quite important because if you don't are not asking yourself questions then what's the point you cannot acquire this? This wisdom?
Understanding wisdom For a human being. It's a theory, but I think it I think it's pretty solid. I guess if I were to say, you know, seven things that I say describe wisdom, I would, I would probably connect it to things like you know, judiciousness, perceptiveness. You know, excellent reasoning, a kind of vision, keen introspection, the ability to relate well to other people, to see yourself as part of the system as part of as part of a whole, rather than being, let's say, selfish or self-concern. being ethical, kind of above all else being ethical. Let's see what else being able to manage emotion in a sense, to use your rational mind to combine with your emotional mind to get a product that is superior to just one or the other. That's the kind of what I call integration.
Wisdom is like an umbrella that contains some emotional intelligence dimensions. It can also contain the aspect of critical thinking because you cannot be wise if you accept and absorb everything that you hear. You need to be able to select rationally.
Emotional intelligence has two aspects in fact, one which is self-awareness, the building of self-awareness to so that you are not guided by this part of your brain that is just emotions but you activate the part of your brain that is more that is going to be judging what you're going to activate your critical thinking and about this idea of interactions because you cannot be wise if you are just in your room watching YouTube videos or reading books, you need this interaction because there needs to be a debate, because perspectives are going to build up your wisdom.
Wisdom is a is a learnable skill The purpose why we were having this episode of learning with Bessern is to demystify the fact that wisdom is the stuff for an academical guy who is going to be reading many philosophers, but it is something that we can acquire because we have mentioned that in the area of wisdom there is a lot of emotional intelligence, art and literature in the last 10 years in emotional intelligence as as demonstrated that this is something that you can learn. Program your brain to through something that is consistently done, the habits, the habits, the story. Critical thinking is something that can be trained, but of course you cannot train someone with a one day training and many 160 slides during the training. So it is something to be practiced.
How to start building on wisdom? I think one wanting to improve and to see things for what they really are, to live a more authentic life and be more truly successful and happier. Just by wanting those things and focusing on them. It's a good step.
To get in touch with the author!!!
Jason posts regularly on his website values of the wise where people can get access to his content and connect with him. https://valuesofthewise.com/
For years together there has been a debate about having women in leadership positions: has it become easier for women to reach leadership positions? are they high performers in leadership positions?
Though the situation has gotten better during the years with more women leaders evolving in the workplace there has still been a silent debate about the representation of women in powerful positions.
In today's podcast of Learn with Bessern we have Marwa Soliman who believes in providing equal opportunities for both the genders in the workplace. She shares some amazing insights from her personal experiences and thus finds it necessary to empower women today. She also talks about the slight difference between gender equality and gender equity.
Key Takeaways from the Podcast:
About women support, biases and confidence Marwa said: I believe personally, that really, if you want to do something, whether you're a woman or a man, if you put something in your head, you will do it. But you need some support sometimes and women needs more support. But most of the times it's almost like our society that includes our parents, and kind of programming in our brains, certain biases is almost like, and this is something that is quite true in in human psychology is that most of our brain is consisted of formatting a number of rules that have been dictated by our society, and is constantly reminding us where we belong, right. So we all know that because of human evolution, men were supposed to be stronger. Men were were supposed supposed to take care of the family. It's us men because of our biases, our considerations about women capabilities we think women need more support than usual. We have women that have been constantly being pushed that has affected their ability to be confident or the capacity to be whatever they want to be. And that is a big problem.
The current situation of women in corporations
It's putting women in leadership and toward more stereotyping women and men role in the corporation. But there is a real progress there. And if we talk about progress in the corporation, we talk about Two types, gender equality and gender equity. Because they are different. So the general equality is let's say that this is giving fair treatment for all genders. So what what does, what do I mean by equal treatment? First of all, for example, equal pay, you cannot hold the same position, and there is a difference between white man and woman. There is a progress in that. And you really see that there is a lot of payment policies and procedures are being revised in the corporation.
Two major issues for women in leadership in corporations
First is the lack of enough pipeline of talent that is ready to take on board and that comes from the educational system. We may have been biased to certain directions a loop psychology do something else don't do don't be an engineer, don't be a tech person, don't be a programmer. That's one problem. And the other thing is more about the, the the human context that in order to reach to that leadership position, women will have to go with more struggles than men.
Personal Bias
We all have our own personal biases that have been instilled in us by our parents, teachers, society etc. For example, there are some lures in the society like boys cannot cry, boys can find outside women are more into the household business they are more caregivers for the family, they need to be in dresses polite, not shouting while the boys can shout and can play around no issues. This is all let's say a social and gender norms that control our voice and simply it controls how we accept this or not accepting a certain behavior action from a specific male or female. So you are stereotyping so if I interview somebody now for position I revert back in my brain to my norms and my bringing up and how it works and then I can say okay, probably even fits the job or not.
Workplace bias
If you segment the job function in the workplace, and you start with the HR, the regulatory you will find at least 60-70% woman, it is a brain domination for women. This is again a background or a result of the social norms, gender roles, the biases, even for the hiring manager or bias to take a woman in this position this is a bias against men. They don't believe that men fitting this position, they believe that women more fitting this position and if you go the other side into commercial leadership into sales marketing, IT service the IT service is much worse, much worse bias against women. So, these are the type of biases you s need to be aware of as a leader by developing self-realization sessions in the company.
Are women that good in leadership positions? In what skills are they better than men?
Marwa said: I personally believe women if adequately trained and educated and exposed to proper work experience like men they will be more effective leaders, and I will not talk here on my own opinion or observation from more than 20 years of working in diverse environment but also will refer to that researches and studies confirms that and will shed a light on a recent research conducted by Zegner / Folker (authors of make yourself indispensable) done on more than 800 leaders 360 Women and 450 men , the research was done using the 360 assessment score across peers/subordinates and managers of the sample above to test over all leadership effectiveness and the leadership competencies , the overall effectiveness was score better for women than men and the assessment was done before and after the crisis of COVID and the after results were even better for the favor of women.
Diverse and Inclusive workplaces
Male and female are complementary genders in the progress of the Society of a corporation or a school of any place in this world. And I personally believe that the most, let's say, healthy culture of a corporation is where you have a balanced representation. Not only between male and females, but between different backgrounds, different education, different nationalities. So the balance is always there, because this is the real truth behind the diversity. And the other truth is do not stop at a diversity, how you include those togethers. What is your inclusion action that you are doing because the inclusion actually is more important than the diversity? The diversity it just having different head counts, but how you can make those headcounts counts which is the inclusion this is this is the key and how you can make a male learn from a female a trait that he doesn't have like what you refer to, like multitasking. For example, women are better at multitasking than men and this is evidence across years. But you also the male or the female also can learn from a Male. Male can be more assertive in controlling things. Females usually tend to be softer way but sometimes you need to be assertive. So how you learn from a male and this will be achieved by creating a diverse and inclusive workplace.
What can women practice in order to overcome the barriers that are limiting them into their growth?
There is also some barriers inside the head of the lady ladies are more used to be or more famous to suffer from impostor syndrome. And this is research evidence. It's not you know, among among 100 List leaders in the senior leadership 75% Suffering from impostor so they are always self doubt themselves. So it's very clear barrier because when you self doubt, you are even sometimes the self doubting is preventing you from even speaking out in a meeting. So when you have in a meeting, you start out okay, do I understand the topic correctly? Probably not. So it's better not to answer this question. It's better not to comment. So this is a barrier because your exposure is limited because you don't expose yourself again, because you self doubt.
Firstly, to overcome this I believe personally start with yourself to change yourself. Because the society change is difficult. So changing yourself is easy. So be aware about your values and be let's say honest with yourself, what is what are your values? And I know my parents, I personally know my barriers very, very clearly. I know that I'm having self doubts a lot. I know I'm imposing sometimes I know the answer. I don't say it because I feel shy or embarrassed.
Secondly, enroll yourself in a mentorship program, hire a mentor, hire a coach as can be even if you don't go to a mentor or a coach in a formal way but find a buddy or a manager that you can trust and you can be open.
Thirdly, work on your education. Don't spend one single year without adding to your skills, something on top because this will empower your self confidence. This empowerment, reduce your self doubt and it makes you feel better even psychologically it also will give you this post of pushing.
What should MEN change / improve / remove to support gender balance?
Support diversity as the balanced work environment will make both grow up as they learn from each other, lower individualistic decision making and endorse participative decision making, endorse as well work-life balance, balance between control and coach if not done, continue a healthy ego.
About the Speaker!!!
Marwa Soliman has held senior positions across pharma, dermo cosmetics & medical industry. Today she is the General Manager in a Danish medical device company. She went through the (tough) path of "making it to the top" and is a fierce advocate of women to be able to get equal opportunities and exposure in leadership positions.
🚀 If you cannot measure it, you cannot improve it - Peter Drucker Wellbeing at work remains a fresh topic and many organizations have embarked on the roll-out of well-being activities for the good of their people - but is it really bringing any good?. Unfortunately, the measurement of wellbeing is even more recent and often, it is confusing or unpractical.
At the end - is wellbeing really quantifiable? We asked Dr. Vishal Ghule, a researcher on Psychology & Psychometrics to give us his opinion on the link between wellbeing and performance.
In this episode of Learn with Bessern, we cover: ✅ The challenges of organizations to measure wellbeing
✅ Truths & Myths about measuring wellbeing at work
✅ Usual mistakes and good practices in organizations to measure wellbeing
✅ What to do with this data? Creating insights and actions for sustainable impact on wellbeing and performance
About Dr. Vishal Ghule: I am an academic at heart and a product developer by mind! After spending over a decade in research, academics, and training in Psychology took a plunge into the corporate world. My strong background in research and human resource qualifications helped me lead a start-up in the area of Psychometric Assessments, Counselling, Training, e-learning, and Mental Health. Not only spearheaded the product development for the organization since 2015 but also lead the Business Development and Operations successfully. Over the years played a pivotal role in designing and developing 300+ Cognitive and Behavioral Assessments and 80+ e-learning programs in the areas mentioned above.
Simultaneously headed Skill Development Department to implement On the Job Training (OJT) under National Employability Enhancement Mission (NEEM) for the sister concern - managed 9000+ trainees, lead business development strategies, onboarded 60+ clients, and contributed 50+ crores in revenue.
From being an Intrapreneur in the area of Psychology and People Development I have now embarked on a journey of helping people and organizations to understand and boost their wellbeing. As a Co-Founder and Chief Research Officer at Joygraphy - I lead the development of Personal and Organizational wellbeing models and analytical tools. I am a practicing Existential Psychotherapist and aspire to help people discover their real selves and achieve self-actualization.
This episode is hosted by:
⏺️ Ivan Palomino – Founder of Bessern and Behavioral Strategist applied to Learning http://bessern.co/
If you like this episode make sure to subscribe to this podcast!
In this episode of Learn with Bessern, Joe gives us great insights on what is mindset and how it can be explained from a psychological perspective. Human beings tend to have a programmed mindset due to external stimuli and other factors. In order to alter their programmed brain they have to push their limits and be open to learn new things.
Mindset is an established set of attitudes, opinions, philosophy or values embedded in a person. About the speaker Joseph Templin:
Joseph is the author of Every Day Excellence, the Kindle #1 New Release in Professional Development. He believes in overcoming challenges and changing the current situation into something amazing. A few examples are the fact that he severely asthmatic and became a martial artist and ultradistance runner. He also had a speech impediment but built a career around communicating.
Key Takeaways from the Podcast:
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About growth mindset Joseph said: As young children we are sponges, we are exploring our universe. We are pushing our limits. We are in complete and total growth mindset. However when we grow older we tend to curb this mindset. So we see someone who is impressive and doing something and we think that this person had it is the X factor that you had for forever. It's like genetics. But in reality its not. For instance, when we were babies, could we walk? No, we had to learn. Well, as a baby when you start to stand up and try to pull yourself along the couch or toggle along and you fall down on your bottom. You say that's it. I'm done. I'm not gonna try this not gonna do this. Of course not. Instead we try it over and over again till we eventually get it. This is the same as with growth mindset.
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Why our brain is programmed: Essentially, when we become adults we reprogram so we have a set of beliefs that have been done by others, our parents telling us Oh, you're not that awesome. Our parents say you're a girl so you shouldn't be doing it in we tend to do to have this set of rules really anchored in our minds, and it's so difficult to get rid of it.
- The tricks that we can follow in order to take the programming that has been done for years and years and remove it and replace it with new programming?: Joseph says that there is a way to upgrade our brain. So having a regular physical activity is one of the best ways to influence what goes on the brain. It doesn't have to be an intense 45 minutes in doing martial arts like I did. It could be a gentle walk, it could be calisthenics, kettlebells, it could be dancing, it could be swimming, whatever you enjoy doing.
- The second trick is listening to music: Music overall it's very similar to exercise in the way that lights up the entire brain. If you look at EEG of somebody listening to music, everything is lit up everything both hemispheres, everything from the spinal cord, all the way forward, limbic system, neocortex, all of it. So use music to help enhance things and music is older than language back when we were banging rocks and so is also the closest thing that we can get to divinity is because it's the purest thing coming from heaven. And so we can use this to help change or set our moods to incite us to also help reinforce learning in a lot of ways as does physical activity.
- On well-being Joseph said: Wellbeing is no small thing, but it's made up of little steps. You take full steps make the slightly better small decision, do the little things. Instead of just sitting there watching TV or sitting on your butt. Get up and you know, do a couple air squats while you're watching the TV, go do some push ups, run in place for a moment or turn the TV off and actually talk to the person that you care about. Just that's the better use of that 15 minutes than watching whatever's currently on.
- Association between body function and mental health: It is something that can be backed up by science that the relationship between our body, our gods and how the brain functions, the necessity for movement, the necessity to bring connects to exercise connections in different parts of the brain so that we become more creative that we become more focused. If your body is messed up it's going to interfere with your mind and your spirit. In a lot of ways.
- Three areas to have a prepared mindset: Firstly what happens if if the if the worst happened? What can I do? How can I prepare my mindset? Remember taking pictures with a regular camera and you had to send the film off. You had to learn to wait for a week. Or then we have these Polaroids need to get like three minutes as opposed to where we are now. And you can take 5000 pictures in two minutes. So what's happened is things have become so easy that we become used to if you live a life of comfort, you become soft. So there's something called desire difficulties, the occasional hardship when you don't have to do it choosing to suffer because it makes you tougher, and as the stoics said after you choose to suffer if you actually go through something natural and it's all there is. There's a reason why most major religions on the planet have fasting built in where we choose to go through hardship because it makes us appreciate what we do on the other side more and it makes us reflect and be stronger it builds our will. And so, before how do we prepare for when stuff happens is we need to put ourselves in a situation that is uncomfortable by choice on a regular basis. If you're not trying to do harder math problems. We're not going to build your mathematical skill. If you're not attempting more difficult musical pieces, you're not going to be able to grow as a performance artist. So why don't we you know, one, look at this and model this in other areas and consistently choose to do the difficult things so that we can build this resilience and this just overall mindset.
- Motivation is a big factor: We have to find an alternative that does not depend on motivation, which is making it easier, whatever you want to achieve incremental discipline as opposed to operation because motivation is like the process to get you going in the morning, right? It's the cup of coffee. But can you drink coffee nonstop all day long in the library? Up until about three o'clock, but is that going to keep you going continuously? What happens is you build up a tolerance more and more and it ends up not working for you versus having discipline their processes. Discipline says you know I don't want to do this, but going to do it because I want the long term results.
- Consistency: If there is the fact that we have a lot of beliefs in our brain comes for concept reputation from society, from our parents, from whoever. And if we need to reprogram our brain there needs to be like a consistent message that is sent every single day. Like I need to do something to do this micro action in a constant basis so that it becomes something like habit, something that reflects and reflects as your identity. So, do other topics that are quite relevant for today in terms of the mindset that we need to prepare is the one that saying, How do I become the best version of myself.
About Learn with Bessern The Learn With Bessern Podcast is about exploring the science behind self-development, leadership and well-being. We demystify personal and organization growth. This podcast is hosted by Elena Agaragimova and Ivan Palomino.
In this episode of Learn with Bessern, we chatted with Brenden Kumarasamy - a communications authority. Elena Agaragimova and Brenden discussed about the importance of genuinely communicating in today's remote work environment, particularly on its impact on culture building and the role leaders play to create a company culture of psychological safety, connection, transparency, and collaboration.
The main question that we target in this episode is:
How can companies find more effective ways to communicate their culture post pandemic? About our guest speaker Brenden Kumarasamy: Brenden is the founder of MasterTalk, he coaches ambitious executives & entrepreneurs to become top 1% communicators in their industry. He also has a popular YouTube channel called MasterTalk, with the goal of providing free access to communication tools for everyone in the world.
Key Takeaways from the Podcast: About the shift in workplace communication: Brenden said - When compared to the real world the virtual world hinders communication to a great extent. When you are working in an actual office space you can have a conversation with somebody at the company and get to know each other and really get a feel with the people that you're working with. But those points don't exist in the online world. There's a lot more friction and this makes building the workplace culture even harder.
Differences in culture post pandemic:
From a communication perspective, the biggest challenge of all, is how can you recreate the same culture in a virtual world where before it used to be a lot easier to have those interactions and those touch points amongst employees at a company in person?
Example of a simple method to engage employees into the culture:
Brenden gives us an example of some companies who have adopted a different method during recruitment. He says "what they do is they interview employees of the organization on the podcast, and they use that as a talent sourcing strategy to send those links to prospective candidates so that they listen to the podcast and they say Oh, I really want to work here. I really agree with the culture the values here. So that's a couple of things that I've seen that companies are doing the stand up from the communication cultural perspective".
Leadership perspective and challenges:
He says that there's three pieces to being an effective leader from a communication perspective. Number one is setting the vision and clarity around the vision, where are we going, and why are we going there? So the first role of a leader is to reflect and strategize what is the vision what and this is what we call vision casting. Bringing us into our future into a better tomorrow.
Hiring Talent:
The second job of the leader is to hire exceptional talent that embodies the vision of the organization, people who believe what they believe, people who want to help permeate the culture who do a really great job of bringing the culture forward. One great example of this is the PayPal Mafia when when Peter Thiel and Elon used to run PayPal together, a lot of the people who were working for people at the time almost all of them went on to start billion dollar companies kind of wild. And the reason the culture was so tight is because they all believed in this new idea of money and currency and creating a better payment system for everybody.
Communication is Repetition and Refinement:
When the leader hires more people he/she must repeat the same vision over and over and over again, because there's always people who haven't yet heard the mission or if they did, it hasn't been reinforced.
Tactics for Small Businesses to improve communication:
First is taking notes of all your employees goals on a phone or a place where you can access them. So whenever you have feedback calls with them, you can proactively mentioned their goals. These are the little things that small business owners must do or else there's no way they can beat their bigger the bigger fish. Yeah, no, I think it's spot on. It's just literally just showing to the person that you're there to listen, you pay attention, you care about their development, and you're gonna keep them accountable because you remember what they're working on.
The other tactic, is sending video messages to the people that you manage at work: Brenden asked this all the time to my clients. I asked them this question. How long have you worked in corporate they might say 13 years, seven years. Five years? Somebody say 20 years? They say Okay, great. How many times in your career not today or this week? How many times in your career? Has your manager ever sent you a video message to just say, Hey, listen, I really like the work that you're doing. Love this and this about your work could be a wonderful day. Wish you a wonderful weekend. How many times has that happened? And all of them say zero.
Tips that companies must adopt to create opportunities to build relationships with people when they are onboarding them remotely:
Number one is have a buddy system, get people who around their age who are already working at the business that can be a liaison to other people.
Number two is intense note taking. Take a ton of notes. On the person your onboarding, especially if it's small team around their personal interests, so that when you send them an onboarding gift, you don't just send typical gear, you send them something that's more related to who they are.
Number three is if you have a virtual remote workplace, figure it employees who live in the area and make sure they meet each other in person. This goes a long way in building relationships and improving the workplace culture.
Creating a culture of feedback:
This is by far the most important step a leader can take to improve the workplace culture. When a leader gives regular feedback it becomes a lot more encouraging. Whereas when it becomes a pile dump of a bunch of things you got to work on. It's not encouraging. You don't actually want to work on yourself. You don't actually want to get better, versus if you give a couple of easy things that the employee works on. They actually do it and you celebrate those mailings. They get really confident in their job really quickly, especially the early stages of their employment, and the retention skyrockets, reverse whereas if they feel life is a night
About Learn with Bessern The Learn With Bessern Podcast is about exploring the science behind self-development, leadership and well-being. We demystify personal and organization growth. This podcast is hosted by Elena Agaragimova and Ivan Palomino.
SHOW LESS
Human beings are naturally social creatures. And when you consider that we spend one-third of our lives at work, it's clear that good and genuine relationships with colleagues will make our jobs more enjoyable.
But this is not all, the more comfortable co-workers are around one other, the more confident they'll feel voicing opinions, brainstorming, and going along with new ideas.
Here is why you should start building genuine relationships at Work:
An optimal level of teamwork is essential to embrace change, create, and innovate. And when people see the successes of working together in this way, group morale and productivity soars.
Good work relationships also give you freedom. Instead of spending time and energy dealing with negative relationships, you can, instead, focus on opportunities – from winning new business to focusing on personal development. And having a strong professional circle will also help you to develop your career, opening up opportunities that otherwise might pass you by. A good work relationship requires trust, respect, self-awareness, inclusion, and open communication. This episode of Learn with Bessern will give you a deeper insight into each aspect but lets look at them briefly.
Trust: when you trust your team members, you can be open and honest in your thoughts and actions. And you don't have to waste time or energy "watching your back."
Respect: teams working together with mutual respect value one another's input, and find solutions based on collective insight, wisdom, and creativity.
Self-awareness: this means taking responsibility for your words and actions, and not letting your own negative emotions impact the people around you.
Inclusion: don't just accept diverse people and opinions, but welcome them! For instance, when your colleagues offer different opinions from yours, factor their insights and perspective – or "cultural add " – into your decision-making.
Open communication: all good relationships depend on open, honest communication . Whether you're sending emails or IMs, or meeting face-to-face or on video calls, the more effectively you communicate with those around you, the better you'll connect.
This episode of Learn with Bessern is hosted by Elena Agaragimova and Ivan Palomino. You liked it - make sure to subscribe to our podcast.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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An extremely insightful conversation with Sebastien Cretegny who brings to us first hand experience on linking purpose with sustainability.
- 79% of business leaders believe that purpose is essential for success in business. Yet only 34% of leadership decisions are guided by organizational purpose.
- A majority of the workforce comprising of Gen Z's want to find purpose in everything they do and prefer linking their values to their organizations goals. However according to McKinsey 85% of employees do not find purpose at work.
The main question we target in this video podcast is how to link the companies mission to each individuals aspirations while incorporating sustainability?
The key questions on Purpose and Sustainability in corporates
In this episode of Learn with Bessern, we cover the following questions:
- How is sustainability related to purpose at work?
- Is there any proof that purpose and sustainability is a competitive advantage at work?
- Have any major companies started linking purpose and sustainability?
- How to define sustainability?
- What is the clear benefit for employees, customers and financials?
- Do companies need a Chief Purpose Officer or Chief Sustainability Officer (CSO) to drive change?
- How can companies start injecting sustainability without big budgets?
About our guest Sebastien Cretegny:
Sebastien Cretegny has first hand experience in linking purpose with sustainability: He was a senior leader of the luxury industry thriving his way across the world. During this tenure he felt the urge of realigning himself with his inner values after which he moved on to become the an advocate of sustainability in corporations. He is the founder of Movo Partners in Switzerland. Today he is making sustainable luxury become a thing – Sebastien is helping organizations become purpose driven transforming cultures, mindset and product innovation through sustainability.
This interview is hosted by Ivan Palomino - Managing partner at Bessern
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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We live in a very demanding world where fast performance is required. With shorter deadlines every day, it’s often impossible to stay focused. We lose our focus and concentration as in a way, we’re programmed to do so. Our brain is a toolbox and it has many defense mechanisms that can affect our concentration. Distractions can occur in any form. A small fly, a buzzing phone or even a conversation that is not related to you can make you loose focus on the task at hand. However it is essential for every human being to understand the root cause of their distractions in order to avoid it.
In this episode 🎙️ hosted by Elena Agaragimova and Ivan Palomino. we elaborate more on how distractions can be reduced using the famous Pomodoro technique and How to enter the state of FLOW.
- Establish priorities: Choose what’s most important to you and what isn’t (your job, your family, etc.). Understand that distractions are necessary: We aren’t machines. Thus, we need to rest, eat, and socialize. Write down in your calendar the things you do for your entertainment. Some of these things may be going out with friends, reading a book, or watching TV. If you consider these things important, why aren’t they part of your agenda?
- Unplug yourself: As we mentioned above, our virtual life challenges our physical one. Thus, you should set aside only a limited time for social media use. Do one task at a time: Multitasking isn’t a solution (our brain is NOT made for that).
- Have realistic challenges: Don’t try to be someone you’re not. If you know that you aren’t capable of finishing a task in two hours, give yourself the time you truly need to complete it.
- Look for the purpose- You may find work hard to enjoy because you've lost sight of the reason you work. Consider why you are doing the specific tasks you perform, or even why you work at all. For example, think about why you are planning a particular meeting and what success would mean. Perhaps you are working on a project and need to remind yourself what the project will accomplish and why your participation matters.
The speed of performing a task reduces as your full focus is not on the task. Flow is the mental state in which a person performing some activity is fully immersed in a feeling of energized focus, full involvement, and enjoyment in the process of the activity. Flow is characterized by the complete absorption in what one does, and a resulting transformation in one's sense of time.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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🌟 The Human Factor in Business Transformation 🌟 A great 🎙️ conversation with Zuleka Kaysan on the human side of business transformation: in the last two years, 60% of companies have embarked in major changes on their business models, efficiency through digital or simply rebuilding an organization culture that is more agile and entrepreneurial.
🚀 A big part of the success of this transformation will come from the human factor created by a mindset and culture in the organization.
🤷♀️ Despite investments in technology, trainings and organizational restructure – often the human factor will impact the most in times of change. But can we really measure the human factor in order to have control of the change?
In this episode of Learn with Bessern, we cover the following questions:
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What are the signs that we have a business that are made to last and thrive despite competition and uncertainty?
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What are the most common mistakes companies do when embarking in transformation?
- What type of transformations?
- How is the human factor affecting change in corporations?
- What type of measurements (KPI’s) we should put in place to make things right during transformation?
- What actions directed to people in organizations can help companies to make change happen
- What is role of HR in these changes?
About our guest Zuleka Kaysan:
With over 15 years experience in strategy execution and business excellence, Zuleka has led the Business Excellence function for companies with portfolios extending to $20B, and in organisations that quadrupled in size in just 2 years. delivering results across multiple industries including Real Estate, Hospitality and Healthcare. Her experience spans across Europe and Middle East. She is the managing director of one of the most trending companies in MENA: The Cornerstone Advisory.
🎙️ This episode is hosted by Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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The feedback sandwich is one way to organize your feedback so it's more balanced and easier to deliver. But it is not always the most efficient approach to create new behaviors, It is time to be blunt about a practice that that is widely spread but not always the best.
By offering “keep behaviors,” or praise, at the same time you're offering “change behaviors,” or criticism, you demonstrate to employees that you see performance strengths as well as performance deficits.
But the question here is should we get rid of the feedback sandwich? Giving feedback – just like every management tool – is not one-size-fits-all.
Every employee has a different approach to productivity and emotional stability. Hence being direct about certain tasks and approaches will not only help employers understand their employees better but will also build strong and genuine relationships.
📖 Here is an interesting reading to complement this podcast on a better to get it right with Employee Engagement https://www.bessern.co/post/the-straightforward-approach-to-employee-engagement 🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
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The term unmotivated means not having interest in or enthusiasm for something, and whenever an employee fails at any task, this term becomes the sole reason for an employees failure. But as a team leader, how far do you think this reason is true? People may be unmotivated due to several other factors such as misplaced organizational goals with personal goals, boredom or stress with task at hand, etc. Managers need to understand what’s on the way of their employees productivity rather than just simply trying to motivate them. But how can the managers really understand what’s going on with their employees and what can they do to rectify this?
📖 Here is an interesting reading to complement this podcast on 10 Steps To Motivate Your Employees https://www.bessern.co/post/10-easy-steps-to-motivate-your-employees-in-2022 🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Conversations are the most basic form of human interaction. Be it in a workspace or home, meaningful conversations play a major criterion in a person’s daily routine.
At work - coaching is essential in guiding and enabling change - but it is somehow difficult to implement as it requires time and skills. Should we consider other options? Have you ever focused on what types of conversations you have with your team? Are these conversations strictly limited to work needs or sometimes they go beyond that; maybe having a conversation about personal lives or well-being. In the workplace, conversations between employees about work tasks, meeting, etc are essential to convey messages and get the job done but meaningful conversations between teams and managers help the employees keep their heads clear, increase their efficiency whilst fulfilling their social needs.
Do not wait to have all skills necessary to have a coaching conversation - instead start focusing on the practice of meaningful conversations.
📖 Here is an interesting reading to complement this podcast on Using Behavioral Science for Coaching That Drives Change https://trainingindustry.com/articles/strategy-alignment-and-planning/leverage-behavioral-science-for-coaching-that-drives-change/ 🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Motivation is what explains why people initiate, continue or terminate a certain behavior at a particular time. The self-determination theory allows us to find pathways to develop intrinsic motivation in teams at work. Earlier, motivating employees through the carrot and stick approach was still into action but post COVID, when majority of the work force is working from home, living in an uncertain world; what are the ways to motivate your employees.
Money is definitely not enough to motivate today's employee.!
1: Show empathy and support.
Recognize that each employee is facing challenges in their own way and that at times they may feel overwhelmed. Let them know you're there to support them, ask how they're doing, and what support they need to do their job. Additionally, identify company and outside resources that they can tap into for support, such as an Employee Assistance Program or wellness resources.
2: Be positive.
Give employees an honest assessment of current business conditions but stress that you're going to confront them together. Focus on successes your company has had during the crisis and communicate stories about projects or client interactions that went well. Highlight the lessons you've learned and how you're going to leverage that knowledge in the future. Also, communicate with each employee that their work is important.
3: Offer flexibility.
In response to the pandemic, many employers have adopted or expanded flexible work arrangements, such as telework, staggered shifts, compressed workweeks, and flextime (early arrival or departure). Given the unique circumstances of COVID-19, employers have also had to make telework policies more flexible. For instance, these policies sometimes prohibit employees from taking care of a child or elder during work hours. However, if employees are working from home due to community spread of the virus, children may be home from school with no backup care available. Consider altering deadlines or allowing employees to schedule their work around their child or elder care needs.
📖 Here is an interesting reading to complement this podcast on the Steps To Motivate Your Employees https://www.bessern.co/post/10-easy-steps-to-motivate-your-employees-in-2022 🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Today, the secret to have a successful career is not only about efficiently manage your direct reports, but also successfully managing up the hierarchy (often your boss). Employees should not fear their managers, but instead build a trusting relationship with them. This "trust building" process needs to be done progressively so that your boss can stop micro-managing and instead empowering you.
Stay calm even when everything around you is in a state of chaos. When everything is falling apart and breaking down, the last thing you want to do is lose your cool. It is easy to be great when things are calm but if you truly want to stand out, the smart thing is to learn to be calm in the chaos.
Be a problem solver, not a problem creator. Problems will always be with us, but sometimes the easiest way to solve a problem is to first stop participating in it. A good problem solver is someone who doesn't create drama or adds to the crisis. Work to never bring a problem to your boss without at least one good strategy for dealing with it. At the heart of great leadership and successful management is being the best problem-solver you can be.
Be a consistently positive force. Discipline yourself to seek the positive in every situation. Think, speak, and act with positivity. When everyone else is complaining about an unreasonable restriction, find the work-around. It makes you a valuable team member and sets you apart.
In short, treat your relationship with your boss as you would any other important relationship in your life. Invest time, energy, and creativity into making them happy, show your best self as much as possible, and create the habits in yourself that cultivate trust.
📖 Here is an interesting reading to complement this podcast on Understanding your emotions https://www.bessern.co/post/are-you-an-emotion-scientist 🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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In a recent KPMG research, CEOs claim that the lack of talent readiness in times of uncertainty is one the biggest risks to business growth. The COVID crisis has made it more evident that most leaders were not prepared to deal with the situation – specifically from the human side.
Through the pandemic:
- CEOs believe that purpose is more relevant than ever.
- Employees have started reconsidering their current career vs. more fulfilling paths
- Corporate cultures have been shaken as they were not adapted to the needs of an organization in a turmoil of uncertainty.
In this episode of Learn With Bessern, we will deconstruct the changes in attitudes and beliefs of individuals and organizations during COVID and assess the options to thrive and generate optimal performance in this new world.
This episode is co-hosted by:
Nada Rashed The HR Director for OneHealth (affiliate of AXA Group). Nada is an outstanding professional with more than 15 years of experience in market research and human resources in companies such as Nielsen, Heineken, Orange Business Services, British American Tobacco and Philip Morris. Due to her great belief in people and the power of human minds, She has also been working in the alternative medicine field for the past 17 years. She has helped several companies with their ongoing corporate transformation - developing tools and strategies that are people centric.
📖 Here is an interesting reading to complement this podcast on Giving Importance to Individual Purpose of Employees! https://www.bessern.co/post/giving-importance-to-individual-purpose-of-employees
🎙️ This episode is produced by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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What is Emotional Intelligence? Emotional intelligence is most often defined as the ability to perceive, use, understand, manage, and handle emotions. Emotional Intelligence has always been an important factor in determining an employee’s mental well-being and their efficiency to work.
The way we communicate is one of the determiners of a person’s EQ but in a world affected by covid-19 and remote work becoming the best way to ensure the safety of all, communicating through electronic medium and the loss of physical touch to teams, can EQ help employees to still be effective at work?
🌟 Can Emotional Intelligence help employees in coming up with new culture at the workplace? Well, all the answer to these questions will tend to change with different perspectives but is there an actual impact EQ can make?
This episode of Learn with Bessern is about putting forward a set of perspectives to these questions and help employees in understanding themselves better.
📖 Here is an interesting reading to complement this podcast on How Emotional Intelligence is shaping the future of leadership https://www.bessern.co/post/how-emotional-intelligence-is-shaping-the-future-of-leadership
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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During COVID times - one of the biggest catalyst for change in organizations has been the people behind Human Resources. But things have been piling up on the desks of HR: day to day processes, culture change at work, well-being of employees, digitalization projects, etc. Many agree that the department is the one having the biggest disruption during these times.
It is time to ask ourselves:
➡️ Who is taking care of HR when HR is taking care of others?
➡️ How can they have the mental resilience to cope with the tsunami of changes, the amount of work and make the department a key stakeholder in times of transformation?
During this podcast we cover:
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The HR shift in organizations: from guardian of processes to human empowerment
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The 3 top resources for HR in times of change: Resilience, Growth Mindset and Empathy
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The 3 top HR disruptions to embrace the future with confidence
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The strategic future of HR: Company Purpose, People Empowerment and culture game changer.
📖 Here is an interesting reading to complement this podcast on Giving Importance to Individual Purpose of Employees!
This episode is hosted by Fernanda Martinez, Elena Agaragimova and Ivan Palomino
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What is failure? Failure can be defined as the state or condition of not meeting a desirable or intended objective and may be viewed as the opposite of success. Whereas failure seems to be like a negative term, it brings out several positive impacts on an individual. Every person and organization who is successful today, has seen failure at some point of time in the past.
Failure shouldn’t be seen as an end to your efforts but an area you need to focus and work on.
Failure teaches us about the do’s and don’ts. Failure is just a steppingstone towards success. In fact, failure can be the best teacher one can ask for. So all we need is to stop failure from stopping us to pursue our goals but instead learn from their failures, turn it to our advantage and constantly keep trying no matter how many times we fail just like the famous saying by Richard Branson – Head and Founder of Virgin Group.
“Do not be embarrassed by your failures, learn from them and start again.”
📖 Here is an interesting reading to complement this podcast on Why people cannot Thrive without Psychological Safety
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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What is well-being? There are various criteria of wellbeing: mental, physical, emotional, career, social .etc. all of which are necessary for the fulfillment of needs of employees.
Organizational Wellbeing is driven by acting on our human needs (Maslow):
☑️ Self-actualization –realization of a person’s potential
☑️ Esteem –approval, respect, and recognition
☑️ Belonging –acceptance, affiliation, and affection
☑️ Safety –security, stability, and freedom from fear
☑️ Physiological needs –food, shelter, and water.
These needs go well beyond the association of wellbeing with stress and burnout - that are the natural consequences or symptoms of inefficient support of these individual needs.
More importantly, employees need to feel happy and satisfied with their jobs if they want to make their mental health a priority because both are indirectly linked to each other.
📖 Here is an interesting reading to complement this podcast on The Origin of Burnout: Is it me or is it my work culture
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Everyone wants to be happy but most of us cannot answer to the simple question, why are we unhappy? Many people try doing things differently or believe certain things like landing a better, high paid job will make us happy, but it still does not. In this episode of Learn with Bessern, we will be talking about how happiness is affected through our perceptions, our behavior and our brain.
Our guest speaker Dr. Louise Lambert will help us uncover the truth from a scientific perspective on happiness and demystify common beliefs about what it is and what it is not. In general, happiness is understood as the positive emotions we have in regards to the pleasurable activities we take part in through our daily lives. Pleasure, comfort, gratitude, hope, and inspiration are examples of positive emotions that increase our happiness and move us to flourish.
About Dr. Louise Lambert: Based in Dubai, She is a Canadian registered psychologist who develops, delivers, and evaluates positive psychology & positive education intervention programs for organizations and schools across the GCC region. She has several peer-reviewed publications, some of which have been featured in recent RAND Corporation and World Happiness Reports (2019). Her research areas include culture and happiness, the development of character strengths for greater PISA scores and employment outcomes for youth, as well as the use of positive psychology for greater subjective wellbeing in the workplace. Since 2015, Dr. Louise has been the Editor of the Middle East Journal of Positive Psychology. She is also the author of the first regional textbook in positive psychology (Springer, 2019), and general psychology (Cambridge, 2018).
How to reach her out: at Happiness Matters or in LinkedIn
📖 Here is an interesting reading to complement this podcast on The financial impact of happiness in an organisation
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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How has 'coming back to the office' affected people after having worked from home for months? 🙋🏻 The varied preferences of people regarding working from home, at office, juggling between the two should be considered to ensure better work environments. The opportunity cost of not paying office rent and travel cost has put the efficiency of the workforce at stake by exhausting them through long hours on zoom. The risk of a new wave of anxiety and burnout in the workforce is high... and organization will have to develop flexible and creative processes for the new way of working.
Employers have to take into consideration the benefit of flexible working conditions and employees mental health and well-being.
Managers have to take into consideration the pros and cons of working from home as well as and create exclusive working conditions for employees to feel comfortable while working.
Follow the Learn With Bessern Podcast - we publish weekly episodes to help convert intentions into actions. 📖 Here is an interesting video to complement this podcast on New ways of working: The dos and don’ts to implement your organization strategy with Angelique Slob (an Organizational Sociologist, HR thought leader and founder of the international Think Tank Hello Monday Club
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Technology is accelerating the transformation of jobs: some will be inexistent in 5 years and new ones will be created. Beyond the skills that are more contextual to businesses: critical thinking, creativity, agility, continuous learning - human skills have come up to the ranking: the ones that are related to self-management such as mental capacity, stress management, resilience. These have become essential to thrive in a world where adapting to a continuously changing world is paramount to the survival of organizations and to make individuals fulfill their potential.
📖 Here is an interesting reading to complement this podcast on Lifelong Learning Skills You Should Build Today at Work
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Our impressive guest speaker in this episode is John Sanei - He is going to take us through ten things we can do to develop foresight from where we are.
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Understand the moment and prepare for life as you now know it to be.
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Focus your energy on what you want.
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Follow your curiosity and find your wisdom.
The unprecedented global crisis has been an opportunity to prepare ourselves for the collective future we want. Now is the time to invent new ways to add value to a world in desperate need of help. This may mean that we need to start again and reimagine our purpose. Who knows, we may well like the new story better.
About our guest: John Sanei (Sah-nay) is a Knowledge Mercenary who travels the globe to uncover the lessons needed to uplift communities and help humanity thrive. His unlimited fascination with the future has seen him become Africa’s first faculty member at Singularity University in San Francisco, a lecturer at Duke Corporate Education in Johannesburg, and a Partner Associate at the Copenhagen Institute of Future Studies in Denmark. Author of best-sellers such as FutureNext, What’s Your Moonshot?, Magnetiize and FOREsight, John is also the Co-founder and Chief Exponential Officer at Future Self Academy, an author-led, online platform that connectors the curious to leading thinkers. Despite this success, John still freely shares his passion and excitement through his signature videos – find him online and start upgrading your perspective.
This episode is hosted by Elena Agaragimova
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Awareness about the impact of stress at work has become one of the most important topic of discussions among corporations today. Despite campaigns and talks about its impact (physical, mental and financial); not enough progress has materialized. - The level of stress has skyrocketed comparing the pre-COVID period vs. today - Still today, many employees feel that it is not a good idea to voice over concerns on stress at work: half of employees fear negative consequences such as being denied a raise or promotion. If your company is not doing enough: speak up!
Start doing your own actions for you and others to pro-actively self-care: listen to some actionable points to take control of your levels of anxiety at work: Experiment what could work for you: mindfulness, setting boundaries, venting your stress, no-meeting day, going for a jog, meeting a friend, doing something new, anything that makes you feel good.
Final tip, get a process to manage your stress by practicing habit formation.
📖 Here is an interesting reading to complement this podcast on Understanding the root cause of of burnout at work
🏆 Do you want to learn about the Simply Human! Awards ✨ ? a platform to recognize HR professionals making an impact on Humans in their Organizations. Nominations are open!
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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It is not easy to compete in the modern marketplace. Standing out amongst growing competition, surviving salary cuts and tending with the forces of digitalization are critical challenges. Most professionals are aware that differentiation is key to survival, but very few are able to differentiate successfully in practice. In this webinar, we were joined by a guest speaker:
Samuel Salzer, who will discuss with us how do we actually create habits to help us build thriving organizations and foster mental well-being.
Some of the topics covered:
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What is the current situation of employees in corporate? What is in the CEO agenda or the organization?
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Working from home? Enhance productivity and wellbeing during crisis
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What are we doing right or wrong to deal with performance and wellbeing? - What can we learn from the way the brain works to increase chances of success?
About our Learn With Bessern Guest: Samuel Salzer is a leading behavioral strategist and habit expert, having worked with organizations across Europe, Australia, and North America. Among other things, he's one of the world's first Chief Behavioral Officer (CBO) in tech, and he specializes in applying insights from behavioral science and behavioral economics to build user-centered and habit-forming products and services. At the forefront of the emerging field of Behavioral Design, Samuel is a frequent keynote speaker, curates the popular newsletter Habit Weekly, and has co-authored “Nudging in practice - Helping organizations make it easy to do the right thing.” The book offers a comprehensive guide to organizations interested in understanding and systematically utilizing behavioral insights.
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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The world of work has seen a shift in different areas of work in recent years - from corporates caring about wellbeing at work, to remote work and challenges & opportunities that came along to how we, as leaders & organizations, see the future of the workplace in general. In this insightful conversation with Ben Eubanks - speaker, author, and researcher, specializing in the field of human resources and workforce of the future - we sit down to discuss lessons learned from the pandemic, how we can make the workplace more human, how technology can help us makes it more accessible and affordable for us to learn in organizations, as well as how micro learnings are leading the way when it comes to upskilling an organization.
About Ben Eubanks: He is a speaker, author, and researcher living in Huntsville, Alabama. Ben is the Chief Research Officer at Lighthouse Research & Advisory and the author of Artificial Intelligence for HR: Use AI to Build a Successful Workforce. His work has been featured in the New York Times, Business Insider, SHRM, HR Executive, and other influential outlets.
📖 Here is an interesting reading to complement this podcast on 4 cultural pillars for creating awesome organizations This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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In this episode of Learn with Bessern - we discuss on the value of creating trust and go beyond sympathy and assertiveness.
It is nice to be liked. It is our human nature to want to belong and be accepted. It would be awesome to be liked and respected as a leader, but more often than not this is not the case.
We hear this saying a lot - don’t be liked, be respected – but it has different meanings depending on the context. There are leaders who use it as an excuse to be just awful and rude. That is not the aim here. From our side, what it means is that sometimes you will have to do things that people might not like, but if you truly believe it is the best course of action then you cannot worry about being disliked as a result of the decision.
Being respected when you grow too fast can be challenging because your once colleagues are now reporting to you – that alone can cause friction and interpersonal conflicts. On top of that, if you are the type of leader who is looking to create change in an organization, you are going to make many people uncomfortable and surely you will not always be liked.
📖 Here is an interesting reading to complement this podcast on the Steps To Motivate Your Employees https://www.bessern.co/post/10-easy-steps-to-motivate-your-employees-in-2022 🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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One of the challenges corporations have experienced is that since individuals have increasingly joined online meetings, trainings and projects discussion - employees frequently have numerous interruptions and distractions, keeping them from being completely present and focused in their online interaction. In this episode of #LearnWithBessern, we talk about how organizations can facilitate seamless and effective online interactions. What do we take into consideration to do better online trainings?
📖 Here is an interesting reading to complement this podcast on How to design a affective remote training approach at work
🏆 Do you want to learn about the Simply Human! Awards ✨ ? a platform to recognize HR professionals making an impact on Humans in their Organizations. Nominations are open!
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Confidence is based on decisions and achievements that feed your passion and that cause you to feel cheerful and at ease with what your identity is. 🔎 Finding these elements of confidence is perhaps the most beneficial quest for you life.
🧠 Research shows that a regular practice of rituals and habits — like surrounding ourselves with people who believe in us, or celebrating even our smallest of wins — can help us feel more self-assured over time. It can also be helpful to build a toolbox of strategies to implement on the days where confidence-boosting doesn’t feel so intuitive.
We have to learn to embrace ourselves without comparing ourselves with others. We are unique and different in our own ways and when we stop comparing our self to other people we feel more confident. In return our self- esteem also rises.
Lastly, we must accept change around us and learn to adapt to it. If we do this at our own pace we will be at ease and feel more confident.
Here is a recommended interesting reading on How to start a Positive Self-Talk Habit
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Being a manager in times of uncertainty and massive changes in the way we work - It is a true challenge for newly appointed managers. The initial days are critical to define the culture you want to instill in your team as well as build relationships with them on a personal level.
The most important aspects to start working on are:
➡️ Build trust with the team
➡️ Understand the level of collaboration in the team
➡️ Collect the team's expectations
Accelerating the human connection from the start can give you an edge to create a thriving team. However to build this efforts must be taken from the very first day itself. Once team members feel like they re part of a team or family productivity and progress grow on a large scale.
Interesting reading on How Leaders can start Well-Being by example - showing actions not intentions
https://www.bessern.co/post/how-leaders-can-start-well-being-by-example-showing-actions-not-intentions
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Emotional intelligence comes up – over and over again across various future of work and skills reports - as a critical skill for leaders to possess in order to be successful in the workplace. While technology will continue to transform the way we work, skills such as emotional intelligence will never go out of style.
In this episode we focus on the growing areas of emotional intelligence such as Self-Awareness, Empathy, Connecting with others and developing Agility.
➡️ Here is an interesting reading on How Emotional Intelligence is shaping the future of leadership https://www.bessern.co/post/how-emotional-intelligence-is-shaping-the-future-of-leadership
This episode is hosted by Elena Agaragimova and Ivan Palomino.
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What are the most needed skills needed today at work? 🤔 In a world of constant change and accelerated reinvention due to COVID - we see new imperatives rising in organizations:
➡️ Continuous learning has become a new competitive advantage
➡️ The wellbeing of employees has supported their performance
➡️ Humans are extremely resilient despite uncertainty and setbacks during this crisis, we have proof that when the time is urgent and the mission is clear - we can do amazing things 👏 Preparing a bright future will depend on the choice of skills that organizations put on their priority list ✔️
Interesting reading on Lifelong Learning Skills You Should Build Today https://www.bessern.co/post/10-lifelong-learning-skills-you-should-build-today
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Follow us on:
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In this episode about Burnout at Work, we are answering some of the important questions:
What are the root causes of Burnout and how corporate culture can affect individual wellbeing?
How can corporate redesign their culture with actions that are impactful, meaningful and somehow effortless.
While many managers think they understand burnout, the reality is the concept is not so simple, and solutions are often complicated. While employees can feel burnout due to several work-related reasons—too much stress, ineffective communication, unreasonable workloads—there are plenty of other reasons employees might feel bogged down. If team leaders want to combat burnout effectively, they need to identify the root cause and help their employees address it. Sometimes burnout can be traced back to a lack of support—formal or informal.
Sometimes employees feel like they don’t have the tools necessary to do their jobs well, which can often be remedied with better training. There’s also burnout related to a lack of significance and function—employees feel like their jobs don’t matter, or they don’t understand how what they do fits into the big picture.
In order to avoid all of this it is very important for managers to build good relations with the employees and further take into consideration their mental well-being as well.
📖 Here is an interesting reading to complement this podcast on Understanding the root cause of of burnout at work
🏆 Do you want to learn about the Simply Human! Awards ✨ ? a platform to recognize HR professionals making an impact on Humans in their Organizations. Nominations are open!
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
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Do "SMART" goals work for everyone? What challenges do we face when setting goals based on the "SMART" method. How can we change the way we set your goals?
Taking into account uncertainty, motivation and need to continuously reinvent solutions in a VUCA world. In this episode we assess OKR (Objectives & Key Results) as a dynamic approach to get focus on solutions instead of being fixated in a number.
What makes more sense according to you managing a purpose or managing a specifc goal?
This episode is hosted by Elena Agaragimova and Ivan Palomino.
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- Linkedin https://www.linkedin.com/company/bessern
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Social distancing has affected our lives in many ways; especially our work lives. Most of us are still working remotely, working from home and online. We spend hours in front of our laptops with back to back online meetings because we can fit so much more in our days because meetings are just a few clicks away. This is taking a big mental toll on most of us:
- For some, producing social anxiety due to public speaking
- We get more tired as the cognitive load is much higher in video chats: in regular face-to-face interactions, nonverbal communication is quite natural and each of us naturally makes and interprets gestures and nonverbal cues subconsciously. But in video chats, we have to work harder to send and receive signals to our brain.
🚀 In this episode of the Learn with Bessern Podcast, we take a review on what we can do to easily recover after all theses back to back online sessions.
Here is our recommended article on Achieving Work-life balance & Make It A Productivity Booster:
https://www.bessern.co/post/5-actions-to-achieve-a-work-life-balance-take-it-from-a-nice-to-have-to-a-productivity-booster
This episode is hosted by Elena Agaragimova and Ivan Palomino.
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
🚀 Follow us on:
- Instagram https://www.instagram.com/bessern.co
- Linkedin https://www.linkedin.com/company/bessern
- Twitter https://twitter.com/BessernOfficial
- YouTube https://www.youtube.com/bessernofficial
Starting a wellbeing strategy at work is not a matter of cost, it is often a matter of eagerness to make it happen. Organizations have to start focusing on employees well-being and create opportunities for them to reveal their stress levels.
➡️ Encouraging new simple behaviors and reinventing a corporate culture having the employee' wellbeing at its core...
Some zero cost strategies that drive wellbeing impact on organizations: - Leadership walking the talk on wellbeing practices
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Focus on personal development: create opportunities for employees for work on passion projects that are not related to their day job
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Encourage discussions around mental health and create an environment where employees feel safe to share and discuss.
Make leadership the catalyst for vulnerable discussion - leaders should be role modeling the behaviors you want for the organization.
💁♂️ Some extra resources:
- Here is an interesting webinar with Elena Agaragimova and Ivan Palomino on Why mental wellbeing leads to productivity and creativity in a workplace? https://youtu.be/aea0AQ7fsrA
- Article on How Leaders can start Well-Being by example - showing actions not intentions https://www.bessern.co/post/how-leaders-can-start-well-being-by-example-showing-actions-not-intentions
The focus on employee well-being has accelerated since COVID. Corporations are taking steps to find someone accountable on employee well-being. What are the skills required for this role?
This role should bring Leadership & Expertise on creating an efficient practice environment, cultivating personal resilience, and developing an organizational culture that fosters engagement and professional fulfillment.
When we speak about upskilling in organizations, the most used tool is the traditional training – which means passing on knowledge with an intense agenda for 1 or 2 days. Can we challenge traditional learning when we know how the brain processes information and converts it into behaviors?
How do we make learning stick and be practiced? - Managing the attention windows: humans cannot provide attention for long periods of time
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People need time to generate their own insights
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Generating positive emotions helps anchor learning into the long term memory
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Spacing sessions helps learning stick
The Learn with Bessern Podcast is co-hosted by Elena Agaragimova and Ivan Palomino