Humans Not Resources

Best-Self Management has ended, but don't worry because your friends at 15Five have launched a whole new podcast! HR Superstars honors you, the brave 21st century HR leader, by highlighting stories from the frontlines of People Ops. Never miss an episode of HR Superstars by visiting 15five.com/podcast! On HR Superstars delve deeply into all of the many aspects of what it takes to help companies win by becoming a strategic business partner to the rest of the leadership team. Each episode showcases conversations with HR leaders from some of the world’s largest, successful, and innovative organizations. Listen to topics like empowering managers to adopt a growth mindset and practice strengths-based leadership, how to have difficult conversations that balance the business performance needs with a high degree of care for people, and how to actually make diversity, equity, and inclusion a part of your cultural DNA instead of just lip service and a PR play. When your culture gets toxic, management is failing, and performance suffers, it falls to you in HR to address these issues. We’re here to help you to do what matters most—develop your workforce, create a strong employer brand, and become the respected strategic business partner you already are.  You can find us, wherever you listen to podcasts. Let’s do this superstar! Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Never underestimate the power of a network. Where we each sit in the web of people around us influences almost everything. As today’s guest explains, recognizing the patterns that exist within networks and consciously building them is the key to positively changing patterns as individuals and within organizations.   In This Episode: The COVID pandemic’s impact on relationships [1:30] Why we should care about strategic networks [3:47] Shaping networks for creativity within organizations [8:00] How leaders can help people build more beneficial strategic networks [12:48] The challenges of building relationships and networks in the world of remote work [17:15] Methods for fast-tracking relationships [25:00] How to be more present with our digital interactions [26:43] Creating connections at an organizational level [31:45]   About Marissa King Marissa King is a professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, King has studied how people's social networks evolve, what they look like, and why that's significant. Her most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. King's research has been featured in outlets such as The New York Times, The Wall Street Journal, The Washington Post, The Atlantic, and on National Public Radio.   What Networks Look Like Today As an expert in networks, King explains how they are changing in the midst of the current pandemic. As is the case in many crises, people’s networks tend to shrink as they look closer for support. This will likely have long-lasting effects and we shouldn’t expect the pre-pandemic networks and relationships to fall back into place when this is all over.  This is important to keep in mind since everyone’s network has a profound effect on them. From health, both physical and mental, to job performance, the web of people we interact with is one of the largest influencers.   Networking for Creativity's Sake When we continually interact within the same circle, creativity stagnates. Seeking out new voices and diversity to bring within your network and to reach out to naturally leads to new ideas and innovation. Since everyone has an existing network, organizations should consider the value of these when bringing in new people.  As the very nature of many networks has been shaken by the pandemic we need to rethink many aspects of interpersonal interaction. King urges us to focus on having a few deep connections instead of many surface-level ones. It’s not the size of the network that matters. Rather, it’s the quality of the bonds between people that will see us through these tough times.   Quotes:  “Often when people are thinking about their network they’re thinking about who can I get to know. A much better way of thinking about it is where I should be going.” [6:49]   “Having these shared peak experiences where you get together and hotwire relationships - that you’re doing something with a shared mission or a shared purpose - really can invigorate relationships in a way that will carry you for far longer than you would have imagined.” [21:56] “It’s extraordinarily rare for someone to be listened to and just given the space to be. Allowing that quality to infuse your interactions really can allow a strength of connection that otherwise is impossible.” [25:34]   Key Takeaways: It takes intentional effort to break out of our natural networks and seek out change. When we are more reflective about who we interact with and the connections we create, more creativity and innovation will follow.   Links & Resources: Find Marissa King online Social Chemistry by Marissa King Assess Your Network 15Five’s Best-Self Academy “Getting Closer at the Company Party”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Toughness is often considered an essential ingredient in success. Sacrificing our humanity in the name of results is part of how many organizations do business. This dangerous approach ignores the central part of an organization: its people. Today’s guest works to bring the human element back to the workplace so that we can succeed with empathy and kindness.    In this episode:  Quickly adapting to the changes of 2020 [1:58] A new approach to leadership development and empathy [10:05] The role of kindness in creating high-performance [13:40] How convergence builds great cultures [17:32] Fostering values and competencies to create results [21:11] The new responsibility of supporting mental and emotional wellbeing in the workplace [26:30] Important questions leaders should ask their team [37:50]   About David Hanrahan As Chief Human Resources Officer of Eventbrite, David Hanrahan leads the global human resources team and plays a key role in leading organizational culture initiatives. David’s career has spanned more than 18 years building strong HR teams and fostering a collaborative team culture across global organizations such as Niantic, Zendesk, Twitter, Electronic Arts, and Universal Pictures.   Adapting in a Crisis David recounts how, shortly after he joined Eventbrite, the whole company had to restructure due to the pandemic. In a company built on live events, David has had to be very creative. There’s nothing like a crisis to bring out creativity. David describes some of the new ways in which he keeps his team engaged as they redefine what a live event is in 2020.   An Empathetic Approach To Leadership As we all struggle, David explains how leaders can best manage by leading with empathy and kindness. One thing many organizations are embracing is employee flexibility. Giving your people choice in how they can best do their work reinforces their value. Leadership development is also more important than ever. When few things are predictable these days, so much rests on leadership. David explains how building one’s capacity for empathy leads to more trust and stronger leadership overall. It also gives leaders the power to address the mental health issues that may be affecting their team members. Taken altogether, this leads to a more productive and satisfied team of people.   Quotes: “In this pandemic and this human organization that we’re going to try to build, this is going to rest on leadership.... We need all of our leaders to be fostering the experience that we want.” [10:38] “If we have more impact and less activity - activity for fewer things and do them better - then that is a ticket for us to be a better team. It’s a ticket for me to actually have more control in my life.” [17:13] “I think mental health has a stigma. The more that leaders talk about this openly and have forums, then you see that it becomes normal. It’s okay to not be okay is something we talk about.” [27:01]   Key Takeaways: Productivity and results actually increase with more employee flexibility. Allowing your people to make more choices is empowering and leads to better use of time and resources. Leaders have the responsibility to support mental health in the workplace. Providing resources for help, normalizing struggles, and addressing issues in a compassionate way will lead to higher performance and satisfaction.   Links & Resources Follow David Hanrahan on Linkedin “The Culture Factor” - Harvard Business Review   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Human Resources gets a bad rap. While there’s certainly a lot wrong in the world of HR, it still has an important role to serve. It helps us operate as a more effective organization, but only when done properly. As more information becomes available, business leaders have the responsibility to help those in HR think more clearly and be more effective.   In this episode:  The actual source of employee engagement [5:03] The new and changing conditions of engagement during this unpredictable year [13:33] The distinction between checking-in and checking-on [20:32] Tips for cultivating relational mastery [24:11] Why not everyone can be a leader [33:30]   About Scott Miller Entering his twenty-fourth year with FranklinCovey, Scott Miller serves as the executive vice president of Thought Leadership. He is the host of On Leadership With Scott Miller, a weekly webcast, podcast, and newsletter that features interviews with renowned business titans, authors, and thought leaders.  Scott leads the strategy, development, and publication of FranklinCovey’s bestselling books and thought leadership and is the author of Management Mess to Leadership Success: 30 Challenges to Become the Leader You Would Follow, and co-author of The Wall Street Journal bestseller, Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team.   The Myth of the Engagement Creator In this episode, Scott busts the three biggest myths that HR holds. First off, there is a belief that it is the leaders who create engagement. Leaders can only create the conditions for engagement. It is up to the individual to choose how they engage. A leader can foster high-engagement by creating an environment where their people feel safe, heard, and supported.   How a Great Culture is Born in Relationships Scott also explains that the idea that people are an organization’s greatest asset simply isn’t true. Instead, it’s the relationships between those people. That’s what creates a company culture. By cultivating relational mastery, people work better together and achieve more for themselves and the organization.  Building a culture of quality relationships takes a lot of work and self-awareness. Scott’s first tip is to always clearly state your intent when communicating with your people. This reduces misunderstandings while building trust. Finally, Scott lays down why not everyone can be a leader. There are competencies that are perfect for sales, for instance but are disastrous when it comes to leading others. The best leaders are ones who take the most delight in the success of others. Identifying these people and making them leaders can only make an organization stronger.   Quotes: “Leaders do not create engagement. I cannot make you engage. What I can do, however, is create the conditions, the culture, the environment, the setting. Leaders create the conditions for others to choose their own level of engagement.” [4:41] “Your job is to build relationships. Your job is to build trust, to model trust. Your job is to build a culture where it’s safe to tell the truth, where it’s safe to make mistakes, where it’s safe to admit your fears and your insecurities, where vulnerability is a strength, not a weakness. That’s a powerful culture.” [21:02] “I think the power is shifting from organizations to people. It’s the nimble agile leader who understands… the power is in the people.” [39:40]   Key Takeaways: An effective leader does not have to be the smartest person in the room (in fact, they shouldn't be). Instead, they need to create the conditions in which others can safely and confidently come up with and share great ideas. Cultivating this type of environment and culture takes both confidence and humility.   Links & Resources Follow Scott Miller on Linkedin On Leadership With Scott Miller Management Mess to Leadership Success Everyone Deserves a Great Manager How Will You Measure Your Life   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Having ideals in your organization is one thing. However, putting these complex systems into practice is something else entirely. A modern dynamic business should constantly be pushing the limits about how it creates and executes systems and structures that elicit high-performance and high-engagement.   In this episode: FInding motivation to build and support a company that provides amazing experiences for its people  The four most important ingredients of performance management Why it’s worth investing in performance management  Creating a place for love and joy at work  Creating behaviors that align with your organization’s values Where responsibility lies for performance  How 15five developed its own people and performance management systems  The steps to implementing systems of high performance  Products and tactics that any organization can use to build essential competencies  How managers help their people align competencies with values The key elements of effectively using performance metrics   About Jennie Yang and Heidi Collins Jennie Yang is a strategic and operational consulting leader with over 11 years of experience designing business strategies and driving organizational transformations for Fortune 500 companies, startups, and scale-ups. Currently, she is Director of Talent Transformation at 15Five and is also a leadership coach and facilitator who helps unlock the potential of individuals, teams, and organizations. Heidi Collins is VP of People Operations at 15Five. Her mission is to create more human-centric workplaces with an ecosystem that celebrates diverse perspectives and backgrounds, provides high levels of vulnerability, empathy, trust and personal responsibility, clarity of expectations and purpose, holistic structure and tools, and self-reflective leaders who embrace accountability.   A New Approach to Encouraging Excellent Performance Today, we get into how 15Five is changing the way organizations approach performance management. This means putting people and performance management front and center. The chief ingredients of this can be boiled down to clear core values, an accountability structure, motivational systems, and continuing training and education. When this is thoughtfully done to build on previous building blocks, high engagement and performance will naturally follow. Since work is where we spend most of our time, it’s crucial that it becomes a joyous place. It should be a time that energizes us, not leaves us feeling drained. By helping your people discover and harness their unique potential, joy will naturally follow. This should be the ultimate goal of people management.   Putting It All Into Place Even as a performance management company, it has been hard creating and implementing the standards of excellence for ourselves that we strive for. We have come to understand that there will be daily struggles and setbacks. However, all that can lead to greater achievements in the end. The company can make this happen by being there to give supportive feedback and encouragement without judgment. That’s why an integral part of what we do at 15Five is to train managers to deliver truth with kindness. Developing competencies that align with your organization’s mission will not only aid the company but its people too. Competencies can involve many things, from values to interpersonal relationships. Actually measuring these competencies and fostering their development is a large part of what we do.   Quotes: “A lot of us spend more time in our work environment, with our colleagues,  working on projects at work, for the benefit of our companies, than we do in our personal lives with our families. Why not make it great? Why not make that an amazing experience?”  “We want to normalize the experience of love at work. Love should be part of work.”  “If you are the type of person who truly owns your role - you are an owner of your results - you will make it happen, even if you have the worst manager in the world or a company that doesn’t provide support or structure. I believe that you can go create it for yourself. ” “If you want high-performance and high-engagement in your organization, it’s a simple framework but it takes a lot of time, effort, and energy…. The ROI on that investment will surprise you. It will absolutely pay off.”   Key Takeaways: Performance Management can be revolutionized by the adoption of Core values that are central to the company’s mission and operation An accountability structure that makes clear everyone’s role Systems to motivate your people to be highly-engaged Educational programs to help everyone develop new skills   Links & Resources Josh Bersin Academy  The Conscious Leadership Group Reality-Based Leadership   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Right now, much of the business world is racing to figure out how to do remote work. This likely wasn’t a change they anticipated. However, there are some companies that have already been doing it for years and have valuable lessons to teach.   In this episode: What companies transitioning to remote work can learn from those that already do it [2:14] How the freedoms of remote work lead to more satisfaction [8:30] Addressing the needs and wants of employees who prefer a traditional office [14:10] How managers can take care of their remote team [16:15] How 2020 has changed the role of human resources [23:00] Ways to successfully blend remote and in-person work [31:20] The benefits of increased transparency [34:35]   About Lori McLeese Lori is Automattic’s Global Head of Human Resources. She and her team focus on making Automattic the best place Automatticians have ever worked. One aspect of this is building community in a distributed environment. She joined Automattic in 2010, when there were about 50 Automatticians worldwide, and is grateful to have learned so much in the ten years and 1,200 hires since. She lives in the mountains of Asheville, NC.   Taking Advantage of a Remote Model Although it may not be everyone’s preferred model, there are many benefits to a remote workforce. One that Lori is quick to point out is the ability to collaborate with talent from around the world. In fact, by giving people the choice to live where they want while still working for your company, a culture of appreciation develops. Overall, when you grant people the trust to work in the environment of their choosing, creativity and personal-responsibility will naturally increase.   New Paradigms and Responsibilities This year has presented countless challenges. Even though her company was already fully-remote, people are facing all sorts of hurdles to surmount. One positive is that more companies are starting to realize that they play a role in caring for the mental and emotional wellbeing of their people. This comes in many forms, such as including more mental health services in benefits packages and tweaking community-building rituals. Taking these and other actions will maintain the support and camaraderie that is the lifeblood of any functioning organization.   Quotes: “We don’t view [team leads] as a promotion. We view it as a developmental opportunity.” [17:08] “When you get to be a large organization, it’s nice to have a small cohort that are really your people.” [22:24] “When you have 1,300 people, there’s not a one-size-fits-all. What works for one person isn’t going to be appreciated by others. But we’re still trying.” [24:44]   Links & Resources Automattic Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Often, in the game of business, results are the points by which everything is measured. Success relies on extraordinary results. But that doesn’t mean your personal values should ever be sacrificed to meet these goals. Today’s guest is an expert at taking a nuanced and informed perspective and applying it so that both professional and personal values are honored in the workplace.   In This Episode What the conscious leadership model is in practice [2:10] Realizing the importance of our actions through a cosmic lens [6:40] Where to find inspiration for building intrinsic motivation [12:02] Avoiding a culture of entitlement in your company [15:25] Pausing and reflecting on our natural impulses in the workplace [21:00] How to build emotional competence based on cooperation [26:55] The role of ritual inside a company culture [35:17]   About Matt MacInnis Matt is Chief Operating Officer at Rippling where he oversees business operations. From 2009 to 2018, he was the co-founder and CEO of Inkling, a mobile learning platform that provides on-the-job training for companies including MacDonald’s and Whole Foods. Inkling was named one of Fast Company’s most innovative companies and raised over $100 million in funding before being acquired in 2018. Before Inkling, Matt spent eight years at Apple, growing the use of its products in education and the sciences. He holds an Electrical and Computer Engineering degree from Harvard.   Building a Conscious Business At 15Five, we are big followers of conscious business. The work we do shapes our lives and experience. That’s why work can be the place where we become our best selves. Intentionally building a company where someone can become a happier, healthier, more fulfilled and competent version of themself is not only possible, but a necessary element.   Finding Cosmic Inspiration to Value Human Performance Being a conscious business means taking a one hundred thousand light-year view of everything. When you view yourself as just a speck of dust in the universe, it’s easy to become nihilistic. That’s not the point. Instead, the cosmos is a place for inspiration. Building a company that’s informed and inspired by the wonder and awe of life, we can raise the bar on what performance actually is.  This creates an environment in which emotions are valued and respected. Too often, we are taught to repress the way we really feel. Emotion is our intuition. When we are allowed to consciously feel our feelings and analyze them, we’ll become more informed and resilient.   Quotes “You go to work every day as a means by which to express your values. In other words, work is not a means to an end.” [5:32] “Do you think that LeBron James takes his work less seriously because he understands that it’s a game? Of course not. The game is his game and the game of business is my game.” [14:37] “Do not confuse the things that you wish were true with the things that are because nothing you say is going to change the not true things into true things.” [42:22]   Key Takeaways 1. Emotional competence is a strength at work. Intentionally building it into a company culture involves holding ourselves and others accountable while still offering needed support. This can be fostered through the use of ritual in the workplace. 2. Kindness has a place even in the most high-stakes business settings. You can be direct, candid, and demanding while still being kind and caring for your people.   Links & Resources Rippling Conscious Business by Fred Kofman The Conscious Leadership Group The Big Picture by Sean Carroll   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

In the workplace, personal hopes and dreams might not align with outside expectations. Many of us erect a wall between our work life and our personal life. As a result, we miss out on the possibility to form deeper interpersonal connections. Today’s guest has made it his mission to help bridge these gaps with people before they’ve even entered the workforce.   In This Episode How the psychological masks that we all wear hold us back [2:18] Creating a dynamic in companies and schools that align with their people’s hopes, dreams, and goals [6:10] Why companies need to create a culture that encourages vulnerability [8:55] What happens when an organization creates a culture of psychological safety [13:03] Creating an atmosphere of trust and openness [22:40] Tips and techniques for creating a better culture [29:06] Creating environments of safety while accounting for racial disparities [36:43] Recognizing the barriers that hold you back [47:30]   About Ashanti Branch Ashanti Branch works to change how young men of color interact with their education and how their schools interact with them. Raised in Oakland by his single mother on welfare, Ashanti left the inner-city to study civil engineering at Cal Poly, San Luis Obispo. As a high school math teacher, he started the Ever Forward Club to provide support for African American and Latino males who were not achieving their potential.   The Dangers of Masks Ashanti has seen the dangers of wearing (metaphorical) masks in school and the workplace. When people put up these barriers it hides who they really are. As a result, it becomes harder to achieve the goals we are really after. That’s where company culture comes in. By encouraging their people to remove their psychological masks, work can become a place of life affirming joy and creativity.   Overcoming Fear and Welcoming Vulnerability It’s important to recognize that the whole notion of wearing psychological masks derives from an illusion of safety. When people are able to overcome fear, they can be vulnerable in front of others. We, along with Ashanti, have found that this vulnerability leads to honesty. When people are honest and able to take risks because of it, stronger relationships develop.   Food for Thought Is there a place or time where you’re comfortable removing your psychological masks? And as Ashanti asks, how have you been complicit in the reality you don’t want to see?   Quotes “If at home no one sees how brilliant you are, at school your grades don’t show how brilliant you are, but you got some talents inside of you, then you could be walking through the world believing that you don’t matter.” [5:26] “Oftentimes we miss out on deep connections because people are either afraid - there’s no psychological safety to talk about it - or they feel like no one would even care.” [8:21] “When people feel like they’re cared about - you care about them more than just as a cog in the organization, but as a person - I think they appreciate it.” [33:57]   Key Takeaways 1. It takes effort and time to build a culture of trust. Yet, when an organization intentionally presents vulnerability as a strength, people will be their true and authentic selves. This naturally leads to a culture in which people feel safe and cared for.  2. A lack of honesty is usually rooted in fear. This not only hurts productivity, but it also prevents necessary relationships from forming. That’s why it’s crucial that there should never be negative consequences for telling the truth.   Links & Resources Find Ashanti Branch online Follow Ashanti on Linkedin | Instagram | Twitter | Facebook    Ever Forward Club Follow Ever Forward Club on Instagram | Twitter | Facebook   100kMasks The Masks We All Wear  “The Mask You Live In” Reboot by Jerry Colonna   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

There are so many voices that are not represented throughout society. Be it in business or entertainment, many black people find it hard to be heard. This only deepens the psychological wounds of racism. As business leaders, we have a role in addressing this. Our guest today is on a mission to rectify this through spreading the message of personal empowerment.   About Joseph McClendon III Joseph McClendon III is one of the most sought-after Ultimate Performance Specialists in the industry. His unique brand of “tell, show, do” teaching and coaching creates rapid personal change that effectively moves people to take more consistent action to go further faster with their personal and business achievements. Joseph is a best-selling author and has delivered hundreds of workshops, coaching sessions, keynote addresses, seminars and training programs, and one-on-one therapeutic interventions. He has presented to well over 3 million people around the globe.   Sharing the Message of Personal Empowerment Often, just hearing the message that you have the power within you to be empowered is enough to get started. Joseph speaks to the need to address this inner power we all have. Often, the key to unlocking it is as simple as hearing someone else recognize it. As business leaders, we also have the potential to foster personal growth. Joseph has some advice for us. In order for employees to realize that they can change and get the support they need for it, employers need to take action. Your people need the opportunity to feel good about themselves. Asking them deep questions about their goals does this. Supporting this with reassurance and processes will lead to happier and more productive people.   In This Episode Recognizing your potential amidst adversity [1:25] The psychological toll that racial marginalization causes [4:55] Thoughts about the current trajectory in racial progress [13:00] Discovering your capabilities of growth and learning [15:35] How company leaders can create environments to support personal change [17:49] The power of words to influence people [26:26] Overcoming distrust in a business environment [30:00] 3 steps to move from a state of survival to one of thriving [37:50]   Quotes “Recognize that you got dealt this hand and it is the greatest hand you’re ever going to get, so love it.” [1:32] “The whole point is the happy employee. A happy employee or employer is going to be more apt to do better because they feel better.” [24:07] “Any pain is a signal for you to snap the hell out of it. Stand up, shake yourself off.” [41:33]   Key Takeaways 1. There are constant lessons, both subtle and overt, that black Americans are taught about their worth. By being underrepresented, self-esteem in minority communities suffers. However, sometimes just being reminded of the worthiness that all people have is enough to begin making meaningful personal changes. 2. Building and maintaining trust in the workplace requires constant effort. It can be as simple as letting your people know that you are there to support them. Ask them questions about their goals and desires and work to support those on a regular basis.   Links & Resources Find Joseph McClendon III online Follow Joseph on Facebook | Instagram   Unlimited Power: A Black Choice by Tony Robbins & Joseph McClendon III Awesome Sauce by Joseph McClendon III Think and Grow Rich by Napoleon Hill   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

The year 2020 has dramatically shifted the role of people leaders in business. COVID and the racial justice movement has rightly forced managers to take a hard look at their organization’s priorities. This is a time when human nature itself is being put back at the center of companies. As we consider the importance of how people feel while at work, good leaders are recognizing the opportunities to improve company culture.   About Kristina Johnson As the Chief People Officer at Okta. Kristina Johnson leads the organization’s global people function. She is responsible for the company’s human capital management strategy and oversees talent acquisition, talent development, total rewards, and engagement programs. Kristina brings more than 20 years of human resources experience to Okta and has worked across a variety of industries, including technology, software, consulting, and engineering, ranging from start-ups to large multi-national established businesses. She is an experienced leader of global teams and adept at driving change management across diverse regions.   Bringing the Human Element Back to Work Despite the massive tragedy it has brought, the global COVID pandemic has had a positive side-effect. It has accelerated the role of remote work and forced many organizations to rethink how they promote efficiency. It has also reemphasized the human element of work. With managers focused on how to support the emotional aspect of work, old paradigms are being re-imagined.   The New Dynamic Workplace Kristina explains how her company is embracing the new dynamics of the workplace. This involves recognizing that we are all complex humans and work styles should reflect this. Going beyond simply allowing remote work, companies can give their people a huge range of choices to support them. By providing flexibility around this, organizations can better support their people and see a huge return in productivity.   In This Episode How COVID and racial justice awareness has shifted the priorities of leaders in business [0:57] Teaching empathy in the workplace [3:00] Balancing the needs of remote work with the desire to return to a physical workplace [4:30] The difference between dynamic work and remote work [7:35] The role of the post-COVID office [10:52] Managing communication and getting accurate feedback in a virtual workplace [14:54] Recognizing the opportunities that come with crisis [20:50] How to incentivize employees not to overwork themselves [25:50] Creating environments to support extraordinary managers [30:48] How to measure engagement in a meaningful way [37:28]   Quotes “As tragic as the global pandemic and racial injustice has been - and you can’t ignore that - there have been positive side-effects.” [2:25] “People are multifaceted. Everyone works differently. People like to be managed differently. People are productive at different times. If we can get out of people’s way and let them work, they would get so much done.” [10:35] “Now more than ever, we need to invest in managers because they’re the first line of defense in making sure the employees are taken care of.” [31:49] “If we’re going to have a culture of builders and owners, we need to empower our employees.” [32:39]   Key Takeaways 1. Recent events have shifted the role of people managers. They now play a crucial role in supporting the workforce at an emotional level. Teaching and supporting empathy is a large part of this.  2. Dynamic work goes beyond remote work. With dynamic work, leaders can provide true choices to their employees. Investing in employees through access to stipends supports them in numerous ways. Also, without the geographic constraints of a physical workplace, the talent pool has never been wider.   Links & Resources Okta   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

No one is immune to burnout. It affects even the most passionate and resilient people. The mental and emotional exhaustion of burnout can slowly chip away at anyone’s fortitude. That’s why, especially in times like these, organizations need to support their people and bolster their resiliency however they can.   About Dr. Jacinta Jiménez Dr. Jacinta Jiménez (Dr. J) is an award-winning  Board-Certified Executive Leadership Coach with a 15-plus year career dedicated to the betterment of leaders. She’s worked with leaders in top organizations in Silicon Valley and throughout the world. A graduate of Stanford University, Dr. J is a sought after expert in bridging the fields of psychology and leadership. As the former Global Head of Coaching at BetterUp, she developed ground-breaking science-backed coaching approaches for helping today’s top organizations, while also leading a global community of 1500+ international Leadership Coaches in over 58 countries.   Balancing Agility with Resiliency As the difficulties of the current year play out, the dual qualities of agility and resilience come up time and again. Certainly, it is important to lean into agility during unpredictable times. We need to shift as the ground beneath us changes. Yet, to do this at the expense of supporting the protective factors of resilience, causes burnout to become a serious risk.   Making The Shift Towards More Resiliency We’re all being tested by difficulties, particularly uncertainty. Dr. J recommends combating this by focusing on what remains in our control. Staying grounded while the world around us spins seemingly out of control is easier said than done. The fix is not trying to control the outside world. Rather, it’s focusing on what we still have power over - our words, attitudes, and mindset. When we push purely for productivity, we end up damaging ourselves and the people we rely on. We need to make the cultural mindset shift that it’s okay to rest. Nobody can hustle nonstop. Ultimately rest and recovery are needed to fuel the productivity that we seek.   In This Episode The important distinction between agility and resilience [1:25] The three symptoms of burnout [3:58] How companies and organizations can support resiliency in difficult times [7:24] The payoffs of leveraging the art of leisure [10:10] Managing stress before it develops into burnout [14:42] How organizations can encourage their people to balance agility with resilience [18:25] Questions that team leaders should be asking their people [22:15] Encouraging people resistant to accepting the need for leisure [26:58]   Quotes “Now, more than ever, we need to make sure that we’re putting more into our resilience piggy-banks.” [3:23] “We’re entering into this new world of work and life, but a lot of us are still hanging on to outdated formulas of what it takes to be resilient and successful over the long-haul.” [7:53] “Stress is not bad. Stress is good in small doses. It stimulates growth. We need stress. But you can’t have chronic stress without recovery.” [11:18] “The most important asset you have to make an impact on this world is you. If you fail to invest in yourself, you run the risk of damaging the very tool you need to make the impact.” [15:15] “What burnout comes from is when the requirements of our work mismatch with our capacities as a human.” [25:59]   Key Takeaways Nobody is immune to burnout. Simply trying to avoid it can actually cause it. There are tools to strengthen resiliency in the workplace that will lead to more productivity in the end. A central part of this is leveraging leisure, something that managers should encourage.   Links & Resources Find Dr. Jacinta Jiménez online The Burnout Fix   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin  

What does company culture have to do with business results? At 15five, we see an incredibly strong link between the two. So does today’s guest who has used culture and values to build a pool of enthusiastic employees who are motivated to do their best work every day.   About Steve Zahm Steve Zahm is the president and Chief Culture Officer of Procore where he’s responsible for human resources, learning, development, and facilities and real estate. Steve is focused on the creation and scaling of positive workplace culture as a sustainable competitive advantage for achieving superior business results.   Why Culture is a Strategic Advantage for Business As the Chief Culture Officer, Steve works to make his company’s culture one of its greatest assets. He sees an undeniable connection between the culture of a company and its success. Good workplace culture pays back in so many ways. It attracts the best and most enthusiastic talent. When a company has a positive culture, employees are easier to attract, maintain high levels of engagement, and create a competitive advantage.   Putting Your Values Into Action Stating your values isn’t enough. You need to take deliberate action to ensure that your stated values prosper within your company. You have to hire and fire according to your values. When managing your employees, put the language of your workplace culture front and center. Ultimately, training in accordance with your values ensures that everyone knows how to do their best work in alignment with the company’s vision. When your workplace culture is able to do this, your people will become strong advocates of your values. This naturally leads to a strengthening of these values into something larger than the founders could have done on their own.   In This Episode The role and value of Chief Culture Officers [0:50] Signs that your culture is working [7:23] The attributes of a positive culture [9:18] Intentionally setting up company values to be acted upon [13:08] The dangers of not operating according to your stated values [20:08] How founders impart their personal values to their company [21:50 How workplace culture can evolve for the better as a company scales up [27:07] The power of strong workplace culture to respond to crisis [28:56] Practical steps to creating an inclusive work environment [33:33]   Quotes “People don’t realize that businesses invest in culture because culture improves the business.” [1:56] “With culture, not only do you have to speak the language, you have to do the language. You have to do things that are in accordance with your values.” [21:07] “A crisis is a horrible time to find out what your values are as a company. It’s a great time to have your values as a company.” [30:06] “One of the goals to enable the success of the business has to be letting my people do their best work. Every single day I should be pushing to get every employee that can into that state of flow.” [36:30]   Key Takeaways 1. Having a clear company vision will lead to a more engaged and motivated workforce. 2. A strong company culture will differentiate your company and make it more robust when there is a crisis.   Links & Resources Find Steve Zahm online at Procore Check out Procore’s free courses Learn about Procore’s social impact work   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Links & Resources    

Meaningful organizational change comes when we focus on what’s right with people rather than what’s wrong. This means understanding that not everyone thinks and operates the way that you do. When we appreciate these differences, we see them as assets that create stronger leaders, teams, and organizations. Darren Virassammy is a TEDx speaker and the Co-Founder and COO of 34 Strong. His team believes that everyone deserves a great place to work and that any workplace can be great. As a leading expert in the global workplace engagement community, the 34 Strong team leverages a strength-based approach to human development to create massive shifts within organizations.  When you understand how people in your organization learn best, you can identify how to best apply their strengths. Everyone thinks and processes information and ideas differently. Understanding this allows everyone to show up at their best. This creates a more effective and supportive work culture.  To breathe life into your strengths, Darren urges leaders to guide their people to identify what exhausts them as well as energizes them. To create the foundation for great workplaces, leaders should support an environment of trust, compassion, stability, and hope. How can you recognize the individual strengths of your people? Let’s talk about it in the comments on the episode page!   In this episode What happens when we view differences as strengths How team-awareness starts with self-awareness The power of empathy to eliminate frustration Encouraging your team to pursue what gives them energy Leveraging the team’s strengths to succeed in challenging times   Quotes “It has to start with how we look at ourselves. It’s the self-awareness to team-awareness when we’re working on the culture side. But we have to start with self-awareness.” [7:35] “We have so many unknowns that are coming at us, whatever comes at me, whatever comes at our team, I just want to make sure that people’s minds and emotional energy is showing up at the strongest level that it possibly can.” [18:49] “If you want to go fast, go alone. If you want to go far, go with others. Our differences can be our greatest advantages.” [38:59]   Links 34 Strong Follow 34 Strong on Facebook | Twitter | YouTube Leading Strong Podcast    Benjamin Zander TED Talk Good Life Project Podcast Strength’s Based Leadership by Tom Rath   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

In March of 2020 when COVID-19 hit, many organizations updated their remote work policies at least temporarily to allow people to work from home. Twitter made headlines in May by announcing that a remote work option would be available to their 5,000+ full-time workforce, forever! 15Five CEO, David Hassell interviews Twitter’s head of HR to discuss what Twitter has learned from making this shift after several months.  Jennifer Christie is the VP of People and Chief Human Resources Officer at Twitter. She leads the global people team and works with the executive management team and board of directors to support the strategic direction of the company. Jennifer oversees talent acquisition and management, diversity and inclusion, people systems and analytics, organizational and performance management, and training and development. Even before COVID, Twitter allowed employees to work remotely as part of their larger strategies around decentralization and Diversity & Inclusion. Now as a fully remote organization, in order to maintain the camaraderie that existed in the office, Jennifer and her team find ways to maintain deep connections between “Tweeps” in the remote space. Additionally, they have shifted their benefits plan to support people’s health and well-being in a new reality where gyms are closed and people need certain staple equipment to be successful at home.  Hopefully, in the next year or so, the health risk will abate and people will begin returning to the office once it is safe to do so. Twitter, like many other businesses, are planning a “return to office” strategy. At Twitter, offices will be available for the people who want to return to a shared physical working space. For now, Jennifer shares how to maintain social and emotional connections without a physical office and why it’s imperative that companies start planning for this readjustment now.  How has Covid created new roles for HR within your organization? Tell us in the comments on the episode page!   Also in this episode: Going fully remote and returning to the office  Helping employees with resources, setting boundaries, and remote benefits “Camp Twitter” - Supporting parents when school and camp are closed Diversity & Inclusion at Twitter - a comprehensive strategy including transparency, and setting goals that optimize for D&I efforts  HR as strategic partner to the Board and the rest of the C-suite   Quotes “If we want to be able to attract and retain this growing employee base that is growing very rapidly, we’ve got to start shifting our culture. We have to shift how we work if we’re going to be inclusive of that work style.” [0:57] “We want to try to engineer a different experience so people don’t feel compelled to come back to the office if they don’t want to because they feel like they’re missing out on something.” [13:33] “I don’t think you can nail inclusion if you don’t have a diverse workforce. Decentralization is a key driver of that.” [27:05]   Links Start With Why by Simon Sinek Washington Post: “Twitter Employees Don’t Ever Have to Go Back to the Office (Unless They Want to)” Keeping Our Employees and Partners Safe During #Coronavirus   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin  

Best-Self Management is returning for Season 5 on August 12th! In this season, David and Shane will be talking with HR leaders from some of the largest, most successful, and most progressive companies in the world, including Twitter, Okta, and Siemens. We'll discuss culture, people strategy, and how to thrive during turbulent times, for which there is no roadmap.   On the Best-Self Management podcast, we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. What is Best-Self Management? A proven, research-based methodology proposing that when leaders build cultures that support people in being their best selves, high performance and engagement naturally result. Who are the hosts? David Hassell and Shane Metcalf have a uniquely healthy and productive cofounder relationship which they have leveraged to build 15Five into an 8-figure business, with a stellar culture that’s rated #3 in the country on Glassdoor! Why should I listen? You love interviews with top business and HR leaders who are revolutionizing our understanding of human performance and explain how to build thriving cultures that succeed by guiding every employee towards greatness. Links Listen to Seasons 1 - 4 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Diversity, equity, inclusion, and belonging are receiving more attention these days, with many more companies asking, “How can we create more equity and a sense of belonging?” But have you ever considered the negative—exclusion? By shutting people out, consciously or not, we create shame and trauma. This is a powerful force that affects all aspects of society, not just work. It has become increasingly important to examine the root-causes of how current dynamics of exclusion began and the science behind the way we think, feel, and operate in the world.  Today, we welcome Rajkumari Neogy back to the show—an epigenetic coach and executive consultant focused on the intersection of neurobiology, culture, and empathy in today’s business world. Rajkumari believes that passionate self-reflection coupled with dedicated curiosity defines true leadership. Specializing in the tech sector, S/He has trained leaders at high-powered organizations, including Google, Facebook, and Salesforce.  In this episode, Rajkumari helps us examine the role of business leaders in creating meaningful inclusivity. The root of the solution lies in empathy. Building empathy into corporate culture will involve some fundamental shifts. Yet, making these changes will lead to meaningful progress as empathy leads to collective empowerment. Fostering this within an organization will lead to your people working harder for each other. As someone who studies epigenetics, Rajkumari stresses that no one is immune from the trauma and mindsets of their ancestors. This has resulted in deep-seated systemic exclusion. Doing the hard work of addressing these multi generational beliefs and traumas will make it possible to have the difficult conversations that are needed right now. How can you create the safety needed for difficult conversations within your organization? Let’s talk about it in the comments on the episode page!   In this episode Leaning into empathy to create a more inclusive workplace and society Why exclusion forms the foundation of racism How the mindsets of our ancestors still affects everyone today What happens when we break out of the cycle of blame Tools and techniques for creating more mental balance and empathy   Quotes “We have to really acknowledge and honor that which has been excluded and re-invite that back into this sphere of inclusion that we’re creating for everyone, including ourselves.” [4:16] “Racism is severe, repetitive, horrific, exclusion.” [11:02] “We need to start to speak significantly more relationally. That ability to speak relationally will rewire the right hemisphere and strengthen our ability to be uncomfortable in difficult conversations.” [23:56]   Links Find Rajkumari Neogy online Follow Rajkumari on Linkedin | Instagram | YouTube   Post Traumatic Slave Syndrome “On Being with Krista Tippett” - Robin DiAngelo and Resmaa Menakem In Conversation The Polyvagal Theory by Dr. Stephen Porges  Moshe Szyf: How Do Our Experiences Rewire Our Brains And Bodies? White Fragility by Robin Diangelo   Listen to Part One of our conversation with Rajkumari Neogy   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

In recent years, we’ve seen the employee engagement and performance software market explode. Along the way, we’ve come to realize that success takes more than just providing people with the software tools they need. It’s education and training that makes the difference, and a deep commitment to having organizations transform. Meaningful transformation only comes when the deep and difficult work happens. Today, we’re talking with two of our employees who are helping other organizations train their managers to be far more effective.  Jon Greenawalt, our Chief Performance Officer, brings over 20 years of global, cross-industry consulting experience to help develop leaders and teams through progressive leadership and management development programs. Jon is the former Chief People & Culture Officer at SharkNinja, where he built the Talent Development function, trained over 500 leaders and managers during his tenure, and implemented 15Five across the entire 1,600 global full-time employee population. Emily Diaz is our Director of Transformational Services, a division she created after identifying the need for organizations to teach ‘vital skills’ to their people, skills which in turn supercharge the impact of 15Five’s performance management software. Since joining our founding team 7 years ago, she has served as advisor, trainer, and coach for companies across all industries — including Visa, Tesla, and Citrix. Emily’s experience across domains informs the creation of unique and powerful programs that train core professional competencies. In this episode, we discuss the future of performance management that incorporates intuitive, empowering software, but also services and ongoing education. We've realized that helping employees and managers form new habits and skills leads to high-performing and healthy organizations. By being transformative in this way, meaningful changes occur that result in lasting positive change. Professional services are usually about helping companies succeed with a (software) product. These do provide help with how people use the software to improve their work and possibly even to contribute more. But that’s largely a transactional process. Transformational Services is a partnership whereby people are taken through a process where they permanently change their mindset and behaviors in order to thrive.  This is often hard work. It begins with a desire to grow and from there a thorough examination of old practices and mindsets. Hard truths will be confronted. People will stretch beyond the familiar. In the end, when people realize that work can be a source of satisfaction and personal growth, they’ll build a better business environment. What transformative changes would you like to see in your company? Let’s chat about it in the comments on the episode page!   In this episode What transformation actually means for individuals and a company Building an environment of positivity by deconstructing old mindsets How people learn including repetition and feeling discomfort Why failures should be celebrated Reframing soft skills as vital relational skills required for any high-functioning organization   Quotes “We’re a mission-driven company. 15Five is not just in the business to create a widget, a tool. We’re actually here to transform the world of work.” [4:38] (Emily) “Transformation is hard work. Yet it’s important work. The benefit of it is, even though it may be challenging to have that breakthrough and move yourself to the next level, it’s an amazing experience.” [13:48] (Jon) “It has to be okay to grow. The best environments are the ones that make it cool to grow. That’s what it’s all about. We’re never done growing.” [19:26] (Jon) “There’s a spectrum where you need to learn how to relate to your people in a way that still puts the responsibility of their own growth with them.” [34:10] (Emily)   Links Learn more about our transformational services 15Five’s Best-Self Academy   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Perhaps now more than any other time in History, demands on People Operations roles are incredibly high. Handling just the administrative side of HR while establishing a remote workforce can be a full-time job, let alone the all-important human element that requires your resources and attention. Because the true power of human resources lies in unlocking the potential of every employee, many HR leaders are discovering or refining new skills in 2020: “The Year of HR.”  Josh Bersin founded Bersin & Associates in 2001 (later acquired by Deloitte) to provide research and advisory services focused on corporate learning. He expanded the company’s coverage to encompass HR, talent management, talent acquisition, and leadership and became a recognized expert in the talent market. In 2019, Josh also founded the Josh Bersin Academy, an online professional development resource that has become the “Home for HR” in recent months. Right now, in addition to staying in business during an economic downturn, companies are struggling to meet the demands of a workforce coping with a rapidly evolving world. Dealing with a global pandemic and escalating conversations about race and inclusion, every company must ask itself what type of citizenship they want to practice. This begins with how they treat their people, and then echoes out into the marketplace and beyond. HR has an ongoing role to play in aligning the mission of the company with the mission of its people—this not only determines how employees perform but what kind of citizen the company will be.  In 2020, companies are working proactively to create a sense of stability and safety for people, Josh sees the role of HR expanding more and more to fill this need. How have you seen the role of HR evolve in your company? Let us know in the comments on the episode page!   In this episode How current trends in HR are leading to more workplace creativity Creating values alignment between companies and their employees The economic factors that actually matter right now How companies can provide stability for their people in unstable times What companies can do to promote equity in the workplace and society   Quotes “Companies exist in a world of societal issues. Every employee and every customer has a perspective on the role they want to play in society.” [9:21] “It always pays off to think more about your role in society. It seems to always make the company more successful.” [18:39] “I think DNI is a critically important program, but I hope it isn’t getting in the way of the real issue of pay transparency, pay fairness, and talking about these issues so people can share their fears and concerns.” [24:46] “2020 is the year of HR in every single company. We are being asked to take on heroic roles…. Try to enjoy this as stressful and difficult as it is.” [38:08]   Links Find Josh Bersin online Follow Josh on Twitter | Facebook | Linkedin   Josh Bersin Academy Conscious Capitalism White Fragility by Robin DiAngelo   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

Since late May 2020, there has been an accelerated evolution of the conversation around race and our roles as human beings, citizens, and business leaders. With this latest round of high-profile deadly police encounters with Black Americans and the massive response to it, many of us are at a loss about how to best respond. Business leaders especially may be avoiding the conversation because they are afraid to risk their futures because they said the wrong thing.  Today, we welcome Willie Jackson back to the podcast to continue the important conversation we began last time. More and more difficult conversations are happening across the country and around the world that require vulnerability and discomfort. Staying in the discomfort and being curious about it along with a willingness to be vulnerable and make mistakes, will lead to meaningful conversations that may in turn lead to long-lasting change in a country drenched in systemic racism.  We recognize that this is a time of opportunity, and these opportunities go far beyond simply issuing statements of support and solidarity. We can use the current situation to make sure that our organizations have an equity-informed view of how they operate that leads to sustainable shifts toward inclusion. Being an ally is not enough. It takes more than just doing something within your comfort zone to feel like you’re on the right side of history. Actual meaningful change takes moving from the noun of “ally” to the verb of “accomplice”—taking action to restore equity and justice to a system that is sorely lacking in those fundamentally important principles. This means examining power and privilege and being vocal, even if it comes at personal cost. How can you as a leader model become an accomplice in creating equity and inclusion in your organization? Let’s talk about it in the comments on the episode page!   In this episode Why it may feel awkward to discuss race and how to address these feelings Embracing the discomfort of not knowing what to say or do, getting informed, and taking the risk to speak out from a place of vulnerability and knowledge Creating the conditions so that our organizations organically develop into equitable environments Acknowledging the social and historical context that affects everyone Being an accomplice rather than an ally   Quotes “Many of us are ill-equipped to navigate the conversation at all. I think that it’s such an honest thing to say that it just feels awkward to name it. A lot of the conversation right now is about not burdening people of color in general, and black people specifically, about the dialogue.” [2:55] “Talking about race is awkward. It is challenging. Like anything - running a business, making money, playing the piano - it takes practice.” [3:51] “Acknowledging and repairing harm is a key part of how we can show up for each other.” [21:31] “In order to fully participate at a baseline level, we might need to radically reimagine how we’re thinking about performance reviews, the stereotypes that get perpetuated, the training that managers get, because people don’t leave companies. People leave managers.” [27:12] “It’s natural to want things to go back to normal. My fear is that we will forget that normal for a lot of people is suffering. It is fraught, and it brought about the conditions for the uprising that we’re seeing right now.” [31:16]   Links Find Willie Jackson online ReadySet Upheaval by Jared Diamond Seeing White Slavery by Another Name by Douglas A. Blackmon   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

We stand at a pivotal moment in American history, one when there is an opportunity to correct massive injustice, dismantle the structures of systemic racism, and co-create a new future where all people can have true freedom, equal rights, and equal opportunities for a life of safety and prosperity.  Businesses are rightly being called to take meaningful action towards racism and that includes the policies they put in place to have more diverse and inclusive workplaces. We invited today’ guest on the show to share his wisdom about what we as business leaders can do to ensure diversity, equity, and inclusion in the workplace.  Willie Jackson is a keynote speaker, consultant, and facilitator at ReadySet who helps leaders and organizations advance vital conversations that unlock connections across differences. His belief in the transformative power of media to change narratives led him to found Abernathy, a magazine for black men backed by companies like Mailchimp, Atlassian, and WeWork. Willie served as Founding Technical Lead of Seth Godin’s altMBA program for high-performing individuals who want to level up and lead. Willie is an avid houseplant aficionado and loves to spread the gospel of self-watering planters whenever possible. COVID-19 has highlighted and put stress on numerous structural inequities, and it’s clear that some groups of people have been hit harder than others by the economic downturn. Willie explains why this is partly the result of a lack of workplace diversity. While lack of diversity is seldom intentional, it can be intentionally addressed. To that end, Willie shares his advice for engaging people in change-making conversations. Willie urges business leaders to embrace their sense of curiosity. Getting to know people with different experiences than you in an empathetic manner will lead to positive change. If there’s something that makes you uncomfortable, investigate that discomfort and see what it has to offer. It takes work to diversify your workforce, but it's important work. It will lead to having a variety of perspectives, increased market opportunities, and a workforce more representative of the world we want to create. How can you foster empathetic conversations in your workplace? Let us know in the comments on the episode page!   In this episode The many societal disparities that the covid pandemic has exposed Why functional segregation exists and leads to a lack of workplace diversity Advice for engaging in difficult conversations How to help people lean into empathy Where to look for insight into unfamiliar life experiences The power of storytelling to foster empathy and increased trust Common implicit biases to be aware of   Quotes “I think of COVID as an accelerant. It puts additional pressure on friction points that already exist in society.” [2:31] “There’s a different lens that has to be brought to bear when you think about how we’re representing the cities in which we live. How are we representing the societies we want to see? And how are we bringing into our teams and organizations a diversity of perspectives, bodies, and lived experiences?” [5:35] “When we make the time and space to genuinely ask somebody, and listen to what they have to say, I think it can add some powerful richness and dimensionality to all of our relationships. Simply the act of getting curious.” [22:40] “We all have blind-spots and we can make a mess of things even and especially when we’re trying.” [35:52]   Links Find Willie Jackson online   ReadySet altMBA Abernathy The Brief and Wondrous Life of Oscar Wao by Junot Diaz “Coco”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

Far too often the people who serve on teams at work fail to receive value from them. That’s a real shame considering the potential for peers to support each other to transform the company or to succeed in the face of challenge. Within every team lies the potential for everyone to “co-elevate” each other to new heights, and that includes the executive team at the heart of the organization. Keith Ferrazzi is the founder and CEO of Ferrazzi Greenlight, a managing, consulting, and team coaching company. He is recognized as a global thought leader in the relational and collaborative sciences, and is a New York Times best-selling author. Keith identifies behaviors that block organizations from reaching their goals and transforms them by coaching new behaviors that increase growth. Keith has unique knowledge on the value of working together, since he and his team have done twenty years of research on how to coach high performing teams. They have discovered that 74% of people on teams say that they do not have permission to challenge each other in the room.  He’s identified that commitment to a shared mission is not the only ingredient in a successful team. Members of a team also need to be committed to each other. By being part of a functioning network, an individual’s potential is multiplied many times over.  To support high functioning teams, leadership should be distributed between peers and not in a top-bottom hierarchy. With this in mind, each team member has the opportunity and obligation to support the growth of everyone they work with.  How can you relinquish authority to best support your team? Leave a comment on the episode page!   In this episode Why the most extraordinary leadership teams co-elevate each other Why “Leading Without Authority” allows your people to collaborate and succeed Reframing your thinking as a leader from controlling resources to working in networks to achieve outcomes  How the innovation/co-creation phase trumps forming new ideas in silos Creating safe environments that encourage peer to peer feedback     Quotes  “There’s so much to be said about the value of peer-to-peer and peer-engagement in transforming organizations.” [2:48] “I am sick and tired of people creating answers in their head or in their silos and then going out to sell it to people. They have totally missed the innovation co-creation phase.” [16:12] “We have the ability in the next two months while we’re remote to totally re-contract our DNA as a team, to institute new rules in our leadership, and emerge much stronger than we ever were.” [26:00] “Vulnerability is the key that opens up the bridge to empathy. On the other side is a productive relationship.” [33:31]   Links Find Keith Ferrazzi online Follow Keith on Linkedin | Facebook | Instagram | Twitter Ferrazzi Greenlight Never Eat Alone by Keith Ferrazzi Leading Without Authority by Keith Ferrazzi Virtual Teams Win Bold by Peter Diamandis Get Keith’s free webinar - “9 Things Leaders Miss Transitioning to Remote Teams”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

We’re all changing all the time. The events and cultures we’re immersed in have an impact on our development. This, in turn, impacts our organizations. Sometimes these changes reveal a new personal and professional mission that we never could have imagined. Max Yoder is the CEO and co-founder of Lessonly, the training software company that helps people learn, practice, and do better work. He is grateful that he was cut from the basketball team two years in a row. He’s also the author of Do Better Work, a book about being a better teammate.  Max works to enable people to improve their time at work. That workplace success naturally affects people’s lives in all aspects. Max found that hearing people and empowering them to be their best selves at work leads to better fulfillment all around. He built his company on this premise. Emotions are key to high-performance. Traditionally, workplaces have rebelled against this idea. The workplace is now in a place of transition. Integrating emotional safety in work and allowing feelings in the company pays dividends. We discuss how to listen to each other in a healthy way to improve work culture for all. One thing we’ve come to understand is how important it is for leaders to take care of themselves. A company’s culture is such a reflection of its leader’s state of mind. That’s why failing to nurture one’s own well-being is disastrous. You can’t take care of others without first taking care of yourself. This is more true than ever during today’s crisis.  How can you make your company a safe place for emotional expression? Let’s talk about it in the comments on the episode page!   In this episode Escaping the myth of emotional slavery What happens when you allow emotions and feelings to play a role in your company The most important thing for a leader to do in a time of crisis Why charity and grace are the most important virtues to cultivate How to live according to the same expectations that you have for others Recognizing where we’re fragile and how to get stronger from adversity through support   Quotes “When people do better work, they live better lives.” [2:19] “If I use the tools in my wellbeing toolbox, I’m doing everybody a service. If I don’t, I am not doing everybody a service. What can I control? Am I controlling it? That has always been important. It is incredibly important now.” [10:20] “I think this is where all of our problems come from; we have special logic for our own behavior and we have different logic for other people’s behavior.” [20:29]   Links Lessonly Do Better Work by Max Yoder Antifragile by Nassim Nicholas Taleb   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

Best-Self Management is returning for Season 4 on April 28th! This upcoming season is devoted exclusively to exploring the brave new world of remote work and how leaders can adapt to changing conditions to not only preserve but strengthen their cultures. With a long history of building culture for a remote team, David and Shane will share what's worked for 15Five, while also featuring more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  On the Best-Self Management podcast, we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Seasons 1 - 3  of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Note: This podcast interview was recorded earlier in 2020, but is still filled with lessons and advice applicable to challenges presented by the new world of remote work, though it will not reflect an awareness of just how much things have transformed.  Employee development is one of the most strategic decision-making areas for any company. Developing your people’s skills and creating a positive employee experience requires thoughtful, deliberate action. Today’s guest has built his career around helping businesses do just that.  John Foster is a business designer who helps people and organizations perform at their best. He has served many of the world’s most innovative companies in both internal roles and consulting relationships. John has broad experience designing, building, and managing internal operations for talent-driven companies. In this episode, John describes the most crucial components of helping your people perform at their best. First of all, it is important to place them in roles where they are best positioned to utilize their strengths. Once there, management needs to provide the proper support so that employees are not bogged down with things they can’t handle. As Chief People Officer at TrueCar, John strives to make sure that his organization is providing the necessary environment for people to perform well together. This is something that was seldom done decades ago. John explains why he thinks workplace culture has shifted, often for the better, and where he thinks it will go from here. How can you help your people understand where their strengths lie? Let us know in the comments on the episode page!   In this episode: Striking a balance between supporting people in becoming their best selves and expecting individuals to bring their best The process for determining if your people and organization are operating at their highest levels How attitudes toward fostering intrinsic motivation at work have shifted over time Expert predictions about future shifts in workplace environments and expectations Using challenges and novelty to strengthen a team’s cohesion and an individual’s growth   Quotes: “Work is very rarely ever something you do alone. An organization is best served by providing conditions where people work better together.” [3:34] “Now we’re living when CEOs and executives don’t really know the answer to the problem that’s going to help their company grow. So they have to ask the people in their company to help them figure it out.” [13:31] “Individuals have to be accountable for delivering what they said they would. Companies have to be open to letting individuals define how they’re going to deliver it.”  [31:54] “Learning and growing means you’re going to have setbacks and you’re going to make mistakes. But that’s not failure.” [38:12] “If you have people who are more self-aware and clear about who they are, what they want, and what they can do, the outcome is automatic.” [42:50]   Links The Wisdom of Teams Primed to Perform Episode 8 - How To Boost Productivity Through Intrinsic Motivation Future Shock Silver Bullets Project Adventure “The Smart-Talk Trap” Predictably Irrational What Color is Your Parachute Best-Self Review & Competency Assessment

In this special episode, we talk about what it takes to build successful distributed teams. With the spread of COVID 19, many businesses are being forced into remote work models, which may have a permanent effect on the modern workplace. Since this is nothing new to us at 15Five, we want to share how we do this with you. In 2012, 15Five began as a distributed company. While this has its challenges, it also presents many opportunities to build a culture with strengths that wouldn’t exist otherwise. After over eight years, we are still globally distributed and have won just about every major culture award—no easy feat when you triple headcount to over 200 employees in one year.  Even though we’re physically separated, there are ways to intentionally create a sense of belonging to fill the gaps left by remote working. Having a weekly check-in and regular all-hands meetings by video conference, provide qualitative insight into how your people are feeling. And regular cultural rituals like gratitude meditations create a sense of cohesion that would be otherwise lacking. We’ve found that creating ways for employees to connect in a non-business context builds important connections. It can even be as simple as having a “water-cooler” channel on Slack. Whatever it is you do, create a way for people to express their shared humanity. Successful high-performing distributed teams need a large degree of trust. Making it clear that you trust your people to get the job done is a necessary element of giving them the autonomy to do the best work of their lives. This isn’t always an easy mindset to have, but we’ve found that it’s an indispensable part of the process. Furthermore, it imparts a sense of belonging that is an integral part of any successful team. Any crisis is an opportunity to reflect and make needed changes. These range from the tactical to the strategic. There are practical actions you can take for increased connection and productivity during these uncertain times. For example, using tech tools like Slack or Zoom. Another great tactic is bringing emotionality into your communication, be it with gifs or emojis, rather than simple text. Most of all, strategically creating environments that meet human needs of psychological safety and connection, leads to a better experience and higher quality work.   Has your company recently made the transition to remote work? Tell us how it’s going in the comments on the episode page!   In this episode Tech Tools that help facilitate work and communication in distributed teams Cultural rituals and practices to foster a sense of belonging Management processes like weekly check-ins that provide visibility and opportunities to coach from afar Creating the necessary trust to allow your people to work remotely How leaders can use this moment to reinvent their management style Building a shared experience that transcends physical distance   Quotes “We’ve learned a lot of hard lessons. We want to help aid in reducing some of the challenges and stress in suddenly having to operate your company in a whole new way.” [1:33] “This could be a weakness or this could be a strength. Let’s turn our weakness of not being in the same room into a strength.” [4:19] “Our jobs as leaders is to create that space where people feel like they can bring their humanity…. We all fundamentally have this deep need to belong as human-beings.” [12:21] “One of the human needs that is up in the air right now is the need for certainty, for clarity. We as leaders can provide that by communication.” [30:30] “Asynchronous communication allows for deeper self-reflection and ultimately greater truth-telling.” [43:17]   Links Traction by Gino Wickman Mastering the Rockefeller Habits by Verne Harnish Radical Candor by Kim Scott Asana Slack Zoom Quip 15Five Blog   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Research is showing that we all can show up with trauma even if we haven’t personally experienced it, because it can be passed along through our genes! Business leaders and culture architects can benefit from incorporating an awareness of past traumas along with an understanding of neuroscience as it impacts our sense of belonging. Few people understand this better than today’s guest. As an executive coach with a particular focus on epigenetics and neurobiology, Rajkumari Neogy takes a novel look at how these fields can help us to live better lives. Rajkumari is the creator of the iRestart framework, the Disruptive Diversity Boot Camp and the author of The WIT Factor: Shifting the Workplace Paradigm by Becoming Your Optimal Self. Rajkumari explains how, as leaders, we need to look at and consider why our people behave in certain ways. Often, this is the result of traumas that our ancestors experienced. In fact, science has shown that we still carry the burden generations later. We may have inherited aspects of our ancestors’ mindset, and organizations can consider this when managing their people.  We discuss the role, even responsibility, that companies have to become engines of personal transformation. Rajkumari explains how we can intentionally create a culture where people thrive by choosing the language that we use. Since words are integrally tied to feelings, and feelings create our environment, business leaders have the power and responsibility to create the environment of their choosing. How can you start using different language to create a supportive environment in the workplace? Let’s talk about it in the comments on the episode page!   In this episode Why an understanding of neurobiology and epigenetics matters within any organization How toxic cultures and environments affect us on a genetic level The role of the individual and organizations in shifting mindsets through core beliefs The power of language to create a healthy and cohesive workplace environment Small changes you can start making today to build safety and meaningful communication The power of appreciation and trust to increase performance and engagement   Quotes “When we are in an organization or environment that is toxic, it starts to impact the way our gene expression is in our bodies.” [1:58] “Even though we might be on the receiving end of mindsets, we are in complete control of how we can shift our mindsets. We are the ones who make choices.” [5:31] “When people become masterful in being able to surface unmet needs in a conversation during a moment of conflict, that can be life-altering for the relationship for the organization.” [17:20] “You are either in the process of dismantling or building trust in every conversation.” [31:41]   Links Find Rajkumari Neogy online Epigenetics - Moshe Szyf Dr. Rachel Yehuda on The Effects of PTSD The Body Keeps The Score by Bessel Van Der Kolk The Five Languages of Appreciation in the Workplace by Gary Chapman & Paul White “The Neuroscience of Trust” by Paul J. Zak Cymatics   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Ever wonder how you will achieve the monumental tasks required of you at work? Few people realize that they’re already surrounded by all the resources they need to reach their goals. There are people around you who would be happy to help. All you have to do is ask, but most people simply don’t make the request. Today, we’ve brought in an expert who has helped people and organizations successfully build cultures where anyone can tap into the giving power of what is actually a massive network of resources.  Dr. Wayne Barker is a Professor of Business Administration and Professor of Management & Organizations at University of Michigan’s Ross School of Business, and Faculty Director of the Center for Positive Organizations. His work focuses on social networks, generosity, values, and positive organizational scholarship. He is the author of All You Have To Do Is Ask: How To Master the Most Important Skill For Success as well as five other books and many scholarly articles. Today, Dr. Baker describes his findings surrounding generosity. He’s discovered that most people are willing and even eager, to help others. The disconnect often occurs because people are reluctant to ask for help when they most need it.  Dr. Baker discusses how organizations can best make use of generosity while making sure that everyone’s needs are met and acknowledged. This requires intentionally building a culture of generosity. To that end, Dr. Baker shares tools and strategies that any organization can use to help achieve this.  What are you working on and what do you need? Go ahead and ask in the comments on the episode page!   In this episode The innate generosity of human beings & the dangers of dysfunctional generosity  What it means to build a culture of generosity How joining a culture of generosity can change someone’s own sense of giving and receiving Specific practices for building a culture of generosity and guidance on how to formulate requests  Tools to help automate the question asking process Getting past the fear of asking for help, especially with “dormant connections”   Quotes “Everyone wants a culture of generosity. But it turns out the barrier is not that people are unwilling or unable to help, but that people are reluctant to ask for what they need.” [3:22] “The best workplaces make routines and rituals where it’s expected to ask for help and to give help.” [11:39] “Sometimes help comes from very unlikely places. It’s because we have networks. We have networks that extend way out into the world.” [18:58]   Links Give and Take Inc. Center for Positive Organizations Assessments & Resources: All You Have To Do Is Ask  Follow Wayne Baker on Facebook | Linkedin | Twitter   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

In order to do the extraordinary, we have to work with other people. No matter how great a single person’s efforts, it’s not going to be enough on its own. That’s why the third pillar of best-self management, cultivating relational mastery, is essential in any business. Today, we’re diving into just what cultivating relational mastery is. We discuss its many benefits and how it can’t help but lead to great success within an organization. Often, cultivating relational skill is overlooked. However, we have found that the benefits of intentionally teaching and practicing them is essential to separating our organization apart. What’s great is that any organization can create and practice this. Often this means having difficult conversations. While they may be uncomfortable at the time, open and honest communication is key to keeping emotions from festering. This is how a toxic culture is prevented. We discuss how to use clearing conversations to keep workplace dynamics running smoothly. We’ve seen first hand how getting better at relationships has increased our ability to be positive influencers. As such, it’s a powerful way to get more of what we want out of our work. Education is a crucial way to achieve this mastery. By learning new skills and practices and an understanding of how we all operate, relational mastery can be honed. That’s why we share several practical relational practices you can start using right away. How can you cultivate more relational mastery in your organization? Let’s talk about it in the comments on the episode page!   In this episode How relational friction keeps teams and companies from moving forward (drama, politics, resentment, blame)  Why cultivating relational mastery is a never-ending endeavor How getting better at relationships will increase your ability to influence The Positivity Ratio and how you can engineer it into your culture Having difficult conversations to prevent a toxic culture from forming Using a clearing conversation to speak directly when there is conflict Why seeking feedback will lead to more positive relationships The important distinction between expectations and agreements The importance and challenges of becoming better listeners   Quotes “It’s not enough to have people committed to being their best as individuals inside of some shared context. We don’t exist in a vacuum and nothing great gets done alone.” [1:44] “The truth is, it’s hard. There’s no magic pill. Even when you get good at it, it still takes time. There’s still ongoing investments required.” [5:46] “Having the positivity-ratio in the right balance inside of your company allows you to have the difficult conversations with less damage to the relationships.” [12:47] “If you can create a culture where each connection of that network is strengthened, you’re creating an incredible resiliency inside the company.” [27:07] “There’s the idea of listening to understand instead of listening to respond. I think we can all do so much at aspiring to a higher level of listening.” [37:07]   Links Emotional Intelligence Crucial Conversations Crucial Accountability Radical Candor An Everyone Culture The Conscious Leadership Group   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Today we’re diving into an important pillar of Best-Self Management -- Being and Becoming Your Best Self. While everyone must take responsibility for their own evolution, managers and leaders have an opportunity to contribute. By creating an environment that invites your people to be their best on a daily basis, you will inherently have an organization in which people produce high-quality work.  Accepting that things are already great does not mean that no one should strive for improvement. Rather, it becomes a good jumping-off point for striving to fulfill your highest potential. Recognizing this will provide the space and compassion needed to support your people as whole human beings. As leaders, compassion is one of the most powerful tools you have to accomplish this. It will allow you to support your people through their crises and challenges and help them grow towards their best selves throughout that journey. Often at work, we want people to push through these challenges and get sh*t done, but making space for employees to work through these experiences often facilitates immense growth. You also have the opportunity to create an environment of belonging. In such a place, you’ll be able to better recognize everyone’s potential. This helps everyone feel their worth as members of your organization. That, in turn, will lead to improvements in self-esteem. That’s where the magic happens. How do you show your people that you recognize their potential to become their best selves? Let us know in the comments on the episode page!   In this episode Why becoming your best self is a rewarding yet never-ending journey How fostering gratitude is the best antidote for negativity and will fuel high-performance The power of embracing adversity and the dangers inherent in toxic positivity Why compassion is one of the most important qualities a leader can possess Maslow’s hierarchy: creating an environment where everyone feels that they truly belong How the way you see people influences the way they show up   Quotes “A little dose of recognizing the perfection of ourselves, the world, and each other, can go a long way as a foundation to then choose growth and development.” [4:59] “Being able to have an environment of compassion for the hard parts of the human journey is actually one of the greatest things you can do to unlock the potential of your people.” [9:31] “To help somebody become their best-self you want to create a culture where they can feel like they belong. That’s why diversity and inclusion are so vitally important.” [18:15] “How you see people changes people. To see somebody’s highest potential is to increase the odds of them realizing that potential.” [33:30]   Links The Genius Habit by Laura Garnett LinkedIn’s Jeff Weiner: Compassionate Leadership Maslow’s Hierarchy of Needs Clifton Strengths Via Character Strengths Growth Mindset Radical Candor The Gene Keys   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Our second episode of this podcast detailed one of the most impactful experiences we create for our employees—transformational business retreats.  We have just returned from our 2020 retreat, which was nearly three times the size and even more powerful than last year’s. As a follow-up to last year’s episode, we interview some of our new employees, so you can hear from the attendees themselves. Chris Hloros, our business analytics manager and Jeff Smith, director of the Best-Self Academy share the profound impact that they experienced in January.  For Chris and Jeff, this retreat really crystallized our company’s new values and brought them to life. We’ve found that these retreats have the power to have everyone create their own personal relationship with our mission, vision, and values in a way that is difficult by simply sharing them in a deck.  More than that, we create experiences that break down barriers, create authentic connection, so that we can deeply see the humans that comprise the company, and then all align around the mission and company objectives. This year, in addition to building camaraderie over meals and downtime, we held workshops that focused on vital company initiatives, taught how to facilitate breakthroughs on the team, and continued the discussion about diversity, equity, and inclusion (along with some vulnerable sharing from the team).   In this episode: The power of retreats to reaffirm company values How coming together as a whole company can encourage all of us to stop holding back our ideas and our potential How to turn our inner critics into our inner champions How a retreat shows everyone a more complete picture of the people they work with Deeply touching stories from working humans just like you, who are looking for connection and trusting relationships   Quotes: “It was lifechanging. I know a lot of people say that in a hyperbolic sense. But this is not hyperbolic.” [0:52] “I was so scared of failing. This retreat made it super clear that that was okay. I didn’t have to worry about messing up or not doing it right or not being good enough for this role.” [7:22] “Just spending 14 hours a day for four days inside and outside of my comfort zone with people I love and appreciate was really extraordinary.” [13:15] “If you never see people other than when they’re behind a PowerPoint or in very prepared moments, you can lose that sense of actual human connection with them.” [22:25]   Links: The Magic of Human Connection Best-Self Academy Best-Self Management Episode 2: Life-Changing Company Retreats  Adventure Architects Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

We’re constantly trying to answer the question of how to do the extraordinary in the workplace by building a culture that people love and thrive in while achieving extraordinary business performance. That’s how we’ve strived to build our own organization. Previously, we went over five important elements of Best-Self management. Today, we’re helping you conceptualize the methodology by presenting three key pillars to help you run a successful company: Create a Powerful Shared Context  Support People In Being & Becoming Their Best-Selves  Cultivate Relational Self-Mastery  Once you understand and make a commitment to these three pillars, you can implement practices that contribute to a healthy work culture, such as positivity, psychological safety, and growth mindset. This all begins with creating a powerful shared context. This will lead to a sense of meaning within your organization. The context of your company is more than its mission. It is where the work culture is created and from where its creativity and purpose flows.  For example, take a company like Enron. Their shared context was to defy regulations, lie, cheat, and steal their way to the top. And what happened? Thousands of employees lost their entire retirement.Then look at a company like Patagonia. Yvonne Chouinard recently refreshed their WHY  to save Planet Earth. The shared context of every employee is “we save the planet”.  The context is akin to headwaters (where the river starts). If the water is polluted from the source, that will flow all the way downstream polluting everything along the way.  Next comes supporting your people to become their best selves. Leaders and managers can inspire the key practices of strengths discovery and regular self-reflection. By helping your people achieve their full potential, your whole organization can’t help but become stronger overall. Finally, cultivating relational mastery will help make the other two pillars possible. Many problems within most organizations stem from relational friction between people. By consciously teaching and supporting healthy and high-order interactions, people will be transparent and hold others accountable in more effective and less toxic ways. Beyond simply making a profit, is there a higher shared context in which your organization exists? Let’s talk about it in the comments on the episode page!   In this episode: What happens when you create a powerful shared context within your organization Why it is critical to support each person in your company in becoming their best selves Preventing relational friction by cultivating healthy relationship skills The incredible role of any business to provide meaning in people’s lives and society How to create powerful company values that align with your personal values   Quotes “Don’t just practice performance management because performance is a byproduct. If you  instead support people in becoming their best selves, you’re going to get performance.” [2:21] “When you really start to realize that organizations are simply a collection of individuals, to realize an organization’s full potential, you need to realize the full potential of every individual within it.” [6:24] “Business has a unique opportunity, perhaps unprecedented, to provide meaning. I think we really need it. If we’re going to blossom in the 21st Century rather than decay, we need people living their purpose.” [11:30] “Values can be really powerful or they can be watered down or non-existent. Choose the first one. Make your values come alive.” [25:51]   Links Good to Great by Jim Collins Simon Sinek TED Talk  Cameron Herold: Vivid Vision 15Five’s OKR Guide The Dream Manager Best-Self Academy   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

In less than a year, 15Five has rapidly scaled up from about 70 employees to over 200. Now many people might assume that the company culture that we strive to nurture has suffered as a result. However, we’re happy to say that our culture is now stronger than it has ever been (and we know this because 15Five is ranked as the #3 best place to work in the country on Glassdoor.)  So today we’re talking about how to scale culture while simultaneously undergoing hyper-growth. We share what we have learned as leaders of a company during this period of rapid growth. We discovered that being attuned to what your people are feeling and thinking is a key part of supporting them during this process. To that end, we discuss how we listen to our people and use their feedback in constructive ways. While there were a number of things we had in place prior to growing that helped create a strong culture, we also made many changes in the past year. We chat about what those were, such as revamping our onboarding process, to make it successful. Additionally, focusing on honesty, gratitude, and vulnerability was instrumental in this process. We discuss how you can make this part of your successful expansion as well. How can you uncover the true values and purpose of your organization so that you could scale up while maintaining culture? Share in the comments! In this episode How to know if your company has a strong and supportive culture Ways that you can best listen and respond to your people through feedback loops What happens when you create high levels of trust and vulnerability so that truth can flow more easily through your organization What the Best-Self Kickoff is and how you can use it tos set expectations and prepare your employees for the greatest professional experience of their lives Ways to maintain a cohesive leadership team as the fortunes of business ebbs and flows Universal principles that any company can implement to create a thriving culture Quotes “Fundamentally, as a leader, if you want to scale your culture, you need to get good at listening. You need to be attuned to the human beings inside your organization.” [2:29] “You don’t succeed in business by staying still. You need to engage. You need to hear things that are happening and then be able to make quick decisions and then act upon them.” [6:07] “Respect people. Respect that they showed up. Respect and feel honored that they’re interested in working here. Respect their journey even if they’re not a good fit for this role. Respect them.” [27:18] “Regardless of whether you’re in hyper-growth now or will be in the future, you can never start too early in creating that strong center of gravity of the culture.” [37:19]   Links VaynerMedia CNBC: GlassDoor’s 2020 Best Places To Work  Gallup StrengthsFinder The Enneagram Best-Self Kickoff  Practices for a Positive Workplace  Center for Positive Organizations   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

David and Shane tease a little bit of what's to come when Season 3 of Best-Self Management returns on January 14th. This upcoming season will feature David and Shane going deeper on the pillars of building an incredible culture, plus more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Seasons 1 and 2 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Everyone has unique abilities and skills, and we are all “geniuses” in our own ways. Genius is not an exclusive trait nor linked to intellect, but something that resides in everyone. When our Zone of Genius is realized, that’s when we can find and do work that truly brings us joy. Today’s guest has extensively studied this concept and is here to tell you how to apply it in your workplace. Laura Garnett is a talent strategist who works with Fortune 500 companies and startups alike, helping business leaders reach their true potential and tap into and understand their zone of genius — all while inspiring the people they work with to do the same.  Today, we’re talking with Laura about how we can inspire other people to identify and pursue their Zones of Genius. It really is something that we all have innately within us. However, not trusting in your zone of genius is all too common and can lead to false feelings of inadequacy. To truly operate within the zone is to actually best align with who you are and share your gifts for the benefit of others. This is one of our favorite episodes because we had fun sharing our experiences growing personally and professionally and coming back into alignment with our true selves. Laura comments and provides insights into the meta of these experiences and explains how you can cultivate the habit of operating in this way too.  Embracing your genius often takes courage, reframing the way you think of success, and regularly looking into what brings you joy at work. Nurturing that will lead to amazing professional opportunities and new possibilities. What can you do to begin honing your Zone of Genius today? Let’s talk about it in the comments! In this episode What is meant by Zone of Genius The problems that arise when we don’t trust in our zone of genius Ways to reframe the way we think about success and failure How to come into alignment with our natural talents and gifts  The role of an individual and a company in maximizing zones of genius Why operating in your ZOG is a habit that needs constant nurturing The important connection between genius and purpose Quotes “It has nothing to do with your intelligence. It has a lot more to do with your ability to believe in yourself, build habits, be who you are. Everyone has that capability. Everyone can create the success that they want.” [5:25] “The process of understanding who you are, knowing your zone of genius, operating in it — it’s a personal process. It’s something that someone has to own for themselves.” [15:02] “It’s a habit of continually checking in with yourself and observing how far in or out of the zone you are and why, and proactively looking for the opportunities that are going to take you further into the zone.” [30:13] Links Find Laura Garnett online Follow Laura on Facebook | Twitter | Linkedin   The Genius Habit Unique Ability Traction   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

With positivity being one of the most important aspects of Best-Self Management, we’re devoting this entire episode to this principle. A lot is wrapped up in this single word - be it gratitude, appreciation, and just having more positive interactions than negative ones.  Throughout this episode, we tell you about what we’ve learned from the field of positive psychology about how our brains tend to default towards the negative. However, by consciously and deliberately supporting a culture of positivity, you’ll be benefiting both your people and your organization in countless ways. We explain how a focus on positivity is one of the easiest ways to help the relationships in your organization thrive. When that happens not only does the bottom line improve, but you and your people will be more connected and committed to your company’s mission and feel better overall. What can you do to increase the positivity ratio in your organization? Leave a comment below! In this episode How building a culture of positivity will help improve the health of the people in your organization The benefits that your company will see when positive relationships are encouraged and supported Addressing our default bias towards negativity How you can institutionalize the power of gratitude inside your organization Using guided meditation to help create a positive brain-state Practices for helping your people take notice of the positives in their lives Quotes “For every degree of relational mastery that you improve in your company, you’re going to be increasing the efficiency of execution significantly.” [4:48]   “When you have an organization where people feel lifted up by each other and for each other, that’s where the magic of collaboration can come into play.” [7:25] “Our work lives spill into our personal lives - it’s just how it happens. So a way of serving the whole human being is giving them a positive, supporting, loving, compassionate, understanding -and also a high performing and high bar of excellence - work environment.”  [21:55] “Building a culture of positivity and appreciation doesn’t mean you can’t give constructive feedback or have difficult conversations. In fact, it really is the opposite. It makes it so that those conversations can be more effective and more efficient.” [33:37] Links Sean Achor: The Happy Secret to Better Work: | TED Talk HeartMath Institute Meditation.live Chopra Center Radical Candor High Fives Software    Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

This is part two of our discussion on how to help inspire your people by connecting them to their internal and intrinsic motivators. In this episode, we’re going deeper into self-actualization and mastery. By helping the people around you develop and nourish a growth-mindset, meaningful and effective progress is inevitable. At 15Five we routinely help our people set self-development objectives in addition to business goals. We’ve found that although this can be challenging, it ultimately leads to more introspection on the part of participants and creates opportunities for overall growth. Finally, we discuss the importance of giving each other true autonomy. This means granting people the trust they need to do the work that’s required. Really, it’s about treating everyone like capable adults. As managers, we can choose to let our people take the lead and make the right decisions. To this end, we talk about how we can better focus on the outcome rather than the process to reach it. How can you help your people set self-development goals? Leave a comment! In this episode What happens to motivation when we move towards mastery Why to set self-development objectives in addition to business goals How learning about anything with personal intrinsic value will help foster skills needed for the workplace as well The importance of granting your people the autonomy and trust they need to succeed and grow How a sense of connection with your team members can be an intrinsic motivation in and of itself Quotes “When we are having the experience of progress and moving toward mastery, we are energized by that. It’s a self-rewarding process that keeps us motivated to do more.” [2:03] “Mastery isn’t gaining something that’s only good for this job. Mastery is something where who I’m becoming is going to benefit me in all domains of my life for the rest of my life.” [3:56] “I find more often than not when you grant people trust they rise to the occasion.” [21:37] “None of us want to be an anonymous cog in the machine. We all want to know that people actually see us for who we are, the impact that our work has, and that we’re supported by the people around us.” [28:54]   Links Maslow’s Hierarchy of Needs Gallup Q12  Confidence/Competence Loop  Drive by Daniel Pink  Three Things That Actually Motivate Employees   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Motivation bleeds into everything we do, and it helps us choose where to focus in our busy lives. We have motivations for why we’re in relationships, listen to certain podcasts, and even how we work. Where we derive our motivation is connected to how we expend our energy long-term. Intrinsic motivation is the sustainable way to drive employee performance. It’s all about incentive and deriving pleasure from the activity itself (e.g., a genuine interest in a project or strategic initiative) rather than because of any external benefits that might be obtained. In other words, doing an act that is intrinsically motivated means you are doing it to achieve a deeper, more personal reward than money or any other external validation can offer.  External motivators can only go so far to drive someone’s performance in life and in business. Personal fulfillment doesn’t come from a paycheck or the end-goal five years down the road; true motivation comes from waking up day-to-day excited to use our unique strengths and capabilities. In this episode of the Best-Self Management Podcast, co-founders David Hassell and Shane Metcalf examine what lies behind intrinsic motivation in the workplace and why it’s a far more powerful way to encourage performance. We also discuss: Why external motivators fall short of intrinsic ones The formula for keeping your team intrinsically motivated What happens when we don’t take time to build relationships  Crafting a purpose that goes beyond profitability Honing potential and mastery to tune into your zone of genius So, how do you connect your company’s vision to the work that your people do? Share with us in the comments!   Quotes “Most people don’t reach their full potential because they don’t know what their full potential is.” [5:34] “Paired up against each other, a team that’s intrinsically motivated is going to out-perform a team that is externally motivated every day of the week.” [6:19] “Everybody's unique genius and perspective are different. The things that I’m incompetent at or don’t give me energy can actually be someone else’s zone of genius and things they do exceptionally well.” [21:00] “If you’re not tuned into whether your employees are having an experience where they can continue to grow, you’re at risk of losing people.” [29:12]   Links Primed to Perform by Neel Doshi and Lindsay McGregor Drive by Dan Pink Simon Sinek TED Talk   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Psychological safety is something that is getting a lot of attention in the business world lately. It’s also one of the main themes of our Best-Self Management methodology. That’s why we’re devoting this episode to telling you what psychological safety means to us and how you can make it an integral part of how you structure your work environment. Today we explain the various components of psychological safety and how they fit into the workplace. It all hinges on making sure your people feel both respected and accepted. Removing the fear of making mistakes is such an important part of this and we talk about how supporting risk-taking is part of our company’s ethos. There are several practical ways to build psychological safety inside your organization. We share what has worked for us at 15Five and how you can do it too. It involves building a supportive culture at work, having open and honest communication between managers and employees, and having high degrees of vulnerable trust at the leadership level. What does psychological safety look like at your company? Leave a comment below!   In this episode The origins of the term psychological safety and its role in the workplace The elements that need to be in place before someone can feel psychologically safe The negative consequences that arise when your people do not feel supported and heard Practical ways to foster a culture of psychological safety inside your company The role of that a manager has in creating a high level of psychological safety with their team   Quotes “Somebody can’t tell you that you’re psychologically safe. That is an actual subjective experience that we as individuals need to be having before we’re actually having physiological safety.” [3:00] “Mistakes can happen and sometimes it’s just a lack of information or context. Those are opportunities to improve the business.”[12:32] “We all come to the table with an entire human story and lifetime of experience. When we get to share that story and experience and be seen, recognized, celebrated, and honored for that, that’s when the critter-brain relaxes enough that we can actually drop into a much deeper place of safety.” [19:32] “The path to becoming our best self is one where we are embracing our fullness - everything in our lives - and using that as the material for transformation and aspiring to something higher.” [25:40] “You as manager need to lead. The level that your people are going to be open, forthright, and transparent with you is directly correlated to the level you are leading with your own vulnerability and transparency.” [36:43]   Links Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin The Gottman Institute  Brene Brown Netflix Special Amy Edmondson Ted Talk on Psych Safety

If you’ve ever wondered how different your workplace experience would be if your day was full of positive emotional interactions, then you’re ready to hear about the philosophy that drives our company ethos. Tune in today for an overview of our philosophy which we call “Best-Self Management.” We’re explaining the principles and notions that we believe point the way to a better way of working. leading, and developing our people so that we can thrive as companies, individuals, and ultimately as a society. We’re David Hassell and Shane Metcalf, co-founders of 15Five, a leading continuous performance management software company with a strong focus on creating healthy and thriving workplaces. On today’s episode, you’re going to hear us tell you why and how we came up with our philosophy of Best-Self Management and how it can make all the difference in any workplace. We delve into how the workplace has changed in recent years and why we need to change along with it. We explain how our experience with promoting Best-Self Management in the workplace has been a true win-win for everyone in our company and how it contrasts with the historical norm. Really, our goal here is to show how we bring out the innate greatness in our people so that they can thrive, and in doing so, our company can too. How can your work environment support your people in becoming their best selves? Reach out and let us know!   In this episode What becomes possible if we focus on supporting our employees in becoming their best selves The history of workplace culture and why our thinking about it needs to change What it looks like when people show up every day as their best selves Helping your people understand what they are truly capable of and harness that power Five of the main themes of Best-Self Management; psychological safety, motivation, strengths, positivity, and growth   Quotes “Best-Self Management is a mindset. It’s a shift in thinking from one where we believe that to be successful in business we have to get as much as we can from our people to a shift towards a belief that says we’re going to be successful if we support our people in thriving.”[1:35] “Now we’re in an environment where what matters is innovation and creativity and people being passionately engaged in service to the company. It’s not the output of an employee. It doesn’t come from how fast they can type on a keyboard or how many hours their butt is in the seat. It’s what they can create, the knowledge work, the innovation.” [4:35] “How much better, more productive, happier and fulfilled would you be if you were able to go to work and actually have more positive emotional interactions than negative ones on a day-to-day basis?” [12:22] “Why we work influences how we work. Why we do anything is going to determine how well we do that thing.” [25:44]   Links Via Strengths Survey Gallup Strengths Finder   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

David and Shane tease a little bit of what's to come in Season 2 of Best-Self Management which will feature more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Season 1 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Your job is not simply a means to an end, a way of putting bread on the table. What if we looked at our jobs more as a way of expressing our creativity? This may sound like a radical idea, but as today’s guest explains, it’s not only possible but essential that we design an extraordinary employee experience that unlocks the potential of our people. Vanessa Shaw is the founder of the global community group the Workplace Lab, which is a welcoming environment for HR and talent leaders looking to discover how to innovate the employee experience. She supports leaders to bring empathy and creativity into the workplace, whether working with the United Nations, West Point cadets, or tech giants in Silicon Valley. Vanessa strives to help people answer the fundamental question, “Can my job be an expression of my creativity.” In our discussion, Vanessa sheds light on why creativity is an essential part of not just feeding our own needs but also for developing a thriving and supportive workplace. Indeed, supporting our creative side is one of the most powerful antidotes to stress. We also take a deep dive into the concept of “design thinking” and its role in engineering cultures.   Throughout, Vanessa discusses the shifting landscape of HR and how managers and leaders can meaningfully implement change without getting overwhelmed in the process. She shares some of the trends and themes that are happening in workplace cultures these days and how these can be implemented in any company to influence the employee experience.  For example, design thinking supports Diversity and Inclusion efforts due to its ability to pull in external voices and create cross-functional collaboration. When we are really close to things that we’ve built ourselves, we are making assumptions and often have a biased perspective. Diverse perspectives from different roles, levels in the organization, gender, race, and other perspectives help to test for bias. Solutions designed for one type of employee have serious design flaws because they are not inclusive.  What’s your experience with design thinking? How can HR leaders and managers enroll employees in creating an outstanding workplace culture? Let us know in the comments! In this episode The lie that we need to outgrow our creative inclinations as we mature What “design thinking” is and how it is an integral part of fostering creative experiences Useful tools and techniques for identifying problems and solutions in collaborative work Why giving employees a sense of purpose and room to be creative is a better motivator than perks and bonuses Predictions about future trends in employee management  How to use “design thinking” to get the executive team on board with engineering a powerful company culture Three key questions that will kickstart your design thinking process Quotes “You can see how [design thinking] becomes a really powerful tool as we’re looking to solve for diversity and inclusion, and create organizations that facilitate a sense of belonging for more than one type of employee.”  [12:51] “There’s a lot of pressure to reimagine the entire employee experience. From how we pay our employees, how we reward them, do performance management, everything is being unpacked and rethought and that’s overwhelming to do all at once.” [13:47] “Companies are made of people. If the individual parts internally are operating at their highest selves -- highest being possible -- then that’s going to reflect into everything we do.” [21:34] Links Find Vanessa Shaw at The Human Side of Tech Follow Vanessa on Linkedin | Twitter Crossing the Chasm by Geoffrey A. Moore   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

At some point, we’ve all experienced what it feels like to be around someone who just sucks the energy out of the room. But have you ever been around someone who does the opposite? As Anese Cavanaugh shares, even more than the words that we use, our energy is what most affects the people around us.  Anese Cavanaugh helps people show up and bring their best selves to the table to create a significant positive impact to their lives and the lives of everyone around them. She’s the creator of the IEP (intentional energetic presence) Method and is a speaker, advisor, and thinking partner to leaders worldwide. She is the author of Contagious Culture and The Leader You Will Be. Lookout for Contagious You: Unlock Your Power to Influence, Lead, and Create the Impact You Want, releasing November 2019! In this interview, Anese explains how we can all show up at work with intentionality behind what we want to have happen and how we interact with one other. Anese shares how we can be present and intentional with the energy we bring so that the people around us can feel better supported, inspired, and motivated. Throughout our conversation, Anese expertly explains how we influence others as leaders by subtly communicating our emotions and attitudes and how this can be harnessed in the workplace.  We also talk about how this all impacts company culture at large. It’s entirely possible to build a workplace where self-care is a cherished value. To this end, Anese deconstructs the myth that taking care of our own well-being is counterproductive. In fact, we can’t afford to ignore it any longer. What can you do to start being more intentional with your energy today? Share in the comments! In this episode What the IEP Method is and how it can be indispensable to leaders in the workplace  The neuroscience behind how we influence each other with our energy Practical self-care tips when we need to regain control over how we’re feeling in the moment How and why to build a sustainable culture of self-care in the workplace The power that is within all of us to shift our state and become more intentional Why we can’t be in a high state all the time and it’s okay to feel down sometimes as long as we’re in touch with ourselves Quotes “No matter what we say or do, there is always something that is communicating even more loudly underneath it, and it is usually our energetic presence.” [2:58] “We are moving fast and it’s not going to change. We’re going to always be moving fast so we have to get better. One of the things we can get better at is being really conscious about how we show up for ourselves and each other and be really conscious about our intentions, energy, and presence in anything we do.” [14:16] “Once I claim that my presence has an impact and how I show up matters and that I am the author of that, nobody can take that away from me.” [32:32] “You got to honor yourself first so that you can honor everybody else.” [41:40] Links Find Anese Cavanaugh online Follow Anese on Twitter | Facebook | YouTube Get your IEP resources here Contagious Culture by Anese Cavanaugh The Leader You Will Be by Anese Cavanaugh Heartmath   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

We’ve all heard people say things like “trust your heart” or “go with your gut.” But just what does that mean when applied within a workplace? It turns out that science is saying a lot about how we actually do think with these parts of our body. Joe Mechlinski has actually applied these concepts in the workplace with some magnificent results.  Joe is a New York Times best-selling author, speaker, and social entrepreneur. He greatly believes that having engaged employees is the key to unlocking human potential. Joe is the founder of SHIFT, a collective of businesses united by a common mission to create a more engaged workforce. Like us, Joe has a strong desire to revolutionize the workforce and drive engagement within an organization to levels many would think impossible.  In this interview, we dive deep into the theme of trust as an essential part of any functioning organization. We also explore the research around the intelligence of our hearts and guts and what the science says about the importance of listening to these vital parts of ourselves.  We go on to talk more about the importance of psychological safety at companies and building trust between employees and leadership. Without this mutual trust, there will always be limits to what the workforce can achieve and Joe shares some great ideas for how to establish it.  How do you show your vulnerability and that you trust your employees? Leave us a comment below!   In this episode: How “following your heart” or “trusting your gut” are more than just cliches, but actual parts of a healthy decision making process What the science is saying about how you actually think with your heart and gut as well as with your brain How we can build a culture and organization that encourages us to leverage the intelligence of our hearts and guts What many companies inadvertently do that discourages their employees and how to avoid making the same mistakes Real ways to establish mutual trust within a company or organization   Quotes: “The single greatest lever of a company’s potential is a more engaged workforce -- people who don’t dread Mondays, who don’t have the Sunday scaries, who aren’t watching the clock tick down every single day.” [7:23] “The way we think about the heart-brain connection is that it’s really connected to your passion, what you love to do. When you think about developing high-performers, they have a tendency to actually love what they do.” [11:55] “If you don’t trust your employees, they’re not going to trust you.” [23:59] “We’re going to find it really funny that every power structure in an organization is a pyramid and that there are these few people, mainly the CEO who makes all the decisions. And let’s be honest, the buck stops with that person. That is the dumbest, silliest way to construct cooperation in an organization.” [31:00] “You can’t go to the gym and just spectate, you’ll look like an idiot. I think the same thing about this work; I can’t spectate. I have to be at least part of the pack if not helping to promote and influence part of the pack.” [48:46]   Links: Find Joe Mechlinski at Shift the Work Follow Shift on Facebook | Twitter | YouTube | Linkedin | Instagram   Shift the Work by Joe Mechlinski Shift Happens podcast Stealing Fire by Steven Kotler and Jamie Wheal  Team Human by Douglas Rushkoff The Five Love Languages by Gary Chapman Bob Chapman’s Truly Human Leadership   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Realizing our potential to become fully developed adult human beings is not an easy task and it doesn’t just happen on its own. At 15Five, we feel strongly that company retreats provide the opportunity for levels of growth and connection that people need to become their best selves. A retreat layered with emotional renewal and peak experiences, which Abraham Maslow believed was necessary to achieve self-actualization, can make all the difference for individuals as well as the company culture and overall business success. Today, we’re exploring the importance of retreats. We’ve been putting these together since the start, even when there were only a handful of us here launching the company. We still hold them every year and the benefits have been substantial! We explain the many benefits we have seen as the result of our company retreats and how to get your employees enthusiastically involved. The term "Corporate offsite" makes us cringe, and retreats are something completely different. They bring everyone together to align around the mission and company priorities, and also to build camaraderie and connection in a setting away from the office. We also see retreats as a way to strengthen a company’s culture and values. We talk about how we design our retreats to do this. Success here involves many factors such as choosing an inspiring location, creating effective content, facilitating deeper connections on the team, and delivering peak experiences along with time afterward for integration. Have you had transformational experiences as the result of a company retreat? Tell us about it in the comments!   In this episode: The ROI that comes with a retreat that can’t easily be quantified Presenting the retreat to your employees so that they understand its real purpose - to accelerate business growth Retreats as times to truly reflect on and celebrate all the accomplishments that your business and employees have made The detailed structuring of a company-wide retreat including where to do them and what to focus on each day Candid and inspiring reflections that our employees have had about our retreats Taking advantage of great settings, activities, and places that will help inspire and excite your employees What happens when the retreat doesn’t go as planned Retreats as a space for your employees to connect to their own personal dreams and ambitions   Quotes: “We really credit the retreats we’ve created, company-wide, the leadership team, and for departments, as one of the key drivers for building an extraordinary culture.” [1:55] “Take a moment to really smell the roses, to celebrate. In this start-up game it's so easy to constantly be focusing on the next mountain to climb and never actually sit down, have a cup of tea, look back over everything you’ve already done.” [9:05] “Get some time outside; be inspired by the natural world. We now know that being immersed in nature changes our entire brain chemistry and helps us shift gears into a different way of being.”  [25:16] “You want to create an arc of experience. You want to create these emotional highs followed by space for integration.” [33:44]   Links: Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   A.H. Maslow, A Theory of Human Motivation Gallup Strengthsfinder Assessment Via Character Strengths Double Double by Cameron Herold

How can you have the life that you want, finding satisfaction in each moment through your work and experiencing a sense of flow and of purpose? This podcast is all about celebrating being your full self in the workplace. Too often we’re limiting our human potential in some very avoidable ways. Maybe your employees are worried about appearing too vulnerable to communicate what’s best for themselves or the company. Perhaps the leadership team isn’t modeling a supportive culture. Whatever it is, there are solutions! We’re David Hassell and Shane Metcalf, co-founders of 15Five, a leading continuous performance management software company with a strong focus on creating healthy and thriving workplaces. We started 15Five back in 2011. We're now in a high growth phase, hitting some pretty big revenue milestones, and recognized by Inc. Magazine as one of the Best-Places to Work. All of this while helping our 130+ employees become the best versions of themselves. We credit our many successes to the Best-Self Management methodology, which is based on the latest research in the fields of social science and positive psychology. By supporting people in being and becoming their best selves, higher and ever-increasing performance becomes a natural by-product, not to mention uncommon levels of passion, commitment, and loyalty. We’re here to share with you the many important lessons we’ve learned over the last eight years. In our first episode, our guests will be... ourselves! We interview each other about where we went right over the years and where we went wrong. We started with a belief that there’s a different way to do business and that the key to creating a thriving, sustainable company in the long term was supporting our people. Coming off our latest all-company retreat, many employees shared how unique an experience they had of connection with others and of a shift in mindset around what’s possible for their growth in a business setting. We also discuss the influence that managers can have via clear and regular communication with employees because managers have the greatest line of sight to a person’s motivations and challenges. Candid communication develops the trust required to have authentic relationships so that you can help employees succeed without being stymied by their own limiting belief systems. And of course, none of this is possible without having solid practices in place for your leadership team. For example, doing transformational personal development work is critical for having the types of epiphanies that inform the creation of a thriving culture. How can your workplace create an atmosphere in which employees feel comfortable sharing more openly? Tell us in the comments!   In this episode: Creating intimacy in a room to cultivate vulnerability and deeper relating so that information and issues get shared Envisioning a company in which employees are given the support to become their best Moments of personal and professional growth that have influenced our workplace The belief and compassion necessary to help someone have the vision to change their life Creating a climate of psychological safety and trust so that everyone can feel comfortable sharing their fears and doubts Focus on the individual relationships between members of the leadership team to model a healthy working environment for all employees   Quotes: “We had a really clear intention that we believed that there is a different way to do business and that the key to creating a thriving, sustainable, high-performing company for the long-term was that we felt if we could create an environment where people were supported and becoming their best selves and unlocking their potential, then things would take care of themselves.” [3:24] “I came to the realization prior to 15Five that it’s possible to grow and change and transform, that we’re not fixed and we’re not stuck with the life that we have, that we can actually go out and change ourselves and change the world if we want to.” [8:54] “You can’t see the potential in somebody unless you have experienced those moments of transcendence where you actually get to see that you yourself are capable of more than you think you are. That allows you to have faith that somebody is capable of more than they are currently demonstrating.” [13:05] “We’re typically terrified of truth. We’re typically terrified of feedback and hearing about negative experiences that other people might have of us. And yet it is the secret to good relationships to lean into that truth.” [28:38]   Links: Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   The Speed of Trust by Stephen M.R. Covey The Five Dysfunctions of a Team assessment

Welcome to the Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Find out more about how 15Five can help your staff become their best selves Follow 15Five on Facebook | Twitter