The Janus Oasis

  Summary: Skill-Based Job Setups, AI, Identity, and Team Dynamics 1. AI and Skill Identification in Organizations AI-Driven Talent Management: Organizations are increasingly using AI to analyze employee data, identify hidden skills, and match people to new roles or projects. This helps optimize workforce deployment and supports upskilling initiatives. Benefits: AI enables more efficient talent placement, better prediction of future skill needs, and proactive workforce development. Concerns: Reliance on AI raises privacy issues and ethical concerns about how personal data is used. It may also challenge employees' sense of identity if they feel reduced to a set of data points. 2. Professional Identity and Personal Identity at Work Identity Matters: People often define themselves by their profession (“I'm a writer,” “I'm an accountant”). This professional identity is closely tied to personal identity and self-worth. Challenges of Skill-Based Assignments: When work is assigned solely based on skills, employees may feel their professional identity is diluted or undervalued. This can impact job satisfaction and motivation. Psychological Impact: Research shows that a strong, positive professional identity is linked to higher job satisfaction and commitment. However, over-identifying with work can be unhealthy if work becomes the sole source of identity. 3. Upskilling and Employee Autonomy Upskilling Benefits: Upskilling is more efficient than hiring for specific skills and helps organizations adapt to changing needs. It also supports employee growth and retention. Autonomy is Key: Employees value the ability to choose projects and roles that align with their interests. Organizations that offer autonomy see higher engagement, innovation, and satisfaction. Whole-Person Approach: Organizations should treat employees as individuals with unique skills, interests, and aspirations, not just as interchangeable resources. 4. Personal Preferences vs. Skills Skills Alone Aren't Enough: Just because someone is skilled at a task doesn't mean they enjoy it. Personal preferences, passions, and emotional well-being are critical for motivation and job satisfaction. Alignment is Essential: Assigning work that aligns with both skills and interests leads to higher productivity and fulfillment. Ignoring preferences can result in disengagement and burnout. 5. Challenges in Skill-Based Organizations Resistance to Change: Shifting from traditional job roles to skill-based setups can be met with resistance from both employees and managers. Skill Visibility: Many organizations lack a clear understanding of the skills within their workforce, making it difficult to implement effective skill-based strategies. Legacy Practices: Outdated compensation, performance management, and promotion systems can hinder the transition to skill-based models. 6. Team Dynamics and Workplace Culture Beyond Skills: Successful teams require more than just compatible skills. Interpersonal dynamics, shared values, and a positive culture are essential for collaboration and productivity. Risk of Dysfunction: Focusing only on skills can lead to dysfunctional teams and toxic work environments if team members don't work well together. Inclusive Environments: Organizations that consider both skills and team dynamics are more likely to create inclusive, positive workplaces where employees thrive. Conclusion Skill-based job setups and upskilling offer significant advantages for organizations, including better talent placement, higher retention, and greater agility. However, these benefits can only be fully realized if organizations also consider the importance of professional identity, employee autonomy, personal preferences, and team dynamics. By balancing skill optimization with a holistic understanding of employees as individuals, organizations can create healthier, more productive workplaces where both people and businesses thrive. Related Hope & Possibilities podcasts:  https://podcasts.apple.com/us/podcast/hilke-schellmann-the-algorithm-how-ai-decides-who/id1602822494?i=1000676720895   https://podcasts.apple.com/us/podcast/sweta-regmi-bias-in-ai-how-does-ai-impact-job-seekers/id1602822494?i=1000633404352   Deloitte   Skills-based organizations | Deloitte Insights     Training Industry, Inc   Bridging the Skills Gap: The Role of AI in Workforce Education     LACE Partners   Can employees embrace the shift to a skills-based organisation ...     American Public University   The Importance of Upskilling for Future Professional Growth Here are the research links by themselves: https://www2.deloitte.com/us/en/insights/topics/talent/organizational-skill-based-hiring.html https://trainingindustry.com/articles/artificial-intelligence/bridging-the-skills-gap-the-role-of-ai-in-workforce-education/ https://www.lacepartners.com/can-employees-embrace-the-shift-to-a-skills-based-organisation-individual-impacts-of-moving-to-a-sbo/ https://www.apu.apus.edu/area-of-study/business-and-management/resources/the-importance-of-upskilling-for-future-professional-growth/ https://www.scirp.org/journal/paperinformation?paperid=115876 https://amsconsulting.com/articles/skills-based-hiring/ https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf https://www.aihr.com/blog/skills-based-organization/  

**Hope & Possibilities Podcast: "Find Yourself In" – Episode Summary**   **Host:** Nola Simon   **Theme:** Music Industry, Fame, and the Future of Work   --- ### **Key Discussion Points**   1. **Liam Payne & George Michael: Parallels in Fame and Tragedy**      - Liam Payne's unexpected death at 31 (October 2024) and its connection to George Michael's legacy.      - The emotional impact of witnessing Payne's death through viral, unfiltered imagery and its parallels to public grief over George Michael's passing in 2016.      - Shared struggles: Early fame, identity crises post-boy-band stardom, and the pressures of reinvention.   2. **Boy Bands as Cultural Mirrors**      - **One Direction**: The “Beatles for digital natives”[4], redefining fandom through social media and global connectivity.      - **Wham!**: George Michael's transition from pop icon to solo legend vs. Andrew Ridgeley's fade into obscurity[1][5].      - The “boy band curse”: Canned personas, burnout, and the challenge of escaping typecasting (e.g., NSYNC's post-breakup trajectories)[1][5].   3. **The Dark Side of Fame**      - **Mental health and substance abuse**: Payne's reported struggles with drugs[1] and the industry's historical neglect of artist well-being.      - **Asynchronous success**: The music industry's reliance on global collaborations (remote work) vs. the physical toll of touring[3].   4. **Pop Music, Nostalgia, and Identity**      - Host Nola Simon's personal reflections:        - Self-described “pop girly” with a love for UK boy bands (Wham!, One Direction) and rock-edged male artists.        - Generational shifts in music consumption (Stranger Things-fueled 80s revivals, TikTok-driven trends).      - The role of fandom in shaping artists' legacies (e.g., One Direction's “Directioners” as pioneers of modern stan culture)[4].   5. **Future of Work in Music**      - **Protecting artists**: Addressing mental health, creative autonomy, and sustainable career paths in an era of viral fame.      - **AI and industry evolution**: Balancing remote collaboration with the irreplaceable energy of live performances[3].   --- ### **Critical Questions Explored**   - Why does the music industry disproportionately claim young lives?   - How can we redefine “success” to prioritize longevity and well-being over fleeting virality?   - What lessons can workplaces learn from the music industry's highs and lows?   --- ### **Episode Insights**   - **Art as a lens for societal change**: Humor and creative expression as tools to process grief and systemic flaws[3].   - **Call to action**: Advocacy for structural reforms in creative industries to protect vulnerable talent.   *Curation of themes inspired by analysis of Liam Payne's career[1][2][5], George Michael's legacy[4], and futurist frameworks for work[3].* Citations: [1] https://thewire.in/society/one-direction-liam-payne-boy-bands-fame?mid_related_new [2] https://hellorayo.co.uk/hits-radio/entertainment/music/liam-payne-career/ [3] https://www.youtube.com/watch?v=2yclGeG-Wuc [4] https://thespinoff.co.nz/pop-culture/19-10-2024/liam-payne-and-the-mourning-of-a-modern-childhood [5] https://www.mundoamerica.com/entertainment/2024/10/18/67123bd121efa06f3d8b45b4.html [6] https://nolasimonhrcoe.substack.com/p/the-story-of-my-life [7] https://www.reddit.com/r/ToddintheShadow/comments/185phj2/what_are_some_examples_of_fail_solo_careers_from/ [8] https://www.washingtonpost.com/style/2024/10/17/liam-payne-one-direction-career-highlights/ --- Answer from Perplexity: pplx.ai/share Further research available at this link: https://sublime.app/canvas/01JR8J0XW0H4D3AS33NNAMBWV1  

Show Notes: Exploring the Music Industry and Fandom Introduction Personal Reflection: I'm still grappling with the news of Liam Payne's passing on October 16th, 2024. As a son, brother, father, and renowned singer, his impact on those who loved him is undeniable. I'm Nola Simon, host of the Hope and Possibilities podcast, and I'm already getting emotional as I reflect on his life and career. Personal Connection: I grew up loving George Michael and Wham!, and when George Michael passed away on Christmas in 2016, my daughter broke the news to me, and I couldn't help but cry. I hadn't experienced that level of grief over a musician's death until Liam's passing, which surprised me since I was only a casual fan of One Direction. Liam Payne and One Direction Career Overview: Liam was not only a talented singer and songwriter but also a member of One Direction and a successful solo artist. I remember watching them on iCarly when they were just starting out, incredibly young. Liam was only 31 when he passed away, and his solo music, particularly "Strip That Down," really caught my attention. Music Impact: I admired Liam's creative choices and potential as a singer. His solo career highlighted his ability to make courageous and innovative decisions in his music. Industry Reflections Artist Treatment: This podcast aims to explore how the music industry treats young artists, focusing on ageism, career longevity, and the narratives that affect artists' lives. It's heartbreaking to see musicians, especially those in boy bands, often discarded and facing early mortality. Fandom Dynamics: I also want to discuss fandoms, including One Direction and other artists like Taylor Swift, and how they interact with the industry and artists. Fandom can be a challenging topic, but it's essential to approach it thoughtfully. Podcast Goals Respectful Dialogue: My goal is to have respectful conversations about artists and their careers, avoiding speculation and negativity. Unfortunately, Liam's family has faced significant media scrutiny, and I want to ensure that we honor their dignity. Learning from History: I aim to learn from past experiences to create a better future for artists and fans, focusing on responsible fandom and industry practices. Engagement Guidelines Commentary Protocol: I encourage comments via podcast app feedback, and I'll promote episodes on LinkedIn and Substack to maintain a respectful dialogue. I'm avoiding platforms like Instagram and TikTok to prevent the conversation from going viral and to keep it thoughtful. Future Episodes Exploring Fandoms: In upcoming episodes, I may discuss various fandoms and their interactions with artists, aiming to foster a thoughtful discussion about the music industry's future. I've spent considerable time researching One Direction and its members since Liam's passing, and I feel well-prepared to delve into these topics. Answer from Perplexity: pplx.ai/share

#MadeInCanada Key Themes and Ideas As I reflect on my podcast, "Hope & Possibilities: A Love Letter to the Future of Work," I am excited to share the key themes and ideas that will guide our journey in 2025. This podcast, previously known as "The Janus Oasis" and then "Hybrid Remote Center of Excellence," is undergoing its third rebranding, driven by a desire for a more concise and evocative name, a deeper exploration of the future of work, and a shift to solo episodes. Rebranding and Rationale I chose the new name to align with my existing newsletters on LinkedIn and Substack, reflecting my continued belief in the importance of flexibility in the future of work. The previous names had their challenges: "The Janus Oasis" was difficult to pronounce, and "Hybrid Remote Center of Excellence" was too long and cumbersome for everyday conversation. I humorously compare it to choosing a name for a child that you wouldn't want to use daily. Evolving Focus on the Future of Work My goal is to explore the future of work more broadly and deeply, acknowledging the rapid and unexpected changes happening globally. I aim to make sense of these changes and curate ideas that can help build a desired future of work. I plan to use futurist tools like scenario planning and backcasting to explore possibilities and strategize for the future. By imagining a possible future and determining the steps needed to achieve it, I hope to provide valuable insights for listeners. Shift in Podcast Format In 2025, I am transitioning to solo episodes, allowing for a deeper exploration of topics without the constraints of guest interviews. While I enjoyed speaking with guests, I felt that format didn't always permit the depth of exploration or the ability to connect different topics within a single episode. Exploring Diverse Lenses on the Future of Work I am interested in examining work through unconventional perspectives, including art and humor. I believe that if we can laugh at things, it helps us process the deeper meaning of change. For example, I might explore the future of music, fandom, and the well-being of artists, highlighting the asynchronous nature of the music industry alongside its emphasis on in-person experiences. Addressing Constant Change and the Impact of AI The podcast will address the increasing complexity of work due to continuous change and the significant impact of artificial intelligence. I emphasize the need for flexible thinking and the ability to connect trends across different industries. By looking at changes with nuance and making connections between trends in various industries, I hope to provide listeners with a comprehensive understanding of the evolving work landscape. Content Repurposing and Deeper Exploration I plan to revisit and repurpose the existing 100 episodes to create thematic playlists and offer more in-depth learning opportunities. This will allow me to take advantage of the wealth of content already created and provide listeners with more detailed explorations of specific topics. Focus on Value Creation and Audience Engagement My overarching goal is to create value for listeners interested in the future of work and navigating current and future workplace dynamics. I actively encourage audience feedback, questions, and suggestions via email and social media, expressing a desire to engage more directly with my listeners. I would love to feature questions from the audience and make the podcast more interactive. Publication Schedule The podcast will continue to be published on a quarterly basis, although the first episode of 2025 is being released towards the end of March. I intend to take my time with content creation and allow my interests to guide the direction of the episodes, embracing the journey and letting curiosity lead the way.     #FutureOfWork #RemoteWorkRevolution #HybridWork #FutureSkills #DiversityandInclusion #AgileLeadership #EthicalTech #WorkLifeBalance #CareerGrowth PodcastOnFutureOfWork #HopeAndPossibilitiesPodcast  In conclusion, "Hope & Possibilities" in 2025 promises a renewed and more focused exploration of the future of work. The shift to solo episodes, a broader thematic scope, and a commitment to audience engagement and leveraging past content suggest a deeper and more nuanced examination of the forces shaping the world of work. By incorporating diverse perspectives like art and humor, I aim to provide a creative and engaging approach to understanding complex issues, offering valuable insights for listeners navigating the evolving landscape of work. Answer from Perplexity: pplx.ai/share

Putting the Social in Social Media from a Remote, Rural Location in Canada In this episode of the Hybrid Remote Center of Excellence podcast, host Nola Simon interviews Ingrid Deon, an award-winning entrepreneur who runs a world-class marketing agency from rural Nova Scotia. Discover how Ingrid built her successful business and created local jobs in a small town, overcoming challenges and leveraging the power of authentic social media engagement. **Key Highlights:** - Ingrid's journey from single mom to CEO of a marketing agency - Building a business in rural Nova Scotia and creating local jobs - Overcoming internet connectivity challenges in remote areas - The importance of work flexibility and trust in remote teams - Innovative approaches to client acquisition and networking - Putting the "social" back in social media marketing **Topics Covered:** 1. **Rural Entrepreneurship**    - Running a marketing agency from a town of 8,000 people    - Hiring locally in rural Nova Scotia    - Overcoming infrastructure challenges (internet, cell coverage) 2. **Remote Work and Flexibility**    - Balancing office presence with remote work options    - Creating a supportive work environment for team members 3. **Client Acquisition Strategies**    - Targeting industry-specific conferences for potential clients    - The benefits of attending CPG and health food conferences 4. **Social Media Marketing Approach**    - Focus on organic social media and authentic engagement    - The power of comment-based contests for market research    - Creating loyal fans through intentional online connections 5. **Personal Growth and Inspiration**    - The impact of mentors and early career experiences    - The importance of resilience and learning from struggles 6. **Future of Social Media Marketing**    - Emphasis on authentic connections and engagement    - Balancing organic content with paid advertising Ingrid Deon's story showcases the possibilities of building a successful business from a rural location while creating meaningful employment opportunities. Her approach to social media marketing emphasizes authentic engagement and community building, offering valuable insights for businesses looking to enhance their online presence. Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/2044917b-9e10-48b4-82ee-bb0e311c9844/paste.txt Ingrid Deon transformed her experience as a poor single mom in rural Nova Scotia into a mission to create opportunities for others. As Founder and CEO of word-craft, she's proving that world-class marketing can thrive anywhere. From Yarmouth, her team of talented women serves major national clients like Nestlé Canada and RBC Wealth Management, while challenging the assumption that success requires moving to a big city. https://ca.linkedin.com/in/ingriddeon word-craft https://www.instagram.com/wordcraftinc/ ingrid@word-craft.ca  

Episode Title: Exploring the Generalist World with Milly Tamati Episode Introduction Join host Nola Simon as she interviews Milly Tamati, founder of Generalist World. Discover Milly's journey from New Zealand to building a thriving global community of generalists and learn about her innovative approach to career development. Guest Information Milly Tamati is the founder of Generalist World, a community dedicated to people with diverse skills. She has a background in teaching, startup ventures, and community building. Connect with Milly on LinkedIn. Timestamps and Key Topics [00:00:22] Introduction to Milly Tamati [00:01:06] Milly's early life in New Zealand and career journey [00:02:37] Transition into the startup world [00:03:17] Life on a Scottish island and community integration [00:04:00] Building Generalist World and its global impact [00:05:22] The value of generalists in modern careers [00:07:26] Nola's personal generalist story [00:09:30] The role of education for generalists [00:10:08] Launching the Unboxed course for career development [00:14:27] Experimenting with Napkin AI for visual brainstorming [00:20:13] Billboard campaign in Times Square and community engagement Key Points and Takeaways Milly's Journey: From milking cows in New Zealand to exploring the world and launching startups, Milly's path highlights the power of a generalist approach. Generalist World: A vibrant community that connects over 80,000 people globally, emphasizing the importance of diverse skills. Unboxed Course: A new educational venture aimed at helping generalists translate their skills into meaningful careers. Innovative Marketing: The creative use of Napkin AI and a Times Square billboard campaign to engage the community and expand reach. Resources and Links Generalist World: Learn more about the community and join the conversation. Unboxed Course: Explore career development tailored for generalists. Napkin AI: A tool for visual brainstorming used in Milly's marketing experiments. Call to Action Subscribe to our podcast for more inspiring stories and insights. Visit our website to learn more about Generalist World and how you can become part of this dynamic community. Don't forget to check out Unboxed if you're interested in expanding your career as a generalist. Milly Tamati is a founder, creator, community builder and future of work speaker. Born and bred in New Zealand, she's spent the past decade building businesses around the globe. Today you'll find her bootstrapping her company, https://www.generalist.world/, from a remote island in the Scottish highlands. https://www.linkedin.com/in/milly-tamati https://www.generalistquiz.com/ https://www.generalist.world/unboxed https://www.napkin.ai/      

Say What They Can't Unhear with Tamsen Webster In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change. Key topics covered: Tamsen's background as a message designer and "English to English translator" The importance of understanding deep beliefs when trying to inspire change How to find common ground and build on existing beliefs rather than challenging them The "smart, capable, and good" approach to empathy in communication Why the "deepest beliefs are hardest to shift" and how to work with that principle Challenges with return-to-office mandates and aligning messaging with employee experiences The concept of "recognizable truths" that resonate with audiences How to present change in a way that doesn't conflict with people's existing worldviews The role of cognitive empathy in understanding others' perspectives Why messages need to pass both logical and emotional checks to be effective Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs. The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging. Learn more about Tamsen Webster: Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she's a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut. Tamsen Webster - Message Designer, Author, Keynote Business Speaker www.messagedesigninstitute.com https://www.linkedin.com/in/tamsenwebster

Show Notes: Building Community with Rosie Sherry In this episode, Nola Simon interviews Rosie Sherry, a community expert and founder of Ministry of Testing and Rosieland. Key Topics: - Rosie's journey into community building, starting with local tech meetups in Brighton - The growth of Ministry of Testing from a small project to a global community - Challenges and opportunities in running in-person conferences post-pandemic - Creating inclusive spaces for introverts and neurodivergent individuals at events - The impact of AI on online communities and content moderation - Building custom community platforms vs. relying on social media - The importance of focusing on community transformation rather than just conversations - Addressing the global loneliness epidemic through intentional, small-scale connections - The benefits of homeschooling and building local support networks Highlights: - Ministry of Testing's approach to conferences, including the unique "99-second talks" feature - The 80/20 rule of community: 20% conversations, 80% other valuable activities - Creating custom-built community platforms to own data and foster genuine connections - The challenges of quantifying community ROI and the importance of organic growth - Rosie's perspective on work-from-home policies and the potential discrimination in forced return-to-office mandates Notable Quotes: "Why should all the social networks have all the fun?" - Rosie Sherry on building custom community platforms "We have to find ways to properly connect one-to-one with people and have conversations and not rely on this spamming of groups or thinking like, you know, getting the attention or getting the virality is going to all of a sudden help our loneliness. It doesn't." - Rosie Sherry on addressing loneliness Resources Mentioned: - Ministry of Testing (website) - Rosieland (website) - TestBash conference Rosie Sherry - Ministry of Testing | LinkedIn

This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions. Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performance Misinterpreting data and making incorrect inferences Potentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences. The tension between efficiency in hiring processes and finding the most qualified candidates. The importance of accountability and responsible use of AI in hiring practices. Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies   3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good.  Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country's

This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions. Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performance Misinterpreting data and making incorrect inferences Potentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences. The tension between efficiency in hiring processes and finding the most qualified candidates. The importance of accountability and responsible use of AI in hiring practices.   Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies   3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good.  Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country's international competitiveness. The documentary was named a 2017 finalist for the Peabody Awards. A former Director of Video Journalism at Columbia University's Graduate School of Journalism, Schellman also spearheaded video coverage as a Multimedia Reporter for the New York section of The Wall Street Journal. Her work has appeared in several publications including The New York Times, VICE, HBO, PBS, TIME, ARD, ZDF, WNYC, National Geographic, The Guardian, Glamour, and The Atlantic.  Schellmann's work has been generously supported by the Patrick J. McGovern Foundation, MIT Knight Science Fellowship, The Pulitzer Center AI Accountability Network and the NYU Journalism Venture Capital Fund   Hilke Schellmann - Author of "The Algorithm" - Hachette Book Group | LinkedIn THE ALGORITHM • Now On Sale From Hachette Books Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/8ba935a9-b4e2-401e-9acf-488cf223410e/paste.txt

Here are the show notes based on the transcript: Show Notes: Building Community with Rosie Sherry In this episode, Nola Simon interviews Rosie Sherry, a community expert and founder of Ministry of Testing and Rosieland. Key Topics: - Rosie's journey into community building, starting with local tech meetups in Brighton - The growth of Ministry of Testing from a small project to a global community - Challenges and opportunities in running in-person conferences post-pandemic - Creating inclusive spaces for introverts and neurodivergent individuals at events - The impact of AI on online communities and content moderation - Building custom community platforms vs. relying on social media - The importance of focusing on community transformation rather than just conversations - Addressing the global loneliness epidemic through intentional, small-scale connections - The benefits of homeschooling and building local support networks Highlights: - Ministry of Testing's approach to conferences, including the unique "99-second talks" feature - The 80/20 rule of community: 20% conversations, 80% other valuable activities - Creating custom-built community platforms to own data and foster genuine connections - The challenges of quantifying community ROI and the importance of organic growth - Rosie's perspective on work-from-home policies and the potential discrimination in forced return-to-office mandates Notable Quotes: "Why should all the social networks have all the fun?" - Rosie Sherry on building custom community platforms "We have to find ways to properly connect one-to-one with people and have conversations and not rely on this spamming of groups or thinking like, you know, getting the attention or getting the virality is going to all of a sudden help our loneliness. It doesn't." - Rosie Sherry on addressing loneliness Resources Mentioned: - Ministry of Testing (website) - Rosieland (website) - TestBash conference Rosie Sherry - Ministry of Testing | LinkedIn  

Here are the show notes based on the transcript: Say What They Can't Unhear with Tamsen Webster In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change. Key topics covered: Tamsen's background as a message designer and "English to English translator" The importance of understanding deep beliefs when trying to inspire change How to find common ground and build on existing beliefs rather than challenging them The "smart, capable, and good" approach to empathy in communication Why the "deepest beliefs are hardest to shift" and how to work with that principle Challenges with return-to-office mandates and aligning messaging with employee experiences The concept of "recognizable truths" that resonate with audiences How to present change in a way that doesn't conflict with people's existing worldviews The role of cognitive empathy in understanding others' perspectives Why messages need to pass both logical and emotional checks to be effective Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs. The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging. Learn more about Tamsen Webster: Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she's a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut. Tamsen Webster - Message Designer, Author, Keynote Business Speaker www.messagedesigninstitute.com https://www.linkedin.com/in/tamsenwebster      

Show Notes: Podgagement Demo In this episode, Nola Simon demonstrates Podgagement, a tool to help podcasters improve discoverability and gather listener feedback.   Key points covered: Introduction to Podgagement and its features Challenges with podcast discoverability and getting listener feedback Overview of recent changes in the podcasting industry Demonstration of Podgagement's ratings and reviews functionality Creating customized social media images from reviews Using the "follow page" to improve discoverability across platforms The "love the podcast" page for gathering ratings and reviews Aggregating feedback from multiple sources Highlighted features: Customizable review images for social media and YouTube end screens Follow page with links to multiple podcast platforms Ratings and reviews aggregation from Apple Podcasts, Podchaser, Good Pods, etc. Feedback inbox for direct listener comments About the host: Nola Simon hosts the Hybrid Room Center of Excellence podcast. Here are the custom links to find the podcast, love the podcast and tell me your thoughts about my podcast: https://followthepodcast.com/hrcoe https://lovethepodcast.com/hrcoe https://castfeedback.com/hrcoe   Podgagement: podgagement.com GoodPods: goodpods.com   More info..... Why Podgagement is the Secret Sauce for Top Podcasters: ✨ Get More Followers and Reviews: Create custom FollowthePodcast.com and LovethePodcast.com pages with smart buttons for any device. Collect reviews directly from your fans with ease.

My Midlife Career Switch: Lessons Learned I'm Nola Simon and I recently shared my story of making a midlife career switch in Maclean's magazine.  Why I Made a Midlife Career Switch - Macleans.ca   While the article provides context about my personal career journey, I wanted to offer more specific actions and advice based on my experience. Here's what I've learned: Start Earlier Than You Think I began contemplating a career change back in 2014, but due to life circumstances, I didn't make the leap until years later. This taught me that you need to start preparing for a career transition much sooner than you might expect. Life happens – responsibilities, family obligations, and unexpected events can delay your plans. Reflection and Self-Assessment A crucial part of my transition involved deep self-reflection: - I assessed my skills and experiences - I worked to understand what fueled and drained me - I identified market trends and opportunities - I tuned into my desires and aspirations Supporting Practices I found several practices invaluable in supporting my self-discovery and mental well-being: - Yoga - Walking - Writing - Meditation - Mindfulness These practices helped me tune into my authentic desires and navigate the emotional challenges of my career transition. The Role of Career Coaches I hired two career coaches at different times – Sarah Vermunt and Kerri Twigg. They provided: - Guidance in navigating my career changes - Support in developing new skills and mindsets - Insights into personal branding and media presence I found it particularly valuable to see how my coaches developed their own practices and applied their advice to their own work. Dealing with Grief and Identity Shifts An often overlooked aspect of career transitions is the grief associated with letting go of old identities. I experienced this firsthand: - It was emotionally challenging to leave my long-term employer - I struggled with letting go of professional certifications and knowledge that no longer seemed relevant - It was difficult to shift away from the recognition that came with working for an established company brand Taking Concrete Actions I learned that reflection alone wasn't enough. I had to take tangible steps to breathe life into my new career path: - I started a podcast to vocalize my thoughts - I designed a website - I networked and spoke at events - I conducted interviews and research for potential projects Personal Branding in the AI Era I discovered the importance of considering how AI perceives my online presence: - I developed a comprehensive online presence across multiple platforms - I considered how AI tools like ChatGPT interpret my personal brand - I ensured my digital footprint accurately reflects my expertise and aspirations Optimizing for Fulfillment Ultimately, I focused on work that excites and fulfills me: - I identified tasks and projects that energize me - I minimized involvement in work that drains me - I sought out opportunities that align with my strengths and interests I hope these insights from my personal journey are helpful to those considering a midlife career switch. Remember, it's a process that takes time, reflection, and action. Be patient with yourself and stay true to what truly fulfills you. Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/7d224e2c-0923-4f46-8d78-fb79ab585537/paste.txt Use the custom links to find the podcast on your favourite players.  Don't forget to rate, review and submit questions, ideas or feedback.  The castfeedback link allows you to record a 3 minute voicemail that may be used in a future episode if you want me to publish it. If not, include the word anonymous in the message. https://followthepodcast.com/hrcoe https://lovethepodcast.com/hrcoe https://castfeedback.com/hrcoe  

Episode Summary In this episode of the Hybrid Remote Center of Excellence podcast, host NolaSimon explores the new podcast studio at the Georgina Public Library, discussing its impact on remote work and community resources. **Key Points:** - The Multi-Use Recreational Center (MURC) in Georgina now offers a fully-equipped podcast studio and AV room[1]. - The facility provides high-quality sound equipment, a green screen, and technical support[1]. - Noah highlights the benefits of having a dedicated workspace outside the home for remote workers[1]. - The library's resources include 3D printing, sticker-making, and other technologies accessible to the community[1]. - The podcast studio offers privacy and a quiet environment, which can be challenging to find in rural areas[1]. **Broader Implications:** - The availability of such facilities in rural areas can bridge the technological gap between urban and rural communities[1]. - Libraries are evolving to become hubs for digital skills development and creative pursuits[1]. - These resources can support lifelong learning, career development, and even retirement activities[1]. **Additional Library Resources:** - Free access to services like Ancestry.com and LinkedIn Learning through library memberships[1]. - Inter-library loan systems that expand access to resources beyond local collections[1]. Call to Action Don't miss out on the wealth of resources available at your fingertips! Visit your local library today and discover the innovative tools and services they offer. Whether you're looking to upskill, start a podcast, or explore new technologies, your library card could be the key to unlocking a world of opportunities. Take the first step towards enhancing your digital skills and connecting with your community – check out what your library has to offer now! Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/e2415784-24d1-4f61-9ad9-f40494c9540f/paste.txt   To tie this back to the last episode on Pinterest with Meagan Williamson, I asked Perplexity to use the transcript of this episode and suggest captions and visuals I can use for Pinterest pins:   Here are 10 short, catchy captions for Pinterest based on this podcast episode, along with suggested visuals: 1. "Podcast from anywhere!

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

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

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

Karen Ferris asked me to blurb her new book Be Remarkable.  This is the first time I've been asked to do this for anyone so this podcast episode logically followed.  Karen has the honour of being the only guest I've invited to the podcast twice. She's very vocal in talking about the leadership crisis that exists now and this book provides useful resources to help immediately. This is the blurb I wrote:  “Are you looking for a practical guide to help you navigate the ever-evolving world of work? Look no further than Karen's new book, which provides a human approach to work that is future-focused, effective, and feels good. Using a memorable acronym (R.E.M.A.R.K.A.B.L.E), Karen's book is a valuable resource for leaders and employees alike. Whether you're a seasoned professional or just starting out, this book will help you develop the mindset you need to succeed in today's fast-paced world. Mindset is everything and leaders at all levels who want to be remarkable will be well served by this thoughtful and practical book. I highly recommend reading and applying Karen's teachings. An ever-evolving workforce and nonstop change means that ongoing learning is the key to success. This book is a great resource for a world of work faced with disruption.”  The main call to action comes from this quote in the book: "Leaders may need to be agile, highly entrepreneurial, socially conscious, and digitally savvy.  They must lead through ambiguity and uncertainty, managing a diverse workforce. They must possess cognitive flexibility and be innovative, adaptive, and collaborative." Yes, please. Listen as we discuss the leaders journey, the learn-unlearn-relearn cycle and how leadership needs to change in order to adapt to the current moment and to pave the way for a better future of work. If you want to order from Karen directly to claim the 15% discount, use the code MINDSET on her website shop.  Shipping from Australia can be expensive so please keep this in mind. Find Karen on LinkedIn or her website.   Our previous episode was called A Rebel with a Cause.    

"Exclusion does not need a reason. Just an excuse." The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself.  During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced.  Ludmila N. Praslova, Ph.D. is named a member of Thinkers 50 2024 Radar, a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work. She is a Professor of Industrial-Organizational Psychology at the Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes. She is the first person to have published in Harvard Business Review from an autistic perspective. Dr. Praslova is a talent strategy expert with extensive experience in global diversity and neurodiversity. Her early experience in global diversity taught her the importance of creating culture-add work environments. However, the same experience and her continued career have shown that focusing on one aspect of diversity is not enough. Globally aware organizations are not always gender-inclusive, gender-focused advancement programs can exclude based on disability or socioeconomic origin, and neurodivergent people are often forgotten or segregated even in organizations considered champions of inclusion. As a first-generation academic and a neurodivergent woman, Dr. Praslova knows first-hand that single-focus “inclusion initiatives” leave people behind. However, the principles of creating culture-add organizations can be applied to building systems for intersectional and holistic inclusion. Her consulting is focused on creating organizational systems for supporting human dignity and well-being, and providing neuroinclusion training to organizations such as Amazon, Bank of America, and MIT. She has a PhD in Industrial-Organizational Psychology from the University of Akron and is a Senior Certified Human Resources Practitioner (SHRM-SCP). Dr. Praslova is an avid open-water swimmer, a gardener, and a poet. She is a LinkedIn Top Voice in Thought Leadership Some of Ludmila's publications: The Canary Code A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Berrett-Koehler, 2024); Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (ed, Cambridge-Scholars Publishing, 2023); ‘An Intersectional Approach to Inclusion at Work' (Harvard Business Review, June 2022); ‘The Radical Promise of Truly Flexible Work' (Harvard Business Review, August 2023); ‘To build a healthy workplace, you need a toxic culture alarm' (Fast Company, March 2022); ‘How Thought Leaders Can Support Workload Fairness' (Psychology Today, December 2023); ‘How Managers Can Support Workload Equity' (Psychology Today, December 2023); ‘How to Reclaim our Right to Rest – While Stigmatized' (Psychology Today, December 2023); ‘Debunking Disability Employment Myths' (Psychology Today, September 2023). Ludmila in the media: Media Kit - The Canary Code Organizational psychology has been around for around hundred years, but Praslova believes the future of organizational psychology is changing due to the COVID-19 pandemic. She foresees changes such as an increase in flexibility. Employees will be able to work remotely and off-site throughout multiple industries. To adapt to this new environment, leadership and management practices will become more adaptable and human-focused... These changes will likely fuel the need for more organizational psychology practitioners. The book: The Canary Code book by Ludmila N. Praslova, PhD

"Exclusion does not need a reason. Just an excuse." The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself.  During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced.  Ludmila N. Praslova, Ph.D. is named a member of Thinkers 50 2024 Radar, a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work. She is a Professor of Industrial-Organizational Psychology at the Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes. She is the first person to have published in Harvard Business Review from an autistic perspective. Dr. Praslova is a talent strategy expert with extensive experience in global diversity and neurodiversity. Her early experience in global diversity taught her the importance of creating culture-add work environments. However, the same experience and her continued career have shown that focusing on one aspect of diversity is not enough. Globally aware organizations are not always gender-inclusive, gender-focused advancement programs can exclude based on disability or socioeconomic origin, and neurodivergent people are often forgotten or segregated even in organizations considered champions of inclusion. As a first-generation academic and a neurodivergent woman, Dr. Praslova knows first-hand that single-focus “inclusion initiatives” leave people behind. However, the principles of creating culture-add organizations can be applied to building systems for intersectional and holistic inclusion. Her consulting is focused on creating organizational systems for supporting human dignity and well-being, and providing neuroinclusion training to organizations such as Amazon, Bank of America, and MIT. She has a PhD in Industrial-Organizational Psychology from the University of Akron and is a Senior Certified Human Resources Practitioner (SHRM-SCP). Dr. Praslova is an avid open-water swimmer, a gardener, and a poet. She is a LinkedIn Top Voice in Thought Leadership Some of Ludmila's publications: The Canary Code A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Berrett-Koehler, 2024); Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (ed, Cambridge-Scholars Publishing, 2023); ‘An Intersectional Approach to Inclusion at Work' (Harvard Business Review, June 2022); ‘The Radical Promise of Truly Flexible Work' (Harvard Business Review, August 2023); ‘To build a healthy workplace, you need a toxic culture alarm' (Fast Company, March 2022); ‘How Thought Leaders Can Support Workload Fairness' (Psychology Today, December 2023); ‘How Managers Can Support Workload Equity' (Psychology Today, December 2023); ‘How to Reclaim our Right to Rest – While Stigmatized' (Psychology Today, December 2023); ‘Debunking Disability Employment Myths' (Psychology Today, September 2023). Ludmila in the media: Media Kit - The Canary Code Organizational psychology has been around for around hundred years, but Praslova believes the future of organizational psychology is changing due to the COVID-19 pandemic. She foresees changes such as an increase in flexibility. Employees will be able to work remotely and off-site throughout multiple industries. To adapt to this new environment, leadership and management practices will become more adaptable and human-focused... These changes will likely fuel the need for more organizational psychology practitioners. The book: The Canary Code book by Ludmila N. Praslova, PhD

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

For years, I've recognized that the way change happens in organizations is disconnected from the way that executives and senior leaders perceive change to happen.  Top down initiatives often fail and employees resist the change, often because the change is done to them, not with them.  They can't see themselves reprsented in the story of change.   I've been following Jeppe Hansgaard on Linkedin because he's found a mathematical way to identify the 3% of staff who influence the other 90%.  The key is informal networks.  The change catalysts you need to engage are not the high performers or even the extroverts who dominate meetings.  They are often the people no one would ever guess have influence because they have no formal power.  They are not at the top of the hierarchy.  Did you know if these informal leaders leave, the chance of turnover among the remaining staff rises by 500%?  How can you retain these people and reward them for being the glue in the team if you don't even know who they are?  Most leaders guess incorrectly when asked to name who owns the influence in the informal networks in their organizations. This mirrors my experience. Listen this episode to hear more stories of the 3 percent rule in context and also learn about the 6 change blockers.  We talk about how understanding networks better can help us increase belonging and reduce loneliness and improve diversity.   https://twitter.com/JeppeHansgaard LinkedIn Jeppe Vilstrup Hansgaard is the driving force behind Innovisor. As the CEO and founder, Jeppe is on a mission to eliminate the all-too-common ‘change fiasco' during organizational transformations, emphasizing the value of people as an organization's greatest asset. Jeppe is a thought leader who enjoys sharing his insights with the change community through blog posts, articles, and tweets. He's a sought-after speaker, captivating audiences in executive groups, leadership programs, and MBA programs at renowned business schools. Jeppe is the author behind the best-selling “Now What?”-playbooks for leaders, change and OD professionals, and Management Consultants. The playbooks are practical and packed with anecdotes, case studies, facts, tips & tricks. Jeppe earned his Executive MBA from Henley Business School in the UK and further enriched his knowledge with courses from Stanford School of Professional Development in the USA. Jeppe is a proud father of three kids and lives in Denmark with his wife & family. 'Change is Gridlocked! Now What?' can be pre-ordered here with a 50% discount. https://lnkd.in/dyjbfEqb Releasing in June, this episode is a nice preview.   ThreePercentRule - Innovisor SixChangeBlockers - Innovisor  

This post was inspired by a conversation I had with Tom Goodwin that started on Twitter and which he expanded on LinkedIn. He gave me permission to base this podcast episode on these posts. I often think a lot about how lucky I am to have started my career with 25 ish years of in-office/store work, passive training, oversight, exposure via proximity, and camaraderie . This is by no means an anti-remote work thing, it's just an honest reflection on the head start being in a packed workplace from the age of 17 onwards. Something not everyone now gets. And yes I was lucky to feel like I (nearly) always worked at places that were high energy, that were dominated by quite supportive people, that I had great bosses, that had pretty motivated people, varied work, and the long hours were rewarding. But it wasn't 100% luck, it was a concerted effort to pick places on the basis of how I'd develop, not what I'd get paid. And I'm not suggesting companies should resort to 100% in person work, but I do think they should focus on creating environments where people feel a part of something, and supported. On Twitter, I told him that I was not fortunate to have that type of supportive work environment - I had monitoring, close surveillance, mandatory training and micromanagement.  Tom asked me something which stopped me short. "Why didn't you leave?" The short answer I gave was kids, a mortgage and stability. But it's deeper than that.  The choices and decisions I made about the companies I worked for and the jobs I accepted are rooted in my childhood perception of stability and responsibility, where I lived, the kind of daughter, parent and wife I wanted to be, the economic climate, golden handcuffs including access to work from home which was not common at the time and systematic limitations. Condensing 30 years of decisions and history into less than15 minutes is a challenging task.  Hopefully you find it interesting to view my career from a high level perspective. I used Microsoft Co-pilot to summarize valuable lessons others could learn from my story and I kind of like the output.  It feels a bit like a personal cheerleader who can see the positives peeking throught the details. Here are some valuable lessons that others can learn from your story: Resilience and Adaptability: Life is full of unexpected challenges, from economic downturns to personal losses. Your ability to adapt and bounce back is crucial. Lesson: Cultivate resilience and embrace change as an opportunity for growth. Navigating Career Transitions: Job markets fluctuate, and qualifications alone may not guarantee success. Your experience transitioning between industries highlights this. Lesson: Be open to learning new skills and consider transferable abilities when changing careers. Advocacy and Impact: Your advocacy for hybrid remote work made a difference. You were a pioneer in promoting flexible work arrangements. Lesson: Advocate for positive changes in your workplace or industry, even if it challenges the status quo. Mindset Matters: Mindsets shape our experiences. Facing layoffs and industry shifts, maintaining a positive outlook is essential. Lesson: Cultivate a growth mindset, stay adaptable, and view setbacks as opportunities for learning. Balancing Personal and Professional Life: Juggling personal challenges alongside work can be tough. Your story underscores the importance of balance. Lesson: Prioritize self-care, seek support, and recognize that life events impact professional performance. Unique Paths to Success: No two journeys are alike. Your unconventional path—through recessions, accidents, and losses—led you to where you are today. Lesson: Embrace your unique journey, celebrate achievements, and learn from setbacks.

Let me tell you a story 50 years in the making. I moved to the Town of Georgina when I was 18 months old.  I've lived here 50 years. We've never had much tech infrastructure so I can't tell you how excited I was to learn that our new community centre has an audio and video recording studio I can use for podcasting. I thought it would be a simple matter to get someone from the town on my podcast to talk about the MURC (Multi-Use Recreation Centre).  Not so.  It's an ongoing adventure. This episode lays the groundwork - my personal history, media and journalism in small towns in Ontario, PR for politicians and a surprise cameo from my first employer.  And drama surrounding gender neutral change rooms and Facebook.  It's a simple rule - don't get naked in public - that has the town confused.   This is for all the people who have ever asked me about the Keswick dinner jacket.  We are so much more.  A hotbed of podcasters, the forefront of skills development. Eventually - if the software ever gets installed.  

The Power of Appreciation In this episode, I share my personal stories to illustrate the importance of appreciation and recognition in the workplace and how easy it is to get it wrong even with the best of intentions. I also talk about why some of the common practices of employee appreciation are ineffective and how we can do better. Key Takeaways Appreciation goes deeper than just saying thank you or giving a gift. It's about making people feel seen, valued, and respected for who they are and what they do. Scale is the enemy of intention. Just because you can do things at scale, it doesn't mean you should. Mass emails, group recognition, and generic rewards are not meaningful or motivating for employees. Personalize and individualize your appreciation. Find out what matters to each person and tailor your recognition accordingly. Use their name, be specific, and be sincere. Appreciation is not a one-time event. It's a continuous practice that earns trust, loyalty, and engagement. Make it a habit to appreciate your employees regularly and authentically. Episode Call to Action: If you enjoyed this episode, please subscribe to the podcast and leave a review on Apple Podcasts or your favorite podcast app. If you have any questions or feedback, you can email me at nola@nolasimon.com or tweet me at @nolasimontjo If you want to support the podcast and get access to exclusive content and perks, you can sign up for my email list. Join the waitlist for The Flexible Path community, reopening for new members April 1st. Thank you for listening and I'll see you in the next episode.

The Four Day Work Week In this episode, Nola Simon shares her personal stories about the benefits of working a four day work week. She talks about how her husband's experience with a flexible and creative job at a pattern making shop in Toronto inspired her to challenge the conventional narratives about work and productivity. She also reflects on how having an extra day off every week improved their quality of life and relationship. Key Takeaways A four day work week can be a viable option for many types of work, not just knowledge work. Nola's husband worked as a carpenter at a pattern making shop that made molds for various products, such as plastic packaging, battery packs, and even models for sex education. The shop owner designed the work schedule to be Monday to Thursday, with 40 hours of pay and overtime if needed. A four day work week can also be a source of creativity and personal fulfillment. Nola's husband was allowed to use the shop's machinery to work on his own projects on Fridays, such as making a mailbox, a jewelry chest, a deck swing, and a cedar chest. He also had access to the shop's scrap wood, which he used to make some unusual models that sparked some interesting conversations around the campfire. A four day work week can have a positive impact on family and personal life. Nola and her husband commuted together four days a week, and he stayed home on Fridays to do chores, cook dinner, and prepare a relaxing bath for her. Nola says that she missed those days and that they really enjoyed having more time and energy to spend with each other. A four day work week can be rewarding when it allows for more self-care and personal time. Nola enjoyed having Wednesdays off every few weeks, when she could drop her kids at daycare and have a day to herself. She says that it kept her sane, made her feel valued, and was an important investment in her well-being. A four day work week can be controversial when it is not embraced by everyone in the team. Nola's experiment with working extra hours and banking them for a day off was shut down because some of her colleagues felt it was unfair and complained. Nola says that management did not handle the situation well and that there was no accountability for the people who chose not to participate. A four day work week can be a catalyst for career advancement and personal growth. Nola says that missing the flexibility of having a day off every week motivated her to get a new job with more seniority and access to VPN. She also says that having experienced the benefits of a four day work week led her to advocate for more location flexibility in her work.   The four-day workweek is an arrangement where employees or students work or attend school for four days instead of five, while maintaining the same pay or hours. This concept has gained popularity in recent years as a way to improve work-life balance, productivity, and well-being. Here are some articles that discuss the benefits and challenges of the four-day workweek: These Canadian companies switched to a 4-day work week. Here's why: This article from CBC News features the stories of several Canadian companies that participated in a pilot project organized by 4 Day Week Global and researchers at Boston College. The article reports that the companies experienced positive outcomes such as reduced stress, fewer sick days, and increased focus, without sacrificing revenue or customer satisfaction. A four-day workweek: Some facts and figures to consider: This article from Statistics Canada provides some data and analysis on the feasibility and implications of a four-day workweek in Canada. The article examines factors such as labour shortage, overtime, capacity utilization, and employee satisfaction, and suggests that the viability of a four-day workweek may depend on the sector, industry, and employer. The 4-day work week: benefits and risks: This article from BDO Canada, a professional services firm, explores the pros and cons of a four-day workweek from the perspectives of employers and employees. The article highlights the potential benefits of improved morale, retention, and innovation, as well as the potential risks of reduced flexibility, communication, and collaboration. AI could make the four-day workweek inevitable (bbc.com) What Is a Four-Day Workweek? (Benefits and Tips): This article from Indeed.com, a job search platform, explains what a four-day workweek is and how it can benefit both workers and employers. The article also offers some tips on how to implement a four-day workweek successfully, such as setting clear expectations, prioritizing tasks, and tracking results. In the UK and elsewhere, the 4-day workweek grows in popularity: This article reports on the growing trend of the four-day work week around the world, and the benefits and challenges it poses for employers and employees. It also mentions some of the UK companies that have adopted or trialed the policy, such as Unilever, Kickstarter, and Buffer. 1 UK companies that tried a 4-day workweek report lasting benefits more than a year on: This article summarizes the findings of a research report that evaluated the impact of the four-day work week trial on 61 UK companies. It highlights the positive effects on staff retention, well-being, productivity, and revenue. It also quotes some of the business leaders and workers who participated in the trial. 2 UK four-day week trial hailed as a success one year on: This article focuses on the outcomes of the four-day work week trial for the 3,000 workers who took part in it. It cites the statistics on reduced sick days, lower burnout, and improved life satisfaction. It also mentions some of the challenges and recommendations for implementing the policy effectively. 3 Episode Call to Action: If you enjoyed this episode, please subscribe to the podcast and leave a review on Apple Podcasts or your favorite podcast app. If you have any questions or feedback, you can email me at nola@nolasimon.com or tweet me at @nolasimontjo If you want to support the podcast and get access to exclusive content and perks, you can sign up for my email list. Join the waitlist for The Flexible Path community, reopening for new members April 1st. Thank you for listening and I'll see you in the next episode.

  Episode Summary: In this episode, I share my personal experience and insights on how to manage up effectively in a hybrid remote work setting. I explain what managing up means, why it is important, and how it can benefit both you and your manager. I also give some practical examples of how I managed up with my manager who had never worked from home before, and how I advocated for the needs and challenges of remote workers in team and divisional meetings. If you want to learn how to collaborate better with your manager and other leaders in your organization, this episode is for you. Episode Timestamps: 00:00 - Introduction and welcome 01:15 - What is managing up and why it matters 03:30 - How I managed up with my manager who was new to remote work 07:45 - How I communicated the issues and solutions of remote work in team meetings 12:20 - How I influenced the executives to introduce themselves and acknowledge remote workers in divisional meetings 16:50 - Conclusion and key takeaways Episode Resources: Nola Simon Advisory - My website where you can find more resources and tips on hybrid remote work Slido - A tool for interactive Q&A and polls in online meetings The Curse of Knowledge - A cognitive bias that makes it hard for experts to communicate with novices Episode Call to Action: If you enjoyed this episode, please subscribe to the podcast and leave a review on Apple Podcasts or your favorite podcast app. If you have any questions or feedback, you can email me at nola@nolasimon.com or tweet me at @nolasimontjo If you want to support the podcast and get access to exclusive content and perks, you can sign up for my email list. Join the waitlist for The Flexible Path community, reopening for new members April 1st. Thank you for listening and I'll see you in the next episode.    

Coffee Badging: A Trend in Hybrid Workplaces In the world of hybrid work, a curious phenomenon has emerged: coffee badging. It's not about java aficionados collecting stamps on their loyalty cards; rather, it's a sly workaround for employees who are less than thrilled about returning to the office. Here's the scoop: Coffee badging involves employees showing up at the workplace just long enough to swipe their building ID, grab a cup of coffee, exchange pleasantries, and then promptly head home—akin to an Irish goodbye. According to a study by Owl Labs, nearly 60% of on-site workers have tried this tactic1. But why the covert coffee run? Let's explore the motivations behind this trend and how organizations might address it: Forced Office Return: Many employees harbor reservations about returning to the office. Some workplaces have become toxic due to disgruntled colleagues. Even those who don't mind being in the office engage in coffee badging to avoid the negativity. The key question: Are they still productive elsewhere? How does this impact the team relationships and trust?1. Rewarding the Wrong Behavior: Some companies inadvertently reinforce the idea that visibility equals success. Employees feel pressured to be seen physically, even if it doesn't enhance productivity. Managers who prioritize presence over results inadvertently encourage coffee badging. The fix? Evaluate performance based on effort and outcomes, not mere face time1. Deviant Conformity: Coffee badging falls into the category of deviant conformity. Employees conform to the letter of the policy (swiping in) while flouting its spirit (not fully engaging in office work). This behavior often arises from dissatisfaction with poorly designed policies. Organizations should revisit their mandates to ensure alignment with employee needs and expectations1. In summary, coffee badging reflects a nuanced response to workplace policies. While it may irk some managers, understanding the underlying reasons can guide better policy design. So, whether you're a coffee badger or a policy maker, consider the balance between compliance and genuine engagement in the evolving world of work.

I first connected with Gavin because I noticed he was born in Keswick, UK.  I live in Keswick, Ontario, Canada.  They are spelled the same but pronounced differently.  This is known as affinity bias - I notice something about you that is similar to my own experience.  It's a tiny story that connects. Gavin and I both love the power of storytelling.  It's essential for the future of work and key to distributed work (hybrid/remote). I'd go as far as to say it's the future of leadership. Join us to understand why.  Also, check out Gavin's newsletter on LinkedIn.  He is a visual thinker and although we forgot to talk about his artistic take on leadership, it's the doodles that make his newsletter resonate.  There's a reason it's featured so often by LinkedIn editors. He works in partnership with Eugene Yoon to craft these visuals. - link at the bottom of the shownotes.   Don't forget to rate, review and comment.  We'd love to hear your insights and stories too. Gavin McMahon Gavin partners with clients to create tailored learning programs. He is rumored to build and run practical, entertaining workshops. He leads the development of newfangled leadership and customer experience products. Gavin's early career crosses the defense, automotive, publishing, and technology industries. He worked in engineering, strategy, and senior product development roles. Gavin graduated from UCLAN with a B(Eng) Hons. in Mechanical Engineering. He served as a platoon commander after graduating from the Royal Military Academy Sandhurst. After a short stint in the defense industry and working in Africa, Gavin made a career change. A Sainsbury Fellow of the Royal Academy of Engineering, he went on to study at Institute Theseus in France. There, he graduated with an MBA in Innovation, Strategy & Information Technology. Gavin was a founding member of the London Business School's i:Lab. There he co-wrote the case study: Netscape Communications Corporation. One of the first digital case studies, Netscape charted the rise of the first Internet giant. The case featured in MBA and executive education programs at Harvard, London Business School, and INSEAD. Gavin is a proud father of two very handsome basset hounds (and kids). Gavin McMahon | LinkedIn (1) fassforward: Posts | LinkedIn Leadership & Storytelling Training | fassforward | New York Foward Thinking - Gavin's LinkedIn newsletter

I first connected with Gavin because I noticed he was born in Keswick, UK.  I live in Keswick, Ontario, Canada.  They are spelled the same but pronounced differently.  This is known as affinity bias - I notice something about you that is similar to my own experience.  It's a tiny story that connects. Gavin and I both love the power of storytelling.  It's essential for the future of work and key to distributed work (hybrid/remote). I'd go as far as to say it's the future of leadership. Join us to understand why.  Also, check out Gavin's newsletter on LinkedIn.  He is a visual thinker and although we forgot to talk about his artistic take on leadership, it's the doodles that make his newsletter resonate.  There's a reason it's featured so often by LinkedIn editors. He works in partnership with Eugene Yoon to craft these visuals. - link at the bottom of the shownotes.   Don't forget to rate, review and comment.  We'd love to hear your insights and stories too. Gavin McMahon Co-CEO | Founder "Lapsed Engineer, now tinkers with brains." Gavin partners with clients to create tailored learning programs. He is rumored to build and run practical, entertaining workshops. He leads the development of newfangled leadership and customer experience products. Gavin's early career crosses the defense, automotive, publishing, and technology industries. He worked in engineering, strategy, and senior product development roles. Gavin graduated from UCLAN with a B(Eng) Hons. in Mechanical Engineering. He served as a platoon commander after graduating from the Royal Military Academy Sandhurst. After a short stint in the defense industry and working in Africa, Gavin made a career change. A Sainsbury Fellow of the Royal Academy of Engineering, he went on to study at Institute Theseus in France. There, he graduated with an MBA in Innovation, Strategy & Information Technology. Gavin was a founding member of the London Business School's i:Lab. There he co-wrote the case study: Netscape Communications Corporation. One of the first digital case studies, Netscape charted the rise of the first Internet giant. The case featured in MBA and executive education programs at Harvard, London Business School, and INSEAD. Gavin McMahon | LinkedIn (1) fassforward: Posts | LinkedIn Leadership & Storytelling Training | fassforward | New York Foward Thinking - Gavin's LinkedIn newsletter

Just the facts.....as one of my prior guests told me "Get to the point". Thanks John Espiran. Here's the full newsletter that inspired this commentary: Details of The Flexible Path Community Here's the link to join: The Flexible Path (mn.co) Purpose: We bring together individuals embracing distributed work and advocates for hybrid/remote work to support one another in navigating the challenges and harnessing the benefits, so that we can inspire a new way of working that promotes flexibility, freedom, and personal development.

I've never had a guest write their own episode post so I decided to use it as shownotes.   Richard Bukowski is a foresight facilitator and one of my futurist buddies.  Check out his Linkedin and website:   (1) Richard Bukowski | LinkedIn Richard Bukowski.com     I'm excited to announce I'll be appearing as a guest on the Hybrid/Remote Centre of Excellence podcast this Thursday! Link: https://lnkd.in/ezZZuZkM As many companies explore flexible and remote work options, Hybrid/Remote Centre of Excellence convenes great minds across various fields like cultural changes, urban planning, economics, and technology to have thoughtful discussions on how we can promote work-life harmony for the modern hybrid workforce. I'll be joining host Nola Simon to share my multi-lens perspective on why business leaders and people managers should be focusing much less on outdated norms around in-office work. Instead, we need to optimize talent, flexibility, employee empowerment and outputs versus office attendance. I'm looking forward to diving deeper into Future Thinking and the opportunities hybrid working unlocks across areas like:

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode   The week of American Thanksgiving is often a peak time for layoffs. It happened to me too - 3 years ago I was told my role was being restructured. Effectively it was a constructive dismissal. Best thing I did in the month before I was told about the restructuring? My performance review. This week, I'll tell you how to use a performance review strategically. It's a legal document with a lot of negotiating power that people overlook. #PerformanceReviews   Chapters: 00:02:37 Driving Remote Work Success 00:03:56 Strategic Approach to Performance Reviews. 00:10:05 Leveraging Performance Reviews for Future Career Growth Key Takeaways: 1. Documentation of development emails from manager 2. Recording initiatives and volunteer work 3. Documenting compliments, kudos, and shoutouts 4. Performance reviews as legal documents 5. Envisioning the future and seeking support from managers and company for learning and development Also check out an older article I wrote about mid-year reviews:

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode This week, I happened to notice an article published by someone who does similar work as me.  He recommended tying hybrid/remote or work from home (whatever version of distributed work the company offers) to performance metrics. I have several issues with this approach as I've had to live with this type of policy.  I broke my foot and ended up on leave, had a massive car accident which also required a medical leave, 2 deaths in the family, settling the estate from hell all while working full time and parenting two kids and helping my husband run his home renovation business. Life happens. Feeling as though you can lose your flexibility at any moment, doesn't make you feel valued and supported as an employee.  

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode Sweta Regmi and I met on Twitter and have been trading media referrals and recommendations.  One day she posted a series of tweets and tagged 2 banks and several high profile journalists and media outlets: "Verbal communication ratings how you evaluate for accent, ESL, immigrants, international students, speech, language barrier, neurodiverse folks etc who is a auditing AI tool?" "Media needs to cover AI one way video interview. Who is auditing AI tools and biases in hiring? Does Canada has compliance or watchdog?" I was the only person to respond. "Yes, agree. AI in recruiting needs attention. Aside from the possible biases, how does it inform human decision making, how does it make candidates feel and what are the legal concerns?" So we decided to do a podcast about the topic.  Please feel free to share and tag your favourite journalists, AI experts, recruiting, DEI and HR leaders and government officials - Ministry of Labour, anyone?  Let's raise awareness for this discussion - more research is needed. Teachndo was officially launched after Sweta Regmi, Founder & CEO, developed Job Search Strategy for her when she was laid off from a leadership role. Sweta Regmi is a seasoned leader, with experience of more than 20 years in corporate mixed with non-profit employment services. Sweta moved up from an entry-level role at the bank to the hiring role with 9 promotions within 12 years. She teaches her lived and tested career strategy to career professionals through Teachndo. Sweta's insights have been featured in CBC News, Global National, CBC online, CTV, City News, MSN, Yahoo, National Post, Toronto Sun, Forbes, LinkedIn News, Canadian Business Canadian Immigrant Magazine and many more.   Sweta Regmi - CEO | Certified Career & Résumé Strategist | Interview & Personal Branding Coach & Career Advisor - Teachndo | LinkedIn Resume Services | Teachndo Career Consultancy | Ontario Looking for a job?  Sign up for Sweta's workshop on November 6. Free 5-Day Career Workshop (linkedin.com) FREE 5-DAY JOB SEARCH & CAREER WORKSHOP | Teachndo

This is an experiment - a repurposed LinkedIn audio room I recroded this morning.  I stopped the recording before I invited anyone up on stage. Here's the newsletter I wrote about the offer: The thing about corporate budgets is that you have to use them, or you lose them. A current state audit of your hybrid/remote strategy is an ideal way to resolve this issue and set your company up well for 2024. What's your vision for distributed work?  I don't mean right now but 5 or 10 years from now. Do you want to be an employer of choice with a wildly successful company and people who are happy, healthy, and fully engaged in their work? The decisions we make now about when, where, and how we work will inform the future of work. It's worth investing in. Maybe you are confused by the constant headlines about huge employers implementing harsh return to office mandates.  Is that the future? What data do you trust? Maybe you've implemented a strategy but it's not working.  Are people refusing to go to the office?  Is there turnover? Are your people disengaged? Has trust in your leadership eroded? Disengagement is an $8.8 trillion workplace problem according to Gallup. You aren't alone. What if I told you that it's less about data and more about imagination? What if I told you that you can set a course for the future of work you want to see and use the data along the way to adjust and adapt the strategy? Trends, scenario planning, strategic foresight all inform future-focused strategy. You need to know where you are to see where you need to go. That's where the current state audit can help. Book your spot now. What's in the box? Strategic Kick Off Call Imagination training workshop for executive leaders 1:1 executive interview, small focus groups Assessment of employer brand and communications Overall Report Final Presentation of current state and recommendations for future action Next Steps Workshop 4-6 weeks $10,000   Fully remote, asynchronous except for the kick off call, interviews, final presentation, and workshop. Company to assist with scheduling, provide all previous qualitative and quantitative assessments, engagement surveys. Limited spots. Once limit reached, I will start a waitlist. Payment in 2023, work completed in 2024. Who am I? If you don't happen to know me, I'm Nola Simon.  I'm a hybrid/remote futurist located in Ontario, Canada.  I'm an international B2B consultant who has advised hybrid/remote work teams for the last 10 years.  I have the ear of senior transformation consultants and futurists around the world.  I also host a chart topping podcast called the Hybrid/Remote Centre of Excellence with more than 70 episodes on leadership, management and career development – let's co-create the future of work.  It starts with hybrid/remote. Want to know more?  Check out my website and my LinkedIn profile. FAQs Why Nola Simon Advisory instead of a big-name consulting firm? I've been involved in strategically influencing hybrid/remote for 10 years. It's the rare big firm consultant who ever worked outside of an office pre-pandemic.  When you hire me, you get me and my experience.  Big firms often have senior staff handle the sales presentations, but the junior staff do the work. What do you know that we don't? I designed hybrid/remote strategy from the inside as an operations subject matter expert, an individual contributor.  This means that my expertise is unconventional and very different from most consultants who either worked as traditional leaders or have an HR background.  I've been called the voice of the employee, but I combine this with deep research into futurism, leadership, organizational design, and HR. My podcast is in the top 25 leadership podcasts all time. A short-term engagement is a great way for us to get to know one another - behaviour change takes 12-18 months. Why an external consultant at all? It's hard to change a system when you work within it.  Your employees work within a hierarchy and it's sometimes hard to deliver hard messages when you are worried about your next performance review.  What will the outcomes and deliverables be? 2 presentations 2 workshops 1 report, 1:1 executive interviews, small focus group interviews   (the number of interviews and focus groups will depend on company size and will be negotiated) If you've been stressing how to improve your distributed work strategy or worried that Amazon and Nike know something you don't about return to office mandates, a current state audit can help you understand how your company is doing. If you've implemented a strategy already but feel it's not quite right, we can look at how we can improve it even more. No one has all the answers about the future of work – each company needs a solution customized for them and their employees. It's not a cut-and-paste type of problem. Do the work now and you will set yourself up to achieve that vision of being an in demand, successful employer dedicated to the health and wellbeing of your employees.  I can help you.  Book your spot now. Don't let your unused 2023 budget haunt your 2024. Who doesn't want to be known as a future-focused innovative and trusted leader?

If you listen to many episodes of my podcast, you'll note that I keep the intro really short.  I'd rather focus on the guest and the ideas as well as any takeaways we can highlight.  Same with the outros.  I might ask you to rate and review the podcast on your favourite player.  I might mention my website www.nolasimon.com or ask you to check me out on LinkedIn but I've never really done a full blown ad for my consulting business Nola Simon Advisory. I don't have a sponsor - I fully fund the podcast and all the research I do.  With the exception of 2 books featured on this podcast, I've bought the books in order to prepare for the interviews. I don't love ads interrupting podcasts when I listen to other shows.  I came up with the idea to do a bonus episode so I can add this into show notes.  That way you can listen to me talk about why I podcast and how it fuels my business if you want to click on the episode. You can easily avoid it if you are not representing an organization who might want to work with me.  I'm a B2B consultant but I want my podcast and the information and ideas to help not only my ideal clients but anyone who is interested in learning about hybrid/remote and the future of work.  I want to be the resource I needed 10 years ago when I was starting to advocate for workplace flexibility.   All my info for the business is nicely in the shownotes.  I try to always make sure my website and Linkedin profile are in the show notes for each episode but I don't always remember.  If I add the link for this episode to the notes for each episode, it's much less work.  It also makes it easier for anyone to refer me to someone looking for my consulting and speaking services. The podcast and the majority of my work on social media is free.  Substack is free for 6 months and then there is a small monthly fee (it's an experiment). The work that keeps my lights on and pays my bills is the consulting work and the speaking engagements.  This is where I need help with introductions, recommendations and referrals. I'd love to add community into the mix but that's been harder than expected. Who Am I? I'm an international consultant who has advised hybrid/remote work teams for the last 10 years (well before it was a daily headline). I've worked for 5 different corporations, 2 of them global, over the last two decades. I pioneered hybrid work and have worked some version of hybrid/remote since 2012. If I'm tossing metrics, I like to mention that I owned business-critical relationships totalling more than $1 billion. My deep expertise means that I've been interviewed extensively in the media - newspapers, television, radio, magazines. I spoke at a world-class conference about the positive impacts of hybrid/remote on work and wellness. I am well-connected and have the ear of senior transformation consultants and futurists around the globe. I run the Hybrid/Remote Centre of Excellence, a membership designed to support & inspire C-Suite, HR experts and leaders. It's unlike anything else in the world. This cutting edge resource is powered by my podcast of the same name - 30 episodes & counting & thousands of downloads. I'm focusing my efforts on becoming one of the best resources for B2B hybrid/remote education today. The #1 skill for the 21st century is navigating uncertainty. You don't have to do it alone. If you have been tasked with creating hybrid/remote strategy and are feeling overwhelmed with content, statistics, opinions (no shortage of those!!), I can help you make progress. What you get when you work with me: deep research innovative thinking leadership through storytelling expertise in difficult conversations future-focused creativity initiative accountability employee perspective co-creation ability to operationalize change How does my work make people feel? ´You are the voice of the unheard employee.' ‘I need you to speak to my management team. I don't think they have any idea how to do hybrid well.' ´I've been working remotely for 20 years and it's so good to see someone talk about remote in such a positive way. Thank you for being an advocate.' ´I had to speak with you because it's so rare to find like-minded people who are willing to go on camera and advocate for a better future of work.´ The work I do with you helps you create long-term solutions that will not only retain and attract staff, it will help them thrive. You will ensure the business is set up to succeed but also be at the forefront of leadership. FAQs: Watch Nola answer the top 10 questions she's asked + 1 bonus question she wishes people would ask Media: Nola Simon media appearances Podcast Guest Appearances: Spotify podcast guest playlist - Nola Simon Testimonials: Read What People Say About My Work Social Proof: Subscribe to the newsletters: Hybrid Remote Excellence - Substack The Throughline Project - LinkedIn Free Stuff: Nola Simon - Hybrid/Remote Futurist - NolaSimon.com | LinkedIn Nola Simon (@nolasimontjo) on Threads Nola Simon (@nolasimontjo) • Instagram photos and videos YouTube Pinterest TikTok   Follow the Podcast Love the Podcast - Rate & Review   Email: nola@nolasimon.com Phone: 905-960-6794 Website: www.nolasimon.com  

When I read Bragging Rights by Lisa Bragg, I knew I wanted to bring her on the podcast because her work validates the approach I've taken to self-promotion for years.  She has the research to back it up - check out how she brags about having the largest research study.  It's a masterclass in owning your story. Bragging is a good thing.  It's a form of self-advocacy and no one knows your stories and your successes like you do.  If you don't tell the world, who will? Don't forget to rate, review and share the podcast and the book Bragging Rights on Goodreads (see what I did there?) Lisa Bragg has literally written the book on how to talk about success. Her book Bragging Rights: How to Talk about Your Work Using Purposeful Self-Promotion launched in May. She is a speaker, advisor and professional mentor. Lisa is the founder of MediaFace, a Toronto-based content and consulting firm. She was also a TV reporter and anchor for 15 years. https://www.facebook.com/ThatLisaBragg/ https://www.instagram.com/thatlisabragg https://www.lisabragg.com/ Bragging Rights Riff Tool: idea and content generation https://www.lisabragg.com/listener-love https://www.linkedin.com/in/lisabragg Looking for info on Nola Simon? Hire Nola Simon Advisory https://www.nolasimon.com/ https://www.linkedin.com/in/nolasimon/  

Ever wonder if book blurbs are worthwhile?  A blurb is how I found David Burkus.  My coach is Kerri Twigg and she has also been a guest on the show. When she published her book, she asked David Burkus to write a blurb.  2 years later, he's a guest on the podcast.   I also volunteered to be a beta reader for his new book Best Team Ever! I didn't manage to give him much useful feedback due to my schedule so the least I can do is help him promote it, right?  It is a good book - David tells stories I've never heard before to explain how important trust, psychological safety and respect are to team work.  The story of the Savannah Bananas stands out - who knew they now have an ESPN special?  Sports stories of any sort normally bore me but this one is such a fun illustration of innovative and creative leadership. Join us for this interesting conversation.  I asked David some tough questions about the paradox of the Netflix culture of trust, AI, strikes and societal good. David's most effective question?  It involves Batman (not the George Clooney portrayal lol). David's favourite vision for the future?  It involves a red stapler and pop culture. Chapters: 00:01:42 Discovering Hidden Gems: How a Blurb Led Me to an Awesome Author 00:05:20 The Savannah Bananas: The Rise of the Most Famous Baseball Team You've Never Heard Of 00:10:03 Culture and Purpose: How the Savannah Manage Defies Expectations and Thrives on Fun 00:13:42 The Ultimate User's Manual: Unlocking Effective Collaboration and Building Trust 00:16:47 Empowering Vulnerability: Choosing to Share and Build Trust 00:20:36 Stepping Up and Stepping Down: The Power of Service in Work and Life 00:22:24 Survival Mode: Navigating Financial Pinch and Tough Decisions in a Changing University Landscape 00:26:04 The Unconventional HR Approach: From Family to Sports Franchise 00:29:26 Unlocking Autonomy: The Real Debate for High Performance 00:30:29 Netflix vs. Writers and Actors: The Battle for Team Loyalty 00:33:44 Timing is Everything: The Paradox of a Company and the Power of No Rules 00:38:23 Unpacking the Power of Heroic Connections: Exploring the Superhero Stories that Resonate with Us   David Burkus bio: As a sought-after keynote speaker and bestselling author, Dr. David Burkus has made a name for himself as a leading business thinker and expert in leadership and teamwork. With a focus on practical strategies and engaging storytelling, Dr. Burkus has helped organizations of all sizes achieve success through his keynote speeches, tailored to meet the specific needs and goals of each organization. As a motivational speaker, Dr. Burkus inspires and empowers teams to unlock their full potential, driving lasting results for your organization. His keynotes are not only informative, but also entertaining and engaging, leaving a lasting impact on your team and creating a memorable experience. Dr. Burkus brings cutting-edge insights and expertise to your event, customized to meet your unique business needs, ensuring maximum impact and value for your investment. With multiple bestselling books and global media recognition, Dr. Burkus' insights on leadership and teamwork have been featured in major media outlets worldwide, including the Wall Street Journal, Harvard Business Review, and USA Today, among others. His TED Talk on the myths of creativity has been viewed by millions and showcases his ability to deliver impactful and engaging keynote speeches. Dr. Burkus has worked with leaders from organizations across all industries, including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. He has also advised Fortune 500 companies on leadership and innovation, bringing his proven track record of success to your organization. Dr. Burkus is recognized as a top-rated business thinker and expert, bringing cutting-edge insights and strategies to your event to drive growth and profitability.   David Burkus Info: https://davidburkus.com/ Instagram LinkedIn Twitter YouTube https://davidburkus.com/books/ Best Team Ever: The Surprising Science of High-Performing Teams: https://a.co/d/epCjjoi Looking for info on Nola Simon? Hire Nola Simon Advisory https://www.nolasimon.com/ https://www.linkedin.com/in/nolasimon/

Ever wonder if book blurbs are worthwhile?  A blurb is how I found David Burkus.  My coach is Kerri Twigg and she has also been a guest on the show. When she published her book, she asked David Burkus to write a blurb.  2 years later, he's a guest on the podcast.   I also volunteered to be a beta reader for his new book Best Team Ever! I didn't manage to give him much useful feedback due to my schedule so the least I can do is help him promote it, right?  It is a good book - David tells stories I've never heard before to explain how important trust, psychological safety and respect are to team work.  The story of the Savannah Bananas stands out - who knew they now have an ESPN special?  Sports stories of any sort normally bore me but this one is such a fun illustration of innovative and creative leadership. Join us for this interesting conversation.  I asked David some tough questions about the paradox of the Netflix culture of trust, AI, strikes and societal good. David's most effective question?  It involves Batman (not the George Clooney portrayal lol). David's favourite vision for the future?  It involves a red stapler and pop culture. David Burkus bio: As a sought-after keynote speaker and bestselling author, Dr. David Burkus has made a name for himself as a leading business thinker and expert in leadership and teamwork. With a focus on practical strategies and engaging storytelling, Dr. Burkus has helped organizations of all sizes achieve success through his keynote speeches, tailored to meet the specific needs and goals of each organization. As a motivational speaker, Dr. Burkus inspires and empowers teams to unlock their full potential, driving lasting results for your organization. His keynotes are not only informative, but also entertaining and engaging, leaving a lasting impact on your team and creating a memorable experience. Dr. Burkus brings cutting-edge insights and expertise to your event, customized to meet your unique business needs, ensuring maximum impact and value for your investment. With multiple bestselling books and global media recognition, Dr. Burkus' insights on leadership and teamwork have been featured in major media outlets worldwide, including the Wall Street Journal, Harvard Business Review, and USA Today, among others. His TED Talk on the myths of creativity has been viewed by millions and showcases his ability to deliver impactful and engaging keynote speeches. Dr. Burkus has worked with leaders from organizations across all industries, including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. He has also advised Fortune 500 companies on leadership and innovation, bringing his proven track record of success to your organization. Dr. Burkus is recognized as a top-rated business thinker and expert, bringing cutting-edge insights and strategies to your event to drive growth and profitability.   David Burkus Info: https://davidburkus.com/ Instagram LinkedIn Twitter YouTube https://davidburkus.com/books/ Best Team Ever: The Surprising Science of High-Performing Teams: https://a.co/d/epCjjoi Looking for info on Nola Simon? Hire Nola Simon Advisory https://www.nolasimon.com/ https://www.linkedin.com/in/nolasimon/  

Today's podcasting experiment is repurposing a LinkedIn Live I did with Gillian Whitney and publishing the audio on my podcast. Kudos to Gillian for her generosity - she's been a guest on the podcast before. She tells me I have a standing invite to be on her show any time and the feeling is mutual. Join Nola Simon & Gillian Whitney for an engaging chat about: Ghosts, Hallucinations & Other Scary Trust Leaps in Using AI for Research Trick or Treat? AI can a powerful tool, but it can also be dangerous. Why? Because AI has a tendency to hallucinate. It can take a kernel of truth and build out a fantasy, with the potential to impact your personal brand and reputation. Nola Simon has found that the results of AI research can be very misleading. Which leads to questions about how AI is pulling its information and how to negotiate the disinformation? Based in Ontario, Canada, Nola is an international B2B consultant who has advised hybrid/remote work teams for the last 10 years. In addition to working with organizations, Nola runs the Hybrid/Remote Centre of Excellence community. This community is powered by her podcast of the same name, which focuses on co-creating the future of work.  Nola Simon is a pioneer of hybrid work and has been interviewed extensively in the media - newspapers, television, radio, magazines. She is a LinkedIn Community Top Voice for Organizational Development & Decision-Making. Whether you're a business owner, job seeker, or employee, we invite you to join us for: Ghosts, Hallucinations & Other Scary Trust Leaps in Using AI for Research. Gillian Whitney is a LinkedIn Video Marketing Coach.  She believes every business professional needs to be using video to market themselves. Video boosts your online visibility, increases sales, and promotes your brand like no other marketing tool. As a LinkedIn Video Coach, Gillian helps business professionals make videos in a way that is comfortable for them. She loves sharing Easy Peasy solutions to help folks get started with video. Gillian is a citizen of 4 countries and a digital nomad. She currently resides in Las Vegas, with her husband and globe-trotting dachshund.   Gillian Whitney VideoEasyPeasy.com YouTube channel https://www.youtube.com/videoeasypeasy https://www.linkedin.com/in/gillianwhitney

Karen Eber and I share an odd thing in common.  We both have different coloured eyes.  It's called heterochromia.  Mine is caused by Waardenburg Syndrome - Karen's may or may not be related to eating green crayons.  (Check out the cover of her book and the first story she tells - you'll understand). On Twitter one day, we exchanged stories about people's reactions to our eyes. "Did you know your eyes are different colours? (Gee, I must have missed it in the mirror.) "You look like my husky." (Ummm thanks?  Not exactly though people love their dogs.) "You are like David Bowie." (Ummm no.  He had an enlarged pupil as the result of a fight.) It's the type of uncommon experience that bonds across time and space. That's how it started but we have other things in common like a passion for improving workplace culture and storytelling.  Karen has written a fabulous new book called A Perfect Story and I invited her to tell us some of the best stories.  We talk about the discipline needed to weave stories to make effective points - her book is a great example of how you don't need more stories to illustrate your theories.  Storytelling can be manipulative with the wrong intentions and we talk about return to office mandates to illuminate this point. Learn more about Karen Eber's book: The Perfect Story: How to Tell Stories that Inform, Influence, and Inspire, (HarperCollins, Oct 2023) Watch Karen Eber's TED TALK Sign up for Karen Eber's newsletter Subscribe to Karen Eber's YouTube Channel   Consulting Services - Hire Nola Simon Advisory https://www.nolasimon.com/ Nola Simon's Linkedin Profile

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

 Mitch Weisburgh is the founder of Academic Business Advisors, a company that helps organizations create educational products that prepare kids for the future. Most of the time when I speak to Mitch it's as part of my futurist buddy group. We rarely spend time on titles - we are too busy talking ideas. Our conversations are far reaching, imaginative and often surprising.  Mitch actually made my jaw drop during this episode - on the topic of challenging the status quo.  I appreciate him precisely because he challenges my thinking. Key takeaways: Mindset is the way we see ourselves and the world, and it influences our behavior and outcomes. Sense making is the process of creating meaning from information and experience, and it involves being aware of our biases, assumptions, emotions, and perspectives. Sense making can help us overcome cognitive traps, such as confirmation bias, availability bias, anchoring bias, and framing effects, that can lead us to make poor decisions or judgments. Sense making can also help us be more flexible, adaptable, creative, and resourceful in facing challenges and opportunities in a rapidly changing world. Sense making can enhance our communication and collaboration with others by helping us empathize, listen, ask questions, give feedback, and resolve conflicts. Awesome quotes: “Education should be the way that we are preparing the next generation to assume their roles as adults.” - Mitch Weisberg “I've always been interested in how our minds make sense of situations.” - Mitch Weisberg “The brain has evolved to make decisions rapidly. How those rapid decisions very often lead us astray. How we can be aware when they lead us astray. How to prepare to be more flexible if we're drawn off course. How to self correct. So that we're more resourceful. How to deal with other people who are also making quick decisions and probably also being led astray.” - Mitch Weisberg “Sense making is not something that you do once. It's something that you do continuously.” - Mitch Weisberg “The future is not something that happens to us. It's something that we create.” - Nola Simon twitter: weisburghm blog: http://academicbiz.typepad.com Mitch Weisburgh | LinkedIn

If you've got a concern about errors and inaccuracies in AI output, how do you address it? To my knowledge, there is not yet a solution for AI hallucinations. I recently wrote a newsletter on LinkedIn and Substack about my concerns about inaccuracies and pure fantasy I discovered using Bing powered by ChatGPT-4.  This is a verbal analysis of my thought process of why I wanted to pursue this question. I'm including the text of the newsletter for reference. The Seeds of Curiosity One of my first podcast episodes was about AI use in HR - recruiting and retention, upskilling etc. Although Todd Raphael changed jobs, he allowed me to retain the episode (thank you, Todd). It was really useful because it made me curious to learn more. I started investigating Canadian companies doing the same sort of work and I discovered Plum.IO. I created a profile and though it wasn't bad, there were several things I thought were inaccurate. You can read my Plum profile here. To be clear, I like a lot of it. My top talents are embracing diversity, innovation and decision making. It describes me as Influential, dominant, persuasive, authoritative, and self-confident. I'm also curious, analytical, reflective, imaginative, and creative as well as receptive, adaptive, flexible, unconventional, and reflective. I agree with these statements: Nola is: Good at knowing what to say to make people feel included and accepted. Exceptional at adapting to a wide range of people and being open to different values and personalities.   Nola is: Extraordinary at working with abstract ideas and developing unconventional solutions. Exceptional at being receptive to different ideas and flexible to changing demands.   Nola is: Extraordinary at critically evaluating information, generating solutions, and using facts and logic to support decisions. Excellent at expressing opinions and taking control of a situation.   I have an issue with several of these statements: Professionally, Nola is: A good fit for roles with clear and attainable goals. A good fit for roles that are unlikely to have many unexpected problems or changes in how the work gets done. A very good fit for work that is not stressful or rushed. A very good fit for roles that measure success on the volume of work completed. The hybrid/remote and the future of work is not clear, it's likely to have many unexpected problems and changes, it can be stressful and how do you measure the volume of work completed? This is not describing me or the work I do at all. To me, this was picking up my long history in customer service and attributing the ideal work to my history. I was curious how the AI was determining this output and so I asked the CEO to be on my podcast. I had questions. How does the AI pull information and create the output? How do you fix output you feel is inaccurate? What recourse is there? How would employers view this and how would a candidate counter misinformation provided by AI in an interview situation? What protections do you have in place to guard against bias? If I could see this many problematic issues just on my profile, how would this look for others? What happens if you don't have 2 decades of experience? What if you are an immigrant? The Plum CEO initially responded but has since ghosted me. We were actually on the same stage at Elevate Festival last September - I did send her a message asking to meet. She walked right by me - she presented with a VP of Scotiabank right before my speaking gig. Scotiabank doesn't use resumes anymore - they use Plum. This is not a future of work issue. This is a now issue. It's real, it's happening already. Although I'm happy to chat with the CEO if she approaches me, I'm not going to pursue it further. This is the story I have. The questions remain. AI is a content track for Elevate Festival this year again, as is the future of work. Hopefully Jared Lindzon or Douglas Soltys has an opportunity to pose some of these questions to the AI experts in attendance. Who Can It Be Now? AI has a tendency to hallucinate. I recently discovered you can enable ChatGPT-4 when you use Bing. I like Bing because it uses the internet. A few weeks ago, I interviewed Cher Jones about personal branding. Just before our call started, I searched her on ChatGPT-3. It was a decent summary. I looked for myself and it told me it knew nothing about me but the data was only accurate until September 2021. As far as it was concerned, I was a private person. Which made me wonder where it gets it's information. I've been on most social media platforms since 2011. It's clearly not valuing social media as a source. From the research I've done over the last few weeks, it seems to value books, websites and public media. How do you build a personal brand when you can't see inside the box? Who Are You? Who, Who? AI has a tendency to hallucinate. I recently discovered you can enable ChatGPT4 when you use Bing. I like Bing because it uses the internet. Yesterday I asked: tell me about Nola Simon's media appearances. Can you spot the things that aren't true or completely accurate? Two people I know fairly well played along. One told me that she felt the list was pretty impressive and credible and the other person was able to spot most of the inaccuracies. Another person on Threads told me that she would have no way of knowing what was true and what wasn't. No surprises the people on LinkedIn know more about me than the people on Threads. I've quoted what Bing wrote below. Can you spot the things that aren't true or completely accurate? Probably you can't without doing deep research. Due diligence would demand you verify each statement. How time consuming. I'll break it down for you. Sweet, Sweet Fantasy, Baby Nola Simon has been featured in various media outlets, such as:- Newspapers: She has written articles for The Globe and Mail, The Toronto Star, The National Post, and The Financial Post on topics such as hybrid work, employee wellness, and leadership¹².- Television: She has appeared on CTV News, CBC News, Global News, and BNN Bloomberg as an expert on hybrid and remote work, and the future of work¹².- Ra. Itdio: She has been interviewed on CBC Radio, AM640, and SiriusXM Canada Talks on how to navigate the changing world of work, and how to have difficult conversations with employers and employees¹².- Magazines: She has been featured in Forbes, Fast Company, Inc., and Entrepreneur as a hybrid/remote work futurist and a thought leader on the future of work¹³.- Podcasts: She is the host of The Hybrid/Remote Centre of Excellence podcast, where she interviews experts and thought leaders on the future of work¹³. She has also been a guest on several podcasts, such as The Change Zone, Work Life Bloom, and The Janus Oasis². Let's take it section by section. All of the real interviews can be found on my media page on my website. Newspapers - Newspapers: She has written articles for The Globe and Mail, The Toronto Star, The National Post, and The Financial Post on topics such as hybrid work, employee wellness, and leadership. I didn't write any of the articles mentioned. I was interviewed by talented journalists like Rosa Saba Clarrie Feinstein and Déjà Leonard. It misses an article by CBC Geoff Nixon. It doesn't mention The Toronto Star at all. I've never been interviewed by The National Post or The Financial Post although I realize some articles are distributed. The recent article Rosa Saba wrote for The Canadian Press was published by 37 different outlets and audio clips also ran across Canadian radio. These inaccuracies in the AI output only highlight why we need human journalists who do deep research and investigation. We also need the editors and producers who do the background work, planning and strategy. I have learned a lot about media since last year and I have nothing but respect for the work. We need brave, human journalists who invest the time and effort to tell real stories. - Television: She has appeared on CTV News, CBC News, Global News, and BNN Bloomberg as an expert on hybrid and remote work, and the future of work¹² Television I have appeared on CTV News - TV was actually my first media interview thanks to Beth Macdonell. I have not appeared on television for CBC News, Global News or BNN Bloomberg. If they care to have me, I'd love the opportunity but this is fake news, AI-style. Radio - Radio: She has been interviewed on CBC Radio, AM640, and SiriusXM Canada Talks on how to navigate the changing world of work, and how to have difficult conversations with employers and employees. So radio is the most complex media. I had no idea until I started doing interviews for CBC Radio. It's hard to know when the shows will air - the only time I knew for sure was the day I did a series of live interviews across Canada. CBC Spark with Nora Young goes live on Sundays at 1 pm but also publishes as a podcast. They do have a channel on SiriusXM but I have not been interviewed for a show called SiriusXM Canada Talks and I've not been on AM640 to my knowledge. As I mentioned, Canadian Press distributed audio clips from my recent interview but it's almost impossible to know which stations broadcast those. Magazines - Magazines: She has been featured in Forbes, Fast Company, Inc., and Entrepreneur as a hybrid/remote work futurist and a thought leader on the future of work. Pure fiction. The closest I came to being published in a magazine is the interview with Wendy Helfenbaum for a digital publication called Reworked but is that considered a magazine or a newspaper? Not sure. I would call it digital media but there is no category for that and Bing didn't pick this up at all. It also didn't pick up any of the quotes I gave Terkel (now Featured). Podcasts Although I have a Spotify playlist with all my guest podcast interviews, Bing didn't use that as a resource at all. - Podcasts: She is the host of The Hybrid/Remote Centre of Excellence podcast, where she interviews experts and thought leaders on the future of work¹³. She has also been a guest on several podcasts, such as The Change Zone, Work Life Bloom, and The Janus Oasis. My own podcast started out under the name The Janus Oasis but I rebranded to Hybrid/Remote Centre of Excellence. I've done several episodes for The Change Zone with Gail McDonald - PCC and Susan Sneath so I'm happy to see that show listed but the most interesting fallacy is the Work Life Bloom show. It doesn't exist. Dan Pontefract is publishing a new book called Work Life Bloom which comes out in October in Canada and November for the rest of the world. He has been a guest on my podcast but I have not been a guest on his podcast. His podcast is called Leadership Now. This is the most creative AI hallucination. And the most worrisome. It takes a kernel of truth but builds out a fantasy. It seems plausible. Maybe you've seen some of Dan's advertising for the book. It's credible he might have a podcast of the same name. Dan is also a main stage speaker at Elevate Festival this Wednesday. Perhaps you can ask people how this output would have been created, Dan? Call To Action We need more information about how AI is pulling information. The hallucinations have the potential to impact personal branding and reputation. We need to ask questions and we need to understand how we fix the hallucinations. If we can't fix them, we need to know how to clarify the facts. We need to know how to negotiate disinformation. How can we possibly use this for HR when there is no answer on what is causing the hallucinations or how to fix them? In short, we need to know who and what to trust. Published by Nola Simon Rethinking hybrid/remote through a trust lens|LinkedIn Top Community Voice Decision Making, Organizational Development|Organizations hire me to make hybrid/remote work just work|Transforming strategy♟️into magic

"Better branded people get better jobs." - Cher Jones I first discovered the power of personal branding when I tried to move internally at the company I worked for 17.5 years.  I worked in the US division for 16 years and I wanted to move to the Canadian division to make sure that my work experience was relevant in Canada.  It was like I had moved to Boston for 16 years - the Canadian division kept declining me because they didn't understand my skills and abilities.  Some didn't even know that the company had US division workers in Canada.  I started using internal communication and collaboration tools like Yammer and became active on Linkedin.  I volunteered for hackathons, innovation challenges, ERG committees.  It worked.  I was able to move to the Canadian division, I won an award received by less than 1% of employees and I was asked to found and lead a new ERG for parents and caregivers when the pandemic started. As part of my career pivot, I wanted to deepen my understanding of personal branding and looked to Linkedin for experts.  Cher Jones was one of the people I found.  She comes from a TV background and runs the most useful and interactive Linkedin live shows around.  Her audience engagement is off the charts and I've met some truly generous and interesting people in her comments.  In fact, I met one of my first podcast guests through Cher - Renee Lindo (check out her episode - I think it's #3). These days, Cher is one of the few people I show up live for because the quality of her content is unmatched. We did a video version of this podcast so you get the full energy of Cher.   The most fun part of this episode is when I remind Cher of a time when she caught the eye of the editor-in-chief of LinkedIn, Daniel Roth.  He had put out a call for creators to watch and Cher championed herself.  What was truly awesome was how much of her community came out to celebrate her and endorse her. It was wonderful to see her receive the support and accolades - reciprocity is a beautiful thing.  She did indeed get named a Creator to Watch which opened up opportunities - a feature in a LinkedIn marketing piece and 3 LinkedIn Learning courses.  It was huge validation of her work and confirmed for her audience and clients that her approach to personal branding works really well. Cher was able to give us the links to the 3 posts that make up this story.  It's like a mini case study of your brand at work.  Got through each post and read the comments.  The honour and respect has in the industry is on full display.  The people commenting are some of the top experts in the world - great people to follow as well.  Feel free to share or comment on the posts to bring them back into the algorithm.  They are so worthwhile and the information Cher provided is evergreen and still useful. https://www.linkedin.com/pulse/whats-trending-linkedin-week-daniel-roth/ https://www.linkedin.com/pulse/top-trends-linkedin-higher-eds-hurting-travel-back-plus-daniel-roth https://www.linkedin.com/feed/update/urn:li:activity:6914566445716697089/ Join us for this conversation.  We touch on AI, JZ and the Spice Girls. And I can't miss this opportunity to ask you to tell me what you want, what you really, really want - don't forget to rate and review wherever you listen to your podcasts.  I'm your host, Nola Simon, a hybrid/remote futurist, an organizational consultant working with companies to create and implement hybrid/remote strategy that works well now but also sets the company and employees up for success in the future of work 5 or 10 years from now.   

"Better branded people get better jobs." - Cher Jones I first discovered the power of personal branding when I tried to move internally at the company I worked for 17.5 years.  I worked in the US division for 16 years and I wanted to move to the Canadian division to make sure that my work experience was relevant in Canada.  It was like I had moved to Boston for 16 years - the Canadian division kept declining me because they didn't understand my skills and abilities.  Some didn't even know that the company had US division workers in Canada.  I started using internal communication and collaboration tools like Yammer and became active on Linkedin.  I volunteered for hackathons, innovation challenges, ERG committees.  It worked.  I was able to move to the Canadian division, I won an award received by less than 1% of employees and I was asked to found and lead a new ERG for parents and caregivers when the pandemic started. As part of my career pivot, I wanted to deepen my understanding of personal branding and looked to Linkedin for experts.  Cher Jones was one of the people I found.  She comes from a TV background and runs the most useful and interactive Linkedin live shows around.  Her audience engagement is off the charts and I've met some truly generous and interesting people in her comments.  In fact, I met one of my first podcast guests through Cher - Renee Lindo (check out her episode - I think it's #3). These days, Cher is one of the few people I show up live for because the quality of her content is unmatched. We did a video version of this podcast so you get the full energy of Cher.   The most fun part of this episode is when I remind Cher of a time when she caught the eye of the editor-in-chief of LinkedIn, Daniel Roth.  He had put out a call for creators to watch and Cher championed herself.  What was truly awesome was how much of her community came out to celebrate her and endorse her. It was wonderful to see her receive the support and accolades - reciprocity is a beautiful thing.  She did indeed get named a Creator to Watch which opened up opportunities - a feature in a Linkedin marketing piece and 3 Linkedin Learning courses.  It was huge validation of her work and confirmed for her audience and clients that her approach to personal branding works really well. Cher was able to give us the links to the 3 posts that make up this story.  It's like a mini case study of your brand at work.  Go through each post and read the comments.  The honour and respect has in the industry is on full display.  The people commenting are some of the top experts in the world - great people to follow as well.  Feel free to share or comment on the posts to bring them back into the algorithm.  They are so worthwhile and the information Cher provided is evergreen and still useful. if I could choses a song for this I'd pick This Is How We Do It by Montell Jordan. I recommend listening while you read the posts:) You are welcome for the earworm. https://www.linkedin.com/pulse/whats-trending-linkedin-week-daniel-roth/ https://www.linkedin.com/pulse/top-trends-linkedin-higher-eds-hurting-travel-back-plus-daniel-roth https://www.linkedin.com/feed/update/urn:li:activity:6914566445716697089/ Join us for this conversation.  We touch on AI, JZ and the Spice Girls. And I can't miss this opportunity to ask you to tell me what you want, what you really, really want - don't forget to rate and review wherever you listen to your podcasts. I'm your host, Nola Simon, a hybrid/remote futurist, an organizational consultant working with companies to create and implement hybrid/remote strategy that works well now but also sets the company and employees up for success in the future of work 5 or 10 years from now. Consulting Services  www.nolasimon.com   Nola Simon's LinkedIn profile Substack Listen on Goodpods, rate and review Rate & Review    

Linkedin recently announced it will remove the location field from the individual profiles and I found the reaction fascinating.  I have lived in a location most of my life that has been more of a barrier to my career than it's been a boon so I liked this announcement.  People discriminate and exclude you when they find out how far away from the city you live.  I've lived this all my life Today's question:.   What if we removed location as a filter when considering how we network and how we hire? How does this impact decision making? What do you learn if you allow yourself to engage and learn from people who live outside the geographic bubble you've created for yourself? This is proximity bias we don't discuss much as a society. What if skills and abilities take priority over location? 

Your mission, should you choose to accept, is to listen to the emotions. RTO is happening right now but it won't always feel the same or be the same. It's failed at least 5 times already.  What would you love to see happen in the future?  Sure it feels like two steps back right now but what can you achieve by strategically negotiating and adapting now in exchange for a future that looks closer to your ideal? What will this look like 5 or 10 years from now? I'm Nola Simon.  I'm  a hybrid/remote futurist - an international B2B consultant who has advised hybrid/remote work teams for the last 10 years (well before it was a daily headline). My deep expertise in hybrid/remote strategy & operations as well as employee advocacy means that she has been interviewed extensively in the media - newspapers, television, radio, magazines. She spoke at a world-class conference about the positive impacts of hybrid/remote on work and wellness. She is well-connected and has the ear of senior transformation consultants and futurists around the globe. In addition to working with organizations, I run the Hybrid/Remote Centre of Excellence, a membership designed to support & inspire C-Suite, HR experts and leaders. This cutting edge resource is powered by my podcast of the same name - 60 episodes & counting & thousands of downloads. I'm focusing my efforts on becoming one of the best resources for B2B hybrid/remote education today.   www.nolasimon.com Nola Simon - Hybrid/Remote Futurist - NolaSimon.com | LinkedIn