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MINI-SERIES: The Strategy of Community GroupsJoel, Tim, and Joey take a deep dive into the strategy of community groups, exploring how different churches structure them and why they are a vital part of discipleship. They begin with a cultural artefact from Freya India's appearance on Modern Wisdom, discussing Gen Z's shifting views on faith, the gender divide in religious engagement, and the loneliness crisis—especially among men. With more people searching for meaning and connection, they consider how the church can offer genuine community and firm foundations through small groups.From there, they examine various approaches to small groups, including Saddleback Church's 5Cs model from the church growth movement and Soul Revival's intergenerational approach. Does going smaller always mean going deeper? How do different age groups enrich or challenge group dynamics? They explore the value of moderate intergenerationality, where both mixed-age and demographic-specific groups play a role in spiritual growth.Finally, they unpack the process of planting and leading community groups, emphasising that leadership carries weighty responsibilities in teaching, pastoral care, and discipleship. What makes a good community group leader? How do character, conviction, and competency shape leadership? By fostering strong, intentional communities, small groups become more than just midweek meetings—they become vital spaces for people to grow in faith and serve together as the body of Christ.00:00 Intro and discussion of the Beilharz name02:03 CULTURAL ARTEFACT: Freya India on the Modern Wisdom podcast24:14: Different churches have different strategies with small groups35:59 Making small groups intergenerational51:38 A process of group leadershipDISCUSSED ON THIS EPISODEWhy Modern Women Feel More Lost Than Ever - Freya IndiaGIRLS (Freya India Substack)The Atlantic's Editor Jeffrey Goldberg on How He Was Texted Secret War Plans on SignalThe Need for Adults, by Freya IndiaCONTACT USShock Absorber Email: joel@shockabsorber.com.auShock Absorber Website: shockabsorber.com.auSoul Revival Shop: soulrevival.shopCheck out what else Soul Revival is up to here
Episode #145. Marketing Culture is the holistic topic discussed in this episode, the what, how and why your marketing function works day-to-day. Defining your marketing culture is the key to unlocking not only the fulfilment and motivation of your team but its thinking and work, which often includes your company values, behaviours, beliefs, routines and rituals, philosophy and approach, processes and ways of working, org structure and how your people bring this to life through their skills, behaviours and mindset. Joining Abby to discuss marketing culture is her guest Abi Willstead, Head of Brand and Marketing Excellence at Specsavers, where she focuses on helping strengthen the brand and empowering their global marketing team to thrive in their roles, supporting brilliant outcomes for customers and increasing the number of lives they can change through better sight and hearing. In this episode, Abi shares her definition of marketing culture, the 5Cs of Specsavers culture, empowering teams, creating space for innovation, and involving the entire team in defining and evolving the marketing culture Plus her career highs and lows and advice for marketers of tomorrow. 00:00:00 Welcome and Introduction to ‘Marketing Culture' 00:03:44 Key Ingredients of Marketing Culture 00:06:59 Five Cs of Specsavers' Culture 00:08:03 Importance of Psychological Safety 00:10:05 Embedding Values in Daily Work 00:16:11 Continuous Improvement and Learning 00:19:55 Core Skills Driving Specsavers' Marketing Approach 00:24:21 Empowerment in Marketing Culture 00:24:57 Evolving Marketing Practices 00:27:51 Involving Teams in Change 00:30:13 Career Highs and Lows 00:35:47 Advice for Future Marketers Host: Abigail (Abby) Dixon FCIM/ICF | LinkedInGuest: Abi Willstead | LinkedIn The Whole Marketer podcast is here to support and empower the people behind brands and businesses with the latest technical tools, soft and leadership skills and personal understanding for a fulfilling marketing career and life as a whole. For more info go to www.thewholemarketer.com
Episode #145. Marketing Culture is the holistic topic discussed in this episode, the what, how and why your marketing function works day-to-day. Defining your marketing culture is the key to unlocking not only the fulfilment and motivation of your team but its thinking and work, which often includes your company values, behaviours, beliefs, routines and rituals, philosophy and approach, processes and ways of working, org structure and how your people bring this to life through their skills, behaviours and mindset. Joining Abby to discuss marketing culture is her guest Abi Willstead, Head of Brand and Marketing Excellence at Specsavers, where she focuses on helping strengthen the brand and empowering their global marketing team to thrive in their roles, supporting brilliant outcomes for customers and increasing the number of lives they can change through better sight and hearing. In this episode, Abi shares her definition of marketing culture, the 5Cs of Specsavers culture, empowering teams, creating space for innovation, and involving the entire team in defining and evolving the marketing culture Plus her career highs and lows and advice for marketers of tomorrow. 00:00:00 Welcome and Introduction to ‘Marketing Culture' 00:03:44 Key Ingredients of Marketing Culture 00:06:59 Five Cs of Specsavers' Culture 00:08:03 Importance of Psychological Safety 00:10:05 Embedding Values in Daily Work 00:16:11 Continuous Improvement and Learning 00:19:55 Core Skills Driving Specsavers' Marketing Approach 00:24:21 Empowerment in Marketing Culture 00:24:57 Evolving Marketing Practices 00:27:51 Involving Teams in Change 00:30:13 Career Highs and Lows 00:35:47 Advice for Future Marketers Host: Abigail (Abby) Dixon FCIM/ICF | LinkedIn Guest: Abi Willstead | LinkedIn The Whole Marketer podcast is here to support and empower the people behind brands and businesses with the latest technical tools, soft and leadership skills and personal understanding for a fulfilling marketing career and life as a whole. For more info go to www.thewholemarketer.com
Hello to you listening here, there and everywhere!Coming to you from Whidbey Island, Washington this is Stories From Women Who Walk with 60 Seconds for Wednesdays on Whidbey and your host, Diane Wyzga.My dear friend, colleague, and fellow podcaster Charlene Norman, the voice behind The 5Cs podcast sent me a post on LinkedIn written by Terry Szuplat (Obama speechwriter 2009-17) and founder Global Voices Communications.Mr. Szuplat's essay, Take Heart - We Will Endure, calls to be shared because we are down in the trenches and welcoming any sign of how to keep our good selves going. This is what he wrote:"To our friends around the world asking, “What's going on?” Well… 77 million Americans voted for Trump. 78 million voted for other candidates…So, no, it was not a “landslide.”It was another close election in a very divided country.How are we doing, you ask?Yes, we're disheartened.Like you, we are deeply, deeply concerned about what we're witnessing every day.Good, innocent people are being hurt -- across the United States and around the world.There's a lot of anxiety and fear, especially about what comes next.But we want you to know -- we're still here.The majority of Americans did not vote for this.A majority of Americans, according to the latest polls, do not approve of this.We know we are not alone.We are not powerless.And we're not going anywhere.Yes, Trump won the most votes. He won the election. He has a right to pursue his policies.But we are still a nation of laws, and he does not have a right to violate them.So we'll keep standing up for the country we believe in.For rights enshrined in our Constitution.For the rule of law.For justice.For treating one another with empathy and compassion.For a country where power comes from the people, not a king.It may not always make the headlines, but know that we're standing up.We're standing up in town halls in our communities.We're standing up in the streets.We're standing up in Congress.We're standing up in the courts.We're standing up in our neighborhoods, schools, companies, libraries, and our organizations.We're standing up here online—connecting with, empowering, and inspiring each other and lifting up the stories and voices of Americans who are courageously speaking out.We're under no illusions.This is not a time for blind faith or wishful thinking. It's not to say that everything will be OK.It won't, especially for vulnerable people.We're only a few weeks in. This will get worse before it gets better.As we stand up, sometimes we'll win. Sometimes we'll lose. We may not be able to stop the worst abuses.But we promise you — we're not giving up.We'll do everything we can everywhere we can every day we can to preserve this country that we love.As a nation, as a people, we've been through challenging times before -- horrors and hardships that have tested whether this great American experiment could survive.Slavery.A civil war.Segregation.A Great Depression.Social unrest.Mass movements for justice and equality.And now, as then, we draw strength from each other and what we know in our hearts:We shall overcome.We will endure.Because when it comes to standing up for the country and values we believe in, we're still guided by those words of long ago:“Never give in, never give in, never, never, never, never.”Though hard to see right now, the America you know is still here, and — after the storm — we'll still be standing." 2024 election results: https://lnkd.in/eNVkcXdBWritten by Terry Szuplat, Obama speechwriter (2009-17) | Bestselling author of SAY IT WELL: Find Your Voice, Speak Your Mind, Inspire Any Audience | Keynote Speaker | Adjunct Professor, American University | Global Voices CommunicationsYou're invited: “Come for the stories - stay for the magic!” Speaking of magic, I hope you'll subscribe, share a nice shout out on your social media or podcast channel of choice, (including Android, Amazon Music, Audible & Pandora Radio) and join us next time! Remember to stop by the Quarter Moon Story Arts website, check out the Services I offer, arrange a Discovery Call, and Opt In to stay current with Diane and Quarter Moon Story Arts as well as on LinkedIn and Substack as Wyzga on Words Stories From Women Who Walk Production TeamPodcaster: Diane F Wyzga & Quarter Moon Story ArtsMusic: Mer's Waltz from Crossing the Waters by Steve Schuch & Night Heron MusicAll content and image © 2019 to Present: for credit & attribution Quarter Moon Story Arts
En Ivoox puedes encontrar sólo algunos de los audios de Mindalia. Para escuchar las 4 grabaciones diarias que publicamos entra en https://www.mindaliatelevision.com. Si deseas ver el vídeo perteneciente a este audio, pincha aquí: https://www.youtube.com/watch?v=5Cs-0tnjsvg&t=1228s Desde Mindalia.com, nos solidarizamos con todas las personas y familias que han sido afectadas por las graves inundaciones por la DANA en España y queremos apoyarles de todas las maneras posibles. Por eso, mientras que dure esta emergencia humanitaria, parte de la monetización que logremos alcanzar con nuestros vídeos y programas en directo servirá para apoyar a las ONG's y organizaciones que trabajan en las zonas afectadas. La forma más efectiva que tienes de ayudar a través de Mindalia, es haciendo que nuestros contenidos lleguen a más personas. Comparte este vídeo, todos nuestros videos y directos tanto como puedas. Cada acción cuenta. Además, estamos informando en las descripciones que hay en todos nuestros vídeos y directos y a través de nuestras redes sociales de las distintas formas que tienes para ayudar desde cualquier lugar del mundo. Banco de alimentos de Valencia: https://bancodealimentosdevalencia.co... Rehabilitación de casas para las familias más vulnerables: https://www.gofundme.com/f/ayudemos-a... Fundación Animal Rescue: Puedes hacer un donativo con BIZUM al 08002. Concepto DANA ----------------------------------------------------------------------------------------------------- Los humanos somos el conjunto de: Mente, Cuerpo, Alma, Espíritu y Emociones. Juntos, enfrentan al ego. Todos tenemos una herida o trauma en nuestros primeros 8 años de vida, que después nos catapulta a la transformación que quiere el alma. Hoy aprendemos a abrazarlo y encontrarle un propósito. Mauricio Brito Administrador de empresas por formación, aunque lleva 15 años dedicado al mundo del auto-conocimiento. Explica de forma sencilla algunos secretos de la vida para el crecimiento personal. Más información en: https://www.mindalia.com/television/ PARTICIPA CON TUS COMENTARIOS EN ESTE VÍDEO. ------------INFORMACIÓN SOBRE MINDALIA----------DPM Mindalia.com es una ONG internacional, sin ánimo de lucro, que difunde universalmente contenidos sobre espiritualidad y bienestar para la mejora de la consciencia del mundo. Apóyanos con tu donación en: https://www.mindalia.com/donar/ Suscríbete, comenta positivamente y comparte nuestros vídeos para difundir este conocimiento a miles de personas. Nuestro sitio web: https://www.mindalia.com SÍGUENOS TAMBIÉN EN NUESTRAS PLATAFORMAS Facebook: / mindalia.ayuda Instagram: / mindalia_com Twitch: / mindaliacom Odysee: https://odysee.com/@Mindalia.com *Mindalia.com no se hace responsable de las opiniones vertidas en este vídeo, ni necesariamente participa de ellas.
En Ivoox puedes encontrar sólo algunos de los audios de Mindalia. Para escuchar las 4 grabaciones diarias que publicamos entra en https://www.mindaliatelevision.com. Si deseas ver el vídeo perteneciente a este audio, pincha aquí: https://www.youtube.com/watch?v=5Cs-0tnjsvg&t=1228s Desde Mindalia.com, nos solidarizamos con todas las personas y familias que han sido afectadas por las graves inundaciones por la DANA en España y queremos apoyarles de todas las maneras posibles. Por eso, mientras que dure esta emergencia humanitaria, parte de la monetización que logremos alcanzar con nuestros vídeos y programas en directo servirá para apoyar a las ONG's y organizaciones que trabajan en las zonas afectadas. La forma más efectiva que tienes de ayudar a través de Mindalia, es haciendo que nuestros contenidos lleguen a más personas. Comparte este vídeo, todos nuestros videos y directos tanto como puedas. Cada acción cuenta. Además, estamos informando en las descripciones que hay en todos nuestros vídeos y directos y a través de nuestras redes sociales de las distintas formas que tienes para ayudar desde cualquier lugar del mundo. Banco de alimentos de Valencia: https://bancodealimentosdevalencia.co... Rehabilitación de casas para las familias más vulnerables: https://www.gofundme.com/f/ayudemos-a... Fundación Animal Rescue: Puedes hacer un donativo con BIZUM al 08002. Concepto DANA ----------------------------------------------------------------------------------------------------- Los humanos somos el conjunto de: Mente, Cuerpo, Alma, Espíritu y Emociones. Juntos, enfrentan al ego. Todos tenemos una herida o trauma en nuestros primeros 8 años de vida, que después nos catapulta a la transformación que quiere el alma. Hoy aprendemos a abrazarlo y encontrarle un propósito. Mauricio Brito Administrador de empresas por formación, aunque lleva 15 años dedicado al mundo del auto-conocimiento. Explica de forma sencilla algunos secretos de la vida para el crecimiento personal. Más información en: https://www.mindalia.com/television/ PARTICIPA CON TUS COMENTARIOS EN ESTE VÍDEO. ------------INFORMACIÓN SOBRE MINDALIA----------DPM Mindalia.com es una ONG internacional, sin ánimo de lucro, que difunde universalmente contenidos sobre espiritualidad y bienestar para la mejora de la consciencia del mundo. Apóyanos con tu donación en: https://www.mindalia.com/donar/ Suscríbete, comenta positivamente y comparte nuestros vídeos para difundir este conocimiento a miles de personas. Nuestro sitio web: https://www.mindalia.com SÍGUENOS TAMBIÉN EN NUESTRAS PLATAFORMAS Facebook: / mindalia.ayuda Instagram: / mindalia_com Twitch: / mindaliacom Odysee: https://odysee.com/@Mindalia.com *Mindalia.com no se hace responsable de las opiniones vertidas en este vídeo, ni necesariamente participa de ellas.
In this episode of AUHSD Future Talks, Superintendent Matsuda interviews Emily Gonzalez and Christina Kundrak from the USC Center for Affective Neuroscience, Development, Learning and Education (CANDLE). They are joined by AUHSD's Diana Fujimoto (Professional Development Coordinator) and Michael Switzer (English Curriculum Specialist). During the talk, the group discusses CANDLE's partnership with AUHSD, transcendent thinking, learning loss, purpose, finding the right language and mindset, intentional practice to support students, pausing to reflect, the connection between the 5Cs and transcendent thinking, and where can an educator begin with transcendent thinking.Emily Gonzalez is pursuing a PhD in Education at USC's Rossier School of Education. Before entering the PhD program, Emily worked as a researcher at Project Zero. She earned her EdM in Mind, Brain, and Education from the Harvard Graduate School of Education, and her BS in Elementary Education from Wheelock College. Emily is interested in promoting equitable educational practices and systems by reimagining educational opportunities for students and teachers. Her research uncovers the biological, psychological, and social processes engaged in effective K-12 teaching practices and dispositions, and how they impact learners' agentic development of interests, scholarly and social identities, and ability to self-author and engage with societal complexities.Christina Kundrak is a Senior Research Associate at the USC Center for Affective Neuroscience, Development, Learning and Education (CANDLE). Kundrak received her PhD in Urban Education Policy from USC Rossier School of Education. Kundrak was previously a high school science teacher and also worked in educational technology. She attended Pepperdine University, where she earned her bachelor's in psychology. Kundrak's research interests include neurobiological and psychological factors affecting student and teacher beliefs, motivation, engagement, and learning and the application of the aforementioned topics to educational systems to better support students in their academic and personal growth. Her current projects include an observational and neuroimaging study of teachers, funded by the Templeton Foundation and new work on agentic identity development and meaning-making from the Jacobs Foundation.
Does living a meaningful, purpose-filled life trump materialistic goals and climbing the corporate ladder these days? Synopsis: The Usual Place host Natasha Ann Zachariah hunts for new perspectives on issues of the day, and finds out about what young people are talking about. Talk about the new definition of success has been fronted this year by Singapore's new prime minister Lawrence Wong, who has called for wider definitions of success. But can it be done? In this episode, Natasha asks her three guests how possible it is to run on passion, and in redefining success, what does failure look like now? Also, what is one thing that young people need to do if they want to redefine what success looks like to them. Minister of State for Culture, Community and Youth and Trade and Industry Alvin Tan, founder and executive director of Access Singapore Clarence Ching, and co-founder of River Valley Irregulars Sheila Manokaran speak about how they see the Singaporean dream moving beyond the 5Cs. The question - or is it an existential crisis? - that millennials and Gen Zs grapple with is about how they can make an impact that counts, even in a 9-to-5 job. Highlights (click/tap above): 1:49 Why is it necessary for us to redefine success now? 9:52 The stumbling blocks on the paths to success 18:35 Can chasing passions put food on the table?24:54 ”What is the government doing to ensure I have a job?”33:20 What does failure look like in this new definition of success? 40:25 What we need for a mindset shift Follow Natasha on her IG account and DM her your thoughts on this topic: https://str.sg/8Wav Host: Natasha Zachariah (natashaz@sph.com.sg) Read Natasha's related story: https://str.sg/Mieu Read Natasha's articles: https://str.sg/iSXm Follow Natasha on LinkedIn: https://str.sg/v6DN Edited by producers: Teo Tong Kai and Eden Soh Executive producers: Ernest Luis and Lynda Hong Follow The Usual Place Podcast here and get notified for new episode drops: Channel: https://str.sg/5nfm Apple Podcasts: https://str.sg/9ijX Spotify: https://str.sg/cd2P YouTube: https://str.sg/wEr7u Feedback to: podcast@sph.com.sg --- Follow more ST podcast channels: All-in-one ST Podcasts channel: https://str.sg/wvz7 ST Podcast website: http://str.sg/stpodcasts ST Podcasts YouTube: https://str.sg/4Vwsa --- Get The Straits Times' app, which has a dedicated podcast player section: The App Store: https://str.sg/icyB Google Play: https://str.sg/icyX #tup #tuptrSee omnystudio.com/listener for privacy information.
In this episode, Dan & Tim explore the work they've been doing in various settings in the sporting, education and corporate worlds. Together they share their observations about what they have noticed when working with High Performing Teams. They then map this against past episodes of the podcast to help listeners get a deeper understanding of how to create environments based on what they're calling the 5Cs of a High Performing Culture: Connection, Clarity, Commitment, Consistency & Challenge. The Episodes they discuss are: Ep. 79 The Importance of Belonging with Owen Eastwood Ep.20 Psychological Safety with Amy Edmondson Ep 38 How to Hold Your Team Accountable with Jonathan Raymond Ep 45 Have Less Difficult Conversations with Radical Candour with Kim Scott Ep 67 The Mental Side of High Performance with Aaron Walsh Don't forget you can find out more about our work and submit questions and suggestions for topics and guests for upcoming shows at: https://habitsofleadership.com And make sure to like, comment, share & subscribe!
In this episode we discuss some Do's and Don'ts for Seekers and Initiates who are visiting covensteads they are unfamiliar with or open rituals. We also discuss etiquette around expectations and the (now oft repeated) 5Cs of effective communication. References: Traditional Wicca: A Seeker's Guide - Thorn Mooney
No episódio desta semana do Podcast VendaMais, vamos falar sobre empreendedorismo com Leo Mack, sócio-cofundador da uCondo e da evoluBe. Com mais de 90% das empresas brasileiras não sobrevivendo além dos três anos, o desafio de empreender é grande. Mas então, o que diferencia os que prosperam? Raul Candeloro, Marcelo Caetano e Leo Mack falam sobre os desafios e oportunidades do mercado e também exploram o Método 5Cs. Que serve como guia para empreendedores, delineando como liderar com Coração, atender às necessidades do Cliente, gerir o Caixa com profissionalismo, manter uma Cadência de práticas empresariais sustentáveis e cultivar uma Cultura empreendedora robusta. O episódio também aborda o conceito de ACH (Atitude, Conhecimento e Habilidade) e como a paixão pelo que se faz tem o sucesso como consequência. Entenda como empreender e prosperar no episódio #61 do Podcast VendaMais. O conteúdo está imperdível, dê um play e confira!
Great Quotes in Franchising Podcast - Trust, Respect and Belief and the 5C's from Jim Rudolph, CEO of Rita's Water Ice Franchise Opportunity - If you?re a frequent listener to the show, you know what fans we are of Rita's so it was a privilege to interview their CEO Jim Rudolph. Jim gives our listeners advice by suggesting to use the 5Cs of franchising. Find out what they are by listening to this podcast.
This week's podcast is a solo episode from Ed Bowers, the host of The Sports Career Podcast. You will learn: Ed's 5Cs to pursuing a career in the Sports Industry Why human connection is key when building a sports network Building Experiance Vs Building Crdibility in the Sports Industry Let's Connect! Connect with Ed on LinkedIn: https://www.linkedin.com/in/edbowers101/ Follow Ed on Instagram: https://www.instagram.com/edbowers101/
Alright, let's get it! I'm Marsh Buice, and in this crucial episode of "What's Your Problem," I'm opening up about a mantra that has been a game-changer for me: "Something's Got to Give." This isn't just about making room for change; it's about diving headfirst into the process of transforming your life. I've walked this path, faced the old me, and made some tough calls on what to give up to embrace the person I wanted to become. Let me guide you through what this journey entails and how you can navigate it.By tuning into this episode, you'll gain insights into:Recognizing the Need for Change: Understanding that feeling lost after years of routine is a sign to reassess and realign with your true purpose.Facing the Old You: I'll share why your biggest challenge in embracing change is overcoming the comfort and familiarity of your past self.The Power of Sacrifice: Learn about my pivotal sacrifices, particularly in sleep and social life, to foster personal growth and rebuild confidence.The 80/20 Principle Applied to Life: Discover how focusing on just 20% of your actions that align with your future self can transform your entire life trajectory.Adopting the 5Cs for Transformation: I'll break down the importance of communication, curiosity, creativity, continuous learning and action, and productive confrontation in your journey.Non-negotiable Daily Commitments: Find out how setting and sticking to simple daily tasks can be the cornerstone of your transformation.The Transformative Power of Writing: I'll explain why writing one page every day can clarify your thoughts, set your intentions, and solidify your daily and long-term goals.Join me in this episode as I lay out the blueprint for tackling life's uncertainties, adversities, and the trap of complacency with actionable steps and a mindset shift that will empower you to say, "Something's got to give," and mean it. Let's embark on this journey together, reshaping our lives one day, one decision at a time. Every day is day one, and your transformation starts now.Let's Go!
In this special episode of AUHSD Future Talks, Superintendent Matsuda talks with youth leaders, Alyssa Muldong and Luqman Mohammed from the National Healthy Schools Collaborative Youth Council (NHSC) sponsored by Kaiser Permanente. In addition, Staci Boretsky, from Kaiser Permanente, a long time supporter of AUHSD, discusses why Kaiser Permanente believes it is important to invest in youth voice and leadership.During the talk, participants discuss their interest in student mental health, the 5Cs versus test scores, recommendation for teachers/curriculum, workshops with Kaiser Permanente, why Kaiser Permanente launched National Healthy Schools Collaborative Youth Council. For the last year, the NHSC youth council, made up of 17 students from around the country, have been studying how to improve the mental health of students in schools. The youth leaders have developed 15 recommendations for K12 schools on this important topic.Three of our talented students, Luqman Mohammed (Oxford Academy), Michelle Bacilio Guzman (Savanna High School), and Alyssa Muldong (Magnolia High School), have been appointed to the National Healthy Schools Collaborative Youth Council. Luqman is addressing mental health and school transportation, Michelle focuses on body image and mental health, and Alyssa is improving school food quality and promoting sustainability. This opportunity, backed by Kaiser Permanente Thriving Schools, empowers them to shape healthier school environments nationwide.
You meet your sweetheart at 21 in university. Things go smoothly with Jun Jie. You bid for your BTO and get it on the first try. After school is done, you land the perfect job that pays well. You move out. You can now buy your cartier watch. You tie the knot at Sentosa Cove. Kids, car, condo, dog, exotic holidays every year....then, you wake up. IT WAS ALL JUST A DREAM ! It's Monday and you're back to work... With inflation and hyper-competition still existing, where does the Singaporean Dream go from here? What does happiness even mean? Do we still care about the 5Cs? In this special podcast collaboration, we sit down in our (makeshift therapy circle) with UOKORNOT to talk about our pursuits and living life such that we are more than just the moolah. What's your Singaporean dream? Tell us in the comments.
Education is no longer just about textbooks and exams. It has evolved into a powerful force for change, centered on equipping students with skills that transcend traditional subjects. The 5Cs - Critical Thinking, Curiosity, Creativity, Collaboration, and Communication - serve as the superpowers that prepare our youth for an ever-changing world. About the podcast series: Welcome to "Integrating 5Cs in School Education," a podcast series that offers invaluable insights from some of the country's most respected educators, curriculum experts, and thought leaders on 21st Century Life Skills. Presented by The Good Sight in collaboration with Bal Raksha Bharat, this series delves deep into why the 5Cs are more crucial than ever. This podcast series is available on all major podcasting platforms. About today's Guest (Dr Annie Koshi): Dr. Annie Koshi is a pedagogue, principal, and a pioneer in the field of inclusive education. She heads St. Mary's School, popularly known as a ‘school with a heart.' Dr. Koshi continues to actively campaign for more inclusive education-based systems and curricula, where diversity and difference are celebrated. Dr. Koshi is also a member of the State Advisory Council constituted by the NCT of Delhi, where she advises the government on the implementation of the provisions of the Right of Children to Free and Compulsory Education Act. In this episode, we explore Dr. Koshi's pedagogical approach aimed at ensuring the all-encompassing growth of students. What strategies does she employ to create a nurturing environment for learning? How does she balance academic rigor with the emotional and social well-being of her students? We also touch upon the crucial question of whether a quality and equitable education system requires the integration of skills beyond cognitive abilities.
ill communication: copywriting tips & sales strategies for small businesses
At the time of this episode going live, we are just 2 weeks out from the most lucrative time of the year for many online businesses! Yes, you guessed it- Black Friday, Small Business Saturday, Cyber Monday, and Giving Tuesday. In this episode of ill communication, I'm sharing the business owner's Black Friday, Cyber Monday Audio Survival Guide to help you make the most of this upcoming event, whether you're planning a flash sale or not! Topics covered in this episode include:Why these tips in this episode can benefit you no matter what your plans are for this time of yearHow you can access the Survival GuideHow you can use the episodes in this guide to set yourself up for successWhat I'm sharing in this episode will help every business owner or marketer, so make sure to check it out! Show notes are always available at https://www.kimkiel.com/podcast!!Resources Mentioned:Binge all of the episodes mentioned: https://www.kimkiel.com/podcast-1/the-business-owners-black-friday-cyber-monday-survival-guideOr listen to them here: Episode 41: The 5P Flash Sale Formula: https://www.kimkiel.com/podcast-1/the-5p-flash-sale-formulaEpisode 8 - the 5Cs of copywriting: https://www.kimkiel.com/podcast-1/the-new-5cs-of-copywriting-a-modern-refresh-of-bob-blys-brilliant-formulaEpisode 17: How to get the most out of Black Friday - even if you're not selling anything: https://www.kimkiel.com/podcast-1/how-to-get-the-most-out-of-black-friday-even-if-youre-not-selling-anythingEpisode 58: 18 out-of-the-box ways small businesses can drive sales with a year-end promotion: https://www.kimkiel.com/podcast-1/18-out-of-the-box-ways-small-businesses-can-drive-sales-with-a-year-end-promotionEpisode 20: Don't write from scratch! Use the ACCA copywriting formula to get more sales and donations: https://www.kimkiel.com/podcast-1/dont-write-from-scratch-use-the-acca-copywriting-formula-to-get-more-sales-and-donationsI would love to connect on Facebook: www.facebook.com/KimKielCopy, Instagram: www.instagram.com/kim_kiel_copy, and Linkedin: www.linkedin.com/in/kimkiel
Education is no longer just about textbooks and exams. It has evolved into a powerful force for change, centered on equipping students with skills that transcend traditional subjects. The 5Cs - Critical Thinking, Curiosity, Creativity, Collaboration, and Communication - serve as the superpowers that prepare our youth for an ever-changing world. About the podcast series: Welcome to "Integrating 5Cs in School Education," a podcast series that offers invaluable insights from some of the country's most respected educators, curriculum experts, and thought leaders on 21st Century Life Skills. Presented by The Good Sight in collaboration with Bal Raksha Bharat, this series delves deep into why the 5Cs are more crucial than ever. This podcast series is available on all major podcasting platforms. About today's Guest (Ms Kamal Gaur): Ms. Kamal Gaur, a seasoned professional in the development sector, holds an M.Phil in Social Work from the University of Delhi and serves as Asia Regional Education Advisor at Save the Children International, bringing 28 years of extensive experience in education planning, management, and evaluation. Her impressive career spans work with international donors, institutions, and grassroots organizations, including projects like DPEP (District Primary Education Programme), SSA (Sarva Shiksha Abhiyaan), and collaborations with the European Union, World Bank, and other global agencies. Beyond her national contributions, she played a crucial role in the World Bank's Education Team, leading initiatives like the Higher Education Policy Dialogue between India and the European Union. In this episode, Ms. Gaur shares insights on why the 5Cs are considered 21st-century skills in India and how these skills will impact children at different educational stages. Don't miss this opportunity to hear from an expert in education and development. Let's listen to the insights of a seasoned professional in the field of education and development.
Education is no longer just about textbooks and exams. It has evolved into a powerful force for change, centered on equipping students with skills that transcend traditional subjects. The 5Cs - Critical Thinking, Curiosity, Creativity, Collaboration, and Communication - serve as the superpowers that prepare our youth for an ever-changing world. About the podcast series: Welcome to "Integrating 5Cs in School Education," a podcast series that offers invaluable insights from some of the country's most respected educators, curriculum experts, and thought leaders on 21st Century Life Skills. Presented by The Good Sight in collaboration with Bal Raksha Bharat, this series delves deep into why the 5Cs are more crucial than ever. This podcast series is available on all major podcasting platforms. About today's Guest (Dr Indrani Bhaduri): A leading authority in the field of educational assessment, Dr. Indrani Bhaduri, Professor and CEO of PARAKH (Performance Assessment, Review and Analysis of Knowledge for Holistic Development) at NCERT, brings a wealth of expertise and experience to the forefront of modern educational evaluation. It is under her guidance that the country has witnessed the introduction of holistic progress cards. In this episode, Dr. Bhaduri shares her expertise and experience in shaping the landscape of holistic learning assessment in India, as initiated by the National Education Policy (NEP) 2020. We delve into the government's initiatives, particularly the creation of PARAKH, and explore its role in setting norms and guidelines for student assessment and evaluation for school education boards. Dr. Bhaduri provides insights into the real benefits of holistic assessment for children, drawing from her extensive experience. Additionally, she addresses the challenges of implementing holistic learning assessment on the ground and offers potential solutions to make it a reality in every school and across the entire education system.
Education is no longer just about textbooks and exams. It has evolved into a powerful force for change, centered on equipping students with skills that transcend traditional subjects. The 5Cs - Critical Thinking, Curiosity, Creativity, Collaboration, and Communication - serve as the superpowers that prepare our youth for an ever-changing world. About the podcast series: Welcome to "Integrating 5Cs in School Education," a podcast series that offers invaluable insights from some of the country's most respected educators, curriculum experts, and thought leaders on 21st Century Life Skills. Presented by The Good Sight in collaboration with Bal Raksha Bharat, this series delves deep into why the 5Cs are more crucial than ever. This podcast series is available on all major podcasting platforms. About today's Guest (Dr Swaroop Sampat Rawal): An accomplished actress, former Miss India, child rights activist, and an esteemed educational researcher and trainer, Dr Rawal is a driving force for positive change in education. Dr. Rawal's expertise in life skills and drama in education is invaluable. She's spent over seven years honing the skills of primary school teachers and leads the groundbreaking "Ten Days of Bagless Schools" program, empowering children to explore their rich heritage and diverse professions. In this episode, we explore crucial questions like how the National Education Policy 2020 and the NCF-SE 2023 can foster creative thinking in children. Dr. Rawal shares her insights on the role of pre-vocational learning in enhancing life skills and recommends activities to develop them.
Education is no longer just about textbooks and exams. It has evolved into a powerful force for change, centered on equipping students with skills that transcend traditional subjects. The 5Cs - Critical Thinking, Curiosity, Creativity, Collaboration, and Communication - serve as the superpowers that prepare our youth for an ever-changing world. About the podcast series: Welcome to "Integrating 5Cs in School Education," a podcast series that offers invaluable insights from some of the country's most respected educators, curriculum experts, and thought leaders on 21st Century Life Skills. Presented by The Good Sight in collaboration with Bal Raksha Bharat, this series delves deep into why the 5Cs are more crucial than ever. This podcast series is available on all major podcasting platforms. About today's Guest (Dr Venita Kaul): As the Professor Emerita (Education) at Ambedkar University Delhi until 2016, she made significant contributions, notably as the Director of the School of Education Studies and Founder Director of Center for Early Childhood Education and Development (CECED). Before her roles at Ambedkar University Delhi, Dr. Kaul was a Senior Education Specialist at The World Bank, contributing her expertise to global education initiatives. She also served as a distinguished Professor and Head of the Department of Preschool and Elementary Education at NCERT for over two decades.
5Cs of History, Complexity: #4 of 4. During the Tang dynasty in the mid 8th century, a military leader named Li Baozhen was frustrated with his aging body. He had achieved much military glory and material wealth in his life, but he was aging and facing the fact that death was approaching. But he had also had dreams that he was riding triumphantly through the sky on a crane. Surely this was an omen! At the same time, Li Baozhen met Sun Jichang, who was a fangshi - a word that can be translated as alchemist, wizard, magician, and also doctor or physician. Sun Jichang offered Li Baozhen a concoction that he promised would allow him to “transcend” death. Inspired by his dreams of slipping away from earth on the back of a crane, Li Baozhen took the elixir - only to become incredibly sick. Li Baozhen's experience captures something of the complexity of Chinese medicine: competing ideas of how to heal, the use of various powerful medicines in careful (and not so careful) doses, the intermingling of spiritual and medicial philosophies, and the quest for health and power, even immortality. For this installment in our series on the five C's of historical thinking, we're contemplating the historical concept of complexity through an exploration of Chinese medicine. Bibliography Andrews, Bridie. The Making of Modern Chinese Medicine, 1850-1960. Vancouver: University of British Columbia Press, 2014. Goldschmidt, Asaf. The Evolution of Chinese Medicine: The Song Dynasty, 960-1200. Abingdon: Routledge, 2009. Goldschmidt, Asaf. “Epidemics and Medicine during the Northern Song Dynasty: The Revival of Cold Damage Disorders,” T'oung Pao 93 (2007): 53-109. Liu, Yan. Healing with Poisons: Potent Medicines in Medieval China. Seattle: University of Washington Press, 2021. Lo, Vivienne and Michael Stanley-Baker, “Chinese Medicine,” in A Global History of Medicine, ed., Mark Jackson. Oxford: Oxford University Press, 2018. The Yellow Emperor's Classic of Medicine, trans. Maoshing Ni. Boston: Shambhala Press, 1995. Learn more about your ad choices. Visit podcastchoices.com/adchoices
Exclusive dating is all about EVALUATION. What are you evaluating? Whether or not you are going to engaged. Listen as Pastor Isaac shares the 5Cs to use for evaluation in exclusive dating.
The Westcliff Men's Beach Volleyball program is back to defend its national championship with a brand new head coach, Fernando Sabla. We learn about our newest leader before talking about what's ahead for the Warriors in 2023-24. Pod Topics Include: Back to school, SID, Sierra Injury, MSOC Opening Win, Q, Adekunle Back, Fierce Competition, 5Cs, Loving Sports, Loving Sports, Love Student-Athletes, Love SID, LIKE & SUBSCRIBE!Thanks for listening!@westcliffuniversity#Podcast Follow us on Instagram! @westcliffu_athletics
In this episode of the SaaS Fuel™ Expert Series, Jeff Mains dives into the alchemy of belief-shifting content with Irwin Hau, founder of Chromatix Web Design. Erwin shares his expertise in crafting compelling messages that convert, using his 5Cs conversion framework: capture, clarity, content, credibility, and close. Jeff and Erwin also discuss common marketing mistakes made by SaaS founders, including falling into the feature trap and launching a product without a clear marketing strategy.Listen in to learn how to create personalized sales messages that drive conversions and maximize your marketing efforts.Key Takeaways[00:01:08] - The Power of Focus Conversation[00:08:05] - Building Iconic Brands with Community[00:10:45] - Erwin Hau's Background and Chromatics[00:14:58] - The Importance of Capturing Attention[00:17:10] - The Heart, Head, and Hands Hierarchy[00:21:01] - Inbound, Outbound, and Referral Marketing[00:29:26] - The Power of Personalized Sales Messages[00:34:41] - Personalized Sales Messages for Better Conversions[00:38:18] - Iteration and Refinement[00:42:06] - The Importance of the Right Message, Right Time, Right Person[00:45:26] - The Power of AI in Marketing[00:46:23] - The Importance of Strategy and ExecutionTweetable Quotes"If you move the heart and the head, you can make anyone do anything with their hands." - 00:17:46 Irwin Hau"If you fail to plan, you plan to fail and stuff." - 00:22:10 Irwin Hau"What I learned from that transaction, and I was actually quite young at the time, was that the right information at the right time to the right person equals a high conversion rate." - 00:30:37 Irwin Hau“Marketing is scientific in ways it's having a hypothesis testing, theories, trialing. It going back, modifying, it's not just shiny, let's do that. - 00:42:45 Irwin Hau"If we can increase its conversion rate, we make every dollar go further." - 00:33:59 Irwin Hau"Brands of the future will be built on what the community says about them." - 00:08:56 Jeff MainsSaaS Leadership LessonsGet to know your team members: Take the time to understand each team member's strengths, weaknesses, and aspirations. Build relationships and show genuine interest in their professional and personal development.Tailor your communication style. Adapt your communication approach to each team member's preferences. By understanding their communication styles, you can effectively convey your expectations and provide feedback.Provide personalized growth opportunities. Recognize that each team member has different career goals and aspirations. Offer individualized development opportunities that align with their interests and help them grow in their desired areas. Celebrate individual achievements. Acknowledge and celebrate the accomplishments of each team member. Whether it's a small milestone or a significant achievement, personalized recognition shows that you value their contributions and motivates them to continue performing at their best.Guest ResourcesIrwin Hau (Linkedin): https://au.linkedin.com/in/irwinhauIrwin Hau (Website): https://www.irwinhau.com/Chromatix (Website): https://www.chromatix.com.au/Chromatix (Linkedin):
Are you ready to embark on a transformative journey? The latest episode is an absolute must-listen for those brave enough to venture down "The Road Less Stupid." In this riveting discussion with Matthew Dashpher Hughes of Gunner Cooke, you'll explore the profound significance of Values and how they shape our organisations and our lives.
Are you facing a really big decision in your life right now? Or is someone you know facing an important crossroads? How do you process that? How do you make the best possible decision? Well, this is part two of my conversation with Abby Davisson. She's the author, along with Myra Strober, of a book called Money and Love: An Intelligent Roadmap for Life's Biggest Decisions. It's based on the popular Stanford University course called Work and Family. In this episode, you will learn how to use the 5Cs method to be able to communicate and check in with the people who matter most, so that you can talk about the decisions that matter most. Learn more from Abby here: abbydavisson.com Join my weekly newsletter at GregMcKeown.com/1mw Learn more about my books and courses at GregMcKeown.com
Have you ever had a decision of consequence to make in your life? Something that really made a difference if you go left versus going right? Should I marry this person? Should I take this job? Should I move to this place? Today I have invited Abby Davisson here. She's the co-author of Money and Love: An Intelligent Roadmap for Life's Biggest Decisions. By the end of today's episode, you will understand the 5Cs method. It's a step by step way of thinking about the decisions that really matter. Learn more from Abby here: abbydavisson.com Join my weekly newsletter at GregMcKeown.com/1mw Learn more about my books and courses at GregMcKeown.com
In this episode of the “Experts in Sport” podcast, host Martin Foster sits down with Chris Harwood, Sport Psychology professor, and Karl Steptoe, Sport & Performance Psychology Lead. They discuss the development and research behind the 5Cs framework, which aims to make sports psychology more accessible and targeted at helping young people. Timestamps: 00:00 – 02:04 Introduction & career background information on our guests 02:05 – 08:39 The meaning and purpose of the 5Cs 08:40 – 16:33 The development process 16:34 – 35:03 Implementing the 5Cs in clubs and coaching 35:04 – 42:04 Measuring of the framework 42:05 – 46:32 Quickfire questions 46:33 – 50:07 Future plans for the 5Cs 50:08 – 51:07 Episode recap and conclusion
Psychologists Off The Clock: A Psychology Podcast About The Science And Practice Of Living Well
When it comes to money and love, the two are inextricably linked. Whether it's choosing where to settle down, starting a family, or taking that new job opportunity, our financial situation and our relationships always come into play. Thankfully, with the expert guidance of our guest Abby Davisson who co-authored the brilliant resource, "Money and Love: An Intelligent Roadmap for Life's Biggest Decisions" we can navigate these tricky waters with grace, ease, and confidence. Using Abby's 5Cs framework, she offers guidance on how to strike a harmonious balance between love and money. With research-based insights and real-life examples, we learn how to holistically make value-driven decisions that are both financially sound and emotionally fulfilling. So let's dive in and discover the easy and practical steps to make strategic decisions that yield better results, without having to compromise your professional or personal life. Listen and Learn: How money and love are so intimately intertwined and why this was the catalyst for the book Abby co-authored with Myra Strober The 5Cs framework for big making decisions that involve money and love What is mimetic desire and why you should be aware of this The importance of identifying your core values in helping you to align your decisions with those values Examples of when it is a good idea to get input on decisions you are making and when is it not How to fairly decide who does what in a relationship using the 5Cs as a guide Resources: Visit Abby's website for more information: https://www.abbydavisson.com Purchase Abby's book, "Money and Love: An Intelligent Roadmap for Life's Biggest Decisions": https://bookshop.org/a/30734/9780063117518 About Abby Davisson Abby Davisson is a social innovation leader and career development expert. Most recently, she spent nine years at global retailer Gap Inc., where she served as president of the Gap Foundation and co-founded the company's employee resource group for parents. You can find more information on her book “Money and Love: An Intelligent Roadmap for Life's Biggest Decisions” at https://www.moneylovebook.com. Press information is available at https://www.moneylovebook.com/press-kit. Related Episodes: 142. FOMO (Fear of Missing Out) with Patrick McGinnis 176. Fair Play with Eve Rodsky 206. Fair Play Part 2 with Eve Rodsky 217. Redefining Rich with Shannon Hayes 238. Values During Times of Transition (with Us) 249. How to Be Single & Happy with Jenny Taitz 291. Finding Freedom from Regret with Robert Leah Learn more about your ad choices. Visit megaphone.fm/adchoices
In this episode of AUHSD Future Talks, Superintendent Matsuda interviews AUHSD teacher, Tyler Sherman. During the talk, Mr. Sherman discusses how and why he got into education, disrupting the traditional education system, eKadence, assessing the 5Cs (critical thinking, communication, collaboration, creativity, compassion/kindness), the importance of the reflection process, Cambridge Virtual Academy (CVA), and what makes the Anaheim Union High School District different from other districts.
This episode of The Lazy CEO Podcast is about creating advocacy. We have Heather Hansen, who is the CEO of Advocate to Win, and she is going to talk to us about advocating our positions and persuading people. Heather shares her background as a lawyer and how that has led to her expertise in persuasion and expertise. Heather defended doctors in medical malpractice cases. One of the things that made that job the hardest is that every single person in that courtroom was a patient. Everyone saw the case through a patient's eyes, and her job was to change their perspective and help them succeed in the case through the doctor's eyes. And that is the main job of an advocate. This led Heather to this practice of advocacy and teaching advocacy. What is Advocacy? Advocating is influencing, it's persuading, it's convincing, it's changing minds, it's changing hearts. It's helping people believe what you want them to believe, and it's turning other people into your advocates. The first question to ask is who is your jury? And CEOs have many juries. Their board is a jury at a particular time. They're stakeholders, their clients, their customers, and their team. But we have to know who the jury is so we know how to speak to them. Compassion, Curiosity, and Credibility Credibility is where we focus - the belief triangle. You want your jury to believe you. When you make a promise, you keep it. When you set expectations, you meet them, you want them to believe in you, and that you have the experience, the talent, and the capacity to do the thing you promise to do. And the part that most people forget is to believe that you can help them, that you understand their problem, their perspective, their point of view, and that you can help it. There are times, especially for CEOs, when you must knock down someone else's credibility or question someone else's credibility. How do you do that effectively, how do you use due diligence and look for inconsistencies to make decisions that are going to serve the people that you want to serve? TIP: Questions are magic. A great question can mean the difference between winning and losing a case. You can't prove it until you believe it. You have to have that energy of belief. It's one of the parts of credibility. It's energy and evidence. You have to have that energy of belief and then the evidence as well, in order to help your jury of clients, customers, stakeholders, and board members believe as well. Empathy vs Perspective Empathy is feeling what others feel and perspective is seeing what they see. And you must not necessarily feel what they feel. For example, in the courtroom, defendants are frustrated, angry, scared, and confused. If their lawyer feels those feelings, they are not of service to them. So the empathy piece isn't always imperative depending on the situation, the perspective piece, which is what you're really talking about, is the cognitive part. Seeing what they see is imperative. Seeing it from their perspective and owning it is a credibility multiplier. Use your perspective to own where there are problems and boost your credibility. Advocating for Yourself Here is an example - a woman came to the CEO to advocate for a change in their policy with respect to working at home and taking care of children. She was a very strong advocate. She had stories, she had evidence, she had the energy of belief and he listened to her and he decided that she was right. And this is even though she was advocating. Then once he made the change to the policy because she had advocated so well, she became his strongest advocate. She told everybody in the business, she told everybody outside of the business, you need to come work for this company. There is no one who can advocate for you and your ideas and your potential better than you can because you have your stories and your evidence and your passion and your heart, and you know what your negotiables and your non-negotiables are. These tools will help you with your outer jury that we've talked about, but also with your inner jury, the part of you that decides what to believe and how to go out and then share that belief with others. How do you overcome the mental baggage around self advocation? I'm not supposed to brag. I'm supposed to be humble. You're not framing your stuff as, I'm awesome, I'm the best. Look at me, I deserve it. It's, you need me to do this. And this is why, if I had the cure for cancer, I wouldn't be bragging if I told people I had the cure for cancer, I would be serving them by making it available to them. Stop thinking about yourself and they start thinking about how your experience, training, talents, and passion can serve their jury, then you will stop feeling like they're bragging and will be able to step into that energy of passion and excitement that actually is extremely persuasive. Building Referrals into Our Business We all want more referrals for our business. We don't just want a Net Promoter Score, we want them to be advocates. What's the difference? The difference is it's not just saying this is a great company, it's saying this is a great company and this is why. And so you turn people around you, into your advocates by advocating for them. So seeing things through their perspective builds credibility, which ultimately builds trust, compassion, and curiosity about their needs. You leave the people around you with stories, evidence, and energy to go out and advocate for you. Three Powerful Questions Tell me what you want me to know. Where are they right? What am I missing? For details about these three powerful questions as well as more examples and stories about advocacy, listen to the full podcast. Heather Hansen For over twenty years Heather was a trial attorney. Her job was to help diverse groups of people believe in her case so that her client could win. She honed the tools for her clients to build credibility quickly so they could persuade diverse juries to see things from their perspective. Now she is sharing the tools with you. Heather has worked with organizations like Berkshire Hathaway Home Services, Google, Sav A Tree, the American Medical Association, Call Miner, and LVMH to help them make the case for their services, products, ideas, and their teams. She's also shared these tools at Harvard Business School, Stanford Law School, and The University of Pennsylvania, and with audiences across the world. Heather has combined her experience in the courtroom with her degree in psychology, her certification as a mediator, and her television work to develop her 5Cs of an Advocate. With these tools, you can overcome objections, banish doubt, build credibility, and change people's perspectives.
Myra Strober and Abby Davisson are the co-authors of “Money & Love: An Intelligent Roadmap for Life's Biggest Decisions,” a book designed to help people make better decisions when money and love are involved. Abby Davisson is a leader, strategist, and career development expert. She spent nine years driving social impact at global retailer Gap Inc. Abby's expertise in career development comes from forging her own non-traditional career path, as well as from serving as an alumni career advisor and coach at Stanford's Graduate School of Business. Myra Strober is a labor economist, Professor (Emerita) at the Graduate School of Education at Stanford University, and Professor of Economics at Stanford's Graduate School of Business, as well as an acclaimed author. Strober was the founding director of Stanford's Center for Research on Women (now the Clayman Institute for Gender Research) and President of the International Association for Feminist Economics. She has been an expert witness in legal cases involving sex discrimination, sexual harassment, and the valuation of unpaid caring work, and she has consulted with several corporations on improved utilization of women in management and work-family issues. Myra and Abby came together to write “Money and Love” to shows us and our loved ones how to consider them jointly using the original, step-by-step 5Cs method: CLARIFY, COMMUNICATE, CHOICES, CHECK IN, and CONSEQUENCES. At a time when we are experiencing the most significant shift in work-life balance in decades – marked by remote work, the Great Reshuffle, and a mass reconfiguring of family dynamics and social/professional networks – Abby and Myra's framework offers simple and effective steps to empower readers to make the best strategic decisions without having to sacrifice their careers or personal lives. Read the show notes on Arcbound's Podcast Page: https://arcbound.com/podcasts/ Find Arcbound here: Homepage: Arcbound.com Services/Work with Us: https://arcbound.com/work-with-us/ About: https://arcbound.com/about/ Founders Corner: https://arcbound.com/category/founders-corner/ Connect: https://arcbound.com/connect/
Bio Lyssa Adkins is a coach, facilitator, teacher and inspirer. Her current focus is improving the performance of top leadership teams through insightful facilitation and organization systems coaching. Making difficult decisions faster and with clear alignment, unknotting challenging multi-department impediments, creating the conditions for smooth organizational delivery, helping leaders take up the “Agile transformation” that is theirs to make…this is where she thrives and helps thrive. Her Agile community focus is amplifying women's voices, which is why she is a founder of the TENWOMENSTRONG #WomeninAgile programs. She has been pleased to serve the emergence of Agile Coaching as a profession. In 2010, she co-founded the Agile Coaching Institute which has developed over 10,000 people in the knowledge, skills and being-ness needed to yield genuinely competent agile coaching. Since 2011, she has been a member of the ICAgile working committee that defines the learning objectives for Agile Facilitation and Coaching and she assesses candidates for the ICAgile-Expert in Agile Coaching competence-based certification. She has also served the Scrum Alliance as an application reviewer for the Certified Enterprise Coach (CEC) designation. She is the author of Coaching Agile Teams which, as a top ranking Agile book, was released as an audiobook in its 10th year. She likes to explore facilitating intense conflict, societal change, organizational change, the benefits and costs of being human in the workplace, agile coaching, agile transformation, adult human development, human systems dynamics, the role of nature, and books of all sorts. She tends toward a balance of the provocative and practical. Lyssa holds an alphabet soup of certifications: ICAgile Expert in Agile Coaching (ICE-AC), Scrum Alliance Certified Enterprise Coach Emeritus (CEC-E), International Coach Federation Professional Certified Coach (PCC), Organization and Relationship Systems Certified Coach (ORSCC) and Certified Integral Facilitator (IF). She is also a trained Co-Active Coach and Leader. Social media/ website(s): LinkedIn: https://www.linkedin.com/in/lyssaadkins/ Twitter: @LyssaAdkins Lyssa's Website: https://lyssaadkins.com/ Interview Highlights Timestamp 05:35 How can we stop going faster while our ability to see further ahead is decreasing? 08:00 Coaching leaders – Lyssa's 5Cs 21:05 Agile Mastery 24:55 Using agile to author a book 30:52 TENWOMENSTRONG 37:50 Expanding leaderfulness Books/Resources Mentioned InspireMe! card deck Lyssa's 5&5 Podcast: Essential Shifts for Leading in Turbulent Times https://lyssaadkins.com/55-with-lyssa-adkins-season-three/ Listen on Spotify Apple or your favourite podcast platform One-on-One Leadership Coaching & Mentoring TENWOMENSTRONG: Influence & Impact in the Agile World plus other great programs Episode Transcript Ula Ojiaku (Intro): Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku (Guest Intro): Hello everyone. It's my absolute honour to introduce my guest for this episode, she is no other than the legendary Lyssa Adkins herself. We met at the Agile Coach Conference in Amsterdam and she graciously agreed to be my guest. Lyssa is renowned for her groundbreaking work in defining the Agile coaching discipline and she is known for her book as well, that is titled Coaching Agile Teams. She is also one of the original founders of the Agile Coaching Institute. In this conversation, Lyssa talked about some things that are currently on her mind, and a little bit more about her work that she is currently doing which is focused on coaching the leadership teams in organisations. Without further ado, my conversation with Lyssa. Ula Ojiaku So, Lyssa, thank you so much for being a guest here on the Agile Innovation Leaders Podcast. Lyssa Adkins You're welcome. I took a little peek at your previous guests and I'm like, oh wow, there have been some really amazing people on this podcast. So I'm hoping that this goes well for you and me and all the people who listen to it. Ula Ojiaku I have no doubts, Lyssa. It's a known fact that I'm a big Lyssa Adkins fan. So for me, this is like a dream come true. I am speaking, well, virtually, face to face, with someone that I absolutely admire and it was a pleasure meeting you as well at the March Agile Coach Conference back in Amsterdam. So do you want to tell us a bit about yourself so we can know how your journey has brought you this way? Lyssa Adkins Yeah, I sure will. I think that the thing to know about me is that the places where I find out that I am not a match for what's going on in my environment is the thing that propels me forward. So I'm thinking about the things I've been learning about recently, and they are things like trauma informed coaching, how to deal with grief and loss and suffering. And this is all because, you know, we're sort of in a time where these things are up and I don't have the skills for it. And so, you know, as you mentioned, those things like, you know, I like to sing and all this work and I've just, I was realising that these are the places where I find in myself that I'm just not capable to meet the complexity of the world around me. And so I try to do something different. One of those things in meeting the complexity of the world around me is that we've just bought a collaboration space property in Portugal. So that's a little bit about what's happening in my life and my home and my work. And my adult daughter is going to go move there with her partner and they're going to be the full-time caretakers of it. So that's a whole new thing that's just opened up for us and will allow us to do some really deep and wonderful work with people. Ula Ojiaku So are you planning to do some sort of retreats there as well? Because you said it's a collaborative working space? Lyssa Adkins Yeah. So people who have programs, and want to bring people to the property, it's a beautiful property, on more than an acre of land and beautiful, mature fruit trees and all of this and lovely property. And so people who want to do deep work with their groups or people who want to come and co-work together, you know, just to be in the same spot, you know, they don't even have to be from the same company necessarily. So that's something that's happening now, more in the world. And we just want to create this as a space for people to really get in touch with the fullness of what's going on in their work, in their life, and ask themselves some really different questions and perhaps even start to generate a completely new way of forward. Ula Ojiaku Interesting, given the world we're in now with the whole change caused by COVID 19, it means that we can remotely work from almost anywhere in the world. So that is something I think is very relevant to the times we're in and the opportunity to as well, do the deep work you're talking about. So we will put the links to more details on this in the show notes of this episode, but can we then go, because we are also interested in knowing about you Lyssa, you know, the person who is Lyssa Adkins? Lyssa Adkins Oh, I'm someone who is, on a daily basis, confounded by the world and by the difficulties we're in. I find myself experiencing a significant amount of grief about the things that are falling away in our society, and my outlook on where we're headed is that things are going to continue to fall away. And so a really big question I'm sitting in, I guess, two questions I'm sitting in for myself right now are, one is, you know, who do I want to be as a leader while things are collapsing? And the second question I'm sitting in is, it's so funny, because I just drew this Inspire Me card right before we got here. And I was thinking about this question. This is a card deck that I created with my husband and another agile coach, Deb Preuss, years and years ago. And so for the people who are listening to the audio version, it's a picture of someone driving like into fog and they can't see much, and the question is from Peter Senge and it's this, How can we stop going faster while our ability to see further ahead is decreasing? And I think that's a really big question for me, as a leader in the world, like how can we get off the crazy merry-go-round we have created because we can't expect the same level of performance we did before. We can't expect that things are going to remain certain and stable, actually, I'm pretty sure they're not. So I, you know, who is Lyssa Adkins is someone who sits in these big questions, and for like months and months and months, like a really long time, I sit in these big questions and, according to the strengths binder, my top two strengths are connectedness and futuristic. So that's where my mind tends to move a lot of the time. And what I'm realising as I'm working with leaders is that they hang on to all those things that aren't going well. And that compounds the problem that, that makes it so, now our nervous systems are on high alert, in addition to the thing that's going the way we didn't want it to go. Ula Ojiaku What could be those things that actually lead us down that path of holding on to things when we should be letting go? Lyssa Adkins Well, so there are three broad areas I'm talking to leaders about right now, and I've created them sort of like little bumper stickers so we can remind ourselves of them. And the first is upgrade your complexity of mind. The second is downshift your nervous system. And the third one is expand your team's core capabilities, core competencies. Five Cs for short, because there are five of them. We remember them. So, I mean, so your question is squarely in the bumper sticker of upgrade your complexity of mind, right. So when we upgrade our complexity of mind, this isn't requiring a new skill or a new model or a new whatever best, it's definitely not a new best practice, what it is, is being able to take in so much more information, especially contradictory and competing information, which is happening to us anyway. But to be able to bring on a deeper level of meaning-making about all of that. And in part of what is required, there is not necessarily to stop going fast, but what's required there is to start listening and bringing in different essence energies that allow you to make different kinds of decisions. Because I see leaders right now making the same kinds of decisions over and over, and we're just trying harder. We're just trying harder at the things that don't match the world, where supply chains are failing, where we're having multiple climate disasters at the same time where, you know, we can just keep going on and on about the things that are walking our world. Ula Ojiaku Are you able to also talk about the other two, you know, you said, downshifting our nervous system, I couldn't get the C, and then upskilling your team's competency as well. Those other two. Lyssa Adkins Sure. Let's just touch on those briefly. So downshifting your nervous system is actually one of the key capabilities for having a more complex mind, because what happens to us is that when we encounter something that is a threat of some sort and a threat can be to our sense of identity, to our ego, to our intellect, those are all very related. You know, a threat can be that there's just, you know, now a global supply chain meltdown, and all of a sudden, as an executive, I'm going, oh my God, what do I do? You know, I mean, it's like deer in headlights moment. Like now I'm at the edge of my meaning-making and I don't know what to do and what happens is that our bodies respond and our bodies respond, according to something called neuroception. It's a type of perception, but it's based on your biology, it's based on your actual, your animal body, this thing that you, that you are in, this animal body, responds to these threats in the world before you have cognitively realised them. And so what it does is a very smart thing. It floods your body with all kinds of anxiety hormones, you know, adrenaline, all of these. Yeah. Right. And it gets you ready to take some immediate action because your body does not know that the idea that feels like a threat to you is not the same thing as a sabre tooth tiger chasing you. Your body actually doesn't know that, right. Now, good news is that we have this amazing prefrontal cortex. Human beings get the luxury of a prefrontal cortex where all our executive functions, reside and work. And we can recognise when the animal of our body has taken over and flooded our body with these stress hormones, and we can go, okay, I have the ability to interrupt these. There are really easy ways to interrupt it, actually, and to bring back online those executive functions, because that's the important thing. Things like decision making, critical thinking, empathy, logic, they all leave the building when your body is getting ready to have you run or freeze or fight. Right. And so what I'm noticing is that this happens in really subtle ways on leadership teams and people don't know that their body has been hijacked. They don't know it's happening, but I can, because I'm working with teams, leadership teams on sort of like the pattern level of their interaction. I can sit there and go, huh? It looks like she's hijacked, and I can watch this interaction, and a couple minutes later. Oh, he is too. Well, there's a third. And so, pretty soon you have an entire executive team operating without their executive functions online and no one is recognising it. So part of what I think is important for us to do in this particular time we're in, when things are incredibly stressful and our ways of coping don't necessarily work in the complexity that we're in. One of the things that's important is learning about our nervous systems, because it's actually super easy to interrupt this whole process of your lizard brain getting hijacked. It's super easy, but people don't know to do it. And people feel a little bit embarrassed about it. They're like, oh, well this is like my thing I have to deal with. No, actually it's a group thing. So that's maybe a little more than an introduction to the idea of downshifting your nervous system, but that's the idea there that I've just really gotten clear about how much people are operating, not at their best. Ula Ojiaku And then what about upskilling your team's competency? The third one. Could you tell us a bit about that? Lyssa Adkins Yeah. I think executive teams, as I watch them work and as I interact with them to help them work better together, I notice that they have the same, this might be a little bit unfortunate to hear, but they have the same sort of mediocre conversations that delivery teams have. And by mediocre, I mean, they don't have a high level of competence in conflict, in collaboration and creativity and communication, and definitely not in change. Because all they keep doing is driving, driving, driving, driving. They keep moving through these very surface level conversations and making decisions from there. And we're basically getting the same results we've been getting, you know, we're not going anywhere new and we're not able to take in the fullness of the context we are now in, which is something human beings have never encountered before. So as I work with executive teams, I'm like, okay, great, you've got your key result, great, fantastic. Those key results happen through a series of conversations, decisions, work sessions. In those work sessions, the way that is happening is through these five core competencies, communication, collaboration, creativity, conflict, and change. And then to the core of that is actually the intelligence that resides and how the relationship system is working. So if we can focus on that, then those five core competencies increase. Then we have much more effective working sessions and decisions. Then we meet our goals. So it's like working from the core out. Ula Ojiaku It's really an interesting framework. I don't think this is yet out in the world or in any of the materials you've released to us yet. So I hope to learn more about it at some point in time. Is there anywhere that I could actually…? Lyssa Adkins Yeah, I've just now realised there is somewhere. So I created a keynote around this last year, and it's one of the keynotes I give publicly and to make myself get clear about the contents of the keynote, I made myself record my own podcast, which is called the 5 & 5, five minutes a day, five days a week. And it's all around this topic of the five essential shifts for leading in turbulent times. And so we can absolutely provide that link in the show notes. So that definitely gives people, a flavour, in five minute bites, of these things we're talking about. Upgrade your complexity of mind, downshift your nervous system, and expand your team's five core competencies. Ula Ojiaku That's awesome Lyssa, we'll definitely have that in the show notes. Now I'm curious, in working with, you know, the leaders that you do, how do you go about setting the intention for the engagements and how do you measure the progress towards meeting that set intention? Lyssa Adkins That's a really good question, and I have to say, I have not found a secret sauce that I'm happy with here yet, because most executives and executive teams don't know that they're in over their heads in a way that they certainly are in over their heads. They keep thinking that if we just apply the same things we've been doing, we're going to get out of this mess. They keep thinking normal is going to come back. They keep thinking, well, maybe normal won't come back, but we'll just keep going. And I don't know that we're going to be able to just keep going, I don't know how much longer we'll be able to keep going, because we are absolutely encountering, now, the limits to growth that were predicted back in the 1970s, you know, so everything that we've predicated our business world on, the idea that growth is good, growth is what we go for, you know, and we always have to have this sort of sterling impression of our service and we can never let anyone down. Well, we're going to start letting people down. We are absolutely approaching limits to growth. We're not going to be able to keep growing as we were before. And so I think that what is going on is that I move into executive teams starting with this idea that I'm going to help them develop their leadership. And it usually is around a goal that the organisation has. So for example, the organisation will have a goal that, hey, we're going to expand threefold in the next year, which means we have got to make ourselves, leaders, capable of creating leaders. And we've got to do that at the next two layers down as well. So now, so that's a phrase that people understand. We now, as leaders, our job is to create leaders and we now realise that we're not very good at that. So that's one way that people think, oh yeah, maybe I need some leadership development help. And it could be around any kind of crisis. That's also a certain time that people will, executive teams will say, yeah, I guess we should look at the way we're working, but pretty infrequently, you know. So, I'm now sitting at the crossroads, wondering where is the greatest impact for me as a practitioner? Is it working with an entire executive team or is it working with those two people on the executive team that are really ready to level up? And so I'm actually in the process of expanding my one-on-one leadership coaching for the latter half of this year, because I want to just really find out and, you know, have a sense at least of how is the return on investment for them and me? You know, where is the greatest impact, basically? Ula Ojiaku That's really interesting. And I would be keen to know what the evaluation is at the end of the year, when you've… because it seems like it's an experiment to understand where are you going to make the most impact? One of the things that you are renowned for is the fact that you made some breakthrough contributions, you know, in the field of agile coaching, you, co-founded the Agile Coaching Institute in 2010, and you wrote the book, which is still helping, you know, lots of people, agile coaches and other people who, you know, play servant leadership roles in organisations that are in their journey towards embracing agile ways of working and mindset, coaching agile teams. What led you to that? If you don't mind, if we could take a walk down memory lane, what led you to writing the book and coaching, and co-founding the Agile Coaching Institute? Lyssa Adkins So I love this trip down memory lane, and actually it's not totally in the past, because as you say that book is still doing its work in the world, even though it is now 12 years old, it's still selling as much as it ever did, and so right now I'm actually recording what we call a guided study and practice group that we're going to open for ongoing admission. And it's sitting inside of this really beautiful community called Agile Mastery, so like it's the lessons from me, which are something like a book club on steroids. So we're taking just a section of the book at a time, a metabolisable section, there's field work that people are doing in between each session and they're interacting with each other on it, and they're helping each other learn. There are accountability conversations that are going on. And so that sort of action learning cycle takes place to help people really use what's in that book. Because what I kept hearing is like, gosh, I've read this book four times and I can't believe I'm still discovering something new, or like I've had this book for 10 years, I just opened it again, like, oh my gosh, how did I not see this before? So there's a lot in it, it's really sort of dense actually. So there's a way in which, although my personal practice is now with leadership teams, I am still very much involved with people who are working with delivery teams and the portfolio level and that sort of thing through helping people use what's in that book well, and where that book came from was my identity crisis. I mean, so we started this podcast by saying, well tell me a little bit about you and I'm like, well, I'm someone who, you know, grows by realising I'm totally in over my head and I don't know how to deal with this. And so instead of doing the same stuff I did before, like, what skill do I need to get? And what I love about people in the agile community is that's a very common mindset. You know, what I think is not so common is allowing the identity crises in and allowing them to inform us and allowing those crises to break us down, which is what I did. I allowed the identity crisis to break me down. And I started writing about that on this little blog called The road from project manager to agile coach. And so this is in 2008 or something like that. And so that's what eventually led to the book. I, you know, gave a talk at a Scrum gathering, my very first Scrum gathering. My very first public speaking thing called The road from project manager to agile coach. And talking about that, now the things I do as an agile coach now that I would have never done as a plan driven project manager, like I would've thought were stupid or ridiculous, or like magical thinking or just wouldn't work, you know, and of course they worked beautifully. So you know, from that point, I got asked to write the book, you know, and I had no intentions of writing a book and actually resisted it for a while, and kept getting all these sort of messages in the phone with people saying, gosh, that's good, you should write that down. And eventually, got in the place where the Coaching Agile Teams book just galloped its way into the world through me, it just, it was, it took one calendar year to write it and really, I didn't start writing it until May and it got turned in in November. I mean, so it just moved through very quickly. Ula Ojiaku Wow. Is there anything, because, you know, knowing what you now know, that you would do differently about the process of authoring a book and the messaging in it? Lyssa Adkins I think I would use the same process of authoring the book, and I think it's probably worth saying a little bit about what that is, because I actually went and found some mentors, people who've written books and said, so, you know, I don't know how to do this, you know, what's your advice? And so some of, the main process I used was agile. And so I had an outline of the book that had come to me over like a six month period of time before I turned in, before I finally decided to, well, I guess I'll go ahead and turn in this book proposal. It seems like I already have it written. And I, at the time we were in a Facebook group, I sent that out to the group and I said, put these in business value order. You know, and they put it in a business value order about 90% of the way I would have. And so I started writing the book in business value order. And when I met the publisher in August and the book was due in November, he said, I guess you probably want an extension. You know, cause you surely the book's not going to be ready in November. I'm like, hmm, yeah, it is. He's like, well, how can you be so sure. I'm like, well, I'm writing it in business value order. I mean, so I'm writing the chapters that are most useful to people. So if we get to November 1st and something's not written, it's just not going to be in the book because it's the lowest value content anyway. He was like, wow, really? And he still didn't believe me that I would make the deadline, but I did, November 1st. So, you know, so I think that's an important thing. What was, what was important then, and I think it's probably even more important now is timing. You know, I had the sense that the content of the book was important, and that the sooner it got out there, the better, and that was more important than it being great or amazing, definitely not perfect, definitely more important than being perfect, that's something that I struggle with all the time. So it turned out though that my husband quit his job, retired a little bit early and he became the proofreader of the book and he and I were in this amazing cycle for the last few months of the book. And it all got written, every chapter. Ula Ojiaku Wow. That's amazing and inspiring. So what about the mentors? What was their inputs in addition to, you know, telling you how, their own process for writing? Did you also get their input to, you know, proofreading and suggesting? Lyssa Adkins We got a lot of people's input to the book. The book went out for review to about 12 people, and there were some really useful things that came back from that, and that affected how it, how it rolled out eventually. But one of my mentors was a guy named Lee Devin, and he's written a few books, but the one he's most known for in the agile world is called Artful Making: What Managers Need to Know About How Artists Work is what that book is, and when we got together, he gave me two pieces of advice. He said, don't let your writer and your editor be in the room at the same time. And so what he meant by that is, your job when you are getting content out is just to write and don't even worry about spelling or punctuation or anything. And don't judge it, just get it out, come back in another time with the editor, who's got the red pen. It's like, oh, I don't like that language, this is not even a well-formed idea, punctuation, whatever. Now, to the extent that I can do that, the book flowed very beautifully. I can't tell you that I could do it all the time because I am so critical. Most of us are so critical of ourselves that we are writing and editing at the same time and what that, what that means is that our ideas die before they get to be born. And so the other thing that he recommended as a practice, which I did religiously, was before you start writing content for the day or whatever session you were, open a Word document and just start typing whatever is in your mind. And what you're doing there is you're trying to get your fingers and your body to move as fast as your mind. And so you're literally sort of warming up, you know, like a pianist would warm up or like someone playing soccer would warm up, so you're literally warming up this whole mind body instrument because the mind moves so fast. And it turns out, of course, that through that stream of consciousness writing, there were some real gems in there that got pulled into the book, but usually it was just a bunch of junk, you know, and I only, I set a timer for only five minutes. It didn't take a long time to do it, but the times that I didn't do it, the writing was not as good. Ula Ojiaku It's almost like, you know, priming a pump, because when you're speaking, I'm thinking of an ancient well, where you'd have the manual pump, you know, you'd have some prime it before the water starts flowing and you get into the zone and interestingly, that's also what, so Marie Forleo, she's more of a, she has a podcast as well and a course, I mean, what's it called, but the key thing is she said, interestingly, she said the same thing about, you know, just typing or writing and not minding whether it's quality or quantity and at a point in time, you know, you'd get flowing. Lyssa Adkins Yeah, exactly. There are all of these beautiful books of writing prompts too, you know, I mean, there's just, you're making me realise I need to start writing more. I think I've let the well go dry a little bit. Yeah. Thank you for the reminder. Ula Ojiaku Could we talk about your organisation, because there is your TENWOMENSTRONG Program. Is that still on? And if so, can you tell us about it? What's the vision behind, your putting that organisation together and how is it going right now? Lyssa Adkins Yeah. So I am a co-leader and a contributor to TENWOMENSTRONG. It's actually an organisation owned by Carolyn Dragon and Carolyn, and I've known each other for more than a dozen years. We were in a really intense year-long leadership program together in 2010. And so she had this program and this company, TENWOMENSTRONG, and about the time that I sold Agile Coaching Institute in 2017, you know, she would, she said, I'm going to put myself on your calendar every six weeks just for us to have coffee, and I want to hear that you're doing nothing but singing and gardening and whatever you want to do, and that you're actually taking a break because it had been, you know, about a decade of really intense work, following my mission to help professionalise the discipline of agile coaching, you know, and working with so many people on having, you know, such a focus on that for so long and, you know, and it totally worked because now dozens of people are carrying that forward, you know? So my role in sort of, again, priming the pump, we're back to this metaphor, right? So my role along with Michael Spayd, like our role together, priming the pump for agile coaching you know, was done, it was done. And the next question is, well, what do I do next? And so Carolyn, true to her word, we got together every six weeks. What a great friend in that, in that following year, while I was busy transitioning Agile Coaching Institute to its new owner, but not really having a new mission for myself. And she was telling me about the impact of this program she has called TENWOMENSTRONG, and it's basically a program to help women reconnect with their purpose, and go through this process of discovering who I am authentically, you know, what are all of my creativities, especially the ones that I've forgotten about or that I think aren't wanted in my work world or in other parts of my world. And then what's the creative expression I'm here to bring. And so, at the time I had been looking around the agile world and going like, where are the women? I mean, I kept looking and going, like, there are plenty of us at these conferences, there are plenty of us at these meetups there, you know, like there's plenty of women in the agile world, but when you ask, you know, who are the people who I should read, you would get a list of men's names predominantly. Maybe my name would be in there and maybe Esther Derby and maybe a few others, but just, just a few. And so, as Carolyn was telling me the impact of this program, where she'd been running it inside of corporations and publicly, all of a sudden out of my mouth, I was like, oh my gosh, we need that for women in agile. And so we started, I think it was probably in 2019 with virtual and in-person programs, maybe it was 2018. So and then we did those for a few years and then the pandemic hit, and it was a real reassessment of what we wanted to do. And it was also Carolyn's decision, which I thought was a very brilliant business decision, to pull back, because people had enough on their plates, you know, another constant self-improvement like this whole sort of constant self improvement thing we do is another trap, you know? And so she did things that supported women in her circles, women who've been through her program that she attracted through various free offerings. She did things to support them, but not to add anything that would, you know, just contribute to the stress of the moment, they were under enough stress. And so now, as it is, she's now starting to bring back more programs, but she's doing them shorter duration. And so the one that I'm contributing to TENWOMENSTRONG right now is called Influence and Impact in the Agile World and it's a workshop where women come and they share with each other, the places where they're not having the influence and impact they wanted, and they don't know why, they've tried all different kinds of things, and so it's a workshop to take, you know, to create community about that, to actually be vulnerable and say that to other people, and to know that you're going to be received. And then we go through some different steps that allow the women to have some insight about their specific situation and they leave with an idea of what they want to try next. So those are the types of things that she's doing there, couple of other programs, but that's the one that I'm leading with her. Ula Ojiaku Now, based on what we've talked about so far, what are the books you would say have influenced your thinking and, you know, your approach as a coach, as a professional? Lyssa Adkins Well the books that have influenced my development as a coach and a professional are the ones that are written by the people who are in the coaching schools I went to. So, Co-Active Coaching is one, and then there's just a new book out now that encapsulates what I learned in organisation and relationship systems coaching, and that book is called Systems Inspired Leadership. It encapsulates the coaching approach, but talks about it from a leadership perspective, so it marries those two worlds for me. And then there's the whole genre of learning about Zen Buddhism, which I think has been a really important contribution to my ability to be a good coach. And so Pema Chödrön is someone I read there. There are many, many others, but she's the one that comes to mind right now because she has books that are called, well, hang on, what are they called? Get a load of these titles. The Places That Scare You, Comfortable With Uncertainty, Welcoming the Unwelcome, The Wisdom of No Escape - those are just some of her books. So what she helps me do, is actually what we talked about at the beginning, upgrade my own complexity of mind to work with what actually is happening and not ignore it, or try to bypass it. Downshift my nervous system, and then expand my ability to see the web of the relationship system to expand those five core competencies in myself and in my interactions with other people. So I think that for me, that's an essential piece of learning and, I would say, not so much learning, but leaderfullness, expanding my own leaderfullness, and ability to be in the world and with the world as it is. Ula Ojiaku That's a new word for me, leaderfullness. It's almost like… Lyssa Adkins Yeah, it's a funny word, right. I think I picked it up from the Coaches Training Institute. They used to, have said that for years and years, but I think it conveys something really important, which is that leadership is not even primarily anymore about knowing better or doing more or any of these things that we promoted and we lauded leaders for, you know, leadership is about working with the world as it is and bringing to every moment, your authentic leaderfullness, you are full up with leadership. You are a full up, it's like a fully embodied way of expressing leadership and expressing our ability to take in what's really happening, to slow our minds down, to not be hijacked by the situation, to ask some deeper questions, and to look squarely in the face of the things that we don't want. Ula Ojiaku Awesome. Are there things that you'd like the audience to know in terms of what you're doing currently? Lyssa Adkins Yeah, I would direct people to lyssaadkins.com for what I'm doing currently, and of course you have to know how to spell it. L Y S S A A D K I N S.com. I know it'll be in the show notes too. The thing I think I want people to know is that something really exciting is just now starting, and I'm part of starting it. And I would say it's going to be, the kickoff or the beginning of a worldwide movement in the agile community, all centered around the question, if it's no accident that agile has emerged at exactly this time, what is its role in the planetary challenges and the paradigm shifts we are currently experiencing? That question, both enlivens me and haunts me. I've been holding that question for a long time and the first thing I know that is related to that question that's going to be moving out into the world will happen at Agile 2022 in Nashville in late July. And I am the moderator of a panel, essentially about what is Agile's bigger role and the panellists are all using agile in ways that help make our current situation better, help try to fend us off from the worst of the impacts of our previous behaviour. So there are people who, for example, are working in climate change, they're working and bringing agile into helping democracies arise. They're bringing agile into pulling girls out of poverty and the only option for themselves is sex trafficking, for example. All right. So these are some of the leaders who are going to be speaking about how, what they've been doing to investigate this question of like, if we agilists have something that's useful and we know how to do and be a different sort of person, have a different sort of skills, like what can we add to the people who are already doing this really important work on the planet right now. So I'm really excited to find out how that conversation goes. We're hoping to see that the sparks from that panel fly all over the world and ignite these conversations and agile communities all over the world, because I think we do have a role, and I think we have something that's so different and so useful, and I don't think we need to force it on anyone, but I think we're good at experiments, you know, so like why don't we run some experiments, go find out, like would what you know, as an agilest be useful for an organisation who's responding to climate disasters, for example. Ula Ojiaku That's inspiring. What one thing would you like to leave the audience with? Lyssa Adkins You know, there's a quote, I don't even know where it came from that I say to myself all the time and I think that's what I want to leave the audience with. For those of you listening, first of all, thank you for your attention. I know that is the most precious thing we have. So what I'll leave you with is this. It will be okay in the end. If it's not okay, it's not the end. Ula Ojiaku That's a great one. Thank you so much Lyssa for your time, it's been an insightful conversation. Lyssa Adkins My pleasure. Thank you for inviting me. I've really enjoyed this exploration and I've found some new ideas too Ula Ojiaku That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!
Episode 106: Money and Love with Abby DavissonAbby Davisson is the co-author of the new release Money and Love, An Intelligent Road Map For Life's Biggest Decisions. In our conversation, Abby explains The 5Cs, a framework she learned as a student at Stanford Business School, that serves as a research based guide in navigating big life choices. We talk about how money and love are intertwined, and how often in the decision-making process we can lose sight of this. If you ever wished Google would answer some of these big life questions for you, this is an episode you won't want to miss. In this episode:We talk about how the 5Cs were a revelation to Abby as a graduate student, and how Abby along with her coauthor Myra Strober, who was the Stanford professor she took this class from, wanted to share the framework outside of higher education to help more people navigate these complicated life choices. The 5Cs are…drum roll… 1. Clarify what is important to you: to make an effective decision you must first understand what you truly want and what you don't2. Communicate: as you clarify what you want, open a two-way dialogue with others involved in the decision3. Consider a Broad Range of Choices: few decisions are strictly either/or, and one key to better decision-making is broadening your alternatives4. Check in with Friends, Family, and Other Resources, sharing your thought process or reaching out to others can bring new insights5. Consequences: weigh the short-term and long -term consequences of different choices before you make a final decision. Listen to the episode on Apple Podcasts, Spotify, Google Podcasts, Amazon Music, iHeartRadio, Stitcher, or on your favorite podcast platform Quote: “Everyone deserves the resources and skills to enjoy both love and money.” Abby Davisson In this episode, we cover:● How life choices are constantly evolving● How the change in gender roles and family structure has changed● Why big life choices feel overwhelming● How to approach a partner to engage in the process● The benefits of slowing down to make more deliberate choices Learn more about Abby Davisson and Money and Love:
As parents, we desire to have good relationships with our children, but it often gets challenging once they hit their teenage years. What can we do to have respectful and robust conversations with our teens?Join our host, Chong Ee Jay, who chats with Yvonne Kong-Ho, a passionate coach specialising in workforce development and mother of two children, 11 and 13.Parenting children with different personalities and communication styles, Yvonne shares how she learnt to be more intentional in entering and holding space for conversations with them.Yvonne's goal is to be a coach, mentor and friend to her children, even when they are adults. With the help of 5Cs, she believes that investing and building the relationships now will allow parents to play those important roles for the rest of their children's lives. "(Being a parent means)...being there to serve (my children), to bless them, to help them, because I know it's really not an easy world that they are in."---What better way to kickstart your daughter's entry into teenage years than to have an unforgettable father-daughter date?Join us at Date with Dad, where fathers are given an opportunity to affirm and celebrate their teen daughter's milestone and journey to becoming a confident young woman.Saturday, 12 November 2022 | 2-5 PM | Hilton Singapore Orchard$225 / father-daughter pairIncludes High Tea, a Worth the Wait ring, and specially designed resources worth $320 in total. Registration is open at www.family.org.sg/DatewithDad.---If you have enjoyed this episode, please leave us a rating and review on Apple Podcast or Podchaser. It'll be very helpful for others to find our podcast. You can also help us by copying this link www.family.org.sg/parentedpodcast to share with your friends.You can also support us by giving monthly. We appreciate your generous giving as every dollar helps to sustain our efforts in strengthening families. Do note that if you are based in Singapore, one-time gifts above SGD$50 or monthly donations above SGD$10 are eligible for 250% tax-deductible benefits.
Kyle Gillette is an ICF-certified coach, behavioral analyst, and creator of the SAGE Mindset framework. He focuses on helping his clients build powerful self-awareness, create uncommon accountability, maintain a growth mindset, and empower others to do, be, and achieve more than they ever thought possible in their lives and businesses. Kyle has experienced both great successes as a business owner and frustrating failures. His successes resulted from great mentoring and coaching, while his business failures (unfortunately, two of them) resulted from not seeking the coaching and guidance he needed. What “Knowledge” or “golden nuggets of wisdom” do you want to share with our audience?: The power of accountability and the 4 key ingredients& The 5Cs of Productivity. What is one CALL TO ACTION you would like to extend to our audience to apply in their lives?: If you do what you say you're going to do, you become unstoppable. (i.e. website, social media group, landing page, etc.) : httphttps://www.facebook.com/groups/sagemindsetgroup (i.e., content, resources, free stuff, discounted stuff, invitations, etc.): I have a free assessment people can take that measures your leadership behaviors and helps you to see where you are on the SAGE leadership scale. The report and personalized video will give them feedback on the results and help them take specific actions to improve their habits and mindsets. https://sagemindset.com/leadership-assessment/ The Circle of Knowledge podcast is brought to you by Champion Circle Networking Association, helping entrepreneurs and professionals achieve their goals by sharing a wealth of knowledge with you, our community of high performers. This podcast features best-selling authors, speakers, mentors, top industry resources, interviews, and professional discussions by Global Speaker & Mastermind Leader, Jon Kovach Jr. To learn more, visit www.MyChampionCircle.com Music Cred: Scouting, by Eveningland --- Send in a voice message: https://anchor.fm/circle-of-knowledge/message
In this episode, we size up the 5Cs of yore and suggest 5 new ones. Plus, we scratch our heads over the new Covid Clubbin Pilot Scheme, and shout out a new gay podcast. +++ Music used "Victory" by Monplaisir; "Camper" by Phillip Gross; "Level 4" by Monplaisir; "Japan", "Too Grimy", "Sofa Fitness" by Lobo Loco; and "Seattle" by Yung Kartz. Check them out on freemusicarchive.org.
In this episode, Sharath Jeevan OBE, Founder and CEO of STiR Education and Executive Chairman of Intrinsic Labs, speaks to Yue-Yi Hwa, RISE Research Fellow at Oxford University's Blavatnik School of Government. They discuss why we need to go upside-down to focus on the people in education systems; how to change ministers' mindsets; how to create space for teachers to innovate at the classroom level; and why education systems are “wicked hard”—that is, full of problems that are ill-defined and hard to solve. Links https://www.intrinsic-labs.com/ (Intrinsic Labs) [Website] ‘https://www.intrinsic-labs.com/book (Intrinsic: A Manifesto to Reignite our Inner Drive)' by Sharath Jeeven [Book] ‘https://stireducation.org/ (A World Where Teachers Love Teaching)' StiR Education [Website] ‘https://riseprogramme.org/blog/obes-2022 (Celebrating Three Well-Deserved OBEs for Services to Education)' by Kilburn, Hwa & Bullough [RISE Blog] ‘https://riseprogramme.org/publications/teacher-careers-education-systems-are-coherent-learning-choose-and-curate-toward (Teacher Careers in Education Systems That Are Coherent for Learning: Choose and Curate Toward Commitment to Capable and Committed Teachers)' (5Cs) by Hwa & Pritchett [RISE Primer] ‘https://riseprogramme.org/systems-thinking (Systems Thinking)' [RISE Webpage] ‘https://riseprogramme.org/blog/teacher-agency-matters (Teacher Agency Matters More Than Ever: What Can We Practically Do About It?)' by McIntosh & Pereira [RISE Blog] https://www.linkedin.com/in/sharathjeevan/ (Sharath Jeevan) on LinkedIn Guest biography Sharath Jeevan Sharath is one of the world's leading experts on re-igniting our inner drive (intrinsic motivation). His groundbreaking book "Intrinsic" has received glowing endorsements ranging from leading smart-thinking writers like Dan Heath and Nir Eyal, to business and education leaders to the former Prime Minister of Greece. Sharath was awarded an OBE in the 2022 Queen's New Year's Honours for founding and leading STiR Education, arguably the world's largest intrinsic motivation initiative. STIR re-ignited the motivation of 200,000 teachers, 35,000 schools and 7 million children in emerging countries. Sharath is the Executive Chairman of Intrinsic Labs, which supports organisations and leaders all around the world to solve deep motivational challenges, from governments to leading universities and high-profile corporations, from L'Oreal to the London School of Economics. His work has been featured in The New York Times, The Economist, The Telegraph. Financial Times. NPR, CNN, CNBC, The Hindustan Times and The Times of India. An accomplished speaker, Sharath has delivered talks and workshops to share the ideas from "Intrinsic" with influential audiences including the World Health Organisation (WHO), Cambridge University, Daimler, Amazon and the World Economic Forum. Sharath holds degrees from Cambridge University, Oxford University and INSEAD. He was awarded an Honorary Doctorate for his contributions to the field and was invited to serve on the high-level steering group of the Education Commission, the pre-eminent global think tank founded by former British Prime Minister Gordon Brown. Visit intrinsic-labs.com to find out more about Sharath and his work. Yue-Yi Hwa Yue-Yi Hwa is a Research Fellow for the RISE Programme at the Blavatnik School of Government, focusing on teachers and management. She received her PhD in education from the University of Cambridge. Her PhD thesis looked at the relationship between teacher accountability policy and socio-cultural context across countries, using secondary survey data on education and culture alongside interviews with teachers in Finland and Singapore. Previously, Yue-Yi taught secondary school English for two years through Teach For Malaysia, and was a Research Fellow for the Penang Institute in Kuala Lumpur. She has also conducted research for the World Bank's MENA
Chris Newbold: Hello, wellbeing friends. Welcome to the Path To Well-Being in Law podcast, an initiative of the Institute for Well-Being in Law. I'm your co-host Chris Newbold, executive vice president of ALPS Malpractice Insurance. As most of you know, this is the place that we are welcoming advocates and activists in the wellbeing space, all intent on building and nurturing and national network of folks intent on creating a culture shift within the profession. Very exciting that we are about to wrap up our third installment of kind of a mini series on the interconnectedness of diversity, equity and inclusion and wellbeing. And I'm always thrilled to introduce my co-host Bree. Bree, how's it going? Bree: It's going great, Chris. So glad to be here with you as all always. And I'm going to go ahead and start off with our introduction of our guests today. So Manar Morales is a national expert on women's leadership diversity and workplace flexibility. She serves as president and CEO of the Diversity and Flexibility Alliance. She's a frequent speaker on workplace topics, such as flexibility, diversity, inclusion, women's leadership and individual strategies for success. Prior to founding this Alliance, she served as the ed for the project for attorney retention. And in that position, she led all of their initiatives, programs and operations. And we certainly know that attorney retention is a huge issue right now. Bree: She played an integral role in forming the diversity and flexibility connection, a series of discussions between prominent general counsel and law firm chairs, leading to best practices for the retention of diverse attorneys, including those working on flex schedules. She began her career as an employment litigator, representing clients in all aspects of labor relations and employment law, and has experienced litigation experience in federal courts and agencies as well as an arbitration. She's also served as an adjunct faculty member of Georgetown University has taught classes in labor, employment law and entrepreneurship. So Manar, welcome today. We're so glad to have you with us. Manar Morales: Thank you Bree. Thank you, Chris. I'm excited to be in conversation with both of you today. Bree: Absolutely. And so Manar, I'm going to start you off with a question that we asked just about everybody that comes on our podcast. And if you could talk about, what are some of the experiences in your life that are drivers behind your very evident passion for work in this space and the work and looking at the diversity, flexibility and its intersection with wellbeing? Manar Morales: Yeah. I would say that my work with flexibility really came out both of a personal, a very personal story with it as well as then a professional passion for it. I started when I was an employment litigator 21 years ago, almost 21 years ago that I had my first son and started to think about wanting to go on a reduced hour schedule at that time, which wasn't really prevalent at that time. And the experience that I had where it wasn't really thought that I could continue to be a litigator and continue to go reduced hours. And so it really came out of this experience of having to create my own path where I could continue to do what I was passionate about, which at the time was litigation and continue to do what I wanted to do in my personal life. Manar Morales: So over time I developed that career for myself and that path for myself, where I could do things like I could teach and I could... I found a firm where I could continue to litigate and also be reduced hours. And what happened over time was that women then would come up to me and say, well, if I could have done it the way that you did it, I wouldn't have left. And it really began me down this path of why can't we create an environment where more people could do that. And I really felt like for me, it was out of necessity to pull together what I wanted and what I viewed and what I called a 360 life for myself. And then starting down that path of, well, why can't we create organizations where more people have those opportunities? Bree: Absolutely. Chris Newbold: I'm guessing you're professionally satisfied at this point? Manar Morales: Yeah. Two more children later, I now have three boys. Three boys and a husband, maybe four boys. But yeah. So I think that really right now it is... I've hit my sweet spot of what I really do enjoy doing. Chris Newbold: Nice. Bree: That's wonderful. Chris Newbold: Hey, Manar, tell us a bit about the Diversity and Flexibility Alliance, how did it get started and what, as you, conceive the concept, what were you hoping to change in the legal profession? Manar Morales: I founded it in 2012, so we're at our 10 year anniversary this year, which is exciting. And really it was about, I think it was about bringing together... So for us, our sort of three pillars of the Alliance are community collaboration and content. And it really, it was bringing together a community of organizations that were really committed to wanting to have the conversations around diversity and flexibility and create real change, and each one at its own pace. So what's exciting for us, I think, in working with organizations, we certainly have some of our members who are the innovators and say, come to us and tell us what nobody else is doing and we want to do that. And so it's an exciting opportunity for us that we are thinking about, what would we like to see happen in the legal profession, in the corporate? Manar Morales: We're not just limited to legal, but that's a majority of our members. What do we want to see happening? And how can we create that change? And really partner with our members to say, look, I want to make sure you're having the right conversation, because I think so much of this gets derailed by not having the right conversation within your organizations. And so a lot of the work that we're doing is, let's make sure everybody's having the right conversation. And we have a set of best practices. We have a set of things that we believe should be happening. And for some of those best practices, it's what nobody is doing. And some are really things that we're looking at, the trends. So sometimes it's exciting for us because we can be creating trends and we're also monitoring the trends and looking at what's happening, and being able to share that with our community. Manar Morales: So like I said, I think, some of our members are the ones who are innovators and I can really see the change happening and we can introduce something and they're willing to run with it. And then what often happens in the legal profession is, we have some members who are what we would call those proven results, where they're going to look to what... Look to their left, look to their right and say, come to me when you have a trend here and then we're going to do that. And then there are others who really just want to be on the forefront of knowing what's happening and their culture will catch up over time. I think for us to be able to see those changes and to be at the heart of those conversations at the center of those conversations in organizations has been really something very exciting for us. Chris Newbold: And I got to think for a variety of reasons that business has been pretty good of late. Manar Morales: Yeah. So it is interesting. I think right before the pandemic, I was giving a presentation to a managing partner, round table, where I had about two hours. And it was probably about maybe 10 days before everything happened, where everything really did shut down and everybody went virtual. And I spent most of my time in those two hours really building the business case for flexibility. And then the pandemic happened and suddenly all of our conversations were around well, okay, well, how do we make this happen? We don't need to talk about the why right now, because we just really need to know, how do we make this happen? Manar Morales: How do we actually work in ways that nobody ever imagined. I couldn't would not have imagined that all of a sudden everybody is going to be dealing with a 100% virtual organizations. And so we very early on with our membership base put on presentations, how do you lead in a virtual environment? How do you succeed in a virtual environment? What should organizations be doing right now and really help to rally all our members and talk to them about, here are the strategies, here's what you should do, here [inaudible 00:08:39]. Bree: That's just amazing. To talk about having the right message at the right time and just being there on the spot. I mean, that's amazing timing, Manar and congratulations for that. Manar Morales: Yeah, Bree: We've definitely seen that with the institute. All the trauma and tragedy with the pandemic and the highlight around wellbeing and it's just made it for us so much of an easier conversation to have. Manar Morales: Yeah. And I think with our members that we're already doing some of... The members that are already really invested in flexibility and understood it and, telecommuting policy certainly existed long before the pandemic, they were better situated. They were better situated to be able to handle it, but certainly nobody considered or thought that flexibility would be part of their business continuity plans. That was never something considered as part of that conversation. Bree: Just reading the studies across the board, we're really starting to see how the effects of the pandemic and the isolation and just how long it has gone on has rained down so much harder on people of color and especially women of color. Based on the research and your observations, could you talk a little bit about why that is? Manar Morales: Yeah. I mean, I think that all of the experiences and all of the things that people have had to bear and thinking about the impact on women and women of color and what the role that they play in family situations and the burdens that they carry as being either the primary or the sole caregiver in families showed how much when all of the social systems collapsed too, it's not just that we all went home. I mean, I keep talking about the fact that we have to remember that we were in a pandemic, this wasn't just about a grand experiment with work from home. This was about the fact that we were in a pandemic and people had a lot of things going on. And so if you look at who was impacted the most and where the research shows, what the burdens that people were carrying and all of what's been impacted by the great resignation and who was leaving. Manar Morales: I think the interesting thing is to look at what the percentage is when we look at flexibility moving forward that you look at people of color wanting to continue flexible work arrangements at higher percentages than white people, that also women at higher percentages than men. And I think that it was this... I think that during the pandemic, what we saw was, people of color and the data bears out too, to look at who experienced a greater sense of belonging, that actually increased for people of color- Bree: Really? Manar Morales: ... During the pandemic, because for the first time they got to be experiencing working in a situation where they felt greater sense of psychological safety. They didn't have to code switch as much. They didn't have to deal with micro inequities as much if they were working from home during this time. they got a break from that. Bree: Wow. Manar Morales: Constant pressure of it when you're in an office environment. Not to say that doesn't happen on Zoom calls, it absolutely does, but the, I can then be at home for a period of time while I'm working and get a break from that. It's an important thing to look at that intersection between diversity, equity and inclusion, and look at our path forward. We've always said it has a huge link with diversity, but I think what the pandemic did was reinforce what that link is. Chris Newbold: That's interesting, because that's... As you think about it makes logical sense, but I'm not sure that a lot of us have kind of thought about that perspective and that ability to be kind of reset and... That's really interesting. Manar, how are you advising legal employers as you think about the stress effects of the pandemic? What I really enjoy about your work is your ambition to create inclusive cultures. And so I'm curious on, how you're advising legal employers and what type of support the Alliance is providing to be able to effectuate that vision? Manar Morales: Yeah. I think in terms of the support that we're providing is, a lot of it is around... So we were very much intentional when I built the Alliance around, I want this to be about partnering and collaborating. So when I talk about the three Cs of the Alliance being community, which was important for us to bring organizations together to have those conversations, and the content piece of it, which is the research that we're able to provide and the best practices. The third C is that collaboration, is that I really wanted us to have this organization where we partnered intentionally with every firm. Manar Morales: We are social mission, so our interest is to make sure that we are helping elevate and take organizations to the next level. So going in... And part of the way that we do that is looking at things like policy reviews and having advisory hours and things like that we're looking at really, what are you doing? And are you having the right conversation? Can we frame this in such a way that executive committees see the path forward as something that is a win for the organization if we take something as flexibility? Is a really is a business imperative for the organization to be doing. Manar Morales: That helps advance and push forward engagement. It helps drive inclusion. It helps drive purpose within an organization. It helps drive productivity. It helps drive all of the things that one looks at for the health of the organization, so that you're creating a culture where people want to, not only be excited to be a part of and want to stay, but they feel that they are fully engaged in that culture where everybody feels like they can be valued. And so a lot of the work that we do is centered around flexibility and then it's tied to diversity, equity and inclusion. And we do that through frameworks, we do that really through building what we think is a good process for organizations to walk through to be able to create that flexible work environment. Bree: Manar, I just heard you talk in that answer about policies for legal employers. And obviously that's going to differ based on what they do and number of offices, et cetera, et cetera. But could you give people some examples of some basic principles or things that you would suggest to be contained in a policy if they're looking at how do we... Okay. We want to improve our flexibility experience for our staff and our people here, how can... Some concrete items around how to do that. Manar Morales: Yeah. It's so interesting because we mentioned policies and so much of the conversation in hybrid and the future of work does center around policies. And I will say that, our advice is, let's start... Policies isn't where we want to start the conversation, really, it's about how do we think first about establishing that compelling purpose for what we want it to accomplish. So really thinking about, what does the future of work look like for us as an organization? Why does it matter for us? What opportunities does it provide for us? And then start to create that shared vision of, okay, regardless... Manar Morales: One of the exercises I walk executive committees through or an organization that's trying to decide for themselves where they should go is to say, regardless of how the future of work changes for us as an organization, what needs to stay the same? What do we need to hold on to? What do we need to make sure that we bring into the future? What do we want our people to be saying about us? What do we want our clients to be saying about us? What do we want the market to be saying about us? Because if you walk people through that exercise, it helps them start to really shape the.. To be really macro clear on what they're hoping to accomplish. And then we can be micro, you say, macro clear, micro easy. Then we can talk about a policy, but I think... Manar Morales: And how do we design that initiative? So we have this 5R framework that I'm walking you through right now that recalibrate pieces that designing the initiative. The recommit pieces, how do we integrate flexibility into the culture? I think the biggest mistake that we're seeing is organizations who are creating policies than creating hybrid if you will right now. And they are dropping it into a co-location model and hoping it's going to work. And I keep saying, it's not going to work. And it's not going to work, not because of a failure of flexibility, it's not going to work for you because of a failure of execution. Manar Morales: And that there are really key strategies for how do you integrate flexibility into the culture. And then finally, how do you reinforce it? How do you measure the impact of, if we started with the reflect on what your compelling purpose is, we're going to end with reinforce and it's going to be an iterative process that loops back to that compelling purpose. Are we meeting the purpose that we said, are we looking at this as a talent recruitment retention? That was our reasoning for doing this. Are we hitting the mark on that? And now oftentimes in that measuring, you can start to see where this is an organization that really just offered false flexibility, which is not what people are looking for today. Bree: Interesting were there, the false flexibility. Manar Morales: Yeah. Bree: Yeah. Manar Morales: And that's the biggest danger, I think. Because law firms all know that they have to do something, but what our interest is, is getting you to stand behind what you're saying you're going to do. I'm not interested in working with a firm to say, just tell us what our policy should look like without having done all of the groundwork and the integration part, and the building of it to say that, this is so much more than a policy change. What the future of work calls for is a culture change, and hybrid is a culture and systems change, it is not a policy change. And to really getting people to understand what that means and what that requires. And all of the behavioral changes that's going to require is important, but well worth it. Bree: Yeah. I love that. And that sort of paradigm for analysis that you lead the firms through. That's just wonderful. And yeah, seems like it would make all the difference in the world. It's not about policies just about that. That's sort of the end game here. What do you do to get to that decision? Manar, when we had our pre-call, a week or two ago, we started talking about... And didn't have opportunity to really finish this idea around return on experience. Manar Morales: Yeah. Bree: Return on experience and how that's a new paradigm around work today. Could you talk a little bit about return on experience? Manar Morales: Yeah. So return on experience is a term that we kept telling our members, look, what people are looking for is an ROE, that return on experience. And we're seeing that today, which is, I've always said, policies don't bring your people back, experiences will. And we're seeing that with a lot of, whether it's in the news, when you're looking at some of these stories of companies that have demanded people back yet still don't see them coming back. Or even with law firms, looking at their numbers and saying, we don't have the percentages coming back that we expected to have. That's really because the emphasis does have to be on experiences. That what people are looking for is, if you're telling me to come back into the office, that is going to be a different experience than what I can just do at home. Manar Morales: I think that ROE is a two way street. So when we're talking to our members about it, from an organizational standpoint, you should be thinking about what is your ROE. What are you asking your people to do when they come back into the office. Because if we just talk about FaceTime, then we've all had that experience where we know people who have come into the office, they shut the door, they do their work, but they're not mentoring, they're not [inaudible 00:21:21], they're not collaborating. They're doing what I call telecommuting from the office. And that's not the experience that you want your people to do. I feel like when firms are just talking about, oh, we just need people back in the office, like, to do what? Like, stop... Manar Morales: We don't need to be talking about, do we need people back into the office? We should be talking about what are the behaviors that you're driving for, which is, we want to see connection, we want to see collaboration. We want to see all of those things, but that doesn't only happen in the office. And so a lot of the things that we've been talking about is, around the fear... Built around the fears of what people think they're going to lose out on in this new environment. Manar Morales: Most firms or leaders will tell me, I'm fearful of losing what we call the 5Cs, loss of connection, loss of culture, loss of collaboration, loss of control, loss of contribution. And so, you say, the problem is, you can't... You're right, you have to be intentional about designing a hybrid world that will continue to enhance all of those things. But if you only talk about connection in terms of the office, then you're missing out on a huge opportunity. Because what we have to say is, yes, we build connection and there's value to it in person, but yes, we also build connection online. And so we need to be intentional about the behaviors to not just say, people build connection in the office, and when you're working from home you're siloed and separate. It's, how do we build connection a 100% of the time? And that's going to look different in each of those environments. So we need to shift our behavior accordingly. Chris Newbold: All right. I think that's a good place to take a break. I'm excited after the break to really get into, Manar, your thought leadership in the area of the future of work, because... I got to imagine that when you were consulting pre pandemic and then urging flexibility and then wham, we all got that and got a feel for how that was, that that... It's been a game changer. And we talk about where that's going to go from here. So let's take a quick break and we'll come right back, Speaker 4: Meet Vera, your firm's virtual ethics risk assessment guide developed by ALPS. Vera's purpose is to help you uncover risk management blind spots from client intake to calendaring, to cyber security and more. Speaker 5: I require only your honest input to my short series of questions. I will offer you a summary of recommendations to provide course corrections if needed, and to keep your firm on the right path. Speaker 4: Generous and discrete, Vera is a free and anonymous risk management guide from ALPS to help firms like yours, be their best visit Vera @ alpsinsurance.com/vera. Chris Newbold: Welcome back. We are here with Manar Morales, the president and CEO of the Diversity and Flexibility Alliance, and a really interesting discussion about the creation of inclusive cultures, flexibility. Manar, I'm really curious as, we all work in our own work environments and just where you're seeing the future of work, some real interesting dynamics in play for our profession right now. And just curious about your sense of both trends, obstacles, and the role that flexibility is going to play as we look ahead. Manar Morales: Yeah. In terms of where the future is headed, I do believe that the future is hybrid. I'm asked all the time by leaders, are we just going to go back? That's the number one question I'm asked by leaders. And I would say that I'm asked by those leaders with different motivations behind that question. For some, they do actually want to get back into the office and have everybody get back and think, if we just tell everybody they'll follow. And then others are saying, well, we've been really productive. We've seen impacts on our productivity in positive ways, maybe we don't ever want to go back into the office. And then others who are buying into that hybrid. And there are variations of both that might. Manar Morales: So the answer to that question, I always say, look, I think that the way that 911 forever changed how we travel, that COVID will forever change how we work. And really thinking about that there is... In all of the years I've been studying flexibility, we've never gone backwards. We've always... It's always been a question of, not if you're going to do this, it's always been a question of when you're going to do this. And we've really looked at the trends since been looking at flexibility since 2006, and I can see, and even if I look at it in terms of leave practices too, since 2006, we've not gone backwards in that. Manar Morales: So I really do think that the future of work is hybrid for a legal. I don't think that the 100% virtual is where the legal profession is at at the moment. It really will be, how do we make some version of hybrid work if there's a lot of work to be done to make that happen, and it's going to take time. And the organizations that I think are getting this right are the ones who are spending a lot of time figuring out how to, and having... And we're working with them on how to integrate it into the culture. Bree: You talked about rules of engagement and how do we really show up within the hybrid workspace. Can you talk about that a little bit? How will that shift or change? How will that look different? Manar Morales: So I think that is something that if we think about what it took to just survive during the pandemic is very different from what it's going to take to thrive in a post pandemic world. And so there have been a lot of things that during that time, for example, on, how do we show up to an online meeting? And during the pandemic and we are... And I want to recognize that we are still in a pandemic, we're not out of it yet. And so organizations still as they're continuing to the next level of these conversations, I always remind them, we are still in a pandemic and we still have to have empathy towards the fact that a lot of people are in a different set of situations. And so we have to think about that whenever we're making new rules of engagement up. Manar Morales: But one of the things is during the pandemic, we got so used to sort of cameras on cameras off, your choice, which was right to do during the pandemic. We got used to showing up to online meetings being very distracted that we got showed up with our emails up. We were doing multiple things, we were engaging and maybe chatting there. There were all things that were happening and we weren't fully present in terms of the meeting. And we got used to sort of this multitasking that was happening, and I'm guilty of it too. Especially if your camera's off, then you're definitely... There's a lot of things that might be going on that. You are doing other work in the background and tending to listen and maybe not be fully engaged in the conversations that are happening. And I think in a post pandemic world, and I think I know those rules of engagement have to change. That if we want to create connection and high levels of collaboration and say that, online is a vehicle to do that, then the way that people show up to meetings has to change. Manar Morales: It means that, when we're in an online meeting, we're fully present, we're recreating what it looks like to be in the room together. We are cameras on, we're seeing each other, again, barring the fact that people are still dealing with some things in the pandemic. And obviously having empathy towards that. But generally saying, look, we want to be engaged, we want to be fully present, we want to pretend as if you're sitting in front of me. Now, part what goes along with that is, we also have to reclaim how often we're meeting. So yes, we want to be fully engaged and fully present during meetings. And if it's in an online meeting, we want to make sure that's happening. But I also think we have to reclaim how much we're meeting, because during the pandemic, everything became a meeting. And everything became a video meeting and that's exhausting. Manar Morales: And so going back to thinking about, Hey, what's appropriate for us to meet on? What's appropriate to be a phone call? And what's appropriate for it to be an asynchronous form of communication? Whenever I'm presenting to audiences I always say, raise your hand if you've ever sat through a meeting and you thought this could have been an email. And of course, everybody is hand goes up. We've all had experienced that. And so I think if we want those rules of engagement to change, then we also have to honor the fact that not everything has to be a meeting. Bree: Yeah. Can you give us some examples without naming names of legal employers who are getting it right right now. What are some programming programs that you're seeing around work flexibility and things that promote wellbeing? Manar Morales: So I think the ones that are getting it right are doing a few things. One, they are having in depth conversations around why this matters to their firm. They're creating the shared vision, they're really building out that business case. And then, whatever their policy is, they are then spending time on actually integrating the policy and flexibility into the culture. So they are not looking at this as a policy change, they are looking at it as a culture change. And they're really being intentional about giving their people the practices in order to succeed in that. When we talk about, you have to integrate flexibility into the culture of your firm or your organization, it's about, you have to align five things. The five Ps. Manar Morales: The first one is, you have to align your purpose. We started with purpose first, whenever we have these conversations. So you need to bring that in, make sure everybody in the firm is aware of what the purpose is. And then you have to align it with a set of principles. And those principles are really the mindset shifts that need to happen in order for flexibility to succeed. So some things of the mindset shifts. Some of those principles that I talk about are, flexibility is not a trade off for performance. If we see people who are not performing well, they're not available, their work product has gone down, they're not responsive. Manar Morales: All of those things are performance issues, those are not flexibility issues. So we need to really be clear about what flexibility is and what it isn't. FaceTime is not an indicator of commitment, people really want the autonomy to decide where they work, within guardrails, and those guardrails are the policies of the firm, but that not one size fits all and that work is not a place and culture is not dependent upon location. Lots of things that... There are key principles. And the firms doing this well, spend the time to educate their people on what those principles are. Manar Morales: And then you have to align with your policies, whatever that policy looks, if we have lots of recommendations around some of those things to be thinking about. And then, what are the practices? So those are the tangible things that, if we think about what are we most afraid of, we're afraid of losing connection, we're afraid of losing out on collaboration, communication, the ability for people to contribute. Then we always say, there are best practices to make that work. And so we spend a lot of time with members doing trainings and conversations and experiences with their people to really hone what those best practices are. And then, finally align your people, make sure that your people are aware of, how do I thrive in this environment? How do I lead in this environment? Because it is different. And we need to make sure that we are telling our people that. Manar Morales: And so really spending all of that time on all of the work that it takes. I think a lot we spend so much time on what the policy is. And I say, that's actually not the most important piece. Policy is important and we can get there, but your most important piece is taking that policy and making sure you're actually integrating it into the culture and you're teeing your people up for success on this. Firms that are getting this right, are the ones that are investing all of their time to do that, and their resources. And resources behind all of the implications of these policies as well, not just sort of the paper change that's going to have to happen. Chris Newbold: Make it seems so simple and straightforward and comprehendible in the way that you've characterized that. I'm being honest in that. Again, I feel like there's a push pull between employers and employees that, again, as the way that you articulated it, which is if we can move ourselves toward a collective shared vision based upon a set of core piece, in this case, purpose, principles, policies, practices and people, there's a pathway that engages the workforce and positive ways enhances productivity and ultimately builds the culture that you aspire to build. Manar Morales: Yeah. That benefits both you and your people. Yeah. exactly. Chris Newbold: Yeah. Manar Morales: It comes with win-win. That is our role to play. Is to make sure that it looks, that this is something that does benefit both you as well as your people within your organization. Chris Newbold: Because again, I feel like there's a sense that there's just so many trade offs, that, if you have flexibility you don't have culture. And again, I think what you're saying is, no, let's hit the pause button here, there is definitive ways to be able to meet both ends of the spectrum in a way that actually launches us, one plus one can actually equal three in this case. Manar Morales: Yeah. I mean, that culture piece is so important. People talk about culture all of the time. And I think it's so interesting because I think sometimes it gets thrown around without being defined. So oftentimes when somebody says, well, we're afraid we're going to lose our culture. I'm like, okay, well, how do you define your culture? And I don't always get a good answer to that. We're afraid we're going to lose our culture. Okay, but tell me what your culture is. Tell me how you define that. Let's be clear first on what that is. And then I say, culture is about a set of values that you hold as an organization. It's about a set of behaviors that people exhibit within your organization. It's the relationships that you have in your organization. Manar Morales: So culture is really can be enhanced and culture should be present, not because of your four... Your four walls don't create culture, it's the values, the behaviors, the relationships, how people interact with each other that creates your culture. So flexibility should really be enhancing it. And that should be present in all of your... In whatever mode you're in. If you're online, culture should be present there. Those things should be present there. Your four walls might enhance it, but it certainly doesn't just drive it. It's the behaviors of your people that are driving that. That is something that's really important. Manar Morales: And then the hybrid, you bring up, Chris, that idea of like, are we missing out on something? And I say, our hybrid equation, the definition of hybrid that the Alliance has for our members is, I want you to be thinking about the best of who you were in person. If we think about, how do we leverage the power of hybrid? It's taking the best of who you were in person. What about being in person was really, really good and what you enjoyed and where all of culture perhaps was enhanced. Manar Morales: And then think about the best of who you've been online. Because the past two years there were things that were exposed that you would've never realized was a crack in the system or something that was wrong in your systems. That because we were forced to operate in this way, we were forced to change in ways that we never were before. And so we really discovered some value, some things that were really working really well or things that actually got enhanced online when we work together online. So if we take the best of who we were in person, and we add that to the best of who we've been online, that will equal the best of who you'll be in hybrid, but we have to be intentional about thinking about it that way and look at, Hey, in terms of connection, what was really good about when we connected in person? Let's bring that into the hybrid world. Manar Morales: Let's think about connection where perhaps more people felt a greater sense of belonging, more people felt like they could be connected and participated, more people interacted in firms than before because of Zoom. And in some ways Zoom became the great equalizer and enhanced some opportunities for connection. Let's bring that in too, because that's what the advantage of hybrid is. We're going to be able to do the best of both of those. For us, it's a lot of reframing around how people are thinking about this new environment in order to really create a more successful environment. Bree: Mm-hmm (affirmative). Chris Newbold: I think you mentioned earlier in the podcast, which is you monitor trends, in some respects, you create trends. So let's look at onto the horizon, if we're looking forward a decade, so you're celebrating your 20th anniversary there at the Alliance. And if we're doing a good job about changing attitudes and intentionality and hearts and minds, how do you visualize the legal profession being different or frankly better? Manar Morales: Yeah. I mean, I think that if we're no longer having conversations on why this matters, but really having conversations around, seeing that we've created this sort of best of everything that really does benefit everybody, that becomes a really holistic approach of looking at work that I hope that from 20 years from now, I'm still not talking about the business case about this, but we really are seeing organizations that are thriving with people at their center, with that understanding that need to be people first. I think one of the things that we saw from the pandemic is, we had to lead with empathy in ways that we were not used to. And at that we could no longer see that people didn't have a life, and that people really did, the personal became the professional, the professional became the personal. And I hope that we create this environment and certainly 10 years from now, that we are continuing to see people at the center of our firms rather than anything else at the center of our firms. Bree: I know. I just think about all the images of people's kids, heads popping into screens and dogs and everything. And it is, it makes us much more human in this experience. Manar, this has been just incredible. And I feel so lucky to have such an amazing thought leader in this space share with us today. And I know that our listeners are going to be interested in learning more. Could you share your web address so people can reach out to you and find more? Manar Morales: Sure you can reach out to us at www.dfalliance.com and happy for people to email me at manardfalliance.com, and always happy to hear from people. Chris Newbold: Well, Manar, again, thank you so much for joining the podcast and the work that you do. Because again, there are conventional wisdom and then there's evolution and progress in thinking. And you're right in the middle of challenging historical norms, yet opening up more opportunities. And we know that this move toward flexibility, Bree, you, and I know more than anyone just how integral this is to the wellness and the element of providing people the platform to one live their best life in a way that's healthy. Chris Newbold: I think everyone agrees that, 90 minutes of commuting time, while it can be therapeutic in some ways is not always where you're looking to be on your own individual wellness journey, which obviously adds to professional satisfaction engagement and some of the things that we're seeing that give us cause for concern about where the profession is at. Again, Manar, thank you for joining the podcast, and we'll be back in just a couple weeks as we continue our journey around the country. Just talking to awesome people doing great work in the wellbeing space. Thanks for joining us. Manar Morales: Thank you, Chris. Thank you, Bree.
Welcome to Season 13. On today's episode, you'll hear a story which is less than 600 words and perfectly told. So much so, that we have chosen to use this story to show how to structure an essay. We'll go over the 5Cs of a well-structured essay and why details are important.Anthony Askowitz is not a writer. He is a realtor, and he is also Andrea's older brother. Anthony read this essay during a family dinner after his daughters left for college. Do not miss the bloopers at the end, where Andrea helps Tony record his essay. Writing Class Radio is produced by Allison Langer, Andrea Askowitz and by Matt Cundill, Evan Surminski and Courtney Fox at the Sound Off Media Company. Theme music by Amadians.There's more writing class on our website, writing class radio dot com: including essays to study, editing resources, video classes, writing retreats, and live online classes. Join our writing community by following us on Patreon. For $10/month Andrea will answer all your publishing questions. For $25/month you can join our First Draft weekly writers group. You have the option to join Tuesdays 12-1 ET or Wednesdays 6-7pm ET. Write to a prompt and share what you wrote. If you're looking to take your writing to the next level, for $125/mth you'll get 1st draft and 2nd Draft. Each week three people bring a second draft for feedback and brainstorming. Join the community that comes together for instruction, an excuse to write, and most importantly, the support from other writers. To learn more, go to www.Patreon.com/writingclassradio.A new episode will drop every other WEDNESDAY. So look for us. There's no better way to understand ourselves and each other, than by writing and sharing our stories. Everyone has a story. What's yours?See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Curiosity did not kill the cat! I promise. You can do this. You can get back out there to explore and discover new things. Curiosity has so many gifts to offer, including being the missing spark to your imagination that can help you create something new! If you've been feeling stuck these days then there's no faster way to get those juices flowing than by reconnecting with this part of yourself. See the real-life tortoise beat a real hare in a race here - https://youtu.be/m7NuVjpi72c This episode concludes the 5-part series on the 5Cs of a Creating Maven. These are the 5 key characteristics you'll need in order to truly embrace the identity of a person who is creating with their gifts and getting paid for it. About: The Reframe to Create podcast is hosted by Joy Spencer, an Executive Leadership and Storytelling Coach, Speaker, and Organizational Development Consultant working with professionals and leaders at all levels within organizations. Joy leverages over 17 years of experience she gained while working to champion change in social justice movements, including those related to global access to essential medicines and consumer advocacy for online privacy. This work required a dogged commitment to not merely challenging the status quo, but to reimagining and working towards creating an ideal future. It is this commitment to creating that has shaped Joy's coaching philosophy and approach today. Using her signature C.R.E.A.T.E. framework, Joy guides her clients through a process to become incomparable in work so they can get paid to be themselves. Follow Joy on LinkedIn - https://www.linkedin.com/in/joy-spencer/
One of the wisest words ever spoken about courage came from Maya Angelou who said “Courage is the most important of the virtues, because without it, no other virtue can be practiced consistently.” In this episode, I tackle this key characteristic that's of critical importance to you as a creating maven. Without it, you won't have the fuel you need to take the first step in the C.R.E.A.T.E. framework. With it you'll have one of the most important things you need to get paid to be yourself. Today you'll learn: What's a vanishing point and what's it got to do with your courage? The surprising connection between courage and clarity This episode is part 4 of a 5-part series on the 5Cs of a Creating Maven. These are the 5 key characteristics you'll need in order to truly embrace the identity of a person who is creating with their gifts and getting paid for it. About: The Reframe to Create podcast is hosted by Joy Spencer, an Executive Leadership and Storytelling Coach, Speaker, and Organizational Development Consultant working with professionals and leaders at all levels within organizations. Joy leverages over 17 years of experience she gained while working to champion change in social justice movements, including those related to global access to essential medicines and consumer advocacy for online privacy. This work required a dogged commitment to not merely challenging the status quo, but to reimagining and working towards creating an ideal future. It is this commitment to creating that has shaped Joy's coaching philosophy and approach today. Using her signature C.R.E.A.T.E. framework, Joy guides her clients through a process to become incomparable in work so they can get paid to be themselves. Follow Joy on LinkedIn - https://www.linkedin.com/in/joy-spencer/
What if insecurity is something you're choosing, based on certain mental habits that have gone unchecked? In this episode, I'm doing something no one else has probably done for you. I'm coming for your insecurity and imposter syndrome monster head-on! I won't be coddling it or excusing it. I'll be challenging it! You'll learn: What you're really doing when you feel insecure The reframe you need to keep your confidence for good This episode continues a 5-part series on the 5Cs of a Creating Maven. These are the 5 key characteristics you'll need in order to truly embrace the identity of a person who is creating with their gifts and getting paid for it. About: The Reframe to Create podcast is hosted by Joy Spencer, an Executive Leadership and Storytelling Coach, Speaker, and Organizational Development Consultant working with professionals and leaders at all levels within organizations. Joy leverages over 17 years of experience she gained while working to champion change in social justice movements, including those related to global access to essential medicines and consumer advocacy for online privacy. This work required a dogged commitment to not merely challenging the status quo, but to reimagining and working towards creating an ideal future. It is this commitment to creating that has shaped Joy's coaching philosophy and approach today. Using her signature C.R.E.A.T.E. framework, Joy guides her clients through a process to become incomparable in work so they can get paid to be themselves. Follow Joy on LinkedIn - https://www.linkedin.com/in/joy-spencer/
Does it seem like there's always someone out there who's doing life and things better than you? Do you feel like you're in a constant game of catch-up? No matter how much you may feel like this is a reality, the truth is that it's a story you're telling yourself and using to trip you up. In this episode, you'll get a deep dive on comparison and how to kick this habit that's causing you much harm. You'll learn: 3 tips to help you make comparing a thing of your past The connection between not comparing yourself and having authentic confidence The importance of attention management This episode continues a 5-part series on the 5Cs of a Creating Maven. These are the 5 key characteristics you'll need in order to truly embrace the identity of a person who is creating with their gifts and getting paid for it. About: The Reframe to Create podcast is hosted by Joy Spencer, an Executive Leadership and Storytelling Coach, Speaker, and Organizational Development Consultant working with professionals and leaders at all levels within organizations. Joy leverages over 17 years of experience she gained while working to champion change in social justice movements, including those related to global access to essential medicines and consumer advocacy for online privacy. This work required a dogged commitment to not merely challenging the status quo, but to reimagining and working towards creating an ideal future. It is this commitment to creating that has shaped Joy's coaching philosophy and approach today. Using her signature C.R.E.A.T.E. framework, Joy guides her clients through a process to become incomparable in work so they can get paid to be themselves. Follow Joy on LinkedIn - https://www.linkedin.com/in/joy-spencer/
A New Year often brings lots of talk about making commitments to new resolutions. But our current view of commitment isn't serving us. At all. It's got us blasting up like rockets and fizzling out way before the finish line. In this episode, you'll get a reframe on commitment that'll help you stay the course of your creating journey. This episode kicks off a 5-part series on the 5Cs of a Creating Maven. These are the 5 key characteristics you'll need in order to truly embrace the identity of a person who is creating with their gifts and getting paid for it. About: The Reframe to Create podcast is hosted by Joy Spencer, an Executive Leadership and Storytelling Coach, Speaker, and Organizational Development Consultant working with professionals and leaders at all levels within organizations. Joy leverages over 17 years of experience she gained while working to champion change in social justice movements, including those related to global access to essential medicines and consumer advocacy for online privacy. This work required a dogged commitment to not merely challenging the status quo, but to reimagining and working towards creating an ideal future. It is this commitment to creating that has shaped Joy's coaching philosophy and approach today. Using her signature C.R.E.A.T.E. framework, Joy guides her clients through a process to become incomparable in work so they can get paid to be themselves. Follow Joy on LinkedIn - https://www.linkedin.com/in/joy-spencer/
In this episode, Jim speaks about important mentors and the support that they gave him in helping him to find his true calling in life. In particular it was Dr. Bob Boucher, the former Dean of Human Kinetics at the University of Windsor, who really believed in Jim and helped to navigate and guide him on his trajectory into academic leadership. Although Jim has had a deep impact in the field of academics, his work in leadership has really been the main source of inspiration and motivation over the past several years. His book The 5C Leader-Exceptional Leadership Practices for Extraordinary Times was released in 2018 and has been widely read and well-received by both aspiring leaders and also experienced leaders in a variety of organizations and businesses. In this book Jim distills over 100 years of leadership research and theory development, couples it with his extensive research program, mixes in his consulting experience and his practical experience and delivers a leadership book rooted in what he calls the 5CsC1 – Credibility, C2 - Compelling Vision, C3 - Charismatic Communicator, C4 - Contagious Enthusiasm, C5 - Culture BuilderWe dive into a conversation about the 5Cs giving specific examples of their application in the role of leadership and also unpack some of the myths around what being a leader means. I highly encourage you to get your hands on a copy of Jim's book, the 5C leader. Links to the book can be found in the show notes of this episode. Thanks for listening and I hope you check out Jim's work. About Dr. WeeseDr. Jim Weese teaches, consults, conducts research, and delivers speeches on the topic of leadership. He is heralded as a transformational academic leader and a leading authority in the area who has engaged audiences across many sectors on the power of people and the merits of a team approach to leadership. His “5C Leader” concept and new book serves as the foundation to his approach to leadership. He has also served as a consultant with both non-profit organizations as well as multinational companies and he currently leads academic leader development workshops for Academic Impressions, Inc. He has served in a number of senior leadership positions during his career (Athletic Director, Dean, Vice-President) and served as the President of the North American Society for Sport Management and the National Deans Councils for both Kinesiology (CCUPEKA) and Health Sciences Deans (CAHSD). He joined The University of Western Ontario in July of 2004 as the Dean of the Faculty of Health Sciences, a post he held until December of 2015. He recently completed a second stint as the VP International at Western and currently serves as the Founding Executive Director of the Western Leader Academy (a.k.a. Deans' School). He has earned a number of prestigious academic and leadership awards throughout his distinguished career including the top teaching, research, and leadership awards from his profession, the Queen's Jubilee Medal by the Government of Canada in 2002 for his academic leadership and ten years later, the Queen's Diamond Jubilee Medal in recognition for his leadership and advocacy for exercise and physical activity. In 2010, Weese worked with the Men's and Women's Olympic Hockey Teams at the Winter Olympic Games in Vancouver, Canada. In 2014, his alma mater, the University of Windsor inducted him into its Sports Hall of Fame.Dr. Weese lives in London with his wife Sherri. His passions include golf, hockey, guitar, and gardening.Connect With Jim: Website: https://www.5cleader.com/Twitter: https://twitter.com/DrWeeseFacebook: https://www.facebook.com/jim.weese.37
Yes, every team has its star players, but a star player alone does not determine its success. It is the combination of efforts from every member of the team that leads to success. A positive team is a team of people who have agreed to come together and work together, with each team member putting in their best efforts towards a common goal. An organization will thrive and enjoy continued growth if every department within the company can learn and adopt the essential characteristics of a positive team. I have framed these essential characteristics as the 5Cs of a Positive team. 1. Competency 2. Connection 3. Communication 4. Commitment 5. Caring --- Support this podcast: https://anchor.fm/the-winners-ways-podcast/support
In this episode we speak to Bobby Umar who is a leadership and development consultant, speaker and coach for over 20 years. He is a 5x TEDx & Inc Magazine Top 100 Leadership Speaker and he also helps companies boost engagement. His #PowerOfConnection philosophy has helped countless companies build better engagement with their employees, teams and senior leaders. He is also the CEO of a start up – Discover Your Personal Brand, personal branding experts that help organizations and individuals create more alignment, more focus and more impact as well as the Author of 3 books including "How to Network Anytime, Anywhere, with Anyone" Some of the topics we discuss include: - How to become better at networking - How to become a better listener - 3 ways to take feedback - how to increase your influence - 5Cs of Connection - 3 Key Outcomes of working on your personal brand Here are some links to get in touch with Bobby: Website - https://www.raeallan.com/ Twitter - https://twitter.com/raehanbobby?lang=en Instagram - https://www.instagram.com/raehanbobby/?hl=en Discovering Your Personal Brand - https://www.dypb.ca/
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