What do quotes from Spiderman, Adam Grant, and Steve Jobs have to do with SAFe? Find out in this engaging conversation with Adam and Anand Murthy Raj, SAFe Fellow, SPCT, and Managing Director at Gladwell Academy – Asia. They discuss what they've learned over the course of their careers—both inside and outside of SAFe. And they highlight the importance of being relentlessly curious, seeking discomfort, and remembering to enjoy the space between point A and point B.
Global speaker and author Holly Ransom's career and life learnings will inspire you to dream big, trust your confidence and stay curious. WANT MORE FROM HOLLY? You can catch Holly @holly_ransom or via her site here. For more on the Growth Faculty's Adam Grant tour (the NYT best-seller is touring next February), see here. WANT MORE BODY + SOUL? Online: Head to bodyandsoul.com.au for your daily digital dose of health and wellness. On social: Via Instagram at @bodyandsoul_au or Facebook. Or, TikTok here. Got an idea for an episode? DM host Felicity Harley on Instagram @felicityharley. In print: Each Sunday, grab Body+Soul inside The Sunday Telegraph (NSW), the Sunday Herald Sun (Victoria), The Sunday Mail (Queensland), Sunday Mail (SA) and Sunday Tasmanian (Tasmania).See omnystudio.com/listener for privacy information.
Global speaker and author Holly Ransom's impressive success is, in part, due to her habits. She shares her learnings around adopting a new habit and how to call time on old ones. WANT MORE FROM HOLLY? To hear today's full interview, where she talks about how she found the courage to interview the Obamas...search for Extra Healthy-ish wherever you get your pods. You can catch Holly @holly_ransom or via her site here. For more on the Growth Faculty's Adam Grant tour (the NYT best-seller is touring next February), see here. WANT MORE BODY + SOUL? Online: Head to bodyandsoul.com.au for your daily digital dose of health and wellness. On social: Via Instagram at @bodyandsoul_au or Facebook. Or, TikTok here. Got an idea for an episode? DM host Felicity Harley on Instagram @felicityharley. In print: Each Sunday, grab Body+Soul inside The Sunday Telegraph (NSW), the Sunday Herald Sun (Victoria), The Sunday Mail (Queensland), Sunday Mail (SA) and Sunday Tasmanian (Tasmania). See omnystudio.com/listener for privacy information.
Thomas Curran is a professor of psychology at the London School of Economics and author of a landmark study that the BBC hailed as “the first to compare perfectionism across generations.” His TED Talk on perfectionism has received more than three million views. His research has been featured in media ranging from the Harvard Business Review to New Scientist to CNN and he has appeared on numerous television and radio programs. Adam Grant calls Curran “the world's leading expert on perfectionism, and he's written the definitive book on why it's rising, how it wreaks havoc on our lives, and what we can do to stop it.” And Daniel Pink says that it “offers a hopeful beacon and a steady path for anyone struggling to find their footing in a world of impossible standards.” Join Travis and Mr. Curran for a fascinating and highly-personal conversation about perfectionism in work, appearance, relationships, sport, and life–including their reflections on how Durango, Colorado's Sepp Kuss is succeeding at the highest level of road cycling by being himself and avoiding the perfection trap.Thomas Curran Website | LinkedInThanks to our sponsors:The Feed Instagram | WebsiteNeuroReserveUse code TRAVISMACY for 15% off RELEVATE by NeuroReserve: Core Dietary Nutrients for Lifelong Brain Health- - - - - - - - - - -Purchase A Mile at A Time: A Father and Son's Inspiring Alzheimer's Journey of Love, Adventure, and HopeSubscribe: Apple Podcast | SpotifyCheck us out: Instagram | Twitter | Website | YouTubeThe show is Produced and Edited by Palm Tree Pod Co.
Data from Gallup tells us almost 60% of us read 5 or less books/year and the overall average is about 1 book/month, with half of those being fiction. To me, books are an opportunity to tap into the wisdom of some of the world's brightest and most insightful people for little more than a cup of coffee. That's a pretty good deal, but I also get it that time is an extremely limited resource and if we can provide you with the core elements of a life-shifting book via this podcast, there's a real value there.This first ever "Book of the Year" episode starts with a book who's timing is invaluable as we sit here in a world more polarized than ever: Adam Grant's masterpiece: Think Again. I'll hit the key takeaways related to the insights that will enhance our health, wellness and lives and then share some additional insights Dr. Grant provided during our email exchange on the subject. Catalyst 5 weekly tips here Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.com
Join me LIVE for Saturday Morning Teacher Talk at 8:30 Pacific, 11:30 Eastern on YouTube! Here's what we discussed on this edition of the show: How many hours of school work are you putting in daily outside of contractual hours? (Fixing Education) My colleague dreads coming to work each day. What can I say to them? (Crappy Teacher) How are you building culture in your classroom and school using physical contact? (Zac Bauermaster) When teachers are policing student Crocs in schools, who wins? (Jay Wamsted) "I don't assign NEW work that MUST be completed at home." (Jay Wamsted) LEARN = Reflect, Solve, Create, Grow, and Think. (Bethany Hill) What makes a good apology? (Adam Grant) "It's okay that you didn't meet the standard." (Monte Syrie) Pawan Wander shares how she introduced creative constraints to her students using LEGO. Are you able to wind down and truly relax during your lunch hour? (Chey Cheney) --- Send in a voice message: https://podcasters.spotify.com/pod/show/teachersonfire/message Support this podcast: https://podcasters.spotify.com/pod/show/teachersonfire/support
Chapter 1 What's Think Again"Think Again" is a non-fiction book written by Adam Grant. It was published in February 2021. The book focuses on the concept of rethinking and unlearning our beliefs and ideas in order to embrace new perspectives and grow intellectually. Adam Grant, an organizational psychologist, explores strategies for challenging and reconsidering assumptions, practicing intellectual humility, and continually adapting our thinking to enhance personal and professional success.Chapter 2 Why is Think Again Worth ReadThink Again by Adam Grant is worth reading because it provides valuable insights on how to develop a more open, flexible, and learning-oriented mindset. Grant challenges the conventional notion that the ability to think and hold firm opinions is a strength, and instead argues that being willing to rethink and question our beliefs is crucial for personal and professional growth.The book explores the concept of "cognitive flexibility" and the importance of continually updating our knowledge and perspectives in today's fast-paced, ever-changing world. Grant presents compelling research and real-life examples to highlight the benefits of a "think again" mindset, such as improved decision-making, stronger relationships, and increased creativity.Furthermore, Think Again offers practical strategies and techniques to cultivate a more open-minded approach. Grant provides guidance on how to become a better listener, how to seek out diverse opinions, and how to overcome the biases and mental blocks that often hinder our ability to reconsider our beliefs.In addition to its practical insights, Think Again is also engaging and accessible, making it a compelling read for both personal and professional development. Whether you're a student, professional, or simply curious about expanding your thinking abilities, this book will challenge you to question your assumptions, embrace uncertainty, and ultimately become a more effective thinker and learner.Overall, Think Again is worth reading because it provides a fresh perspective on the value of intellectual humility and the importance of continually examining and updating our beliefs. By adopting the principles and practices outlined in the book, readers can not only enhance their personal growth but also contribute to a more open-minded and adaptive society.Chapter 3 Think Again Summary"Think Again" by Adam Grant is a book that challenges readers to reevaluate their own beliefs and endorse the power of intellectual humility. Grant argues that we often fall victim to cognitive biases and become trapped in our own ideas, hindering our growth and ability to adapt. He encourages readers to embrace a mindset of curiosity, constantly revisiting and reevaluating their beliefs as new information becomes available.Through extensive research and engaging storytelling, Grant explores various topics such as politics, psychology, and business to demonstrate the benefits of thinking again. He introduces the concept of "cognitive flexibility," which involves being open to new ideas, gathering feedback, and being willing to change one's opinion when necessary.Grant also offers practical strategies for cultivating cognitive flexibility, including surrounding oneself with diverse perspectives, seeking out opposing viewpoints, and asking for feedback. He emphasizes the importance of intellectual humility, which involves acknowledging that we don't have all the answers and being willing to admit when we are wrong.By challenging the notion that fixed beliefs and unwavering opinions are desirable traits, Grant highlights the power of embracing uncertainty and being open to change. He encourages readers to let go of the fear of being wrong and to...
Bassel Hamwi has a fascinating career journey, having been in private equity and the banking industry along with being a CEO of start-ups and board member for 19 different companies. He spent 20 years as a senior staff member at the World Bank and was also a CEO and board member for over 12 years in start-ups and financial institutions. Bassel is currently the President of BASY Ventures, an investment and consulting company operating in the US, MENA, West and South Asia. BASY Ventures invests in asset-backed lending and the fintech space and also provides consulting, executive coaching, and board and family governance. Bassel is also the Chairman of GlobalTech, a technology investment and development group of companies operating in MENA, India, and the US. From 2005 to 2014, Bassel was the Founder and CEO of Bank Audi Syria, which became the country's largest private lender. He is the founding member of the Young President's Organization (YPO) Levant Chapter and the Syrian-American Business Council. He was also a global board member of YPO from 2018 to 2022. Bassel holds an MBA in International Finance and a BBA in Business Computer Information Systems and Organizational Management from the University of North Texas and he is a graduate of the Harvard Business School Presidents Program and just started an executive leadership program at the John F. Kennedy School of Government. He has 32 years of expertise in the financial markets and has contributed to publications like the Financial Times, Wall Street Journal, The Economist, and the New York Times. Show Notes:4:00 – Bassel shares his origin story, upbringing, and how he got to the point he is now in his career. Quote– “I learn from my own mistakes, those are the lessons that are most powerful.” 11:30 – Bob asks Bassel what sparked his determination at a young age to work at the World Bank. 19:30 – Bob asks Bassel how he responded to the catastrophic events happening in his home country when he had to leave his friends and family behind. Bassel shares his learnings and advice in processing the event and pushing through. Quote– “Part of our identity comes from the reflection we have on people's faces.” 27:00 – Bassel discusses some of the things that he is doing to get help so that he can continue being a leader. He mentions the help of his parents and the benefits of being coached. 33:00 – Bob emphasized that history repeats itself and that our nation's freedom could be threatened at any time. He proceeds to ask for Bassel's advice in preparing for these potential events and facing challenging situations. Quote– “I behave in a way that is consistent with my values.” 38:45 – Bassel begins to share what he is doing next and how he is continuing to grow, aligning himself with his values and beliefs. 41:45 – Bob asks why Bassel is so passionate about executive coaching and how he got involved. He then describes the differences between therapy, mentoring, and coaching. Quote– “When you go to bed tired but you feel energized from your work, what were you doing?” ; “Coaching is a thinking partnership.” 49:45 – Bassel tells what he thinks makes a good coach. Quote– “Coaching is also about chemistry.” 54:30 – Bob asks Bassel what he would say to a friend with high potential in their career who may need an executive coach for a specific reason, though they might not see it, to encourage them to look into getting their own coach. Quote – “Not everyone is coachable.” 57:30 – Bob then asks Bassel what attributes the people have that get the most out of their coaching. 1:01:00 – Bob asks if there is anything that is off-limits to ask a coach. 1:04:40 – Bob dives into the importance of having a specific mentor for a child outside the parent to protect their relationship. 1:10:30 – Bassel shares what he sees as the future for his industry regarding changes and developments. 1:20:50 – Bob asks for Bassel's advice in continuing to educate themselves as they continue their professional development, regardless of their career. 1:24:00 – Bob and Bassel discuss the value of online certifications. 1:31:00 – Bassel shares how to begin your search for an executive coach in your life. 1:34:10 – Bob asks Bassel what he would say if the president were to ask him to give a State of the Union Address to the American people, what is on his heart to share. Quote– “It seems that there is so much division. I would like to figure out what can bring us together.” Book Recommendations: “From Strength to Strength Finding Success, Happiness, and Deep Purpose in the Second Half of Life” by Arthur Brooks, “Thinking, Fast and Slow” by Daniel Kahneman, “Staring at the Sun” by Irvin D. Yalom, “The Untethered Soul: The Journey Beyond Yourself” by Michael Alan Singer, “Mindset: The New Psychology of Success” by Carol Dweck, and “Think Again: The Power of Knowing What You Don't Know” by Adam Grant, “Into the Magic Shop: A Neurosurgeon's Quest to Discover the Mysteries of the Brain and the Secret's of the Heart” by James R. Doty
John Barrows is joined by guest Thomas Curran, a psychology professor, leading expert on perfectionism and author of "The Perfection Trap: Embracing the Power of Good Enough" which received raving reviews by thought leaders such as Adam Grant. Thomas believes that in a society that increasingly values achievement above all else, we must recognize that perfectionism is not a personal flaw, but a symptom of a larger cultural problem. The conversation dives deep into the roots and impact of perfectionism, the rise of failure aversion in young people, and the societal pressures that contribute to these trends.Are you interested in leveling up your sales skills and staying relevant in today's AI-driven landscape? Visit www.jbarrows.com and let's Make It Happen together!Connect with John on LinkedIn: https://www.linkedin.com/in/johnbarrows/Connect with John on IG: https://www.instagram.com/johnmbarrows/Check out John's Membership: bit.ly/JBMembershipConnect with Thomas on LinkedIn: https://www.linkedin.com/in/thom-curran/Get his book "The Perfection Trap: Embracing the Power of Good Enough": https://www.amazon.com/Perfection-Trap-Embracing-Power-Enough/dp/1982149531
On this episode of the Getting Smart Podcast, Shawnee Caruthers is joined by Eduardo Briceño, speaker, author and facilitator. His new book, The Performance Paradox: Turning the Power of Mindset into Action, was selected as a “Must-Read” by the Next Big Idea Club, which is curated by Susan Cain, Malcolm Gladwell, Adam Grant, and Dan Pink. This conversation unpacks what happens when we stay in cycles of performance rather than growth and learning. Links: Eduardo Briceño The Performance Paradox Website How to Get Better at the Things you Care About (TED)
Mat Duerden is a Professor of Experience Design and Management in the Marriott School of Business at Brigham Young University. He is the co-author of the book Designing Experiences. He joins the show to talk about the elements of experience design and the framework anyone can use to enhance the experiences they plan for themselves and others. Mentioned in the Episode:Designing Experiences by Mat Duerden and J. Robert Rossman: https://www.amazon.com/Designing-Experiences-Columbia-Business-Publishing/dp/0231191685The Power of Moments: https://www.amazon.com/Power-Moments-Certain-Experiences-Extraordinary/dp/1501147765Day One app for journaling: https://dayoneapp.com/Land of the Dead book on storytelling: https://www.amazon.com/Land-Dead-Lessons-Underworld-Storytelling/dp/1626727317How to Tell a Story from The Moth: https://www.amazon.com/How-Tell-Story-Essential-Storytelling/dp/059313902XYou Are a Storyteller Podcast from Brian McDonald: https://writeinvisibleink.com/episodes/Think Again by Adam Grant: https://www.amazon.com/Think-Again-Power-Knowing-What/dp/1984878107Timestamps: (2:28) - How does one get into experience design? (6:02) - Why is experience so important?(9:07) - What's the scope of the experience design?(16:50) - Where does somebody start with this? What are the first steps?(23:32) - Can you talk about what the anticipation phase of the experience is?(27:03) - What are some good threshold moments?(32:46) - What are the six experience gate elements?(37:07) - Is there anything you would add to the ‘blocking' element?(41:36) - What are the best ways to bring people together in a group for an experience?(50:15) - What is the reflection phase and why is it so important?(1:02:08) - What words of wisdom do you have for someone who's planned out this experience and things go wrong?(1:09:34) - How can people integrate this into their daily lives?
Turning the Power of Mindset into Action, The Performance Paradox, with entrepreneur Eduardo Briceño. He explains that if all we do is perform at a high level, our performance suffers. To improve, we have to go beyond the known. To grow as a person and a business owner and entrepreneur. Show notes page: https://www.thehowofbusiness.com/488-eduardo-briceno-performance-paradox/ Eduardo shares his experiences and knowledge from his own life and his new book “The Performance Paradox: Turning the Power of Mindset into Action”, to help us develop greater purpose, joy, growth, and impact through our small businesses and in our lives. "The Performance Paradox" has been selected as a "must read" by The Next Big Idea Club, curated by Susan Cain, Malcolm Gladwell, Adam Grant, and Dan Pink. Eduardo Briceño is a global keynote speaker and facilitator who guides many of the world's leading companies in developing cultures of learning and high performance. Earlier in his career, he was the co-founder and CEO of Mindset Works, the first company to offer growth mindset development services. His TED Talk, How to Get Better at the Things You Care About, and his prior TEDx Talk, The Power of Belief, have been viewed more than nine million times. Henry Lopez is the host of The How of Business podcast – helping you start, run and grow your small business. The How of Business is a top-rated podcast for small business and entrepreneurs. Find the best podcast, resources and trusted service partners for small business owners and entrepreneurs at our website https://TheHowOfBusiness.com
In this enlightening episode of "Passive Income Unlocked," Shifra Ansonoff reveals the books that reshaped her world. From understanding relationship dynamics in "Give and Take" by Adam Grant to Arianna Huffington's transformative lessons on sleep and mindfulness in "Thrive," Shifra shares invaluable insights. It's more than just reading; it's about balancing ambition with well-being. Dive in to discover a richer, more mindful path to success with Shifra! [00:00 - 04:22] Insights from the book 'Give and Take' and the Essence of Giving Shifra spotlights the influential book "Give and Take" by Adam Grant, emphasizing its exploration into the behavioral psychology of giving and taking, categorizing people into givers, takers, and matches Drawing from personal history, Shifra fondly recalls her grandmother's selfless acts during the Great Depression, exemplifying the spirit of a true 'giver' as described by Grant The discussion emphasizes recognizing over-giving and setting boundaries [04:23 - 11:19] Balancing Ambition with Mindfulness: Shifra's Insights from 'Thrive' Shifra talks about Ariana Huffington's book, Thrive, which tells the story of how she burnt out at work and ended up in the emergency room due to sleep exhaustion She dives into the key messages of the book, underscoring the paramount importance of sleep Shifra highlights Huffington's belief in fame, fortune, and the essential third pillar: mindfulness. Without mindfulness, life remains unbalanced Shifra shares her transformative journey, emphasizing meditation, focused activities, and the value of single-tasking over multitasking for increased presence Connect with Shifra: Linkedin or visit the webpage: https://www.preqin.com Resources Mentioned: Books Thrive by Arianna Huffington Give and Take by Adam Grant Key Quote: "There's got to be a balance. I love to get a full night's sleep and other things that sometimes don't get done, but I just remember that this is good for my overall health, it's good for my mindset, and just for feeling good every day." Shifra Ansonoff Connect with me through LinkedIn. Or send me an email at firstname.lastname@example.org Visit my website, www.luxe-cap.com, or my YouTube channel. Thanks for tuning in! If you liked my show, LEAVE A 5-STAR REVIEW, like, and subscribe!
In this episode of Own Your Commerce, host Jay Myers engages in a captivating conversation with Peter Karpas, CEO of Bold Commerce. The duo delves deep into the intricate world of ecommerce checkout, unveiling Bold Commerce's approach to transformation. Peter shares insights into his journey, the mission behind Bold Commerce, and why checkout is the heart of ecommerce success. They explore the challenges of the current checkout landscape, introduce the concept of Third Generation Checkout, and shed light on the Checkout Flows. From composable commerce to actionable strategies for brands, Peter guides listeners through the evolution of checkout. Unplugged anecdotes and memorable takeaways make this episode an enlightening journey toward optimizing profitability through innovative checkout experiences. Some of the topics we discuss are: The Checkout Revolution: Redefining ecommerce Landscape: Peter Karpas shares his journey to becoming the CEO of Bold Commerce and sheds light on the state of checkout today, including its challenges and the distinction between exceptional and lackluster checkout experiences. Unlocking Third Generation Checkout and Checkout Flows:The groundbreaking concept of Third Generation Checkout is introduced, along with the power trio framework that aims to transform the way brands approach checkout. Actionable Insights for a Checkout-Optimized Future: Practical steps are outlined for brands looking to enhance their checkout experiences and prevent revenue loss during the checkout process. Also mentioned in the podcast: Adam Grant, AfterPay, Amazon, American Express, Apple Pay, Buds Art Books, Etail, Ferrari, Gartner, Indigo - Chapters, Instagram, Intuit, Klarna, MACH Alliance, Magento, Mastercard, Meta, Oracle, Paypal, Product Rebels, Procter and Gamble, Shoptalk, Sezzle, Stewart NG Books, Tiktok, Visa, Vista Print, Xero.
Last summer, Cardiff interviewed Malcolm Gladwell for another podcast that he hosts called The Next Chapter, by American Express Business Class. On that show, Cardiff interviews bestselling book authors (like Gladwell) to find out what they've been up to since their earlier book was published, and to learn what they would add to it now that some time has passed—hence the “Next Chapter” of the title.And in the case of Gladwell, what he's been up to in the last few years is podcasting. Specifically, he co-founded Pushkin Industries, a podcast production company for which he hosts his own excellent show, called Revisionist History, and has written an audiobook, The Bomber Mafia.As it happens, Gladwell and Cardiff have the same favorite dead economist, Albert O Hirschman. And since Hirschman comes up a few times in their chat, and because the chat also covers a number of fascinating economic themes generally, it's the perfect episode to also air on The New Bazaar. The chat was recorded at Gladwell's offices in Hudson, New York, last year. And if you like the episode and want to hear more of these interviews, please consider subscribing to The Next Chapter on your podcast app of choice. There you'll find other interviews hosted by Cardiff with guests like Adam Grant on how to think creatively; David Epstein on why it's good to be a generalist; Susan Cain on introversion; and Mashama Bailey and John O Morisano on entrepreneurship and partnership in business. Here's a few places where you can find the show: Spotify: https://open.spotify.com/show/4ILMYVnqfO0g9aVkFFqfa2?si=4eef0597c6f4466d Apple Podcasts: https://podcasts.apple.com/us/podcast/the-next-chapter-by-american-express-business-class/id1627810508Stitcher: https://www.stitcher.com/show/the-next-chapter-by-american-express-business-classGoogle Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5zaW1wbGVjYXN0LmNvbS9aODFMX0ZldA Hosted on Acast. See acast.com/privacy for more information.
Everyone is handling some kind of big project right now, whether personal or professional, concrete or intangible. Michelle is joined by her husband, Steve, as they debrief a big development project they just tackled and share their takeaways for organizing projects of any kind. Michelle mentioned this podcast about how our projects define us Adam Grant and Brian Little, Steve mentioned the book The Comfort Crisis by Michael Easter. And if you'd like to take a look at the cabins they're talking about, you can at see pictures and choose your favorite them at backwoodscabins.com
Tim and Brady discuss tennis, toilets, our six-year anniversary, singing, super forecasting, Latvian dogs, unusual songs, and some naughty secret words. Hover - register your domain now and get 10% off by going to hover.com/unmade - https://www.hover.com/Unmade Support us on Patreon - https://www.patreon.com/unmadeFM Join the discussion of this episode on our subreddit - https://www.reddit.com/r/Unmade_Podcast/ Catch the podcast on YouTube where we often include accompanying videos and pictures - https://www.youtube.com/@unmadepodcast USEFUL LINKS Latvia Merch - https://the-unmade-podcast.creator-spring.com/listing/unmade-in-latvia Wallpaper and Maldives toilet (Patreon) - https://www.patreon.com/posts/some-extras-from-87728615 Think Again by Adam Grant - https://amzn.to/3YT55gM Latvian Hound - https://petkeen.com/dog-breeds/latvian-hound/ One Night in Bangkok - https://music.youtube.com/watch?v=73vP02w3mwo Rich's raps and info to submit your own - https://www.unmade.fm/mid-pod-rap
How can you be generous without being taken advantage of? Why is it so difficult to change your mind? And what will the future of work look like?Adam Grant, arguably the world's most influential management thinker, joins us to discuss these questions and more.The production team on this episode were PLAN-B's Nikolai Ovenberg and Niklas Figenschau Johansen. Background research was done by Sigurd Brekke. Hosted on Acast. See acast.com/privacy for more information.
Today's episode is another in our series of interviews with emerging investment managers where we discuss how to build an investment firm that can compound. My guest on this show is Aaron Wasserman, a Partner at Third Period Capital. After a long and successful tenure at Baron Capital, in 2019 Aaron started Third Period, a long-only, global growth firm based in Los Angeles. Aaron believes he has cultivated an edge in identifying and owning companies with exceptional cultures—and he has engaged Wharton Professor and best-selling author Adam Grant to help widen his competitive advantage. In this discussion, we covered: How to analyze company cultures and determine if they are additive to growth; What Aaron learned from working with Ron Baron for many years; What Adam Grant's involvement brings to Third Period and to Aaron's process; An example of a prototypical “Aaron stock” and The sectors that Aaron has chosen to focus on in this strategy For more information about Third Period Capital, please visit: https://www.thirdperiodcapital.com/ Listen to all Compounders Podcast episodes on either Apple or Spotify iTunes: https://apple.co/3xlUvPY Spotify: https://spoti.fi/3jxkxLl All opinions expressed by your hosts and the podcast guests are solely their own opinions and do not reflect the opinion of SNN or its affiliates. This podcast is for informational purposes only, it is not investment advice, and should not be relied upon for any investment decisions. We are not recommending the purchase or sale of any securities. The hosts and guests may be beneficial owners of the securities discussed. You should not assume that the securities discussed are or will be profitable.
Rachel Cooke | Lead Above Noise | Modern Mentor Podcast Katty: Today, I have the pleasure of welcoming Rachel Cooke to our session here today and talking about the employee experience and why it is so impactful for both engagement as well as retention in our companies. Welcome, Rachel. So happy to have you here. I'm excited to talk to you about this incredibly impactful journey that our employees go through and that we go through as business owners and as managers of our teams. Katty: I had the pleasure of hearing and meeting Rachel at the Association of Talent Development Conference in San Diego. We've been talking about having her on here so that we can talk about the WHY of this amazing initiative, as well as the road trip that Rachel refers to when she talks about the employee experience. Why don't we start there? Let's talk about this journey, this road trip that we're on. Rachel: That's awesome. You have such a good memory, Katty. I do love a good metaphor when I talk about these things. I use the road trip metaphor, you could pick many, but I think sometimes, something like the employee experience can feel kind of cloudy and ethereal and nobody quite knows how to wrap their hands around it. And so, I like to say that the employee experience is a journey and I think about it as a road trip and it has these three core elements. To take a successful road trip, you need a destination; you need to understand where you are going, you need a road map; you need some turn-by-turn directions, and then hopefully you've got some fuel in the tank, and if you're lucky, some snacks and a playlist, but something to sort of fuel you or give momentum to your journey. That's how I like to think about it. Katty: I love that. Can we start at the beginning of that employee experience? We're in the recruitment space here at Artisan Creative and I sometimes get the impression that the employee experience for some companies starts after the onboarding. But we see the employee experience, the candidate experience if you will, even before being hired. You know how the interviews are conducted, how they're being responded to during that whole application process. So maybe it's the pre-journey of the journey, right, the conversation, and that state. Can you talk a little bit about that? Rachel: Yeah, I see your pre-candidate experience and I would say it goes back even further than that which is the experience that your existing employees are having within your organization, such that they are going to be ambassadors of and successful recruiters of that talent to whom you want to deliver that amazing candidate experience. I do think it is always ongoing and continuous. I think fundamentally for me, what stands out about the employee experience and where a lot of well-intentioned companies are getting it wrong, is that I think companies tend to think about the work that we're doing and then the employee experience, that we think about later when we have free time. Which spoiler, we never have free time. I believe that a real powerful employee experience fuels rather than follows the work. I think employee experience is not about free food, foosball tables, and sort of fancy cocktail parties. It begins with how we enable our employees to deliver the work that we have hired them to do. I think that resonates even in the interview process. Even in the recruitment process, I see organizations posting roles and then running these potential candidates through the wringer with really complex application processes. You've got applicant tracking systems, you've got recruiters that have this as #17 on the priority list and people are interviewing with 27 different people and then waiting months and months and frankly, in a buyers' market, which we may not be in right now but we will be in again it's an off-putting experience for somebody to have. For me, the fundamental first question is what can we be doing as organizations to streamline and simplify how we are finding, attracting, and recruiting top talent? Where can we strip out some of the noise I can guarantee, there is plenty in there. Katty: Absolutely. I 100% agree with you. I recorded a mini session on the whole interviewing journey and that's what I talked about. Sometimes, our intent as a company is to make sure all stakeholders are involved, make sure everybody has a voice, and everybody has had the chance to meet the new candidate, the new prospect if you will. But the implication of that is very different and how it lands on someone could be very different. Sometimes we don't look at that side of it as to how it is my six-step interview process and assessment reflecting on us as a company. Rachel: I could not agree more. You might recall that in the presentation I gave at ATD, I talked about these four pillars of the employee experience which are very much about asking the question, what are we as an organization doing to enable our teams to effectively deliver, develop, connect, and thrive? To me, when we get those things right, we are both fueling work results and outcomes and we are effectively engaging our employees. In that parlance, going back to this recruitment experience, in recruitment engagement, our goal is to find top talent and bring them into the organization, right? What we should be asking in the organization is if we want our existing talent to do our internal recruiters or hiring leaders, what we need them to deliver in this context is top talent to our organization. We need to be asking questions about what we can do to help them deliver that result more effectively and often it is stripping out extra voices, extra process steps, and extra approvals. It is streamlining the process. It is getting to the heart of the matter. It's not having 17 different people ask this person the same 25 questions. So on when we're thinking about it all of our work, all of the pieces of the employee life cycle through this lens of how to help people deliver, develop, connect, and thrive. That first question is to deliver and so I think in so many recruiting processes we have all of these extra steps and overwrought decision-making processes and approvals, and, you know we have 17 different systems that need to talk to each other. We have made it so much harder for our internal recruiters to deliver, which means finding the candidate and bringing them in. How do we simplify it? How do we streamline it? How do we empower the right people to get it done quickly and effectively? Katty: I love that. Can you dive a little bit more into each of those steps and what could a company do as they're trying to enhance their employee experience, what can they do in the delivery stage, the development stage, the connect stage, and the thrive stage that really would deliver that? Rachel: When we were at the ATD conference, and we had the good fortune of watching a keynote delivered by Adam Grant, who is a tremendously renowned Organizational Psychologist, Leadership Researcher, and Speaker, something he said that resonated with me was that in the current environment that we're in, the number one most critical leadership capability he said it's not a lot of intelligence, it's not charisma, it's not vision, it's not all these things. The number one most critical leadership capability that any leader needs today is agility; the ability to quickly pivot and to see what's happening at the moment and be able to flex. That resonated with me because that very much aligns with the way that I think about the employee experience. I think that what's happening is that organizations are looking for those best practices out there. What are the experts saying we should do around development? What are the experts saying we should be doing to drive connection? The way that I think about it is the best way to enable your employees to deliver their best results, and their best impact, the best way to get them to develop new skills and to feel invested in and grow and be coached. The best way to help them connect, whether you are hybrid or remote, you know the best way to help them connect, with customer with purposes, and finally, the best ways to help them thrive, which to me is about feeling well and balanced and whole is you've got to understand where they are today and where they need to be. I think where so many people are seeking those external best practices, what they need to be doing is seeking the expertise of their internal experts, which are their teams, and their employees. When I run an employee experience audit with a company, what I don't do is come in and tell them what to do. What I do is I come in and help them understand this framework. Why are these the four pillars? And we talk about some data around why delivering, developing, connecting, and thriving are so important. But the expertise that I bring is in the asking and the facilitating and the synthesizing. So my expertise is not in the ideas or the tactics. My expertise is in framing and asking and soliciting ideas from employees so that I can come back to a leadership team and say, here's how well your employees are currently able to deliver, develop, connect, and thrive. Here are some of your blind spots, your opportunity areas. We're going to assume positive intent, you mean to do well, but here is a place where people are struggling to deliver because they're struggling to access this system. These types of decisions take too long to make. Or in the develop bucket, you've got a million courses in your learning management system, but nobody can find time to do the learning, or there's not a culture of coaching. What about upskilling your leaders? My expertise and the value I bring to an organization is tapping into the wisdom that they are sitting on and they didn't even realize it. When an organization can open its ears and be agile and say, OK, whatever employees need at the moment, that's what we're going to do. That's where we're going to leverage that Adam Grant wisdom that's where I see the employee experience start to shift quickly and meaningfully. Katty: Love that. And I should have known that because agility is one of our core values. But the word was just out of my mind. Rachel: You're doing it so organically, you don't even think about it. Katty: There you go. That must be it. But thank you for saying that because you are right. We forget that sometimes those little things may seem little and I will get to it later, but impact what that experience is. Not being able to have your different technology pieces talk to each other and having to do ten steps to do something that would only take two steps in reality and so forth. So I love this notion of every organization has its potential and its opportunity bucket. You go in there and you can find out what that is. I would imagine part of that whole component of that employee experience also is how much they feel heard and seen and belonging and that whole component of that teamwork plays profoundly around that. Rachel: Absolutely. I so often go into organizations that have these robust employee engagement surveys that they run once a year and then they get all the data and they spend months crunching and analyzing and slicing and dicing, and from the employee perspective, they're like we took the survey three months ago, I haven't heard squat. My voice doesn't matter and I'm not going to waste my time doing next year's survey. Whereas with these employee experience pulse checks, I call them, it is fast. I go in, I run these focus groups and we turn around results within a week and we deliver a set of actions. Recommended, small actions. They don't need lots of dollars and lots of approvals. Tweaks. It's a series of experiments. Let's try making all of our 60-minute meeting default is now 45 minutes versus 60. Or we don't do meetings on Fridays. Or let's experiment with instead of me, the leader always running our team meetings, we're going to take turns running them because people want an opportunity to have that leadership experience. We look for these small, quick-to-implement experiments that we can run and we run them through the language of employee experience. So we invite employees into these focus groups, we capture their ideas, and we reported out quickly. Then as we start implementing ideas, we say we're doing this, “we're changing our meeting times, we're changing how we run meetings because of your voice, because of your input, it matters”. Employees feel heard and they feel valued. One of the conversations I love having is when I run these pulse checks and I sit down with the clients and I report out the results and the client says, “Well, where do we start”? I love to be able to say you already have started. Just through the action of asking these questions, not in a survey where people are filling out boxes, it's very static to solicit action-oriented intelligence. You want to invite people into a dialogue and by inviting them into a dialogue and just letting them ventilate, letting them get their voices heard, letting them say, “Oh my God, thank you for asking. I have spent 27 hours over the past year wrangling this process when it could be so much cleaner, but nobody's asked.” Just by asking and listening and playing it back to them, you've already started the journey. You've already given them that space, you've invited them in and you've heard them. You're already past the finish line. I find that clients kind of get excited about that. We're already at step two. That's fabulous. Let's keep going. Katty: Beautiful. There's so much wisdom in what you're saying because sometimes just because we've done things a certain way all along doesn't mean there's not an opportunity to make a change. Hearing that coming from somebody else's voice is so impactful. Some people see things differently, so why not listen to them? Rachel: Absolutely. And these are the people executing the processes. These are the people who are engaging with your customers or engaging with your candidates. They're the ones who see and feel the pain points. So their inputs matter more than anyone's. Katty: Exactly. This brings me to the development component of your 4 pillars. You talk often about career development and just that internal mobility and just having this opportunity to have your voice heard and showcase what you're capable of is a great opportunity to hopefully advance within your team, advance within your company. When it comes to the recruitment phase, bringing it back to that, I often ask our clients, "Have you looked within? Is there anyone on your team that can do this or you can train or is there an opportunity for that before we start looking outside?” That's the last thing I want is to be looking outside it, then somebody internally not being recognized or at the 11th hour the client said, oh, we found somebody internal. Let's have that conversation ahead of the game. Rachel: Absolutely. I'm not a recruitment expert, but I did use to work as an HR business partner and so I partnered with recruitment one of the things that I always found with my business partners is what they would put together, you know a job description or job rack and there would be like 17 required. Do you really like the person who's going to do this job? If you want to prioritize these 17 required skills and rank them one through 17, can you do that? And they would do that. And I would say, let's look at numbers 13 through 17, what if somebody didn't have those? Could they still be successful at that job? And the answer was almost always yes. And then I would say, well, what about numbers 9 through 13? I think as leaders we tend to write these job descriptions, and like the fantasy person would be amazing at absolutely everything. When the reality is, we need to be more discerning at hiring leaders around what fundamentally does this person need to be able to do on day one? Where can we leverage somebody who may have less, let's say technical capability, but they've been within our organization for three years and they know how things work and they got our culture and they have relationships with our clients. How do we think about weighing the value of those things relative to expertise in the XYZ system? Right, because that stuff is trainable. But this three years' worth of interior knowledge and understanding of how to get things done, that just takes three years. You can't quickly onboard somebody to that. I do love to challenge organizations to think a little bit more differently and openly about what is really required and what is maybe the value of some of your internal candidates that you are taking for granted and where can we start to weigh the value of what somebody internally brings versus somebody external. Katty: I love that we are so aligned on that. I often talk about what are the must-have skills and what are the nice-to-haves. Nice-to-haves are great to have, but are they a deal breaker? If they're not, let's somehow distinguish them on that job description and also the hard skills versus the soft skills; the EQ piece of it is so important. What if somebody had all the technical skills but didn't have any of the soft skills that you're looking for? They didn't have the communication skills, didn't have the leadership skills, didn't have a teamwork mindset, like all of those things, are almost even more important because you can teach the technical component if needed. Rachel: Absolutely and not to mention, and I don't want to take us too far on a tangent, but there's a ton of data out there and I'm sure you've seen it that shows statistically a woman is much less likely to apply for a job unless she possesses 100% of the skills listed, whereas a man statistically pretty much he just needs three and he's going to go for it, right? So we are unwittingly limiting our talent pool and frankly limiting our ability to build pipelines of women leaders, which I think a lot of organizations are focusing on right now. The more skills we require, the more heavily we're going to wait for our applicant pool towards men. This is women, and I think that's something we just need to be aware of. Katty: Very valid point. Thank you for bringing that up. Can we talk about “Filtering Out the Ins”? Can you talk a little bit about that and what that was in greater detail? Rachel: I think that part of what confuses people about the employee experience, like I was saying earlier, I think we can feel kind of like everything, right? What isn't the employee experience? For me the question to be asking isn't what is and what isn't the employee experience. A better question to ask is where can we have an impact on the employee experience? I talk about filtering out the four Ins and I'll tell you what they are in just a second. But for me, the four In's are areas that do touch the employee experience, but they are not where we get the bang for our buck. I'd like to filter them out so that we can focus on where we do get impact. The first one is what I call the intangible and that is your organizational culture. I think of organizational culture like the weather, it's like the climate, it touches us, it impacts the choices that we make, but it takes many, many actions. Over long stretches of time to shift the weather, shift the climate, shift organizational culture. So it matters, but it's not where we get impact, so I filter it out. The second “in” that I filter out is what I call the inaccessible. These are things like your compensation philosophy, the location, or the layout of your physical building. They are things that again impact our employee experience, but they are only informed by decisions made at the very top of your organization, right? Leaders in most organizations are not able to influence your comp philosophy or your physical location. So again, not a lot of bang for your buck when only C-level executives can touch it. So we filter it out, we filter out the intangible and we filter out the inaccessible. The third that I filter out is what I call the indelible or the unerasable. And these are things that I consider table stakes. Things like having fair market rate compensation, having basic policies that keep people feeling safe, and having an equitable approach to leading your workforce. These are the things that if you get them right, they're invisible. They're not winning you in any contest, but if you get them wrong, they're going to destroy your employee experience. So just get them to baseline and then. Nobody wins the employee experience contest by having fair, inequitable policies. So that's the third one, the indelible. Then the 4th one I adorably call incase you have money to burn. And these are what I think of as sexy extras. These are the free food, the foosball tables, and the fancy holiday parties. I call these the sizzle and fizzle. So they're like a sugar rush to your employee experience. They're exciting, they're fun, and then we acclimate. They're not the things that drive our experience. So when you can filter out the intangible, which is culture, and the inaccessible, which are those things only decided by the top. The indelible, are your hygiene factors or your table stakes, and then in case you have money to burn or your sexy extras, you filter those out, where you're left is focusing on creating the conditions that allow us to deliver, develop, connect, and thrive. And that's how I get there. We've taken the road trip backward. But I still love it. Katty: Well you know sometimes when you're on a road trip you have to make sure that you're not taking a turn in the wrong direction. Rachel: We're checking the rearview. Katty: We're making sure that our Google Maps is connected to the satellite still. How's that for just taking that analogy and just running with it? Rachel: I love it. I love what you did there. How would you encourage a management team to start looking at this puzzle piece? For some companies, it is a puzzle piece. They may not even know where to start. I would say there's a macro and a micro. There's the employee experience from an organizational standpoint. But, also really looking at each team and how that team leads is leading that experience within that. So how would you say for someone who's never done this before, maybe they don't even have an onboarding program. This is another conversation for another day, but how would they even begin this process? Rachel: I believe that the process genuinely begins with education and alignment. I go into several organizations and I'll talk to a handful of senior leaders, and each one has a completely different definition of what the employee experience is or what matters. So I think if it begins with just bringing a leadership team together, having a conversation, providing an education on why these four pillars, right, What's the data behind why these are the four that matter and what do they mean, right? What are the things, when we think about what helps organizations deliver, we think about things like. Do we have the right number of priorities? Do we have alignment? Do we have tools and resources? Do we have obstacles being stripped out? When we think about what helps teams develop, do we have a culture of coaching? Do we know how to give feedback? Do we have on-the-job experience? Do we have peer mentors? So bringing a leadership team together, giving them the language of delivering, developing, connecting, and thriving, and just helping them understand what are some of. Those bullets are underneath each of these pillars. I think it starts there because you cannot move an employee experience until you begin by just understanding what constitutes it. So I always begin there. A lot of my engagements will begin with a keynote or an interactive workshop with the leadership team just to start building that language. From there, I love to encourage a leadership team or senior leaders to just start using that language within the organization because again, you've got employees walking around saying well I think the employee experience at Google is better because they do free food. What I think is important is that leadership teams start to talk about the employee experience through the lens of we want to fuel and not follow the real work. So it begins with conversations, from there, I think the next step is just a little bit of observation. Once we start thinking about the employee experience through the lens of deliver, develop, connect, and thrive, it helps us to put on a filter that suddenly now we can start to spot. Oh, you know what? I recognize as a senior leader, I've been sitting on this decision for three weeks and I'm now realizing seventeen people in this organization who have not been able to get anything done because I'm sitting with this thing on my desk. It helps us just to start to notice some of these opportunities. I think that that's really where it begins. From a macro perspective, I think the executive leader's job is to have this language, have this awareness, start to talk about it, start to cascade it down to their leaders, and start to infuse it into the organization. I think you're right, Katty, that there are things that need to happen at the team level as well because a lot of times what's keeping the marketing team able to deliver is very different from what's holding back the HR team, the recruiting team, the finance team, and so on. Giving leaders at the function or team level some tools and some skills around what are some questions you can ask your team to solicit their ideas? How can you facilitate candid dialogues such that your employees will not just have the ideas but feel safe? Been offering them speaking up, How can you as a leader at that level start to implement experiments and have a sense to know if it's working or if it's not working, what's working well and how do we continue this? I also love to talk about starting to infuse practice sharing conversation. So over time bringing leaders of different functions or teams together to share strategies. Oh, I tried this with my team and it worked incredibly well. Maybe you want to try this with your team. So I think it's a very organic process and this is why I call it a road trip. It's not a project it doesn't have you know it's not a one-month thing. It is a journey, right? It is always kind of ongoing, but you have to have clarity of that North Star and then invite your team to help you inform the road map or build the steps. Katty: Sometimes it's not a straight line. There are bumps in the road and there are some curves and so forth. So a final question. And it's a big one it has to do with the hybrid workforce and this, you know, that we have to admit, work has changed. My company's been remote for 12 years, so having a remote workforce is a normal thing. We came together and we built culture, probably in a more focused and intentional culture building because we are remote. But now we're in the space of people wanting people back in the office and or trying to navigate the whole hybrid space, can we talk about the employee experience as it relates to the remote and or the hybrid workforce? Rachel: Yeah, absolutely. I mean there is no doubt that things have changed significantly, and I don't believe anybody has cracked the nut on this yet. I think we've learned a lot. I think we still have a lot more to learn. I love to tell people one of the things I like to do in my free time is go hiking, very gently. I like a gentle hike. Sometimes you go to a public park and you will see a sign that says something like a “$500 fine for littering, be warned.” Other times you'll see a sign that says “Please help keep our parks clean, take your trash out with you”, and at the end of the day those both drive the same behavior in me. Either way, I am going to throw out my trash and not litter, but in that first example, that sort of threat-based example it makes, you know, this makes me wanna revolt. It's almost like, well, can I sneak a piece of trash in there? Don't talk to me that way. I'm a grown-up. But when you invite me to be a part of something bigger, you invite me to be one of the many who are keeping this beautiful public space clean. That inspires me and that excites me and I think about that. The principle is, the way that we are bringing our teams together I think too many organizations in my opinion and my experience are going with the must be in the office three days a week or everyone's in on Tuesdays and Thursdays, which to me is sort of like that don't litter or will fine you sign because people resent it, right. When you are threatened and when you are forced, what you are compelled to do, the human reaction, the human gut reaction is “No, no, don't tell me what to do.” I think companies are without purpose, forcing people to do a thing that is backfiring. I'm not focused on keeping the park clean. I am focused on how angry I am at that sign. What organizations want to be doing is driving engagement and driving in connection and by forcing people into an office, I think it's having the opposite effect. What I'm encouraging leadership teams to do is to be thoughtful about it. Rather than Tuesdays and Thursdays, infuse purpose into those days. How about people come in when we're bringing customers in? Or people come in when there's a big brainstorming day. Or people come in when we're doing a leadership offsite or a learning event, when we infuse a sense of purpose and we're all together into bringing people physically into an office. I think that that can be so much more powerful. I think forcing people's hands is not the way to do it. I just ran a meeting a couple of weeks ago. It was a 25-person leadership team. 50% of those people were physically together, including me. 50% were remote and I was not granted, I am a facilitator, so this is what I do for a living and I understand not every leader can be so thoughtful, but I was really thoughtful in how I designed that experience such that we made it feel, as much as possible, like everybody had an equivalent experience of that day. I think the more thoughtful we can be when we're operating in a hybrid way to make sure that we're not doing exercises where half the people see things on the wall and half the people don't. To make sure that we are leveraging that virtual technology, I had people buddy up. So everybody who was participating remotely had a buddy in the room, and that was just their point of contact. And so if somebody participating remotely had an idea but couldn't raise their hand or couldn't hear something, they would ping their buddy, and their buddy would ping me. That's just one tactic but I think about being thoughtful about how we equalize the experience when we are operating remotely and not make people feel like first and second-class citizens based on where they're participating. These are just some of the things I have started to pick up along the way. Katty: I appreciate that. I appreciate the buddy system quite a bit because sometimes, you may forget the person who's on the screen or not, you know. Sometimes they don't realize they're on mute and they're trying to say something and it's just not working. So we appreciate that buddy system. So Rachel, as we wrap up, we talked a little bit about your expertise and what you bring to the table, but can you talk about Lead Above Noise, how it came to be, and where you see yourself growing in your practice? Rachel: I started to Lead Above Noise in 2015, and I named the organization because I had worked for many years as an HR practitioner in big corporate America, and I found that as organizations, we just keep throwing more and more stuff at leaders and it feels like the leader's job is to somehow juggle more and more. Whereas, I believe that is the crux of being an effective leader and being a successful organization is really about understanding how to filter out all the noise and understand what to focus on and it's so hard to say no to the things that aren't going to fuel you forward and yet I think it's one of the most important things that we can do as leaders. I really, truly believe that the most successful organizations in the world, I don't care how good your product or service is, your organization will only ever be as strong as the talent you've hired to deliver your products and services. So investing in your talent, understanding their experiences, and developing your leaders, I think is truly the secret to success. That is what we specialize in in Lead Above the Noise, we focus on employee experience. We do keynotes and we run these audits within organizations to help them build these action plans. And then I also run a group coaching program for leaders which is called SIMPLE, which is an acronym that focuses on building what I believe is kind of the six core skills, the six foundational skills. You used the phrase earlier, the must-have and the nice-to-have. I think especially when people are stepping into new leadership roles, they're trying to boil the ocean, they're trying to learn everything and I think I run this cohort-based program that helps leaders understand what they need most critically, start by building those skills and get really comfortable, confident, and then they can add other skills over time. So that's really where I spend my time. Katty: I love it. There's a through line in everything that you've said, wrapping it up with SIMPLE, pretty much everything you've said from when we were talking about the job description. Taking things out of the job descriptions that aren't necessary, the four INs, you know, the Ins that you were talking about, taking those out of the, filtering them out, and then with the leadership that you just spoke about is, you know, just let's focus and simplify it. Let's just really get to the core of what it is that we need to do. Anyways, there is so much noise around us and so much noise. Hard. But yeah, we've got to keep filtering. Yeah. Well, I appreciate your time. Thank you for being here, and thank you for sharing your wisdom with our audience. I loved this conversation.
As we enjoy the final swing of summer, we're sharing one of our most memorable episodes. What is the feeling you get when a sad, familiar song tugs at you? Or the exquisite pain that comes with the awareness of passing time and loves lost? Best-selling author Susan Cain identifies the simultaneous mixture of joy and sorrow in life as “bittersweetness.” In this conversation with the Surgeon General, we learn about harnessing the forces of sadness and grief as ways of connecting. Light and dark, birth and death, the bitter and sweet are forever paired. Accepting this balance can bring comfort and solace to the experience of loss, which Cain sees as part of life's journey. Join in to understand how we can transform pain into beauty and longing into belonging. (05:22) Humans don't like feeling sad. But joy and sorrow are forever paired. (11:34) Compassion is to suffer with someone (16:21) How effortless perfection keep us from sharing our struggles (21:06) Our need for beauty (25:40) Dr. Murthy's son joins the conversation! (26:14) Grief isn't a detour; it's part of the main road (31:56) Moving On vs Moving Forward (39:45) Helping kids with loss & disappointment (with the help of a couple donkeys) (46:12) The story of the Shards of Glass (55:36) Playlist favorites, laughs, and what gives Susan hope We'd love to hear from you! Send us a note at email@example.com with your feedback & ideas. Susan Cain, Author and Speaker Twitter: @susancain Instagram: @susancainauthor Facebook: @authorsusancain About Susan Cain SUSAN CAIN is the #1 bestselling author of “Bittersweet: How Sorrow and Longing Make Us Whole” and “Quiet: The Power of Introverts in a World That Can't Stop Talking,” which has been translated into 40 languages, spent eight years on The New York Times best seller list, and was named the #1 best book of the year by Fast Company magazine, which also named Cain one of its Most Creative People in Business. LinkedIn named her the Top 6th Influencer in the World, just behind Richard Branson and Melinda French Gates. Susan partners with Malcolm Gladwell, Adam Grant and Dan Pink to curate the Next Big Idea Book Club. They donate all their proceeds to children's literacy programs. Her writing has appeared in The New York Times, The Atlantic, The Economist, The Wall Street Journal, and many other publications. Her TED talks on the power of introverts and the hidden power of sad songs and rainy days have been viewed over 40 million times. Cain has also spoken at Google, PIXAR, the U.S. Treasury, P&G, Harvard, and West Point. She received Harvard Law School's Celebration Award for Thought Leadership, the Toastmasters International Golden Gavel Award for Communication and Leadership, and was named one of the world's top 50 Leadership and Management Experts by Inc. Magazine. She is an honors graduate of Princeton and Harvard Law School. She lives in the Hudson River Valley with her husband, two sons and golden doodle, Sophie. Visit Susan at susancain.net.
The Perennials: The Megatrends Creating a Postgenerational Society by Mauro F. Guillén https://amzn.to/3E4WIVO Get the best from accelerating social change with the new book from the bestselling author of 2030 and “acclaimed thought leader” (Kirkus), Mauro Guillén. Adam Grant praises how the book "invites us to rethink our careers, our families, and our future plans.” Find out why business leaders and bestselling authors around the world are calling the book "sharply relevant and necessary" (William P. Lauder), "insightful and deeply researched" (Richard Florida), and "A must read" (Mohammed A. El-Erian). In today's world, the acceleration of megatrends – increasing longevity and the explosion of technology among many others – are transforming life as we now know it. In The Perennials, bestselling author of 2030 Mauro Guillén unpacks a sweeping societal shift triggered by demographic and technological transformation. Guillén argues that outmoded terms like Boomers, Gen X, Millennials, and Gen Z have long been used to pigeonhole us into rigid categories and life stages, artificially preventing people from reaching their full potential. A new postgenerational workforce known as “perennials” – individuals who are not pitted against each other either by their age or experience – makes it possible to liberate scores of people from the constraints of the sequential model of life and level the playing field so that everyone has a chance at living a rewarding life. Guillén unveils how this generational revolution will impact young people just entering the workforce as well as those who are living and working longer. This multigenerational revolution is already happening and Mauro Guillén identifies the specific cultural, organizational and policy changes that need to be made in order to switch to a new template and usher in a new era of innovation powered by the perennials.
What if you could tell your co-workers what you really think of them? At one of the world's most successful hedge funds, everyone is rated and ranked constantly – in front of everyone. They've figured out how to embrace negative feedback, and they swear it's essential to their success. Adam Grant shows how you can learn to take criticism well – and get better at dishing it out. This is an episode of WorkLife with Adam Grant, another podcast in the TED Audio Collective. WorkLife's sixth season comes out September 19th. To listen to more WorkLife with Adam Grant now find and follow WorkLife wherever you're listening to this. Find the transcript for this episode at go.ted.com/worklifecriticism
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In this enlightening episode of Anxiety at Work, hosts Chester Elton and Adrian Gostick sit down with social psychologist Dr. Thomas Curran to dive deep into the increasing menace of perfectionism.Key Insights:The Perfectionism Epidemic: Today's world, particularly for younger generations, sees a surge in perfectionist tendencies. Influenced by social media, mounting academic pressures, evolving parenting styles, and unstable job scenarios, this mindset is more pervasive than ever.Perils of Perfectionism: Contrary to popular belief, perfectionism isn't a performance enhancer. Instead, it's a ticket to anxiety, plummeting self-worth, and an overwhelming urge to procrastinate when challenges arise.Steps to Overcome: Navigate through perfectionist inertia with actionable strategies:Begin with a 5-minute task to gain momentum.Question if your pursuit of flawlessness is truly justified.Prioritize by discarding non-critical items from your agenda.Extend kindness and compassion to yourself, as a trusted friend would.Additional Reflection: Leaders who portray an impeccable image send wrong signals. Embracing and admitting imperfections can lead to a culture of understanding rather than blaming.Thomas Curran is a professor of psychology at the London School of Economics and author of a landmark study that the BBC hailed as “the first to compare perfectionism across generations.” His TED Talk on perfectionism has received more than three million views. His research has been featured in media ranging from the Harvard Business Review to New Scientist to CNN and he has appeared on numerous television and radio programs. Adam Grant calls Curran “the world's leading expert on perfectionism, and Daniel Pink says The Perfection Trap “offers a hopeful beacon and a steady path for anyone struggling to find their footing in a world of impossible standards.”Support the showUntil next week, we hope you find peace & calm in a world that often is a sea of anxiety.If you love this podcast, please share it and leave a 5-star rating! If you feel inspired, we invite you to come on over to The Culture Works where we share resources and tools for you to build a high-performing culture where you work.Your hosts, Adrian Gostick and Chester Elton have spent over two decades helping clients around the world engage their employees on strategy, vision and values. They provide real solutions for leaders looking to manage change, drive innovation and build high performance cultures and teams. They are authors of award-winning Wall Street Journal & New York Times bestsellers All In, The Carrot Principle, Leading with Gratitude, & Anxiety at Work. Their books have been translated into 30 languages and have sold more than 1.5 million copies. Visit The Culture Works for a free Chapter 1 download of Anxiety at Work.Learn more about their Executive Coaching at The Culture Works. firstname.lastname@example.org to book Adrian and/or Chester to keynote
I wanted to offer you the advice and very creative teachings today of Becky Blades – she founded and sold an award-winning communications firm, she's basically run from the board room to the home room, she's an artist herself, and she's an inspiring and highly creative author of two books; Her first book, Do Your Laundry or You'll Die Alone, Advice Your Mom Would Give if She Thought You Were Listening, which she wrote and illustrated, was named a Best Books of 2014 and one of the Top 100 Indie Releases by Kirkus Reviews. It received the prestigious Kirkus Starred Review and was an Amazon best seller for six consecutive years. Now she's written another wonderfully illustrated book (her own drawings and illustrations) entitled Start More Than You Can Finish. And I wanted it to be a real fresh-er-up-er for those of you wilting in the heat of the summer or fending off one more winter storm – dependent on your hemisphere. And the Next Big Idea Club has selected it as one of “the most essential nonfiction books of the year." She calls herself a bad cook, a hopeful gardener, a passionate tree hugger and a licensed private pilot – and I'm delighted not only to have her on SelfWork... but to call her a friend. Advertisers Link: Have you been putting off getting help? BetterHelp, the #1 online therapy provider, has a special offer for you now! Vital Links: My TEDx talk that today has earned 72,000 views! You can hear more about this and many other topics by listening to my podcast, The Selfwork Podcast. Subscribe to my website and receive my weekly newsletter including a blog post and podcast! If you'd like to join my FaceBook closed group, then click here and answer the membership questions! Welcome! My book entitled Perfectly Hidden Depression is available here! Its message is specifically for those with a struggle with strong perfectionism which acts to mask underlying emotional pain. But the many self-help techniques described can be used by everyone who chooses to begin to address emotions long hidden away that are clouding and sabotaging your current life. And it's available in paperback, eBook or as an audiobook! And there's another way to send me a message! You can record by clicking below and ask your question or make a comment. You'll have 90 seconds to do so and that time goes quickly. By recording, you're giving SelfWork (and me) permission to use your voice on the podcast. I'll look forward to hearing from you! Episode Transcript This is SelfWork. And I'm Dr. Margaret Rutherford At SelfWork. We'll discuss psychological and emotional issues common in today's world and what to do about them. I'm Dr. Margaret and SelfWork is a podcast dedicated to you, taking just a few minutes today for your own selfwork. Speaker 2: Hello and welcome or welcome back to SelfWork. I'm Dr. Margaret Rutherford, and I'm so excited about bringing you a friend of mine and someone that I truly, truly admire. Becky Blades. I wanted to offer you the advice and very creative teachings of Becky today. Not only has she founded and sold an award-winning communications firm, she's basically run from the boardroom to the homeroom. She's an artist herself, and she's an inspiring and highly creative author of two books. Now, the first one was, do Your Laundry or You'll Die Alone, subtitle being Advice Your Mom Would Give If She Thought You Were Listing. She not only wrote and illustrated that book, it was named a Best book of 2014 and one of the Top 100 Indie Releases by Kirkus Reviews. And it received the prestigious Kirkus starred Review and was an Amazon bestseller for six consecutive years. Speaker 2: That is a long time. Now, she's written another wonderfully illustrated book. Again, her own drawings and illustrations entitled Start More Than You Can Finish. And I thoroughly enjoyed it. I wanted it to be a real fresher upper for those of you who are wilting in this heat of the summer, or if you're in another hemisphere, fending off one more winter storm. Her point in this book is that we can get so afraid of failing, we don't start and starting is so important. In fact, she advocates being a startist. And this book also has high praise. It's been named a Must Read by the Next Big Idea Club, which by the way, the members of that club are Malcolm Gladwell, Adam Grant, Susan Kane, and Daniel Pink, not bad company. And they call it one of the most essential non-fiction books of the year. It is truly inspiring. Speaker 2: She calls herself a bad cook, a hopeful gardener, a passionate tree hugger, and a licensed private pilot. And I'm delighted not only to have her on SelfWork, but I'm lucky enough, like I said, to call her a friend. Before we hear Becky's interview, let's hear from BetterHelp. So many people start or go back to therapy when their kids are starting school. And that's not too long from now. So everyone's starting something new. I'd recommend calling very early for a therapist in your locale, but with better help. You don't have to worry about that. They're ready to see you when you are ready to be seen. Speaker 2: I recently heard a fascinating reframe for the idea of asking for help. Maybe you view asking for help as something someone does who's falling apart or who isn't strong. So consider this. What if asking for help means that you won't let anything get in your way of solving an issue, finding out an answer or discovering a better direction? Asking for help is much more about your determination to recognize what needs your attention or what is getting in your way of having the life you want better help. The number one online therapy provider makes reaching out about as easy as it can get. Within 48 hours, you'll have a professional licensed therapist with whom you can text, email, or talk with to guide you. And you're not having to comb through therapist websites or drive to appointments. It's convenient, inexpensive, and readily available. Now you can find a therapist that fits your needs with better help. And if you use the code or link Betterhelp.com/self work, you get 10% off your first month of sessions. So just do it. You'll be glad you did. That. Link again is better help.com/selfwork to get 10% off your first month of surfaces. Speaker 2: And now I'm delighted, absolutely delighted to introduce you if you don't already know her. To Becky Blades. I was trying to remember when you and I met, was it at a midlife bloggers Speaker 3: Associated? It was at, it was at BlogHer that in San Jose. Speaker 2: That's right. Yeah, that's right. Speaker 3: And it was my first one. Do did you go to a lot of those? No, Speaker 2: I think I went to two. I went to the one there. I went to one in Chicago, I think, and then I went to that one I didn't go to anymore. Speaker 3: And who invited me were Mary Speaker 2: Mary Dell Harrington, and Mary Speaker 3: Darrell Harrington and Lisa Heffernan. And I had just put out that first book. And I, you know, gosh, I am, I'm, you know, everybody I met there was so nice. And I just have still loved maintaining those relationships. Speaker 2: Listen, I was so glad that I took the time to read all of your book because I just laughed and I smiled and I teared up a couple of times and you had me from the very beginning. Your artwork is just incredible. A line is a dot that wasn't, this is what you say, a line is a dot that wasn't afraid to get started. I mean, that's like, Speaker 3: I loved that. Yeah. And a dot can be a splatter. I mean, dots don't need to be neat, perfect little dots. They can be little cuddles. Speaker 2: I didn't remember that until it, then I refreshed my memory and I wrote it that you are also, you're an author, but you're an an artist and you're, you're, you really love combining those things. And can you, why don't you tell SelfWork listeners a little bit about you? Speaker 3: Okay. Yeah. I had a career in public relations, which came out of a degree in journalism. And so I've always liked writing. I didn't like being poor. So journalism wasn't, you know, the job that I wanted out out of school. I grew up poor. So I, I chose to find a way to make money in an, the agency business, the journalism public relations agency business. There were a lot of opportunities for creativity. So I started my own firm in when I was 30. Wow. And ran that for 13 years. And then when I, kind of parenting was at a, at a pitch that I wanted to be home and in, in my creative space at home more too, sold the business and started building what what we now call a portfolio lifestyle. So I had the business oh, I like Speaker 2: That name. I've never heard this Speaker 3: . Yeah. And, and, and then I had the, I had an art studio and I remember - to kind of jump over to this book - when I one time my soon after I sold the business, my daughters were talking, they came home from school and they wanted it an identity for me. 'Cause you know, kids talk what your mother do, you know, what does your mom do? So my youngest said, "Mom, what are you, are you an artist? Are you a business person?" And I said, "Honey, why do those labels matter?" And her sister from the other room said, "She's a startist" . 'cause I was starting some other businesses and you know, they got confused by how I dress different days. So, so during that time, I, I went through my first and second midlife crisis. First that empty nest crisis that, you know, and have been such a great expert on my first book was do Your Laundry or You'll Die Alone. Speaker 3: And that was the subject line of the email I sent my daughter of all these journal entries with advice that I was kind of afraid to give her in person. So after she left for college, I sent it all to her. And, and then, you know, after that, I'm, I, I don't mind saying I'm 64 now. And those, these past 10 years of being kind of all, you know, almost the entire time empty, nested has given me the chance to really see how what I love and what I, who I love spending time with. And I've realized it's, it's people like you who when they think they wanna do a podcast, they'll just haul off and start it, or people have ideas and act on them. So Speaker 2: No, and the, the name of this book is Start More Than You Can Finish. And, and I so agreed with it. I, one of the things that I say to patients all the time is, it doesn't matter where you go, it's that you go Exactly. Just go, just make a choice. Just go. And I, I was just humming along with your book Thinking , I agree. . Speaker 3: And it's been fun to think about the mental health aspects, of course, you know, to, to make the case for something that seems as contrarian as this notion of start more than you can finish, you know, kind of in defiance of what our parents may have said. But the mental health aspects of creativity, we're learning more and more as you know about how creativity makes us flourish and thrive and, and the and then we have other things we can talk about, anxiety, depression as I studied the neuroscience of it, I, I decided, you know, I discovered hidden benefits that I didn't know I had been partaking in. Speaker 2: Wow. What are those? Speaker 3: Well, starting with self-discovery, self-esteem, getting out of anxiety and depression. I'll, I'll tell you a story that I haven't, it didn't make it in the book and I haven't told many people because it seems like kind of a downer, and we wanted the book to be upbeat. But part of my catalyst for writing the book was I was taking art lessons to domestic violence shelters. I did this for a few years. I, I didn't call it art therapy. Now they did because mm-hmm. All art is therapy, but I'm not a, I'm not a licensed therapist. Mm-Hmm. or an art therapist. But what I discovered in my time with those amazing women is that the thing that, that spectrum of creativity, I used to think it was started with, oh, oh, I'm not creative, and ended with, oh, I can start anything on a dime. Speaker 3: Well, the spectrum really starts way over in a place where we feel totally powerless. Totally. devoid of even knowing what we like. Right. What gives us joy, what our idea of beauty is, and our inability to make a decision. So this book is about starting, it's taking that first step, like you said, it's not where you go, it's that you go. And the example is, in the very first class, these women, all of them could not even make that first initial decision. I, I would kind of lay out a little project, very simple. I had all these enticing art supplies, but they literally needed my permission to choose a color. Like, what should I start with purple? Yes. Purple would be a great place to start. They had lost, I mean, they had literally had mm-hmm. the creativity beaten out of them because creativity is, it's trusting our own ideas and owning them, and then also having the, the courage to experiment and say, okay, you know, what? If purple doesn't work well, when we're terrified, when we're traumatized, when we're stuck, I don't think we have the courage to know that the stakes aren't that high. You know, if I choose color, if I choose purple and I don't like it, I can paint over it. Sure, of course. Or as I said, I'll give you another piece of paper . Speaker 2: That's a great point. It's that shutting down of, of risk of any, even, even how what, even no matter how tiny the risk, or seemingly tiny, it's not seemingly, it's not tiny to them. It's like, oh, right. I'm gonna make a choice and it's gonna be out here for other people to see. And yeah, it's right. But, you know, I, and you may Speaker 3: Not know, you know, I think when we're beaten down, we don't know what the risks are. There's this free floating sense of, I'm taking a chance, I'm doing something I haven't didn't do yesterday. So what might happen, because, you know, life doesn't treat us rationally. And for those women who had been, you know, abused, they, they had been abused for much less things than making a wrong color decision. Right. So the healing so to, you know, get back to your first big question was the, the ancillary benefits of acting on our ideas and following that creative process are things we don't even know we need, I think. And, and yet I could really see it dramatically with those, those women who, and this was another really fun thing, is that they came out of that so fast, so joyfully really, that just a few weeks, you know, just, you just give that affirmation that Yeah, purple would be great, and that looks great, and you know what, this other color might work too. And then they start with the self, with their own self-talk. And I mean, they just, those, those stays and those shelters aren't that long. So I only got to see 'em for a short period of time, but it was, it was fast and miraculous. Speaker 2: That's incredible. You know, I got my start in this business by volunteering at a domestic shelter. Oh. Speaker 3: So you get it. Speaker 2: Love so much so, so, so much. Anyway. Mm-hmm. , you know, I, I'm gonna quote you again. It's not that finishing isn't vital and great, but not finishing is not failure. And I, I love that because you know, how many times have I heard the phrase, well, that didn't work out like, that says something bad about me. I mean, you asked in the book to, to make a list of, you know, the things we've started and didn't finish. And to make, I mean, my first two marriages came to mind immediately, Speaker 3: , Speaker 2: I finished them, but Speaker 2: Not in, not in the way that I thought I was going to. And, and I mean, I carried those around with such shame for so long mm-hmm. that that wasn't okay. And and it's not ideal, perhaps, but it, you know, I learned something along the way. And then, but I, I love the fact that in the book, you also take time to say, all right, stop reading or, you know, whatever. And, and let's apply this. Let's, what can you do? Mm-Hmm. , what can you do with, with your, and you have four stages, you imagine, think, decide, and act. Which, you know, I, I think when people, a lot of people hear the word well, just imagine, just imagine mm-hmm. mm-hmm. , that feels like real shaky ground to just imagine. Mm. Speaker 3: Mm-Hmm. Mm-Hmm. mm-hmm. . And if we imagine and some people are really good at that part mm-hmm. , but some people, that is the toughest part because they imagine very small. They only imagine with the reality that they can touch and hold Right. Then. some people are great imagining and they imagine backwards, you know, they only pull from what they've already been able to do. So what, what I do with those four steps was research and find out how to do them better to, to start better and start more. So imagining it really comes down to imagining more and bigger the, the more we noodle and think about how things might be a future reality, which we're all gonna have, you know, we're gonna have a future anyway. Yeah. Speaker 2: Speaker 3: . So why not imagine it in all the, and it's all, its glorious colors and possibilities. Speaker 2: You know, I'm, I'm thinking about your work on Dreams with Start. I love that book. That, that's a great word. You, you, you should thank your daughter , because it says to write down your dreams, but then you very quickly said, but I don't have enough something. I don't have enough. Mm-Hmm. time. I don't have enough money, I don't have enough talent. I don't how whatever it is that you convince yourself to, to stop dreaming. Speaker 3: Exactly. It's, it's the, the answer to the question. The answer to the question. Why haven't you started that thing? And I asked actual people, art students of mine create very creative people after they told me something they wanted to do, I asked them why they hadn't started. And the answer was always, I don't have enough blank. They, they would word the answer many different ways. Sure. It could be confidence, like, I don't think I can do it. You don't have enough confidence. Right. enough permission, enough validation, you know, space and permission could be just from your family to think that you could take the time away for yourself. Mm-Hmm. to do that. I call that enough permission. You know, and, and obviously money and time are the big ones. Sure. Speaker 3: But we do have enough to start those things. That was the big learning. I think the big aha in the research was if you've started anything, like you probably didn't know that you'd be doing a podcast for this long pss I can, I've decided I can never do a podcast. I . So respect the ability to all the skills that come into this. But when you started your first one a start only thinks, thinks mostly about how I will start it, how I will do the first step. Yeah. And that is the healthy way. If you think your finish, if your finish was to get it produced and get it picked up by a big syndicate, you would not think you had enough of whatever to do that. And Speaker 2: I was determined to do at least eight podcasts because I was told in my class that that was the average number of podcasts that people do before they finish before they start Speaker 3: Really? Eight. Eight. Wow. Speaker 2: Eight. And so when I got to nine, I thought, oh, why ? Speaker 3: See, there you go. And what if you hadn't known those numbers? That's fascinating. Yeah. Speaker 2: Yeah. So I I just, the support you give in the book and the humor and the asking people to look at themselves, I you know, you, you sort of break down these four parts, the imagine, think, decide, and act, and you you said, thinking brings ideas to life, not overthinking. What do you mean by that? Speaker 3: Not overthinking? Well, you may be familiar with, you know, all the research that mm-hmm. says that when we, that we are programmed, how would you state it? That we are, we are engineered for security as, as species, we're engineered for survival. So there's an, a natural avoidance to risk, which is healthy. Mm-Hmm. . So if we let ourselves to think, think too long, so we go to that imagining place and we're very successful and imagine something wonderful, then the next step is we think about it. We think about how that future state looks into reality. How would we do it? Where would we start? How long will it take? Who do I need to, you know, kinda warn about this? Sure. In that it is that process where we talk ourselves out of it, and we really do a number on ourselves be, and the more perfectionist a person is, the better or worse they, they do that part. So I, you know, I say imagine more, think less. Because the truth is that even if you plan, if you're thinking involves this elaborate detailed plan, the minute you start something, that plan changes. I, Speaker 2: I wrote that reality, Speaker 3: Circled it. Reality is a big old truth pill. And we cannot, we cannot predict it. Speaker 2: Mm-Hmm. No, we cannot. So like I have that in red, circled in red plans change as soon as you start. And you also talked, there was a section that I, I maybe 'cause of my theater experience, but you talked about how they're tenets of improv improvisation that are really important for start. Mm-Hmm. and I, I've done a little bit of improvisation, and it is, it's not easy . 'cause One of these things that you brought up, you, you know, you have to just say yes and yes. And it's a rule of agreement. And then you Oh, don't tell. There are no mistakes. And you stay in the moment, like you said it, it's like somebody can just start, an audience member will say, okay, we're gonna talk about diaries and cowboys. Speaker 3: Yeah. Speaker 2: Somebody has to start something about a diary and a cowboy. And it may not make any sense. It is like, you have no idea where they're going, but you, you, you say something and you bring along. And then, oh, and then there was a, there was another cowboy, but he had a black horse, but he wanted a white. I mean, it's just, it's, it's, yeah. Then the story evolves. And so it's, I I loved that. Maybe, I don't know, is it an analogy, a metaphor that this Speaker 3: Yeah. Speaker 2: Creation is like improv. Speaker 3: And you know, the best quote I heard in my interviews with those people is it's about what we do, but mostly it's about what we do with what we did. So that first step, again, the stakes are reduced. You just gotta do something. It's throwing the mud on the wall. It's on an improv stage. There are like five actors, somebody has to say the first thing mm-hmm. , that takes courage. But really the hardest job is the person that says the second thing. Sure. . Or maybe it's easiest because then you have something to respond to. So we need to give ourselves something to respond to, to really flesh out our ideas. And I mean, I also learned that all kind of comedy really works like that because, you know, finding out what makes other people laugh is an exploration. You think, oh, this might make me laugh, but you don't know. 'cause You're hearing it on your, in your own head. So Exactly. My husband's taken to doing open mic nights. And Speaker 2: That's brave. That, Speaker 3: That is brave. It's also brave to be in the audience of those because it's, it's usually young men who who have, have lost their mothers laughing at them. So they're, you know, they don't know what's funny, but they're willing to, at, at late night climb on a stage and tell jokes and for taste. But what happens is that's how, that's how comedy's worked out. And even the, even the best joke writers, you know, go on stage over and over again before they will go lifetime Yeah. And tweak this and try that and shorten this. And, and that's, you know, that is the creative process. It's iterative, it's exploratory, it's curiosity. And I mean, I think mental health wise, I too believe when you, when you, when I am mentally healthy, I am my most curious Exactly. When we're shut down, we're, we're not curious. Speaker 2: But it's also an external energy. It's, it's going energy from internal traveling externally. When you're curious because you are either, whether it's how you make a good glass of iced tea. I'm sitting here looking at my i d or whether it's gosh, I, you know, I'm interested in what those green books are behind her. You know, it's, it's, you are, you're engaging with something. Maybe it's an idea or a person or a thing that's not, but you are, you, your focus is outward. Speaker 3: Yeah. I never thought of that, that way. That's, that makes sense. Which is a Speaker 2: Antidote to depression for sure. Hmm. And in many ways, anxiety, because you have to be in the moment. You have to be, whereas anxiety puts you into the future. Hmm. So what, tell me what you learned about yourself in, in writing this book. Speaker 3: Oh gosh. I learned that the very beginning of the research was learning that all of my unfinished business, and I'm doing air quotes visually here was were treasures. And that when I, you know, we rarely let ourselves dig back into the things that didn't go forward. You know, even things I didn't consider failures or unfinished, I just forgot about them. Mm-Hmm. . I just saw the link to how they made me who I am. And the big finishes in my life, the big finishes always had some roots and some unfinished business from, I found my college art supplies. As when you're, when you write and make art, you have all these records back there. Now, you may not have, in other types of curiosity, in other types of creativity like gardening or cooking, you may forget those things you tried. And so I think what I learned is I need to memorialize and celebrate my starts more. Speaker 3: And I do now. The, the rationale for this book was to to help other people that don't act on their ideas and make those people more fun companions, in a way. . And I had, and one of the things I found is after I sold my business, people were saying to me like, what are you, what have you, what are you doing now? What have you finished lately? They didn't use those words, but I could hear that people thought I had a lot of plates spinning. I do have a lot of plates spinning. That's something I'm good at. I'm good at starting things and, you know, maybe I could be the world expert because I have all the failures, and now they're documented. I do probably have a d d there are maybe not the, I Speaker 2: Was just about to ask you about that. Mm-Hmm. Speaker 3: . Yeah. but I no longer, I do not let people shame me about things that I started that are in a pause button. Mm-Hmm. , you know, because when we, like, the, the big lovely lesson or gift I hope this book gives people is that there is every benefit and very low price to, to trying something and setting it aside for another day for trying it and finding out, Hey, I don't really like that. I have a couple of big things I could have totally not what Speaker 2: I thought it would be, or would've Speaker 3: , or I scratch that itch and I'm good. And oh, what a, just a, it's just a glorious way to live. And that's how I wanna live the rest of my life. And I wanna do it with people who feel the same way and are not, and, and, you know, that feed off of me and I feed off of them. So after my first book, you, you may have experienced this too. People will come to you who have the same kind of dreams. Maybe they wanna start a practice, start a podcast, start a book, and they'll say, you know, I have, "I saw your book. I, I, you know, I think I could write a book like that." And so I would say, "Oh gosh, you should1" You know, advice is personal. Everybody could write an advice book and about one in 10, and, and this bears out in other research, about one in 10 people will actually act on an idea that's even fully formulated. Speaker 3: And, and I would try to help them. And, and you could just see that they ditch the others that were not gonna act on it. They had taken it as far as they wanted to go, and there was not a whole lot you could do for them. So that's what I wanna change. They had, they had, you know, is that mindset that says I can't start it unless I have made room in my life mm-hmm. to be an author. I can't start a book unless I've made room in my life to add a writing practice, find a publisher, whatever they think writing a book is. Yeah. And, you know, so Speaker 2: And it's funny, I, I had lunch with someone that was interested in the TEDx process and was asking me about it. And she's starting to write a book and, and, or she wants to. And she was asking me all about that. And this is a very I, I feel like I'm having the same conversation twice this morning or this afternoon, Uhhuh because she is kind of at that place of, well, I don't know how I'm gonna make room for it. I wanna do it. And I have had this idea for a long time, but, and I looked at her and I said, "you know, start this afternoon." You know, make, did you Speaker 3: Good for you. I Speaker 2: Said, if you've got 10 minutes, just take 10 minutes. Speaker 3: Exactly. Speaker 2: Just start jotting down some ideas and you don't have to what's the word I'm looking for? You know, you, you don't have to corral the time or say, okay, I'm gonna have gonna do this in on it. It's like, if you just put some consistent energy into it, it, it's gonna grow. It's just a, it's just exactly watering the idea every now and then so that it, it has, it can sustain you with time away from it. But you also, when you get back to it, you go, oh, oh, I hadn't thought about that. And Speaker 3: Exactly. Speaker 2: It, it's, it's, it's kind of refreshing. It's, it's like having a, starting a conversation and realizing the more you have it, the more you really value it. Mm-Hmm. . Mm-Hmm. And that's adding something. So Speaker 3: It's like such sort the Nik effect which I wrote about a little. Speaker 2: Yes. I had never heard of that. Speaker 3: I mean, it's just that, it's just what you said. Once you make it real, once you tell your brain, we're gonna do this, or I have a problem if, if we accept it and don't say like, those nine out of 10 people said, I'm probably not gonna do this. If you're one of the ones that said, "Okay, I'm writing a book" - whatever you declare as starting maybe that's writing your first two sentences, our brain tells us, our brain gets the message that they're on the job. Yeah. And subconsciously we are homing devices to pieces of information, to problem solving help, to meeting people. You know, you meet somebody and you think, oh, like, did they just say something about a book? Are they an author? You know, we are, we're, we wonder, we think there's new information coming out, we're just zeroed into it. Sure. And that we, you know, that happens all the time in our lives. And that effect it's also responsible for the thing that happens after we're done with something. Like we're done studying for tests. We take the test, it's over, and all that information just dumps out more . Yes. Speaker 2: It just goes away. Speaker 3: Well consider the opposite of that true for something that we've started and we haven't finished. So if you, if you take that fall smallest first step, declare it started, the world gives us a bling bag full of gifts. And that's, that's really why I say that the more we start the better and the, even if we start things that are very short term and finish 'em, start a limerick, start a, a soup , things that we, but declare that muscle in ourselves that says, you know, just like it was your instinct to say, start this afternoon. Very few people would say that, but it's that instinct that gets our ideas out and flowing. Mm-Hmm. , Speaker 2: I, I just, I, I really felt very supported. And I, I think if, if you're interested in this and you, you wanna get Becky's book, it is, it is, it is an, it's not, it's not a hard read at all. What is, what is compelling about it to me is that it does go against so much of what many of us are taught that mm-hmm. You know, you don't wanna start something and not finish it because, you know, that means that you're wasting time or you're wasting energy. Mm-Hmm. shame yourself for that. And, and rather than saying, well, what did I learn when I started that I learned this. And so when I start the next thing, I may start it a little differently, or I may, I don't know. I mean, it just gives you information. One of the things that I, I have people say to me all the time when they're trying to make changes, they'll say, well, this isn't really a big deal, but I go, wait, wait, wait. Yes. It's, it's a big deal. . Speaker 3: Yeah. What you're just Speaker 2: About to say is a big deal. Yeah. Speaker 3: And, and you know, a clarification on the finish start more than you can finish. What, and you, because you brought up di divorces in that example of something that wasn't finished or could have been called failure mm-hmm. , because what's the finish? What, what I'd like to say, it doesn't make a very pithy title, but start more than you can finish just exactly as you plan to everything has its finish. But great Speaker 2: Point. What Speaker 3: We don't start because we don't think we can finish as planned. If somebody said, "You're gonna have eight years with a person who you love for six of them, and you learn all these things for each other from each other" you know, maybe you can make that decision to not start because you didn't like that finish. But that's not how things work. And relationships are very creative undertaking. So in many ways, a relationship is a very good example. Yeah. a courageous creative start. So anyway, it's not, it's not don't finish. Finishing is always the end game. We wouldn't, you know, you don't start something you don't want to finish, but it, it's just a, it's just trying to trick that. Because I think when our parents said, "Don't start more than you can finish, don't bite off more than you could chew," they did not make us finish more. They only made us start less. Speaker 2: Right. Speaker 3: They just didn't wanna mess left out . Speaker 2: Right, right. Wow. I wonder how you think this affects the newer, the younger generations. This don't start because they, you know, one of the things that I read a lot about, and then I have a 28 year old, so I'm somewhat in touch with what's hopefully in touch with what's in his world, is that they have not, there's been so much comparison with what other people have started around the world where I knew maybe somebody in Little Rock, you know, in Arkansas, and I was in Pine Bluff and oh, well, you know, I, I didn't know what somebody was doing in Bangkok or, or Toronto or California. I knew my little group of friends and that was it. And, and yet, so maybe some of this don't start anxiety is also about, well, what am I spo, you know, how do I compare what I'm starting to, what somebody else is starting or mm-hmm. , whatever Speaker 3: The biggest learning I had about that and this generation, and remember this was, this book was pretty much done when Covid hit. And the data then on business starts, particularly by young people, was on a 25 year decline. Really. And the research showed that that really came from how we're raising our kids. We no longer say, "Yes, Joey, you can have a lemonade stand. I don't have time to help you, but go for it". No, now we are, we are over parenting. We are trying to get kids in the, in the right schools. So my kids didn't do a lemonade stand after they were four because they were on club soccer teams because, or the debate team, because maybe they could get a scholarship. It was we have very structured instead of free range childhoods. Right. So how do you, you know, it just, it's a subliminal message that there's not time for your ideas. 'cause You have to follow society's schedule. Mm-Hmm. Speaker 2: mm-hmm. . Speaker 3: That's my hunch. And I think it's tragic. So, but then now there have to, and, and then Covid necessitated this boom in business starts because a business start is also, you know, your son starting a freelance business because he has to in Covid. Now, you know, it, it remains to be seen whether those starts will be sustained or whether they were just out of necessity. But that is a good, that is a reason for this rally cry, is that our kids are gonna need to start whole careers for themselves. Mm-Hmm. , I mean, we know things aren't going back the way they were. So that statistic, energy and confidence needs to be nurtured. And they've, they've gotta reduce their risks of trying something, not liking it and then trying something else. It's Speaker 2: Pulling on your face. I mean, you know, it's just, oh, well this didn't work out quite as way, I thought. Yeah, Speaker 2: Yeah, exactly. And then again, start something else. , so mm-hmm. . Yeah. Well, I I love your book again. It's called Start More Than You Can Finish. I created Permission Slip to unleash your Best Ideas. The art is absolutely delightful in it. Oh, I'm so glad. I'm as to the enjoyment and pleasure of the book. You know, I told you that I couldn't, I I didn't want to interview you ne last week because I had not had a chance to actually read all of it. And I was so glad that I took the time. I'm too, I just had this real excitement about it. And I, and I hope self work listeners will check it out and and see what it holds for you. And Becky, I couldn't thank you more for being on self work. Thank you so very much. Speaker 3: It was so fun to reconnect. Thank you, Dr. Margaret. Speaker 2: You betcha. Speaker 2: I know you enjoyed that interview. Isn't Becky absolutely fantastic?. I wanna remind you that we now have episode transcripts at the end of every episode of Self Work. I don't know why I haven't done that in the past. It's really been far easier to do do it than I imagined. And so I apologize in many ways to those of you who may struggle with hearing like I do because I have tinnitus. And if I can find a way to add in other episode transcripts, I will. But at least for now, each episode of Self-Work has its own episode transcript. I also wanna remind those of you who maybe haven't subscribed to my email@example.com, you can get a free ebook called The Seven Commandments of Good Therapy. But most importantly, you get one weekly newsletter from me, just one, and it offers to you both my weekly blog posts, which some of you may be interested in reading. Speaker 2: I write one still every week, or sometimes we revamp an old one to bring it up to speed and make it applicable to today. And then of course, this podcast and any other news or information that I think you might be interested in, love to have you join, you can subscribe at the website. So now the subscription or the subscribe now is basically embedded when you scroll through the website. It's much easier than it was and I hope far less irritating. But I'd love to have you as a member of my newsletter, thank you to those of you who've listened to my TEDx talk as I record this. We are right at 63,000 views and wow, that's incredible. So keep 'em coming if you can. If you haven't watched I'd so appreciate you going to YouTube, Dr. Margaret Rutherford and TEDx, and you'll get the talk. Or you can go to my Instagram page and you'll see it in the links. That's instagram.com/dr. Margaret Rutherford. Thanks so much for being here. Again, my immense gratitude to you, and I hope this in every episode is helpful to you. Please take care of yourself, your family, and your community. I'm Dr. Margaret, and this has been self work.
Welcome to the eighth episode of the Moonshots Master Series, where we dive deep into the often-overlooked topic of "Finding Your Purpose" in personal development and transformation. Throughout this enlightening episode, we hear from legendary Moonshotters who share their insights and experiences, encouraging us to uncover our true purpose and live a fulfilling life.Become a Moonshot Member https://www.patreon.com/MoonshotsThe episode kicks off with an inspiring message from Kyle Maynard, who emphasizes the importance of finding our purpose and how making excuses can hinder our path to success. Next, Dan Millman shares his wisdom on embracing life's journey and not letting our ego dictate our emotions.Elizabeth Gilbert then challenges the notion of originality, urging us to embrace authenticity and take action without fear of repeating what's been done. Mark Manson and The Diary of a CEO discuss the significance of understanding what truly matters and disregarding the less essential distractions in life.Two Moonshot heavyweights, Adam Grant, and Shane Parrish, engage in a thought-provoking conversation on separating our sense of identity from ego and rethinking cycles for personal growth. Hollywood star Matthew McConaughey shares a powerful story about staying true to his purpose by making difficult decisions, like saying 'no' to lucrative opportunities.In the final part of the episode, we delve into actionable frameworks and behaviors to cultivate purpose-driven habits. As the golden circle exemplifies, Simon Sinek emphasizes the importance of starting with a clear message in life and work. Tim Tamashiro breaks down the concept of ikigai, helping us discover our purpose and passion.We conclude with Ryan Holiday shedding light on the value of reflection and introspection, drawing inspiration from Marcus Aurelius, who made time to think clearly and journal.To further aid in the journey of finding purpose, the Moonshots Master Series offers a reading list full of inspirational books, articles, and tools:1. Kyle Maynard - "No Excuses"2. Dan Millman - "Way of the Peaceful Warrior"3. Elizabeth Gilbert - "Big Magic"4. 16 Personalities test5. Mark Manson - "The Subtle Art of Not Giving a F***"6. Shane Parrish - "The Great Mental Models"7. Adam Grant - "Think Again"8. Matthew McConaughey - "Green Lights"9. Ryan Holiday - "The Daily Stoic: 366 Meditations on Wisdom, Perseverance, and the Art of Living"10. Simon Sinek - "Find Your Why"11. Héctor Garcia and Francesc Miralles - "Ikigai: The Japanese Secret to a Long and Happy Life"12. Nir and Far - "20 Common Values"The Moonshots Master Series encourages its audience to reflect on what has inspired them to find their purpose and invites them to share the tools and methods they use to stay committed to their vision. Join us on this transformative journey of self-discovery and purposeful living. Thank you for listening. That's a wrap! ★ Support this podcast on Patreon ★
Are you afraid to give feedback? Does the idea of giving someone difficult feedback give you cold sweats? Well, fear no more, because, in this special episode, Chris and Mary are joined by author and feedback expert Joe Hirsch! Joe shares his wisdom on how to give fearless feedback. If you want to have more caring, candid, and collaborative conversations, Joe shows us how.Joe Hirsch, author of The Feedback Fix, helps organizations design and deliver feedback without fear. An internationally recognized expert on leadership and communication, Joe has earned accolades from Fortune 500 executives to NFL coaches for his forward-thinking approach to improving organizational culture and effectiveness. Described by Wharton professor Adam Grant as a “breath of fresh air,” Joe makes research-based practices more accessible to improve the way people work, learn, and lead. (Yes, he's putting that shiny Ph.D. to good use.)In The Feedback Fix, Joe presents a bold alternative to traditional feedback techniques and performance management practices. He's shared that message as a TEDx and international keynote speaker with Fortune 500 leadership teams, members of the U.S. armed forces, and close to 10,000 others across three continents.Joe's work and research have been featured in Harvard Business Review, Inc., Forbes, CNBC, The Wall Street Journal, and other major outlets. When Joe isn't on stage or hosting his popular podcast, I Wish They Knew, he's probably doing something outdoors with his wife and four boys.Thanks for listening! Connect with us on LinkedIn or Twitter!
Today we are joined by Dr. Joy Karavedas. She has 25 plus years of executive level leadership in independent schools and nonprofits. She holds a doctorate in organizational leadership and teachers courses at the bachelor and masters level. She is also an author, consultant, and coach. Topics Covered:1. Leadership is about your influence and impact.2. Lead those around you.3. Those who are the best influencers take time to build authentic and intentional.4. Leaderships by walking around - get out and walk around your campus and develop relationships with other faculty and students.5. Help others build skills once you've built those relationships.6. Open your eyes to seeing people. 7. Place yourself into intentional spaces to connect with others. 8. Pour into others.9. Be an active listener.10. Listen for the words behind the words. 11. Sometimes it's important to step back and remember what's important. 12. Ask yourself what can I learn from the role that I'm in.13. Sometimes we have to give us our own professional development.14. Find a reflection practice that works best for you.15. Make a decision to reflect whenever you can. 16. Be brave enough to look inside and be honest with ourselves. 17. Reflection doesn't have to happen immediately. Sometimes it's best to have been separated from it for awhile. 18. Be like a goldfish. Learn from it and move forward.19. If others make a mistake allow them to move on from their mistakes. 20. Be a little more gracious to others. 21. To thrive step back and ask what do I want to do, how do I want to spend my day, what will give me purpose in life, and make me want me go to work each day. 22. Find where the impact is. 23. SWOT - strengths, weaknesses, opportunities, and threats. 24. Name your strengths and weaknesses. 25. Sometimes we have an idea in our head about what something looks like, but we haven't looked at the reality of the situation. 26. Book recommendations - Think Again by Adam Grant and Act Like a Leader, Think Like a Leader27. Podcast - Brene Brown - Daring Greatly, Sharon McMann - Isn't That Interesting, Teaching and Learning Podcast - D2L28. You have the opportunity to take responsibility for your own leadership journey.29. Be brave, Be bold, and be yourself. Website: http://www.drkaravedas.comSocial Media:Twitter: @JKaravedasInstagram: @drkaravedasBook: From Striving to Thriving: A Practical Guide to Growth in Leadership and Lifehttps://www.amazon.com/Striving-Thriving-Practical-Growth-Leadership/dp/B0BYRDX9LQ/ref=sr_1_1?keywords=striving+to+thriving+karavedas&qid=1681185147&sprefix=karavedas+str%2Caps%2C183&sr=8-1
A theme has emerged over many seemingly unrelated conversations during the life of Central Line, and it's the idea that many of the challenges we face in vet med today can be at least partially prevented or addressed by good leadership—but most veterinary professionals, including those promoted to management positions, receive little to no training in how to be a good leader. Laura Pletz, DVM, has a diverse career portfolio that led to her current role as Group Medical Director at BluePearl, where one of her primary responsibilities is to help develop veterinary leaders, and president of the Women's Veterinary Leadership Development Initiative (WVLDI). In this conversation, Laura shares tips on how both current and aspiring leaders can find the space to grow together. Mentioned in this episode: DiSC, Myers-Briggs, StrengthsFinder, Brene Brown, Adam Grant, Simon Sinek, Cornell Women in Leadership certificate program Central Line is made possible with the generous support of CareCredit. Registration is OPEN NOW for AAHA's reimagined annual conference, AAHA Con! Don't miss your chance to join us in San Diego in September—register now at aaha.org/aahacon. Wish you could watch these conversations? Catch Central Line on YouTube. Got something to say? We're always up for constructive comments and conversation. Send us feedback or questions anytime at firstname.lastname@example.org. This episode was produced by Clear Contender LLC with generous support from CareCredit. This content is subject to change without notice and offered for informational use only. You are urged to consult with your individual business, financial, legal, tax and/or other advisors with respect to any information presented. Synchrony and any of its affiliates, including CareCredit and Pets Best (collectively, “Synchrony”) makes no representations or warranties regarding this content and accept no liability for any loss or harm arising from the use of the information provided. All statements and opinions in the recording are the sole opinions of the speaker. Your receipt of this material constitutes your acceptance of these terms and conditions.
Discover the power of a multi-passionate career in our latest podcast episode featuring Jason Mendelson, a creative dynamo who's seamlessly integrated a spectrum of pursuits into an inspiring, joy-filled journey.Key highlights include:Debunking the myth that success equals singular focus, and exploring how a diversified "portfolio of pursuits" can enhance career satisfaction.Jason's incredible journey from passionate musician to tech engineer, law practitioner, entrepreneur, venture capitalist, philanthropist, writer, and back to music again, a testament to the magic of diversified career-building.Insight into his latest book, How to Be a Lawyer: The Path from Law School to Success, a must-read that bridges the gap between academia and real-world legal practice.The remarkable comeback to music after a life-altering injury, illustrating that passion transcends obstacles, and even opens doors to other interests.Join us as we unpack Jason's 'yes, and' approach to career progression, and learn how intertwining multiple passions can lead to a fulfilling, joyful, and successful career. Tune in, get inspired, and rethink the way you perceive success.You can find Jason at: Website | Spotify | Episode TranscriptIf you LOVED this episode you'll also love the conversations we had with Adam Grant on rethinking beliefs and the power of motivation and creativity at work.Check out our offerings & partners: My New Book SparkedMy New Podcast SPARKED. To submit your “moment & question” for consideration to be on the show go to sparketype.com/submit. Visit Our Sponsor Page For Great Resources & Discount Codes Hosted on Acast. See acast.com/privacy for more information.
On today's episode of Gathering The Kings, Michelle Penczak, the tenacious CEO and Founder of Squared Away, joins us on the queen's stage. With an incredible 95% of their workforce comprising military spouses, Michelle has built an empire out of a problem she faced herself as a military spouse and created the game-changing assistant service reaching worldwide. Her bootstrapped, not venture-backed venture now has a staggering 350 assistants globally, serving C-level execs with a broad range of services, freeing up valuable time in their busy schedules.In this fire-fueled episode, we unpack several pressing topics such as the job hunting hurdles military spouses endure, the benefits of W-2 employees over contractors, and the essence of handling adversity without backing down. We also deep dive into the manifold benefits of entrusting your tasks to a virtual assistant from Squared Away. Ready to empower your entrepreneur spirit? It's time to step into the innovative world of Squared Away with Michelle Penczak. Tap that 'Play' button now!During this episode, you will learn about;[01:03] Intro to Michelle and her business[02:03] What is the deep burning desire inside of Michelle?[04:49] Michelle discusses the desire of autonomy as a military spouse[16:22] Michelle talks about the power of having someone come alongside you in your journey as an entrepreneur[21:48] A good business decision that Michelle has made[24:19] Michelle talks about why this bad decision is not always a bad decision[27:44] The role that the entrepreneur plays in developing their employees[29:12] The number 1 KPI that Michelle is tracking right now[30:29] A business resource that Michelle recommends[31:52] How Michelle is able obsess over her work and family at the same time[35:23] What advice would Michelle give the younger version of herself?[36:37] How to connect with Michelle[41:32] Info on Gathering The Kings MastermindNotable Quotes"We handle everything, literally everything, except for taxes; we're not trying to get anyone Al Capone'd." - Michelle Penczak"I didn't let the company imploding bring me down. I'm not going to let time zones beat me." - Michelle Penczak"At that point, I was fully and completely sponsored by all things caffeine." - Michelle Penczak"You process it, you let it go, you move forward." - Michelle PenczakCorrected Quotes:"As entrepreneurs, we know that if we don't have options, we don't have solutions. That's where solutions come from, options." - Chaz Wolfe (Host)Books and Resources Recommended:Grant, Adam. Think Again: The Power of Knowing What You Don't Know. New York: Viking, 2021. Print.Amazon.com: Think Again: The Power of Knowing What You Don't Know (Audible Audio Edition): Adam Grant, Adam Grant, Penguin Audio: Audible Books & OriginalsLet's Connect!Michelle Penczak's Info:Website: https://www.gosquaredaway.com/LinkedIn: https://www.linkedin.com/in/michellepenczak/Facebook:
Les congés d'été sont à la fois le moment de l'année où l'on a envie et besoin de tout oublier, tout couper pour revenir ressourcé, en forme. Et à la fois un moment de calme dont on souhaite profiter pour mettre à plat certains sujets, prendre du recul pour revenir plus au clair. C'est une période idéale pour nourrir notre esprit de lectures variées. Ces lectures nous aiderons à faire mûrir nos réflexions, faire évoluer notre posture et inspirer nos équipes à la rentrée. Personnellement, j'ai l'habitude d'en choisir 2 ou 3 en fonction des thématiques que je souhaite explorer. Je les couple à des romans et les ouvre selon l'inspiration du moment. Je vous propose donc ici une sélection des ouvrages sur le leadership qui me paraissent les plus utiles dans un contexte de forte incertitude et de crise. Des livres qui se lisent facilement, y compris en congés. Utiles pour vous ou à offrir à vos dirigeants, collègues, partenaires, collaborateurs, amis... Utiles à TOUS et au bien commun :-) Bel été et bonne écoute ! Pour ne rien manquer des évènements à venir et en apprendre plus encore sur les coulisses du podcast : mes réflexions, mes questionnements, mes meilleurs pratiques, mes sources d'inspirations... Inscrivez-vous à la newsletter "Les coulisses de l'Entreprise de demain" : https://lentreprisededemain.fr/la-newsletter/ La liste des ouvrages : Adam Grant, le pouvoir de la pensée flexible Simon Sinek, les vrais leaders se servent en dernier Brené Brown, Oser diriger Angela Duckworth – L'art de la Niaque Michèle Obama – Cette lumière en nous Hubert Joly – L'entreprise du cœur Charles Pepin, La confiance en soi, une philosophie Gérald Karsenti, l'Art de bâtir une équipe Marion Darrieutort – Le temps des leaders pop Stéphane Moriou, Feed back - le pouvoir des conversations Marie Robert - Une année de philosophie Isabelle Lagarrigue - Nos racines invisibles
Does this feel like you? You're not depressed but you just feel flat? You're not burned out but you feel a bit aimless? These sort of feelings are totally normal, and some people in the mindfulness space have called it 'What's The Point Syndrome'. You can take steps to go from languishing to flourishing, and we're going to take you through them. LINKS Read ‘What's The Point Syndrome' from @stylistmagazine on Instagram Follow @mcchappet on Instagram Read ‘Q&A: Adam Grant on how to shift from languishing to flourishing' in The Asana Blog Follow @thespace_podcast on Instagram Watch @thespace_podcast on TikTok Follow @novapodcastsofficial on Instagram CREDITS Host: Casey Donovan @caseydonovan88 Writer: Amy Molloy @amymolloy Executive Producer: Anna HenvestEditor: Adrian Walton Listen to more great podcasts at novapodcasts.com.au See omnystudio.com/listener for privacy information.
This episode of the Networking Rx Minute with Frank Agin (http://frankagin.com) uses a tweet from Adam Grant (@adammgrant) to encourage you to build within your network those who serve to raise you up. For more great insight on professional relationships and business networking visit https://www.networking-rx.com or contact Frank Agin at email@example.com
Have you ever wondered why you like sad music, find comfort or inspiration in a rainy day, or react intensely to music, art, nature, and beauty? If so, you may identify with the bittersweet state of mind. Bestselling author Susan Cain joins Anthony and I in a deep exploration of the important topic of bittersweet. She explains that “as humans, we enter this world with a sense of longing and separation from a more perfect and beautiful world. We come into the world with this knowledge and with these kinds of holy tears, you could call them, and this is one of the best and most beautiful things about us, the fact that we feel this [..], the fact of wanting to glimpse it and occasionally glimpsing it is that that's actually the secret fuel behind our creativity and our capacity for love.” Tune in for this incredible conversation that puts words to the pining and longing of Enneagram Fours. Susan Cain is the author of the bestsellers Bittersweet: How Sorrow and Longing Make Us Whole and Quiet: The Power of Introverts in A World That Can't Stop Talking, which spent eight years on the New York Times best seller list and has been translated into 40 languages. Susan's TED talks have been viewed over 40 million times. LinkedIn named her the Top 6th Influencer in the World, just behind Richard Branson and Melinda French Gates. Susan partners with Malcolm Gladwell, Adam Grant and Dan Pink to curate the Next Big Idea Book Club. They donate all their proceeds to children's literacy programs.
We dig all things related to culture at work. And today's guest has real chops in the realm of culture transformation. For the past decade Craig Forman has been driven by a singular professional purpose: to help the world work better by improving the places we work. He's worked for and learned from some of the most highly successful and human-focused organizations that helped other companies build healthy, effective workplace cultures.For six years, Craig helped build Culture Amp, one of the most influential and impactful organizations in the people and culture space. As a Lead People Scientist, he helped organizations collect, understand and take action on employee data, both reliably and at scale.Craig has collaborated with some of the most innovative figures in workplace culture, including Esther Perel, Adam Grant, Simon Sinek, Claude Silver and Patti McCord. Additionally, help conceive of and build Culture Amp's award-winning global community, Culture First. Growing from one chapter in 2019 to 100 global chapters by 2022, we brought together a worldwide community of people who believe a better world of work is possible.He now brings his experience and expertise to more organizations via CultureC Consulting to help them level up leadership and create more effective workplaces. Learn why he is called “Culture Craig” and so much more as we riff on the central role of culture to work.Today on Let's Make Work HumanExplore the story we all told ourselves when COVID first hitWhy data matters so much when it comes to culture at workInput factors versus output factors—what even are they?Leadership as a born skill and something that can be learnedWhy culture and the 82nd Airborne division are related to one anotherWhy masculinity is a topic that matters in the world of work today (not at the exclusion of women and others)How stories live and breath to shape cultureResources Mentioned in the ShowTo receive weekly gold in your inbox, sign up for the Show Up newsletter here https://newsletter.leadwithmoe.com/To get yourself or your people leaders critical skills for the future, learn more and apply to the Leading People Program™ here: https://leadingpeopleprogram.com/To connect with Moe or Mei email firstname.lastname@example.org or go to www.moementum.com to learn more.To connect with Moe on Linked In https://www.linkedin.com/in/moecarrickTo learn more about Craig Forman go to his website: https://www.culturecraig.com/Get connected to Craig on Linked In: https://www.linkedin.com/in/culturecraig/
Saira Taneja is Chief Experience Officer at Cover Whale, a leading commercial trucking insurance provider and fast-growing insurtech. Taneja brings over a decade of experience in the health insurance sector across various functional areas where she held multiple leadership roles. Her passion for innovative market offerings led her to Cover Whale. Leveraging her expertise in scaling businesses, while also achieving customer-centricity has been instrumental in the company's success. She currently oversees the Growth, Marketing and Customer Success organisations. She holds a BA in International Business from Bentley University, and an MBA from Bentley's McCallum Graduate School of Business. Questions • Now, we always like to give our guests an opportunity to share in their own words a little bit about their journey. So, could you take a few minutes just to share with our listeners, how it is that you got to where you are today? • What is Cover Whale for those of our listeners that don't know what your company does, could you share with us? • One of the things that I think would be important for these kinds of experiences to have a more of an omni channel approach to your service experience or your service delivery, could you share with us maybe three things that your organisation is doing that creates that kind of experience? Or if you're not doing it, maybe something you're working towards doing. • Could you also share maybe two to three pain points that your end users pretty much complain about with your service that you're providing? What are some of your pain points that you're solving on a day to day basis? • Could you share with us what's the one online resource, tool, website or app that you absolutely can't live without in your business? • Could you also share with us maybe one or two books that you have read that have had a great impact on you? It could be a book that you read a very long time ago, or even one that you've read recently. • From a leadership perspective, what are some things that you do to ensure that your team is motivated, and your team is doing all the best they can do to deliver that experience, not just for your end users, but also internally to each other? • Now, could you also share what's one thing that's going on in your life right now that you're really excited about? Either something you're working on to develop yourself or your people. • Where can listeners find you online? • Do you have a quote or saying that during times of adversity or challenge, you will tend to revert to this quote, if for any chance you got derailed, or you got distracted and you kind of use that quote to kind of just to get you back on track, get you back focused? Do you have one of those? Highlights Saira's Journey Saira shared that she likes to say that her career took a corporate path, albeit, not a linear one. And she tends to follow her passions for the next step. And so, without going into every twist and turn in her history, really it is that she started out, as mentioned, in sort of the International Business track, that's where she thought she wanted to go, worked in Embassy for a summer in DC, decided that was not for her and wanted to go into business. And so, really work from sales and marketing, product, strategy, CX all with a common thread of strategy and CX throughout her career and ended up in the health insurance sector. It happened by chance and a lot of them that are in the insurance space, say they got here by chance, that they stayed here because of the opportunity and really have developed a passion for it. And so, Cover Whale came knocking about a year ago at this point with this amazing opportunity that was really an amalgamation of all of her corporate experiences into one beautifully challenging job and she said yes. And so, that's what led her to her current post, as mentioned, overseeing the growth organization, marketing, customer success but really leading the charge on experience for Cover Whale. About Cover Whale – What Does the Company Do? Saira shared that Cover Whale is an Insurtech, so that's shorthand for an Insurance Technology company, and MGA. And for those of the listeners that are not familiar with an MGA, that's an Managing General Agent. So, an MGA is really a go between between the carrier partners. So, they have relationships with a number of different insurance carriers, and the Managing General Agent have functions that allow them to really underwrite. And so, they've been granted underwriting authority by the insurance companies with which they partner to bind, to underwrite, to price, to settle claims, and to point in retail agents. So, all that to say is they are an entity between their carrier partners, and then retail agents, that's really their primary distribution channel in the commercial trucking space. So, you think of truck drivers driving across America, they need insurance, that's what they're providing. And they're doing it in a digital user-friendly way that hasn't been seen before. Me: So, your primary customer are your truck drivers, and when you said insurance, you're talking about like health insurance? Are you also referring to life insurance? Saira shared that that's interesting, she came from the health insurance space. So, what they're really offering is Commercial Auto Insurance. So, for their box trucks, auto haulers, semis, those are different types of vehicles, and for the cargo that they carry. So, they are offering Commercial Auto Insurance for the end users or the policy holders, which are the truck drivers or owner operators. And they're doing it through their retail agents. So, she's really excited for today's conversation because it's a pretty complicated space and they really have multiple stakeholders. So, when they think about experience, not only is it about the end users or drivers, it's about those that are distributing the insurance to them, which primarily for them is retail agents or wholesalers with whom they partner with. Creating an Omni Channel Experience Me: So, one of the things that I think would be important for these kinds of experience to have a more of an omni channel approach to your service experience or your service delivery, could you share with us maybe three things that your organization is doing that creates that kind of experience? Or if you're not doing it, maybe something you're working towards doing. Saira stated that she loves that question, so, it's really interesting that Yanique said the word omni channel. And she thinks that means different things to different companies. But really, where most companies start is, you have service, so you have a place where people who might have questions or an issue can go to and call you as a company, right? They (Cover Whale) and others have a call line to be able to reach out to them, so that's one point in the experience. And really, they also allow their partners to reach out to them via email, that's another point. But really where the majority of their experience is delivered is through their proprietary platform that they've built in house. And that's where they go to bind coverage for policyholders. And so, what she'll say is, what she just described really is a multi-channel experience, right? You have various points in the interaction with Cover Whale and other companies where you can reach out, but multi-channel are siloed. And so, she thinks you're asking about omni channel, which is how are you connecting all those points together, and that's something that they are working on internally that she knows every company is really after, because some of the best experienced companies in the world have figured out, you reach out to them one way, they know when you've reached out to them a different way and they're able to take the data that you've given them or information you've given them through those different channels and put it all in one place so that your experience is standardised across various channels. So, that's something that they're working towards and getting better at every day. And really, it starts with centralization of data. And so, just with your questions of three different ways, she just described them. So, email, calling, as well as the platform as well as they have an app. And what she loves to say is that, in today's day and age, there are so many different channels from which customers can reach out and it's a matter of marrying all of them together into one omni channel experience. Pain Points Cover Whale is Solving Me: Could you also share maybe two to three pain points that your end users pretty much complain about with your service that you're providing? What are some of your pain points that you're solving on a day to day basis? Saira stated that that's a really great question. And she'll be very honest with you, Cover Whale grew really, really quickly. The company was founded in 2020 and they're sitting here almost midway through 2023, they did not realize they'd experienced this level of explosive growth. And so, with that, obviously come service challenges. When customers used to reach out to them, they wouldn't hear back in really a very quick fashion. And so, what they've done over the last year is really work on their timeliness. What they done is, they stood up a number of self-service tools. So, a knowledge base, a chatbot. They've stood up internal service level requirements for their team to achieve on the service side for getting to first contact resolution of an 85%, for an email response time of four hours. And so, she would say to the question, it's really about speed of service that they've worked on and done really well at and you know what, at the end of the day, it's leveraging technology to be able to help and anybody can staff with hundreds of people to get to the hundreds of inquiries that are coming in, but it's really about being smart and applying technology so that you can drive down inquiries and also make improvements. The questions that were coming in, it gave them real insight into the pain points that they should be solving, sort of at the top of the funnel, rather than staffing for on the other end. App, Website or Tool that Saira Absolutely Can't Live Without in Her Business When asked about an online resource that she can't live without in her business, Saira stated that she loves this one. She likes to stick to and there are so many but for her, it's Miro. What she loves doing and if you ever visit their Cover Whale offices in New York and she welcomes you to do so. You're going to find post its everywhere. When they're in person, folks have known have visited the office when they're post its all around the room and more of the team is leveraging them now. But she thinks it's really important to map the end to end journey for whatever it is that you're trying to solve for. Because sometimes one part of the company may be doing something that another part of the company may not be aware of. So, sitting and mapping step by step from a user's perspective is so important. And so, Miro is really the digital version of that. If you've ever used it, it's essentially a whiteboard with sticky notes, digitally, they can be any size, shape, colour, and you essentially do the same thing. And so, she uses that fairly often in a virtual setting. Books that Have Had the Biggest Impact on Saira When asked about books that have had a great impact, Saira shared that one that she loves, if folks that are listening that have not read before, it's really old, it's probably from like the late 90s, but it had quite an impact on her life, it's called The Four Agreements: A Practical Guide to Personal Freedom (A Toltec Wisdom Book). So, she loves that one. And not to steal the thunder of the book. But really, it's four agreements that you can apply to your life, starting with being impeccable with your word. To always doing your best and a lot of really good wisdom in the middle. And just to give credit where credit is due, that's by Don Miguel Ruiz, a Mexican author. And the other one is by an Organizational Psychologist, Adam Grant, called Think Again: The Power of Knowing What You Don't Know. And she found that one really enlightening and eye opening, because there are a lot of assumptions and biases and everybody's thinking that they may not even know that they have. And it's really about questioning everything that comes to mind and really encouraging others to question also, facts that we all may think are facts are likely have changed over time, the world is a dynamic place. And so, it's about thinking and thinking again, so she would encourage listeners to read that one if they haven't yet. Ensuring the Team is Motivated to Deliver the Best Experience to the End Users and Internally Me: Now your role, Saira at Cover Whale is Chief Experience Officer and that's a very big role. I can imagine in terms of leadership, you have to have strong leadership, certain kinds of skills to ensure that you are leading a team that is not just doing things because you've told them to do it, but they are intrinsically motivated to do it. And so, from a leadership perspective, for those of our listeners, who are tapping into this episode, and they'd like to sharpen their leadership skills, especially with post COVID, lots of people are burnt out mentally, they might not necessarily like everything about what they do and sometimes that energy comes over in their drive and the work that they get done. What are some things that you do to ensure that your team is motivated, and your team is doing all the best they can do to deliver that experience, not just for your end users, but also internally to each other? Saira stated that she loves that question. So, when you think about experience, it's not just the experience that you're delivering, it's the experience of the people with whom you're working with every single day. If the experience of the people you're working with is not good, more likely than not, your customers are not happy either. And so, it starts with the culture, it starts in the organization and for her, her leadership style is really one of being a servant leader. It's about listening to those that she leads in her organization and understanding what's working well, what isn't. Saira shared that she is actually on a listening tour right now with their agent partners, she's trying to meet with one every single day, it might take her years to get through all of them because there are thousands but she offers this as a suggestion to other leaders who are listening to this podcast because leadership has a tendency, we want measurement, NPS, customer effort, customer satisfaction, what is the data telling us, and you will get insights from surveys, absolutely and that should be happening too. But just pausing and calling your customer, reaching out to them, having a meeting, sitting down with them, asking for feedback is so powerful. She has learnt so much in the last x months of sitting down with partners every single day that she doesn't think she would have gotten the same colour from a PowerPoint presentation on sort of survey insights. And so, she just encourages listeners to reach out and have a conversation, you might learn something that your customers would not have offered in an online survey or other medium. So, just ask and listen, active listening is such an important part of what we can all do. They've hired the best of the best, really, and so it's about making sure they have everything that they need to do their best work. And what she can say to you is that in terms of their experience, they've purposely developed the culture internally at Cover Whale to be one that's employee centric. And in being employee centric also means that they have the power to do right by their customers and their stakeholders. And so, what she asked the team to do is in every interaction, or anything that they're standing up, whether it be at the product level, whether it be in communications, is this something that you would like to be on the receiving end of if you're in the shoes of their customer? She thinks that's so important. They're not just going to a company everyday working and going home and turning off, they're actively building something and creating something that their customers are experiencing, that they experience, frankly, 1000s of times a day in their interactions with other companies. So, she thinks it's really about bringing that message home and empowering their people to be able to do right by their end users. What Saira is Really Excited About Now! When asked what's one thing that's going on right now that she's excited about, Saira stated that that's a great question. She stated that it's figuring out how to harness technology for service. And when she says service, she doesn't just mean their service centre. When it comes to insurance, once somebody signs on the dotted line, everything that comes after over the next year is service, if they need to reach out, if they need to make a change, if something has happened unfortunately, that's service and so how do they harness technology to be able to help with that service and ChatGPT is such an interesting point in their life, and in society to figure out how to mindfully apply technology so that we can free up humans to do more value-add work, and really drive the empathy that all people want. At the end of the day, people are looking for a connection at a certain point, they may not want to talk to a person for a common question that they can get responded to via Chatbot or that they can find a knowledge base. But she thinks that's one of the most interesting things that they're really thinking through right now of how do you apply technology to be able to free up people to be able to do more value-add work? And she thinks this is not just a question that she has internally with Cover Whale, she thinks this is a question that leaders are asking throughout. And really everybody's asking of what is this going to mean five years down the road? Me: Agreed. It's interesting you mentioned ChatGPT because I don't believe that is going to replace people. And I totally agree with you that the question should be, how can we use the technology to answer more mundane, run of the mill kind of questions, and then the more complex tasks that require a high level of empathy, the emotions and the workings of a human being that chat or a bot or any form of artificial intelligence can't deliver, the humans can be freed up to deal with those kinds of scenarios. Saira stated yes, she totally agrees with that. Me: So, in continuation of that whole point, do you see ChatGPT evolving, and exploding, or even something that's being added on to that like in the next, I would say, 12 months? Because it's definitely a buzz thing that's happening, have you found ways in your organisation to make it work? Saira stated that they have and it's interesting. So, what she would say is, she thinks that her inclination right now, based on what she's seen, is that she would not want to apply it just front and centre to their customers. She thinks from a service standpoint, it's really unpredictable. In terms of what you might get back, but she thinks it's really compelling to use as a tool, which is where she hopes we all end up going, if you think about a calculator being introduced to the world, and everybody's saying, “Oh, no, nobody's going to learn how to do math.” And it's like, well, you learn to use it as a tool for analysis, for research. And so, that's really how they're trying to leverage it, of are there certain things that they might be able to input into it? Can it crunch massive amounts of data to be able to give them insights that otherwise would have taken them weeks to do? For instance, are they able to take certain inputs and filter it through, of course, nothing proprietary or sensitive, and then understand what's working well from the proprietary technology they've stood up. What might be a production error that they're seeing or others. So, she thinks that if organizations can figure out how to optimise their back-end operations by using ChatGPT as a tool, she thinks it would just make us more efficient. But in terms of it being customer facing right now, she doesn't think we're there. Where Can We Find Saira Online LinkedIn – Saira Taneja Quote or Saying that During Times of Adversity Saira Uses When asked about a quote or saying that she tends to revert to, Saira shared that she does. The one that she always tends to go back to is Alice Walker, she's an American novelist. She has said, “The most common way people give up their power is by thinking they don't have any.” And she loves that because we all have the power, each and every day to drive change. No matter what aspect of life it is and this is what she shares with her teams as well, is that you have the power really to change something. Don't pass the buck, don't think somebody else will do it for you. If you can do it, you have the power to do it, do it. Me: Awesome. Thank you so much for sharing, Saira. And I think if anything our listeners should take away from this interview is focusing on ensuring that we really pay attention to all of our stakeholders, our employees, our customers, and ensure that we really listen to them as she mentioned, active listening, it's something we take for granted, it's something that we have to do every day in order to communicate. But are we really designating that time and effort to the people who really need to be heard so the real change can be made? Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest Links · The Four Agreements: A Practical Guide to Personal Freedom (A Teoltec Wisdom Book) by Don Miguel Ruiz · Think Again: The Power of Knowing What You Don't Know by Adam Grant The ABC's of a Fantastic Customer Experience Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.” The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience! The ABC's of a Fantastic Customer Experience Webinar – New Date Register Here
“The more you experience an emotion versus resist the emotion…you create self-confidence.” Career strategist, executive coach, and renowned speaker Jill Griffin has been on a personal odyssey to reinvent her relationship to uncertainty. After an 18-year quest to understand the traumatic brain injury that changed her life, Griffin developed not only clarity around her personal health, but also a collection of tools to deal with anxiety. In this intimate conversation with CoveyClub founder Lesley Jane Seymour she shares the mindset shifts, non-negotiable needs, and crucial insights that helped her heal. Free gift! Grab our new ebook, 5 Days to More Time for You! We've packed it full of our favorite time management hacks to help you conquer your to-do list and create more time for the things that matter most. About Jill Griffin Jill D. Griffin has a 20+ year history of creating strengths-based cultures of innovation and is responsible for creating repeated and consistent results. Her passion is building inclusive workplaces and helping individuals, and teams increase well-being while developing positive and productive team dynamics. Jill's executive coaching, strategy, content development, and innovation have generated multi- millions in revenue for the world's largest agencies, start-ups, and well-known brands. She has worked with the brands we all know and look up to, including Coca-Cola, Microsoft, Samsung, Citibank, Unilever, American Honda Motors, Martha Stewart, Mondelez, and Hilton Hotels. Advertising Age recognized Jill as one of the "25 Women to Watch", and she was named one of the "50 Most Influential People in Content Marketing" by NewsCred. She's also a two- time winner of AdWeek-Mediaweek's Media Plan of the Year. As a founding member of 212, NY's Digital Advertising Club, Jill was a recent visionary award recipient along with the other founding members. Jill has written articles for HuffPost, Fast Company, Glassdoor, and Metro UK. She's been featured on WorkLife podcast with Adam Grant, from the TED Collective and quoted by leading media outlets like AdWeek, Advertising Age, Forrester Research, The New York Times, Newscred, MediaWeek, and The Wall Street Journal. Jill hosts The Career Refresh podcast and is an experienced ICF® Professional Certified Coach and a Gallup® Certified Strengths Coach. She works with organizations to create strengths- based cultures to increase performance, profitability, productivity, and retention. Connect with Rebecca: Website • Facebook • LinkedIn • Instagram Time Stamps: 4:48 - Dealing with sensitivities and navigating healthcare 7:15 - Understanding functional medicine 11:11 steps for getting clear on your strengths 13:45 - What Griffin has learned about brain health 21:46 - How (and why) the brain makes up stories and how to rethink a situation 27:10 - Determine your own non-negotionables Connect with Lesley Jane Seymour & CoveyClub: Website | Instagram | LinkedIn | Join CoveyClub
Highly acclaimed investment sales broker James Nelson is Principal and Head of Avison Young's Tri-State Investment Sales group in New York City. During his 25-year career, Nelson has sold more than 500 properties and loans totaling over $5 billion. His accolades include being named Commercial Observer's Power 100, CoStar's Power Broker, and receiving the Deal of the Year award by REBNY. Nelson is also a serial real estate investor and has launched two real estate funds with total capitalizations of over $350 million. He is passionate about helping others achieve real estate success and offers regular training through his podcast “The Insider's Edge To Real Estate Investing.” He regularly lectures at Columbia, Fordham, NYU, Wharton, and his alma mater Colgate. Episode Notes:James and Mark cover:Why James decided to devote his life to real estate.Dissecting a recent real estate deal and what was attractive about itHis best-selling book and the most important advice for beginningWhat he looks for in team membersWhat made him decide to write a bookSkills and attributes that make good brokers and sponsorsWhat's not going to change in real estateHis favorite asset classes TIP OF THE WEEKJamesOne of my all-time favorite books is “Give and Take” by Adam Grant. He's a top-rated professor at Wharton and has a great podcast. His book is a mindset, an abundance mentality. He did a study of people who are givers. Those people are more successful and happier. Also, get out and pound the pavement. Real Estate is such a touch and feel business. Talk to people. Make connections. MarkLearn more about James Nelson and the Insider's Edge to Real Estate Investing. Go to jamesnelson.com. WANT TO LISTEN MORE?Did you like this episode? If so, listen to another AOPI podcast episode about investing in real estate."Are you ready to learn more about land investing? Just click HERE to schedule a call.""Isn't it time to create passive income so you can work where you want when you want, and with whomever you want?"
Dr. Tasha Eurich is an organizational psychologist, researcher, and New York Times bestselling author. Recognized as the world's top communication and organizational culture thinker, and #1 self-awareness coach, Tasha is Principal of The Eurich Group, where she uses science to help successful executives achieve dramatic personal and organizational change. As a coach, consultant, and speaker, Tasha has worked directly with tens of thousands of leaders and spoken live to hundreds of thousands more, on every continent but Antarctica. She is the author of Bankable Leadership (which debuted at #8 on the New York Times bestseller list), and Insight (which famed Wharton professor Adam Grant calls one of the three books he recommends most often). Tasha's TEDx talks have been viewed more than nine million times. She also contributes to Harvard Business Review, and her expertise has been featured in The New York Times, The Wall Street Journal, Forbes, Fox Business, the BBC, NPR, and more.We are thrilled to have a chance to discuss some of her insights and ideas on the Big Self Show.Time Stamps:3:22--Tasha's answer to what the Big Self and the Little Self mean to her5:09--A simple and clear definition of self-awareness6:50--More people believe they are self-aware than really are9:22--How Freud was wrong13:50--What is the Dinner of Truth?19:05--Why is what others think about us seem to be more important that what we think about ourselves?22:45--What does Tasha think is a really effective way to really understand and get to authentically identify these values?25:55--How do we break through and break down our (or others) defenses when it comes to self-awareness28:30--What are the best questions Tasha ever asked herself that deepened her learning about who she is?More about Tasha EurichFree 5-minute self-awareness quizhttps://www.tashaeurich.com/aboutMore about Big Self SchoolWe still offer our flagship burnout coaching package. We also offer packages for those seeking clarity and reconnecting to their life purpose–and we do this work with individuals and couples. Reach out to us if you'd like to book a discovery call and learn more about our coaching packages.Book a discovery call hereWant to learn more about the role stress plays in your life, and discover your blueprint for how to handle it based on your Enneagram type and subtype? Order a copy of Chad's book Shock Point or order an ebook here.Leave us a review and subscribe on Apple...
Ginni Rometty rose through the ranks at IBM to become their first female CEO. After leading the iconic tech company from 2012 to 2020, Ginni chronicled the experiences and lessons learned in her memoir, “Good Power.” In a candid conversation at the Authors@Wharton series, Ginni talks with Adam about cultivating and harnessing influence, leading change through highlighting what will stay the same, and her cautious optimism about the future of AI. For episodes on the psychology of the world's most interesting minds, follow ReThinking wherever you're listening to this. Transcripts for ReThinking are available at go.ted.com/RWAGscripts.
In this week's episode, we are joined by Stu White and Cody Gilbert. Stu has been on the show before and is one of the most knowledgeable guys we know. When it comes to fitness, recovery, coming back from an injury and much more Stu is the guy you want in your corner. Cody is a firefighter who suffered multiple serious injuries that threatened to end his career. Refusing to accept that he sought out Stu and began to rebuild with his guidance. This episode contains tons of great insight from both Stu and Cody regarding training, mindset, and more. Don't miss this one! Big thank you to My Epic and Facedown Records for the use of their song "Hail" in our podcast!https://www.youtube.com/watch?v=Dz2RZThURTU&ab_channel=FacedownRecordsKiwi and Kilos Instagram. (Stu White)https://www.instagram.com/kiwiandkilos/How To Decide - Annie DukeThe Intelligence Trap - David Robinson.Antifragile: Things That Gain from Disorder. - Nassim Nicholas Taleb.Skin in the Game. - Nassim Nicholas Taleb.Think Again. - Adam Grant.Can't Hurt Me. - David Goggins.Extreme Ownership. Jocko Willink. The Obstacle is the Way. - Ryan Holiday.Discipline Is Destiny. - Ryan Holiday. The Fire Up Progam video.
When you have a smart phone, you can take pictures of anything, anytime, anywhere. This episode starts with one very simple piece of advice that can make the pictures you take more interesting and more memorable. And it is really, really simple. https://daystarvisions.com/Docs/Tuts/Comp/ Love isn't always easy. In fact, it can be really hard sometimes. That's because despite our desire and need for love – we are not especially good at it. Perhaps that is because we are looking for the wrong characteristics in a partner according to Ty Tashiro. Ty is a psychologist, social scientist and author of the book, The Science of Happily Ever After: What Really Matters in the Search for True Love (https://amzn.to/3o3IWtO). Listen as he explains what turns out to be really important but is often overlooked in creating a lasting love relationship. We are all taught from an early age that it is important to learn and think. Yet just as important as learning and thinking are - UN-learning and RE-thinking are also critical. Adam Grant is an organizational psychologist, host of the very successful TED podcast called Work Life with Adam Grant https://podcasts.apple.com/us/podcast/worklife-with-adam-grant/id1346314086?mt=2) and his latest book is called Think Again: The Power of Knowing What You Don't Know (https://amzn.to/3o51NVk). Adam joins me to explain how to unlearn and rethink and what happens when you do it well. Does it actually matter what brand of gasoline you put in your car? After all, gasoline is gasoline – right? Listen and find out why that is not exactly true. https://www.thoughtco.com/does-it-matter-where-get-gas-607905 PLEASE SUPPORT OUR SPONSORS! The Daily Boost Podcast is the most popular and longest-running personal growth podcast in the world - for a good reason. Every episode delivers a positive boost of daily motivation and coaching designed to help you get what you want - no matter what gets in the way! Be sure to get your Daily Boost at https://motivationtomove.com today! Discover Credit Cards do something pretty awesome. At the end of your first year, they automatically double all the cash back you've earned! See terms and check it out for yourself at https://Discover.com/match If you own a small business, you know the value of time. Innovation Refunds does too! They've made it easy to apply for the employee retention credit or ERC by going to https://getrefunds.com to see if your business qualifies in less than 8 minutes! Innovation Refunds has helped small businesses collect over $3 billion in payroll tax refunds! We really like The Jordan Harbinger Show! Check out https://jordanharbinger.com/start OR search for it on Apple Podcasts, Spotify or wherever you listen! Learn more about your ad choices. Visit podcastchoices.com/adchoices