Podcast appearances and mentions of alison maitland

Send us a textThe climate crisis represents humanity's greatest challenge—but how can professional coaches contribute to solutions? In this revealing conversation, we explore the groundbreaking work of the Climate Coaching Alliance (CCA), a volunteer-driven global movement transforming how coaches approach environmental consciousness.Joining us are Alison Maitland, leadership and inclusion coach focused on helping leaders address society's biggest challenges, and Eve Turner, one of the CCA's co-founders. Together, they share the remarkable story of how a small group of committed coaches launched a movement that now spans continents, languages, and coaching specialties.The discussion tackles a fundamental question many coaches struggle with: how do we ethically incorporate climate awareness without imposing our agenda on clients? As Eve explains, "We're not just coaches—we're human beings," and this work requires us to examine our role in either maintaining or transforming existing systems. Alison adds powerful perspective on working with climate-related emotions: "The deeper the emotions, the more evidence that people care, how much they love the earth."You'll discover practical approaches for bringing climate consciousness into your coaching practice, from chemistry sessions to values discussions. Learn about the wealth of resources available through the CCA, including communities in multiple languages, special interest groups, and their comprehensive guidebook filled with exercises, questions, and stories from coaches worldwide.Perhaps most compelling is the connection between planetary transformation and personal transformation. Climate coaching isn't just about external challenges—it involves deep inner work. As coaches develop their capacity to hold space for difficult emotions like grief and anxiety, they simultaneously help clients navigate our changing world with resilience and purpose.Whether you're already engaged in climate work or just beginning to explore its relevance to coaching, this conversation offers valuable insights, practical resources, and an open invitation to join a supportive community making a meaningful difference.Watch the full interview by clicking here.Find the full article here.Learn more about Alison here.Learn more about Eve here.You can join the Climate Coaching Alliance.You can purchase the book Ecological and Climate here and use this 20% coupon code 25AFLY1.There are 13 professional coaching, supervision, mentoring and coaching psychology bodies and communities who have signed up the joint statement on the ecological and climate crisis, they can find out more here.Here is a link to an amazing short poem by American poet and climate activist, Drew Dellinger, sent to music and words by Bioneers.  Grab your free issue of choice Magazine here - https://choice-online.com

In this episode Dr.Alison Maitland and Jenna Ashford join Gordon MacLelland to discuss their book 'Drop the Struggle' and how understanding their approach of using 'Acceptance and Commitment Therapy' may help us as sporting parents to help support our young people to fulfil their potential both in and out of their sport.During the conversation they discuss amongst other things:The writing of 'Drop the Struggle' and the motivations behind writing the bookNot falling into the trap of a one size fits all approach for every childHelping our children understand that we cannot control our thoughts and feelings but we can control how we act and respondThe danger of using phrases such as 'Don't cry, Don't be nervous'Using open questions and co-collaborating with our children around our role in supporting themEncouraging our children to share what they are thinking and feelingThe importance of parental role modelling in sharing our own thoughts and feelingsBeing conscious of not labelling our childrenCreating our own narratives of success, failure and disappointmentThe inevitabilities of sport, accepting them ourselves, and helping our children learn to accept and work with themThe power of being able to listenHelping our children acknowledge their emotion but then focus on the actions that followDr Alison Maitland is an experienced Health Professions Council registered and BASES accredited Sport Psychologist. She has a PhD in elite sport and uses her expertise in human performance in a wide range of settings in sport and businesses around the world. Not only has she helped elite athletes achieve World Championship titles and Olympic success, but she has a love and proven track record of supporting athletes and coaches taking the first step along their sporting journey. She continues to combine her use of Acceptance and Commitment Therapy in a sports context, with running a business equipping women in FTSE 250 businesses to lead unapologetic lives.Jenna is a Chartered Sport & Exercise Psychologist. She has a broad range of experience working with athletes from many different sports, from elite level to school sport. She was part of the team of psychologists at the Football Association who developed the high performance culture within England Football teams. Aside from her work in sport, she is a performance consultant in business, an executive coach and has extensive experience coaching leaders across many different sectors.

Joining me on the show today are two guests - Dr Alison Maitland and Jenna Ashford. Alison and Jenna are the authors of “Drop The Struggle: A Transformative Approach to Achieving Your Potential in Sport and Life” I talk to Alison and Jenna about: - Combining Acceptance and Commitment Therapy with sports psychology - How to stay motivated in the short and long-term - Reframing anxious thoughts and feelings - How to feel more confident in your fitness pursuits - How to navigate injury and other set backs - & much more Enjoy the episode. Book: "Drop The Struggle: A Transformative Approach to Achieving Your Potential in Sport and Life" - https://amzn.eu/d/0Kl4mIK Connect with Alison: https://www.linkedin.com/in/alisonmaitland001/ https://www.instagram.com/maitland_alison/ https://www.linkedin.com/company/68724321/ Connect with Jenna: https://www.linkedin.com/in/jenna-ashford-nee-woolven-b00b424a/ Connect with me: https://www.twitter.com/samuelcwhart https://www.instagram.com/samuelcwhart https://www.facebook.com/samuelcwhart https://www.youtube.com/@samuelcwhart

Grab your copy of Drop The Struggle

In this episode, we're exploring the themes of mindfulness, acceptance, and actionable confidence with authors Dr. Alison Maitland and Jenna Ashford, as they discuss their latest book, 'Drop the Struggle.' This thought-provoking work challenges readers to embrace discomfort, engage with the present, and focus on what truly matters. Alison and Jenna bring a wealth of experience to the table, and they start by sharing their backgrounds, providing context for the insights that follow. The book's central message encourages moving beyond the confines of positive thinking, advocating for a more nuanced approach to personal and professional challenges. The conversation delves into the principles of Acceptance and Commitment Therapy (ACT), a framework that underpins the book's philosophy. Alison and Jenna address the natural human tendencies of nerves, comparison, and competition, reframing these as part of our survival mechanism. Key skills and perspectives from 'Drop the Struggle' are highlighted, including the concept that our thoughts are merely words and pictures, not dictates that we must follow. The authors also discuss the transformative power of acceptance and the importance of aligning actions with values, rather than solely seeking happiness or adherence to rules. What I really enjoyed about this discussion was the insights into changing habits, embracing setbacks, and the 'Do What Matters' matrix—a tool for identifying priorities and overcoming obstacles. I hope if you are struggling, wrangling and tussling with stresses and thoughts that are unhelpful that this discussion can help. Links Find Alison on Linkedin here:  https://www.linkedin.com/in/alisonmaitland001 Find Jenna on Linkedin here: https://www.linkedin.com/in/jenna-ashford-nee-woolven-b00b424a Find Drop The Struggle here (Drop the Struggle can also be found in other bookstores) https://www.amazon.co.uk/Drop-Struggle-Transformative-Achieving-Potential/dp/1914110269 - Hi, I'm Steve Ingham Sports and Performance Scientist co-founder at Supporting Champions. I have the privilege of supporting over 1000 athletes of which over 200 have gone on to win World or Olympic medals. For the last 25 years I've been fascinated by, researched and applied innovative ideas to help people succeed and now I want to share those performance strategies with you. I help aspiring and professional Performance Science and Support Staff improve their skills, experience and mindset for working with sports performers through a range of online courses and an exclusive community hub https://www.supportingchampions.co.uk/onlinecourse If you're working in sports performance or business and want to get support to develop your team and systems - take a look at what I offer here - https://www.supportingchampions.co.uk/speaking/ Listen to the podcast https://www.supportingchampions.co.uk/category/podcast/ Links Twitter at https://twitter.com/ingham_steve https://www.tiktok.com/@supportingchampions Supporting Champions on Twitter www.twitter.com/support_champs Supporting Champions on Linkedin www.linkedin.com/company/supporting-champions https://www.instagram.com/supportingchampions/  

In this episode I'm joined by Dr Alison Maitland and Jenna Ashford to talk about their new book “Drop the Struggle: A Transformative Approach to Achieving Your Potential in Sport and Life”. Alison is a widely recognised and experienced HCPC registered and BASES accredited Sport Psychologist. She has a PhD in elite sport and uses her expertise in human performance in a wide range of settings in sport and businesses around the world. Alison has helped elite athletes achieve World Championship titles and Olympic success. Jenna is a Chartered Sport and Exercise Psychologist and Performance Consultant, working with top athletes, CEO's at global companies and within sectors including education and healthcare. Jenna is also a passionate sportswoman and represented England Hockey and played in premier league teams all over the world. Their book, “Drop the Struggle” is based on scientifically proven techniques from Acceptance and Commitment Therapy and takes a radically new look at the mental side of reaching your potential in sport. It has been written for athletes, coaches and anyone wanting to achieve more and provides a practical kitbag of ways to succeed. It will teach you a sustainable way of dealing with difficult thoughts, managing your emotions and harnessing them to help you perform to the best of your ability.

Introduction: Alison Maitland is a writer, speaker, advisor and coach. She is the co-author of two previous books, Future Work and Why Women mean business. She is also a co-author of the book we illuminate here on this show called Indivisible: Radically rethinking inclusion for sustainable business results. Rebekah Steele is a business strategist, innovator and speaker with deep expertise in Diversity and Inclusion. Rebekah spent two decades in the corporate world including as a senior leader in Fortune 500 Companies. Rebekah launched her consultancy focussed on the intersection of diversity, inclusion, and human centred design thinking. Rebekah employs her signature D&I innovation labs and distinctive ecosystem design process to support leaders bring progressive strategies to life. Rebekah is also a speaker, a senior Fellow and Council Director with the Conference Board. Podcast Episode Summary This episode put simply explores the idea of radically rethinking inclusion for sustainable business results. Alison and Rebekah make the case that inclusion is a business driver and offers so much more to organisations who can connect the demands of a widening  stakeholder base as well as in advancing solutions to the many systemic challenges society faces. Points made over the episode The question how can organisations do better with respect to Inclusion, motivated Rebekah and Alison to bring their collective wisdom, their research and knowledge to write their book called Indivisible: How to radically rethink inclusion for sustainable business results Leaders are not questioning why inclusion matters but they are frustrated by not knowing how to define Inclusion, how to cultivate it and how to measure its impact Alison and Rebekah developed a whole new approach, an eco-system approach that they describe in their book to help leaders address the gap between the promise of inclusion and the practice. Radically rethinking inclusion means that organisations need to be much more ambitious in their approach to building inclusion at work. The challenges organisations are facing made more pronounced by virtue of the War in Ukraine, Climate Change, The Pandemic, The systemic inequities highlighted by Black Lives Matter, have amplified the need for a much more ambitious approach to inclusion. Where do organisations start? First off organisations must recognise that Diversity and Inclusion are distinct, are two different concepts that are complimentary Diversity is about the vast mix of different individuals, their experiences, talents, perspectives and the ways you harness this collective superpower is through inclusion Conventional approaches to inclusion are too narrow to harness the potential of this collective superpower. An expanded view of inclusion is about employing a strategic eco-system that you could liken to a traffic management system such as a roundabout to ensure safety outcomes. That system is much more than how drivers feel or behave but includes road signage, signals, licensing, penalties and maintenance. Many myths prevail about inclusion and some include the idea that results can be achieved by using piecemeal approaches. Others include the replication of best practices used by other organisations that in fact fail. An example of such is implicit bias awareness training Organisation set up inclusion practices as optional if Inclusion is not indivisibly linked to business outcomes, profitable growth and business decisions Simple solutions to inclusion like asking for a silver bullet do not work, instead a rigorous and practical eco-system is required. Overcoming conventional approaches is critical especially when ever widening stakeholders are demanding resolutions to societies inequities. Unless Leaders can break through ineffective piecemeal initiatives where inclusion is glossed over and is disconnected from the heart of the business then organisations will never reap the benefits inclusion provides as evidenced in the research. Businesses are facing huge challenges such as Artificial Intelligence, Climate Change and now War. To find sustainable innovative solutions requires more thinking and from a greater pool of heads. Indivisible talks about 3 P's – Performance, Preparedness and Purpose to get at inclusion and an inclusive work environment. Organisations can fail to recognise market opportunities as evidenced by an example of a tech company whose design failed to consider left handed people and people with smaller extremities, mostly women. A whole approach works. Alison and Rebekah describe their eco-system model and approach used in organisations. Integration looks like people being rewarded for inclusive behaviour, behaviour that helps fulfil business goals. Employees are really astute at including alternative perspectives and calling in others views. It is important to paint a picture of what an inclusive environment looks like. Schiphol airport is an example of an integrated inclusion eco-system at work described in the book. There are many unintended and often invisible systemic biases at work in organisations, organisations who might ordinarily consider themselves inclusive. Consider the case of Carla a case described in the book. The book was written for all functions in the organisation and often it is the case that particular functions, such as procurement, are delighted to know that they can consider inclusion in decisions and thinking Teams can start by creating a really safe environment to discuss what might be being excluded on their teams. Important for teams to be really present so that they can readily start to notice the ways they are invisible to excluding people, ideas etc. Create Psychological Safety through the practice of crafting team agreements and expectations of each member. Discuss how inclusion and inclusive practices could achieve the teams purpose and goals. The 10 enablers of inclusion housed in three clusters; connection, common cause and opportunity goes down well in organisations The team can look across these 10 enablers to see what they are currently doing well and what gaps could be managed to create a consistent culture of inclusion Practices such as listening without interruption,  collaboration equity such as that provided by a company called Powernoodle and using or instituting a role for a person to notice barriers to inclusion on a team are all ways to further the dialogue on inclusion. One of the main points of the book is that inclusion is about everyone and everyone is responsible for making inclusion happen. There are many useful resources provided in the book to help people navigate this important topic. They include; the Inclusive Eco-System, 50 practical actions stakeholders can take, innovation metrics and a questionnaire as well as a free guide for Indivisible readers to create action circles and further their knowledge and insights on the creation of an inclusive workplace.   Resources shared www.indivisible.com Indivisible: Radically rethinking inclusion for sustainable business results by Alison Maitland and Rebekah Steele.    

Introduction: Nigel Vanderlinden is the CEO and Board Member of Powernoodle, a structured collaboration platform for remote and hybrid teams. Nigel is a seasoned business leader with 20 plus years in the tech industry. Prior to joining Powernoodle, Nigel was Chief Revenue Officer for Plum and has held senior roles for StarTech.Com and Blackberry. Nigel Currently lives in Waterloo, Ontario Canada with his wife and two children.     Podcast Episode Summary This episode explores the meaning of Collaboration Equity, why it makes sense for the new world of work and how timely Powernoodle and the technology it provides is to support drive the motive for collaboration equity across different forms of teams and knowledge based entities. Powernoodle and the technology it provides enables distributed team work, allows collaboration to operate at scale and institutionalises and sustains equitable collaboration.    Points made over the episode Nigel believes he was destined to be an entrepreneur and in the business of start-ups focused on technology.  “He got the bug” He particularly enjoys the freedom, scope for direction setting and not knowing that this environment provides  He is particularly pleased that Powernoodle is of a time where his company can help solve a complex problem that is facing the world of work, a combination of remote and hybrid teams  The Paradigm of the past working world is broken Remote and Hybrid working requires new ways of working and new tools to support people collaborate equitably Collaboration is much more than an exercise of itself for its own ends but a means to get a better business outcomes  Collaboration is often seen in two narrow of a focus.  Some of the traps teams fall into with respect to collaboration comprise being too adhoc, and or failing to align on a purpose for the collaboration need. The worst decisions are those you did not know you made.  Teams need to declare the decision need, be intentional about their purpose and engage a design that allows for inclusive participation, evaluation and then execution Nigel likes the Bain & Co. framework called R.A.P.I.D to which Powernoodle adds impact and proximity  Collaboration Equity was a term coined by companies such as Google, Microsoft & Cisco. Powernoodle uses this term for their product vision and purpose. Essentially Powernoodle enables individuals, teams and others to contribute inclusive of all the ways that make them different including, gender, race, age, seniority, tech savvy or not, work preferences and work styles, language etc. Powernoodle sees it role to remove the barriers to collaboration and provide a landscape at work that is meaningful & equitable  This involves five distinct categories or steps.  Create a purpose for collaboration and design a process Engage diverse perspectives  Design for inclusion -considering Psychological Safety Work to mitigate bias  Create Information Equity.  3 things to consider when understanding technology and its use; People/Process and Workplace Tools  The Role of Powernoodle and the technology it employs is threefold Powernoodle is an enabler of Collaboration  It allows for a scaling process It sustains good practice Resistance often presents in ways that are familiar to many change endeavours. The need to preserve the Status Quo. Change Fatigue. Change requires energy and fatigue is very real, especially after the Pandemic. Power, power comes in many guises such as HPPO (Highest paid performers in an organisation) assertive personalities, loudest voices in the room. These kinds of players often exert a disproportionate influence on the outcome of a decision  DE&I & Collaboration Equity are two signs of the same coin. Collaboration Equity is often considered more focused and specific to an activity of collaboration and the organisation of people/process and technology to achieve a business outcome  Nigel has read the book Indivisible by Rebekah Steele and Alison Maitland and he was stuck by how similar the two themes are.  An Ideal Customer Profile for Powernoodle includes large organisations who house knowledge workers, who contain critical information often missing information that can be employed for better business outcomes. In practice this looks like organisation in Insurance, Financial Services, Energy Utilities, Government Agencies etc.. Nigel wishes that teams and organisations seize the opportunity, a critical moment in work history, to rethink how work is conducted together in the new paradigm that has emerged since the Pandemic. He hopes people will not be too quick to rush back to the office centric habits of the past.    Resources shared  www.powernoodle.com  INdivisble: Radically rethinking inclusion for sustainable business results by Rebekah Steele and Alison Maitland.

In this episode of The Forum Podcast, Rebekah Steele(Rebekah Steele | Diversity Breakthroughs) and Alison Maitland (author, speaker, coach) discuss the "INdivisible approach" as a way to radically rethink "feel good" inclusion initiatives. Global disruptions unveil the limits of isolated “feel good” inclusion initiatives that fall short of driving the systemic transformation needed for all to thrive. The "INdivisible approach" offers a more effective way. Linked to business priorities and social impact, it helps an organization harness the “collective superpower” of a full mix of people by weaving inclusion into how it operates. This approach addresses behaviors and structures as well as feelings, and engages everyone – sr. leaders, managers, and individuals – in collaborative innovation and accountability for impact. As a whole-system framework for sustainable results, The INdivisible approach considers both internal and external dynamics, helping organizations demonstrate leadership and impact in addressing broader disruptions and opportunities including climate change, Covid-19, and Black Lives Matter. Learning Outcomes Discover how to overcome the limits of piecemeal efforts with a whole-system approach to inclusion Deepen understanding through a case example of a comprehensive, business-linked inclusion strategy Gain practical insight into immediate steps to initiate your whole system approach to inclusion --- Support this podcast: https://anchor.fm/fwi/support

Futurist Trond Arne Undheim interviews special guests Alison Maitland and Rebekah Steele, authors of INdivisible: Radically rethinking inclusion for sustainable business results.We talk about why both inclusion and diversity, separately and together matter to the bottom line. We discuss the sensitive aspects of white male earned privilege and how many of us experience a combination of privileges and disadvantages that can link us all on a common journey. We discuss why they are soaring now compared to a decade ago, what approaches deliver results that matter, what the metrics are and where we go from here.The takeaway is that unless diversity is understood widely—as a competitive asset—those organizations that are lucky enough to have it are likely not monetizing it. As for inclusion, it’s important far beyond the fairness aspect, it turns out all of us have aspects that may lead us to be excluded from something unless society explicitly mandates being inclusive. Again, the benefits are tangible and important. As for where we go from here: it is both an individual and a collective responsibility, but the issues are squarely on the agenda, now we just need smart ways to make progress.After listening, check out INdivisible as well as Alison Maitland and Rebekah Steele's online profiles:INdivisible https://indivisible-book.com/Alison Maitland http://alisonmaitland.comRebekah Steele https://rebekahsteele.comAdditional context about the show, the topics, and our guests, including show notes and a full list of podcast players that syndicate the show can be found at https://trondundheim.com/podcast/.For more about the host, including media coverage, books and more, see:Trond Arne Undheim's personal website (https://trondundheim.com/)The Yegii Insights blog (https://yegii.wpcomstaging.com/)Pandemic Aftermath https://trondundheim.com/pandemic-aftermath/ Disruption Games https://trondundheim.com/disruptiongames/To advertise or become a guest on the show, contact the podcast host here. If you like the show, please tell all your friends, subscribe and consider rating it five stars. The show is hosted by Podbean and can be found at Futurized.co. The intro/outro music was Electricity by Ian Post from the album Magnetism. 

 This episode features a lively conversation with Rebekah Steele who shares insights from her recent book INDivisible: Radically Rethinking Inclusion For Sustainable Results, co-authored with Alison Maitland.We discuss why so many D&I initiatives fail to deliver genuine inclusion in organizations, the relationship between inclusion and belonging and why now more than ever a radical approach to D&I based in part on design thinking is needed.  Rebekah also shares the essential link between D&I and sustainability.As with every episode of this podcast we explore how the guest's ideas apply in the current crisis and how they can contribute to building a better world for all as we move from our current "lockdown" to establish post-Covid norms.

In this conversation, we speak with Alison Maitland and Rebekah Steele, the co-authors of the book INdvisible: Radically rethinking inclusion for sustainable business results. Where does diversity end and inclusion begin? What is a naturally inclusive leader? Listen in to the conversation to find out more!

In this podcast, we interview Alison Maitland, one of the authors of a new book on inclusion that sets out an expansive vision for inclusion which can help build more human, purposeful and sustainable businesses. Even more, a holistic and systematic approach to inclusion has the potential to harness our “collective superpower” - a timely and powerful message amidst the COVID-19 crisis. INdivisible is available in ebook and paperback formats on Amazon and Barnes & Noble or at: https://indivisible-book.com

Can you be humble but confident? Ambitious but human? Alison Maitland of Lane4 thinks it's going to be essential in the next evolution of management thinking. She talks to Near Futurist Guy Clapperton about where management thinking is going and why she thinks this - and why it's not just another passing fad (which was of course one of the things I asked). And yes thanks, I had a very nice month off - back to the usual fortnightly schedule now!   If you like this show please recommend it to friends and visit the website at nearfuturist.net

On 21 April, Pilar attended the E-Resilience Conference, organised by the Switched On Culture Research Group. In this podcast, she shares her thoughts. Short introduction, with reference to: RSA Fellow's Reinventing Work Network 24 May London: http://www.eventbrite.co.uk/e/rsa-fellows-reinventing-work-network-the-metrics-of-reinventing-work-tickets-24564810008?aff=eac2 Link to the blog post on how moving to virtual can change our identity: http://virtualnotdistant.com/virtual-challenges-identity/ If you're looking for the link to the Virtual not Distant ® 7 part email series, here it is: http://eepurl.com/bViJ85   Thank you to the organisers of the conference: Dr Christine Grant,Dr Almuth McDowall,Professor Gail Kinman,Dr Cristina Quiñones-García and thank you to Anna Meller for letting me know about it! Find out more: https://alwaysonculture.wordpress.com/ 07:20 mins Some of the things that Pilar found most "interesting": David D’Souza, Head of CIPD London. "The Future of Work." David talked about many things, including the question of why people, instead of growing at work, are becoming lesser beings than they are at home? Are we discriminating when we introduce "remote"? The question of ethics: "Just because we can, doesn't mean we should" Jean François Stitch, PhD Student at Lancaster University. "Virtual Interactions at Work, Wellbeing and Performance: The Importance of 'Person-Environment Fit’". The Person-Environment Fit with relation to email overload. Whether you feel overloaded by email or not really depends on how you view email overload. Interesting, eh? Dr Richard A. MacKinnon, Insight Director, The Future Work Centre. "Technology at Work: A Systems Perspective." Understanding your own preference is key: "General advice about the use of tech is pointless."   Alison Maitland, author of Future Work. "Leadership and Self-Leadership in the Digital Age." "The industrial age work model remains intact..." "Future work is a place where flexibility is the norm and not the exception and where autonomy replaces permission." Does it matter if our work eats into our personal life, if we don't experience work-life conflict? Advice to those leading virtual teams or teams with mobile working: Be open to change yourselves. Let go of control. Coach and support, rather than micromanage. Focus on relationships, not just tasks. Carve out time for individuals. Use the time in the workplace to build relationships. Work in different places to gain different perspectives. Take responsibility for each other's wellbeing. Find time away from your team members! (That's Pilar's advice...)   Dr Emma Russell, Kingston Business School. "Individual Differences in Dealing with Email at Work." Should countries bring in legislation to reduce email? How people under the different Big Five personalities react to checking email? The importance of self-awareness. "We should be given control about how to deal with our in-coming email because on size does not fit all." The 21st Century Work Life podcast is sponsored by Saros Research! https://www.sarosresearch.com/participate/join-saros-research/?id=100243 Join us for Virtual Team Talk! Use this contact form to tell us you'd like to join us. http://virtualnotdistant.com/contact-us/

What will the workplace look like in the future? Will we all be working virtually? Will there still be brick and mortar office buildings?These questions and many more about our future will be answered by my guest this week, Alison Maitland. She and her co author, Peter Thomson, just released an updated version of their book, Future Work: Changing Organizational Culture for the New World of Work. The book gives us a glimpse into how our work environments are changing in response to new technologies and demographics.Alison Maitland is a writer, speaker and former Financial Times journalist who specialises in leadership and the changing world of work. She is Director of The Conference Board’s European Council for Diversity in Business, a Senior Visiting Fellow at London’s Cass Business School, and co-author of the prize-winning book, Why Women Mean Business. To learn more about Future Work, you can visit the website, www.futureworkbook.com.

What will the workplace look like in the future? Will we all be working virtually? Will there still be brick and mortar office buildings? These questions and many more about our future will be answered by my guest this week, Alison Maitland. She and her co author, Peter Thomson, just released an updated version of their book, Future Work: Changing Organizational Culture for the New World of Work. The book gives us a glimpse into how our work environments are changing in response to newtechnologies and demographics. Alison Maitland is a writer, speaker and former Financial Times journalist who specialises in leadership and the changing world of work. She is Director of The Conference Board’s European Council for Diversity in Business, a Senior Visiting Fellow at London’s Cass Business School, and co-author of the prize-winning book, Why Women Mean Business. To learn more about Future Work, you can visit the website, www.futureworkbook.com.