Podcasts about flexwork

What happens when you outgrow the cubicle, outdream the 9-to-5, and finally pick up the camera that's been calling your name? You get Ludwig Araujo — photographer, brand builder, storyteller, and living proof that you don't have to sell out to level up.In this episode of I'm an Artist, Not a Salesman, host Luis Guzman chops it up with Ludwig about his journey from working at Verizon to becoming the Chief Brand Officer at Youngry, a disruptive marketing agency that's creating a home for creatives who've been overlooked, underestimated, or straight-up ignored.Ludwig's story hits hard: from shooting in packed gyms at midnight, to getting flown across the country to capture transformation stories, to redefining what “branding” even means in today's world. You'll hear what it's like to leave corporate security behind and build something with real impact and real soul.Whether you're a photographer, designer, podcaster, or just trying to figure out how to turn your creativity into something that pays the bills without killing your spirit, this one's for you.What We Get Into:Why Ludwig walked away from a 17-year corporate careerHow photographing his daughter led to a six-figure creative pathLessons from the Shreds era and the fitness photography boomThe difference between working for a brand vs. creating with oneMaking art inside restrictions (and knowing when to walk away)What it takes to be a Chief Brand Officer in a creative agencyWhy artists need to stop doubting themselves and start owning roomsHow Youngry and FlexWork are giving creatives the space to winImposter syndrome, fatherhood, and legacy-buildingMemorable Lines:"I'm not a photographer. I'm an artist with a camera.""The best shoots happen when clients get out of the way and let you be creative.""You're paying me because I'm the guy—so why am I the one doubting that?""This isn't about selling out. It's about showing up—for yourself and your art."Follow Ludwig Araujo:Instagram: https://www.instagram.com/ludwigaraujoTikTok: https://www.tiktok.com/@ludwigaraujoLinkedIn: https://www.linkedin.com/in/ludwigaraujoListen now on YouTube, Apple Podcasts, and Spotify.Subscribe and follow the podcast on Instagram: https://www.instagram.com/imanartistnotasalesmanIf this episode hit you in the feels, share it, tag us, and leave a review—it helps more artists like you find their tribe.

Chris and Brandon discuss their individual successes in the beginning of 2023. Chris shares the progress made in his business Flexwork, which is almost back to full capacity and has hired someone to do the marketing. The conversation shifts to AI and how it is replacing certain jobs, such as graphic design, which can no longer be done full-time. They also discuss futuretools.io, a directory for AI tools, and the conversation ends with them discussing jobs that are not outsourced, but made irrelevant due to AI. The conversation is about Artificial Intelligence (AI) and the Futuretools IO directory, a constantly updated list of 784 AI tools categorized by different areas such as self-improvement, finance, and modeling. One example of a tool that they have is AI Found On, which allows companies to create predictable insights such as revenue modeling, credit risk scoring, and customer profiles. AI is essentially a computer doing computer stuff that is humanized. Chris shares his experience with the Midjourney software, which has helped them generate new ideas for their businesses, such as ads and apparel designs. Brandon discusses using Slides.io to quickly create PowerPoint presentations, which can be edited afterwards. Leave reviews and/or subscribe! Please, it's helpful: Itunes: https://podcasts.apple.com/us/podcast/american-entrepreneur/id1546576262 Google Podcasts: https://bit.ly/3K6p0AB IheartRadio: https://ihr.fm/3qYTsFo For more from American Entreprenuer, check us out at : www.facebook.com/AmericanEntrepreneur

In this article on flexible working plans, number four makes a good point. What work is suited for live, in-person interaction? Which aspects of your job benefit from seeing others face-to-face? Today I'm asking data professionals to think about it. I know we can do all our jobs remotely, after all, many of us have been doing that for at least a couple of years, and some for far longer. I can't remember the last time I actually needed to look at a physical server I wrote code for? Probably when I self-hosted SQL Server Central back in 2002-2003 and went to reboot a machine or add a disk drive. Even then, those weren't DBA or developer jobs, but really Operations hardware tasks. Read the rest of Which Work Is Suited for In-Person?

En este capítulo, nos acompaña Yolanda Menal, Global People Director en Cellnex Telecom. Con ella, descubrimos la gestión del capital humano de Cellnex junto a las nuevas políticas de flexibilidad y soluciones digitales de flexwork para gestionar el día a día en los profesionales de la compañía.

Companies are facing yet another big test: the seismic shift to hybrid work. In the debut episode of WorkLab's new podcast, Microsoft 365 leader Jared Spataro talks to host Elise Hu about an emerging paradox. Three quarters of people worldwide—73 percent—say they want flexible remote work options to continue. But nearly the same percentage want more in-person time with colleagues, too. In short: People want it both ways. And companies have to figure out how to give it to them.  WorkLab “Beyond the Binary: Solving the Hybrid Work Paradox” by Jared Spataro  Jared Spataro, Corporate Vice President, Microsoft 365 | LinkedIn | Twitter  Jaime Teevan | LinkedIn | Twitter  Discover and follow other Microsoft podcasts at aka.ms/microsoft/podcasts

In this episode of the HR Leaders podcast, I'm joined by my guests Liane Hornsey, Chief People Officer at Palo Alto Networks, and Lynne Oldham Chief People Officer at Zoom.Thanks to LeggUP for supporting the show!Learn more about Talent Insurance and receive a free copy of their latest report on the drivers, challenges, and impact of coaching in 2021: https://bit.ly/State-of-Coaching-2021Episode Highlights00:00 - Intro04:41 - How did Flexwork come about?07:11 - The challenges companies face emerging from the pandemic10:14 - How have your employees' expectations changed11:58 - Are you limiting your talent pool by not offering a remote work option?18:41 - "Remote work doesn't mean a lack of productivity"20:40 - What are you most excited about looking forward?23:42 - The impact of company valuesIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Dzisiaj dzielę się informacją od Revolut Polska - wczoraj firma bowiem poinformowała, jak będzie wyglądała praca po zakończeniu pandemii. Z mojego punktu widzenia - na pierwszym miejscu postawili pracownika i jego dobrostan. Wprowadzają 4 programy, które mają być wdrożone na stałe, jak również przyznano dodatkowe 2 dni wolnego do wykorzystania do końca listopada (aby ludzie odsapnęli po pandemii). Chyba to pierwsza firma w Polsce, która tak jasno zakomunikowała to, w jaki sposób będzie działać. Więcej w 292 odcinku Piotrka Dobrej Rady #wykuwam #piotrekdobrarada #remoteonly #pracazdalna #revolut https://youtu.be/RIvIz1DKdYY Mój mail piotr.konopka@innothink.com.pl Mój LinkedIn https://linkedin.com/in/konopka Link do odcinka na YouTube https://youtu.be/RIvIz1DKdYY Link do podcastu https://pod.fo/e/d3bad SoundCloud https://soundcloud.com/piotr-konopka-286414158/piotrek-dobra-rada-odc-292-jak-revolut-polska-podchodzi-do-pracy-hybrydowej Moja strona internetowa https://piotr-konopka.pl Strona firmowa https://www.innothink.com.pl Moje podcasty https://podfollow.com/piotrek-dobra-rada/view iTunes https://podcasts.apple.com/pl/podcast/piotrek-dobra-rada/id1513135345 Spotify https://open.spotify.com/show/6bu6ZEMBKJAd2LMLr7ABKP Transkrypcja poniżej Cześć! Nazywam się Piotrek Konopka i witam was w kolejnym, 292 już odcinku z cyklu Piotrek Dobra Rada mówi o pracy zdalnej. Dzisiaj powiem kilka słów na temat tego, jak do pracy zdalnej bądź w pracy hybrydowej podchodzi Revolut Polska. Wczoraj na profilu Revoluta pojawiła się informacja na temat tego, że pracownicy otrzymali dwa dodatkowe wolne dni. Zostały one nazywane Wellbeing Days i te dwa dodatkowe wolne dni, oczywiście pełnopłatne, przysługują wszystkim pracownikom do końca listopada tego roku - tak, żeby mogli pójść na urlop. A te dodatkowe dni zostały przyznane w uznaniu za pracę w trakcie pandemii i za dobre wyniki uzyskane w trakcie tego okresu. Pracownicy oczywiście będą mogli liczyć również na bardzo rzeczowe informacje na temat tego, w jaki sposób Revolut zamierza podejść do pracy zdalnej bądź pracy hybrydowej po zakończeniu tego jakże smutnego dla nas okresu. To są bardzo konkretne informacje, w odróżnieniu od tych informacji które przewijają się w prasie czy w internecie. Revolut wie dokładnie, czego chce. Po pierwsze - pracownicy będą mieli 60 dni na to, żeby pracować z dowolnego miejsca na świecie, z zagranicy. Bo Revolut mówi, że trzeba połączyć pracę z pasją do podróżowania. Czyli, jeżeli pracujecie w Revolucie, będziecie mieli 60 dni normalnego workation. Po drugie - pojawia się pojęcie FlexWork. To pracownicy będą decydowali, kiedy chcą pracować z biura i czy w ogóle chcą pracować z biura. A kiedy będą chcieli pracować z domu. Po trzecie - jest to RevLabs. Biuro revoluta zostanie przearanżowane, tak żeby łatwiej pracownikom pracowało się w grupie, żeby łatwiej można było podejmować jakieś kreatywne decyzje. I czwarty element, który Revolut wprowadza, to jest RevoLoot. Zobaczcie, jak to się pisze na dole. Jest to po prostu program nagród, program incentivowy, tak żeby można było nagradzać nawet tak ad-hocowo jakieś drobne sukcesy, osiągnięcie kamieni milowych. Jak można zauważyć, Revolut bardzo kompleksowo podszedł do koncepcji pracy zdalnej bądź pracy hybrydowej po zakończeniu pandemii. Zobaczymy, jak kolejne firmy będą informowały o swoich zamierzeniach Dzięki serdeczne. Do zobaczenia i usłyszenia w poniedziałek. Na razie!

In this episode, I sit down with Zoom’s Chief People Officer Lynne Oldham to discuss her career and experience leading Zoom through its explosive growth in 2020. You’ll learn: - What drew Lynne to HR - Her work supporting former inmates transition out of incarceration - A look under the hood at Zoom’s people team - How she and her team navigated the employees and organization through their explosive growth of 2020 - How the FLEXWORK Coalition came together and the role of open practices in shaping the future of the field - You can check out FLEXWORK at flexwork.life.

In this episode, I sit down with Zoom's Chief People Officer Lynne Oldham to discuss her career and experience leading Zoom through its explosive growth in 2020. You'll learn: - What drew Lynne to HR - Her work supporting former inmates transition out of incarceration - A look under the hood at Zoom's people team - How she and her team navigated the employees and organization through their explosive growth of 2020 - How the FLEXWORK Coalition came together and the role of open practices in shaping the future of the field - You can check out FLEXWORK at flexwork.life.

Emily Morgan is an entrepreneur with an innate heart for supporting others. Her mission is to help reshape the culture of the traditional workforce by providing professional flexible employment for her team while also providing entrepreneurs with strategic workforce options to HELP THEM GROW more efficiently AND effectively. She speaks nationally on the topic of delegation, automation, remote workforces and flexwork culture. She’s been featured in Forbes as a Top 50 Remote Employer, contributed articles to the Huffington Post, and she’s been highlighted in the NY Times, Inc. Magazine, NBC News, Martha Stewart Radio as well as numerous podcasts. She is a Goldman Sachs 10kSB Alum, and is a graduate of the University of Pennsylvania. Emily founded Delegate Solutions, which was born out of her desire to create meaningful, professional work from home so that she could be available to raise her young son. A decade+ later, Delegate is a flexwork success story! Visit Delegate Solutions: https://www.delegatesolutions.com/ Subscribe | Review | Tune In to more #MikedUp: https://linktr.ee/mikedicioccio

Ob nur ab und an oder jeden Tag: Von zu Hause zu arbeiten ist inzwischen für viele Arbeitnehmer Normalität. Sie sparen sich den Arbeitsweg, verzichten aber auf den persönlichen Kontakt mit Kollegen. Sie gewinnen Freiheit, riskieren aber Selbstausbeutung. Die Vorgesetzten müssen einen Vertrauensvorschuss geben, haben aber die Chance, die Mitarbeiterzufriedenheit zu erhöhen. Es finden sich so viele Vorteile wie Nachteile beim Arbeiten von zu Hause. Wir sind der Sache auf den Grund gegangen: Wieso führen Unternehmen Homeoffice ein? Was sind die Voraussetzungen, dass es funktioniert? Und schadet es der Karriere, regelmäßig oder dauerhaft aus dem Homeoffice zu arbeiten? Für die aktuelle Podcast-Folge hat Sandrina Lorenz mit dem Deutschland-Personalchef von SAP Cawa Younosi gesprochen.

A lot of businesses are born out of need. An entrepreneur solves a problem for themselves… and realizes others in the same situation could benefit. Emily Morgan was looking for ways to work while still having plenty of time to raise her young son, when she came up with the idea for Delegate Solutions.

What is your cash flow going to look like post-divorce? This is a common question that most women going through divorce have. Whether you are going back into the workforce or if you need/want to make changes in your career, Kathryn Sollman of 9 Lives for Women discusses the 6 different types of flexwork that can better blend your professional and family life. You have many options to work. You can define what success is. You have a voice in what you want to be doing in your next chapter. The six different types of flexwork are: Professional full-time – today these can be flexible in terms of where you work and what your schedule is Flexible part-time – you can also work in a more mid-to-senior level in a professional way Telecommuting – working from home or even a co-working space Job Shares – less frequent than other options but are still growing, you share a job with someone who has complementary skills and together you share the responsibility of one full-time employee Freelance – independent work, on your schedule, you get to choose what you want to do Independent Consultant – usually set up an LLC, this occurs typically when you want to have a specialty (i.e., marketing), a business built on your own terms It is important to realize that you need to give yourself a break and not feel that you must aim for the C-Suite and become this ultra-career person. You get to define how you want to work, what success means to you, what your ambition is. This should all be in the context of your long-term financial security. There are many ways to get to long-term financial security and they do not all involve being the head of the department. So how and where do you find flexwork opportunities whether you are currently working or heading back into the workforce? Well…it is all about being able to ask. 80% of companies now have some sort of flexibility even if you cannot see it. If you are returning to work, the important thing is to know what you want. It is important to ask during the interview about the opportunity to have some flexibility in the job. It creates a dialog and lets the future employer know that you are interested in flexwork. If you are already working a job and now want it to be flexible, you need to do your ask in a more professional pitch method. You need to really lay out how it will benefit the company. Kathryn outlines how to put together a professional pitch in her book as well as providing coaching services to help you through this. In this episode, we discuss: The six different kinds of flexwork How to ask for flexibility in a current job or find it elsewhere The fact that today there is no hard stop to work at age 65 Women who return to work in their 40s or 50s still have a long runway for work – and the ability to build financial security “A Man is Not a Financial Plan” – tagline for WIFE.org RESOURCES: Ambition Redefined: Why the Corner Office Doesn’t Work for Every Woman & What to Do Instead Kathryn Sollmann Career Coach, Speaker and Author 9 Lives for Women, LLC (203) 423-9251 Facebook | LinkedIn | Instagram | Twitter Visit the Women’s Financial Wellness Center for a full directory listing of experts. Be sure to reach out if you would like to connect personally with the Women’s Financial Wellness Center. You can visit our website or grab a complimentary 30-minute consult.   Leaving a positive podcast review is hugely important: they help the podcast get discovered by new people. Please spend 5 minutes of your time to leave a review on your preferred listening platform, we’d love to hear from you!

When mothers give up work they don't just lose their current salary, but their future earnings growth and the benefits they would've accrued over their career. Kathryn Sollmann is a US-based career coach and author of Ambition Redefined,  Why the Corner Office Doesn't Work for Every Woman & What to Do Instead.  She advocates for staying in work once you've had children even if you think childcare expenses mean you think you can't.   Kathryn recognises that the examples of women in leadership roles are not appealing or realistic for most women's lives. The huge job managing hundreds of people on a vast salary will invariably mean you have little time for other things - like children and family. But as she explains in her book success isn't about a certain job title, it's about finding the flexibility that means you can be home nursing a sick child or ageing parent at 2pm or in the office to lead a big meeting at 7am.  She says women can have substantial careers but they have to do a professional pitch for flexibility. Doing this works 80% of the time. Not doing it, often results in rejection. Kathryn Sollmann's book: Ambition Redefined https://www.amazon.com/Ambition-Redefined-Corner-Office-Instead/dp/1473679095 LinkedIn: https://www.linkedin.com/in/kathrynsollmann/ Books4Emmeline:Reach Out by Molly Beck http://mollybeck.co/reachout Other resources: Kathryn talks about the hidden cost of not returning to work. Here's more on that and a handy calculator in the link so you can see how much you'd lose out. https://www.kathrynsollmann.com/do-the-right-math-cost-of-childcare-vs-staying-home/ The Center for American Progress https://www.americanprogress.org/issues/early-childhood/reports/2019/03/28/467488/child-care-crisis-keeping-women-workforce/

This episode details the results of a recent study conducted by Elise Jones at Connecticut College designed to investigate the relationship between stigma and the adoption and effectiveness of work/life support options. This talk was presented at the 2012 Work and Family Researchers Network Conference and is accompanied by a set of slides available at the Work and Family Commons (http://workfamily.sas.upenn.edu/content/wfc). Questions or comments can be directed to elise.jones@conncoll.edu.