Podcasts about future of work

Shalin is the design manager for Coinbase Wallet. Early in her career, she worked on search at Google. Prior to Coinbase, she worked on Augmented Reality at Facebook. To prepare for her new role at Coinbase, she deep-dived into Web3 and found a playground for creative builders that are working together to shape an optimistic future.In this episode we discuss:Shalin is the design manager for Coinbase Wallet. Early in her career, she worked on search at Google. Prior to Coinbase, she worked on Augmented Reality at Facebook. To prepare for her new role at Coinbase, she deep-dived into Web3 and found a playground for creative builders that are working together to shape an optimistic future.In this episode we discuss:ENS (Ethereum Name Service) (https://ens.domains/)ENS Airdrop (https://cointelegraph.com/news/early-ethereum-name-service-ens-adopters-rewarded-with-a-hefty-five-figure-airdrop)The list of things Shalin did to onboard into Web3https://www.coinbase.com/earnhttps://rabbithole.gg/Bored Ape Yacht ClubBored Ape Mutant and Kennel Club NFT Airdrop (https://blogs.airdropalert.com/serum-for-mutant-ape-airdrop/)Bored Ape Yacht Club Interview (https://www.rollingstone.com/culture/culture-news/bayc-bored-ape-yacht-club-nft-interview-1250461)The Biggest Celebrity NFT Owners in the Bored Ape Yacht Club (https://decrypt.co/86135/biggest-celebrity-nft-owners-bored-ape-yacht-club)Bored Ape Yacht Club at NFT.NYC (https://www.inputmag.com/culture/bored-ape-yacht-club-nft-nyc-ape-fest)Bored Ape Yacht Club: The Case for Licensed Commercial Use Rights (https://medium.com/@deconomist/bored-ape-yacht-club-the-case-for-licensed-commercial-use-rights-b1bbd463d189)How DAOs and tokens is the future of work and replace equity (https://www.cnbc.com/2021/10/25/what-are-daos-what-to-know-about-the-next-big-trend-in-crypto.html)Constitution DAO@ConstitutionDAO (

Guest: Cheryl Johnson, Paylocity's Chief Human Resources Officer It's no surprise that there's been a lot of change within the past year, and the HR trends heading into 2022 are no different. Despite all of the changes HR has experienced recently, it's essential to be prepared to handle those obstacles. In 2022, HR will continue to be at the forefront of the future of work, managing change, developing skills and competencies, championing DEI initiatives, leading employee experience, and supporting the holistic health of employees. (Just to name a few!) In this episode of PCTY Talks, Cheryl Johnson and host Shari Simpson discuss: Employee Experience Mental Health Pay Compression The Great Resignation Cheryl Johnson, Paylocity's Chief Human Resources Officer, oversees strategy for HR, culture, and employment brand. She joined Paylocity in 2018 and brings more than 20 years of progressive HR experience with an extensive focus on developing strategies for high-growth companies to shape and scale their culture. Cheryl has devoted her career to enabling progressive organizational mindsets and breaking down cross-functional silos so those top organizations can achieve more together. She is exceptionally passionate about co-elevating the HR community as critical drivers of a better workplace for all.

As companies move into hybrid work and embrace more flexibility, they'll need to experiment. They'll have to make space for employee feedback—and truly listen, says Anne Helen Petersen, co-author of the new book Out of Office: The Big Problem and Bigger Promise of Working from Home. In this episode of the WorkLab podcast, Petersen talks to host Elise Hu about the opportunity to reinvent work in the shift to hybrid mode. How can we make work more meaningful—and promote wellbeing? WorkLab Out of Office: The Big Problem and Bigger Promise of Working from Home Culture Study Newsletter

In this episode of Start With A Win, Adam talks to Mark Sanborn, president of Sanborn & Associates, Inc., an idea studio dedicated to developing leaders in business and in life. Mark is an international bestselling author and award-winning keynote leadership speaker. He holds the Certified Speaking Professional designation from the National Speakers Association (NSA) and is a member of the Speaker Hall of Fame.The two kick off the conversation with a discussion about Mark's newest keynote presentation, Leading the Future Workforce Now. It examines how COVID-19 actually accelerated the future trends that were inevitable in the workplace. Mark also shares insights into his national research project that was done into generational perspectives about the future, revealing that the younger generations are actually more optimistic about the future post-COVID versus pre-COVID.They also explore additional takeaways from this past season of leadership in the face of constant change, including: The importance of showing genuine care and and concern for your employees. Taking the lessons we've learned from COVID and applying them to future unexpected events. The need to communicate better, not more. Forgoing the bare minimum and doing the maximum essentials. Episode Links:“Leading the Future Workforce Now” Presentation:https://marksanborn.com/leading-the-future-workforce-now/The Fred Factor book:https://www.amazon.com/Fred-Factor-Passion-Ordinary-Extraordinary/dp/0385513518/?tag=marksanborn04-20Fred 2.0 book:https://www.amazon.com/Fred-2-0-Delivering-Extraordinary-Results/dp/141436220X/?tag=marksanborn04-20The Fred Factor Online Training Experience:https://marksanborn.com/fredfactor/Connect with Mark:https://marksanborn.comhttps://twitter.com/mark_sanbornhttps://www.instagram.com/marksanbornspeaker/Order your copy of Start With A Win: Tools and Lessons to Create Personal and Business Success:https://www.startwithawin.com/bookConnect with Adam:https://www.startwithawin.com/https://www.facebook.com/REMAXAdamContoshttps://twitter.com/REMAXAdamContoshttps://www.instagram.com/REMAXadamcontos/ Leave us a voicemail:888-581-4430

In this episode of the HR Leaders podcast, I'm joined by my guests Therese Procter, Former Chief People Officer, Global Board Advisor and Senior Consultant at Orgshakers and Vivek Patni, CEO and Co-Founder Wema.Thanks to CoachHub for Supporting the show!Learn how businesses are adapting their people development programmes in response to a seismic shift to remote working, coupled with continued uncertainty. Access the study: https://bit.ly/3G34uOHEpisode Highlights00:00 - Intro00:56 - About Therese Proctor02:19 - About Vivek 03:48 - How Therese and Vivek met08:19 - On Aunty Rose12:12 - The barriers to getting the most from midlife workers15:44 - The challenge of Shane's Grandad21:04 - The current business approach to elderly care32:02 - On the lack of development opportunities for midlife workers36:10 - Advice for HR leadersIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Ettienne Bouwer is our special guest in this next-to-last episode of Season 4.  As Director of Human Resources at E. & J. Gallo Winery, Ettienne provides strategic HR support to leadership teams for several wineries located in the Central Valley of California. E. & J. Gallo Winery is the largest family-owned winery in the world, employing more than 7,000 people.  For the past five years, Glassdoor has selected it as one of the top 100 Best Places to Work. In this episode, Ettienne talks about how our thinking is linked to our feelings and, in turn, our actions. He shares ways in which employee attitudes have shifted and how, in all facets of our lives, a sense of control, renewed alignment, and deeper relationships have impacted how people think about employment. Listen in to Ettienne as he challenges us to think, to redefine success, and to discover the new skills needed in the Future of Work. Don't forget to check out this episode page on our website at www.512solutions.com for additional resources on how to prepare your leaders and teams for the future of work.

Thanks for tuning into the Catapulting Commissions Podcast with your host, Anthony Garcia. Joining the show this week is Matthew Coatney, seasoned C-level product and technology executive, entrepreneur, advisor, author, and speaker with decades of experience helping business and technology work better together.   Matthew's book, The Human Cloud, is all about the future of work–freelancing, AI, and the automation revolution. This sort of change was thought to happen in 10 years or so but gained incredible relevancy when the pandemic hit and fast-forwarded this transition. Hand-to-hand combat sales–pounding the pavement–is no exception. Matthew believes we will adapt.    Retention and the talent war continues on, and Matthew attributes the turnover to the massively evolving space of sales. The truth is, salespeople will follow the money–that means they will go sell a product that is selling–period. Products that used to have a decade-long cycle now are less than a year.    Automation is a hugely discussed topic in sales, as we know. Where it becomes useful is in spaces where a lot of time is spent and not a lot of outward value is created–things like CRMs and other administrative systems. The problem is introducing these new technologies. It's important to not always try to strive for 100% adoption. It's about incrementally reaching benchmarks. Once you get value, it's in a good place.    Transitioning into sales leadership, especially from a manager to a VP or higher, can be difficult. This is because what you care about changes. You're going from an individual contributor to having to turn an eye towards the longer-term goals. It's easy to get sucked in a micro-managing mentality, but you have to adapt your leadership style to how your team needs to be led. Give people low-risk tasks where they can learn by failing without impacting their overall success.    Freelancing is becoming more and more a part of companies' successes as we move into the future of work. Freelancers are effectively independent contractors with frequent and varying project work. It's often a viable, cost-effective way to get top-level talent.    LINKS   Matthew Coatney on LinkedIn https://www.matthewcoatney.com/

Anyone who tells you they know what the future of work looks like is lying to you. For some people, post-pandemic work looks completely different than it once did, while others are already back in the office in roughly the same way as before. But there are big trends, even bigger than the pandemic, around remote work, flexibility, corporate values, and work-life balance, that are disrupting all facets of the workplace.Hayden Brown, the CEO of freelancing platform Upwork, is definitely biased toward a freelance-first, gig-based version of the future of work. But she's also had a front-row seat to a huge amount of change, after becoming CEO of the company only a few weeks before the pandemic hit. Since then, she's had to help employers and workers alike navigate new ways of finding work and new ways of getting things done. And while she admits freelancing isn't for everyone, she's also confident that neither is a full-time job.Brown joined the Source Code podcast to discuss Upwork's recent rebrand and its efforts to describe and understand the future of work. She also talked about how a push for flexibility is changing workplaces everywhere, why the freelance economy is so appealing to so many people, and what companies can do to catch up.For more on the topics discussed in this episode:Hayden Brown on TwitterUpwork's “The Great Work Teardown” studyAn inside look at Upwork's rebrand — UpworkHow freelancing is changing work — The New York TimesFor all the links and stories, head to Source Code's homepage.

Here are my 5 best pieces of career advice for young people.

The massive shift to remote collaboration has fundamentally changed how we work together. Technology plays a starring role in this story. Host Melanie Green explores the links between collaboration and innovation and what business leaders and thinkers are doing to take it to the next level. Think about the move to virtual learning by schools everywhere. Think about the countless medical clinics that moved online overnight to continue helping patients. Think about the great innovations in technology that had to happen in a short time to make all of this possible. Tune in to hear more about this explosion in innovation and what business leaders can do to sustain it as hybrid work takes hold.Citrix offers research and insights here into how great innovation is being fuelled by collaboration. Citrix is supplying you with critical intelligence to write the new work playbook. Explore research and perspectives for a successful hybrid work model on Fieldwork by Citrix, filled with research, tools, and best practices to guide, support, and enable the flexible workforce. Anna Lopatukhina is Senior Manager, Product Management for Wrike, a Citrix company.  They create enterprise-ready, cloud-based collaborative work management software. Jessica Reeder is Senior-All Remote Campaign Manager for the tech company GitLab. Rob Cross is the author of Beyond Collaboration Overload: How to Work Smarter, Get Ahead, and Restore Your Well-Being. Rob is also a professor at Babson College and Co-Founder of and Research Director for Connected Commons, a group of organizations that have come together to sponsor research into how collaboration needs to happen at organizational, team, and individual levels.

The world of work is experiencing a seismic shift. After the stress and trauma of a global pandemic, people are questioning how, where, and why they work. That's led to what many are calling The Great Resignation. People around the world are looking for new career opportunities as they begin to take stock of all aspects of their lives in order to find greater meaning and purpose. With 800 million global members and 50 million companies represented on its platform, LinkedIn is watching this shift happen in real time. In many ways, the platform and its users are humanizing work, and pushing companies to follow. Mel Selcher, LinkedIn's Chief Communications and Marketing Officer, joins the podcast to discuss how companies are rethinking their working models, their culture, and their values -- and what all business leaders should be doing to prepare for the future of work. Listen to this episode to learn: • The growing influence marketers and brand leaders have on a company's ability to recruit and retain talent • How LinkedIn users are opening up to show their true selves and celebrate their vulnerabilities and, sometimes, failures on the platform • The early trends and data LinkedIn is seeing about changing jobs according to generation (e.g. Gen Z workers versus Baby Boomers) • How Gen Z is redefining what it means to be a professional and why companies need to rethink their cultures and values to align with them • The shift inside of companies to market towards talent and customers equally and why there shouldn't be a separate consumer-facing brand and the employee-facing brand • Advice for companies as they navigate the tricky boundaries between personal and professional conversation • Advice for CEOs and others on how to engage, connect, and use LinkedIn to improve their leadership

In this episode of the HR Leaders podcast, I'm joined by my guest Maryann Abbajay, Chief Revenue Officer, SAP SuccessFactors.Thanks to SAP SuccessFactors for Supporting the show!Learn the lessons from disruption and gain insights on how to navigate changing work conditions, technology and focus on employee experiences with this future of work study from Oxford Economics, SHRM, and SAP SuccessFactors: https://bit.ly/3Ez9vhfEpisode Highlights• How we can fight back against the Great Resignation• How this trend has impacted women at higher rates than men•Reskilling/Upskilling employees that are rejoining the workforceIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Santiago Aparicio, Ontop: Transforming the future of work, Ep 158   The future of work is going to be remote and decentralized, according to Santiago Aparicio, Co-Founder and CEO of Ontop, a payroll software startup that allows companies to legally hire and pay anyone in the world. Santiago is a serial entrepreneur and sales passionate who believes in the influence of developing markets in defining the future of work.     After long nights working on Excel sheets back in his banking days, Santiago decided he wanted a change. He reached out to Felipe Villamarin, co-founder at Rappi, and joined the team as its seventh employee, which really helped him to become an entrepreneur.   I sat down with Santiago to talk about his experience as an entrepreneur, while Santiago shared the story of Ontop and their meteoric growth in their first fifteen months (actively operating in over 190 countries, transacting over $2M per month). Fundraising and starting his first two companies For Santiago, the next frontier as a salesperson was fundraising, which pushed him to build his first company, Fitpal, a fitness and wellness platform for gyms in Latin America. But after Covid hit, Santiago and his cofounder decided to launch a second company, this time focusing on something becoming increasingly popular: remote working.   Listen to this episode of Crossing Borders to learn how Ontop raised its initial money from founders of all over the region. Building a sales engine for high growth Santiago shares why the best salespeople are the ones that focus on the input instead of the output, and how finding the most predictable metrics in the sales funnel are the first steps to create a replicable process that allows a company to grow internationally.   Find out about Santiago's advice on productizing a sales engine, how to hit network effect, and why you should focus on building something small instead of building something huge in this episode of Crossing Borders   Biggest lessons as an entrepreneur Santiago offers advice on being kind, passing the ball to the team and being in constant pursuit of the best talent for Ontop. We also discuss the importance of staying grounded and not letting fame get in the way of creating a product that people will really love.   Check out Santiago's story in this episode of Crossing Borders and find out why you should exercise kindness and the importance of having uncomfortable conversations within a company.   Outline of this episode: [02:18] - About Ontop [02:39] - Top line metrics from Ontop [02:39] - Santiago's background [04:53] - On joining Rappi [07:05] - Launching Fitpal [08:48] - Santiago's biggest lessons [13:54] - Coming up with the idea for Ontop [14:23] - Fundraising for Ontop [17:13] - The crazy world of fundraising [18:42] - On building a sales engine [19:14] - The best salesman (or woman) [21:00] - Predictable metrics [23:52] - The big milestones [27:33] - Being famous is not being successful [28:13] - Advice for a younger Santiago [31:06] - How to hit network effects [32:48] - The importance of hard conversations [34:11] - The future of work    Resources & people mentioned: Santiago Aparicio Fitpal Ontop Measure What Matters by John Doerr -  Book The Hard Thing About Hard Things by Ben Horowitz Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity by Kim Scott

Today's episode of From What If to What Next is about care. Care has been very much on our minds of recent. COVID has highlighted how vitally important care is and yet how undervalued it is. It is so often seen as being the domain of women, and around the world it is often either underpaid, or unpaid work. As the populations of the Global North live longer and longer, and as young people are unable to afford, often, to leave home, it tends to often fall to women to care for both the younger and the older generations simultaneously, what is sometimes called the ‘Sandwich Generation'. Many people are happy to stand on their doorsteps and clap for those who provide the care in our society, but not to really value care, not to campaign for it to be truly valued. These days of COVID have the potential to be a real watershed moment. So in today's episode, with two extraordinary women, we're asking "what if care work was valued?” This is an episode that might very well lead to inner paradigm shifts... Kavita Ramdas is a recognized global advocate for intersectional gender equity and justice. She currently serves as the Director of the Women's Rights Program at the Open Society Foundations. She also serves on a few select non-profit advisory boards, the board of trustees of the Rockefeller Brothers Fund, and the board of directors of GRIST, a publicly supported journalism non-profit focused on climate justice. Ai-jen Poo is an award-winning organizer, author, and a leading voice in the women's movement. She is the Executive Director of the National Domestic Workers Alliance, Director of Caring Across Generations, Co-Founder of SuperMajority, Co-Host of Sunstorm podcast and a Trustee of the Ford Foundation. Ai-jen is a nationally recognized expert on elder and family care, the future of work, and what's at stake for women of color. She is the author of the celebrated book, The Age of Dignity: Preparing for the Elder Boom in a Changing America.

Stephen Shedletzky, Speaker, Executive Coach & Advisor, joins Bold Founder, Caleb Parker, for our Season 6 debut to discuss why leadership is so important in unprecedented times, and why infinite mindsets are what's needed in commercial real estate to support office customers as we navigate the new ways of working. They talk through why values, beliefs and behaviour should be placed at the centre of the universe, and how leadership will make all the difference to organisations embracing the Future of Work.  Stephen shares his insights on the changes in work culture and how these are impacted by flexible working, and shares interesting research on the motivators that influence employee engagement and performance.  PLUS tune in for a surprise "behind the scenes" chat at the end of this podcast... Connect with Stephen Shedletzky on LinkedIn https://www.linkedin.com/in/stephenshedletzky/  Connect with Caleb Parker on LinkedIn  https://www.linkedin.com/in/calebparker/ If you have any questions or feedback on this episode, email podcast@workbold.co   Value Bombs: You've often heard me say we need to put people at the centre of the universe. Well, Stephen says we should be putting values at the centre of the universe in commercial real estate. - Caleb Parker I think that we often position doing right by people, and doing right by your bottom line as opposing forces. And they are not. - Stephen Shedletzky Organisations exist to serve their end user. Leaders exist to serve their people. When leaders serve their people, people serve each other. - Stephen Shedletzky I think the responsibility of businesses to advance a purpose, to protect people and to generate profit in that order. - Stephen Shedletzky My favourite equation for culture is culture = values x behavior. - Stephen Shedletzky  Integrity is doing what's right, even if it's hard, even if no one's looking. - Stephen Shedletzky Company culture is a bigger threat to commercial real estate and the office then COVID-19 has been, because returning to the office sucks if your company culture sucks. - Caleb Parker The pandemic has pulled the covers off of these bad company cultures that exist in our buildings. - Caleb Parker The very utterance of return to work is offensive. And leaders need to know that their language matters and they ought to strike that from their vernacular. - Stephen Shedletzky  If you give people a higher ceiling and you leave with more trust, you'll let people surprise you for the better. - Stephen Shedletzky Work-life balance is about loving who we are at work and loving who we are at home. - Stephen Shedletzky Our relationship with our boss is more of an impact on our health than that of our relationship with our family doctor. - Stephen Shedletzky Play is the most powerful motivator, two times more powerful than purpose, which is mind blowing for a guy who spent the last 13 years dedicated to purpose. - Stephen Shedletzky I believe that the leaders who are leaning into this flexible working, and have flexible mindsets are assets for their organisations... When the competition is embracing hybrid working, do you think that the leaders who aren't become a liability to their shareholders? - Caleb Parker If leaders themselves aren't doing well, how can you expect their people to do well? - Stephen Shedletzky As leaders, you need to help your people get out of their own way. - Stephen Shedletzky I define a humble leader is someone who knows that there are at least a part of problems they experience and a part of the solutions. - Stephen Shedletzky Resources: LinkedIn Live – The Future of Work with Stephen and Caleb Adam Grants Work Life Podcast Brene Brown Podcasts Checking In with Susan David Podcast Malcolm Gladwell Revisionist History Podcast EvolveOrDie.co Shout Outs: Dave Cairns Liane Davey Michael Kalles Keywords: leadership, teams, culture, values, motivation, return to the office, work, purpose, play About Stephen Shedletzky: Follow Stephen on Twitter and Instagram Every day Stephen wakes up to engage with people in meaningful ways, so that we connect with depth and live in a more fulfilled world. He supports humble leaders – those who know they are both a part of the problems they experience and a part of the solutions they can create – who intend to put their people and purpose first.  Feeling stifled on his own corporate track, Shedletzky was introduced to Simon Sinek's work and was immediately inspired by it. He met Simon in 2010 and became the fourth person to join his team. He began answering fan email and became the first person outside of Simon to lead his social media efforts. He moved on to hold the roles of Chief of Staff, and Head of Brand Experience, Training & Development. Leading a global team of speakers and facilitators at Simon Sinek, Inc., Stephen worked to ensure the team's culture, products and communications authentically reflected the organization's most deeply held values and beliefs. He also had the opportunity to narrate the audiobook for Simon Sinek's book, Find Your Why: A Practical Guide for Discovering Purpose for You and Your Team.  Stephen has led hundreds of keynote presentations, workshops and leadership development programs. Though Stephen still works to share Simon's message, helping to create a more inspired, safe and fulfilled world, he also works to advance his own thought leadership on leadership, culture and psychological safety through keynotes, writing, coaching and advising.  Stephen has worked with leaders and organizations around the world and serves clients in any industry where human beings work. Stephen graduated from the Richard Ivey School of Business with a focus in leadership, communication and strategy and received his coaching certification from The Coaches Training Institute.  Stephen lives in Toronto with his wife and two young children. About Caleb Parker https://www.linkedin.com/in/calebparker/ Caleb Parker is an American entrepreneur in London, and Founder of Bold (acquired by Newable/NewFlex in 2019).He believes in "challenging the status quo" and is a champion for entrepreneurial and innovative thinking.Caleb has served as founder, Board member, advisor, investor and consultant to numerous startups and small businesses, and has a keen focus on innovation and technology, with interests in the MICE market, Space-as-a-Service, and the future of work.Caleb has been a guest lecturer, speaker, and moderator for topics such as entrepreneurship, the sharing economy, the future of work and commercial real estate at academic institutions and large corporations. He regularly takes the stage at numerous trade conferences as keynote speaker, MC, host or facilitator.Earlier in his career, Caleb was named one of Savannah, Georgia's “40 under 40” business leaders" in 2006 after launching two successful small businesses in the city's booming hospitality industry. A year later he moved to Washington, DC to join the The Regus Group DC management team. In 2009, Caleb co-founded a flexible workspace consulting firm where he brokered flexible workspace and advised businesses on agile working strategies.Caleb is one of the first licensed commercial real estate agents to speak on the flexible working trends and the rise of flexible workspace, and has been quoted in numerous publications. Timestamps [00:00] Caleb introduces the episode and gives an introduction to Stephen. [05:38] Stephen explains how great leaders serve their people and shareholders, and the order in which that needs to happen for organisations to be effective. [07:59] Caleb talks about putting customers at the centre of the universe, and Stephen counters the notion with putting values and beliefs at the centre of the universe instead of the customers themselves. [10:13] Caleb shares his thoughts on company culture and how the pandemic has exposed some of the more challenging aspects of returning to the office. [11:33] Stephen shares his views on what bad values, beliefs and behaviours are in company culture. He also shares his thoughts on remote working and return to the office. [14:47] Caleb talks about the future opportunity for remote work as a result of the pandemic and how some companies are not embracing the flexible opportunity that exists by mandating return to the office policies. [16:38] Stephen explains the importance of trust, control and fear in employees producing outputs outside of the office. He also quotes research on health and the relationships with our boss. Stephen explains our motivators within work which include play, purpose and potential, and the indirect motivators of pressure, fear, shame and guilt.   [24:35] Caleb asks whether those leaders who aren't adopting flexible working are a liability to their shareholders and Stephen gives his insights on this. [25:55] Caleb asks how we can lean into the future when a lot of money is invested in returning to the past, and Stephen explains how change occurs like a flywheel effect and how business models get outdated over time. [27:30] Caleb asks how business leaders in real estate can support their customers in a post pandemic world. Stephen gives advice on embracing work life balance, trust in employees and leader burnout. Stephen talks about what real estate companies can do to make change for the future. [29:46] Caleb suggests they should start a new hashtag #skatetowardsthepuck. Caleb talks about putting boundaries in with his remote work on vacation. [30:39] Stephen shares his take on boundaries and how to put them in place with his work, team and family.  [33:01] Stephen explains his approach to coaching humble leaders and team members. [35:07] Stephen shares some shoutouts and podcast recommendations which can be found in the show notes. [37:15] Surprise interview with special guest Sponsors Headline Sponsor: TSK TSK creates inspiring workplaces for some of the world's biggest brands across the UK and Ireland, They've been working for 25 years to deliver the best employee experiences and the vision of their clients. Not only do they create great places to work, TSK share workplace content every week from the latest data to inspiring spaces they've designed and built. You can read their latest insights at www.tskgroup.co.uk or check out their LinkedIn and Instagram pages to become a follower, fan and friend. Fortune Favours the Bold Bold merges property management & Space-as-a-Service to drive asset value and help office customers grow faster. Now part of NewFlex (www.workbold.co)  Future Proof Your Portfolio with NewFlex NewFlex delivers and manages a range of branded solutions for every type of building, in every type of location, for every type of occupier. Including the flexibility to develop your own brand. All enabled by flexible management contracts where we are invested in making money for you. (www.newflex.com) Launch Your Own Podcast A Podcast Company is the leading podcast production company for brands, organizations, institutions, individuals, and entrepreneurs. Our team sets you up with the right equipment, training, and guidance to ensure you sound amazing. (https://www.apodcastcompany.com) Subscribe to the #WorkBold Podcast https://workbold.co.uk/podcast/

Adam Jackson and Gabriel Luna-Ostaseski are the co-founders of Braintrust, a decentralized talent network connecting freelancers with organizations. The platform is 100% user-controlled, with the BTRST token being used as the incentive to vet talent and refer clients (BTRST is listed for public purchase on Coinbase).  I knew both Adam and Gabe from their past life investing and building web2 marketplaces. This episode is a crash course for me understanding how a web3 startup works: we talk about the cold start problem when building a marketplace, token governance, letting a DAO vote on protocols and tips for aspiring founders building on blockchains. Adam and Gabe also inspired me to start my own crypto project, which I can't wait to share with you soon. Check out Braintrust at https://www.usebraintrust.com! If you liked this episode, check out our YouTube channel and follow us on Twitter! A thank to our sponsors Universe and CashApp for making this podcast possible.   THE QUEST MEDIA | CONTENT MEETS SILICON VALLEY |

Claire Haidar is CEO and Founder of WNDYR and  Pattyrn, two companies focused on shaping the world of work. Through AI-driven data analysis of how and where teams work, Pattyrn is transforming organizations to work in ways that were inconceivable a mere few years ago. Claire has dedicated her career to rebuilding the workplace and reshaping the future of work across the globe. Mentioned in this Episode:The Nature Fix by Florence Williams Principles by Ray Dalio The Way of the Warrior Kid by Jocko Willink Time Codes:(2:50) - Where does your obsession with the future of work come from?(5:45) - What is the same about work around the world and what is different?(8:26) - How is work different in a rail city versus a driving city?(12:23) - How easy is it to unplug from physical work versus thought work?(16:31) - Using data on nature and mental health when creating workspaces?(20:27) - What is the difference between focusing on the future of work and being a Futurist?(23:07) - Pitching WNDYR and PATTYRN.(27:22) - Is WNDYR tech-based or human workflow-based?(29:52) - Where do you start with new clients when thinking about the future of their work?(36:34) - Design Thinking.(43:45) - Defining the employee experience.(49:06) - The #1 problem for HR Leaders today.(57:09) - Embracing risk as an HR leader. (58:02) - How Claire is using PATTYRN to identify leadership and management improvements.(1:02:40) - Using data to battle burnout.(1:06:30) - Is there a correlation between people who switch tasks less often and their productivity or happiness?(1:09:17) - What is the purpose of business?

Work Matters is a quick, daily dose of what's going on in the job market and how it affects you and your career journey. Hosted by Ken Coleman, #1 bestselling author and host of Ramsey Network's The Ken Coleman Show,  you'll get a practical take on topics like burnout, today's most in-demand job skills, how to deal with a deadbeat boss and more. The work you do matters––it's time to make the most of it. For a full-length daily podcast, subscribe to The Ken Coleman Show.

The last 20 months have taught us to question everything. What is the future of work? Can American democracy survive? Will Baby Boomers keep consuming more than their fair share? And what comes after “trillion”? Howard Marks's latest memo examines paradigm shifts that could reshape the economy, markets and the world for many years to come. (November 23, 2021)You can read the memo here (https://www.oaktreecapital.com/docs/default-source/memos/thewindsofchange.pdf)The memo is read by LJ Ganser.

New hybrid workplaces, retail experiences and multifamily residences will help to shape the future of cities in continental Europe. CBRE's Javier Chico Palazón joins Spencer in Madrid for an international take on the changing ways we work, shop and live.

Dane first joined the staffing industry in 2001 in the UK, and he has since gained global experience working on executive search assignments, recruitment process outsourcing (RPO) projects, and contingent workforce management programs. This has included taking responsibility for global account management, supporting service delivery across major capital development projects in more than 50 countries, and also managing over 1300 contingent workers on deployment in the Americas region. Dane joined PTS Advance in August 2018, with a view to getting back to his passion for developing people and co-designing innovative workforce solutions for clients experiencing changes in their operating model, asset portfolio, or external market conditions. Through a number of M&A transactions, Dane has now stepped into the CEO role of HUDDL3 Group, supporting a family of operating companies which include, PTS Advance, Roberts Engineers, Range Search Partners, Sidewinders Advance and SmartSearch. In this position, Dane is actively working with team members and industry partners to contribute to a human-centered design for the “Future of Work." In this edition of Critical Mass Business Talk Show, host Ric Franzi interviews Dane to discuss his professional journey and insights gained in his leadership of HUDDL3 Group. --- Critical Mass Business Talk Show is Orange County's longest-running business talk show, focused on offering value and insight to middle-market business leaders in the OC and beyond. Hosted by Ric Franzi, business partner at Renaissance Executive Forums Orange County. This edition of Critical Mass Business Talk Show is proudly supported by Gottlieb, Rackman & Reisman, P.C. GRR provides legal advice and guidance on all aspects of intellectual property law including patents, trademarks, and copyrights. Learn more at GRR.com.

Jeremy Epstein, CMO at Gtmhub, shares how he's shaping the future of work by empowering companies to measure performance based on target outcomes (OKR method). He also dives deep into how the decentralized revolution and emergence of NFTs is impacting brands and marketers by shifting the power back to communities.  In this episode we also discuss: Considerations for NFT marketing and the utilization of decentralized technologies  Identifying and listening to your brand champions to create community Examples of how Dapper Labs delivers blockchain-based experiences and NFT digital collectibles via Crypto Kitties and collaborations with the NBA and Dr. Seuss How email marketing has changed and what it takes to be successful Guest Bio: Jeremy Epstein is the Chief Marketing Officer at Gtmhub, the world's leading SaaS provider enabling the OKR (Objectives and Key Results) goal-setting methodology. In December 2020, Gtmhub raised the largest Series B round in the history of the category ($30 million) and serves global brands like Société Générale, CNN, Adobe, Red Hat, and TomTom. Prior to Gtmhub, Jeremy was the VP/Marketing at Sprinklr which grew from a $20 million valuation and 30 people to $1.8 billion valuation and 1400 people during his 4-year tenure. Concurrently, Jeremy serves as the co-Chief Investment Officer of the Crypto Futura Fund, a thesis-driven hedge fund that identifies undervalued, high potential blockchain-based tokens in the emerging crypto asset class. The Fund returned 90% in 2020. ----------------------------------------------------------------------- About this Show: Brave is at the forefront of a new online privacy frontier and has unique insight into the future of marketing and advertising in a cookieless world. If you're an agency, brand marketer or entrepreneur challenged by the changes in ethical advertising, consumer privacy and buyer expectations, this podcast will provide a backstage view of how influential marketers at top brands and agencies are responding to what's next. Music by: Ari Dvorin Hosted by: Donny Dvorin

Bob Chapman is the CEO of Barry-Wehmiller, a global supplier of manufacturing technology and services with over 12,000 employees. Bob was named the #3 CEO in the world by Inc. Magazine and Barry-Wehmiller is studied by business schools and organizations around the world because of their unique culture and Bob's truly human leadership style.  I have had the pleasure of speaking with Bob on many occasions. I had him on the podcast back in 2015, I interviewed him for my book, The Future Leader, and I interviewed him for my online leadership course. Bob truly cares about his people and he feels personally responsible for every single one of them.  He is passionate about truly human leadership, but that hasn't always been the case. When he first started his career, he led in a more traditional way and stuck to what he learned throughout his MBA journey. But Bob says he had three revelations back in 1997 that “awakened his senses to a higher calling in business”.  --------------------------- There are 6 trends that are transforming leadership forever do you know what they are and are you ready for them? Download the PDF to learn what these 6 trends are and what you should be doing about each one of them. These are crucial for your leadership and career development in the future of work! --------------------------- Three revelations that changed Bob's leadership style Starting back in 1997 Bob experienced three events that caused him to shift his view on leadership and led him to think about how business could be the most powerful force of good in the world if leaders simply cared about the people they have the privilege of leading. The first event occurred when Bob traveled to a company in South Carolina that Barry-Wehmiller had acquired. He arrived at the office very early and he was grabbing a cup of coffee as the employees arrived. They had no idea who he was so he was able to observe them, and as they were coming in they were talking about March Madness, who won the most money, what teams had won, etc… and people were happy and casual. But the closer the clock got to 8:00am, the more and more serious they got. Bob said he could literally see the fun draining out of their faces. And over time as Bob kept thinking about that moment he tried to figure out why work couldn't be fun. Why do we go through our work week thinking “I can't wait until Friday so I can get out of this place”.  Since then he has worked to find things that aligned value creation with fun inside his own organization. The second event happened one Sunday as he was leaving his church and he realized the pastor only had the congregation in front of them for one hour a week, but as business leaders we have employees in front of us 40 hours a week. And Bob realized what an impact business leaders could have if they took time to care about their people and impact their communities.  The third event was when Bob was attending a wedding and he saw the father walking his daughter down the aisle to her future husband. And the father smiled and said “I give my daughter to be married to this man” and he looked at his daughter proudly and hugged her and then went to sit by his wife. But Bob, who has walked his own daughters down the aisle, realized that's not what the father really wanted to say. He really wanted to tell the man “this is my beloved daughter and you better take care of her and never hurt her”. He realized that every father and mother loves their precious children and they want what's best for them. And at that moment it hit him that every one of his 12,000 employees is someone's precious child. Their parents want them to lead lives of meaning and purpose and joy, and that is the responsibility of leaders inside of organizations.  What to do if upper management doesn't lead in a truly human way Barry-Wehmiller is doing a lot of unique things because of Bob's truly human leadership style. They don't do headcounts, they do heart counts, they have training on empathetic listening, employees feel safe because they know their leader cares about them.  But what if you are a mid-level or entry-level leader inside of an organization and upper management doesn't hold these same views? Bob has been asked this question before and he likes to think of it as a scene from the Wizard of Oz. Dorothy, the tin man, the lion, and the scarecrow are all in search of something they need and so they go to see the wizard to get what they need. It turns out the wizard is just a wise old man, but he tells them they already have what they need, they just need to use the gifts they have. You don't need permission from upper management to be a better leader and put your people first. You just need to embrace these philosophies and live them out. And it's possible that as you start to lead this way others around you will take notice and make changes themselves. But you can definitely start with yourself.  --------------------------- There are 6 trends that are transforming leadership forever do you know what they are and are you ready for them? Download the PDF to learn what these 6 trends are and what you should be doing about each one of them. These are crucial for your leadership and career development in the future of work! --------------------------- Two pieces of advice from Bob's long career as a leader Bob has been a leader for several decades and over the course of his career he has learned a lot. Two of the biggest things he has learned along the way are: There is no relationship between what something costs and what it's worth Everybody that works for you is someone's precious child that has been placed in your care He also believes that leaders need to be grounded optimists that provide their people with hope. Your people need to be able to put their faith in you and know you won't let them down.    --------------------------- This episode is sponsored by Workplace from Meta. Whatever you bring to work to help you be you, Workplace celebrates it. Our familiar features help everyone work together in new ways. To make your place of work a great place to work, visit workplace.com/human Get the latest insights on the Future of Work, Leadership and employee experience through my daily newsletter at futureofworknewsletter.com  Let's connect on social! Linkedin: http://www.linkedin.com/in/jacobmorgan8 Instagram: https://instagram.com/jacobmorgan8 Twitter: http://www.twitter.com/jacobm Facebook: https://www.facebook.com/FuturistJacob

We welcome YOU back to America's leading higher education podcast, The EdUp Experience! It's YOUR time to #EdUp In this episode, YOUR guest is Dr. Lorraine (Lo) Stomski, Senior Vice President of Learning & Leadership at Walmart, YOUR host is Dr. Joe Sallustio, & YOUR sponsor is Unmudl! Dr. Lo Stomski heads the learning & leadership initiatives for approximately 2.3 million associates employed by Walmart. Lo talks about how the nation's largest private employer views the value of a degree, how they facilitate opportunity across the entire spectrum of learning, & what it takes to compete for talent! Transformational learning, the future of work, & what it takes to be a Walmart partner - all ground covered in this great convo with Lo! Make sure to be the first person to claim YOUR school on Unmudl! Thank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp! Connect with YOUR EdUp Team - Elvin Freytes & Dr. Joe Sallustio ● Learn what others are saying about their EdUp experience! ● Join YOUR EdUp community at The EdUp Experience! ● YOU can follow us on Facebook | Instagram | LinkedIn | Twitter | YouTube Thank YOU for listening! We make education YOUR business!

Episode page: https://www.markgraban.com/mistake121 My guest for Episode #121 of the My Favorite Mistake podcast is Jenn Lim, co-founder, CEO and Chief Happiness Officer of Delivering Happiness, a company she co-founded with Tony Hsieh, the late CEO of Zappos.com to create more happiness at work/life. Jenn was a consultant with Zappos from 2003-2011, during the years it grew from a startup into a billion-dollar business. She created the first (of several) Zappos Culture books. She's the author of the book Beyond Happiness: How Authentic Leaders Prioritize Purpose and People for Growth and Impact — available NOW – and it has been on the WSJ Best Seller list for a few weeks. In today's episode, Jenn shares her “favorite mistake” story about turning down an opportunity to sell movie rights to a novel she had written (and ended up never publishing). How did she learn to “not live with regret,” being “true to yourself”? We talk about that story and other topics including: The so-called Great Resignation is happening… why? How to embrace the new future of work—hybrid and human — what do you mean by that? – not just technology focus Beyond work… How to infuse values-based decisions in our day-to-day lives? Tell us about the book, Beyond Happiness… --- Support this podcast: https://anchor.fm/favorite-mistake/support

Kristina Ashley Williams (she/her) is a leading voice in organizational cultures, futurist thinking, and inclusive design, known for her illuminating personality and experiential learning innovations. She currently serves as CEO of two dynamic ventures. Focused on the future of work, Unpacking is an online learning & certifications platform for diversity, equity, and inclusion. As the great-great niece of Jackie Robinson, her award-winning work is not just about passion; it is legacy. Williams has received notable recognition from the NAACP, Beyoncé's BEYGood Foundation, Boys & Girls Clubs of America, Techstars, Verizon, TechCrunch, and more.     In this episode, Kristina and I discuss:

El Fast fashion llega al Covid, anda avatar ese viejo covid que llegó el nuevo de sudáfrica… Suiza se prepara para una fiesta democrática qué puede terminar en menos votantes la próxima vez… Un canal de la mancha de cuyo nombre ni ingleses ni franceses se ponen de acuerdo en acordarse… La clase media de las autocracias tiene complejo de superioridad… El futuro del trabajo ni tan calvo ni con dos pelucas en el filtro de zoom… El Gobierno alemán se prepara para todo un nuevo panorama europeo, y no implica seguir comiendo salchicha polaca con salsa húngara… El covid y las tradiciones que ha matado… Nos reporta nuestro corresponsal en Burkina Faso, vaya que tenemos presupuesto joder… Cuando empiezas a envidiar a los niños chinos ¿tienes un problema? O ¿tienes flojera de ser papá… Y en el Extra No somos tan malos…. ESENCIALES https://www.economist.com/science-and-technology/2021/11/26/a-new-covid-19-variant-has-emerged. COMPLEMENTARIOS https://www.bbc.com/news/world-europe-59380745 . https://www.bbc.com/mundo/noticias-internacional-59434878 . https://www.economist.com/leaders/2021/11/25/why-medium-sized-autocracies-are-projecting-more-hard-power-abroad . https://www.euractiv.com/section/politics/short_news/german-government-will-push-for-a-european-federation/ . https://www.euractiv.com/section/politics/short_news/german-government-will-push-for-a-european-federation/ . https://www.economist.com/the-world-ahead/2021/11/08/the-fight-over-the-hybrid-future-of-work , https://edition.cnn.com/2021/09/20/tech/china-tiktok-douyin-usage-limit-intl-hnk/index.html . https://www.scmp.com/tech/policy/article/3157070/beijings-campaign-discipline-celebrities-expands-what-they-can-do . https://www.dw.com/en/africa-and-france-an-unfulfilled-dream-of-independence/a-54418511 . EXTRA https://www.bostonglobe.com/2021/11/24/opinion/i-read-more-news-than-anyone-trust-me-people-are-better-than-were-led-think/ . https://www.theguardian.com/books/2020/may/09/the-real-lord-of-the-flies-what-happened-when-six-boys-were-shipwrecked-for-15-months

"Where is the future of work" is almost as important a question as, "What is the future of work?"That's why the minds behind Range are on a mission to keep teams connected, focused and productive no matter where they're working. Dan Pupius, CEO and co-founder of Range, joins us this week to discuss the need for better, more collaborative tools as work becomes increasingly team and project based. Dan believes software development was the vanguard to the 21st work model: when a distinction between 'normal' work and hybrid work will no longer exist because all work will be hybrid work.  Join our Discord Community ►► discord.gg/devinterruptedOur Website ►► devinterrupted.com/Want to try LinearB?  Book a LinearB Demo and use the "Dev Interrupted Podcast" discount code.Have 60 seconds? Review the show on Apple Podcasts

It's tax season again and so it is time to get the ball rolling on the taxes for your business. With planning and preparation being a challenge, tax professionals can be a lifesaver. They will help you understand how changes in tax laws affect your business, ensure that your business complies with tax regulations, and maintain a good relationship with the IRS. In today's episode of the Expert(ish) podcast, Jay talks with Ann Marie about tax planning. She will speak about the factors to consider when filing estimated tax payments, the benefits of working with a tax professional, and what investors can expect when preparing their estimated tax payments. Enjoy! If you are looking for an inexpensive and super convenient healthcare option, check out SkillMil Telehealth Services. It's a program that works well as a supplement to VA health care. Simply click on telehealth services on their website, fill out the basic info, and use the referral code Expert(ish) Podcast in the dropdown menu to get started. In Today's Episode4:08 - Factors to consider when filing an estimated tax payment 8:01 - What makes someone a real estate professional 14:33 - The benefits of working with a tax professional 19:10 - How investors should prepare for their first tax year 24:57 - Why the first tax year is very important 36:02 -Tax write-offs for investment property purchases Favorite Quotes"Tax planning is very important, especially this time of the year. Just get organized and now is the time. The holidays are going to hit and they're going to be like, 'oh it's Thanksgiving, I'll do it after. All of a sudden it's January and your estimated tax payments, the last one, midnight January 15th, and then you're scrambling and you're ripping your hair out. So just start now. You don't have to do it overnight. Just start hitting your ducks in a row, essentially." - Ann Marie "For your first tax year with your investment property, get your expenses deductions and your books. If you come to a person who's doing your taxes with a hodgepodge of a mess, you're going to get charged a lot more. Know what's going on." - Ann Marie "The three main topics that get audited - car, meals, and marketing. They don't want someone just throwing in a  number." - Ann Marie "The first tax year is very important because you're going to understand its growing pains. There's going to be some mistakes, but then you learn and you grow." - Ann Marie Engage with Ann MarieInstagram Connect with Expert(ish) Podcast Host JAY JOHNSONCall (858) 925- 4536WebsiteLinkedInFacebookInstagram Listen to more episodes of the Expert(ish) PodcastiTunesSpotify      

Dan Grunfeld, former professional basketball player and operator at Lightspeed Venture Partners, discusses the parallels between sports and entrepreneurship. His grandma's escape from the Holocaust inspired him to share her story, one he has been writing for five years. Dan's family history is inspirational. His advice for entrepreneurs is timeless.Listen and learn...Why professional basketball is a lot like entrepreneurshipDan's lessons from experiencing hardship on the court... and how to recover from setbacksHow the best entrepreneurs find product-market fitHow his 96 year-old grandma was saved twice by Raoul Wallenberg Why Dan says "...basketball was sent from heaven for my family"Dan's advice about discipline for aspiring authors: "if you snooze once, you can snooze every day."References in this episode:Rene Morkos on AI and the Future of WorkPanos Siozos on AI and the Future of WorkBernie and Ernie on ESPN 30 for 30Dan on Twitter: @dan_grunfeldDan's personal site: DanGrunfeld.com

Future of Work Sherpa Dan Smolen discovers Raj Subrameyer's immigrant's future work story. Raj arrived in the United States for graduate study. He was an introverted Southern Indian student who pursued the lofty career goals that others expected him to follow. Astonishingly, he applied for over 1,200 jobs and got but a handful of interviews. That's when he decided to focus on his own happiness; he began a process of discovery which got him unstuck to start his own business. Now, through his brand ChaiLatte Consulting, Raj helps tech careerists get unstuck for the future of work. Full interview starts at 2:55 In a wide-ranging discussion, Raj: Provides the unique value proposition of ChaiLatte Consulting, his own name-change, and the importance of having an “immigrant mindset.” Starts at 4:40 Recalls how he tapped his “inner extrovert” to help careerists. Starts at 8:32 Pushes against the [Southern Indian] cultural tenet of not questioning things. Starts at 13:25 Delves into the WHY of personal (career) branding. Starts at 26:27 Describes how immigrants to the US can overcome their disadvantages. Starts at 31:22 Offers his take on future of work opportunities. Starts at 39:01 Raj also describes his motivation to help others achieve career success: “I wanted to help underdogs like me, who had the skill-sets, but were looking for guidance.” With great cheer, Raj Subrameyer lives a rewarding immigrant's future work story. Full interview starts at 2:55 About our guest: Raj Subrameyer earned a Bachelor of Science in Information Technology from Anna University and a Masters of Science in Software Engineering from the Rochester Institute of Technology. Raj is the author of the book, Skyrocket Your Career. He lives and works in Chicago, Illinois. EPISODE DATE: November 26, 2021 Social media: – Facebook – LinkedIn – Twitter – TEDx Talk (NEW!) – YouTube Please Subscribe to The Dan Smolen Podcast on: – Apple Podcast – Android – Google Podcasts – Pandora – Spotify – Stitcher – TuneIn …or wherever you get your podcasts. You may also click HERE to receive our podcast episodes by email. Image credits: Lady Liberty, Choreograph for iStock Photo; Raj Subrameyer, The Dan Smolen Experience; Podcast button, J. Brandt Studio for The Dan Smolen Experience.

#078 - In this episode, Kay Fabella shares findings from her team's 2021 whitepaper on DEI and the future of work for multicultural teams in tech, which is now available for download. Kay also announces the launch of the digital home for Inclusion in Progress, LLC, at inclusioninprogress.com, a global consultancy which unites cross-cultural communication, remote work, and DEI strategies to help you retain the best people on your teams. Finally, Kay dives into how forward-thinking tech firms can stay ahead of the curve in recruitment and retention, as distributed work and our talent's identities continue to diversify in the next normal.   Links Ready to deepen DEI work at your organization? Get in touch today for your complimentary discovery call -or- email us at info@kayfabella.com. To download our 2021 Future of Work Culture whitepaper, click here. To check out posts on LinkedIn where we share key DEI statistics and industry best practices, click here. Check out Kay's Forbes feature on how she's helping clients with DEI and remote work here. To learn how to leave a review for the podcast, click here. Follow Kay https://www.linkedin.com/in/kayfabella Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Kay Fabella disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

In this episode of the HR Leaders podcast, I'm joined by my guest Denise Reed Lamoreaux, Worldwide Learning Director of Customer Success for Accessible Accommodations at Microsoft.Thanks to SAP SuccessFactors for Supporting the show!Learn the lessons from disruption and gain insights on how to navigate changing work conditions, technology and focus on employee experiences with this future of work study from Oxford Economics, SHRM, and SAP SuccessFactors: https://bit.ly/3Ez9vhfEpisode Highlights00:00 - Intro00:37 - About Denise and her role01:43 - How Microsoft are ensuring inclusion and equity during assessment03:15 - How has the pandemic increased workplace opportunity for people with disabilities?07:11 - DE&I advice for future HR leaders09:26 - The best vehicles to reach people12:28 - On the stigma attached to the requirement for DE&I14:58 - How Denise defines her own team's success16:48 - The impact of an ageing workforce26:01 - How to stay inclusive when trying to access an older audience30:13 - Parting advice32:46 - On the importance of internal collaboratorsIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week on The Business Couch with Dr. Yishai, I had Jeff Wald, seasoned Entrepreneur, Best Selling Author of “The End of Jobs: The Rise of On-Demand Workers and Agile Corporations,” a Keynote Speaker, Angel Investor, Startup Advisor, and board member for multiple companies.On Insight Sunday, Episode 178, Jeff shares his expertise and mindset on the changing nature of the workforce and how leadership can adapt. He talks about the causes and consequences of the “Tech-celeration” during the pandemic, being data-driven, and the end of “jobs” as we know them, plus how companies can be agile and tap into the most highly skilled and high-performing talent.On Story Tuesday, Episode 179, Jeff shares his experiences and lessons about entrepreneurship, failure, and how entrepreneurs tie their identities into their businesses – for better or worse.If you haven't yet, go back and listen to episodes 178 and 179 to learn from a seasoned and successful entrepreneur with his finger on the pulse of the future of work and business. At the end of our conversation, Jeff asked me how he can lead and teach his team to embrace making mistakes, to learn how they are different from failure, and to develop their willingness to plow forward knowing they will make mistakes and that it is okay. So today, I am talking all about how to teach and train your team to embrace making mistakes.This episode is brought to you by Adaptability Coaching. Want to learn how to make adaptability your superpower to thrive in business and beyond? Learn psychology and neuroscience-backed frameworks and tools to harness the adaptability of the human brain. Learn to become fast, flexible, and formidable. Learn more at www.DrYishai.com/Coaching Connect with Dr. Yishai: Podcast Site: https://thebusinesscouchwithdryishai.buzzsprout.com/Website: https://www.DrYishai.com/Email: Yishai@DrYishai.comLinkedIn: https://www.linkedin.com/in/dryishai/Instagram: @DrYishai or https://www.instagram.com/dryishai/ Disclaimer: The information contained in this publication is for general informational purposes only and shall not be relied on or construed as coaching advice. © 2020 Yishai B LLC. All rights reserved. 

The shifts in the last eighteen months due to work from home have changed the minds of millions. Flexibility at work is not a strategy; it is a must in the future of work. Today's guest is Tom Shea, CEO at OneStream Software. Inc Magazine ranked his company #1527 on the 2021 Inc 5000 list. OneStream provides seamless integration with SAP ERP systems. Tom takes on the hot topic of today, which is flexibility at work. We discuss why this is not a trend but a way of life. Tune in to understand how to make flexibility at work benefit the company and the employee. Get the show notes for Driving Flexibility at Work in Today's Workplace with Tom Shea at OneStream Software Click to Tweet: Listening to a fantastic episode on Growth Think Tank featuring #TomShea with your host @GeneHammett https://bit.ly/gttTomShea #FlexibilityAtWork #GeneHammettPodcast #GHepisode817 #GTTepisodes #Podcasts #Inc2021 #FinancialDataQuality Give Growth Think Tank a review on iTunes!

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) shares his recent interview on the Hacking HR Podcast, where they discuss leadership shifts and preparing for the future of work.   Episode Overview: "Interview with Jonathan Westover – Jonathan is the Managing Partner and Principal at Human Capital Innovations, LLC. He has many years of experience in the space of Management, Teaching, Academic Research, Organizational Development and Culture. Jonathan is an award-winning and international best selling author." Check out Dr. Westover's new book, 'Bluer than Indigo' Leadership, here: https://www.innovativehumancapital.com/bluerthanindigo.  Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy.  Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine.  Ranked #6 Performance Management Podcast: https://blog.feedspot.com/performance_management_podcasts/  Ranked #6 Workplace Podcast: https://blog.feedspot.com/workplace_podcasts/  Ranked #7 HR Podcast: https://blog.feedspot.com/hr_podcasts/  Ranked #12 Talent Management Podcast: https://blog.feedspot.com/talent_management_podcasts/  Ranked in the Top 20 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/  Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/ --- Support this podcast: https://anchor.fm/hcipodcast/support

Peggy talks about how 5G is set to change the course of business, as it is estimated 5G-enabled innovations are expected to contribute $1.5 trillion by the end of this decade. She explains that there are big opportunities to be had here, but that businesses need to understand how 5G is going to shape enterprises in the months ahead. She also discusses: Six opportunities to advance your 5G strategy. What needs to happen next Several big questions to consider as you move forward. peggysmedleyshow.com  (11/23/21 - 747) IoT, Internet of Things, Peggy Smedley, artificial intelligence, machine learning, big data, digital transformation, cybersecurity, blockchain, 5G cloud, sustainability, future of work, podcast

Ron Gonen, founder and CEO, Closed Loop Partners, shares his sustainability journey with Peggy and how he got involved in the circular economy. He describes his introduction to sustainability as one where in hardship oftentimes you find great opportunities. They also discuss: The greatest scam in America that many believe being sustainable and being green is a nice aspiration, but it costs money, when actually the exact opposite is true. Who is the beneficiary of a circular economy. The importance of local manufacturing in the United States. closedlooppartners.com  (11/23/21 - 747) IoT, Internet of Things, Peggy Smedley, artificial intelligence, machine learning, big data, digital transformation, cybersecurity, blockchain, 5G cloud, sustainability, future of work, podcast, Ron Gonen, Closed Loop Partners

Peggy and Hernan Saenz, global head, performance improvement practice, Bain, talk about digital supply chain and supply-chain traceability and why it is important to the future of business. He looks back and talks about how we perfected linear supply chains, but at the same time we created very brittle and brown supply chains. They also discuss: If we cannot see our supply chains, we cannot manage them. Three massive movements in the market today. The key ingredients to traceability. bain.com (11/23/21 - 747) IoT, Internet of Things, Peggy Smedley, artificial intelligence, machine learning, big data, digital transformation, cybersecurity, blockchain, 5G cloud, sustainability, future of work, podcast, Hernan Saenz, Bain

Today, I'm interviewing my good friend Steven Morris. We're talking about art, business, new paradigms, and ways to think differently about business.  Steven's new book, The Beautiful Business recently came out and I couldn't wait to share more about Steven's reflective approach to capitalism and the future of work with you. Enjoy! Steven Morris is the president of Matter Consulting, Inc. He is a brand and culture advisor, author, and speaker. He works with business leaders to mine, articulate, and activate their driving belief system to create organizational integrity, evolved leaders, connected cultures, and unignorable brands. His upcoming book is entitled The Beautiful Business (which publishes in October of 2021 by Conscious Capitalism Press) that focuses on how businesses of all sizes can build integrity, belonging and magnetism through their brand and cultures. His previous book is The Evolved Brand: Why and How to Build a Brand with Soul and Humanize Your Marketing. Through his widely read blog (25,000+ subscribers) and as a contributing writer to Retail Observer (monthly column), Business Week, Brand Week, Conscious Company Magazine, Communication Arts, HOW Magazine and MarketingProfs, Steve writes about the intersection of brand, culture, business, innovation, and wholehearted living.  Steve is also an artist who shows his paintings in galleries across the US, a long-time surfer, and a beekeeper.  Steven shares with us his insights: - "You know, it's interesting. Meaning comes from struggle. Meaning comes from us, confronting the challenges of life. And as we talked about earlier, there is no going through life without some trauma, without some challenges, without some difficulty. It's how we address those things that defines what meaning we make behind those things. So the leaders that come to me typically in the world of business, they've had that version of awakening. It could be, again, any different versions of it. It could even be a spiritual awakening. And now all of a sudden they want to reclaim a larger version of themselves and they want to actually do what I didn't do in my business, which is put more wholeness into their work and not just do it for themselves. But they're called in some way, shape or form to do it in a broader context and affect the people around them."   - "The way that things used to be is that when we asked the kid, what do you want to be when you grow up? The question really was what profession do you want to be? And, you know, it starts with, I want to be a fireman or policeman, you know, if you're a young man or, you know, whatever, a nurse or a doctor or whatever. But now it's what kind of human do you want to be? And how do you want to contribute to the world? How do you want to live your life? And now all of a sudden our work story, our personal story, our… our spiritual story. All these stories are beginning to meld together. And I think what's beginning to happen is that it's not work first. It's life first or integration first. And we're looking to live a fulfilled life, or what I call would call a beautiful life in a business that we feel like we're a belonging member, a contributing member. Where our full self is invited to show up and shine in that environment, not just the mastery that we have in our vocation, but really the human being that we are. And we raise our hand, we join those people and we contribute towards something greater than ourselves, which is all what we all want to do as human beings contribute to something that's greater than simply us." - "They can ask themselves, what does a beautiful life, what does running, shaping, or working for a beautiful business actually mean to me? I want them to have that first private conversation with themselves that determines what is my value system. What is the greatest expression of my own humanity that can show up in my vocation that is in align with my integrity of the way I am as a human being my personal life. And so what I hope the book does is it really helps individuals and lots of them ideally. Claim their own version of human artistry and think deeply about what matters in my life and how can I utilize my own time on this planet, this precious time in this planet with the greatest acts of imagination that I possibly can to live in to that fullest version of my life."  Learn more about Steven: Website: MatterCo.co LinkedIn: https://www.linkedin.com/in/stevenmorris111 Twitter: @StevenMMorris Instagram: @stevenmorrisart

You need to view working at your company just like being in a relationship. Whenever you're in a relationship, you're inevitably presented with a choice. Do you keep the relationship going? Is it something that you turn into a long-term relationship? If you decide you want to fight for that relationship, then you have to fight like hell to make it work. Are you going to overcome the obstacles and work on the problems you're faced with? Then you have to do everything you can. Working for an organization is the exact same thing. Are you going to try to make things work? Or are you going to jump ship? Whether you are in a personal or a professional relationship, it is the same thing. You need to decide if it's a relationship worth fighting for. And if it is, fight like hell to make it work. --------------------------- This episode is sponsored by Workplace from Meta. Whatever you bring to work to help you be you, Workplace celebrates it. Our familiar features help everyone work together in new ways. To make your place of work a great place to work, visit workplace.com/human Get the latest insights on the Future of Work, Leadership and employee experience through my daily newsletter at futureofworknewsletter.com  Let's connect on social! Linkedin: http://www.linkedin.com/in/jacobmorgan8 Instagram: https://instagram.com/jacobmorgan8 Twitter: http://www.twitter.com/jacobm Facebook: https://www.facebook.com/FuturistJacob  

In this episode, Mary connects with John Goldberg, Global Director, Executive Talent Acquisition at The Coca-Cola Company.  Mary and John discuss how individuals can determine if a company is a good fit for their capabilities and aspirations as well as culturally. They also discuss the many considerations impacting the future of work, qualities of a great interviewer, why empathy is a necessity when leading a team and the value of smart risks.   John leads the executive talent acquisition function for The Coca-Cola Company globally which he created when he joined 18 years ago. He has extensive global experience in identifying and selecting leaders and executives in over 70 countries. Prior to joining Coca-Cola, John held senior recruitment leadership roles with Microsoft and the Home Depot and was previously the owner and managing partner of a technology focused retained search firm. He has been a member of several Boards and is a frequent speaker at industry forums. His work has been profiled in both the business media and thought leadership organizations. John holds a B.A. in English Literature from Lafayette College and currently resides in Atlanta, Georgia. The post Episode 30: Insider Insights From A Talent Expert with John Goldberg   appeared first on Modern Career.

Is technology change neutral? This question is essential in the discussion under the scope of the future of work. In this episode, Bruegel's own Giuseppe Porcaro and Mario Mariniello speak to David Spencer about the nature of technology, its impact on the quantity and quality of work, the cost of the technological transition and how to make sure it benefits everyone. This podcast was produced within the project “Future of Work and Inclusive Growth in Europe“, with the financial support of the Mastercard Center for Inclusive Growth.

On this week's episode of Inside Outside Innovation, we sit down with Todd Embley, Senior Startup Advocate for Agora. Todd and I talk about the new technologies and trends from no-code tools to embedded audio and video platforms, that affect how we see, hear, and interact with each other. We also explore how companies are tapping into startups and startup ecosystems to enable founders to build and impact the world more effectively. Let's get started. Inside Outside Innovation as the podcast to help new innovators navigate what's next. I'm your host Brian Ardinger, founder of InsideOutside.IO. Each week. We'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started. Interview Transcript with Todd Embley, Senior Startup Advocate for AgoraBrian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Today, we have Todd Embley. He is a Senior Startup Advocate for Agora and a formerly with China Accelerator. So welcome to the show, Todd, Todd Embley: Thank you, Brian. It's good to be here. Brian Ardinger: I'm excited to have you because we've met a while back early in my startup days when I was running NMotion. You were in China. And we met at some global accelerator network conference. I think it was in San Diego, perhaps. So, you spent a lot of time in Asia, as I did. And recently moved back to the states, working for a interesting company called Agora. We had a chance to run into each other again in Lincoln. Todd Embley: Yeah. Thanks very much. I actually did come back from China and moved to the U.S. but now I'm back in Canada. I am Canadian and I'm living in Western Canada. Brian Ardinger: I wanted to start the conversation with the most recent company that you're with is a company called Agora. It's an interesting company for a couple different reasons. And it's a real-time engagement platform that a lot of popular companies are using to build on top of like Run the World, which is something that we've used for our IO Conferences and that. And some of our IO Live events. I think you guys provide like the SDKs and the building blocks to enable these types of startups to build off of. So, I I'd love to get your take, not on just Agora, but you've got an interesting role there as a Startup Advocate. So, what is a Startup Advocate? Todd Embley: It's a great role, for those of us who aren't necessarily adept at selling. And we fall under marketing. And the role is really, if I were to compartmentalize everything that we're about and our ethos and thesis. Is go out into startup land and be as helpful as possible. Try to integrate. You know, we sponsor. I run workshops. I meet with lots and lots of entrepreneurs all the time, and we're just out there trying to be as helpful as possible. And the great thing that the company and the founders and senior leadership have all gotten behind is just be out and be as helpful as possible. And wear the t-shirt while you're doing it. That's almost the be all and end of it. And for those that are really interested in what Agora is and what Agora does, then we can get into that. But essentially, we're not trying to put it in front of everybody and not trying to blast everybody with, with Agora specifically. The team is comprised of people who have been entrepreneurs, been in startups, been in VC, run accelerators. And who have just a lot of empathy for startups and that's kind of where it begins and ends. Brian Ardinger: We see a couple of different companies use this approach of startup advocate type of program to help build their business. Walk me through like, what are the benefits and the reasons why a corporation would want to put together some type of program around this.Todd Embley: You know, I think AWS and what they've been doing for as long as they've been doing it are kind of the benchmark. And they were, I would say the pioneers, at least the most famous pioneers of running programs like this. Our senior leadership had an opportunity in China to talk to the heads of AWS Activate in China.And they divulged some interesting statistics, which I think were the precipice of Agora wanting to build their own startup team as well. And that was that after 15 years of them having a program, they will now attribute up to 65% of AWS revenues today to the activities, you know, over the last 15 years, of their startup program.And what we're trying to do is invest in our future huge customers. Knowing that the world's next billionaire companies, trillion-dollar companies. The unicorns of the future are still just startups today. And if we want to align ourselves correctly with what it takes to build a startup and how hard it is, let's maybe try to get out of their way at the early stages while they're trying to cross the early chasms of, you know, and the difficulties of what it takes. So, from a revenue perspective or from a cost perspective, let's give our stuff for free. You know, until you, their revenue. You can't get blood from a stone. So, while they're still searching for product market fit and revenue, let's let them use our software for free until such time as they are then finding product market fit and then able to start generating revenue. And only at that time, should we then start to talk to them about actually paying for the service? Brian Ardinger: That makes sense. And obviously it seems to be working. I think I read on your website, you've got over 50 billion minutes of engagement on the platform. Probably going up as we speak. I don't know if you can speak to any specific use cases or specifically what you do when it comes to helping these companies get up and off the ground. Todd Embley: Sure. As you alluded to, there are some famous companies that have been using us, especially in the real-time audio space. There are a few NDAs in place. So, you could mention who those companies are. And by all means it's pretty widely known. I necessarily can't speak directly to who some of those more famous ones are. But the nuts and bolts of the program essentially boils down to free minutes. So, my Director, Tony Blank. He and another friend of ours, Paul Ford, used to do this at SendGrid. And that's where they were a big supporter of the Global Accelerator Network where you and I met in the beginning and then the Twilio acquisition of SendGrid. So, he was there. And they were doing a great job as well. And leading on some of the data from their experience there, or Tony's experience there, and then understanding our business and the data that we had over the years that Agora has been thriving. We positioned the amount of minutes at 1 million, we figured 1 million minutes of Agora should be enough for most companies to achieve product market fit and revenue.If you haven't achieved product market fit and revenue, after using a million minutes of Agora, you may have some underlying other issues that are getting in the way of that. But we really feel that upwards of 80%, even 90% of companies who do achieve and use up the million free minutes, should be at a position of having raised money and are revenue positive.At which time we feel comfortable to say, okay, though, now we do have to, for our business purposes, need to, to work on something and we'll hand them over to sales in a gentle way and work on getting them some discounts and start forecasting future usage and things like that. But those are the nuts and bolts.In our world of real-time video, real-time audio, just the real-time engagement aspect of it. There are certain verticals that are really taking off. I think health is obviously a big one where you have doctors and patients or therapists and their clients. We're seeing a lot in fitness, so for coaches training. Doing big group classes. Education is probably our biggest. I think that's a pretty obvious use case of doing real time lessons with teachers and things. But we're also seeing a lot of activity in the area of gaming where people want talk to each other. They want to be on video with each other while playing games together. Live performances and experiences around online virtual concerts or comedy shows or things like that as well. There's a lot of added context that you can get from engaging in real time, over video. That you couldn't get at an actual conference.You know, there are solutions coming around blending those where you might be at the concert, but you'll also have on your phone different camera angles that are available to a viewer. And you can get other contextual information that is happening plus chats with other people at the concert or something like that.And then, you know, a lot of multi-verse. A lot of VR stuff. I mean, I had a conversation with a startup out of New Zealand who was working in the overcoming therapy space, where if you had a phobia of dogs, you know, a psychologist would work with their client, and they would go to a kennel and slowly start to integrate and learn how to overcome. But now we can do that in a VR environment, but overlay a lot of very interesting artificial intelligence, facial recognition. Stuff like that to really be able to measure the things that are almost imperceptible to the human eye, to understand like the dilation of their pupils when faced with a small dog versus a big dog or different breeds or something, just giving a lot more contextual information to help a psychologist really work with their client to overcome a phobia. So, it's fascinating to work with the startups because they are thinking of use cases that we even within Agora can't think of. The Ewing Marion Kauffman FoundationSponsor Voice: The Ewing Marion Kauffman Foundation is a private, nonpartisan foundation based in Kansas City, Missouri, that seeks to build inclusive prosperity through a prepared workforce and entrepreneur-focused economic development. The Foundation uses its $3 billion in assets to change conditions, address root causes, and break down systemic barriers so that all people – regardless of race, gender, or geography – have the opportunity to achieve economic stability, mobility, and prosperity. For more  information, visit www.kauffman.org and connect with us at www.twitter.com/kauffmanfdn and www.facebook.com/kauffmanfdn. Brian Ardinger: Well, and that's an interesting thing because the platform itself is really robust. You can do video calls and voice calls and interactive live streaming and real-time messaging and white boarding. And like you said, the toolkits are there. And I think this fits into one of those trends that we've been talking about, where it's never been easier for a startup founder to find the tools they need. They don't necessarily have to build everything from scratch nowadays. They can find partners and no code, low code tools and things like that to get up and going and testing the marketplace a lot easier than ever before. And get to those use case scenarios that a platform tool provider may not have thought of originally. I'm curious to get your take on some of this accessibility to tools that founders didn't have maybe, you know, 10 years ago when we started in this business. Todd Embley: Yeah, it's amazing. I think back to, I used to be with SOSV was the fund, and we were doing kind of an internal conference for all of our portfolio, all of our mentor network. Everybody that had ever been involved with us, including investors in Agora or LPs. And we had a guy named Dave McClure come and speak. And somebody had asked him is your eight-year-old daughter learning how to code. And he said, let me rephrase that. I think what you're asking me is do I think that it is important for very young people to learn how to code and essentially that's what you're looking for. And he said, you know, coding is like learning any other language, you know, in the development of the brain and how that enables young people to really grow. But it is in his opinion, he said it is just kind of a commodity. He said coding is probably going to become a commodity. And we've seen that in the low-code no-code explosion.And then he thought, you know, design would probably not be that far behind. I mean, there probably will be a day in the future where our phones will know everything they need to know about us, where you won't have to necessarily code or design the UI UX CX, of how an app works and feels. Because it can just deploy to our phone and our phone can tell the app how to develop itself as it lands on our home screen, in the way that we prefer it to be from colors to where the settings are or where our profile lives.And we can navigate that so intuitively. It has been absolutely amazing. And I think, you know, as we go, we've launched our app builder where pretty much anybody, even without any coding experience can go on and within 20 minutes create a video conferencing tool that they can use for their family reunion. You know, that is super easy. So yeah, it's been amazing. Brian Ardinger: It is kind of crazy to think what are the uses. I'd imagine obviously COVID has changed the dynamic landscape for you guys, especially. And so maybe let's talk a little bit about that. Some of the trends you're seeing with the move to more remote and more virtual environments. Todd Embley: Anybody who just watches the stock price of Zoom over the last couple of years would understand exactly where this industry has gone, but then factors like the quote unquote Zoom fatigue. And now we're seeing people that want to have more control over the layout and the design and the backgrounds and the information and the chats and emojis and music and all these other things that you can build into it. Because you know, now for instance, all our conferences went virtual, right? So we are now having to figure out how did you run a web summit or you know, like an East Meets West, that Blue Start-ups does in Hawaii or something. How do we now do this online and create a really great experience where everybody can still try to achieve those same outcomes for why they attended in the first place. It's been a pretty amazing growth that has really kind of pushed the boundaries.The work from home, I think has been the biggest thing where everybody's now at home. So, there's working with colleagues. There is collection of data. There is monitoring output and outcomes. And, you know, as a department or as a salesperson or marketing has changed. How do we do now market to people who aren't leaving their homes anymore that has now all changed.It's been such a game changer just in the future of work. I wouldn't say it necessarily changed course, but COVID has absolutely accelerated what we were already starting to think it would be. You know, it's done some damage to the world of coworking spaces, right. Or in-person accelerators or incubators. It's changed how we, even as a startup team go out and find partners and find startups to introduce them to Agora. So, it's had a tremendous impact. Brian Ardinger: You spent a lot of time ecosystem building for lack of a better term. You know, you go to different communities and see what the landscape is in the startup world. And then again, try to help founders navigate that. So, what are you seeing when you travel around to different startup communities and that. What's maybe different than it was five or six years ago? Todd Embley: There's a lot of factors. Entrepreneurship and startup land, as we know it, just even in the last 20 years, let's say since the .com boom and bust. And then, you know, Paul Graham kind of the Godfather of the accelerator starts Y Combinator in 2005. And so, the way investors started investing, and then there was, you know, a lot of information and then Crunchbase and others started coming around. And then, then we had 10 years of data from Crunchbase, somewhere around 2013. That we're now measuring how well people were investing, how well-performing that whole venture financial class was doing.And we've seen things where investors are now looking more at timing of solutions versus not just team and problem, but they had so many investments that were either too early, too late. And they started to recognize that. A lot of funds are starting to look internally and seeing, trying to reinvest inside the value that they've created to capture more of the food on the table versus being so outwardly focused. For our jobs, even in doing ecosystem development, how to startups find us versus how do we find them? If there's no meetups. If we're not able to do in-person startup weekends, then how are we able to find them, to attract them, to support them and to help them. How are investors doing their due diligence? You know, things like DocSend. Right.Having that digital data room with a lot of analytics built into it. So that founders can now not only see who's entering and who's looking at their due diligence documents at, but where in the deck are they spending time? On what slides, what is important? Where are they stopping? Where are they looking at? There's a lot of data and information that they can measure from that as well. I'm not exactly sure if that answers the question, but it is so drastically different. And now we're going back into, you know, web summit is in-person. I'm going to be going to that next week after we record this. That is going to be a different experience as well. And then there's the hybrids that are kind of doing both. It's changed a lot. Brian Ardinger: It is definitely interesting. You know, it's always been hard to find startup founders. A lot of times they're heads down doing their thing. You know, over the last five or six years pre COVID, you started to have a different environment where things like coworking spaces and events like Startup Weekend and that, started to bring some of those folks out and started to get some energy. And then COVID kind of slap that in the face to a certain extent. But now what I'm seeing at least is more collaboration across different communities. So even though I'm based in Lincoln, Nebraska, the network and our reach to different communities for the startups in our backyard, has increased and been beneficial from the standpoint of they're no longer having to be in the middle of flyover country. They can access folks that wouldn't necessarily in the past look outside of their own Sandhill Road area. So, I guess there's pros and cons to this new environment, but I was curious to get your take on that as well. Todd Embley: Constraints, breed Innovation. And COVID has drastically brought a whole new set of constraints just by not being able to meet in person as much. So, I think it's the development and the investment in developing a different skill set. You know, you take one sense away, the other senses improve. And so, we've had to become better at being able to build relationships. And we have video. And we have voice. But suddenly we're tuning in to the video and tuning into the voice. We may not have the same social cues and we may not have the same physical cues to be picking up on things. We used to train entrepreneurs on how to pitch in person. You were on a stage facing an audience. You were standing in front of an investor at a meetup. Here's how you do it. Here's how you talk. Here's how you hold yourself. Be careful of your hands. Don't shift your feet around. You know, there is all these, you know, all this kind of training, which has had to change. Which has had to develop. And now we're reaching out, we're developing partnerships and I think I've seen a lot of ecosystems lean in on having silos or verticals that they're starting to own to be seen as a place.And accelerators are now going virtual, where they're pulling from anywhere. Right. We have a focus. We're vertically focused. And so even if you're in Brazil or you're in Russia or wherever, this is the accelerator that you want to join because the world has just been absolutely flattened. And now this is the best place. This is the best accelerator, and you don't have to fly in and live here. Right? So now you've seen costs of living. People are moving out of the main centers. It's just, it's been a tremendous change. Brian Ardinger: You've spent your life helping founders. And I'd love to get your input on for our founders that are listening to this show. Some of the biggest obstacles or barriers or things that you've seen or can help them overcome. Are there particular tips or tricks that founders should be paying attention to nowadays?Todd Embley: I still think it all starts with the problem. And I still find myself having to talk about deep diving into the problem discussion. And there has been a penchant for the snapshot. And of the landscape as it is today. But I think what we're starting to understand. And what I'm seeing from a lot of questions that come from investors, is it's not as much about what. It's about why. And when you're pitching or talking about what you're doing, you have to start layering in the why.This is our go to market strategy. Great. Doesn't really matter, but why did you choose that? They're being measured on the way they think. The way they process. The way they built. What data did you take in. Which did you keep? And which did you throw away and why? And then what decision and strategy did you make off of that data?And why did you decide to strategize that? Why are you deciding to build this next? Why is this the next iteration of what you're doing, this problem that you're trying to solve? Anybody can Google and get a lot of data on a problem that exists today. But do you have a deep understanding of how we got here? You know, we have this Canadian kind of saying of the Wayne Gretzky, don't go where the puck is, go, where the puck is going to be.And as investors, we're always trying to find the entrepreneurs who are good at figuring out where the puck is going to be. But the only way that they can figure that out, isn't understanding just where the puck is, but how the puck got to where it is. Because only then do we understand the speed and the trajectory and are able to extrapolate off of that to know where it's going with some reasonable degree of accuracy. But we'll never get it right. But that I think is always be factoring in your why. Nobody is going to be blown away by your what because you're still early stage. Unless you have a hundred thousand downloads or a million MRR, you know, it's just not that impressive. Because the only thing that matters is what people use and pay for.So, knowing that. Now, we're just trying to measure size you up as a founder. So lean in on all your why of everything that you're talking about so that they can understand how you develop, how you price, how you see the world. Be unique, be different. For More InformationBrian Ardinger: Solid advice. Well, Todd, I want to thank you for coming on Inside Outside Innovation and sharing your insights and your experiences from the many years of being in the trenches there. I want to encourage people to check out Agora and that. If people want to find out more about yourself or about the startup program at Agora, what's the best way to do that? Todd Embley: Yeah. I mean, if they want to connect with me, LinkedIn is great. Just Todd Embley. I will generally show up. That's a great way to do it. And I'd love to connect. And I love to meet with everybody. And then agora.io/startups is where the entrance to the startup program lives. But Agora.io is where most of the information about Agora lives. And we're happy to talk to anybody, especially partners. Anybody doing events. Anything out there. We'd love to be a part of it. We'd love to sponsor. And try to add value. Brian Ardinger: Well Todd, thanks again for coming on the show. It's great to see you again and look forward to continuing the conversation in the years to come. Todd Embley: Thanks, Brian. It's been great.Brian Ardinger: That's it for another episode of Inside Outside Innovation. If you want to learn more about our team, our content, our services, check out InsideOutside.io or follow us on Twitter @theIOpodcast or @Ardinger. Until next time, go out and innovate.FREE INNOVATION NEWSLETTER & TOOLSGet the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HEREYou can also search every Inside Outside Innovation Podcast by Topic and Company.  For more innovations resources, check out IO's Innovation Article Database, Innovation Tools Database, Innovation Book Database, and Innovation Video Database.  

Lena Thompson FMP, SFP is Director of Building Operations at the American Psychological Association, Kelly Johnson is Director of Facility Services at the Association of American Medical Colleges and R. Case Runolfson is Senior Director of the Facility Management Department at the American Institutes for Research. In June 2021, Mike Petrusky hosted a webinar for Facilities Management Advisor called “Future Ready – How FM Leaders Will Support the Hybrid Workplace” where this panel of experienced FM practitioners shared their experiences in facility management and offered best practices for the future of work. They discussed the return to offices and what the future workplace might look like and how to support employees. We know that workplace leaders will face unexpected challenges moving their teams forward in a hybrid working model, so let's find out what three experienced FM professionals are doing to prepare their facilities to meet the needs of their workforce in the months and years to come. Connect with Lena on LinkedIn: https://www.linkedin.com/in/lena-thompson-5b05a86/ Connect with Kelly on LinkedIn: https://www.linkedin.com/in/kelly-johnson-8786378/ Connect with Case on LinkedIn: https://www.linkedin.com/in/r-case-runolfson-4a720012/ Discover free resources and explore past interviews at: https://www.workplaceinnovator.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/ Share your thoughts with Mike via email: podcast@iOFFICECORP.com  

We're back for Season 6 of the #WorkBold Podcast! Caleb Parker, Founder of Bold, is back to challenge the status quo in commercial real estate on the only podcast in the world dedicated to the future asset class called Space-as-a-Service (SPaaS). Now downloaded in over 50 countries, this season includes a few featured episodes recorded on Caleb's trip to Canada, as well as other episodes with leading experts in commercial real estate from around the world.  Resource Links: TSK Insights: https://tskgroup.co.uk/insights-and-articles/  Bold expands to Manchester: https://allwork.space/2021/11/bold-to-unveil-manchester-space-as-a-service-community-as-demand-for-flexible-space-soars/ Future of CRE VIDEO 1 by Sam Gamble: https://www.linkedin.com/posts/sam-gamble-cloudworks_were-at-the-20-month-mark-of-a-worldwide-activity-6863999951257645056-l6fh Future of CRE VIDEO 2 by Sam Gamble: https://www.linkedin.com/posts/sam-gamble-cloudworks_workbold-activity-6866183962713296896-e1Gm CBRE Research on hybrid work: https://www.cbre.com/insights/articles/how-hybrid-work-will-transform-our-workplaces  Don't have time to listen? (Read the transcript of this trailer below)   Welcome back to the WorkBold podcast  Where we chat with the leaders in commercial real estate to answer all questions Space-as-a-service. This podcast is for anyone involved in commercial real estate in any way. If you're an investor, fund manager, developer, property manager, agent or broker, be sure to subscribe so you don't miss an episode. I'm your host, Caleb Parker, and you're listening to a preview of season 6. Over the next 10 weeks we'll drop a new episode with the leading experts in commercial real estate sharing insights to help office investors operators AND customers understand how to win in the #FutureOfWork. We have a solid lineup, including office customers like Twitter, Sensei Labs, the infamous John Ruffulo (the leading venture capitalist in Canada) and many more. If you're tuning in for the first time, I am Caleb Parker, Founder of Bold, the Space-as-a-Service brand for entrepreneurs and innovators, and as part of the NewFlex family of brands we're merging property management & Space-as-a-Service to drive asset value and help office customers grow faster. You may have seen we just announced our first Bold community in Manchester, England. This takes our group portfolio to 1 million 35,000 sqft under management in partnership with some of the world's most forward thinking asset managers. I'm personally super excited to support & champion entrepreneurs in Manchester who are making a positive impact on the world. This season has started later than I wanted it to. Partly because of some of the deals I've been working on have taken a lot of attention. Combined with the fact that over the last couple months I've traveled to France twice, Germany, Poland, Sweden, Canada, the Maldives (for a cheeky holiday) and Manchester multiple times (naturally), I have to admit it's been a challenge.  But with challenges come opportunities, and while I was in Canada for meetings I was able to record a couple podcasts face to face for the first time since the pandemic began. That was fun! So what are we talking about in Season 6? I won't spoil all the surprises, but let me share the following: We're now in The age of #SpaceAsAService  Offices have been evolving since their inception, and we're seeing significant demand for bigger changes today. FACT Many of us no longer have to be inside an office building 5 days each week to generate stellar results. My friend, office developer & landlord, Sam Gamble says "The binary choice between work from home (#WFH) and work from the office is a false dichotomy." That's a quote from 1 of Sam's 2 brilliant videos on the future of CRE. I love Sam's quote because as I've said before, the future is about the + The best office assets going forward will cater to this reality and be much more dynamic than the static white boxes currently on the market. The [repurposed] office has a crucial role to play as a tool in the platform of work. (And it doesn't feel like a return to the past) WELCOME TO THE AGE OF SPACE-AS-A-SERVICE ✅ Where inclusive cultures thrive (no matter how distributed a company is) ✅ Where Team members enjoy impromptu collaboration (online ➕ in person) ✅ Where Junior team members benefit from knowledge transfer, even if the boss is on the golf course (because of asynchronous support) ✅ Where Customers are hosted at offices that work as windows to a company's business culture and ethos (because of the real estate brands they choose to do business with) ✅ Where Everyone feels taken care of because they can tap into the hospitality & service they need (on-demand) PLUS NOT VERSUS According to a research by CBRE 87% of large companies with 10,000 or more employees say they will be adopting hybrid work “Companies that successfully adopt hybrid work have the potential to create more productive workplaces, embrace flexibility and retain valuable talent.” Historically, companies have averaged around 65% in total space utilization. Someone with an assigned space at an office was likely present about two-thirds of the time, accounting for vacation, sick days, business travel and other events.  But in this research paper, CBRE predicts this number will likely approach 75-80% as companies see more people using shared assets or more people using less directly held space. That dynamic will reduce the need to hold vacant space in reserve. I keep saying The future of work = the future of CRE So what does this mean for commercial real estate? Call me biased, but I believe nearly every asset manager should be bringing in flex with hospitality & service to support these new ways of working, and to complement traditional leasing strategies. The successful building of the future will deploy the 5 Pillars of Space-as-a-Service  Don't know what the 5 Pillars are? Well, reach out to me and let's have a chat.   Before I conclude this trailer I have something else to share with you. Every since season 2 of this podcast we've had various companies approach us offering to pay for advertisements on the episodes. We've politely declined because that's not the purpose of the podcast. I am committed to keeping our focus on discussing all things Space-as-a-Service and sharing creative ideas that will help our industry lean into the future,, because as you've just heard, I believe SPaaS is the future of our industry. With that said, I believe in challenging the status quo. What if we said yes to a sponsor or advertiser, IF (and that's a big IF) if any advertisement had to contribute to the sharing of creative ideas that this podcast is known for.  Could we create something that synchronized naturally throughout our episodes.  Or would it be a distraction?  So we're going to challenge the status quo of our own podcast, and test something new. We're going to weave in some advertisements into the episodes this season, but they'll just be more creative ideas that you can benefit from. I'd love your feedback on how we're doing. So with that preamble,  I'd like to announce TSK as the headline sponsor for Season 6. I've gotten to know TSK well over the last couple years and I've been inspired by their approach to workplace design and consultancy -  and there is a lot of alignment in how we both think about putting the customer at the centre of the universe. So when the idea of sharing some of their insights regularly throughout the season was discussed I got excited. If you don't know them already, TSK creates super cool and inspiring workplaces for some of the world's biggest brands across the UK and Ireland. They've been working for 25 years to deliver the best employee experiences and the vision of their clients. Not only do they create great places to work, TSK also share workplace content every week, from the latest data - to inspiring spaces they've designed and built. You can read their latest insights at www.tskgroup.co.uk or check out their LinkedIn and Instagram pages for inspiration like I do. Thank you for listening to this Season 6 intro, we have a great season ahead with a focus on the office customer, infinite mindsets, company culture, the changing demand for offices, and more expert discussion on Space-as-a-Service. Don't forget to subscribe in iTunes, or your preferred podcast listening app. And remember, Fortune Favours the Bold.  

What will "work" look like in 2022, and the years beyond it? Meet Philip Ross, a futurist who specializes on how technology influences how we live, work, shop, and socialize. He's our guest today on No Turning Back in the next episode of the "Future Focused" series. He is the founder of UnGroup and Cordless Group, and aims to help organizations navigate the future workplace. He advises companies, runs workshops and conferences, and writes books about the Future of Work, generously giving his time to us as we look ahead to the work place awaiting us.

I recently shared an image on LinkedIn on the evolution of the employee, and it went bonkers; like it went completely viral. It became the most popular thing that I have ever shared on LinkedIn. It's fascinating because this is something I wrote about in 2014 and the whole concept was looking at how employees are changing and how the idea of employees is changing. And even though I wrote about it in 2014, it was manifesting slower--than Covid hit, and suddenly, this became a reality. It's important to go through this evolution so that you can understand what you need to do as a leader, what you need to do as an organization, or even what you need to be doing and thinking about it as an individual contributor. In the past, employees were working nine to five and we've had an evolution towards working anytime. The idea of working nine to five and setting 32 or 40 hours a week is a concept that is probably almost 100 years old. And why are the hours after five o'clock designated for personal time? I think technology has been the great equalizer here. Because technology allows us to stay connected to work anytime, anywhere, on any device. So, we're moving away from this concept of work-life balance to work-life integration. The whole concept here is that work-life integration is about you, as an employee, deciding how you should be working, what makes the most sense for you. If you want to work nine to five, and that's how you choose to spend your time, hey, more power to you. So, it's my choice. It's my freedom. It's my flexibility. This is what work-life integration is all about. The challenge is you need to set boundaries, working anytime efficiently. But it would help if you also were more accountable and responsible for shutting off. This means having self-awareness and paying attention to if you're getting burned out. --------------------------- There are 6 trends that are transforming leadership forever do you know what they are and are you ready for them? Download the PDF to learn what these 6 trends are and what you should be doing about each one of them. These are crucial for your leadership and career development in the future of work! --------------------------- The next one that goes very much in parallel with this is this concept of the past. The past is working in the corporate office and the future is working anywhere. But for organizations that want more, they want to grow, they want to scale, they want to identify complex problems, they want to identify unique opportunities, they want to move beyond just getting stuff done. In that kind of environment, there is still a lot of room for improvement. We're not just talking about productivity; we're not just talking about getting things done. We're talking about going beyond that. Tackling complex challenges, identifying new opportunities, creating trust, and psychological safety, being influential leaders, if we want to take it one step further. And you know what, there is still very much a place for in-person work. I do believe that, and guess what? All the executives that I've been interviewing think that now that role for in-person work doesn't mean that you're going to be in an office nine to five. It might mean you show up for a couple of hours a day or it might mean you show up once or twice a week--it might mean any number of things. That's what workplace flexibility is all about.  Work is no longer a place that you go to work, it is something that you carry with you; You can pretty much get anything done on your smartphone or on a laptop that you can take with you. So, technology is pushing this forward. So that's another significant evolution that we're seeing. The third way is moving away from using company equipment towards using the device. We're very much moving towards a world where people are using their own devices to get work done. And not only their own devices, but they're finding their software. Suppose your organization offers software that employees believe is tedious and time-consuming, ineffective, and inefficient, and it's not beautiful, helpful, and valuable. Why aren't you going to use it? We're moving away from having to use company-sanctioned hardware towards the employees using their laptops, their phones, using their cameras, their microphone, and anything else they need. Give employees access to tools and platforms that emulate the things you're using for personalized use like Facebook, Twitter, LinkedIn, and Google and all these other easy-to-use platforms; it should be just as easy to get stuff done inside of our organizations as it is to do things in our personal lives.  The next one is the past is focused on inputs. Does your manager see you at your desk doing work, completing tasks? We're moving away from that and concentrating now on the outputs. What have you done? Would you instead that employee be working somewhere else, let's say working from home, if they are able to put four hours in,  but the work that they're doing is impressive. It's high-quality work; they're used to their job, they're coming to work each day with new ideas and opportunities, they are doing a fantastic job. That's the mentality that we need to have. And that's the visual that I want you to have. It's not the time that matters, it's the quality of work. So, this is a significant shift that we're seeing, moving from inputs to focusing more on outputs, The next one is moving away from climbing the corporate ladder to building your ladder. The exciting thing with creating your ladder is that technology, again, has made this the great equalizer. Because what I mean by creating your ladder, I suggest that you can shape your career path and your trajectory in the size of your organization.  One of the ways you can do that is through technology, by participating in relevant conversations, joining employee resource groups that are relevant to you seeking out opportunities pertinent to your organization that are tangential to what you're currently working on. But if you want to be able to create your ladder, part of what that means is that you need to step up, you need to let your voice be heard, you need to use these technologies that are out there, to speak up, you need to participate in the employee resource groups that are out there, all of this is going to be essential for you if you want to create that corporate ladder.  We're starting to see that a lot of leaders wish to do this. They want you to speak up, they want you to give them feedback, they want you to let them know what you care about and what you value, you can very much start to shape your ladder. Now employees have more power than they ever did before. An organization does not want to lose people; it would much rather keep you in transition into another role that you would find more suitable for the work that you're doing. So take advantage of the opportunity. Speak up if you're in a position and don't want to keep climbing that corporate ladder. The next one that we have here is predefined work to customize work. When I say customized work, this is a lot based on the technologies that we're using, the resource groups, your ability to speak up inside of your organization, your ability to let people know what you're interested in and what you care about. And now, what I think we're starting to see, especially with this concept of employee experience, it's the organization acknowledging and saying, we're not going to tell you what to do. We're not going to create the work for you, we're going to design it with you. So, you tell us, what do you care about? What are your values? What do you get out of it? What's your purpose? And so we're starting to see a lot of customization on work based on employees speaking up and based on employees using the different technologies that are out there. The next one after this is moving away from hoarding information to sharing information. Today, we're seeing this massive shift, where the employees help others get recognized and rewarded. If the people share their ideas, identify new opportunities, or tackle complex challenges, they get rewarded. Technology, again, has been an essential factor in this because it's easy for us to share information across anytime, anywhere, and on any device. That will make you more successful inside of your organization. We're starting to see a move away from this idea of not having a voice inside of your organization and a move towards the idea that anybody can become a leader inside your company. So now you have a tremendous voice. You have immense power and responsibility, and we're moving towards creating a place where anybody can become a leader. A leader is not a title that is bestowed upon you. A leader is a mindset. It's a skill set. The future Leader is about helping make other people more successful than you. It's about thinking like a futurist having a growth mindset. You don't need permission from other people to do these things. You can do these things yourself. Anybody now can become a leader inside of an organization, you have that voice, use that voice. Don't ask for permission; ask for forgiveness. The next one is moving away from relying on email to relying on collaboration technologies. Now, I'm not saying that email will completely disappear or vanish because I don't think it will. But email used to be the primary form of communicating and collaborating inside of an organization. Look at the number of tools and resources we have at our disposal to communicate and collaborate. We have Zoom meetings and so many different platforms and channels at our disposal. The next one is moving away from focusing on knowledge to adaptive learning. And really what this means is not being a knowledge worker but being a learning worker. You need to learn how to learn; you must become a learning machine. Now, the good news is today you have access to YouTube, Coursera, Udemy, Khan Academy and so many different tools and resources are out there, there is no excuse for why you cannot learn anything that you need to know to be personally or professionally successful. It would help if you learned how to learn, take things into your own hands, don't wait for anybody else to tell you what you need to know. Organizations will say, look, we're going to help you as best as we can. But ultimately, you are going to be responsible for your growth, your trajectory, and your future. And the last one is about corporate learning and training. In the past, anything that you wanted to know you'd have to sign up for a seminar or a training program and you would have to wait a few weeks or months. So corporate education and training are seeing a significant evolution. Part of what we're starting to see is that anybody is a teacher, and anybody can be a student. In other words, as a company, you can't assume that you are responsible for all education and training; you need to do a better job of connecting your people. Let them educate and train each other. This is the evolution of the employee. And this is what I think we're starting to see much more of in organizations around the world. --------------------------- This episode is sponsored by Workplace from Meta. Whatever you bring to work to help you be you, Workplace celebrates it. Our familiar features help everyone work together in new ways. To make your place of work a great place to work, visit workplace.com/human Get the latest insights on the Future of Work, Leadership and employee experience through my daily newsletter at futureofworknewsletter.com  Let's connect on social! Linkedin: http://www.linkedin.com/in/jacobmorgan8 Instagram: https://instagram.com/jacobmorgan8 Twitter: http://www.twitter.com/jacobm Facebook: https://www.facebook.com/FuturistJacob

The longtime PepsiCo CEO is one of the world's most powerful women and Time's 100 most influential people. In the first of two rich conversations, she explains why she wrote more than 400 letters about her direct reports… to their parents. Indra and Adam discuss what she's learned about leadership, finding and being a mentor, championing ideas from below, and making big career decisions. They also explore some of the big questions around the future of work—from embracing flexibility to creating equitable arrangements for women to making family a real priority. This is an episode of WorkLife with Adam Grant, another podcast from the TED Audio Collective. You can find it, as well as the part 2 to this conversation, wherever you're listening to this.

But somehow it got very scary. Today's show was produced by Victoria Chamberlin, edited by Matt Collette, engineered by Efim Shapiro, fact-checked by Laura Bullard and hosted by Sean Rameswaram. Transcript at vox.com/todayexplained Support Today, Explained by making a financial contribution to Vox! bit.ly/givepodcasts Learn more about your ad choices. Visit podcastchoices.com/adchoices