Podcasts about gallup's state

This webinar was recorded on March 26, 2020. To view the video of the webinar, please click here: https://gvg17.com/recording-well-being-while-working-from-home-webinar/ Join Sam Ushio from Ikigai Lab and Ryan Wolf from Gallup to discuss well-being while working from home. According to Gallup's State of the American Workplace report, 43% of US employees work off-site some or all of the time. As organizations across the world respond to the COVID-19 pandemic and more workers find themselves working remotely, what steps can be taken to prioritize well-being? Wolf, co-author of the article "How to Keep Remote Worker Wellbeing High" will highlight practical well-being tips for remote workers. Ryan Wolf is the Physical Wellbeing Lead at Gallup. He leads Gallup’s physical health and wellbeing initiatives through strategic partnerships with Gallup’s research team, benefits department and external medical and wellness partners. He administers In The Zone, Gallup’s wellbeing curriculum that provides Gallup associates, spouses and family members with opportunities to pursue greater wellbeing by participating in challenges, campaigns and education. He works closely with Gallup fitness center staff who coach and consult Gallup associates. Ryan earned a bachelor’s degree in exercise science from the University of Nebraska-Lincoln and is currently pursuing his master’s in business administration from Nebraska Methodist College. He is a National Strength and Conditioning Association Certified Strength and Conditioning Specialist, and he is a Gallup-Certified Strengths Coach. Sam Ushio is the founder of Ikigai Lab, a purpose-driven change management firm based in Seattle, WA. Inspired by a 100-year old family story of legacy, sacrifice, and triumph, Sam launched Ikigai Lab to empower organizations, teams, and individuals to maximize the power of purpose. Ushio blends expertise in traditional management consulting + large-scale program design with ongoing research into the areas of performance psychology, human-centered design and experience-based learning. Prior to founding Ikigai Lab, Sam was Director, Practice Management at Russell Investments where he led a nationwide team of management consultants that delivered strategic consulting + coaching to wealth managers and financial advisors. Sam is frequently quoted in the press, including Wall Street Journal, Investor’s Business Daily, Financial Advisor Magazine, and InvestmentNews. He has an MBA from Foster School of Business at the University of Washington, holds a Bachelor of Science from University of Nebraska in marketing and finance, and is a Gallup-Certified Strengths Coach.

People and Culture in the Workplace is a weekly audioblog by Recruitsos. In this week's episode, we take a closer look at Gallup's State of the Global Workplace report. Listen as Fionna summarizes the introduction and breaks down why measuring GDP can cause trickle-down adverse impact for your people and company culture. Visit the Recruitsos audioblog page to optionally read this episode and sign up for weekly updates. https://www.recruitsos.io/people-and-culture-audioblog Our theme song is "I know, I know" by Christiana Bohorquez. https://jamitstudios.nl Additional song credit for "Redemption" by @skylarstecker https://music.apple.com/us/album/redemption/1446644519

To learn more about becoming a Certified Strengths Coach at the Gallup Strengths Center: http://on.gallup.com/1i5OXhq.Gallup's Called to Coach is a live Webcast that targets current and prospective coaches to interact with Gallup experts and independent strengths coaches who have found success in strengths-based development.On a recent Called to Coach, we spoke with Jim Harter, Chief Scientist of Workplace Management and Wellbeing for Gallup's workplace management practice, about Gallup's State of the American Workplace report and how organizations and coaches can help employees do what they do best, experience effective onboarding processes, understand their roles and be agile when it comes to role changes.

To learn more about becoming a Certified Strengths Coach at the Gallup Strengths Center: http://on.gallup.com/1i5OXhq. Gallup's Called to Coach is a live Webcast that targets current and prospective coaches to interact with Gallup experts and independent strengths coaches who have found success in strengths-based development. On a recent Called to Coach, we spoke with Jim Harter, Chief Scientist of Workplace Management and Wellbeing for Gallup's workplace management practice, about Gallup's State of the American Workplace report and how organizations and coaches can help employees do what they do best, experience effective onboarding processes, understand their roles and be agile when it comes to role changes.

We are excited to host Gallup Chief Scientist, Dr. Jim Harter. Jim will discuss the most important data statistics from Gallup that coaches can use in their coaching as well as how to use the upcoming book, "Its the Manager" for those who work with managers regularly. You can find out more about "Its the Manager" at itsthemanager.com In this part two of a two-part series, Dr. Hater will discuss the research behind Gallup's State of the American Workplace and give coaches clues on how to use it as a coach. Jim Harter, Ph.D., is Chief Scientist of Workplace Management and Well-Being for Gallup’s workplace management practice. He is a coauthor of the New York Times bestseller 12: The Elements of Great Managing, an exploration of the 12 crucial elements for creating and harnessing employee engagement. Dr. Harter’s book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup’s new edition of this groundbreaking bestseller. Since joining Gallup in 1985, Dr. Harter has authored or coauthored more than 1,000 research studies for organizations on employee engagement and talent and on topics in applied psychology and well-being. His specialties include psychological measurement and estimating the economic impact of management initiatives. Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the University of Nebraska-Lincoln (UNL). He has served as an adjunct faculty member at UNL and as an associate professor at the University of Nebraska at Omaha. Dr. Harter is on the editorial board of the Journal of Leadership and Organizational Studies and is a regular reviewer for other prominent academic journals. CliftonStrengths Top Five: Achiever | Focus | Learner | Relator | Futuristic Get signed up You can join the discussion live here: http://coaching.gallup.com/live To learn about Gallup's other resources for strengths-based coaching, visit Gallup Strengths Center. Called to Coach is a Gallup Strengths Center live webcast (via YouTube) that allows current and prospective coaches to interact with strengths coaches who have found success in strengths-based development.

"Where do you see yourself in five years time?" This insidious little question invites the interviewee to begin a little game that finishes as a belief built on sand. You guess what your prospective employer wants to hear, and then you give it to them. It's almost as bad as your Aunt's favourite: "What do you want to be when you grow up?" The myriad branching possibilities when you are 12 or 13 years old seem to lead in opposite directions, and all equally tempting. By the time you hit the renowned "mid-life crisis" when you are, theoretically, equipped to make better choices. In reality, your 20s and 30s wide-eyed optimism has usually been replaced by a more cynical outlook on jobs and the workplace. And that mid-life crisis seems to be happening earlier and earlier. In this episode, I'm going to take a look at some of the many "buts" that prevent people from career planning for themselves and then I shall propose an alternative to career planning that will help you get started pursuing what you really want to do. Fair warning: there's a lot of "buts" in here. I wasn't surprised that no hands went up at this workshop. A couple of Gen Xers and the rest millennials, not a single one had a career plan. In most workshops, I'll see maybe two hands tentatively raised when I ask who has a personal career plan. It seems that most people like to leave their future career in the hands of others, their whims and fancies rather than do something as arduous as think about what they would like to be doing in a few years time. It's hardly surprising that Gallup's State of the Global Workplace Report in 2017 finds that 85% of employees are disengaged. Why would you be engaged in your work if you felt as if you were going nowhere you really wanted to go? So they shared their "buts" with me as to why they didn't have a career plan. Maybe you have these "buts" too. But there's no point in planning when the world is changing so quickly! Of course, there are problems in career planning. It's difficult enough to think about 20 or 30 years ahead. Interestingly, I find that the older you are, the easier it is, but that is not so critical. The problem is that we struggle to plan into a future that we anticipate is going to be very, utterly, completely different from today. Go back just 10 years and I suspect that not a single person had an actual career plan that included social media, either as a tool, or as a job itself, let alone being an App developer, Uber driver, YouTube sensation, drone operator, data scientist, genetic counsellor or cybersecurity chief. That the world will be different in 10 years time is not an excuse not to plan, rather, it's a reality to consider and allow yourself to change your plans and remain agile with the ever-changing world outside. But isn't it HRs job to plan my career? Sure, why not. And whilst you're letting them do that for you, how about they choose your life partner. You'll be spending less time with them than at your job, but it's still a pretty major decision. Best to abdicate that to someone who cares deeply about your personal well-being, happiness and sense of meaning... But it's so difficult to know what I will want to be doing in the future. In ‘the road less travelled’, M. Scott Peck starts: “Life is difficult”. What is most surprising, is that, for many people, this is a revelation! Go to any business networking event, or meet a potential client or recruiter – especially during the current economic situation and they will be moaning incessantly about the enormity of their problems, burdens or difficulties as if life should be easy. When I was a teenager I dreamed of being a top chef. I imagined being a chef until I happily died, probably drunk in the kitchen having slipped and broken my fall on the corner of a stove with my head. In my early twenties, I was already happily shifting my thoughts to management and a (slightly) easier life. By my late 20's I was writing computer code and planning on that as my new career path. I could go on. Sure, plan for 20 years ahead or more, but changes are allowed, it is your career, your life, your future. But, I'd rather leave my career to chance. Actually, no-one ever says that. Well, they don't use those words, but without any sort of plan on your part, that is exactly what you are doing. You are at the effect of the external environment (the world, other people) and something the world calls "luck". If your "luck" is good we'll put that down to good karma or synchronicity and enjoy the benefits, if bad we're more likely to blame others and be miserable. If you happen to have happened upon the perfect career, thoroughly enjoy it, find meaning in it and this is going to continue until you choose to retire then you will be highly engaged, love what you do and probably won't be planning to change anything. You can probably stop reading now. If you have yet to have that good fortune, well-deserved karma, meaningful coincidence to happen upon that perfect position then maybe, just maybe, a plan might help you. What I have discovered over the decades I have lived is that the more I plan and work toward achieving the plans goals, the "luckier" I get. But what if success doesn't happen? Particularly for those just embarking on their journey, ‘success’ in a career is a place far, far away. We may have wonderful dreams about it and a delightfully crafted goal. But as the days, weeks and months go by and ‘success’ doesn't appear to be any closer, many people throw in the towel and give up because ‘success’ is impossible, we’ll then criticise it. Anyone who achieves success whom we deem less worthy is the subject of our scorn and contempt – “they don’t deserve it!” or "they were lucky!" But why do I have to plan anyway? Can't I just see what happens and then simply change jobs? Everyone has a story about someone they know who got their "big break". The telephone sales guy spotted in a mall by a movie producer and became an instant star. The busker in the subway ‘found’ by the record label. The crazy inventor who made gold from apple seeds. But how do I get ready for when an opportunity comes my way if I don't know when it's coming or what it is? We've all had bad bosses, perhaps they micromanage you, or think punishment is motivating, or can't communicate clearly, and they never seem to have time for you. Well, they took an opportunity that presented itself and they weren't ready. It's not difficult to learn how to lead and delegate effectively, it's not beyond you to understand what motivates people. It's easy enough to find training on communication and practice it. And there's more on time management and prioritisation than all of them. Yet somehow, that boss neglected to put any effort into developing the knowledge and skills. Yes, they were "lucky" enough to be chosen, maybe conniving, maybe astute, maybe simply related to the right person. But they weren't ready. If it's a previous boss, you probably left that job because they weren't ready. If it's your current boss, you're likely thinking of quitting because they weren't ready. If you're not ready, you'll be a bad boss too. A plan helps you be ready for when opportunity happens to knock. But what if my lucky break is for something that I'm not prepared for anyway, since I can't foresee the future? What's really interesting I find, is that viewed in 20:20 hindsight, that seemingly sharp turn off course you took makes absolute sense and you can see why it worked and why you were ready for it, even though it wasn't part of your original plan. Some people find my own shift from cooking to IT to coaching as strange. But when you consider that cooking is really just about recipes and coding computers is really, just about, erm, recipes. And, of course, coaching and training is really just about, erm, recipes. That is: Cooking is taking some ingredients and combining them in a specific way using particular equipment to produce a particular dish or result. Computers are of course, completely different. They need specific instructions in a coding language (ingredients?) in a specific order (method) for a particular output or result. Training and coaching are taking specific knowledge (ingredients) in a particular order in particular circumstances (method) to achieve a particular result. If you had tasted my mum's grey, mushy Brussels Sprouts, burned Topside and lumpy gravy, you might not think yourself to be fortunate, but my "lucky break" was that my mum hated to cook and was especially bad at it causing me to save my taste buds and get in the kitchen to learn. But what if I want to do something in the future that has nothing to do with my past? The danger, when you look back at your past jobs and the skills and talents you used to get where you are today is to think that they form a straight line to determine your future. They almost certainly do not. And some could be undermining your potential future. If I had left my career choice to my father I would have been a dentist. If it were based on my studies and exam results, something far less lucrative So how do I plan if I don't plan then? I'm so glad that you asked. We're not planning exactly, but we are creating a roadmap for gaining control over your career. Start with brainstorming what impact you wish to make in this world. You want to be working in an organisation (or for yourself) with a mission, values and culture that aligns with your own. Sidebar: You would be surprised by how many self-employed people and entrepreneurs are not doing something that aligns with their own mission, culture and values. Often because they haven't found a way to make money and hence compromise one or even, all three in the pursuit of filthy mammon! Oftentimes, people who successfully build a career that they love, is that they genuinely believe their work makes a positive contribution to society. So ask yourself three questions: What changes does the world need most that is something your skills, knowledge or experience could contribute towards? What makes you sad or angry about the state of the world, and what could you do to make it better? And third, what gives you the greatest joy in life? And before you start on me and say "but, changing the world" is a little ambitious, John. Yes, the problems that you care about are huge and complex and maybe you can't see yourself making a significant difference. Remember what matters is not necessarily the size of your impact, rather it's that you are making a positive contribution at all. Once you have a good, or some, idea about the impact you want to make in the world, you're going to consider your own contribution. Then your long-term needs and then a vision for yourself. Rather than make this an extra long episode that overwhelms you, here's what I suggest: Take that first action step to brainstorm what impact you want to make in this world, answering those three questions above as well as you can. Then write to me by email and ask me for the rest of the guide. Simply ask and I will reply with a PDF that you can use to guide you through this process of establishing a roadmap for gaining control over your career. When you've finished you'll have a clear idea of what you will be doing to contribute to making an impact in this world that is meaningful for you and how you are going to get there. It becomes your Command Intent. My intended impact? Mine's deliciously broad and just five words now, yet simultaneously loaded with meaning (for me and my team anyway.) Impact lives. Visit interesting places. I'll share more in the guide. Brainstorm those 3 questions on the impact you want to see in the world and then write and ask me for the Guide to continue. Another late sidebar: Now before you leave, remember I mentioned that your current position, skills etc and your past don't determine your future? Oh, and let me share a secret with you about what can have a big impact: When someone is looking to fill a vacancy for any position higher than cannon fodder, they do not start by asking: "Who has the ideal skill set, attitude, character. aligned values, history and qualifications for this position?" No, they ask: "Who do we know who... ?" It's not your qualifications or your experience that will get you that position, it's whether you are known to the people who get asked that question.