Podcasts about global workplace

Miksi vain 12 % suomalaisista työntekijöistä on aidosti sitoutuneita työhönsä? Tämä ilmenee Gallupin viimeisimmässä State of the Global Workplace -tutkimuksessa. HR Plus Podcastin kevätkauden päätösjaksossa käydään läpi Gallupin tuoreet tulokset vieraan kanssa, joka tuntee organisaatiot läpikotaisin.Vieraana jakossa on Hannakaisa Länsisalmi, OP Pohjolan Chief People and Culture Officer. Jaksossa puretaan sitoutumisen, hyvinvoinnin ja johtamisen isoja kysymyksiä. Mitä luvut oikeasti kertovat sitoutumisesta, hyvinvoinnista ja negatiivisista tunteista töissä. Miksi esihenkilöiden sitoutuminen laskee? Miksi pakkopaluu toimistolle saattaa olla väärä ratkaisu?

The most important part of your surgery isn't plugged in, mounted, or calibrated. It's the person standing beside you. Have you ever dreaded walking into a beautiful practice with lovely patients — purely because of who you share the surgery with? What do you actually do, in the moment, when your assistant rolls their eyes at a request for rubber dam? And should you be friends with your assistant at all — or does that cross a line you'll regret? This is an Interference Cast — a non-clinical but deeply practical episode — with Dr. Sarah Braun, a dentist in Australia and a fellow Protrusive Guidance member who DM'd to suggest this very topic. No course, no book, nothing to sell: just two clinicians comparing notes (and the odd scar) on the one relationship that quietly shapes your whole working life. It sits inside this month's theme of the relationships that support your career. https://youtu.be/OyztRyPpcHM Watch IC075 on YouTube What You'll Take From This Episode The full breakdown is in the Premium Notes; here's the shape of the thinking that runs through the episode: Engagement is the whole game — the assistant relationship sets the mood of the room, the patient's experience, and whether good people stay. Speak their language — appreciation only lands if it's delivered in the form that particular person actually values. Appreciation is a verb — specific, named praise lands far harder than a vague “good job.” Let them, let me — you don't control how someone reacts in the moment; you only control your response to it. Lead the room — dentistry is a performance, and the room takes its emotional cue from whoever is leading it. Highlights of this episode: 00:00 TEASER01:13 Why This One Relationship Can Make or Break You03:49 A Non-Clinical Interference Cast: What to Expect04:47 Meet the Guest: Nine Years In, City to Country07:01 A Week in Private Practice09:15 How Much Does the Dentist–Assistant Relationship Matter?11:01 Engagement at Work: The Gallup Lens12:30 People Remember How You Made Them Feel14:21 When the Relationship Turns Toxic15:23 The Power Imbalance You Might Not See18:11 The First-Day Conversation20:52 Keeping Your Assistant Engaged22:23 Specific Praise Beats a Vague “Good Job”23:55 Midroll27:37 You Can Only Control Yourself29:34 The Eye-Roll Moment: Let Them, Let Me31:23 Off Days vs Patterns32:12 Appreciation, Gifting & Speaking Their Language35:32 Run the Relationship Like It Matters36:48 Friends With Your Assistant, or Keep Your Distance?39:08 A Best Friend at Work: The Engagement Link41:15 Advice for New Grads: Start With Time Management44:26 Teaching as a Tool: Show Your Working Out48:05 Wrap-Up & a Healthy Debate48:37 CPD Outro & the Protrusive Vault References & Further Reading: Sources and further reading from this episode: Chapman G. The Five Love Languages. Northfield Publishing, 1992. The five ways people give and receive appreciation — words of affirmation, quality time, acts of service, receiving gifts, and physical touch — applied here to the dentist–assistant relationship. Robbins M, Robbins S. The Let Them Theory. Hay House, 2024. The “let them / let me” reframe for releasing what you can't control and owning your own response. Rath T. StrengthsFinder 2.0. Gallup Press, 2007. The CliftonStrengths assessment; “Learner” is one of its talent themes, referenced in the discussion of teaching as a way to engage your assistant. Gallup employee-engagement research. The Gallup Q12 engagement survey (including the validated “I have a best friend at work” item) and Gallup's State of the Global Workplace reports. Source of the workforce-engagement framing in this episode. Exact figures vary by year — see Reviewer Note. Want more? If you enjoyed this episode, check out: How to Find a Mentor in 5 Seconds Flat! – IC058.  #InterferenceCast #CareerDevelopment #Communication #BeyondDentistry Listen, Subscribe, Earn CPD: This episode is eligible for 0.75 CE credit via the quiz on Protrusive Guidance. This episode meets GDC Outcomes A and B AGD Subject Code: 550 Practice Management and Human Relations Aim & Learning Outcomes: Aim: To help dental practitioners understand and strengthen the working relationship between dentist and dental assistant — recognising its impact on team engagement, patient experience and personal job satisfaction, and building practical habits to improve it. Learning Outcomes — by the end of this episode, dentists will be able to: Explain how the working relationship between a dentist and a dental assistant affects team engagement, the patient experience, and clinician wellbeing. Identify practical strategies for communicating appreciation and recognition in ways suited to the individual, and for involving an assistant according to their preferences. Apply self-management and emotional-regulation approaches to leading the surgery and responding constructively to interpersonal friction.

Organizations spend billions on strategy, technology, and process redesign, and then wonder why results do not follow. The answer is almost always the same: culture was treated as an afterthought rather than the operating system beneath everything else. When culture is decorative, change is cosmetic.  I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Gallup (2025). State of the Global Workplace. CultureCon & Fauna (2025). WorkPossible: Humanity at Work. McKinsey & Company (2020). The Science Behind Successful Organizational Transformations. Edmondson (1999). Psychological Safety and Learning Behavior in Work Teams. Kotter & Heskett (1992). Corporate Culture and Performance. Work Institute (2024). Retention Report. SHRM (2022). Human Capital Benchmarking Report.

This week, we're changing things up. Our host Matt Phelan is back in the chair, and he's turning the microphone on Stefan Tornquist. After spending months hosting our Global Workplace Happiness Report 2026 series, Stefan is stepping onto the other side of the desk as a guest. Stefan is the lead author of the report and the managing director of Executive Summary Research. He's spent over 30 years leading complex research projects and translating vast datasets into actionable business strategies. In this lightning-fast five-minute conversation, Matt asks Stefan to take off his researcher hat and share what surprised him most about the final data. We explore:

In dieser Folge gehen wir der Frage nach: Wie kommen Führungskräfte von einem direktiven, hierarchischen Stil zu einem Ansatz, der Talententwicklung und Verantwortungsübernahme fördert – jenseits von klassischem Coaching? Die Antwort: Situative Führung, New Power-Prinzipien und die Anpassung an die BANI-Welt sind der Schlüssel. Wir beleuchten, warum alte Führungsmuster in einer zerbrechlichen, ängstlichen und nicht-linearen Welt nicht mehr funktionieren – und welche konkreten Schritte du heute schon gehen kannst, um zukunftsfähig zu führen. Mit Bezügen zu Old Power vs. New Power, VUCA/BANI und deiner eigenen Haltung als Führungskraft, die Bewusstheit, Balance und Purpose in den Mittelpunkt stellt. Die 5 zentralen Themen im Überblick 1. Direktive Führung: Warum sie heute scheitert: Hierarchie und Kontrolle blockieren Innovation und Motivation – in komplexen Systemen braucht es Flexibilität statt Anweisungen. 2. Old Power vs. New Power Old Power: Machtkonzentration, Top-down, Kontrolle. New Power: Partizipation, Vernetzung, Empowerment – der Schlüssel für agile, resiliente Teams. 3. VUCA war gestern – BANI ist heute: Brittle (Zerbrechlich), Anxious (Ängstlich), Nonlinear (Unberechenbar), Incomprehensible (Unverständlich). Folge: Führung muss Unsicherheit aushalten und Teams befähigen, selbst Lösungen zu finden. 4. Situative Führung als Game-Changer: Führung passt sich an Kompetenz & Motivation der Mitarbeiter:innen an. Und:70% des Lernens passiert durch Herausforderungen im Job – daher: Verantwortung delegieren! 5. 5 konkrete Schritte für zukunftsfähige Führung: Situativ führen, psychologische Sicherheit schaffen, New Power-Strukturen testen, BANI-Kompetenzen stärken, Purpose leben. Außerdem nochmal 4 Wege, wie du praktisch NICHT hierarchisch führen kannst! „Führung gelingt heute nicht durch Kontrolle, sondern durch Vertrauen, Empowerment und Sinnstiftung.“ Shownotes: Quellen der Studien: McKinsey: Innovationskraft durch partizipative Führung; Studie: "The most innovative companies: How they succeed in a digital world" (2023) Gallup: Mitarbeiterbindung & Führung; Studie: "State of the Global Workplace" (2024) Google's Project Aristotle: Psychologische Sicherheit; Studie: "The five keys to a successful Google team" (2015, aber weiterhin relevant) ---

Send us a message!Gallup publishes its State of the Global Workplace report once a year. This year it's 251 pages of data on engagement, emotions, wellbeing and the general mood of the global workforce. One of its headlines on the 2026 edition? "Global employee wellbeing improved for the first time in three years."Paul and KG have questions. And Paul calls BS.Cheeky Half episodes are short. So rather than spending your precious minutes on a written explanation, we definitely encourage you to listen.You can find the Gallup State of the Global Workplace: 2026 Report at gallup.com/workplace/349484/state-of-the-global-workplace.aspxIf you are interested in a written reflection of this discussion and its themes, you can find our brief article here. Please feel free to send us your thoughts, comments and suggestions any time by leaving us a text/voice message via the link at the top of these show notes!Or talk to us through either of the options below.Email: askus@leadershipdecanted.com Website episode comments: www.leadershipdecanted.comDisagree or agree with anything we've said? How wrong are we?!? Are there any leadership topics you'd like us to discuss, or people you'd like us to talk to? Maybe you'd like to recommend a favourite wine!Whatever tickles your fancy, we'd love to hear from you!!

Your team is not disengaged. They are responding. And there is a difference that changes everything about where you look.   Tami names the myth that keeps senior leaders investing in the wrong solutions — and reframes what is actually happening when the energy in the room goes flat, requests pile back up, and the people who started the year strong seem to have quietly shifted gears.   This is not a conversation about employee motivation. It is a conversation about signal. And once you understand the difference, you cannot unsee it.   What You'll Hear The experience most senior leaders are living but haven't been able to name What the Gallup State of the Global Workplace data actually reveals about why 80 percent of the workforce is not fully engaged A real story from client work — and the moment that proved this was never a disengagement problem Five things employees actually need, and why none of them are motivation What becomes possible when the signal changes   Leadership Pattern to Notice The leaders who feel this most are the ones who have already tried the team-side solutions. They ran the surveys. They brought in the speaker. They launched the culture initiative. And the energy still did not shift the way they expected. That is not failure. That is data. It means the starting point was off, not the effort.   Key Takeaways 80 percent of the global workforce is not engaged. That is not a motivation problem. That is a signal problem. Engagement measures connection, not motivation. Connection to the work, the team, and how they are being led. People do not stop caring. They stop investing energy in environments where what they need is not present. What looks like disengagement is actually withheld energy. There is a difference. When the signal changes, the team does not need a new initiative. They respond. Automatically.   Concepts Introduced Tami draws a distinction between disengagement and withheld energy — two things that look identical on the surface but point in completely different directions in terms of where a leader needs to look. She also introduces the idea of signal as a leadership variable: not what you say, not what you intend, but what your team is actually receiving and responding to. These are not frameworks. They are diagnostic lenses that shift how a leader reads the room.   Sit With This Where is the energy in your team telling you something you have not fully stopped to hear?   Resources Mentioned Gallup State of the Global Workplace Report   Links The Invisible Weight — Private Audio Series:  Aligned Leadership Audit:    Connect with Tami Imlay Tami Imlay is an Executive Leadership Strategist and Advisor and the founder of Daily Choosing Joy LLC. She works with senior leaders who are performing at the highest level and want to understand the system running underneath their leadership.   Website: tamimariecoaching.com LinkedIn: linkedin.com/in/tamiimlay Enjoyed the Episode? If this spoke to you, I'd love for you to: ✅ Share it with a friend who needs this message! ✅ Leave a quick rating & review to help more people find A Leader's Purpose podcast. ✅ Subscribe so you never miss an episode! Thank you for being here, Friend. You are capable, you are seen, and you are ready to step into your calling. Choose joy until joy chooses you!

Most companies are solving the wrong AI problem.They're asking, "How do we get people to use AI?" when the better question is, "How do we help people feel safe enough, supported enough, and clear enough to use AI well?" Those are not the same thing. You can force exposure. You cannot force trust, nor psychological safety.In this episode of The Evolved Caveman, Dr. John Schinnerer makes the case that enterprise AI adoption is failing for reasons that have almost nothing to do with the software — and almost everything to do with fear, leadership quality, and incredible emotional strain.Pulling from Gallup's State of the Global Workplace 2026 report, we look at a set of numbers that should make leadership teams sit up: Only 12% of employees in AI-implemented organizations strongly agree AI has transformed how work gets done Yet 65% say AI has had a somewhat or extremely positive impact on their personal productivity — a huge gap between personal gains and organizational transformation Manager-led adoption is one of the top two drivers of AI use - for better or worse  Employees whose managers actively support AI are 8.7x more likely to say AI has transformed how work gets done, and 7.4x more likely to feel AI helps them do their best work Global employee engagement dropped to 20% in 2025; manager engagement fell from 27% to 22% in a single year In finance, insurance, and tech, 31–32% of employees in AI-adopting organizations believe their job could be eliminated within five years Leaders themselves report higher stress, anger, sadness, and loneliness than individual contributors We also connect this to Google's Project Aristotle finding that psychological safety is the single strongest predictor of team performance — because if people are scared to look stupid, the team gets dumber.Dr. John then introduces Tether, a new project designed as a confidential resilience coach for employees navigating AI anxiety, layoffs, change fatigue, and the human mess companies keep ignoring while obsessing over rollout timelines. Tether is now opening pilot projects with forward-thinking companies.If you're a founder, executive, People Ops leader, or manager, this episode reframes AI adoption not as a compliance or training challenge, but as a leadership and human-systems challenge — the frontier where the next decade of competitive advantage will actually be decided.Learn more and join the Tether beta at tetheredconsulting.com.

The latest Global State of the Workplace Report by Gallup came out, and they're reporting lower levels of engagement worldwide. One thing that helps? Meaningful feedback. And one key part of that? Future focused feedback.Plus: you can now download your own copy of the Make Feedback meaningful zine!.Resources mentioned in this episode:Free download:https://maven.com/p/e36395/make-feedback-meaningful-print-fold-zine--Watch the video tutorial:https://www.youtube.com/watch?v=te2lJzYc954--Read the Gallup State of the Global Workplace 2026 report:https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx--Read the study on Future Focused Feedback:https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0234444...After the EpisodeStrengthen your communication skills and strategic thinking:⁠⁠https://maven.com/kimnicol/communication-strategies⁠⁠~Learn how to say No, without feeling bad:⁠https://maven.com/kimnicol/the-gentle-no⁠~Follow me on LinkedIn:⁠⁠https://www.linkedin.com/in/kimnicol/⁠⁠~Get in touch to discuss private coaching:⁠https://kimnicol.com/⁠

April 17, 2026: Employer power has officially returned and workers are accepting things they never would have a year ago — but is that actually a bad thing? Then, teen boys are dating their AI chatbots and experts are warning about what that means for the future workforce. And finally, Gallup's 2026 State of the Global Workplace report reveals that global employee engagement has hit a five-year low — and what employees say they actually want from their leaders might surprise you. Watch the full episode on YouTube.   ---------- Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ If you lead people, you design experiences—do it on purpose with The 8 Laws of Employee Experience. Order now: 8EXlaws.com

In this episode: Canada's latest labour market data, government responses to tariff‑impacted workers in Quebec, declining global employee engagement, and other topics.Follow us on: X @cadHRnews; LinkedIn @ Canada HR News Podcast to get the latest HR updates.Canada added 14,000 jobs in March, marking a modest rebound after job losses in January and February, according to Statistics Canada | Jobs in Canada: StatCan unemployment rate holds steadyThe federal government and the Government of Quebec have announced a $122.5‑million, three‑year agreement to support workers and businesses affected by global tariffs | Governments of Canada and Quebec reach $122.5-million agreement to support tariff-impacted workers The Government of Saskatchewan has reached a six‑year agreement with the Saskatchewan Association of Optometrists, securing continued funding and expanded access to publicly funded eye‑care services across the province | Province Reaches Agreement with Saskatchewan Optometrists | News and Media | Government of Saskatchewan Restaurants Canada is urging provincial governments to urgently opt in to a temporary increase in the Temporary Foreign Worker (TFW) program cap for rural regions | Restaurants Canada calls on provinces to urgently opt-in to temporary TFW cap increase for rural regions - Restaurants Canada A new survey from Express Employment Professionals finds that employee referrals significantly improve hiring outcomes, yet most Canadians are not using them | Employee Referrals Boost Hiring Odds, But Most Canadians Aren't Using Them | EEP CA Corporate Global employee engagement fell to 20% in 2025, the lowest level since 2020, according to Gallup's State of the Global Workplace report | State of the Global Workplace 2026 | Employee Engagement Data & Trends - Gallup If you would like to be a guest on the podcast, send us a message at LinkedIn or X @CadHRNews

Episode Notes Manjuri Sinha breaks down the alarming decline in global employee engagement and the pivotal role managers play in reversing this trend. The discussion addresses systemic issues driving disengagement, the unique pressures facing female leaders, and why organizational clarity is the only path to better workplace dynamics.The conversation references the “State of the Global Workplace 2025” report, by Gallup. Our Guest: Manjuri Sinha Manjuri Sinha is a globally recognized people and business leader shaping the future of work at the intersection of growth, leadership, and Human-Centric AI. She is currently VP of HR and Head of GTM Org Success & People Partners at Miro, where she drives people strategy for the company's global Go-To-Market organization, turning organizational complexity into execution at scale. She has held senior people leadership roles at Accenture, Zalando, and OLX (a Prosus company), bringing a rare blend of HR Business Partnering and deep Talent Acquisition expertise. Long before AI became a boardroom obsession, Manjuri was leading AI-driven transformation across talent and workforce strategy, grounded in human judgment rather than automation theatre. A sought-after international speaker and thought leader, Manjuri has spoken at Unleash World Paris, LinkedIn Connect New York, and WeAreDevelopers Berlin, and her insights have been published in Business of Fashion (New York) and HR Tech Outlook Magazine. Her impact has even lit up Times Square, where she was featured in recognition of her thought leadership. Known for her sharp perspective and pragmatic provocation, Manjuri challenges leaders to build organizations that are intelligent, human, and built to last.  References: Manjuri Sinha Likedin profile Gallup – State of the Global Workplace 2025 Listen to the next Episode All Podcast Episodes

En 2017, Gallup a sorti l'étude State of the Global Workplace afin de mesurer l'engagement des salariés. Les résultats étaient assez inquiétants à l'époque. Mais une pandémie est passée par là, Gallup vient de présenter la nouvelle version de son étude, et les résultats sont… pires !Les pays où l'engagement des salariés est le plus élevé : les États-Unis et le Canada, où 34% des salariés se déclarent engagés ou très engagés. En Europe de l'Ouest, ils ne sont que 11% et en France, 7%.Oui, les chiffres ont de quoi faire froid dans le dos tout de même.Mais ce n'est pas une fatalité, loin de là. La motivation, s'il n'existe pas de recette magique pour la faire augmenter, il existe quelques solutions pour la stimuler, et c'est l'idée de cet article, vous donner quelques clés pour remotiver les troupes, ou vous-même !Soutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Sara Daw is Group CEO of The CFO Centre and The Liberti Group, and the author of Strategy and Leadership as Service – How the Access Economy Meets the C-Suite, which explores the fractional leadership trend and the impact on employees. The remote vs in-office workplace debate continues to burden leaders. Return-to-office mandates are on the rise, with the idea that they will boost engagement, productivity and collaboration. But do they? Worryingly, the opposite can be true. A recent Gartner survey found that among high-performing employees, their intent to stay was 16% lower with strict RTO mandates. Conversely, Gallup's latest State of the Global Workplace report reveals that remote workers are the most likely to be engaged at work (31%). Employees Work' Matters Less Than 'How They Work' While it is important for each company to decide what work arrangements work best for them – whether remote, hybrid, or in office full-time – this misses the overarching point. Instead of arguing over the 'where' of work, leaders should be focusing more on the 'how'. This is where "psychological ownership" comes in – our ability to feel that our job belongs to us. When employees feel psychologically tied to their roles, the more likely they are to be engaged and perform at their best. So how can leaders develop psychological ownership in their staff, regardless of where they work from? The Three Roots of Psychological Ownership There are three roots that underpin a sense of psychological ownership – efficacy, self-identity and having a place: 1. Efficacy – leaders, employees and their team members must understand each other's needs and feel confident that the relationship is working to meet desired goals. 2. Self-identity – work isn't just about completing tasks; it's about expressing individual skills, values and purpose. Employees need to feel that their role fits their identity and reflects who they are. 3. Having a place – individuals fundamentally want to belong. When teams work together, individuals feel part of a group of like-minded people with a shared mission, strengthening their commitment and engagement. These three roots are particularly important for a blended workforce, with employees split between working in-office and from home. So, what steps can leaders take to nurture these roots of psychological ownership in their staff? Create Control When staff have a say over their work, they achieve a sense of control in their role. This helps them to feel ownership of their tasks, boosting their motivation, engagement and performance. To increase feelings of control in employees, leaders should: Clarify the purpose and goals of staff's work but let them choose the best way to achieve them. Encourage staff to share their knowledge and insights with others – this strengthens their feeling of control by demonstrating their competence and confidence. Foster open communication channels by determining when individuals are and aren't available Build Intimacy Intimacy is a key ingredient for creating a positive and fulfilling work environment, particularly in a blended workforce. Intimacy leads to a stronger sense of belonging with colleagues, increases collaboration and conflict resolution, and deepens our appreciation of our role, its purpose and its impact. Leaders can build intimacy with and between employees by: Scheduling regular one-to-one meetings and informal catch-ups to check in on each other's well-being, goals, and challenges Be empathetic, actively listen and ask open-ended questions to show interest and understanding Arrange social events and activities that promote getting to know each other outside of work Build trust via transparency, sticking to commitments, and being consistent. Encourage self-investment How much employees invest themselves personally in their work influences their sense of ownership over their jobs. Investment can take many forms – time, skills, ideas, physical and psychological, and intellectual ener...

Pressure from above, pressure from below; little appreciation from either. That's the experience of work for many middle managers!  This week on The Mindtools L&D Podcast, author Gary Cookson joins Ross G and Dr Anna to discuss his new book, The Squeezed Middle, with a focus on: why managers are so misunderstood and undervalued the skills middle managers require to succeed how we can all help build middle managers. During the discussion, Ross G referenced the World Economic Forum's 'Future of Jobs Report 2025', Gallup's 'State of the Global Workplace 2025' report, and McKinsey's Power to the Middle which we discussed in episode 416. Anna referenced our own reports, 'Building Better Managers' and 'The Empathy Problem'. Gary's book, The Squeezed Middle, is available for pre-order now. In 'What I Learned This Week', after Anna and Gary's barrage of facts, Ross G discussed Planet Nine. Finally, Ross G and Anna both referenced our Manager Skills Workshops, which combine upfront assessment, peer feedback, project-based learning and AI Skills Practice. To find out more, visit mindtools.com. Like the show? You'll LOVE our newsletter! Subscribe to The L&D Dispatch at lddispatch.com. Connect with our speakers If you'd like to share your thoughts on this episode, connect with us on LinkedIn: Ross Garner Dr Anna Barnett Gary Cookson

Episode 101 – Leadership, Influence and Navigating Complexity with Dr Michelle Gibbings

Culture is not a side project for HR. It is a core growth lever that shapes performance, customer experience and profit. In this episode Karen shares a practical way to treat culture like any other business strategy so you can unlock growth through your people. In this episode you will learn Why culture belongs on your leadership agenda, not just in HR How the Find Grow Keep framework turns values into daily habits and results Simple diagnostic questions to spot culture gaps fast Manager rituals that lift engagement and execution What to measure, from leading indicators to lagging outcomes First steps you can take this week to build momentum Make sure to subscribe to stay updated with new releases every second Monday!  Visit amplifyhr.com.au for more insights and resources.  Also Mentioned in This Episode: Gallup — State of the Global Workplace report hub https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx  McKinsey — Organisational Health Index research overview https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/organizational-health-a-fast-track-to-performance-improvement Alex Edmans — The Link Between Job Satisfaction and Firm Value SSRN working paper page with published details https://papers.ssrn.com/sol3/papers.cfm?abstract_id=985735 MIT Sloan — Culture 500 project https://sloanreview.mit.edu/culture500/ PwC Strategy and — Global Culture Survey hub https://www.strategyand.pwc.com/gx/en/insights/global-culture-survey.html Deloitte — Global Human Capital Trends 2024 hub https://www2.deloitte.com/us/en/insights/focus/human-capital-trends.htmlSend us a textGet our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

Send us a textIn this episode of the Leadership Vision Podcast, we talk with executive coach and author Susan Inouye about her unique approach to leadership rooted in the Zulu greeting Sawubona—"I see you." We explore how Susan's gift-centered model helps leaders build cultures of belonging, recognize the hidden strengths in others, and shift from command-and-control to connection and care.

In a world full of unknowns, what if we could finally light up a map of global workplace happiness?

In its annual State of the Global Workplace, Gallup reported the global percentage of engaged employees fell from 23% to 21% in 2024, nearing the recent low levels of engagement experienced during the pandemic.  Digging deeper, the data revealed that manager engagement drove the decline, falling three points from the prior year. Engagement of managers ... The post Manager Engagement appeared first on Unconventional Business Network.

Comment on the Show by Sending Mark a Text Message.The global workplace teeters on the edge of a major shift, and Gallup's State of the Global Workplace 2025 report confirms what many have sensed. Employee engagement has fallen from 23% to 21% in 2024, mirroring the drop seen during COVID-19 lockdowns and costing the global economy a staggering $438 billion in lost productivity.Surprisingly, the primary driver isn't frontline worker burnout but a significant decline in manager engagement, which fell from 30% to 27%. Young managers under 35 saw their engagement drop by five percentage points, while female managers experienced an alarming seven-point decline. Caught between increasing executive demands and evolving employee expectations, managers are being asked to "square the circle" – achieve the impossible amid constant disruption.This matters tremendously because 70% of team engagement is directly attributable to the manager. When they struggle, teams inevitably follow suit, creating a devastating ripple effect throughout organizations. The connection between engagement and overall wellbeing is equally clear – half of engaged employees report thriving in their overall lives, compared to just one-third of disengaged workers.Yet hidden within this challenge lies a transformative opportunity. Gallup estimates a fully engaged global workforce could add $9.6 trillion to the world economy – equivalent to about 9% of global GDP. The pathway to unlocking this potential is surprisingly achievable: providing basic manager training (currently missing for 56% of managers), teaching effective coaching techniques, and implementing ongoing development focused on wellbeing.Regional variations add fascinating context to the global picture. The US, Canada, Latin America and the Caribbean lead with 31% engagement, while Europe lags significantly at just 13%. Australia and New Zealand boast the highest thriving rates at 56%, contrasting sharply with South Asia's concerning 15%.As artificial intelligence transforms workplaces worldwide, this pivotal moment demands strategic choices. Will organizations leverage technology to elevate human potential or risk further disengagement? The data makes one thing abundantly clear: the future of work isn't fundamentally about technology – it's about human connection, empathetic leadership, and strategic development of our most valuable resource: people. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Gallup's 2025 State of the Global Workplace research reveals a drop in global engagement for only the second time in twelve years. In particular, it shows a sharp drop in manager engagement. This is particularly concerning at a time when all organisations need unity, cohesion and goodwill to combat increasingly challenging market conditions. Shetal Joshi has been a lifelong advocate for the soul of business since the start of her career in the late 1990s. As Head of Internal Communication and Employee Engagement, she's a firm believer in the value of active listening and hearing what's on people's minds as they go about their day-to-day business. In this episode, Jen, Dom and Cat chat with Shetal to discover more about the soul of business and its link to colleague engagement, purpose and high performance. About Shetal Joshi Shetal Joshi is a seasoned internal communications and employee engagement expert with over 20 year of experience shaping strategic communication frameworks across global organisations. Currently serving as the Head of Internal Communications and Employee Engagement at Ørsted UK, Shetal has established internal communications as a strategic enabler, driving employee trust, culture and belonging. She partners closely with executive teams, leading global transformation and change projects, and has been instrumental in enhancing the visibility of senior leaders and strengthening employee connections. Prior to her role at Ørsted, Shetal led internal and external communications at RAPT Dev London, where she developed strategic communication initiatives to engage frontline employees and external stakeholders. She also spent over 18 years at BT Group, where she held senior roles in internal communications, change management, and brand alignment, supporting major campaigns and diversity initiatives. Shetal is an Accredited Life Coach with the Association of Coaching and a Mental Health First Aider, demonstrating her commitment to personal growth, resilience, and wellbeing. She is a Fellow of the Institute of Internal Communications (IoIC) and has contributed to the development of the IoIC Charter for AI. Shetal's expertise in influencing executive narratives, stakeholder engagement, and employee voice makes her a trusted advisor in navigating change and fostering organisational alignment. In addition to her professional achievements, Shetal is a former Board of Trustee Member for Sands, The Baby Loss Charity, where she supported diversity and inclusion in maternal health. She was honoured with the Sheila McKechnie Amplifying Voices Award for her advocacy work in highlighting disparities in Asian baby loss. Shetal brings a wealth of knowledge in leadership communications, change management, and employee engagement, making her an insightful and inspiring speaker.   Find Shetal on LinkedIn: https://www.linkedin.com/in/shetal-joshi-fiic-62318b1/

In this episode of Change Fluency, Jay Kiew speaks with Ashley Miller, Senior Manager, Global Workplace at Snyk , who draws on her career journey at Snyk, WeWork, Nike, UnderArmour, and Wayfair to provide insights into workplace experiences. They discuss the valuable skills gained from retail and hospitality, the evolution of workspaces in a hybrid environment, and the importance of creating community and connection among employees. Ashley shares her thoughts on leveraging technology to enhance the workplace experience and the need for bold moves in shaping the future of work.You can find Ashley at https://www.linkedin.com/in/ashley-miller-75607a27/

In these shorter Side Mirror episodes, I introduce concepts, tools, and experts that help you enable Fulfilling Performance for yourself and the people you lead and care about.In this episode, I share a recent shift in how I communicate about Fulfilling Performance—and why I now say, with confidence, that it drives employee engagement. You'll hear why that matters, what changed my mind, and how this perspective can help you turn passive measurement into proactive progress.Gallup's State of the Global Workplace: 2025 ReportAbout AndyI'm an experienced business leader and a passionate developer of people in the automotive finance industry, internationally.During over twenty five years, I have played a key role in developing businesses including Alphabet UK, BMW Corporate Finance UK, BMW Financial Services Singapore, BMW Financial Services New Zealand and Tesla Financial Services UK.At the same time, I have coached individuals and delivered leadership development programmes in 17 countries across Asia, Europe and North America.I started Aquilae in 2016 to enable “Fulfilling Performance” in the mobility industry, internationally.Learn more about Fulfilling PerformanceCheck out Release the handbrake! The Fulfilling Performance Hub.Connect with AndyLinkedIn: Andy FollowsEmail: cvm@aquilae.co.ukJoin a guided peer mentoring team: Aquilae AcademyThank you to our sponsors:ASKE ConsultingEmail: hello@askeconsulting.co.ukAquilaeEmail: cvm@aquilae.co.ukEpisode Directory on Instagram @careerviewmirror  If you enjoy listening to our guests career stories, please follow CAREER-VIEW MIRROR in your podcast app. Episode recorded on 8 June, 2025.

Happy Friday, Everyone, and welcome back to another Weekly Update where I'm hopefully keeping you ten steps ahead and helping you make sense of it all. This week's update hits hard, covering everything from misleading remote work headlines to the uncomfortable reality of deepfake grief, the quiet rollout of AI-generated video realism, and what some are calling the ticking time bomb of digital security: quantum computing.Buckle up. This one's dense but worth it.⸻Remote Work Crisis? The Headlines Are WrongGallup's latest State of the Global Workplace report sparked a firestorm, claiming remote work is killing human flourishing. However, as always, the truth is far more complex. I break down the real story in the data, including why remote workers are actually more engaged, how lack of boundaries is the true enemy, and why “flexibility” isn't just a perk… it's a lifeline. If your organization is still stuck in the binary of office vs. remote, this is a wake-up call because the house is on fire.⸻AI Resurrects the Dead: Is That Love… or Exploitation?Two recent stories show just how far we've come in a very short period of time. And, tragically how little we've wrestled with what it actually means. One family used AI to create a video message from their murdered son to be played in court. Another licensed the voice of a deceased sports commentator to bring him back for broadcasts. It's easy to say “what's the harm?” But what does it really mean since the dead can't say no?⸻Deepfake Video Just Got Easier Than EverGoogle semi-quietly rolled out Veo V2. If you weren't aware, its a powerful new AI video model that can generate photorealistic 8-second clips from a simple text prompt. It's legitimately impressive. It's fast. And, it's available to the masses. I explore the incredible potential and the very real danger, especially in a world already drowning in misinformation. If you thought fake news was bad, wait until it moves.⸻Quantum Apocalypse: Hype or Real Threat?I'll admit that it sounds like a sci-fi headline, but the situation and implications are real. It's not a matter of if quantum computing hits; it's a matter of when. And when it hits escape velocity, everything we know about encryption, privacy, and digital security gets obliterated. I unpack what this “Q-Day” scenario actually means, why it's not fear-mongering to pay attention, and how to think clearly without falling into panic.⸻If this episode got you thinking, I'd love to hear your thoughts. Drop a comment, share it with someone who needs to hear it, and don't forget to subscribe so you never miss an update.—Show Notes:In this Weekly Update, host Christopher Lind provides a comprehensive update on the intersection of business, technology, and human experience. He begins by discussing a Gallup report on worker wellness, highlighting the complex impacts of remote work on employee engagement and overall life satisfaction. Christopher examines the advancements of Google Gemini, specifically focusing on VO2's text-to-video capabilities and its potential implications. He also discusses ethical considerations surrounding AI used to resurrect the dead in court cases and media. The episode concludes with a discussion on the potential risks of a 'quantum apocalypse,' urging listeners to stay informed but not overly anxious about these emerging technologies.00:00 – Introduction01:31 – Gallup Report, Remote Work & Human Thriving16:14 – AI-Generated Videos & Google's Veo V226:33 – AI-Resurrected Grief & Digital Consent41:31 – Quantum Apocalypse & the Myth of Safety53:50 – Final Thoughts and Reflection#RemoteWork #AIethics #Deepfakes #QuantumComputing #FutureOfWork

“You spend the first half of your life building up — and it's then a really interesting moment to let go of trying to prove things and figuring out what you're really capable of — just recognizing and reflecting.” Meredith Meyer is a people and talent leader — as CEO + Lead Consultant of Infinite Potential, LLC, where she provides strategy and talent consulting services. Meredith has also served as a fractional Chief Talent Officer at more than a dozen orgs - partnering with executives & HR teams to create strategic talent plans and tackle tough business problems. Meredith also served as VP of Global Workplace for Veeva Systems, a leader in cloud-based software for the global life sciences industry, and previously held senior roles from CMO to VP of Talent at KnowledgeWorks, a leader in personalized, competency-based learning for kids. Meredith started her career at Procter & Gamble in brand management on brands like Tide and Oral-B globally. You'll enjoy this insightful conversation between two old brand management buddies - focused on lessons learned from coaching people.This conversation is from P&G Alum Bob Gilbreath's podcast & newsletter “The Workaround” — Bob is a repeat startup founder with two exits. Bob's stories and conversations — from a career in tech startups and corporate innovation — are here to make you think, smile, and discover a shortcut to success or a trap to avoid. You can subscribe at behearty.substack.comThis is a feature of an Alumni Leader's frequently published thought leadership. Got an idea for a future “Learnings from Leaders” episode - reach out at pgalumpod@gmail.com

Die Themen in den Wissensnachrichten: +++ Mehr Korallenriffe weltweit durch Bleiche bedroht +++ Beziehung zu Hunden wie zu bestem Freund oder eigenem Kind +++ Beschäftigte in Deutschland gestresst und nicht besonders zufrieden im Job +++**********Weiterführende Quellen zu dieser Folge:84% of the world's coral reefs impacted in the most intense global coral bleaching event ever, ICRI, 23.04.2025Similarities and differences between dog–human and human–human relationships, Scientific Reports, 22.04.2025State of the Global Workplace, Gallup, abgerufen am 23.04.2025Neural correlates of device-based sleep characteristics in adolescents, Cell Reports, 16.04.2025Good News: Erfolgreiche Schneeleoparden-Zählungen in Nepal und Indien, WWF, 23.02.2025Alle Quellen findet ihr hier.**********Ihr könnt uns auch auf diesen Kanälen folgen: TikTok und Instagram .

Text Jason @ Leadership VoyageGallup released the State of the Global Workplace report, which you can download for yourself here. Jason discusses some of the findings and how skilled managers are the critical and influential element that unlocks well-being, engagement, and results.Mental health at workEconomic impacts of well-beingManager impact on engagementmanagers have more negative experiencesengaged managers ==> engaged employeesbest practice organizationsLeadership Voyageemail: StartYourVoyage@gmail.comyoutube: https://www.youtube.com/@LeadershipVoyagelinkedin: https://www.linkedin.com/in/jasonallenwick/, https://www.linkedin.com/company/leadership-voyage-podcast/music: by Napoleon (napbak)https://www.fiverr.com/napbakvoice: by Ayanna Gallantwww.ayannagallantVO.com========== Instacart - Groceries delivered in as little as 1 hour. Free delivery on your first order over $35.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

Netflix shares soar to record high after ‘biggest ever' subscriber gain in Q4 2024-25, Over 50,000 under evacuation orders or warnings as wildfire imperils homes north of Los Angeles, Trump toughens crackdown on immigration and diversity, Always open to legitimate return of undocumented Indians, says S Jaishankar

Lord Mark Price joins Bobby to discuss the findings in this year's global workplace Report.Lord Mark is the founder of employee happiness platform, WorkL, the former UK Trade Minister and former CEO of Waitrose.Hit 'Listen' to find out why employee's have been happier in 2024than they were in work during the previous year.

After every five guest interviews, Amy Rowlinson reflects on each of the individual episodes and focuses in on specific topics pulling on different threads and diving deeper to explore elements that piqued her interest. In this episode, exploring topics including nature's cycles, wild wisdom, enjoyment, responsibility, freedom, sustainable living, global existential crisis and unfulfilment, Amy shares her Reflections with Actions from these five recent podcast episodes: 430 Create Meaningful Moments with Amy Rowlinson 431 Style with Purpose with Kay Korsh 432 Get Comfortable with Chaos with Andrew Miller 433 Unpick the Happy with Tracy Irwin 434 Wild Wisdom with Jen Le Marinel   KEY TAKEAWAY ‘I advocate for a transformative shift in how as a society we define, pursue and measure success. Shining a light on what is possible when you Focus on Why, I believe we can collectively shift the dial on global fulfilment paving the way for a better future for humanity.'   RESOURCE YOUTUBE VIDEO OF BOOK LAUNCH - https://youtu.be/KKrvkfT7wkk   BOOK RECOMMENDATIONS* Focus on Why by Amy Rowlinson with George F. Kerr – https://amzn.eu/d/6W02HWu From Fatigue to Freedom by Charlotte Jones – https://amzn.eu/d/3DfXNFm One, Two… Free by Tracy Irwin - https://amzn.eu/d/ezkWmo8     ABOUT THE HOST - AMY ROWLINSON Amy is a purpose and fulfilment coach, author, podcast strategist, podcaster and mastermind host helping you to improve productivity, engagement and fulfilment in your everyday life and work. Prepare to banish overwhelm, underwhelm and frustration to live with clarity of purpose.   WORK WITH AMY If you're interested in how purpose can help you and your business, please book a free 30 min call via https://calendly.com/amyrowlinson/call   KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, I earn from qualifying purchases.  

Did you know? According to Gallup's 2023 State of the Global Workplace report, only 23% of employees worldwide are engaged at work. This disengagement isn't just a morale issue—it's a global crisis, costing the global economy an estimated $8.8 trillion annually in lost productivity. In this episode of The Leadership Code, we unpack why poor employee engagement is fundamentally a leadership problem. My guest, Dr. Roger Gerard, sheds light on the critical role leaders play in fostering engagement and offers actionable insights for turning disengaged teams into thriving, high-performing ones. We tackle some compelling questions, including: What's the difference between motivation and engagement? Why leaders often confuse the two and how this impacts team performance. Push vs. pull leadership: What are these styles, and why does a pull approach foster deeper engagement? Training vs. learning environments: How can leaders create a space where employees genuinely learn, adapt, and grow, rather than simply check boxes? The 5 Promises leaders need to make to their teams: What commitments build trust, enhance connection, and drive sustained engagement? This episode is packed with strategies for leaders at all levels, from understanding the psychology of engagement to implementing practical solutions that inspire teams to thrive.

El 51 % de los dominicanos sufre de estrés diario, colocándose entre los países con mayores niveles de estrés en América Latina, según el informe «State of the Global Workplace: 2024» de Gallup. Para analizar esta alarmante realidad, recibimos a Ferrán Catalayud, director ejecutivo de Broward International University en Miami. Con su experiencia en estrategias de manejo del estrés laboral y el uso de la matriz de Eisenhower para priorización inteligente, Catalayud nos ayuda a entender las causas y consecuencias del estrés en el rendimiento personal y cómo reducirlo. ¿Qué es el estrés laboral realmente, y por qué afecta tanto a los dominicanos?

Worldwide, 41 percent of workers feel “a lot” of stress during their workday, according to Gallup's 2024 State of the Global Workplace.1 Twenty-one percent said they experienced “a lot” of anger, 22 percent said they felt “a lot” of sadness, and 20 percent – one in five – said they felt “a lot” of ... The post Working for the Right Thing appeared first on Unconventional Business Network.

Gallup's “State of the Global Workplace” estimates that low employee engagement costs the global economy a staggering $8.9 trillion. That's 9% of global GDP—basically, the price of fixing our collective mood. So, how do we boost engagement? Greg Morley says it's all about fostering a sense of belonging and inclusion. Greg, one of our early guests in Season One (Episode Ten), has been a long-standing leader in HR and DEI at powerhouses like Moet Hennessy, Disney, and Hasbro. Now, with his debut book “Bond: Belonging and the Keys to Inclusion and Connection,” he shares his battle-tested insights on building engaged, thriving teams and cultures in multicultural organizations. Episode Breakdown: 2:25—From Season One to Season Three: Is Greg Aging Like Fine Wine or Just Getting More Engaging? 5:35—Belonging in the Workplace: Why It's Easier to Find a Unicorn Than Foster Connection These Days "Individuals are more and more isolated because of social media. Social media has this double edged way of impacting people; it makes us much more connected, but much less connected." "Many people don't have safe places outside of work, and it's a responsibility of employers to create a place that's a safe place to work." 13:02—The Domino Effect of Disconnection: How Losing Belonging Hurts Everyone (Even Your Coffee Breaks) 19:07—Greg's Take on DEI: Leading Like a Maestro in the Symphony of Work "It's a matter of appreciating the differences in the workforce. Trying to get the best out of the people so that they feel included." 23:00—Ideas Are Cool, But Leadership Involvement Is Where the Magic Happens 32:50—DEI in the Age of “Woke”: Navigating the Cultural Rollercoaster 36:41—East vs. West in DEI: Same Symphony, Different Instruments "What I found in Asia is, it is a more collective environment with a collective culture. We really do need to start with the stories of people in the organization rather than starting with the KPI that we want to achieve." "If it's Hong Kong culture, or it's Japanese culture, then build out from that versus saying, we're gonna have 50 percent target on gender. And then we cascade that to the whole organization, which is more of a Western way of approaching something." Connect with us: Host: Vince Chan | Guest: Greg Morley Chief Change Officer: Make Change Ambitiously. A Globally Modernist Community for Growth Progressives Highest Rankings On Apple Podcasts Charts in Careers #1: US, CAN, MEX, IRE, HUNG, AUST and SWTZ #2-5: GRBR, FRAN, SWDN, GER #2-5: TUR, IND, JPN, SING 1 Million+ Downloads 50+ Countries

Gallup's 2023 State of the Global Workplace report highlights a stark reality: disengaged and burned-out employees are draining 9% of the world's GDP, resulting in approximately $8.8 trillion in losses. On the other hand, engaged employees are 18% more productive and 23% more profitable. This underscores how closely productivity is tied to profitability and overall organizational health. You can read the Nir And Far blog post on: Work Productivity Hacks & Tips for Today's Workplace https://www.nirandfar.com/ways-to-be-productive-at-workplace/ Nir And Far, a podcast about business, behaviour and the brain by Nir Eyal. If you enjoy this podcast, please subscribe on iTunes and leave an iTunes review. It will greatly help new listeners discover the show. Please visit my website Nir and Far for other info about my writing, books and teaching: http://www.nirandfar.com/ --- Support this podcast: https://podcasters.spotify.com/pod/show/nirandfar/support

Maud Santamaria is Global Workplace and Corporate Real Estate Director at GWI where she leads a team that is passionate about caring for people and providing a great employee experience. Recorded in London, Mike Petrusky asks Maud about her time at The Unworking Conference by WORKTECH and some lessons learned there on how we can deliver amazing workplace experiences. They agree that the modern workplace requires facility managers to be masters of all trades, including wellbeing, sustainability, real estate, and culture while leveraging data is essential for managing our workspaces. Mike and Maud explore how culture is significantly influenced by executives, but also recognize that our individual energy and attitude can set the tone for our teams. Curiosity is a key trait for navigating the future of work, so tune in to discover the trends, technologies, and strategies you will need to be a Workplace Innovator! Connect with Maud on LinkedIn: https://www.linkedin.com/in/maudlaurency/ Learn more about GWI: https://www.gwi.com/ Discover free resources and explore past interviews at: https://www.workplaceinnovator.com/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

ABC News Correspondent Jim Ryan joins Wisconsin

Text The Podgress ReportOn this episode of The Podgress Report, host Jen Phillips isn't wearing a cape, but she *is* talking about superpowers.  We're covering a framework you can use to discover and get real crispy on your own superpowers. We're calling it the Superpower Discovery Framework, and it's important for job seekers and anyone interested in thoughtfully developing their career to maximize their energy and earning power. And, according to Gallup research, people who know their top strengths are six times as likely to say they have the chance to do what they do best every day. Doesn't that sound like an amazing way to go through life?Join us here as we focus on making progress toward our healthy career "What's Next".Episode ResourcesSuperpower Discovery Framework [Workbook] Book: The Five Lost Superpowers: Why We Lose Them and How to Get Them Back John Reid (Author), Andrew Reid (Author), Corena Chase (Author), Lynae Steinhagen (Author)Book: What Color Is Your Parachute Richard N. Bolles (Author) Gallup State of the Global Workplace: 2024 Report  Reach the Suicide and Crisis lifeline by dialing 988 [U.S.]Feedback is a GIFT (share yours HERE) and Stay in Touch with The Podgress Report on IG & X The Very Important Bottom LineThe Podgress Report does not provide medical or mental health advice. The information including but not limited to: recorded and live episodes, text, graphics, images, and any other material contained on the the podcast are for your informational purposes only. Nothing on The Podgress Report is intended to substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified provider. Never disregard professional medical or mental wellness advice or delay in seeking it because of something you've heard or content you've read or reviewed on this podcast. And please, if you're under duress or considering suicide, reach out right this very minute to the Suicide and Crisis lifeline by dialing 988 in the United States. Outside of the U.S., please reach out to helplines available to you in your country note: this link isn't owned by The Podgress Report and should not be considered exhaustive or wholly accurate.

In this Nightside News Update, we start with Cheryl Patella - Certified Fitness Trainer & Life Coach, talkling about Pickleball! The popular sport that has taken off in the last couple of years. However pickleball-related injuries are skyrocketing! How to avoid hurting yourself.Then, Greg Zlevor, Founder of HopeMakers and President of Westwood International discusses Gallup's 2024 State of the Global Workplace report reveals employees working under stressed out management are 60% more likely to be stressed themselves.And, Joy Farrow - retired Deputy Sheriff & Author of the Book Street Smart Safety: Your Guide to Defensive Living has warnings about Boston bars that have seen an uptick in date-rape drug use, raising public safety concerns. Nationally, reports of drink spiking are also increasing, targeting unsuspecting victims.Next, Natalie B. Compton – WaPo Travel Reporter says you can renew U.S. passports online again – what you need to know.Ask Alexa to play WBZ NewsRadio on #iHeartRadio

Kevin Katigback, Strategy Director Principal at Gensler. As the Strategy Director and Principal in Gensler's Toronto office, Kevin specializes in using place-making to create inclusive, accessible, and sustainable environments. In his role, Kevin delivers workplace and design strategies to help his clients adapt to disruption and the changing nature of work. For more than 20 years, Kevin has worked with innovative companies to help create and implement high-performance people-focused spaces that capitalize on new technologies and cater to the shifting needs of employees. In this episode, we talked about:•⁠  ⁠Kevin's Bio & Background•⁠  ⁠Client Acquisition•⁠  ⁠Global Workplace Survey•⁠  ⁠Geography Differences•⁠  ⁠Latest Trends in Remote Work vs Office Work•⁠  ⁠Hybrid Working•⁠  ⁠Company Productivity Measuring•⁠  ⁠Must have Amenities•⁠  ⁠ResourcesUseful links:https://www.gensler.com/https://www.gensler.com/people/kevin-katigbak

In this episode, I aim to delve deeper into Emotional Intelligence and demonstrate how leaders can cultivate it within the workplace culture. I'll explore how leaders prioritizing people-first or human-centered strategies can set the benchmark for fostering authentic relationships across the work culture using Daniel Goleman's Emotional Intelligence Framework. For leaders to manage people differently, they need to consider the significant impact emotions and relationships have on engagement and culture in the workplace. Join me as we narrow the lens on leadership effectiveness and help leaders understand their pivotal role in influencing and inspiring others in relationships.   In this episode: Cultivating Emotional Intelligence in the workplace using Daniel Goleman's Framework. Increasing leader self-awareness on how emotions impact and influence engagement.   Reflective questions on managing emotions from the Skye Team in their book, “You, Me, Why We All Need a Friend at Work and How to Show Up as One.” Highlighting the effects positive emotions have on personal and organizational performance. Insights from Work Human's webinar, “How feedback can contribute to building connections in the work culture.” Please find below the articles, books, and webinars that were quoted in today's Leadership in the Moment Episode: Gallop's Global Workplace 2023 report You, Me, We - Why We All Need a Friend at Work and How to Show Up as One by Skye Team Kauffman, C. (2006). Positive Psychology: The Science at the Heart of Coaching, D.R. Stober, A.M. Grant, (Eds.), Evidence Based Coaching, (p. 223), John Wiley & Sons, Inc. Conversations: How Feedback Fosters Well-being at Work How to Create Human-Centered Leaders Thank you for being a part of the Leadership in the Moment Podcast! Your feedback is invaluable to us, so please don't hesitate to reach out. You can share your thoughts by emailing me at contact@leadershipinthemoment.com.                              You can find me on LinkedIn and, of course, right here on the Leadership in the Moment Podcast. If you are enjoying the Leadership in the Moment podcast, I would be grateful if you would subscribe and leave a review wherever you listen to podcasts! Thank you to the team at Sheep Jam Productions for their amazing support of the Leadership in the Moment Podcast. 

The 16:9 PODCAST IS SPONSORED BY SCREENFEED – DIGITAL SIGNAGE CONTENT When the pandemic hit and a lot of people started working from home, many digital signage CMS software companies started developing and releasing solutions that pushed the digital signage messaging more normally posted on screens around workplaces to the laptop and computer monitor screens in the formal or ad hoc workspaces created around houses and apartments. It was a new but necessary feature for most companies, but something the Dutch company Netpresenter has been doing for almost 30 years. The software company started out with that problem in mind, borrowing on the concept of screensavers to create what it calls desktop digital signage. Over time, it added more conventional digital signage capabilities for workplaces - a solution that founder Frank Hoen says is not an add-on, but as robust as the many, many, many other CMS options out there. Along with offering a lot of integrations with business systems like SharePoint, the Netpresenter platform is very deep when it comes to triggered alerts for things like emergencies. That was developed in the wake of 9/11, when Netpresenter's US office in the World Trade Center complex was lost in the terror attack. Netpresenter has more than 5 million active users globally, from SMB to huge multi-nationals and government agencies that see screens on desktops and walls as the most effective way to reach and update its workers. While most of that footprint is desktop digital signage, Hoen says at least five percent of Netpresenter's software licenses are being used for conventional digital signage in workplaces. Subscribe from wherever you pick up new podcasts. TRANSCRIPT Frank, thank you for joining me. I have been aware of Netpresenter for the longest time, but we've never actually chatted, and it's interesting that you're one of the oldest companies out there but not terribly well known. Frank Hoen: We're all over the United States. We have hospitals like George Washington Memorial Hospital and big hospital chains across the US, for example, oil refineries in the Middle East, and military installations. There is just a lot of oil, a lot of industries, and a lot of offices across the globe that use our software, and it's been a while, so we have a couple of very interesting customers.  One of the very earliest ones was the US Space Command, I believe, in 1995. Can you imagine that? Those were the days of PointCast, and everybody was saying it was the next big thing.  I remember PointCast.  Frank Hoen: Which was a dragon of a piece of software. It was terrible.  Sucked all the bandwidth!  Frank Hoen: Yeah, and it is interesting because, actually, the beginnings of Netpresenter could be traced back to the fact that we were selling one of the big brands of signage out there. I can tell you it was a Scala, Commodore Amiga, which was expensive as hell. They tried to bridge TV to the PC, and well, you know, they weren't that successful. Windows was not very multimedia-oriented then, and it didn't go that well, in the beginning, at least.  We saw that, and we didn't want to build a signage solution or compete with them, but what we did see is that for the first time, all these computers out there with screens, which were managed, which were there, were available, and they were interconnected, and so you start to experiment. You put some images and videos on the server, and then the server comes down because of all the bandwidth. So we introduced some smart caching, and voila, Netpresenter was born.  It was kind of an interesting beginning, but big companies like Nokia, Sony, and the early pioneers picked up on it, and one of our early customers was actually a US Space Command. And so I literally started going to the trade show. I came across a Marine who was in this battle group who used Netpresenter, and I never heard of the people. I didn't know they were using it. They might have copied it from one Navy server to other ships, but what can you do? It's a nice story now.  So you have interesting roots in that since COVID became a thing, the pandemic bubbled up, and a lot of people were working from home. A lot of “conventional” or “mainstream” digital signage companies branched into making effective screensavers, pushing information to desktops for work-from-home people. You, on the flip side, started as a corporate screensaver company that then evolved and expanded into doing digital signage as well, correct?  Frank Hoen: Well, yes, and if I may add, and taking it a bit back from COVID, we had an office in Twin Towers, and when obviously that happened, and all the people who I knew had died, we were like, could we have actually maybe contributed in a positive way and then trying to prevent when something similar happens to be able to save more people? And that was the beginning of what we call our Emergency Alert Capability of Netpresenter.  So, sir, you had an office in the World Trade Center? Frank Hoen: Yes. Wow.  Frank Hoen: So, that was one of those pivotal moments. Obviously, COVID was as well, and I'll get back to that. But, imagine this, there, and suddenly boom, and it was, yeah, obviously terrible. But it was for us. We were like, let's introduce emergency alerts in our platform so that our customers can actually use this for emergency evacuations, fire, aiding and fire alerts, giving specific information, active shooter, tornado warnings, and the software has been with us since then, basically, and to this day, many us hospitals actually use our software for that specifically as well, for example.  Still, we have whole countries that are actually running the Netpresenter software, including the screens, all these tools, apps, and push notifications. This is a full omnichannel emergency alert system capable of serving whole countries. They're running software. So if people are buying, and that's my point, if people are buying Netpresenter, they're buying something that literally whole countries depend on to address millions and millions immediately. So, we have seen quite a few copycats over the years, and I always felt, and so our developers, they had a very high shareware component in there. It was kind of like hack on the hack. Obviously, then those, what we have very often seen is people start off with that because they have rock bottom prices, obviously, because they can't compete on features. Still, eventually, those customers end up at us.  If you need to run on corporate devices, mobile devices, PCs, and all these things and networks. The last thing you want is for that piece of software to be installed, which kills your bandwidth and causes all kinds of problems. There are big organizations, especially in hospitals and other places, that they choose for quality, and that means. You know, we're not the cheapest solution out there, most expensive either, but we've had many customers for 20-plus years. What IT company can say that?  Not a lot. So, when you're asked to describe your company, do you say you're a digital signage software company or something else? Frank Hoen: We're into corporate communications. Basically, this is a corporate communication platform. We do say that we have signage for the big screens, desktop digital signage for all existing PCs, app solutions, alerts, notifications, tickers, and all kinds of tools, basically any device in the organization. I always use the parallel of a hospital. There are big screens hanging there. We provide those; we run on those. There's all the PCs, we run on those. We run on the tablets. We run on mobile devices. There's the alert notification as well. The whole thing integrates with things already available. In organizations such as SharePoint integrations, that's not many organizations that offer that. So basically, organizations invest a lot in their intranets in their SharePoints and similar intranets, but predominantly SharePoint if organizations have Windows, but very few people are seeing the content. So that's problematic. There's a saying it's difficult to be famous if nobody recognizes you, and it's essentially here we are, they have invested a lot of money in that. So obviously, things like signage solutions, big screens, and being able to distill headlines literally, need-to-know, must-know information from intranets, that's a killer app that really is bringing the most elegant way and big heritage of push that's bringing content, throughout organizations, fully automated, and that's just beautiful because number one: organizations, they are popularizing the internet, but number two: they're the headlines of what organizations should know, everybody sees them, and that's just very cool. Your website says you have about 5 million active users. I assume a pretty high percentage of that is desktop digital signage, as you describe it. What percentage would you attribute to the larger screens sprinkled around an office building?  Frank Hoen: Well, it's actually relatively high—I would say somewhere between 5% and 10%—and it's significant. So you got a pretty big footprint out there.  Frank Hoen: Yeah, and the interesting thing is that we have customers who pay per annum or per month. The rule is, if it ain't broken, don't fix it. So if customers are happy and you keep adding relevant new features, they stay.  Well, if you've had customers for 20 years, that's a pretty good endorsement. Frank Hoen: Yeah, and that actually brings in the fact that IT revolutions come and go, and listening very carefully to your customers and then working from there, for example, integrating AI, obviously is omnipresent. That is crucial if you want to survive as an organization, whether you're in the signage or not. So I'm working for an organization that's using Netpresenter. I'm, let's say, working remotely. How does your product manifest itself on screens?  Frank Hoen: We use a couple of concepts. Basically, we don't want to be intrusive, so we do have pop-ups. However, I don't like the concept of pop-ups and things like that unless it's in your best interest that you should be immediately notified about something. So we have that, but that's not a mainstream tool.  The mainstream tool is the desktop app, and we have an app that is for mobile devices that's basically an elegant reader where you can command, and things like that, kind of a smart social internet dish, and that can actually is typically often connected with a SharePoint. So it gets automated feeds, but the key component is actually, the home is the desktop signage, desktop digital signage. That is the good old screensaver. Obviously, screens don't burn in anymore, but the elegance of these new flat screens is basically that the difference between sleep mode and active mode isn't that big.  Imagine walking through an organization, and every screen, every of those PCs displays the latest information and the latest headlines from your intranet automatically. You get so many impressions of the message. Then we actually measured that you can actually increase intranet, free fault, but more importantly, the retention to two and a half. So literally, a well-used intranet introduced Netpresenter, and a lot more people recall the key messages, and that's just beautiful. It elegantly brings without interrupting people in the core processes. We obviously want to give management from organizations a fighting chance of reaching their staff.  So if I'm banging away on emails and there's some sort of message that Corporate needs to get out to its staff, what's going to happen on my screen?  Frank Hoen: We have different levels of notifications. So you have a low, medium, and high level of notifications, and we can literally take over your whole screen if necessary. Think active shooters and things like that We call it an emergency alert, similar to the public emergency broadcast. You get lower levels than that. You have partial screens; you have pop-up notifications. We can do things on your mobile device as well. If you're constantly hammering on your PC, the screens won't disappear. So there are all kinds of forms, and basically, remember old McLuhan, “the medium is the message.”  If you have a big toolbox, you don't only have the hammer, if you know what I mean. So you have a lot more tools available at home, but the key tool is still the screensaver.  I'm going to assume having done this for so many years that you have a pretty good sense of the balance that you have to strike. You mentioned the word intrusive before. You can cross that line, I suspect, pretty easily and just start annoying your staff as opposed to educating them and making them aware.  Frank Hoen: You know, obviously, we both agree that people don't consider a signage screen intrusive. It's just there. It's the same with a screensaver; it's there when you're not actively hammering away at emails. You know, you grab a cup of coffee, take a rest break, and turn to the computer, you will see it several times a day, but it never is intrusive because, you know, it's there with your lock screen as well and we have solutions for that as well. So, basically, when you're returning to your computer or not using it for a couple of minutes, we're there on whatever screen that is out there. And are those configurable at the user end, or is that something that's set centrally?  Frank Hoen: The user has some capabilities, but most of them, obviously, you want to ensure that you have some control over internal communications. For example, the screens that won't appear when you're doing a presentation or having a team meeting wouldn't make much sense so you do have control over that, but the organization can determine which tools they use or which mixture of tools they're going to use.  I assume there's a percentage of people who don't want to be bothered and would be looking for ways to disable the application. How do you fight that?  Frank Hoen: That is easily done, of course, through configuring your PC. If it's an office PC, it's easy to do, but you know, I should state that it's ridiculous the amount of time people at work spend on their social media. It's getting crazy, and it's literally two hours or more at work. And it's just not being able as an organization actually to have access, even simple access, to your staff. That's what we're talking about. So we're giving them back a little fighting chance. We're never going to be able to compete one-on-one against social media and all their algorithms and elegant persuasion mechanisms but with Netpresenter, you have a fighting chance of getting your need-to-know information, your must-know information well, between the years of employees, basically.  How do they know it's that much time on social media? Is that IT department just looking at browser activity?  Frank Hoen: Oh, no, these are studies. That's easily googled. There are several big studies out there, and it's what I see here is from Gallup State of the Global Workplace 2023. It basically says that employees are disengaging. They want more recognition for their work, more communication from the leaders, more communication from the leaders, clear goals, stronger guidance, and engagement or culture. How do you do that when working at home? So, how do you actually get culture across while working predominantly at home? Many employees experience stress often because of social media. They already overworked well before entering the office, so basically, there are a lot of studies out there. If you want to have the chance to keep connecting with your employees, your communication platform needs to be adapted to that so that you don't add to the information overload but basically bring some peace and quiet.  But if you cannot reach your staff while working at home, you will lose out. There will be no connection at all at your organization.  How much of this is integrated into other business systems? You mentioned SharePoint before, but you know, companies use Slack and so on.  Frank Hoen: Yeah. We also have Teams connections, for example, and several other connections. Basically, if you have the data, we'll be able to intelligently deliver it to the screens.  We're even able to analyze how much of that was read and understood through AI, through smart AI solutions. So imagine letting AI summarize the key headlines your staff or your management wants employees to know. AI literally analyzes it, compacts it, makes an abstract out of it, puts it out to the screens, and then actually keeps an eye on it, does small polls, two—or three-question polls, and checks whether they have understood it.  So basically, we're seeing now the move from isolated tools or very smart apps into integrated systems, which are basically working like the director of a big news broadcaster. When information comes in, they determine: is it breaking news? Is it news for the app? Is it news on TV? Is it news just for a website? Is it no news? So you have our AI analyzing information, then deciding whether it will be how important it is, putting it out there on the right spot and on the right medium, but also, and that's really new, it can actually detect among these thousands of employees, we actually typically see that on big signage screens or on the screen savers. It can actually detect if they understood it, if they know the basics of, for example, cybersecurity awareness or compliance, and that's really cool. Basically we're bringing signage into massive learning systems without being intrusive, and to elegantly pull, if they know it, not everyone, just a couple and just enough, so, you know, okay, now we need to snooze this campaign that now we need to snooze this campaign or now we need to upscale the campaign and show it more on screens more frequently or maybe even on other channels as well.  So that's awareness. Can you do training?  Frank Hoen: Well, you know, it's not full-blown training in that you're sitting and having your course on C programming. No, it doesn't do that.  This is meant for relatively small pieces of information, not whole ISO manuals or full compliance manuals. Still, the essence of the things the organization has identified is that nobody knows but they should. So, you need to know that those crucial pieces of information are crucial; you can put that in there. It can actually detect if the employees have read it, if they understood it, and it then can report back to management and say, “Hey, you know, did you know that your organization was 85% aware of the basic rules of cybersecurity awareness? It has gone down to 65%. As an AI, upon your instruction, I've decided to show more messages and cybersecurity awareness, and I'm happy to report that after two weeks, 95% of everybody knows cybersecurity awareness.”  So yeah, it's basically bringing signage into the big world where because of all these PCs out there, added real estate screen, real estate is literally football fields more than the screens you have typically hanging out there if you're only using big screens.  Right, and the screens themselves are physically bigger. As I'm chatting with you, I forgot the size of this curved screen thing I have here, but I could have a screensaver on one side and have a big desktop going anyway.  Frank Hoen: Exactly, and basically, you can imagine how big of a screen it is while you are hammering away on emails, but while you're still working in the office or environment, you literally can see the screens to the corners of your eyes or colleagues, or when you walk through the canteen, it's basically, it's everywhere. Your messages are omnipresent because you literally use every screen in your organization.  So if I'm using this solution, is it a license that I buy, do I subscribe, or is it a bit of both?  Frank Hoen: We have on-premise customers that's our current form, and that's preferred by, for example, defense and some of the large organizations, but we also have a new cloud platform, and that's license-based, so we have all variations of licensing.  I assume the cloud side is pretty much essential for the work-from-home crowd. Frank Hoen: Yeah. Although, actually, if they just installed it on their servers, then obviously the organization and the people have access to VPNs, and then it would be available as well. So it's that flexibility, which is really nice because some current customers don't need advanced AI integrations and things like that. However, they still want to be able to convey messages on their PC and rhe desktop digital signage, the alerts, that's all in there, and if they want the more advanced integrations with SharePoint, AI, and learning through signage screens, then they need to move to the Netpresenter Cloud. Workplace has become a very hot vertical in digital signage. What was your reaction during the COVID era when all kinds of digital signage CMS software companies added some variation on corporate screensavers, desktops, and digital signage to their product suite?  Frank Hoen: We saw plenty of them, and most of them were just one of them. “We have those kinds of features-ish” types of companies. There have been no further developments. Some have been limited to an announcement or very basic functionality. It's very easy to hack a browser module, display something on it, and wrap it in there. Still, it's much more difficult to have a full-blown, reliable system that integrates with all back offices and middleware applications. So, basically, it brings back vibes from the shareware days of some competitors. Unless you're committed to developing, keeping it secure, adding new features, making sure it's not an island, it's not something I would advise big organizations to invest in because, basically, it's just a side note for those organizations,  Yeah. When you're talking, I was thinking it's the difference between a company saying, yeah, we can do that versus another company like you're saying, this is what we do.  Frank Hoen: Exactly. It's the same with signage. Everybody can connect a big screen to PowerPoint. That's not signage. That's like the Nike network and USB sticks. That's not signage. Well, I don't consider that signage, and it still is a thing. If organizations would simply calculate the total cost of ownership of the applications, which includes support, which includes messy things with drivers or special PC configurations and things like that, you don't have that when that with Netpresenter, you know, it has for 25 years, it had to run on anything out there, anything, and while being elegant in terms of PC resources and a network resource. With that much experience, no other competitor comes even close there.  Sometimes, when a solution is focused on one thing, the other stuff it does isn't as robust as a pure-play digital signage CMS. How would you answer that? Frank Hoen: We have an extremely robust CMS. Technically, it doesn't matter whether our signage is running on the desktop or big screen. It's even more difficult to run on a computer with dozens of applications open, and then we need to run reliably. Being able to run on those computer environments is so extreme, which means that Netpresenter software needs to be incredibly robust. So, I would argue that in terms of CMS, nobody can teach us lessons there.  Again, whole countries use our software—the original Netpresenter software—and you would use it in your organization. They literally run it too; for example, we had a system a couple of years ago in the Netherlands that was addressing 50,000 public screens and millions of apps, and if you're able to do emergency public broadcast on such a massive scale and reliably run every day on millions of desktop computers abused by users every day, basically, that says something.  Tell me about the company. How big are you?  Frank Hoen: Truth be told, we're a relatively small organization. There was a very deliberate strategy never to go to the stock exchange or attract investor's money, it was never necessary. We kept growing and have been profitable for 25 years in a row. We're very comfortable financially, very secure, and very robust.  But yeah, I have a lot of friends. They did try to go to the stock exchange in the US, and some made it, but most didn't. So there are many organizations we see in our area that are just going bust trying to collect the big check on the stock exchange or investors becoming impatient and are downscaling. It's terrible, and it's killing the industry, and again, what kind of organization would you prefer? Are you entirely self-funded, then?  Frank Hoen: Oh yeah.  So it's your company? Frank Hoen: It's my company.  And how do you sell? Do you go through channel or direct?  Frank Hoen: Both, and there's a big opportunity for any of your listeners in the SharePoint or corporate world to connect with us for free. There's a big opportunity because how are you going to distinguish yourself from all these other internet integrators?  So there's that. So we work through these integrators and there's direct sales as well for, if organizations are of such a scale that it becomes more comfortable to do so. So, last question, what might we see over the next year or so from Netpresenter?  Frank Hoen: Every new technology brings new capabilities, including the omnipresent AI and smart learning through signage, and that is our big focus right now. We want to be able to literally prove to management that through signage on your desktop and on the big screens, you can guarantee that your employees have seen and understood it. That's going to be our year.  Yeah. I mean, that's made a big difference to the digital out of home community, the analytics and proof of view, and so on. So it makes sense that if you're going to make that investment in the enterprise, in the workplace, it'd be great if you actually knew it was working. Frank Hoen: It's not just about counting views. That's not it. Imagine a piece of information comes on and is conveyed on signage, and a small part of the organization receives polls to answer a pop-up, for example, very small, as little as possible, and they're actually being asked if they understood the question. So it's not about counting views. It's much more than that.  Gotcha. All right, Frank, thank you so much for your time.  Frank Hoen: Thank you, Dave. It's been very nice. 

In dieser Episode spreche ich mit Benjamin Sager, einem zertifizierten ZRM-Trainer und Innovationspsychologen über Kreativität, Psychologie und Philosophie.  Benjamin nutzt seine Expertise in Humor und Kreativität, um frische Perspektiven in Unternehmen zu bringen. Dabei verbindet Bensch wissenschaftliche Forschung mit praktischen Strategien und nutzt unter anderem Design Your Life, eine Methode, die aus dem Design Thinking kommt. In dieser Episode erfährst du: Wie Kreativität durch das Zusammentreffen verschiedener Denkweisen entsteht und die Bedeutung des Verlassens der eigenen Komfortzone. Die Integration von Psychologie, Philosophie und Wissenschaft in der Personalentwicklung und deren synergetische Effekte. Die aktuellen gesellschaftlichen Herausforderungen, den Druck zur ständigen Optimierung und Ansätze, um diesen durch Achtsamkeit zu begegnen. Die Wichtigkeit von Selbstliebe und Gelassenheit für beruflichen und persönlichen Erfolg. Tipps für effektives Energie-Management und Servant Leadership zur aktiven Gestaltung des eigenen Lebens. Key Takeaways: Kreativität entsteht durch eine gute Balance zwischen Chaos und Ordnung. Um kreativ zu sein, ist es wichtig, sich bewusst ausserhalb der eigenen Bubble zu bewegen und neue Situationen zu suchen. Die Verbindung zwischen Psychologie, Philosophie und Wissenschaft bietet viel Potenzial für neue Denkweisen und Lösungsansätze. Der Transfer von Forschung in die Praxis und die Gestaltung des eigenen Lebens sind wichtige Themen, die es zu erforschen und anzugehen gilt.  Der Drang nach Optimierung und der Leistungsdruck können uns kaputt machen. Es ist wichtig, den Moment zu leben und nicht nur auf ein Ziel hinzuarbeiten. Selbstliebe, Gelassenheit und Vertrauen sind wichtige Faktoren, um die Spannung auszuhalten und nicht zu überbeissen. Ein höherer Auftrag oder eine höhere Bedeutung im Leben kann helfen, Sinn und Motivation zu finden. Servant Leadership, bei dem man in einer dienenden Position ist, kann eine positive Wirkung haben. Das Management der eigenen Energie und das Designen des eigenen Lebens sind wichtige Aspekte, um ein erfülltes Leben zu führen. Kapitel 00:00 Die Bedeutung von Chaos und Ordnung für Kreativität 02:06 Kreativität durch Reibung und das Umgeben mit Andersdenkenden 07:44 Herausforderungen der heutigen Gesellschaft und Hoffnung für die Zukunft 14:41 Der Transfer von Forschung in die Praxis und die Gestaltung des eigenen Lebens 26:16 Den Moment leben und nicht nur auf ein Ziel hinarbeiten 27:11 Selbstliebe, Gelassenheit und Vertrauen 29:35 Ein höherer Auftrag und die Suche nach Sinn 31:40 Servant Leadership und das Dienen 36:41 Energie-Management und das Designen des eigenen Lebens Keywords Kreativität, Transfer von Forschung in die Praxis, Gestaltung des eigenen Lebens, Chaos und Ordnung, Reibung, Andersdenkende, Bubble, Psychologie, Philosophie, Wissenschaft, Offenheit, interdisziplinäre Zusammenarbeit, Herausforderungen, Hoffnung, Optimierung, Leistungsdruck, Moment leben, Selbstliebe, Gelassenheit, Vertrauen, höherer Auftrag, Sinn, Motivation, Servant Leadership, Energie-Management, Design Your Life Studien HSG Hoffnungsbarometer  Gallup State of the Global Workplace: 2023 Report Bei weiteren Fragen zu Studien oder Zitate wendet euch gerne direkt an Benjamin Sager.  Du findest Modern Creativity hier: ⁠Website⁠ ⁠YouTube⁠ ⁠Instagram⁠ ⁠TikTok⁠ Alle zwei Wochen findest du bei Modern Creativity neue Episoden über Kreativität und den Zugang dazu. Bei Fragen, Feedback oder Vorschlägen würde ich mich freuen, wenn du dich per Mail an hallo@modern-creativity.com oder via Instagram meldest. Du hörst innert kürzester Zeit von mir zurück. --- Send in a voice message: https://podcasters.spotify.com/pod/show/kathykaenzig/message

Tune in as George Greene IV, the president and CEO of Water Mission, shares insights on the vital role of clean water in society, his journey from employee feedback to healthy workplace culture, and strategies for nurturing a positive culture across diverse teams.  Find full show notes here: https://bit.ly/381georgegreeneiv Share the love. If you enjoyed this episode, please rate it on Apple Podcasts and write a brief review. https://podcasts.apple.com/us/podcast/the-flourishing-culture-podcast/id1060724960?mt=2   By doing so, you will help spread our podcast to more listeners, and thereby help more Christian workplaces learn to build flourishing cultures. Follow our Host, Al Lopus, on X https://twitter.com/allopus  Follow our Host, Al Lopus, on LinkedIn https://www.linkedin.com/in/allopus/ Email our host at al@workplaces.org  

Our guest in this episode is Riaz Shah. Until recently, Riaz was a partner at EY, where he was for 27 years, specialising in technology and innovation. Towards the end of his time at EY he became a Professor for Innovation & Leadership at Hult International Business School, where he leads sessions with senior executives of global companies.In 2016, Riaz took a one-year sabbatical to open the One Degree Academy, a free school in a disadvantaged area of London. There's an excellent TEDx talk from 2020 about how that happened, and about how to prepare for the very uncertain future of work.This discussion, which was recorded at the close of 2023, covers the past, present, and future of education, work, politics, nostalgia, and innovation.Selected follow-ups:Riaz Shah at EYThe TEDx talk Rise Above the Machines by Riaz Shah One Degree Mentoring CharityOne Degree AcademyEY Tech MBA by Hult International Business SchoolGallup survey: State of the Global Workplace, 2023BCG report: How People Can Create—and Destroy—Value with Generative AIMusic: Spike Protein, by Koi Discovery, available under CC0 1.0 Public Domain Declaration

What's the difference between being busy and being productive? Would you be better at your job if you cared a little less? And can somebody get Mike a cup of coffee?  RESOURCES:"State of the Global Workplace: 2023 Report," (Gallup, 2023)."What's Really So Wrong About Secretly Working Two Full-Time Jobs at Once?" by Alison Green (Slate, 2023)."The Problem With Venting," by Ethan Kross (Character Lab, 2021)."Conan O'Brien's Final Monologue: 'Nobody in Life Gets What They Thought They Were Going to Get,'" by Lynette Rice (Entertainment Weekly, 2020)."Employee Burnout, Part 1: The 5 Main Causes," by Ben Wigert and Sangeeta Agrawal (Gallup, 2018)."Finding Solutions to the Problem of Burnout," by Christina Maslach (Consulting Psychology Journal: Practice and Research, 2017)."Maslach Burnout Inventory: Third Edition," by Christina Maslach, Susan E. Jackson, and Michael P. Leiter (Evaluating Stress: A Book of Resources, 1997).Burnout: The High Cost of High Achievement, by Herbert Freudenberger and Geraldine Richelson (1980)."Staff Burn-Out," by Herbert Freudenberger (Journal of Social Issues, 1974)."Dehumanization in Institutional Settings," by Christina Maslach and Philip Zimbardo (U.S. Office of Naval Research, 1973).EXTRAS:"How Do You Cure a Compassion Crisis?" by Freakonomics Radio (2020).Charlotte's Web, by E.B. White (1952).

State of the Global Workplace: 2023 Report. This annual report represents the collective voice of the global employee. In this year's report, Gallup examines the global rise in employees who are thriving at work, even as worker stress remains at a record high. Travis and Cameron reflect on the findings in the 2023 Report. Although employee engagement is rising, the majority of the world's workers are still quiet quitting. An improving job market may encourage those workers to quit for real.Please rate this episode on the platform you are listening to and feel free to provide your comments. If you found something intriguing on the podcast, you can email us at info@tcadvisorygroup.com. We would love to hear from our listeners!To find out more about TC Advisory Group, a leadership training and coaching company, go to www.tcadvisorygroup.com and follow us on social media Hosted on Acast. See acast.com/privacy for more information.

We have Global Workplace Expert Jenn Lim joining us today! We learn about quiet quitting - what it is and why more employees are doing it. The importance of investing in your employee and in turn, they'll reinvest in you. Fostering an environment that create safety for your employees so they can openly communicate their needs. Not making assumptions. And Maria's personal experience as a boss through the pandemic. JENN LIM RESOURCES IG: @ByJennLim Website: https://jennlim.com Beyond Happiness Book: https://rstyle.me/+8fJaMhuc-lEakCZ511MbyA EPISODE SUMMARY Today Vishen Lakhiani joins Maria in the studio to share his 6 phase meditation method. This is for people who want a new daily tool to get to the best version of themselves but only have 15 minutes to spare. Why the process starts with compassion. Learn about the 3x3x3 method to practice gratitude. What it means to have unfuckwithability. ABOUT MARIA MENOUNOS: Emmy Award-winning journalist, TV personality, actress, 2x NYT best-selling author, former pro-wrestler and digital entrepreneur and brain tumor survivor, Maria Menounos passion is to see others heal and to get better in all areas of life. ABOUT BETTER TOGETHER WITH MARIA MENOUNOS: Better Together with Maria Menounos is a daily digital talk-show that brings you the world's leading healers, experts, celebrities and game-changers to share groundbreaking secrets and tips to getting better in all areas of life. BETTER TOGETHER'S RESOURCES: Better Together with Maria Menounos is proud to be partnered with Macy's! Maria worked there growing up and has reconnected with them to curate a page filled with her fashion, gifts and other accessory picks. Check out her hand selected items at www.macys.com/bettertogether Maria's personally curated Macy's page: www.macys.com/bettertogether Check out www.mariamenounos.com for the “cliff notes” of all our episodes where we compile the life-changing lessons into one blog called "life-hacks." Plus, we share Maria's favorite new products & her must-haves! Come join our inner Super Heal Squad on Patreon for monthly live zoom Heal Events with Maria and world-leading experts and healers, bonus content from the team, and access to a community of individuals wanting to grow and get better. Click the link to join: https://www.patreon.com/BetterTogetherWithMaria Be sure to follow us on social! IG & TikTok: @bettertogetherwithmaria DISCLAIMER: This Podcast and all related content [published or distributed by or on behalf of Maria Menounos or Mariamenounos.com] is for informational purposes only and may include information that is general in nature and that is not specific to you. Any information or opinions expressed or contained herein are not intended to serve as or replace medical advice, nor to diagnose, prescribe or treat any disease, condition, illness or injury, and you should consult the health care professional of your choice regarding all matters concerning your health, including before beginning any exercise, weight loss, or health care program. If you have, or suspect you may have, a health-care emergency, please contact a qualified health care professional for treatment. Any information or opinions provided by an guest experts or hosts featured within website or on Company's Podcast are their own; not those of Maria Menounos or the Company. Accordingly, Maria Menounos and the Company cannot be responsible for any results or consequences or actions you may take based on such information or opinions.