Podcasts about HBR

Dựa trên nhiều công trình nghiên cứu, tạp chí HBR đã cho ra mắt danh sách các yếu tố thúc đẩy sự gắn bó của nhân viên — nhằm giúp doanh nghiệp lên kế hoạch và thực thi chiến lược nâng cao sự gắn bó của nhân viên trong giai đoạn đặc biệt biến động của cuộc Đại khủng hoảng lao động. Danh sách này xoay quanh ba đòn bẩy quan trọng nhằm thúc đẩy sự gắn bó của nhân viên, và chúng hoàn toàn nằm trong tầm kiểm soát và khả năng của người quản lý.

Measuring a broad set of standards across the organization seems like a fair way to judge employees' performance year over year. But Heidi Gardner, distinguished fellow at Harvard Law School, says performance management systems often incentivize employees to scramble to hit their numbers and lose sight of the organizations' bigger objectives. To boost collaboration and long-term customer value, Gardner shares a four-part scorecard that establishes shared organizational goals while also holding employees accountable for individual results. With Ivan Matviak of Clearwater Analytics, Gardner wrote the HBR article “Performance Management Shouldn't Kill Collaboration.”

This episode is part of a new special series from HBR's Women at Work, hosted by Amy Gallo – an expert in workplace dynamics. Each episode offers tactics for dealing with “difficult” people at work. Every workplace has them, but what if we had better tools and approaches to improve our interactions with those colleagues? In this episode, Amy helps a leader whose boss keeps rejecting any changes she recommends. By the end of the conversation, she has the advice she needs to communicate her proposals in a way that will get approval and feel less stress when interacting with her boss. Look for “Getting Along” in Women at Work's feed.

Amy Gallo: Getting Along Amy Gallo is an expert in conflict, communication, and workplace dynamics. She combines the latest management research with practical advice to deliver evidence-based ideas on how to improve relationships and excel at work. In her role as a contributing editor at Harvard Business Review, Amy writes about interpersonal dynamics, communicating ideas, leading and influencing people, and building your career. Amy is co-host of HBR's Women at Work podcast and author of both the HBR Guide to Dealing with Conflict and Getting Along: How to Work with Anyone (Even Difficult People)*. In this conversation, Amy and I discuss one of the most common question she receives from leaders: how do I handle a colleague who's passive aggressive? We examine what causes this behavior, how to respond to it, and what to avoid that could worsen the relationship. Plus, we discuss the intention that leaders can bring in responding to passive-aggressive behavior that will help everybody move forward. Key Points Don't use the “passive-aggressive behavior” to label someone. It rarely helps and often results in more defensiveness. Focus on the other person's underlying concern or question rather than how they are expressing it. Not everyone is able to discuss thoughts and feelings openly. Consider doing hypothesis testing to determine what's next. Language like, “Here's the story I'm telling myself…” can help everyone move forward without assigning blame. When making a direct request, stick to the facts. Review past behavior like you're a referee vs. a fan. Artificial harmony is a danger spot for teams and leaders. Setting norms can help to reduce passive-aggressive behavior. Resources Mentioned Getting Along: How to Work with Anyone (Even Difficult People)* by Amy Gallo Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way to Have Conversations That Matter, with Celeste Headlee (episode 344) Four Habits That Derail Listening, with Oscar Trimboli (episode 500) How to Prepare for Conflict, with Amy Gallo (episode 530) The Way to Get People Talking, with Andrew Warner (episode 560) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

On this week's HBR talk we will be continuing to respond to a worrying video from Alice Cappelle which discusses her fears regarding the unpopularity of feminism. OH NO. Anyway....

Welcome to The Voice of Retail. I'm your host Michael LeBlanc. This podcast is brought to you in conjunction with Retail Council of Canada.In this episode, meet Phyl Terry, as we catch up and share experiences going back 25 years together in the eCommerce usability field and talking about his new book, Never Search Alone.  Based on 25 years of experience working with thousands of leaders, the book provides a time-tested, multi-step process to find the right job now – one that sits at the intersection of hopes, dreams, and market realities.Learn more about Slow Art DayThanks for tuning into this special episode of The Voice of Retail.  If you haven't already, be sure and click subscribe on your favourite podcast platform so new episodes will land automatically twice a week, and check out my other retail industry media properties; the Remarkable Retail podcast, the Conversations with CommerceNext podcast, and the Food Professor podcast.  Last but not least, if you are into BBQ, check out my all new YouTube barbecue show, Last Request Barbeque, with new episodes each and every week!I'm your host Michael LeBlanc, President of M.E. LeBlanc & Company & Maven Media, and if you're looking for more content, or want to chat  follow me on LinkedIn, or visit my website meleblanc.co!  Have a safe week everyone!I'm your host Michael LeBlanc, President of M.E. LeBlanc & Company & Maven Media, and if you're looking for more content, or want to chat  follow me on LinkedIn, or visit my website meleblanc.co!  Have a safe week everyone! About PhylPhyl Terry, Founder and CEO of Collaborative Gain, Inc., launched the company's flagship leadership program – The Councils – in 2002 with a fellow group of Internet pioneers from Amazon, Google, and others. Thousands of leaders from the Internet world have come together in the last 15 years to learn the art of asking for help and to support each other to build better, more customer-centric products, services, and companies (see their testimonials).Phyl has also spent close to three decades as a pioneer and leader in customer experience. As CEO of Creative Good for 15 years, Phyl and the team ran hundreds of consulting projects helping companies like Apple, Facebook, and the New York Times build digital experiences that delight customers. Phyl also co-authored Customers Included, the book widely praised  for its practical and passionate focus on building better businesses, and is currently writing his second book on the art of asking for help, which will be published by the Harvard Business School Press (see his previous HBR article and TEDx talk.As a speaker, Phyl has given hundreds of keynotes and featured talks at events like the Harvard Business School Distinguished Speaker Series, National Retail Federation conferences, Forbes, Inc. Magazine, TEDx and for private corporations such as Apple, American Express, eBay, Fidelity, Google, Intuit, Walmart, and many others. See a list of companies and conferences where he's spoken (and some testimonials and a 3 minute video about his talk). Phyl has been profiled and quoted extensively in publications like the Wall Street Journal and the New York Times and named by Fast Company as one of the Fast Company 100 – 100 leaders shaping the 21st century.In his spare time they founded and run three pro-bono programs – Slow Art Day, Reading Odyssey, and the Warren Buffett Reading Group.About MichaelMichael is the Founder & President of M.E. LeBlanc & Company Inc and a Senior Advisor to Retail Council of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience and has been on the front lines of retail industry change for his entire career. He has delivered keynotes, hosted fire-side discussions with C-level executives and participated on thought leadership panels worldwide.  Michael was recently added to ReThink Retail's prestigious Top 100 Global Retail Influencers for a second year in  2022. Michael is also the producer and host of a network of leading podcasts, including Canada's top retail industry podcast, The Voice of Retail, plus the Remarkable Retail with author Steve Dennis, Global E-Commerce Tech Talks and The Food Professor with Dr. Sylvain Charlebois.  Most recently, Michael launched Conversations with CommerceNext, a podcast focussed on retail eCommerce, digital marketing and retail careers - all available on Apple, Spotify, Amazon Music and all major podcast platforms.   Michael is also the producer and host of the “Last Request Barbeque” channel on YouTube where he cooks meals to die for and influencer riches.

In today's episode, Emilie welcomes back Amy Gallo, author of the new book: Getting Along and co-host of HBR's Women at Work podcast, to discuss how women can overcome microaggressions at work and build interpersonal resilience when dealing with difficult people. Related Links:Learn more about AmyGrab a copy of Amy's new book: Getting AlongEp 264: The Benefits of Conflict in the Workplace, with Amy Gallo Grab a copy of Emilie's book, Bossed UpLevel Up, our leadership accelerator HIRED, our job search accelerator Broadcasting Happiness by Michelle Gielan Join the Bossed Up Courage Community HBR's Women at Work podcastGot a career conundrum you want us to cover on the podcast? Call and leave us a voicemail NOW at 910-668-BOSS(2677).

Today Tim and Junior sit down to discuss Tim's recent Harvard Business Review article titled “Don't Let Hierarchy Stifle Innovation.” There are a lot of concepts that Tim wasn't able to include in his article that are discussed today, including how to improve our interactions, how to unleash bottom-up innovation and the role that hierarchy plays in innovation and execution. You can read the HBR article here: https://hbr.org/2022/08/dont-let-hierarchy-stifle-innovationAbout the article (1:30). Junior introduces the first line of the article as the theme of this podcast. Tim shares what motivated him to write the article in the first place. Innovation, hierarchy, and division one football (7:30). Tim shares an analogy from his college football days that explains how extra layers in a hierarchy makes things complicated.Whose job is it anyway? (11:15) Tim claims that it's the senior leadership's responsibility. They have to enlist the rest of the organization, but innovation is embedded in every role. Do we teach our managers how to manage innovation? Interactions have an element of quality (15:25). Being at the top of this spectrum of quality means that fear, anxiety, inhibition don't get in the way. Is it free-flowing? Energetic Candid? Sustainable competitive advantage (21:15). Tim and Junior discuss what innovation does for an organization and why it pays dividends in the long run. A culture of rewarded vulnerability (30:30). If participation rights aren't enforced from day one and in the day-to-day, innovation and change won't happen. You can't fake the quality of interaction for more than a couple of hours. Innovation is unknown (37:00). This will usually cause some angst, a little bit of “I don't know” and that discomfort is part of how you'll know that you're in exploratory inquiry. Normalizing constructive dissent (42:15). Tim and Junior break this down: what is dissent? And what do they mean by constructive?How empathy regulates discovery (50:40). Empathy means “I will try to understand with compassion and curiosity how you arrived at your conclusions from these data.” Tim explains why empathy is crucial to the innovation process.

This week's guest, HBR Consulting's Axelle Flemming, stresses that "Intentional Leadership" creates leaders who "own their purpose." And a purpose is separate from a business "goal." Axelle's experience showed her that when a leader truly knew what their purpose was, the purpose they were trying to achieve, they went to that level of execution. In addition to being an Intentional Leader, that must be balanced with the wellness of the organization and its people. In today's work environment, we are in 24/7 fight or flight mode and intentional leaders understands that challenge. Leaders also see beyond their own goals and purpose and see other people's goals and purpose as well. On Thursday, September 15th, Axelle Flemming is presenting a Keynote presentation at HBR's Legal Information + Knowledge Services (LINKS) Conference, on this very issue. She "sprinkles" in some of the spice of her talk her on the podcast, but will bring the "secret sauce" to the LINKS Conference. Marlene Gebauer and Greg Lambert, along with John DiGilio will wrap up the conference through a discussion of Axelle Flemming's and the other presentations of the day. Registration for the LINKS event is open all the way through the day of the conference. AALL Crystal Ball Answer Our good friend, Mark Gediman of Alston & Bird, answers our Crystal Ball question by predicting how Law Schools and Law Firms will collaborate on business and competitive intelligence processes to help law students better prepare for the practice of law once they enter the profession. Links Discussed: 2nd Annual LINKS Conference Book Your Ticket Here Contact Us: Twitter: @gebauerm or @glambert Voicemail: 713-487-7270 Email: geekinreviewpodcast@gmail.com Music: Jerry David DeCicca Transcript available on 3 Geeks and a Law Blog

Những doanh nghiệp mong muốn xây dựng và áp dụng các chương trình, chính sách Nhân sự đề cao tính linh hoạt luôn đầu tư chất xám vào trải nghiệm nhân viên và nỗ lực phục vụ nhân viên như khi phục vụ khách hàng. Diane Gherson, Giám đốc Nhân sự tại IBM đã có những chia sẻ với HBR về trải nghiệm nhân viên của gã khổng lồ công nghệ này — đặc biệt là sau khi IBM cải tổ để tái thành công.

On this week's HBR talk we will be responding to a GQ(that's Gentlemen's Quarterly) article where there was an extended interview with Congresswoman Alexandria Ocasio-Cortez. Cortez discusses her battle with abortion, her own shot at the presidency and why it is critical that men step up now!

This podcast is designed around bringing the best thought leadership around business to small business owners, and we want to bring value by covering a wide and diverse range of topics. Ryan Tansom is here to share his Intentional Growth™principles to help us understand the true value of our businesses. Join us to learn more!  Ryan Tansom started his entrepreneurial career at his family business as the executive VP and was responsible for the strategic, operational, and financial strategy of the $21M company. By bringing intentional focus to the right strategies, he helped turn the company around and enabled it to be sold for eight figures to a local competitor in 2014. Ryan's experience led him to the founding of Arkona with his business partner, Pat, to create the Intentional Growth™ framework. This system helps owners grow their companies with an end in mind by helping them view–and run–their companies through educational training, fractional CFO services, and strategic planning. He also hosts the popular Intentional Growth™podcast that has 310+ episodes and over 420,000 downloads and features guests like Gino Wickman, John Warrillow, Mike Michalowicz, and editors of popular publications like HBR and Inc. Magazine. With many passionate keynote speaking engagements, thousands of meetings, and hundreds of podcast interviews, Ryan has his finger on the pulse of the market like few others   Profit by Design is a Tap the Potential Production in collaboration with Small Business Consulting Group. Show Highlights: What Ryan learned through the profitable turnaround and sale of his family's company The major problems with the family business around purpose, equity value, and a strategic roadmap for the future What Ryan would have done differently in hindsight Why a business owner needs to have clarity about what they REALLY want How making decisions from a place of burnout means we are solving for the wrong problem The #1 thing business owners can do to make sure the reward is worth the risk Why everyone has anxiety around “knowing the numbers” and making decisions around your financial statements Ryan's overview of the Intentional Growth™ principles and what they mean: Know your drivers and what you want from your business. Know your financial targets: annual income, net worth, and valuation in the future. Know your exit options and how each one impacts your role and the value of the business.  Create sustainable, predictable, and transferrable cash flow. Use your team of advisers to help. How to understand enterprise value, equity value, and net proceeds Why it's important for business owners to know their value drivers   Links and Resources: Connect with Ryan: www.arkona.io, LinkedIn (Ryan), and LinkedIn (Intentional Growth Podcast) Get Ryan's Intentional Growth Principles andTraining: https://arkona.io/the-intentional-growth-training-and-5-principles Use code tapthepotential to save 25% on the Intentional Growth Training. Join me for the upcoming FREE Better Business Better Life Jumpstart to learn the Tap the Potential Solution. It's a value-packed week of live clinics with me on Zoom, and I would love to have you join us! Download our Workbook and take our Better Business Better Life Assessment. Learn more about the next How to Hire the Best course. You can register now for the next course that begins in October. New! Now Available!! The 4 Week Vacation book with bonuses! Follow the steps to claim your spot for the upcoming live training, The 4 Week Vacation Better Business Better Life Jumpstart! Download Dr. Sabrina's Introductory Training: How to Make Your Time Worth $10,000 an Hour          

Sức Bật Sau Khủng Hoảng là tuyển tập 11 bài viết đặc sắc nhất của HBR để giúp các nhà lãnh đạo doanh nghiệp chuẩn bị và vượt qua những cuộc khủng hoảng do Covid 19 gây ra cũng như những biến động và gián đoạn không thể lường trước trong tương lai. Cuốn sách được HBR xuất bản vào tháng 11/2020 mang tính thời sự nóng hổi. Với sự góp mặt của các chuyên gia hàng đầu trên các lĩnh vực: Angela L. Duckworth (Ted-Ex speaker, tác giả cuốn sách Grit – vững tâm bền chí ắt thành công đã được Alpha Books xuất bản); CEO Ford Motor… Cuốn sách sẽ truyền cảm hứng cho các chủ doanh nghiệp/ các quản lý cấp cao: Định vị lại hoạt động kinh doanh cốt lõi trong khi khởi động một mảng kinh doanh mới Xây dựng khả năng dự đoán liên tục và điều chỉnh theo các xu hướng mới nổi Chuẩn bị cho các tác động của biến đổi khí hậu tới công việc kinh doanh Tìm hiểu về rủi ro của các doanh nghiệp hoạt động kém hiệu quả. Phát triển sự kiên cường và bền bỉ của tổ chức Phục hồi sau suy thoái nhanh hơn đối thủ cạnh tranh của bạn Dẫn dắt công ty của bạn vượt qua bất kỳ loại khủng hoảng nào. Tải ứng dụng để nghe trọn bộ Sách nói : voiz.vn/download

Work-life support programs have long been known to lower turnover and raise employee loyalty. But new research shows they also have a positive effect on promoting diversity among managers at those firms, an effect that's even stronger than that of some popular racial-equity programs. Alexandra Kalev chairs the Department of Sociology and Anthropology at Tel Aviv University, and she explains why having strong, thoughtful policies around flexibility, time off, and dependent care pay off for companies. With Harvard sociologist Frank Dobbin, Kalev wrote the HBR article “The Surprising Benefits of Work/Life Support.”

I wish I had been able to read http://www.amyegallo.com/writing-1 (“Getting Along: How to Work with Anyone (Even Difficult People)”) when I was entering the workforce. Releasing on September 13, 2022, “Getting Along” is a research-based, practical guide for how to handle difficult people at work. Not always feeling equipped to best deal with the kind of people described in this book — and keeping my sanity — was one of the major drivers behind my unhappiness in my past roles. It was even a reason why I made a professional and personal pivot. So I was thrilled to sit down and talk to the author, Amy Gallo, about why she wrote the book and how the framework is used in practice. Amy is also an expert in conflict communication and workplace dynamics, a contributing editor to Harvard Business Review, and a co-host of HBR's https://hbr.org/2018/01/podcast-women-at-work (Women at Work) podcast. Learn more and find the complete show notes at https://www.conniewsteele.com/podcast (https://www.conniewsteele.com/podcast) Resources: Learn more at http://www.amyegallo.com/ (http://www.amyegallo.com/) Read “Getting Along:” http://www.amyegallo.com/writing-1 (http://www.amyegallo.com/writing-1) Listen to Women at Work: https://hbr.org/2018/01/podcast-women-at-work (https://hbr.org/2018/01/podcast-women-at-work)

On this week's HBR talk we will be responding to a worrying video from Alice Cappelle which discusses her fears regarding the unpopularity of feminism. OH NO. Anyway....

We live in a short-term, reactionary world. It's rare to meet a leader who has a long-term view beyond short-term metrics, a leader who has a hypothesis about what the future holds for their industry, category or their company. Named in the Top 50 business thinkers in the world by Thinkers50, Duke University Professor Dorie Clark is described by the NY Times as an “expert at self-reinvention and helping others make changes in their lives.” A frequent contributor to HBR , Dorie consults to Google, Microsoft, & the World Bank. This conversation uncovers her new book The Long Game: How to Be a Long-Term Thinker in a Short-Term World.   LINKS   Dorie Clark website https://dorieclark.com   The Mojo Sessions website https://www.themojosessions.com   The Mojo Sessions on Patreon https://www.patreon.com/TheMojoSessions Full transcripts of the show (plus time codes) are available on Patreon.   The Mojo Sessions on Facebook https://www.facebook.com/TheMojoSessions   Gary on Linked in https://www.linkedin.com/in/gary-bertwistle   Gary on Twitter https://twitter.com/GaryBertwistle   The Mojo Sessions on Instagram https://www.instagram.com/themojosessions   If you like what you hear, we'd be grateful for a review on Apple Podcasts or Spotify. Happy listening!   © 2022 Gary Bertwistle.  All Rights Reserved.

On this week's HBR talk we will be reading through and responding to an recent news story from the Daily Mail. It appears that he has a chance to reverse the charges.

Should professionals like you and I be reading fiction and if so, why?Dr. Christine Seifert is the author of a 2020 HBR article, The Case for Reading Fiction. While professionals typically read for knowledge, Christy provides numerous reasons and studies on how reading fiction can expand our analytical abilities along with understanding others better.We explore terms such as cognitive agility and acuity, design fiction, openness to experience, and other big ideas revealing the power of reading fiction.

It's a dilemma facing more and more brands: should you sell your goods on Amazon? It's the most visited e-commerce platform in the U.S. and the dominant retailer in 28 other countries. But that reach comes at a price. There are downsides like costs, competition, and lack of data. Ayelet Israeli is an associate professor at Harvard Business School and a coauthor of the HBR article "Should Your Company Sell on Amazon?" She talks through step-by-step how businesses can decide whether Amazon is right for them.

خلاصه کتاب ده مقاله ای که از هاروارد باید بخوانید: نوآوری HBR's 10 Must Reads on Innovation دنیای امروز ما رو آدمهایی ساختن که دنیای دیروز رو قبول نکردن، اگه خوب دور و برمون رو نگاه کنیم موبایل و ماشین و هواپیما، اینترنت و خرید اینترنتی و شبکه اجتماعی، یا اصلا آب لوله کشی و برق و نفت و آتیش. همه اینها یه روزی نبودن و یه روز دیگه ای یکی نوآوری کرده و کم کم دنیا شده این دنیایی که ما داریم، ولی تو دنیای امروز ما دیگه نوآوری اختیاری نیست، شیک نیست، اجباریه، ضروریه. به همین دلیله که میگن سر در شرکتتون بنویسید یا نوآوری کنید یا بمیرید. ده مقاله ای که از هاروارد باید بخوانید: نوآوری متن: امین علیرضایی، مائده سادات تدین فر روایت: امین علیرضایی حامی مالی: حرکت اول پادکست پیشنهادی: مدرسه کارکست کتاب پیشنهادی : بازی برد #نوآوری #هاروارد #پیتر_دراکر 

On this week's HBR talk we will be continuing a response to an article from the NewYorker which will make the case that feminists have celebrated their victory over the patriarchy too soon, and that it has returned! DUN DUN-DUUUN!

Dr. Anna Tavis is Clinical Professor and Academic Director of Human Capital Management Department at NYU School of Professional Studies, Senior Fellow with the Conference Board, and the Academic in Residence with Executive Networks. Anna has been named to Thinkers50 Radar for 2020. Her latest book, Humans at Work. The Art and Practice of Creating a Remote Workplace, was published in the spring of 2022. Anna publishes regularly and has been quoted by the Washington Post, Bloomberg, The Human Resources Executive, and Training Magazine. Her Harvard Business Review articles with Peter Cappelli "HR Goes Agile" ( 2018) and "The Performance Management Revolution" (2016) were reprinted in HBR's Must Reads and in Agile: The Insights You Need from Harvard Business Review (2020).She has navigated a diverse global career in academia, business and consulting, and was the Head of Motorola's EMEA OD function based in London, Nokia's Global Head of Talent Management based in Helsinki, Chief Learning Officer with United Technologies Corp based in Hartford, CT and Global Head of Talent and Organizational Development with AIG Investments based in NYC. Her work on the topics of Future of Work, People Analytics and Technology, Employee Experience and Intelligent Automation in the Workplace are truly at the cutting edge. In this podcast, she shares: Three trends most impacting the future of work How AI will shape what work humans do in the future Why diversity and inclusion matter What it will take for an organization or a leader in an organization to win the war for talent going forward __________________________________________________________________________________________"With culture, you're dealing with changes in values, but I think even more important: changes in behaviors, how we do things around here." -Anna Tavis__________________________________________________________________________________________Episode Timeline:00:00—Introducing Anna + The topic of today's episode2:29—If you really know me, you know that...3:38—What is your definition of strategy?4:43—How do you define work?5:47—How is work changing?9:37—Could you give us a visual of how this re-emergence of the era of creative work is happening?11:05—How is the role of society and companies for employees going to change in light of how work is changing?13:50—Is culture defined by value or behaviors?16:22—You talk about the phases of an effective culture transformation—could you talk about those?21:15—Where can people follow you and your work?__________________________________________________________________________________________Additional Resources: LinkedIn: https://www.linkedin.com/in/annatavis/esColumbia University Page: https://sps.columbia.edu/speaker/anna-tavis-phdTwitter: https://twitter.com/annatavis

Dr. Anna Tavis is Clinical Professor and Academic Director of Human Capital Management Department at NYU School of Professional Studies, Senior Fellow with the Conference Board, and the Academic in Residence with Executive Networks. Anna has been named to Thinkers50 Radar for 2020. Her latest book, Humans at Work. The Art and Practice of Creating a Remote Workplace, was published in the spring of 2022. Anna publishes regularly and has been quoted by the Washington Post, Bloomberg, The Human Resources Executive, and Training Magazine. Her Harvard Business Review articles with Peter Cappelli "HR Goes Agile" ( 2018) and "The Performance Management Revolution" (2016) were reprinted in HBR's Must Reads and in Agile: The Insights You Need from Harvard Business Review (2020).She has navigated a diverse global career in academia, business and consulting, and was the Head of Motorola's EMEA OD function based in London, Nokia's Global Head of Talent Management based in Helsinki, Chief Learning Officer with United Technologies Corp based in Hartford, CT and Global Head of Talent and Organizational Development with AIG Investments based in NYC. Her work on the topics of Future of Work, People Analytics and Technology, Employee Experience and Intelligent Automation in the Workplace are truly at the cutting edge. In this podcast, she shares: Three trends most impacting the future of work How AI will shape what work humans do in the future Why diversity and inclusion matter What it will take for an organization or a leader in an organization to win the war for talent going forward __________________________________________________________________________________________"With culture, you're dealing with changes in values, but I think even more important: changes in behaviors, how we do things around here." -Anna Tavis__________________________________________________________________________________________Episode Timeline:00:00—Introducing Anna + The topic of today's episode2:29—If you really know me, you know that...3:38—What is your definition of strategy?4:43—How do you define work?5:47—How is work changing?9:37—Could you give us a visual of how this re-emergence of the era of creative work is happening?11:05—How is the role of society and companies for employees going to change in light of how work is changing?13:50—Is culture defined by value or behaviors?16:22—You talk about the phases of an effective culture transformation—could you talk about those?21:15—Where can people follow you and your work?__________________________________________________________________________________________Additional Resources: LinkedIn: https://www.linkedin.com/in/annatavis/esColumbia University Page: https://sps.columbia.edu/speaker/anna-tavis-phdTwitter: https://twitter.com/annatavis

Welcome to an episode with a sought-after strategist and advisor, Kian Gohar. Get Kian's book here: https://amzn.to/3wdoonJ Many organizations have been caught flat-footed by disruptive changes – especially in the pandemic era – which has forced a lot of businesses to rethink their priorities to stay competitive in the post-pandemic world. Having the ability to identify trends that allow organizations to leverage potential threats and changes in the future will turn into great opportunities. But many organizations don't think this way and instead focus on what there is today and react to the changes later. In this episode, we discussed with Kian the key things that the pandemic taught us individually and as an organization. He spoke about the mindset and best practices of leaders and teams who were able to keep up, adapt, and remain competitive and advantageous during disruptions and continuous change. Kian also pointed out the key steps that leaders and organizations need to take and implement to build a competitive and thriving business. Kian Gohar is the CEO of innovation advisory firm Geolab and the former executive director of the XPRIZE Foundation and Singularity University. Kian has coached the C-suite of over 50 companies in the Fortune 500 and regularly keynotes, facilitates, and emcees major business conferences like the World Economic Forum, SXSW, the Tokyo Motor Show, and many others. His research on the Future of Work and innovation has been featured on CNBC, Axios, HBR, and other media. He inspires the world's leading organizations to harness innovation and moonshots to solve complex problems. He coaches entrepreneurs, executives, and leaders to make their impossible, possible. He is the co-author of Competing in the New World of Work with Keith Ferrazzi, published by Harvard Business Review in 2022, which is based on a global research project with 2,000+ global leaders to reveal the best leadership practices that helped the most successful teams thrive in the pandemic, and is a roadmap for any team at any organization to future-proof their way to success in the post-pandemic era. He is passionate about the intersection of innovation and impact, and his career spans venture capital, academia, and startups around the world. He is a member of the Transformational Leadership Council. Get Kian's book here: Competing in the New World of Work: How Radical Adaptability Separates the Best from the Rest. Kian Gohar & Keith Ferrazzi: https://amzn.to/3wdoonJ Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Is your organization fair? What are you doing in addition to DEI efforts? In this episode, we examine the HBR article, How Fair Is Your Workplace, and debate what it means to be a fair organization. We also reference the Verge article, Zuck Turns Up the Heat, and ask whether Mark Zuckerberg could have dealt with his workplace stressors more effectively in front of his employees. For more resources on leadership and workplace culture visit achievecentre.com

Company purpose has become something of a fashionable prop post-pandemic. Organizations have realized that they need one, but there is a growing trend towards the inauthentic. Cobbling together a purpose that lacks substance is akin to building a house on sand – this unstable foundation simply won't support the positive impact you think it will. So what should companies do? Well, we've sought the advice of two experts on this topic – Hannah Grove and Jonathan Knowles. Hannah is the non executive director of abrdn, and Jonathan is the Founder of Type 2 Consulting. Together they recently authored the incredible "What is the Purpose of Your Purpose" article for HBR, and they're on the show this week to chat through their findings. We'll talk about: the importance of purpose, the confusion around the term, what organizations and leaders need to do to build an authentic purpose, and how this is linked to talent acquisition. Links: The HBR article: What is the purpose of your purpose? The Pepsi Commercial: https://youtu.be/uwvAgDCOdU4 The J&J Credo: https://www.jnj.com/credo/

Work is challenging for lots of reasons, but most of us have probably come to realize that what makes or break a professional experience is people - and sometimes we encounter a boss, peer, or direct report that isn't at all fun to work with. Amy Gallo is a contributing editor at HBR, and author of the book "Getting Along: How to Work with Anyone, Even Difficult People" and the HBR article “How to Navigate Conflict with a Coworker.” She shares some of the best ways to deal with these kinds of colleagues – how to identify them, engage with them, and manage yourself through the conflict.

Clayton Christensen and Rita McGrath, one of the top management thinkers in the world, spent over two decades as both colleagues and friends. To this day, the concept of Discovery-Driven Planning, first widely introduced in a 1995 HBR article by Rita and Ian MacMillan, is taught in the Building and Sustaining a Successful Enterprise course at Harvard Business School. In this insightful conversation, Rita joins host Derek van Bever to discuss a number of topics highly relevant to management and strategy, including her work on inflection points and spotting the future before it arrives; the importance of testing fundamental assumptions (and why we so often fail to do so); barriers to innovation and growth; and Valize, the company that Rita founded to help organizations build lasting innovation capability as the basis for long-term shared prosperity. Listen to learn more!

I recently went down the internet rabbit hole.For me that involves topics on career, women in leadership, business, money etc) and I stumbled on an article by HBR on Whether An MBA is Really Worth It? It got me thinking about the number of conversations I've had over the years with professional women debating whether to take an MBA to advance their careers. Usually they speak to me to weigh up the pro's and con's…The advantages? More career opportunities. Clearer career paths. Networking. And if we're honest: time away from work (assuming you do it Full Time) The disadvantages?Well that's the topic of today's podcast. I'll be diving into the myth of why you DON'T need an MBA for your career and what I believe is important to focus on instead. For all the show notes come on over to: https://siobhanbarnes.com/34

Dlaczego miecz zamiast pokoju i co może być w tym dobrego? Dzisiaj nagranie z eucharystii w Nowym Radzicu, którą sprawował Grzegorz, a homilię głosił Robert - takie kombo się nam zrobiło. :-) Liturgia Słowa: Jr 38,4-6.8-10; Hbr 12,1-4; Łk 12,49-53 Napisz do nas! Wesprzyj nas!

On this week's HBR talk we will be continuing a response to an article from the NewYorker which will make the case that feminists have celebrated their victory over the patriarchy too soon, and that it has returned! DUN DUN-DUUUN!

"Slow, fast, slow is how you grow."   You know those moments when you're chatting with someone, and it's so interesting that time just flies by? That's how I felt when speaking with Whitney Johnson!   In today's episode "Smart Growth: How Managers Can Grow Themselves, Their People, and Their Business" Whitney talks about her brand new book, Smart Growth, and how new managers can use it to create a breakthrough in 2022.   Whitney was named one of the top ten most influential management thinkers by Thinkers50 in 2021, and is CEO of Disruption Advisors, a tech-enabled talent development company. She is an award-winning author, a LinkedIn Top Voice (1.79M followers), and she frequently writes for both HBR and MIT Sloan Management Review.    In this episode, you'll learn:   The framework known as the S Curve of Learning, and how to apply it meaningfully in your own development How to navigate through the three phases of growth (Launch Point, Sweet Spot, and Mastery) How to use the S Curve Insight Tool to develop and grow your people How this piano-playing music major ended up on Wall Street (cue Working Girl theme song)... and a lot more!   The S-Curve of Learning Slow-fast-slow is how you grow. And when you understand the emotional arc of your growth, then you'll be able to increase your learning and growing capacity as well. That's what we call the S-Curve of learning.   The Influential Role of the Manager The first thing that you want to really examine is do you actually want to be a manager? I meet lots of people who say I'm good at motivating people and inspiring people, but I'm not good at the day to day of managing people, and that's okay. You want to know that before you get into the job because you have a lot of influence on people, and so you want to make sure you're up for that kind of job.   Managing People Who Have Mastered Their Job People start becoming bored once they mastered something because they are no longer challenged. So for your people who are already very good at their job, what will make them grow is when you give them a new challenge. From that point on, growth may seem slower, but they'll be able to unlock new levels in their professional journey.       Links and Resources Connect with Whitney: LinkedIn, Twitter, Instagram, Website, Email, Disrupt Yourself Podcast Smart Growth: How to Grow Your People to Grow Your Company by Whitney Johnson (book) The Female Advantage by Sally Helgesen (book) How Women Rise by Sally Helgesen (book) Creativity, Inc. by Ed Catmull and Amy Wallace (book)

Alex and Elliot chat about: * Why are investors pouring money into legal technology? * Is it getting easier to switch legal tech vendors? * Google's move into e-signature and what it means for other markets * AirSlate's recent $51.5m capital raise * Why Alex isn't wearing his Apple Watch any more (most of the time) Thanks to HBR Consulting for sponsoring this episode. Find out more about HBR here: https://www.hbrconsulting.com/ LINKS Money pouring into legal tech: https://www.ft.com/content/b6f0796e-0265-40c6-ad4c-a900cd788c39 Switching legal tech vendors: https://www.law.com/legaltechnews/2022/06/24/legal-professionals-face-cost-time-and-trust-barriers-when-switching-tech-vendors/ Google's move into e-signature: https://www.law.com/legaltechnews/2022/07/12/googles-move-into-e-signature-isnt-likely-about-the-clm-market/

In this installment, I summarize two related Harvard Business Review articles that tackle the excesses of collaboration. In one, Microsoft leaders reveal research that brought them much closer to the root cause of employee fulfillment. In another, a university professor surveys professionals on how they believe they need to collaborate with each other and the […] The post Ep. 247 – HBR article review: overcoming collaboration overkill appeared first on Just Saying.

On this week's HBR talk we will be responding to an article from the NewYorker which will make the case that feminists have celebrated their victory over the patriarchy too soon, and that it has returned! DUN DUN-DUUUN!

Around the world, we've become increasingly cynical about other people, public institutions, and corporations. In Edelman's 2022 Trust Barometer, nearly 60% of respondents across 27 countries reported that their default is to distrust. And that's very bad for business, says Stanford University associate professor of psychology Jamil Zaki. He says that cynics perform and feel worse, and in workplaces, they breed toxicity and lead to poor outcomes . He explains how to identify and change this kind of behavior at your organization. Zaki wrote the HBR article, “Don't Let Cynicism Undermine Your Workplace."

Season 3, Episode 29.  Chuck and Chris discuss overcoming uncertainty as based on the HBR article "How to overcome your fear of the unknown" by authors Nathan Furr and Susannah Harmon Furr.  This article from the July-August issue is based on  the book, "The Upside of Uncertainty."  We found the article and its message fascinating and related the key points in this discussion.Subscribe to our newsletter:  https://wustl.us6.list-manage.com/subscribe?u=c6fe13919f69cbe248767c4e8&id=10e0c1dd85 Survey Link:Help Chuck and Chris understand better what you like and what we can improve.  And be entered for drawing to win a mug!  https://bit.ly/349aUvzAs always, thanks to @iampetermartin for the amazing introduction and conclusion music.theupperhandpodcast.wustl.edu.  

On this week's HBR talk we will be responding to a video from The Take which tries to make the case that the "manipulative victim trope" shaped the trial and gave the "abuser" Johnny Depp the win because apparently women are incapable of being liars and manipulators.

There is a lot of terrible news out there. Sometimes its personal, sometimes its about your company and sometimes it about the world…any type of terrible news can cause stress and pressure within your team. In this episode, dive into the HBR article titled Supporting Your Team When the News is Terrible with Dr. Jen and Regina. We will share how we leveraged these techniques to help our teams through troubling times and provide you with some tips that you can take back the next time a crisis hits.   We would love your thoughts and feedback. Reach out to us on Insta or Facebook @leaderishpodcast or send us an email leaderishpodcast@gmail.com. If you have a moment, we sure could use a 5 star rating on Apple Podcasts. It helps us get noticed by more people! So thanks for the review. We really appreciate you!

On this week's HBR talk we will be responding to an article from the New York Post where a feminist attempts to make the case that stay at home mothers of sons are more likely to raise them to be sexist monsters to women.

Ruchika Tulshyan is the author of Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work. Along with Jodi-Ann Burey, she co-authored a paradigm-shifting article, “Stop Telling Women They Have Imposter Syndrome” for Harvard Business Review, which is one of their topmost 100 read articles in history. Best of all, people all over the world have shared that it changed their relationship with the concept of imposter syndrome!Join us by the Campfire Circle in this truly transformational episode to hear Ruchika's wisdom and practices to create a more inclusive world – one where people from underrepresented communities, especially girls and women of color, can thrive and take up space. “It's not that there's a lack of talent, ambition, or hard work. None of those things are lacking in communities that have been underrepresented. The biggest barriers that most of us face are certainly bias, racism, and sexism. But it's also being overlooked and underestimated.” - Ruchika TulshyanWe discussed:[03:23] Ruchika's story of becoming a guide in inclusion[14:00] Recognizing systems of oppression as the cause of imposter syndrome[20:49] Supporting entrepreneurs and executives who are women of color [22:56] Reframing mindset barriers around leadership and visibility [35:47] How to make inclusion a daily practice in your life [43:19] Ruchika's big dreamy vision of the futureTo read a full transcript of the episode, visit: LUMOS MARKETINGResources from this episode:Read Ruchika Tulshyan and Jodi-Ann Burey's paradigm-shifting Harvard Business Review article: Stop Telling Women They Have Imposter Syndrome. It has been translated into multiple languages and is one of HBR's top 100 most read articles in history.Don't forget to also check out Jodi-Ann Burey's TED Talk on The myth of bringing your full, authentic self to work.Watch the TED Talk Ruchika says everyone should watch: Chimamanda Ngozi Adichie's The danger of a single story. 14 LinkedIn Content Prompts: Build your personal brand and thought leadership, show up for your target audience and grow your know-like-trust factor with your professional audience on LinkedIn.Connect with Ruchika Tulshyan: LinkedIn: Ruchika TulshyanInstagram: @rtulshyanTwitter: @rtulshyan  Website: rtulshyan.comConnect with Tania Bhattacharyya:LinkedIn: Tania BhattacharyyaInstagram: @taniabhatWebsite: lumosmarketing.coDemystify LinkedIn and Thought Leadership with TaniaThe people who can make your social impact dreams come true are on LinkedIn. They've probably even connected with you already! Our LinkedIn VIP Day is a 1:1 intensive for purpose-driven women who are ready to take their place as the trusted, go-to voice in their niche. To become an approachable expert. To stand out as you stand up for your mission. Learn more at: https://lumosmarketing.co/linkedin-vip-day

For many of us, uncertainty is nerve-wracking. However, many of our best achievements and meaningful experiences come from a trying time of ambiguity. INSEAD professor Nathan Furr and entrepreneur Susannah Harmon Furr argue that uncertainty and possibility are two sides of the same coin. By learning to welcome and cope with the gray area, an individual can reach better outcomes. They reviewed research and interviewed innovators and changemakers to share best practices of stepping proactively into the unknown. They wrote the new book "The Upside of Uncertainty: A Guide to Finding Possibility in the Unknown" and the HBR article "How to Overcome Your Fear of the Unknown."

What are the systems and societal norms getting in the way of women achieving economic mobility? How do we call out and dismantle those systems? In this episode we talk to Ruchika Tulshyan, author of Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work (MIT Press). She's also the founder of Candour, an inclusion strategy practice. A former international business journalist, Ruchika is now a regular contributor to The New York Times and Harvard Business Review on workplace equity and inclusion. Ruchika co-wrote a paradigm-shifting article, “Stop Telling Women They Have Imposter Syndrome,” for Harvard Business Review with Jodi-Ann Burey. The article was among the top-read articles in HBR history, as well as the top three articles for the publication in 2021. Best of all, people all over the world have said it helped them stop blaming themselves for supposed imposter syndrome. Ruchika is on the Thinkers50 Radar list, and LinkedIn's 2022 Top Voices on Gender Equality, and was recently awarded the Jeanette Williams Award by Seattle Women's Commission for her significant contribution and leadership in advancing women in the region. She's raising a feminist son, who is 5. Ruchika is a Singaporean foodie who has lived in four countries.For more on Ruchika's bio and show notes go to www.VESTHer.co/podcast

In this conversation, I sat down with my friend Doug Erwin, the Senior Vice President of Entrepreneurial Development at EDAWN, the Economic Development Authority of Western Nevada. Doug is a former serial entrepreneur turned economic developer and executive coach, and he's committed to growing Northern Nevada's startup and technology ecosystem. His community work has helped change the perception of Reno and lay the foundation for future generations of entrepreneurs to thrive in the region. Doug is proud to support entrepreneurs as they embark upon their own journeys.    Doug shares, with great clarity, vulnerability and humility, his entrepreneurial journey and some key lessons he's learned along the way. I invited Doug to have a conversation with me about what it might mean to be a conscious cofounder, given Doug's personal work on mindfulness. Towards the end of the conversation, we arrive at the idea that we are our own most important cofounder - the conversations we have with ourselves will either lead us to lean into or turn away from challenging conversations with our cofounders. And with the lens of Triple Loop Learning, we can start to create better cofounder relationships, not just with better contracts and financial structures, but from our way of being. The basic metaphor is this: Work is a relationship. And relationships are made of conversations. And you can hear this in Doug's description of a company as a “rebound startup” or talking about startups like a marriage. And just like in personal relationships, sometimes, as Doug says, people want to turn away from the discomfort of having difficult conversations. Doug mentioned research about splits among founders and how it related to the future success of the company. I did a bit of digging and... It's counter-intuitive, that a startup with equal distributions is a red flag to investors, and that such a company is more likely to fail. Doug suggests that unequal distributions are proof that the founders have had some hard conversations - which is a key skill in work and life. However, roughly three out of four startups decide to split the business equally when they start up. One of the main issues with this approach isn't a question of HOW to make the split, but WHEN. A 2016 HBR article suggests that founders should wait to split shares until later, co-creating rules to determine the value of various contributions. (I recommend the book Slicing the Pie!). The HBR authors suggest that “teams that negotiate longer are more likely to decide on an unequal split: the harder you look, the more likely you are to discover important differences. More generally, [they] argue that if cofounders haven't learned something surprising about each other from their dialogue, they probably haven't engaged in a serious enough discussion yet.” The HBR article suggests that a hastily created equal split will sour over time - the percentage of founders who are unhappy with their split increases by 2.5x as their startups mature. That discontent can lead to rapid turnover, which can be problematic. Another study, led by Professor David Noack, Executive Director of the Hall Global Entrepreneurship Center at the Goddard School of Business and Economics at Utah's Weber State University suggests that an equal split, especially in early-stage companies, has another unexpected effect - making it unclear who's driving the bus. According to Professor Noack's research, if no one feels that they have ownership and responsibility, no one takes the wheel, which has a real effect:  Companies with an unequal split were 21.7% more likely than other firms to be up and running a year later. And just like in a marriage, having a “pre-nup” conversation can be awkward, even when people know the data about divorce.  While it's uncomfortable to do so, hosting a conversation to explore all the negative scenarios that might occur in the future, with corresponding actions to help avoid them, can help founders avoid headaches later on…and increase startups' chances of success. This is a conversation worth listening to…And I'm excited to share it with you! Head over to theconversationfactory.com/listen for full episode transcripts, links, show notes, and more key quotes and ideas. You can also head over there and become a monthly supporter of the show for as little as $8 a month. You'll get complimentary access to exclusive workshops and resources that I only share with this circle of facilitators and leaders. Links EDAWN - Startup Reno Growth Pioneers Podcast

In this Talking Tech episode Alex and Elliot speak with Kevin Clem and Lauren Chung from HBR Consulting. HBR is one of the world's largest legal operations consulting firms, headquartered in Chicago with operations throughout the USA, Canada and the UK. In addition to consulting on all aspects of legal operations, technology and strategy, HBR conducts an annual law department survey to analyse and understand developments in the legal industry. In the episode we draw on the survey, as well as Kevin and Lauren's extensive experience, to discuss recent trends in the industry and a number of insightful predictions for the future. LINKS Kevin Clem on LinkedIn: https://www.linkedin.com/in/kevinclem Lauren Chung on LinkedIn: https://www.linkedin.com/in/laurenmchung HBR Consulting: https://www.hbrconsulting.com/ Counsel Command: https://www.hbrconsulting.com/what-we-do/software-solutions/counselcommand/ Counsel Guide: https://www.hbrconsulting.com/what-we-do/software-solutions/counselguide/

Cry and Keep Walking (ft. Robyn Benincasa)Lessons from the valleys to the (literal) peaksOPENING QUOTE:“And this was after three days racing above 14,000 feet nonstop, no sleep, three days into it and then we get to this hut at 15,000 feet and realize, "Dear sweet, baby Jesus. We now have to summit this 19,700 foot active volcano." And then you return to this hut before we ride 250 more miles on our bikes and paddle three days to the finish line. It was nine days for the win.”-Robyn BenincasaGUEST BIO:Robyn Benincasa is a world champion adventure racer, a 2014 CNN hero, a Guinness World Record endurance kayaker, a New York Times bestselling author, and a 23 year veteran San Diego firefighter. She's been named one of the top 50 keynote speakers in the world, the number-one female speaker for meetings.net, and one of the top 10 speakers featured by Harvard Business Review. She's been delivering over 100 keynotes a year for the last 15 years and remains one of the highest demand speakers in the world.Links:WebsiteFacebookTwitterInstagramYouTubeLinkedInCORE TOPICS + DETAILS:[5:18] - Learning from the ExtremeWhat keynote speakers can learn from firefighters and racersRobyn has become world-renowned for the performance of her teams. In keynote speaking, we can learn from her example. Robyn relies heavily on her team of agents, bureau reps, and others who help manage and grow her career. No speaker is a one-person-show.[15:26] - Gaining Stability from SpeedHow going faster helps us stay on courseWhen pro mountain bikers come to rocky, uneven portions of the trail, they speed up. In life, the rocky portions of life often leave us feeling like we need to slow down and reduce our action. In reality, these are the times when we should power up and power through.[17:06] - Turning Setbacks into ComebacksHow to flip the script on your biggest disappointmentsAs Robyn says, “You're not defined by your setbacks. You're defined by your comebacks. We're all going to have those setbacks, so what are we going to do about it? What are we going to do with what we have? “If you're going through hell, go faster.”[37:28] - Humility Over ArroganceA woman who has every right to be prideful — but isn'tRobyn has earned the right to be arrogant, but instead, she's the opposite. Robyn isn't there for the accolades or applause. She's there to lift others up and show them what's possible. She hopes others become the best versions of themselves in the spirit of generosity, and that's what makes her an irresistible choice for bureaus and meeting planners alike.RESOURCES:[2:56] “Adventure Race teams and Audacious Goals,” Harvard Business Review[10:09] Project Athena[27:18] About Altitude SicknessFollow Robyn Benincasa:WebsiteFacebookTwitterInstagramYouTubeLinkedInProject AthenaFollow Josh Linkner:FacebookLinkedInInstagramTwitterYouTubeABOUT MIC DROP:Brought to you by eSpeakers, hear from the world's top thought leaders and experts, sharing tipping point moments, strategies, and approaches that led to their speaking career success. Throughout each episode, host Josh Linkner, #1 Innovation keynote speaker in the world, deconstructs guests' Mic Drop moments and provides tactical tools and takeaways that can be applied to any speaking business, no matter it's starting point. You'll enjoy hearing from some of the top keynote speakers in the industry including: Ryan Estis, Alison Levine, Peter Sheahan, Seth Mattison, Cassandra Worthy, and many more. Mic Drop is produced and presented by eSpeakers; sponsored by ImpactEleven.Learn more at: MicDropPodcast.comABOUT THE HOST:Josh Linkner is a Creative Troublemaker. He believes passionately that all human beings have incredible creative capacity, and he's on a mission to unlock inventive thinking and creative problem solving to help leaders, individuals, and communities soar. Josh has been the founder and CEO of five tech companies, which sold for a combined value of over $200 million and is the author of four books including the New York Times Bestsellers, Disciplined Dreaming and The Road to Reinvention. He has invested in and/or mentored over 100 startups and is the Founding Partner of Detroit Venture Partners.Today, Josh serves as Chairman and Co-founder of Platypus Labs, an innovation research, training, and consulting firm. He has twice been named the Ernst & Young Entrepreneur of the Year and is the recipient of the United States Presidential Champion of Change Award. Josh is also a passionate Detroiter, the father of four, is a professional-level jazz guitarist, and has a slightly odd obsession with greasy pizza. Learn more about Josh: JoshLinkner.comABOUT eSPEAKERS:When the perfect speaker is in front of the right audience, a kind of magic happens where organizations and individuals improve in substantial, long-term ways. eSpeakers exists to make this happen more often. eSpeakers is where the speaking industry does business on the web. Speakers, speaker managers, associations, and bureaus use our tools to organize, promote and grow successful businesses. Event organizers think of eSpeakers first when they want to hire speakers for their meetings or events.The eSpeakers Marketplace technology lets us and our partner directories help meeting professionals all over the world connect directly with speakers for great engagements. Thousands of successful speakers, trainers, and coaches use eSpeakers to build their businesses and manage their calendars. Thousands of event organizers use our directories every day to find and hire speakers. Our tools are built for speakers, by speakers, to do things that only purpose-built systems can.Learn more at: eSpeakers.comSPONSORED BY IMPACTELEVEN:From refining your keynote speaking skills to writing marketing copy, from connecting you with bureaus to boosting your fees, to developing high-quality websites, producing head-turning demo reels, Impact Eleven (formerly 3 Ring Circus) offers a comprehensive and powerful set of services to help speakers land more gigs at higher fees. Learn more at: impacteleven.comPRODUCED BY DETROIT PODCAST STUDIOS:In Detroit, history was made when Barry Gordy opened Motown Records back in 1960. More than just discovering great talent, Gordy built a systematic approach to launching superstars. His rigorous processes, technology, and development methods were the secret sauce behind legendary acts such as The Supremes, Stevie Wonder, Marvin Gaye, Diana Ross and Michael Jackson.As a nod to the past, Detroit Podcast Studios leverages modern versions of Motown's processes to launch today's most compelling podcasts. What Motown was to musical artists, Detroit Podcast Studios is to podcast artists today. With over 75 combined years of experience in content development, audio production, music scoring, storytelling, and digital marketing, Detroit Podcast Studios provides full-service development, training, and production capabilities to take podcasts from messy ideas to finely tuned hits. Here's to making (podcast) history together.Learn more at: DetroitPodcastStudios.comSHOW CREDITS:Josh Linkner: Host | josh@joshlinkner.comJoe Heaps: eSpeakers | JHeaps@eSpeakers.comConnor Trombley: Executive Producer | connor@DetroitPodcastStudios.com

This week we have an ‘Ask the Expert' conversation between Sarah and Jennifer Moss. Jen is an award winning journalist and author of The Burnout Epidemic. Together Sarah and Jen discuss the causes and consequences of burnout. They also explore what we can do individually and as organisations to go beyond burnout and create an environment where everyone can do their best work. To learn more from Jen you can read her Big Idea article on HBR here: https://hbr.org/2021/02/beyond-burned-out and connect with her on her website: https://www.jennifer-moss.com/Ways to learn (even) more from us: 1. Sign-up for PodMail, a weekly summary of squiggly career tools https://mailchi.mp/squigglycareers/podmail2. Join the live PodPlus conversation on 14/07/22 at 9am https://www.amazingiflearning.com/courses/podplus3. Download the PodSheet at https://www.amazingif.com/listen/4. Read our books 'The Squiggly Career' and 'You Coach You'For questions, feedback or just to say hello, you can email us at helenandsarah@squigglycareers.com See acast.com/privacy for privacy and opt-out information.

For a long time, we have believed that strong corporate governance is enough to prevent CEO malfeasance. However, new research shows that the lifestyle behaviors of executives can spell trouble for companies, regardless of the guardrails in place. Aiyesha Dey, an associate professor at Harvard Business School, has investigated executives' past criminal records and the cost of their homes and automobiles. Her research has linked an individual's materialism and propensity for rule breaking to fraud, insider trading, and risky business activities. She says that boards and other hiring bodies should pay more attention to personal behavior when picking organizational leaders. Dey wrote the HBR article "When Hiring CEOs, Focus on Character."

As the novel coronavirus surfaced in Wuhan in 2019, Chinese officials called for mobile isolation wards. Haier Group partnered with suppliers to design and construct units quickly, thanks to the openness of the leading manufacturer's digital platforms. Unlike Haier, many companies have tightly regulated, siloed platforms. Georgetown Professor Kasra Ferdows says more companies can unlock innovations by extending their platforms to facilitate a broader range of collaborations. He breaks down how Haier capitalizes on the expertise and resources of its ecosystem and rapidly exploits new business opportunities. Ferdows is a coauthor of the HBR article "How to Turn a Supply Chain Platform into an Innovation Engine."