Podcast appearances and mentions of heather mcgowan

In this insightful episode of SoundPractice, we welcome Heather McGowan, BFA, MBA, a prominent future-of-work strategist, keynote speaker, and bestselling author. With a background in industrial design and extensive expertise in the evolving landscape of work, McGowan is a leading voice on how we can adapt to the future. Join us as Heather McGowan shares her fascinating journey and insights into the dynamic changes shaping the workforce. From the influence of AI to the pivotal role of leadership in healthcare and beyond, this episode offers a deep dive into what lies ahead. Key Points: -Sustainable Leadership *Discover the essential traits future healthcare leaders need to foster human connection in a digital world. *Learn about the importance of hope and purpose in leadership and how it can significantly enhance team performance. -Healthcare and Technology *Explore the integration of advanced technologies like AI to support and elevate clinician performance. *Find the balance between utilizing technology and maintaining human connection to ensure accuracy and efficiency in patient care. -Ensuring Privacy *Understand the fine line between data sharing for innovation and protecting privacy. *Recognize the impact of employer surveillance on trust and autonomy in the workplace. -Resilience and High-Performing Teams: *Learn strategies to promote employee well-being and build resilient teams. *Discover how reframing loneliness, building strong social connections, and managing failure can positively impact work and patient outcomes. Learn more about McGowan's work. Tune in for an optimistic and forward-thinking discussion that will equip you with strategies to navigate and thrive in the ever-changing world of work. Learn more about the American Association for Physician Leadership.

In this captivating episode of Taking Healthcare by Storm, delve into the world of expert insights as Quality Insights Medical Director Dr. Jean Storm engages in a thought-provoking and informative discussion with Heather McGowan, President of the Pennsylvania Association of Nurse Assessment Coordinators (PANAC), and Debra Wright, a Quality Improvement Specialist at Quality Insights.Heather and Deb Wright touch on their responsibilities, challenges, and professional development, especially in the context of the COVID-19 pandemic and staffing shortages. They also explore the impact of accurate assessments on care plans, regulatory compliance, and how organizations like PANAC support NACs.If you have any topics or guests you'd like to see on future episodes, reach out to us on our website.Publication number QI-050925-GK

In this episode of "The Will to Change," Jennifer talks with futurist Heather McGowan about navigating societal shifts and our future. Heather draws parallels between now and the 1920s, discussing how pandemics reorder society, and explores how human history cycles between individual and collective mindsets. She advises embracing change, emphasizing rebuilding "bridging capital" by connecting with people different from ourselves. The conversation covers AI as a tool for advancement, leadership evolution, and finding stability amid disruption by focusing on our sphere of influence rather than global anxieties.

Ditch the drama and rebuild connection where it counts. Feeling overwhelmed by workplace polarization, the loneliness epidemic, and the constant whirl of change? You're not alone—and neither are your teams. On this episode of Radical Candor, Kim and Amy bring in Heather McGowan, future-of-work strategist, to dig into why we're so divided and distracted at work—and what leaders can actually do about it. Heather gets real about the deeper roots of these challenges, from shifting demographics to technology's relentless pace, and shares her signature brand of practical, no-nonsense advice for fostering respect, empathy, and collaboration. It's not about ignoring differences or plastering on a quick fix—it's about creating the kind of human connections that help teams thrive. Learn how to lead with intention, listen to what's not being said, and ditch the divide in favor of working better together. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Heather E. McGowan - ImpactEleven | LinkedIn Heather McGowan Navigating the once a century shifts: cultural, social, demographic, technical, and economic Loneliness Epidemic is Leaving Us Distracted and Divided Managing Post-Election 2024 Tension At Work 6 | 43 I Never Thought of It That Way: How to Have Fearlessly Curious Conversations in Dangerously Divided Times Bowling Alone: Revised and Updated: The Collapse and Revival of American Community The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work The Empathy Advantage: Leading the Empowered Workforce Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries Braver Angels The No Asshole Rule Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce the episode's focus on workplace polarization with guest Heather McGowan.(00:02:12) Why We're DividedThe societal and workplace factors fueling polarization.(00:06:42) Balancing Rights and Income InequalityThe interplay between workplace equity and broader societal trends.(00:09:02) Short-Term Thinking in LeadershipHow short-term decisions undermine long-term organizational health.(00:12:03) Intentional Conversations Across DividesPractical tips for engaging with diverse perspectives meaningfully.(00:16:21) Finding Common Ground at WorkBuilding relationships through shared experiences and lighthearted topics.(00:22:12) Drawing Ethical BoundariesKnowing when to disengage while maintaining openness elsewhere.(00:26:32) The Future of Work and LearningWhy adaptability and continuous learning matter more than ever.(00:33:46) Loneliness in the WorkplaceCombating workplace isolation with intentional connection and empathy.(00:41:27) Embracing Discomfort and CuriosityWhy great leaders lean into questions, not answers.(00:45:53) Radical Candor TipsStart conversations, focus on humanity, and take small steps to connect.(00:49:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Missed some episodes this year? Don’t worry—Brian’s got you covered with a highlight reel of 2024’s most memorable moments, featuring game-changing insights from Agile thought leaders and innovators. Tune in to catch up, reflect, and set your sights on a stellar 2025! Overview In this special year-end episode of the Agile Mentors Podcast, Brian takes us on a trip down memory lane, sharing highlights from some of the most impactful conversations of the year. Featuring insights from Agile legends like Mike Cohn, Clinton Keith, Heather McGowan, and more, this curated selection is packed with golden nuggets that you can revisit or discover for the first time. Whether you missed an episode or want to relive the best moments, this recap is a perfect way to close out 2024 and prepare for what’s ahead. References and resources mentioned in the show: #79 Navigating Agile Trends and Challenges in 2024 with Lance Dacy #86 Revisiting User Stories with Mike Cohn #90 Mastering Agile Coaching with Cherie Silas #93 The Rise of Human Skills and Agile Acumen with Evan Leybourn #100 Navigating the Future of Agile and Scrum with Lance Dacy & Scott Dunn #111 Adapting to the Future of Work with Heather McGowan #120 Agile in Gaming with Clinton Keith #123 Unlocking Team Intelligence with Linda Rising Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Auto-generated Transcript: Brian Milner (00:00.622) I'm Brian Milner and this is the Agile Mentors Podcast, a show about both the personal and organizational journey towards agility. My friends and I will be sharing with you what we've collectively learned from seeing thousands of companies Agile implementations, apparels and pitfalls, as well as the secrets to success. We'll share our personal in the trenches experiences so that you can apply what we've learned in a practical way in your careers. We also hope to hear and learn from you as well. If you're like us and are always in search of better ways of working together, you're in the right place. Join us, mentor, and be mentored. Let's get started. Brian Milner (00:53.288) Welcome in Agile Mentors. We are back for the final episode of 2024. Believe it or not, we have reached all the way to the end. You might be thinking, wait, there's a few more weeks left. Yeah, there's a few more weeks left, but the next release date would have been on Christmas Day itself and the one following would have been on New Year's Day. So we're gonna take two weeks off to be with our families after this episode. And we encourage you to enjoy that time, take the time with your family as well and friends, and truly wish you the best over that time period. But before we get there, we do have one more episode for you. We thought what we'd do for today's episode might be tiny bit different than normal. In fact, I don't think we've done anything like this before. What I wanted to do is, since it is the last episode of the year, is to look back over the past year and play you some portions of some of the really fantastic discussions that we had over this past year. Just pull out a handful of these to talk to you about. If they sound interesting to you, maybe you can go back and take a listen to those episodes. So let's get right into it, because I don't want to waste time setting it up any more than that. For starters, I want to go back to something that's now kind of a tradition for us, and the next one you'll hear from us after this episode will be the continuation of that. The beginning of this year in 2024, we started things off and we kicked it off with friend of the show, Lance Dacey. And that episode was really about looking forward into 2024. And for us to talk about what we maybe thought was coming and what we saw in the future, and then trying to somehow make some predictions or give some advice about how we might be better prepared for it. And one of the areas that came out in that discussion was really talking about how leadership affected an Agile transformation and Agile with the culture of an organization. So I'll play you a little clip here from Lance's discussion. One of the thoughts that he had in that episode, really talking more about how we need to go to the next level with our organizations and with the leadership in our organization. Take a listen. We've been trying to scale Scrum and Agile for a long time and we've written the practices on how to do it. Brian Milner (03:13.23) but we're not allowing the people to practice that. You know, just got through coaching. My youngest son is in fifth grade and we coach his football team. It's like, we're going to sit down and tell you during this play, here's the stance that you take to block. You're basically a robot. Do everything that we say, even if you don't understand it, because the whole scheme for that play is built on everybody doing their job exactly as prescribed. But as you evolve into professional football or high school football, they've learned so much about those mechanics. that's really fun now because they've got the IQ to respond to what's in front of them. That's agile. And that to me is what we have to start learning in organizations, is we know how to run the play at the team level, but how do we build up the people to run the play correctly in challenges when there's adaptations that need to be made? And a lot of times management and leadership is the suffocating part of that where they don't allow for that. It's always interesting to go back and look at those conversations that we have at beginning of the year. and see kind of how it played out. Were we right? Were we wrong? So if you're interested in that, check out that. That was just episode 79 was the first one that we did in 2024. Next up, I'm gonna jump to episode 86. This was one with our very own Mike Cohn. Mike had come back on because quite frankly, we've had for many years a set of user stories that were sample user stories that you could come to our website and download just as a resource for people if they wanted to see what... samples of user stories look like, try to imagine what that would look like in their particular context. So that's why we had this collection of user stories. Well, Mike went back to re-edit those recently, and then he took kind of another look at it and had forced him to kind of reconsider some things, wanted to share some thoughts about those new ideas and thoughts he had about user stories, just in re-examining ones that he had put together previously. So in this next clip, what you'll hear Mike talk about is really kind of a controversy maybe just his own controversy internally, but kind of a shift that he had over the years and really the template itself for a user story. So take a listen to this. I had a bunch of slides. I looked at them a few years ago to confirm this. I looked at them and they all said, I want to blank, right? And it was what the user wants. And sometimes it's not what the user wants. So if you look at slide decks that I create today, they all say, I. Brian Milner (05:36.866) They don't say I can, they don't say I want to, they just say I, and then you fill in the verb. For example, as user, I am required to enter a strong password. I don't want to enter a strong password. I want to type in my dog's name and let the system know it's me, right? So I am required to enter a strong password that doesn't fit with I want to or I can. I can enter a strong password? Well, that doesn't really help. I don't want to. I can enter a strong password. I can enter a weak password. Is that possible? So I do think there's problems with I can, but I leave all of that out of the template and I let the situation determine what that verb should be. Always an interesting conversation there with Mike Cohn. Very, very lucky and fortunate to have him come on usually multiple times per year. And that was just one of the times that Mike came on our show this last year, but really, really interesting stuff there about user stories. If that's something you're interested in, I encourage you to check out that. That was episode 86 with Mike Cohn on user stories. Now we're gonna jump ahead to episode 90. Episode 90, we had a friend of mine, Sheree Silas, come on. Sheree is a very authoritative, knowledgeable person on Agile coaching. In fact, she is the person that I most likely am going to point you to if you come to me and want to find out more about Agile coaching. She has some really great classes and other things that she teaches. And we had her on to talk about Agile coaching, obviously. And one of the things that came up is something that I hear sometimes in classes that Some of this coaching stuff you talk about sounds a little bit like counseling a little bit. Is there a crossover there with counseling? Is this a counseling job? So take a listen to what Shree had to say in response to that question. As an adult coach, you are not an organizational psychologist. You are not a counselor. You are not an organizational therapist or any of those things. That is not the job. The job is consulting, mentoring, training. and some coaching, helping people how to learn how to negotiate, learn how to collaborate, learn how to have good, healthy conflict. And there's helping them to get the business results they want. And it's very frustrating when you kind of hear this taking all the way to the other end of, we're just there to do woo-woo touchy feely stuff. I'm the psychologist. No, that's not your job. And you're not trained to do that. And that's part of the coaching work. Brian Milner (08:03.136) is to help them understand what they need and what they don't. And even as a professional coach, it is my job to make sure my client understands what coaching is and what it's not. And as an Agile coach, that's part of the work is to make sure the client understands what this work is and what it's not. Yeah, really good stuff there about Agile coaching. If you're interested in finding out more about that, listen to that episode. You'll hear more from Sheree on episode 90 about Agile coaching. Next up, I have a relatively new friend of mine, but one that, you know, feel like brother from another mother. Mr. Evan Layborn was on and he came on to talk about some research that his organization had done in partnership with the Scrum Alliance. And in particular, there was one component of that that I wanted to question him about because when I initially read it, it gave me a little bit of some misgivings about it. One of the things I mentioned was that traditionally we have always talked about being a T-shaped individual on a Scrum team that had a depth of experience in one area. but a breadth of experience in other areas that you just weren't an expert in. You were only really looking to be an expert in one area. But this report kind of brought to bear this idea of what they're calling a pie-shaped individual. So think about the mathematical symbol pie and how it has two lines going down. It's kind of like a T with two lines going down from it, right? And when I saw that, initially my first thought was, well, is this just organizations trying to get by with less head count? Take a listen to what Evan had to say about that. I want to be clear that when we're talking about pie-shaped individuals and companies looking for pi-shaped individuals, we're not talking about companies who are looking for one person to do two jobs. They're not looking for someone who's got two skills because they're trying to fill two roles. They're trying to fill two jobs. We're talking about one person, one job, and using multiple skill sets to do that job better. more effectively. In the technology world, we've had a word for this in the tech world for 10 years, full stack developer. A full stack developer is a pie-shaping, it's a developer with test competence and operations competence. They can deploy a DevOps environment. That full stack developer is a prime example of a pie-shaped person. It's not one person doing two jobs. It's one person doing one job with a variety of skill sets. Brian Milner (10:30.752) and doing that job better, exponentially better because of it. There's some really interesting other insights that Evan had in that episode. highly recommend that to you. That was episode 93 with Mr. Evan Layborne. Next up, well, we celebrated a milestone. We had our hundredth episode, if you can believe it or not. And we thought it would be appropriate to celebrate by having two people that we have on quite frequently on the podcast, Mr. Lance Dacey. and Mr. Scott Dunn. So we had something that we don't often have here on the show where we had multiple guests, but we had Lance and Scott on to really look back over the past 100 episodes and look ahead a little bit into what we thought might be coming. And one of the interesting kind of conversations we had there was thinking about some of the changes taking place in the workplace today. You'll hear Scott kind of start in on this with. thinking about the kind of dilemma organizations are facing with the work from home versus work from office kind of situation. And then Lance will come in and kind of relate it more to some larger agility issues as well. Take a listen. Thinking back to the time when people didn't really want to go agile because they thought it was a fad. And it didn't take but a few years, like, I could be wrong. Maybe that is a thing we need to do, right? And then everyone gets on board. But there was a lot of kicking and screaming and doubting the early years. I think we're going to see that with remote work is made like the proving ground of do you really work this way or not as a manager? you get this or not? You cannot lead and manage people currently how you are going to in the future because they were talking about how the new generation. is coming on board and they just won't tolerate certain things. And I think you hit it on the head with that Scott, that if these managers don't learn how to lead and manage with this newer generation, two or three removed from what I'm talking about, you're not going to have any employees because they will not tolerate it. They do not work that way. It was always such fun to have both those people on our podcast and it was even more fun to have them both on at the same time. So I really appreciate both Lance and Scott really helping us celebrate there. The fact that we crossed that threshold into a Brian Milner (12:38.326) our 100th episode. Next up is someone that I found really fascinating. is Miss Heather McGowan. And she was the keynote speaker at the Scrum Gathering this year in New Orleans. And she was so gracious to come on the podcast and talk with us a little bit. She had some really great insights. Just listen to what she had to say here in thinking about sort of the place of work in general as a part of our lives today. But what I think what's really happening is we've outsized what work is in our lives. So community used to consist of social interactions, religious affiliations, clubs and groups we belong to, all of those kind of, if you think of them as circles, because everything's visual to me, all those circles shrank and work became bigger. So now part of this generational change, but more and more people are looking for work to provide their purpose. work to provide most of their relationships, work to fill these. It's a little bit in terms of how we're interacting with each other that's causing illness, but it's also an outsize expectation we have around work. So now it becomes table stakes for a lot of organizations for work to be my self-expression, work to be my sense of purpose, work to be where I think about my values. And it wasn't like that a few decades ago. I heard from a couple of people after this episode, just friends of mine talking about it. I want to make sure I'm clear about something here that Heather was saying, she's not saying that we should find our values from those places. She's just saying that's kind of how society has shifted a little bit. So you can debate whether it's good or bad, whether the other circles that she mentioned had shrunk or grown or anything like that. But really that's kind of the reality we're left with is that there's a lot of people who find their belongingness from work today, as I said, whether that's a good or bad thing, you can debate. but that's certainly a reality I think we have to live with. And this was a really interesting discussion. So I highly encourage you to check that out if you want to. That was episode number 111 with Heather McGowan. Next up was someone I found really interesting as well. This was Mr. Clinton Keith. Clinton is a veteran of the gaming industry. And I know there's always some interest in that in our listeners and in the Agile community about how you really can apply some of these Agile principles and things. Brian Milner (14:55.704) to an industry that's so fast moving like the gaming industry. Well, as I said, Clint has worked in that industry for a very long time and he's seen pretty much everything there. He's worked in all different kinds of gaming companies. He's helped them to learn and apply these agile principles along the way. So I'll just share a snippet of the conversation that we had. In this clip, he's talking really about how some of these principles we talk about like, individuals and interactions over processes and tools and are we letting something like a new technology drive how we do things or is it really more about what's the value we're trying to deliver, right? And in the gaming industry, it's fun. It's delivering something that's fun. So take a listen to what he had to say about kind of one of these experiences he had about really finding the fun. The big light bulb moment was having a short deadline on showing something of value. led to people making better choices from the player's perspective, not this challenge of, what can I do with artificial intelligence over the next two years? That's part of the big challenge with these big, huge games of saying, it's like, hey, if there's not a payoff, if you can't see value, and this was an early lesson I learned working with Nintendo of Japan, the guy that made Mario and Donkey Kong, we worked with him directly, Miyamoto. You always had this thing, it's like, the fun fast, show the value of it. And it always stuck with me. When you have these short deadlines, you want to encourage the teams and the product owners is judge the game. Not what you see in the potential in two years. Judge your vision of the two years against what you're seeing every other week and adjust your expectations. Don't fall in love with your vision. Judge the game. Don't fall in love with your vision. Such great advice there, and I think it's so applicable to really industry. Don't get caught up in that word game, right? Judge the product. Think about it that way. I think sometimes, especially for us as product owners, sometimes we can look at that and say, we've got these grand visions and grand designs for our product, in two years we're gonna have this incredible product that's gonna do all these things. Well, you may not make it to two years. You may not make it to two years if you don't. Brian Milner (17:16.897) deliver a value earlier, right? If you don't capture the imagination and attention of your customers, if you don't solve a problem for them upfront, we know the big idea is gonna take longer to get to, but I think what Clinton is saying here, and it's really an important point, I think, is that that's part of what we kind of focus on as Agilist is trying to find the value and deliver it early. So just a really fascinating episode there as well with Clinton. Encourage you to check that out, especially if you have interest in the gaming industry, lots of good content there from him in episode 120. Lastly today, I'm gonna leave you with one last one that wasn't too long ago here, but we had someone that is kind of a beloved figure in the Agile community. She's often referred to as an Agile visionary. That's Ms. Linda Rising. And she came on to talk about multiple things with us, but one of the things that she talked about in our conversation, was about a research project that Google did several years back called Project Aristotle. They were trying to figure out kind of the components, what went into making a high-performing team. So just listen to what Linda has to say about what their scientific research kind of uncovered about really what goes into making a team high-performing. All these different researchers made the same mistake in the beginning. and it's the same mistake organizations make. They thought in the beginning that what makes a smart team is smart people. Wrong. Not that you don't want smart people. You can have a team of very smart people that doesn't have any of these other characteristics that is not intelligent as a group. We really have to wake up and realize, first of all, that we're doing that, that we're valuing IQ or individual intelligence, smartness, you went to this school or you got that particular SAT score. It has nothing to do with that. It's not that there's no correlation, but it's weak. It's much better to have people who have these other characteristics. I just have to say Brian Milner (19:38.444) We are so spoiled Agile mentors with some of the great people like Linda Rising that we get to hear on this podcast and learn from really as sort of a masterclass from some of the best thinkers in this industry. And I know I'm very thankful for them taking their time and thankful for people like Linda Rising coming on the show. If that dialogue that you just heard there sounds interesting, check out that episode. It was episode 123. Linda talks about a lot of lot more great stuff there in that episode. But yeah, we get so many great guests on our show and that was just a handful. It's hard to even pick out just, I think we just had eight of them there. It's hard to pick out just eight over the past year, because there were just so many. And any of the other guests on here, I hope you don't feel like you were not in the top eight or anything. This was just a sampling. I just wanted to pull some different kinds of episodes and I think there was quite a variety of guests and topics and things that we had on the show this year. It just makes me excited about thinking about what's possible in the next year. I know we're gonna be trying some new things. I've been interacting with some of you at the Agile Mentors Community and you've been talking to me about some suggestions about things that maybe we can do. And we're gonna try that. We're gonna try some new things going into the new year. So you may see some shifts from time to time of just a few experiments that we might be trying. As always, we'd love to hear your feedback on any of those things, but we're always in search of making this the most valuable use of your time. We think that the quality of the people, like you just heard, is pretty good. We're pretty happy with the people that really decide to come on the show, and we're very humbled by the fact that they choose to come on our show. I just wanna always make it the most valuable use of your time. We want this to be the most valuable Agile podcast that's out there. As always, if there's anything we can do to change that, I'll go ahead and just say that now. email us podcast at mountegoatsoftware.com. Put that at the end of every episode. Truly mean it. If there's things that you want us to experiment with or try, if there's guests you want to hear, in addition to some of these great guests you heard today, there's other people that maybe that you think would be good on the podcast, send us an email, podcast at mountegoatsoftware.com. Or if there's a topic that you want us to cover, let us know that as well. We'd be more than happy to try and put that in. In our planning, Brian Milner (22:01.666) we try to always put the listener's suggestion kind of towards the top of our backlog. It may not be the very next thing we do, but we try to make that as soon as possible. Oftentimes we have to find the right guest, but as soon as we find the right guest, we want to get that listener suggestion on as soon as possible. So thank you for those that have made suggestions in the past and keep them coming. I'll just go into a few other things then and wrap up and get you on your way. It's been fun looking back over the last year. And as I said, I'm excited about seeing where we go next year. Speaking of that, just make sure that you like and subscribe to the podcast. That way you don't miss any of these things, like any of these great episodes that you heard little snippets of here in this podcast episode. And with that, I guess that'll be a wrap for another year. So Agile Mentors, my heartfelt happy holidays to you. Whatever you celebrate this season, I truly, truly hope that you get to spend some time with your family, your friends, your loved ones. truly hope that you get some time to reflect on what you're grateful and thankful for. I hope you come back next year refreshed, ready to go. I hope that's part of your sustainable pace, that time of renewing with the people in your life that are closest to you. We look forward to seeing what happens with you in the new year. So join us back next year. We'll kick things off. We'll be back here in just a few weeks. And on the 8th of January will be our next episode that we release. And we'll have our... of annual sit down with Lance Dacey to look ahead to 2025 and see what's coming up then. So join us and hope you have a very, very happy holidays. See you next time on another episode of the Agile Mentors Podcast.

Heather E. McGowan is a keynote speaker and author of The Empathy Advantage and The Adaptation Advantage with deep experience in the Future of Work field. She describes the importance of empathy with AI's growing influence and fostering a connected, resilient, and adaptable workforce. Heather discusses how AI can transform cognitive work and why leaders must shift from relying on their own expertise to harnessing collective intelligence. She explains how the promise and tacit agreement of work has changed, leading to younger generations' focus on mission, impact, and mentorship.     TAKEAWAYS   [02:35] Interested in human behavior and art, Heather goes to RISD to study industrial design.   [04:00] Heather learns to ask the right question – is the process, not the product, that matters.   [04:54] Observing people helps Heather identify unarticulated needs, as seen with the Swiffer.   [06:21] Heather designs various products then does an MBA to bridge design and business.   [07:36] Her mentor's influence directs her towards ESG-focused private equity work.   [09:49] Integrating design and business, Heather works in academia for several years.   [10:50] Heather starts defining how work is changing for her academic and corporate clients as the Future of Work emerges.   [12:24] Challenging the concept of having to take single discipline courses before collaborative studies.   [13:00] The importance of having a common mindset around problem solving.   [13:31] Using basic systems thinking to understand the impact of solutions.   [14:33] Interesting reactions to mixed-year participation in courses.   [15:25] How people responded to integrated design-thinking projects.   [16:15] Heather gets delayed positive feedback to their innovative approach.   [16:39] Insights from Heather's experiences in education such as getting people to think propositionally.   [17:00] The genesis of the Adaptation Advantage book.   [17:45] The impact of set occupational identity and the rigid 'education-career-retire' model.   [18:26] Lifelong learning with learning and careers overlapping not sequential stages.   [18:55] Retirement is not good for us, now that life expectancy has increased.   [19:30] The AARP starts to focus on people's ‘next' or ‘encore' chapter rather than ‘retirement'.   [20:46] Heather's research and writing focuses on Future of Work tacit vs explicit knowledge.   [21:17] Explicit knowledge can be automated, while tacit knowledge needs human interaction.   [22:15] AI as a “third lens” for understanding human cognition and expanding our capabilities.   [23:39] Heather warns that over-reliance on automation risks atrophying our skills.   [24:59] The benefit of enhancing cognitive capabilities, not just reducing costs.   [26:16] The long broken agreement about work between employers and employees.   [27:38] Gen Z seeks mission, meaningful work, and mentorship since there is no job security.   [28:04] Empathy is necessary to connect with employees and understand their mentoring needs.   [28:55] Leaders must not rely on individual intelligence but shift to collective intelligence.   [30:34] Heather predicts AI will disrupt cognitive work much like electrification disrupted labor.   [31:28] Heather connects rising polarization with declines in socialization and greater loneliness.   [32:08] How our brains are shaped for agitation because of our solitude.   [33:00] Workplaces serving as essential social trust-building spaces.   [34:32] Leaders must build trust through authenticity, logic, and empathy.   [35:30] The compelling letter Airbnb's CEO wrote to employees being laid off.   [37:36] Being transparent about the challenges of fast-changing circumstances.   [38:16] Human-centered policies which optimize for thriving employees improve retention and financial performance.   [40:45] When leaders reach a very senior level in organizations their empathy decreases.   [42:47] Heather encourages reweaving the social fabric to foster collaborative exploration.   [44:16] IMMEDIATE ACTION TIP: Talk with coworkers about shared values. Ask how they're doing, if they're getting enough sleep, if they're working on a project that is meaningful to them. Share experiences where you've been able to bounce forward, not back. Your job is to help your team adapt to change and become the next best version of themselves.       RESOURCES   Heather McGowan on LinkedIn Heather's website Leading the Day After article Sven Hansen and the Reliance Institute Letter from Brian Chesky, CEO of Airbnb, to employees Frances Frei, HBS Professor       QUOTES   “We need to start taking longer strides and putting greater visions out there and say it's going to be hard, but it's going to be worth it."   "Trust comes down to three things. Authenticity, logic, and empathy. So authenticity is do people experience the real you? Do they feel like you're giving them the honest approach when you're delivering things to you, or are you putting on a Persona? Logic is, do you have a sound theory of what you're asking people to do? Ability to communicate, a division of where the organization is trying to go? And then do you demonstrate that you care what that work means to the individual?"   “Now, most leaders are leading teams of people who have skills and knowledge they do not have at least some of them, and it may not even be within their group. So you can't lead with Individual intelligence, you have to lead with collective intelligence. You cannot get collective intelligence without empathy. So that's the first piece of how we need to lead differently.”   “If we only use technology to replace what humans currently do, it's a race to the bottom. If we only let humans get lazy by using ChatGPT, we will lose. What we need to do is ‘Where is the ability to enhance? Where can I become better? Where can I make my organizational capacity stronger, greater, more resilient?”   “The promise and the agreement on work, the tacit agreement we've had for work has changed. It really became the last promise for the Boomers was ‘I trade my loyalty to an organization for the security of employment'. That promise has been broken for many decades, But the organizations that are still expecting that loyalty, that be it not providing that promise of security, have to realize they have to provide something else.”   “I think what Gen Z is pushing for, which I think a lot of folks are on board with, is instead, I know I'm not going to get security. So I want three things. I want mission. I want to be part an organization that's trying to do something big and hard and meaningful. I want to be part of something bigger than myself essentially. I want meaningful work.”

In the podcast episode featuring Heather McGowan, hosted by Skot Waldron, the discussion revolves around the concept of cognitive diversity and its crucial role in fostering innovative thinking and problem-solving in today's complex world. McGowan emphasizes the importance of embracing a wide range of perspectives, skills, and experiences to tackle challenges effectively. She highlights how traditional educational and organizational structures often hinder this diversity and offers insights on how to unlock and leverage diverse thought processes to drive creativity and adapt to rapidly changing environments. The conversation encourages listeners to rethink their approaches to collaboration and learning, advocating for environments that nurture a variety of cognitive styles and backgrounds. Website: https://heathermcgowan.com

Explore the dynamic future of work with Brian Milner and Heather McGowan as they discuss the essential shifts in mindset and culture needed to thrive in the augmented era. Overview In this episode of the Agile Mentors Podcast, Brian Milner interviews Heather McGowan, a renowned future of work strategist, about the rapidly changing landscape of work in the augmented era. Heather emphasizes the importance of adaptation, empathy, and human connection in response to technological, societal, and cultural shifts. They discuss the pervasive issue of loneliness in the workplace and the critical role of leaders in fostering a culture of trust, agency, and high expectations to drive performance and productivity. Heather also shares insights on finding personal purpose and intrinsic motivation to excel in the future of work. This conversation provides valuable strategies for individuals and leaders to navigate the evolving work environment successfully. References and resources mentioned in the show: Heather McGowan Heather’s Website The Adaptation Advantage by Heather McGowan & Chris Shipley The Empathy Advantage by Heather McGowan & Chris Shipley The UpSwing by Robert Putnam Agile Training for Teams & Leaders Subscribe to the Agile Mentors Podcast Mountain Goat Software Certified Scrum and Agile Training Schedule Join the Agile Mentors Community Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Heather McGowan is a leading strategist and keynote speaker on the Future of Work, known for transforming mindsets and organizations with her insights on continuous learning, leadership, and culture. Her groundbreaking approach has empowered employees, enhanced leaders' effectiveness through empathy, and driven businesses to achieve their goals in a rapidly evolving market. Auto-generated Transcript: Brian (00:00) Welcome in Agile Mentors. We're back with you for another episode of the Agile Mentors podcast. I'm with you as always, Brian Milner. And today we have someone I'm very, very excited to have on. She was the keynote speaker that kicked off our Scrum Gathering in New Orleans this year. It's Ms. Heather McGowan. So welcome in, Heather. Heather (00:20) Hey there, thanks so much for having Brian (00:23) I'm so excited to have Heather in. If you're not familiar with Heather's work, she has, think, the best job title I think I've ever heard. She is the future of work strategist. And like I said, that's awesome. I love that. But beyond that, there's a lot that I could say about Heather to introduce her to you. But I'll give you a couple of things just so you kind of understand the perspective of her coming home. First, She was named one of the top 50 female futurists by Forbes. So let that sink in. She also has two incredible books out there. One called The Adaptation Advantage. has more than two books, two recent books. The Adaptation Advantage, Let Go, Learn Fast, and Thrive in the Future of Work. That's one. And her latest one that just came out recently, it's called The Empathy Advantage. leading the empowered workforce. And I'm very, excited to have her on because her talk at the Scrum Gathering really captured my imagination. And I think everyone's imagination there. so let's just dive in, Heather. Let's talk about this whole concept of the future of work. And I think one of the ways you started in the presentation, I think, was really important to try to understand where we are on the timeline of the work. the way we have progressed through ways of working. So where are we? Where would you put us on the timeline? Heather (01:57) Yeah, so first of all, the title, Future Work Strategist, was not something I applied for. It's a title. Brian (02:03) Really? Because I want to fill out that job application. Heather (02:07) It's a title I created because I felt like there was a need for many of us to be working in looking at the future work, which is something that will never be done. It often gets conflated with being about where we work or DEI issues, but really it is about those things. But for me, it's about leadership, it's about workforce, it's about learning, it's about adaptation, it's about purpose. It's about adapting right now pretty rapid changes that are not only technological, but societal and cultural and demographic and generational. And we're wrestling with just a lot of change at once. one of the things I say to folks is sometimes I think that the majority of what we're going to be doing in the near term is helping each other adapt. Because we're to have to adapt at a clip we've never had to adapt to before. Prior generations had maybe one paradigm shifting change in a generation. Now we might have three or four. Brian (03:02) Yeah. Heather (03:03) So in terms of where we are, we had the agricultural era and the industrial era and the information era. Well, we're now in the augmented era. So we're dealing with technology consuming tasks that we do at a faster and faster clip. And a lot of people kind of catastrophize it about technology taking away jobs. We're the only species that would invent things to make ourselves irrelevant. that's how what people, but it doesn't make any sense. What we're really doing is inventing technologies that augment our potential. And it requires us to not only learn and adapt and think about differently about who we are, which is what the adaptation advantage was really about, but how do we relate to each other? How do we get the best out of each other? And that's really what the empathy advantage was about. So we're in the augmented era. Technology is going to continue to come at a faster and faster clip. But it's more important for us to think about how we learn and adapt and how we lean into our uniquely human skills. Because... The technology can provide the answers, but it's up to us to find the questions. Brian (04:04) That's awesome. Yeah. I think that's such an excellent point that, you know, just trying to think about the fact that, yes, in previous generations, there may have been one paradigm shifting kind of change that comes through a lifetime in the way that we work. But in our lifetimes, we've dealt with the Internet coming on board and we've dealt with multiple revolutions since then, mobile and AI. And these things happen. it's such a greater clip that it really does shift even even things like COVID changing, a lot of places working from home previously was always in the office. It seems like change is the constant now and that change is kind of the thing that we need to get good at is being adaptive and able to change. Why do you feel like, I'm just kind of curious of your opinion on this, why do feel like we're so resistant as humans to just change in general? Heather (05:00) I think we have a fear of obsolescence. then in times like right now, I delve into this sometimes in some of my talks, is we're going through some pretty significant division and polarization. It's really acute in the US, but it's happening all over the world. You look at the elections in France and the UK recently. I think it's important to understand how that happened because a lot of people think that's just social media. And technology did come into play, but if you look back in the US anyway in the 70s and 80s, that's when we started to see a real erosion in our social fabric. We started having fewer people over for dinner and being part of fewer fewer clubs, talking to our neighbors less. So we got more and more isolated. And then we had a loneliness epidemic that's been around for at least a decade or so, which, and when you're lonely, your amygdala, the kind of reptilian part of your brain goes into overdrive. So you go into fight or flight mode. So you have a lot of change, isolation, fight or flight mode, and then you throw in social media that kind of catastrophizes things. And we're all in this us versus them mode. And we've stopped seeing, hearing each other. And one of my messages in almost all my talks is we have so much more in common than we have in difference. They show lots of studies from it. So if we just could start talking to each other again, we may not vote for the same candidate. We don't vote for the same teams, but we both love the sport. And that's what we need to get back to is understanding how much we have in common because so much of the work we're going to be doing, especially when technology comes in, is communication, collaboration, exploration. And all of those things require us to relate to each other because you're going to see something that I don't see. And if I only hired people who think like me, it would be tragic because I wouldn't see the entirety of the opportunity. So if you want to really drive profitable growth in your company, you want those diversities of inputs and you want to set a culture that has people see and hear each other so you can see optimally the opportunity space. And because that's what we're going to be doing. It's most of the work we're going be doing. Brian (06:55) Yeah, yeah, this is a fascinating fact to me because I, one of the things I start in your presentation is just this idea about loneliness. And I absolutely agree. You know, there's, I think we all can kind of recognize that even though we've tried to create these social media companies that to try to, you know, get a, gain a stronger sense of connection in some ways it's driven the opposite of this sort of loneliness factor. But I'm curious from from some sort of a sociological perspective, that has, it seems, transferred into our workplace. And I know one of your stats there was about how we feel more lonely at work. And I'm just curious, what do you think is driving that, the kind of sense of loneliness that we have while at Heather (07:48) Yeah, know, some folks will point that to being about where we work. That's not my area of expertise. There plenty of people who look at where we work. That may be a factor for some folks if you're working remotely and you don't see other people, certainly a factor. But what I think what's really happening is we've outsized what work is in our lives. So community used to consist of social interactions, religious affiliations. clubs and groups we belong to, all of those kind of, if you think of them as circles, because everything's visual to me, all those circles shrank and work became bigger. So now part of it's generational change, but more and more people are looking for work to provide their purpose, work to provide most of their relationships, work to fill these. So it's a little bit in terms of how we're interacting with each other that's causing the loneliness, but it's also an outsize expectation we have around work. So now it becomes table stakes for a lot of organizations for work to be my self -expression, work to be my sense of purpose, work to be where I think about my values. And it wasn't like that a few decades ago. Brian (08:49) Yeah. Yeah, that's, I just, I love that point. think you're absolutely hitting the nail on the head with that. And, and, know, just so everyone listening doesn't, doesn't misinterpret this in any way, you know, we're not, we're not saying in any way that those other kinds of organizations like churches or community groups or anything are bad or that you shouldn't see community and those kinds of things. It's just that our society has sort of moved away from those as being the foundational, places where we get community and you're I absolutely agree. is, work has sort of filled that. Sort of analogous, I think, to the way that police have become the front line of our mental health, Heather (09:27) Mental health, yeah, exactly. Exactly, and that's not fair to the police and they're not prepared to do that and, you know, we suffer. I think the point with work is that that is where we are. So if you're leading an organization today, that is a reality. I hope that changes. I'm a big fan of Robert Putnam. He wrote Bullying Alone in the late 90s and he pointed out the sort of phrase we're having in ourselves, of fabric. He had another book that came out in, I think it was 2020 or 2021, in the middle of pandemic where he... which was called the upswing, where he says we go through these kind of, you you think about it like a pendulum, we go through periods of high collectivism, you know, the kind of the eye to the we. And we're at the highest, you know, the lowest level of the we and the highest level of the eye in terms of being isolated and all that we do. And we're primed to go back into a we phase. So I'll be interested to see what forms of community start to emerge because we're primed to have that happen. Soon, like I notice is a, live most of the time in Florida, part of the time in Massachusetts. It's a restaurant I go to in Florida. And I was like, why do we love that restaurant so much? I do like the food. It's very good. But it has a situation that an empty seat is is a, is anywhere you could sit. So if I come in by myself or with one other person, they would sit me at the table with one other person or two or 300 people. It's community seating. So you end up sitting with people that you don't know having conversations. It's kind of like a forced community. It's fantastic. Brian (10:53) Yeah, that's awesome. I love that. I mean, I will say, you know, the introvert part of me is like, I don't want to sit down. Right. Yeah. I identify with that. Yeah. Awesome. Well, so if we have this problem, right, we're dealing with, with a fear of change. We're dealing with a work in place that is lonelier than it's ever been. And we were dealing with a population that's seeking belongings, sinking. Heather (10:59) I'm an introvert too, but when I'm forced, it's good for me. Brian (11:23) connection and community while at work. I think you're right that that has a profound impact on the way we work even. And I know you talked a little bit about just kind of the main drivers of productivity, the main drivers of being successful. And I think that this is maybe counterintuitive to what some people think. Help us, talk us through that a little bit about what you found as far as what really drives productivity. Heather (11:58) Sure, so just to give you a little background on me that relates to this point. So I spent the last, prior to when I started speaking full time, which is about 10 years ago, I spent 10 to 15 years working on the corporate side, industrial design, product design, design strategy, so new innovation stuff. And every organization I went into, I felt people really weren't equipped. to propositionally think. They could reiterate on the existing solutions. If they had a product, they could make another version of that product, but they couldn't jump entirely to a white space and think of something where we didn't have a contextual reference. And then I found myself working in higher ed because I had a mentor who became president of university and he said, I want to create a new college focused on innovation. And I think you understand it better than anybody else. So I built a new college focused on innovation. From those two sides, I saw the supply and the demand side of talent. And what I saw happening, and this is what kind of led to my speaking career, is we're not preparing people to do the kind of work we need people to do. We're hiring people based on past skills and experience degrees. We've now like edged all the way up to skills -based hiring. But what that really is, is hiring somebody who can demonstrate that they can do something you need them to do. What happens when they get there three or four months later and you need them to do something that's never been done before? So we need to prepare more people to do work that's never been done before. And how do you do that? I think you look more at behaviors. And then how do you activate those behaviors? So what you look for in people is some level of skill, but also behaviors that will tell you what they'll do when they don't know what to do. And that is basically what culture is. Culture is collective behaviors. So that's how you screen for people. And then how do you set the conditions to activate those behaviors? What we've done in the past is hire the skills and exert some hustle culture. And that's going to rev the engine of productivity. We did that until we hit burnout and we're still hitting burnout and we're still hitting burnout and unhappiness and disengagement. So we went from hustle culture to going, we need more engagement. we need shared purpose. we need psychological safety. Well, what's behind all of that is we need humans who feel seen and heard. Somebody cares about me. I trust my leader. You set those conditions to people who have agency and they'll activate those behaviors for which you hired them. And so they have some of the skills you need. They're going to have to acquire so many more because you don't know the work they're going to be doing. So we got to focus on what I say is culture and then people who want to build their capacity. Brian (14:29) Yeah, yeah, I love that point. And I think you're absolutely right. I'm kind of so we've been building towards skill based kind of hiring instead of behavior based hiring. And we should be looking more at building people who have the right behaviors to learn and grow and change and adapt. So I'm kind of curious your take on this, because I know that in the past few years, especially, I don't know if you've seen this, think I've noticed this in multiple sections, but there seems to have been sort of this segment of management that has returned a little bit, kind of tried to turn the clock back and gone back to a little bit of Taylorism and kind of the idea of, you you need to push and drive your employees to work harder. And I even see that in some job postings and things about how, you know, there's sort of a rise more traditional project management, is really more based on pushing and driving than enabling. I'm just curious, what's your take? Why do you think that's resurfaced? Heather (15:41) I think we got a lot of fatigue coming out of COVID. I remember us doing the sort of the press tour and everything for the Empty Advantage last spring. one, I was talking to a group of CEOs and they said to me, you know what, we're just tired of caring. And because they were being honest with me. And I said, well, explain to what you mean. And they said, well, I get it. We have to be empathetic and we have to feel bad for people and expect less of them. And I said, there's compassion and you should have that instances. And there's empathy and they are not the same thing. When I'm talking about empathy, it's about understanding the people that you're hiring and what motivates them so you can help them become what I call self -propelled. Because you cannot get people to learn and adapt at the speed, scale and scope we're gonna need through just extrinsic pressure. And there's a return to that right now. I think it's some COVID fatigue of just, you know, exhausted because people did have to care a lot for their people. But you know what, we had higher levels We had higher levels of engagement. had higher levels of productivity at the height of the pandemic because we were caring. And that was a little care fatigue. so the care fatigue hits a little economic uncertainty. We've been waiting for a recession. Inflation's been sticky. It's harder to run your business tomorrow than it was yesterday. Again, all those things. But a return to kind of the beatings will continue until the morale improves has never worked. But there is certainly a push to try that now. And I get But you're not going to get the performance out of people that way. just don't believe it. A very small percentage of people that works on most of us work best when we feel like we can trust our boss. We have agency. We have high expectations. I mean, all the studies that I've seen, the best jobs people had with the highest level of performance were when they challenged themselves, they had respect, they had autonomy, and they had agency. Brian (17:33) Yeah, yeah, absolutely agree. It just, it fascinated me when I saw that kind of return and rear its ugly head again and think, and my thought was, we've tried this, you know, like this is, it's not that this hasn't been tested and tried, we've run this experiment and it failed and we've progressed into this new era. And I think sometimes there's a leadership kind of misunderstanding that we're just trying to be nice. Like people just want us to be nice. And it's just about being kind of more friendly and kind. And that's what all these management consultants want us to be. there's a purpose behind it. It's because it works. It's not because it just makes you a better person, though it does. But it actually is better for your business to do Heather (18:21) Yeah, I think what happened is we had such a long stretch of Taylorism that we presume that that is the model that works. had four years of caring and we had good performance. And that gets sort of conflated with where we work, which I think is a completely separate thing. I think we've got to return to, not return to, we've got to go forward and to say, what did we learn in those four years? What are the things that really worked? How did we really better performance out of people. Because at the end of the day, it's what you're to do. It's why you run your organization. We are in a capitalist society. You're going to run your organization getting the highest level of performance. Highest level of performance and productivity is getting the highest level of performance out of your people. Highest level of performance out of your people comes when you trust them, they have agency, you hire for the right behaviors, you set the right conditions, and you encourage them to do things they never thought they could do. And that's what comes out of all the studies. Brian (19:11) Yeah. Yeah. And I know you, you, you drawn kind of this, this really interesting connection, I think between performance and, and mental health and sort of the idea of, you know, that we, again, building on what we've said, right? If our organizations are where we're seeking community and we're feeling lonely, then that this does impact how we work. so it shouldn't be that far of a leap for people to understand how, Hey, if, if, our work environments are damaging people's mental health, that directly impacts performance. Heather (19:47) Yeah, and you just look at the studies like, know, the companies that are ranked best places to work, they're ranked best places to work by the employees, because the employees are happy there. And you know what? Their performance is something like 16 % higher than the companies that are on the list. So it's pretty clear. You're getting the performance when people are happy, not you're going to get the performance. You're going to be happy when you get the performance. It's the other way around. We're looking at it backwards. Brian (20:12) Yeah, I agree. And one of the stats that jumped out at me in your presentation was this stat about how big of a role your direct manager or leader has on your mental health, just in general and overall in life. So tell us a little bit about Heather (20:32) Yeah, there were three different studies I think I cited in the piece you're talking about. First, the employer has a greater influence on your mental health than your spouse, partner, or therapist if you have one. Brian (20:46) That's so, I just got a full stop there. Like that is so amazing to me. Your boss has more impact on your mental health than your spouse. That just blows my mind, sorry. Heather (20:57) And the greatest source of stress in your life is your job. And then there was another study, which I thought was fascinating, and it was looking at lower paid workers generally not highly educated. The relationship, this was a longitudinal study, and it was only like four or 500 people, but they looked at your relationship with your direct supervisor. If your direct supervisor treated you with respect, gave you agency, gave you autonomy, you trusted them, you went home and raised your children such that they had higher levels of economic, social, and financial success. So not only is your boss influencing your life, you're influencing the next generation and thereby the next workforce. So there's a lot more we should be doing preparing these leaders for having this what is now an awesome responsibility. It's a really profound responsibility. And it's because I think work has become so outsized in our lives. And it's going to be. It's going to continue to be. Brian (21:58) Yeah. Yeah. So no pressure, leaders, right? I mean, no pressure on the fact that not only are you concerned with your business and your employees, but the future generation of workers. Right. Heather (22:09) And we need to help those leaders. We need to help them put on a gas mask before they try to help anybody else. Brian (22:14) Yeah, absolutely, absolutely. So, you know, we're in this, first of all, I think this is this huge dichotomy of, you know, as we said, we're in the age of people feeling lonely at work. While when we look at our process kind of evolution, we're in a teaming phase of process. We value, especially here, you know, an Agilist and people who practice Scrum. We're all about teamwork. It's all about working together as a team. So I'm curious, kind of your take on that. Why do you feel like we still have this sense of loneliness, even though we're trying to move more and more of our process towards being collaborative and team -based? Heather (22:58) I think we forgot to know how to connect to each other. And we can't get it all from work, but since we're looking to get so much of it from work, we need to figure it out there. I mean, how many, you know, they found these studies that, you know, you're happier at work if you have a best friend at work. It used to be that people met their spouse or partner through church work, or I can't remember the third one. Now it's mostly online. So even though we're in work, we're not. forming our social circles around work as much anymore. And it's not really, because this started long before the pandemic, so it's not just that we're working remotely and that's why our social circles aren't happening there. I think we forgot how to connect with each other. We forgot to say, how are you and mean it, instead of just waiting for fine. We forgot to have conversations that had something other than to do than what we're doing. We just forgot how to be human and have meaningful connections. And I think when you start having conversations with people about that, like I was just in Prague last month for a talk, and there was another speaker. And we connected beforehand, we sort of knew each other, and his talk was on human connection, my talk was on the future work as human, because all my talks are bespoke to the audience and what they need. And so we coordinated our two talks. And then while I was there, in his talk, he talked about how both of his parents died suddenly, within like three months of each other. And it was a really impactful part of his talk and an impactful part of the most important conversations you have in his life, in your life, et cetera. And then when I was in Prague, I got a call that said my father was dying and I had to leave. And I messaged him. And now we message each other every single day to check in with each other. It was a catalyst for a human connection you don't normally have when you share a stage with someone for five minutes. But I'm noticing more and more that people are trying to do They're trying to make more meaningful and lasting connections that are, you know, we talk about speaking, but really we talk about how are you? What are you going through? How's your breathing going today? What do you have on store for the weekend? And I've done that with a number of speakers who've become close friends. And I think more and more folks need to be, feel comfortable just reaching out and doing that and having a real connection with folks that doesn't have to do with a product that's due or a deadline or a financial goal or what have you, but has to do with. What we all want is humans, which is ultimately connection. Brian (25:14) Yeah, boy, I can't agree more. Well, we're getting towards the end of our time. before we wrap, one thing I wanted to ask is, we have listeners here that are leaders. We have listeners that are involved in Scrum teams. We may have some Scrum masters and product owners that are listening. And they're hearing this, probably agreeing a lot with what they're hearing from you. So my question for you then is if you were to talk to that group, if there were some advice you could give them, tips you could give them to better prepare them for the future of work, for where we're headed, what kind of advice would you give people currently working on Teams? Heather (26:02) I think the most important thing to figure out, and some people take a lifetime doing it, some people are born doing it, is what do you really care about? What kind of impact do you want to have on the world? How do you like to work? What kind of problems do you like to work on or find or frame? Where do you like to work in the process? Because more self -awareness you have about what really drives you, because that's really your fuel source, the better you're going to be in whatever you do. We tend to tell people, funnel people into careers based on what they're told they're good at, or more likely what they're told they're not good instead of focusing on what gives them energy. Because if we're going to have to learn and adapt, and we are, then we ought to be learning adapting around something we're intrinsically motivated to do. Brian (26:46) That's awesome. Yeah, I agree. It sounds very close to, you know, Simon Sinek's kind of find your why basis there of just, you know, that being so important in what drives us. So couldn't agree more. That's that's awesome. Well, I want to be respectful of your time and our listeners time. So, Heather, I can't thank you enough. Every time I hear you talk, I feel like I've taken another leap and have more stuff to go research and and study based off of it. So. Heather (26:53) Sure. Brian (27:15) Thank you so much for taking some time here to talk with us on the podcast. Heather (27:19) Thank you. And I just want to close with one thing because I'm a belligerent optimist. So we have some hard problems ahead of us. We've got division, we've got technology, et cetera. But we have done more in one human lifetime to improve the human condition than all of human history. We've more people out of poverty. We've almost solved literacy. We've connected the globe. It's time for us, in the words of JFK, take longer strides and do hard things. We are up to and we are more than capable of this. So I'm really optimistic about the future that's ahead of us. I think we just have to face some of our challenges. So thank you very much for having me. Brian (27:53) Amen, amen. All right. Thanks so much, Heather. I appreciate you coming on. Heather (27:58) Thanks a lot for having me. Take care.

In this special #ACEP24 primer, we talk with keynote opening speaker, Heather Mcgowan, about healthcare, workforce, efficiency, and wellness. We focus on the changes in generations, technology, and a look towards the future. ACEP24 Promo Code for Registration - A481646 https://heathermcgowan.com/

Join us as we explore the landscape of lifelong learning and the evolution of educational spaces. Heather McGowan, future-of-work strategist, keynote speaker, thought leader, researcher, and author, leads us through a paradigm shift away from a linear model of learning and career paths toward a lifestyle characterized by perpetual growth and adaptability. This “Live. Work. Learn.” lifestyle will feature learning that is lifelong and personalized to the student and will change the way both classrooms and public spaces are designed. Heather's Website:  https://heathermcgowan.com/ Heather's YouTube Channel of Talk Clips: https://www.youtube.com/@heatheremcgowan/videos

Another year around the sun! It is the Winter Solstice which means it is time for our sixth annual "Best Of" episode of 3 Books. 3 Books began ​back in 2018​ with a simple goal of counting down the 1000 most formative books in the world ... 3 books at a time. We wanted this show to help all of us read more and read better and we wanted to do that by being different -- with a lunar-based schedule and a deep intention of being an ‘intrinsically-motivated journey' with no ads, sponsors, commercials, or interruptions. We started collecting ​values​ like: "No book shame, no book guilt", "Humans are the best algorithm", and "You are what you eat and you are what you read." Over the years this journey has been a warm ray of sun in my life. I hope it's felt the same for you. My goal with the “Best Of” is to reflect on the year by picking a snippet from every Chapter and Bookmark that helps us pause and ponder. You'll hear (or re-hear) wisdom from our chats with ​Steve Toltz​, ​Timothy Goodman​, ​Johann Hari​, ​Tank Sinatra​, ​Suzy Batiz​, ​Martellus Bennett​, ​Chefs Osama and Houssam​, ​Jully Black​, ​Lenore Skenazy​, ​Heather McGowan​, ​Sahil Bloom​, ​Ralph Nader​, and J. Drew Lanham (his interview is coming out on December 26th!!) Thank you for sharing time with me and our incredible warm-hearted community of 3 Bookers around the world. I hope this (lengthy!) Best Of can keep you company on a long drive, late-night walk, or over some quiet moments through the holidays. Let's stop and reflect and then keep enjoying the ride. Listen now at 3books.co/chapters/best-of-2023 --- Leave us a voicemail. Your message may be included in a future chapter: 1-833-READ-A-LOT.   Sign up to receive podcast updates here: https://www.3books.co/3mail  3 Books is a completely insane and totally epic 15-year-long quest to uncover and discuss the 1000 most formative books in the world. Each chapter discusses the 3 most formative books of one of the world's most inspiring people. Sample guests include: Brené Brown, David Sedaris, Malcolm Gladwell, Angie Thomas, Cheryl Strayed, Rich Roll, Soyoung the Variety Store Owner, Derek the Hype Man, Kevin the Bookseller, Vishwas the Uber Driver, Roxane Gay, David Mitchell, Vivek Murthy, Mark Manson, Seth Godin, Judy Blume and Quentin Tarantino. 3 Books is published on the lunar calendar with each of the 333 chapters dropped on the exact minute of every single full moon all the way up to April 26, 2040. 3 Books is an Apple "Best Of" award-winning show and is 100% non-profit with no ads, no sponsors, no commercials, and no interruptions. 3 Books has 3 clubs including the End of the Podcast Club, the Cover to Cover Club, and the Secret Club, which operates entirely through the mail and is only accessible by calling 1-833-READ-A-LOT. Each chapter is hosted by Neil Pasricha, New York Times bestselling author of The Book of Awesome, The Happiness Equation, Two-Minute Mornings, etc. For more info check out: https://www.3books.co

Host - Allan Wishart Segments 1 & 2 - Rick Stavely and Randy Pokeda, Tabor Creek Band Segment 3 - Fabricio Brebion, AwareNations Segments 4 & 5 - Ken Hall and Heather McGowan, The Nutcracker --- Send in a voice message: https://podcasters.spotify.com/pod/show/boomercasts/message

Future of Work strategist Heather McGowan explains why what made you successful as a leader today won't make you successful in the future. Heather dives into the four shifts that need to happen at work and what the next generation expects as non-negotiable in any workplace. Show Notes The Art of Generosity Course On The Rise Newsletter Preaching Cheat Sheet Watch on YouTube Follow @careynieuwhof Follow @theartofleadershipnetwork   Brought to you by The Art of Leadership Network   _____ The Carey Nieuwhof Leadership Podcast: Empowering Church Leaders in the Digital Age   In a rapidly evolving digital age, the Carey Nieuwhof Leadership Podcast delves deep into the intricacies of leadership, offering management insights and authentic leadership tips to help you rise above the unhealthy patterns that often plague today's church leaders.  Carey addresses character issues like envy that can hinder our growth, and he emphasizes the power of multiplication – the idea that true leadership is not about adding followers but multiplying leaders. Whether you're on the brink of resignation, seeking a fresh perspective on digital how-to strategies, or simply wishing to bolster your leadership skills, this podcast is a treasure trove of transformative insights. Join Carey as he navigates the multifaceted world of leadership, ensuring that you're equipped and inspired to lead more effectively.

I started 3 Books back in 2018. I didn't fully appreciate how big, wide, and deep the core question of this 22-year conversation was at the beginning. "What are your 3 most formative books?" Sounds simple! But as you trace back which books inspired ideals, ignited passions, altered values, slingshotted directions...well, it turns out there's always a lot there.  That was definitely the case as I recorded Chapter 128 of 3 Books in a Washington DC hotel room overlooking the Potomac with writer, designer, and speaker Heather McGowan. Heather is a big thinker focused on the "future of work" and she has elegantly stitched her business and industrial design backgrounds along with some fascinating experiences into two bestselling books called 'The Adaptation Advantage' and 'The Empathy Advantage.' She has spoken at the World Economic Forum, TEDx, and SXSW, has written for Forbes and Harvard Business Review, and is an advisor to the Business Higher Education Forum and Innovate+Educate. We talk why empathy is essential for leaders, how we rebuild trust, how we can learn to let go, what is a "belligerent optimist", Heather's 3 most formative books, and much, much more... Let's flip the page into Chapter 128 now... --- You can find show notes and more information by clicking here: https://www.3books.co/chapters/128 Leave us a voicemail. Your message may be included in a future chapter: 1-833-READ-A-LOT.   Sign up to receive podcast updates here: https://www.3books.co/3mail  3 Books is a completely insane and totally epic 15-year-long quest to uncover and discuss the 1000 most formative books in the world. Each chapter discusses the 3 most formative books of one of the world's most inspiring people. Sample guests include: Brené Brown, David Sedaris, Malcolm Gladwell, Angie Thomas, Cheryl Strayed, Rich Roll, Soyoung the Variety Store Owner, Derek the Hype Man, Kevin the Bookseller, Vishwas the Uber Driver, Roxane Gay, David Mitchell, Vivek Murthy, Mark Manson, Seth Godin, Judy Blume and Quentin Tarantino. 3 Books is published on the lunar calendar with each of the 333 chapters dropped on the exact minute of every single full moon all the way up to April 26, 2040. 3 Books is an Apple "Best Of" award-winning show and is 100% non-profit with no ads, no sponsors, no commercials, and no interruptions. 3 Books has 3 clubs including the End of the Podcast Club, the Cover to Cover Club, and the Secret Club, which operates entirely through the mail and is only accessible by calling 1-833-READ-A-LOT. Each chapter is hosted by Neil Pasricha, New York Times bestselling author of The Book of Awesome, The Happiness Equation, Two-Minute Mornings, etc. For more info check out: https://www.3books.co

Heather McGowan is one of the leading voices on the Future of Work. She's the co-author of The Empathy Advantage. McGowan is a sense maker, a dot connector, a deep thinker, and a pattern matcher who sees things that others miss. Heather gives people the courage and insight that illuminates their path forward. She's transforming mindsets and entire organizations around the globe with her message about how the next phase of work will focus on continuous learning and how leadership must shift to guide these expeditions. Quotes:“Leaders cannot be unquestioned experts making decisions in certainty and calling all the shots.” [8:39] As Heather McGowan joins Marcel to discuss the book she co-authored, The Empathy Advantage,  she explains the purpose behind discussing this important topic. Leaders need to rely on their people in an ever changing workforce, and the only answer is empathy to access this human potential. “We're looking at about a 30% churn in the labor market. If that's your new reality, you can't lead the way you used to lead.” [11:03] People leaving jobs due to poor leadership and burnout was only catalyzed by the pandemic. 2021 was not the end of the great resignation, in fact it only increased in 2022 and 2023, people are continuing to leave jobs because they are empowered and need  to be led better. “If you're hearing cynicism [in your organization], they don't believe the things you're saying…they don't believe you. You've lost trust. Your culture is gone.” [19:50] Culture is an important piece of the leadership puzzle. How do you know when you have a toxic culture or something is going wrong? Heather says the number 1 warning sign is cynicism. “Most people at every level of an organization are leading people that have skills and knowledge that they do not.” [21:39] The old way of leading was born of a different generation and way of life, that just isn't going to work anymore. Organizations are built differently and for good reason. To get through this and lead the way of today Heather explains 4 fundamental shifts: mindset, culture, approach, and behavior. “Empathy is good for business because if you apply empathy to your customers that's the foundation of innovation…Empathy towards your employees means your focused on activating their human potential.” [25:59] As Heather and Marcel wind down the episode, she explains her ultimate hope for the readers of her book: Empathy is not something that diminishes performance.Mentioned in this episode:Heather McGowan Heather E. McGowan

Heather E McGowan, Future-of-work strategist, keynote speaker, thought leader, researcher, and author, shares insights from The Empathy Advantage. After 1000 days of pandemic behavior change, the relationship between individuals and organizations has fundamentally transformed. Learn how to adapt to this new dynamic, balancing both employee satisfaction and company performance. The pathway to navigate and lead this workforce through rising uncertainty is to nurture your– empathy. Called "the most important book on management for the post-Covid era," The Empathy Advantage was identified as one of the "must-read" books from the Next Big Ideas Book Club before its launch in March 2023.Listen and subscribe on Apple Podcasts, Spotify, Google Podcasts, and Stitcher. Website | Facebook | Twitter | Instagram | LinkedIn About Business Owners Radio: Business Owners Radio is a podcast that brings you insights, inspiration, and actionable advice from successful entrepreneurs and business experts. Hosted by Shye Gilad and Craig Moen, our show aims to help you grow your business and achieve your goals. Join us every week for new episodes packed with valuable tips and resources. Sponsorships: Are you interested in sponsoring an episode of Business Owners Radio? Reach out to us at email to discuss advertising opportunities.

Investments in the humans around us are the greatest investments we can make. In this episode, Dr. Erin Elmore speaks with Heather McGowan. Heather is a thought leader, author, and one of the leading voices on the Fourth Industrial Revolution. Heather's groundbreaking approach to the future of work and learning has made employees more fulfilled and innovative, leaders more potent and empathetic, and businesses more effective at reaching their goals in a rapidly evolving market. Heather is at the forefront of challenging what it means to be a leader in the future of work. She would say it's not about lifting up the ‘best' or most dominant performers, but rather selecting the most collaborative, the most empathetic, and the most fundamentally human among us to lead. Together Erin and Heather discuss the challenges of an outdated workforce system, adaption to new technologies, recent trends that are challenging the workforce, and the opportunity we have now to improve our outcomes when we embrace an empathic work environment where empathy drives performance.   For more information about Heather McGowan, please visit: https://heathermcgowan.com   For more information about The Adaptation Advantage: Let Go. Learn Fast. And Thrive in the Future of Work by Health E. McGowan and Chris Shipley, please visit: https://heathermcgowan.com/the-adaptation-advantage-book   For more information about The Empathy Advantage: Leading the Empowered Workforce by Heather McGowan and Chris Shipley, please visit: https://heathermcgowan.com/the-empathy-advantage-book   For videos to watch Heather speak, please visit: https://heathermcgowan.com/speaking-videos   To book Heather at a speaking engagement, please visit: https://heathermcgowan.com/keynote-booking   Connect with Heather on LinkedIn at: https://www.linkedin.com/in/heathermcgowan

In this episode of the Digital HR Leaders Podcast, David is joined by Future of Work Strategist and esteemed co-author of the books The Adaptation Advantage and The Empathy Advantage. Heather McGowan is renowned for her expertise in all things related to the future of work, and this conversation promises to be a thought-provoking exploration of the shifting landscape of work and the critical role of empathetic leadership. Expect to learn more about: How the pandemic transformed the way we work and the four significant shifts in leadership that emerged as a result The link between empathy and performance The challenges faced by existing leaders who have been taught that an autocratic leadership style leads to success, and how they can embrace empathy as a transformative approach The evolving role of HR professionals and the areas they should focus on to drive business value in the future Practical steps individuals can take to transition and benefit from the 'empathy advantage' in their personal and professional lives The implications of technological advancements like generative AI on companies and the future of work Efficient ways of training and developing employees in a rapidly changing skills landscape Support from this podcast comes from Worklytics. You can learn more by visiting: www.worklytics.co/DigitalHRLeaders Hosted on Acast. See acast.com/privacy for more information.

Heather McGowan, keynote speaker, author and champion of humans in the Future of the Work on how business leaders must prepare for a post-pandemic world. One of Forbes' top 50 Female Futurists, she preaches the importance of life/work integration to reset the way we think as Gen Z begins to replace Boomers in the workplace. Heather emphasizes that it is not "where we work" that matters but how "work fits into people's lives" today. Further Reading: https://heathermcgowan.com/abouthttps://www.linkedin.com/in/heathermcgowan/

Welcome to the What's Next! Podcast with Tiffani Bova.    This week I'm thrilled to bring you an episode of What's Next! Podcast with a leading voice on the Future of Work, Heather McGowan.    Heather's groundbreaking approach to learning has made employees more fulfilled and innovative, leaders more potent and empathetic, and businesses more effective at reaching their goals in a rapidly evolving market.    Her new book is called The Empathy Advantage, which she wrote with her coauthor, Kris Shipley.    THIS EPISODE IS PERFECT FOR… anybody who wants to lead with empathy and infuse it into their culture.   TODAY'S MAIN MESSAGE… during the pandemic, we saw a natural rise in empathy in professional settings - we were compassionate, we checked in on each other, we were human - and it worked. We sustained strong performance and economic growth, only seeing a decline in the post-pandemic quarters. Heather digs into what exactly we tapped into during the pandemic and explains why we need to bring that type of empathy back.      WHAT  I  LOVE  MOST… the reminder to show empathy toward the leaders we're expecting it from. Many of them were brought up in a very different environment than the one in which we're asking them to lead and they were rewarded for behaviors that we're now punishing.    Running Time: 28:21 Subscribe on iTunes Find Tiffani on Social: Facebook Twitter LinkedIn Find Heather Online: Official Website LinkedIn Heather's Book: The Empathy Advantage

LifeBlood: We talked about leading with empathy, why so many people are burned out and disengaged at work, what orgs and managers can do to change the current trends, and what the future may hold, with Heather McGowan, keynote speaker, author, consultant and future of work expert.     Listen to learn how to advocate for yourself to maximize your professional satisfaction and enjoyment! You can learn more about Heather at HeatherMcGowan.com, Twitter and LinkedIn. Get your copy of The Empathy Advantage HERE Thanks, as always for listening! If you got some value and enjoyed the show, please leave us a review here: ​​https://ratethispodcast.com/lifebloodpodcast You can learn more about us at LifeBlood.Live, Twitter, LinkedIn, Instagram, YouTube and Facebook or you'd like to be a guest on the show, contact us at contact@LifeBlood.Live.  Stay up to date by getting our monthly updates. Want to say “Thanks!” You can buy us a cup of coffee. https://www.buymeacoffee.com/lifeblood

In the spring of 2020, the way we worked changed. It might not have been pretty and look at what we accomplished. Heather McGowan tells Kevin the relationships between individuals and organizations changed. More people are asking where work fits in their lives. As such, leaders need to shift their perspectives and become more empathetic. By developing empathy, leaders can better understand themselves and connect with their team, customers, and stakeholders, leading to greater collaboration, innovation, and success. Key Points Heather McGowan discusses the Future of Work.  She talks about workplace trends and what leaders need to know about their team's perspective.  She shares the 4 shifts in leadership. These include a shift in mindset, culture, approach, and behavior. Meet Heather Name: Heather McGowan Her Story: Heather E McGowan is the co-author with Chris Shipley of The Adaptation Advantage and the latest book, The Empathy Advantage. She is one of the leading voices on the Future of Work. McGowan is a sense maker, a dot connector, a deep thinker, and a pattern matcher who sees things that others miss. Worth Mentioning:  http://www.heathermcgowan.com/ https://twitter.com/heathermcgowan This episode is brought to you by... Remarkable Masterclasses. Each masterclass is designed to help you become the remarkable leader and human you were born to be. Details on how to get on board for a specific skill or get discounts each month can be found on our website. Book Recommendations The Empathy Advantage: Leading the Empowered Workforce by Heather E. McGowan and Chris Shipley The Day They Shook the Plum Tree by Arthur h.lewis by Charles Slack

One of the through lines of this podcast is the idea that the COVID pandemic profoundly and permanently changed how people think about work – not to mention the value exchange we now expect from it. Consequently, in a post-pandemic world, our common and traditional ways of motivating human performance in our workplaces instantly lost […] The post Heather McGowan: How To Empower & Inspire Human Potential appeared first on Mark C. Crowley.

As a business owner, I know you want to take good care of your team and give them the tools they need to be productive and successful. But the workforce is changing—and the old way of motivating and leading your employees just isn't going to cut it anymore. That's why my guest today, Heather McGowan, says it's time to rethink your workforce, organization, and leadership if you want to outperform your competition.    In this episode, Heather reveals the newest insights into today's empowered workforce and how to figure out what your employees really want. Plus, Heather says your business can become resilient to change—and she's showing you exactly what to do about it. As a leader, you must have a blueprint for leading your employees to achieve the success you want—and empower them along the way. This episode will show you how.    Get Heather's new book HERE.    Order your copy of the USA Today and Wall Street Journal bestselling book Good Money Revolution here: https://amzn.to/34hSonE   Ready to take your business to the next level? Schedule a call with Derrick today here: www.GoodMoneyFramework.com/consulting   For daily tips to help you make and save money, follow us on Instagram @derricktkinney   

My guest on today's podcast is Heather McGowan, a future-of-work strategist, keynote speaker, thought leader, researcher, and author. I discovered Heather through her talks at a number of technology-related conferences, mainly around the use of AI. Today's episode is a kick-start to a new series that will include more content on the subjects of Web3, AI, Business and Entrepreneurship, Health and Longevity and Women. At InPeak we are creating several new channels in those areas with the aim of reaching your peak potential. I hope you enjoy this episode as much as I did.

IN THIS EPISODE: What is the future of work? Or more specifically, what is the way to reimagine work today to create environments where your employees can thrive that includes everyone from Boomers to Gen Z? It can be challenging for leaders to navigate managing across generations when generally speaking each generation prioritizes different life/work values. What about where people work? Should they have to come into an office every day or did the pandemic teach us that people can be productive working from home? What caused the Great Resignation and what happened to the millions of people that left the workforce? What are some ways leaders can adapt and bring humanity to the workplace? According to Heather McGowan, author of The Empathy Advantage, empathy plays a vital roll and she walks us through specific steps a leader can take to create a place where people love to work. Heather co-wrote this book to explain how the world of work should be changing. Whether you are in the workforce as an employee or especially if you are a leader, this is a fascinating conversation with many specific takeaways that are researched based that you can implement. All of the show notes can be found at thegoodlifecoach.com/238   WHAT YOU'LL LEARN: Why Heather wrote The Empathy Advantage to deliver a guidebook for leaders navigating the uncertainty of a post pandemic world. The two transformations that changed the world of work. The four leadership shifts leaders/managers need to make. Heather walks us through the five interlocking trends that placed agency in the hands of workers that created The Great Reset. It includes: The Great Resignation; The Great Retirement with 75 million baby boomers leaving the workforce; The Great reshuffle, leaving one job for another job; The Great Refusal, people sick of working for minimum wage; and The Great Relocation. What caused the Great Resignation and what happened to the millions of people that left the workforce? The importance of allowing flexibility on where and how to work. Specific questions leaders can ask their employees to humanize the world of work and bring out the best in their people, and more.   RESOURCES MENTIONED: LinkedIn: https://www.linkedin.com/in/heathermcgowan Website: https://heathermcgowan.com/ Twitter: @heathermcgowan Book: THE EMPATHY ADVANTAGE: Leading the Empowered Workforce Michele on Instagram   GUEST BIO FOR HEATHER E. MCGOWAN: Future-of-work strategist, thought leader, researcher, and author Heather E McGowan is one of the leading voices on the Future of Work. McGowan is a sense maker, a dot connector, a deep thinker, and a pattern matcher who sees things that others miss. Heather gives people the courage and insight that illuminates their path forward. She's transforming mindsets and entire organizations around the globe with her message about how the next phase of work will focus on continuous learning and how leadership must shift to guide these expeditions. Her groundbreaking approach to learning has made employees more fulfilled and innovative, leaders more potent and empathetic, and businesses more effective at reaching their goals in a rapidly evolving market. Her message is never more powerful than when she's onstage, where her no-nonsense approach creates a fundamental mindset shift across the audience leaving them both transformed in their thinking and clear in their path of action.   Thank you for listening to the show! Please be sure to share it with your friends who would benefit from this information.  Also be sure to subscribe on Apple Podcasts so you don't miss an episode.   Rate + Review: If you enjoyed this episode, would you please take a minute to review it on Apple Podcasts or your favorite podcast player.   1. Click on this link 2. Click “View in Apple Podcasts” button 3. Click “Follow” button 4. Click “Ratings and Reviews” text 5. Click to rate and leave short review and you're done!

There's no denying that when the pandemic hit, the workforce changed forever. We experienced some of the most rapid shifts in our economy and lifestyles this century, and we still feel its effects today. Most notably, our work standards morphed along with how we view leadership and hustle culture. The old ways of working longer hours and devoting yourself to a company to climb your way to the top have dissolved. This week, Heather McGowan is joining me to talk about the major shifts we've recently experienced and will shed some light on how agency owners can adapt to better fit the new roles employees expect leadership to fill. She'll talk about “The Five Greats” that led to these intense shifts, and four leadership adaptations agency owners should consider making to support the new-age workforce best. A big thank you to our podcast's presenting sponsor, White Label IQ. They're an amazing resource for agencies who want to outsource their design, dev, or PPC work at wholesale prices. Check out their special offer (10 free hours!) for podcast listeners here. What You Will Learn in This Episode: How Heather accidentally became an expert in human work culture “The Five Greats” that collided all at once to shift the workforce How to change the mindset around hustle culture and where it still has its place Four shifts an agency owner needs to make to align themselves with the current workforce Moving from competition to collaboration to motivate your workforce Polling your workers and being open to feedback as you make changes How agencies are successfully building a remote culture What are the new standards of effective leadership today?

Heather E. McGowan is a strategist, thought leader, researcher, and author and is one of the leading voices on the "future of work." Heather sits down with Dan Pontefract on Leadership NOW to discuss her new book, "The Empathy Advantage: Leading the Empowered Workforce." McGowan is a sense maker, a dot connector, a deep thinker, and a pattern matcher who sees things that others miss. Heather gives people the courage and insight that illuminates their path forward. She's transforming mindsets and entire organizations around the globe with her message about how the next phase of work will focus on continuous learning and how leadership must shift to guide these expeditions. Her groundbreaking approach to learning has made employees more fulfilled and innovative, leaders more potent and empathetic, and businesses more effective at reaching their goals in a rapidly evolving market. Her message is never more powerful than when she's onstage, where her no-nonsense approach creates a fundamental mindset shift across the audience leaving them both transformed in their thinking and clear in their path of action. Visit http://www.danpontefract.com for more information about Dan and the Leadership NOW program. Visit https://heathermcgowan.com/ for more information about Heather McGowan

GUEST | Heather McGowan is a Future of Work Strategist, sense maker, dot connector, deep thinker, and pattern matcher who sees things others miss. As a future-of-work strategist, Heather helps leaders prepare their people and organizations for the post-pandemic world. As a keynote speaker, Heather gives lucidity to complex topics through her research-rich graphic frameworks and powerful metaphors. LinkedIn ranked her as the #1 global voice for education, she was listed as one of the Top 50 Female Futurists in Forbes, and NYT columnist Thomas Friedman describes her as "the oasis" when it comes to insights into the future of work. She is the co-author of The Adaptation Advantage (recognized in 2021 as a Best Business Book) and the forthcoming The Empathy Advantage (March 2023).   DETAILS | 2023 is around the corner, while work and skills continue to evolve rapidly. As we all struggle to meet this moment, Heather McGowan poses a fundamental question: "What Is The Next Best Version of Yourself?" Join us for an empowering conversation about why we are far more adaptable than you think and the critical importance of identity in the Future of Work. We also discuss why HR is the new MVP of the corporation, the pace of technological disruption to jobs, and why more leaders must learn to say, "I don't know." And take it a step further, exploring the evolving needs of Gen Z and how the traditional workforce fails to reflect diversity. We even dive into Elon Musk's carnage at Twitter, a natural segue into a preview of Heather's exciting forthcoming book on Empathy and the key pillars to support it. Do not miss this episode if you want to remain adaptable in the coming year and find the next best version of yourself! OVERVIEW | Are you ready to ADAPT and REINVENT YOURSELF for the most disrupted and digital workforce in history? What would it feel like to belong and not get stuck? It is estimated over 1 billion people will need reskilling by 2030, and more than 300 million jobs will be impacted by AI  — work, identity, and what it means to be human are rapidly changing. Join hosts Nate Thompson and Alex Schwartz and the TOP VOICES in the Future of Work to uncover how to meet this dynamic new reality driven by AI, hybrid work, societal shifts, and our increasingly digital world. Discover why a Future of Work Mindset is your key to prepare, navigate and thrive! We are grateful you are here, and welcome to the TDW Tribe! www.thedisruptedworkforce.com

Our October Health Views guest is Heather McGowan! Heather is a future-of-work strategist, thought leader, researcher, author, and is one of the leading voices on the Fourth Industrial Revolution. Listen to this powerful episode to hear Heather's perspectives on how the pandemic impacted the future of work and why she's so optimistic about what's coming next.

Break the Mold (ft. Heather McGowan)Sometimes the best advice is to ignore the advice.OPENING QUOTE:“In the past two weeks, it was diamonds, hairdressers, biopharmaceuticals, education, quality control. Next week, it's education. So it's all over the place. And how do you take that same insights or series of insights or decide which ones are important to which audiences so you can scale it?”- Heather McGowanGUEST BIO:One of the most successful speakers today, Heather McGowan is a leading voice on the future of work and the fourth industrial revolution. She's helped lead organizations around the world in the quest to balance performance and wellbeing, and her latest book The Adaptation Advantage was named one of the Top 30 business books of 2021. It delivers a groundbreaking model for helping leaders let go, learn fast, and thrive. Links:WebsiteLinkedInTwitterCORE TOPICS + DETAILS:[6:28] - Uniquely Authentic, Uniquely SuccessfulBreaking the mold & making careersPeople are always telling Heather how authentic she is. But the truth is that she begins from a very simple truth— people want to have a conversation. When Heather steps onstage, she has an idea she wants to convey and she's out to do it in the most authentic, straightforward, and memorable way. Sometimes, it's as simple as that— though it's certainly never easy.[12:29] - Adapting Your MessageSame mission, different audienceHow do you deliver the same message to a group of 5,000 people for 12 minutes as you do a group of 100 people for 75 minutes? The answer is adaptability. You have to be able to identify the core truths and value in your message, then build the rest of your message around them based on the audience, setting, time limit, and other factors. It's a skill, and like any skill it can be practiced and perfected.[9:25] - The Future of Work & The Future of KeynotesThe world is changing. Are you changing with it?The future of keynote speaking has a lot in common with the future of work— it's becoming more connected, less rigid in its formulas, and more open to unique perspectives and ways of doing things. That can only be a good thing, and it will allow for a new group of speakers to come up and continue changing the game for generations to come.[22:13] - Bringing Diversity to the StageEquity and inclusion are #1Heather's goal? To see a time when all of the things about her that are currently selling points relating to her uniqueness— such as her orientation— are simply background to her message. But for now, she's proud to be a driving force helping more diverse voices reach keynote stages. It's something we should all aspire to do in our own ways.RESOURCES:[2:37] The Adaptation Advantage[4:18] About Amplify FestivalFollow Heather McGowan:WebsiteLinkedInTwitterFollow 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

¿Qué hay para mi dentro del libro de lecturas recomendadas del programa conocimiento experto La Ventaja de Saber Adaptarse de Heather E. McGowan? Aprende a adoptar la adaptabilidad y las Habilidades Sociales para un Liderazgo Transformacional. Adquiere el Libro: https://amzn.to/3t3eHXB Accede a nuestro grupo privado en Facebook: https://www.facebook.com/groups/conocimientoexperto Monetiza tus Redes Sociales: https://impactoexperto.com/ Participa del Reto 60/100 para ser una Mejor Versión: https://conocimientoexperto.com/reto60100 Accede a mi sito oficial y desarrolla tu modelo de negocio: https://www.salvadormingo.com/ Accede al Programa Principios Experto: https://conocimientoexperto.com/principios Obtén mi libro: https://amzn.to/2KmHMXa Mis programas: * Programa Principios Experto: https://conocimientoexperto.com/principios * Libro Conocimiento: https://www.conocimientoexperto.org/unavidaconproposito * Programa Posicionamiento de Expertos en Internet: https://conocimientoexperto.com/programaexperto * Más contenidos gratuitos: https://www.conocimientoexperto.org * Aplicación Móvil Conocimiento Experto: https://www.conocimientoexperto.org/apps/ * Programa Conocimiento Experto Elite: https://conocimientoexperto.com/elite Mis redes: * Sígueme En Instagram en: https://www.instagram.com/salvadormingo/ * Sígueme en Facebook en: https://www.facebook.com/Conocimientoexperto * Sígueme en Youtube: https://www.youtube.com/SalvadorMingoConocimientoExperto * Sígueme en Twitter en: https://twitter.com/s_mingo Escucha. Ese fue el sonido de un segundo. ¿Y qué pasó mientras lo escuchabas? Bueno, entre otras cosas, Visa procesó 1.700 transacciones; los robots de Amazon empaquetaron 17 paquetes; los usuarios de Twitter publicaron 9.000 tweets; y la gente buscó 76.000 cosas en Google. Ah, y también se enviaron 2,8 millones de correos electrónicos. Es difícil imaginar la magnitud de todo esto. Las cosas cambian rápidamente hoy en día. Y si todo esto ocurre en un solo segundo, imagina lo que ocurre en un día, una semana, un año. Una de las muchas consecuencias de que "las cosas pasen" es que el mundo del trabajo está evolucionando a un ritmo que te hará girar la cabeza. Ya lo sabes: los medios de comunicación no paran de declarar que los robots están ocupando nuestros espacios de trabajo y vienen a por nuestros empleos. Y parece que tenemos una buena razón para tener miedo: dentro de poco, nos quedaremos sin trabajo, sentados en casa sin nada que hacer... por lo que si quieres saber como adaptarte para aprender y prosperar en el futuro. Pero, según Heather McGowan y Chris Shipley, autores de The Adaptation Advantage, quizá sea lo contrario. En lugar de creer que competimos con la tecnología, podemos utilizarla en nuestro beneficio, beneficiándonos del tiempo adicional que nos ahorra para seguir evolucionando. Y esta es nuestra gran ventaja: nuestra capacidad de adaptación. Edicion Abril 2020 Heather E. McGowan es una oradora y estratega especializada en el futuro del trabajo. Ha ayudado a empleados y líderes de empresas de la lista Fortune 500 a prepararse y adaptarse a trabajos que aún no existen. Chris Shipley es periodista y analista tecnológico con más de 30 años de experiencia. Ha asesorado a cientos de empresas en materia de modelos de negocio y prácticas de innovación. Enfoque Adaptabilidad, Desarrollo Profesional y Habilidades Sociales Se Firme Salvador Mingo Conocimiento Experto

¿Qué hay para mi dentro del libro de lecturas recomendadas del programa conocimiento experto La Ventaja de Saber Adaptarse de Heather E. McGowan? Aprende a adoptar la adaptabilidad y las Habilidades Sociales para un Liderazgo Transformacional.Adquiere el Libro: https://amzn.to/3t3eHXBAccede a nuestro grupo privado en Facebook: https://www.facebook.com/groups/conocimientoexpertoMonetiza tus Redes Sociales: https://impactoexperto.com/Participa del Reto 60/100 para ser una Mejor Versión: https://conocimientoexperto.com/reto60100Accede a mi sito oficial y desarrolla tu modelo de negocio:https://www.salvadormingo.com/Accede al Programa Principios Experto: https://conocimientoexperto.com/principiosObtén mi libro: https://amzn.to/2KmHMXaMis programas:* Programa Principios Experto: https://conocimientoexperto.com/principios* Libro Conocimiento: https://www.conocimientoexperto.org/unavidaconproposito* Programa Posicionamiento de Expertos en Internet: https://conocimientoexperto.com/programaexperto* Más contenidos gratuitos: https://www.conocimientoexperto.org* Aplicación Móvil Conocimiento Experto: https://www.conocimientoexperto.org/apps/* Programa Conocimiento Experto Elite: https://conocimientoexperto.com/eliteMis redes:* Sígueme En Instagram en: https://www.instagram.com/salvadormingo/* Sígueme en Facebook en: https://www.facebook.com/Conocimientoexperto* Sígueme en Youtube: https://www.youtube.com/SalvadorMingoConocimientoExperto* Sígueme en Twitter en: https://twitter.com/s_mingoEscucha. Ese fue el sonido de un segundo. ¿Y qué pasó mientras lo escuchabas?Bueno, entre otras cosas, Visa procesó 1.700 transacciones; los robots de Amazon empaquetaron 17 paquetes; los usuarios de Twitter publicaron 9.000 tweets; y la gente buscó 76.000 cosas en Google. Ah, y también se enviaron 2,8 millones de correos electrónicos. Es difícil imaginar la magnitud de todo esto. Las cosas cambian rápidamente hoy en día. Y si todo esto ocurre en un solo segundo, imagina lo que ocurre en un día, una semana, un año.Una de las muchas consecuencias de que "las cosas pasen" es que el mundo del trabajo está evolucionando a un ritmo que te hará girar la cabeza. Ya lo sabes: los medios de comunicación no paran de declarar que los robots están ocupando nuestros espacios de trabajo y vienen a por nuestros empleos.Y parece que tenemos una buena razón para tener miedo: dentro de poco, nos quedaremos sin trabajo, sentados en casa sin nada que hacer... por lo que si quieres saber como adaptarte para aprender y prosperar en el futuro.Pero, según Heather McGowan y Chris Shipley, autores de The Adaptation Advantage, quizá sea lo contrario. En lugar de creer que competimos con la tecnología, podemos utilizarla en nuestro beneficio, beneficiándonos del tiempo adicional que nos ahorra para seguir evolucionando. Y esta es nuestra gran ventaja: nuestra capacidad de adaptación. Edicion Abril 2020Heather E. McGowan es una oradora y estratega especializada en el futuro del trabajo. Ha ayudado a empleados y líderes de empresas de la lista Fortune 500 a prepararse y adaptarse a trabajos que aún no existen. Chris Shipley es periodista y analista tecnológico con más de 30 años de experiencia. Ha asesorado a cientos de empresas en materia de modelos de negocio y prácticas de innovación.Enfoque Adaptabilidad, Desarrollo Profesional y Habilidades SocialesSe FirmeSalvador MingoConocimiento Experto

I'm bringing you this episode from a very inspired place, as I just had our introductory call with Heather McGowan, our Thrivers Live speaker who was brought in to share about the future of the workforce. In listening to Heather speak, I realized that this isn't information that just Thrivers need to know. This is critical information that the world needs to hear! In this episode I'm diving deeper by talking about the different generations and how they like to work, contribute, and thrive in the workforce. Today you'll get tactical advice for navigating and managing different people from different generations, by finding common ground and seeing each as individuals.  If you need a little help, Heather McGowan will be at Thrivers Live 2022, and you can go to https://thriverslive.com/ to learn more. As always, Thriving Leadership and all of my programs are available to help you, and you can find out more by going to https://thrivingstylist.com. If you have a question for me that you'd like answered in a future episode, a great way to do that is to head over to Apple Podcasts and leave a rating and review with your question. I'm looking forward to doing more of these types of episodes on the podcast! If you're not already following us, @thethrivingstylist, what are you waiting for? This is where I share pro tips every single week, along with winning strategies, testimonials, and amazing breakthroughs from my audience. You're not going to want to miss out on this! Learn more at: https://thethrivingstylist.com/podcast/235 

#1 global voice for education on LinkedIn Heaterh McGowan shares how leadership and management have changed dramatically over the past decade, ways humans can bridge the skills gap with technology and tips to deal with burnout. To learn more about Heather McGowan visit https://premierespeakers.com/heather_mcgowan Beyond Speaking is hosted by Brian Lord and produced by Eric Woodie

In the last year we've all experienced new ways of working. This brand new podcast series lets you hear how guest business leaders spend a week in their flexible working life. Future of work strategist, thought leader, keynote speaker, author and advisor Heather McGowan joins Juliet for the last episode in this series.

PROVIDENCE, R.I. — My guest today is Kyna Leski. Rhode Island Hall of Famer and RISD legend Kyna was introduced to me two years ago by a great friend and mentor, Heather McGowan. Heather told me that Kyna was the single most impactful professor she ever had. I didn't need any more encouragement. Unfortunately, we were ships passing in the night back in 2019. But I vowed on my next return to Providence that I would reach out. And so, I was absolutely thrilled that this time it worked out and that Kyna was able to come and speak to our school members during a live podcast discussion during our Rhode Island retreat. In this episode, we dive deep into how Kyna thinks about creativity as a storm, what it means to be shipwrecked, the role that language plays in helping you see things, make connections and ultimately conceive of creations that don't yet exist. All the while staying rooted in your purpose and using your personal biography as your compass. I can firmly say that this was more than worth the wait. Without further ado, here's Kyna Leski.

Segment 1 - Cindy Heitman, School District 57 Segments 2 and 3 - Heather McGowan, Enchainment Dance Studio Segments 4 and 5 - Shannon Johnson, Wheelin' Warriors of the North --- Send in a voice message: https://anchor.fm/boomercasts/message

In today's mini-episode, I want to share my reflections on my own career identity, how I might need to rewrite my own narrative to embrace change. This episode was inspired by the book "Adaptation Advantage: Let Go, Learn Fast and Thrive in the Future of work" written by Heather McGowan and Chris Shipley. Selected one of the top 30 Business books for 2021 and the most downloaded book in December 2020. As described by Soundview Book Summary, “The Adaptation Advantage explains the profound changes happening in the world of work and posits the solution: new ways to think about careers that detach our sense of pride and personal identity from our job title and connect it to our sense of purpose.” McGowan believes this is the key to unlocking human potential through creating self-propelled lifelong learners.

Heather E. McGowan es una Future-of-work strategist, autora del libro Adaptation Advantage, además es Keynote Speaker reconocida internacionalmente. Heather ayuda a los líderes a preparar a su gente y organizaciones para la Cuarta Revolución Industrial que se destacará por el rápido avance de las herramientas tecnológicas en el dominio del trabajo del conocimiento humano. Heather ha impartido master classes para audiencias, desde empresas emergentes hasta organizaciones gubernamentales, universidades y empresas Fortune 500 que cotizan en bolsa, incluidas AMP Financial, Financial Times, Siemens, Microsoft, Autodesk, Biogen, Citi, JPMorgan Chase, Accor Hotels, AARP, Zendesk, Tableau, Fidelity y el Banco Mundial. El trabajo académico de Heather ha incluido puestos en la Escuela de Diseño de Rhode Island, Becker College y la Universidad de Jefferson, donde fue la arquitecta estratégica de la primera universidad de pregrado centrada exclusivamente en la innovación. En 2019, Heather fue nombrada miembro de la facultad del Centro Universitario Swinburne para la Nueva Fuerza Laboral en Melbourne, Australia. Heather, en este episodio nos cuenta que: El aprendizaje es continuo. Adaptation Advantage tiene 3 elementos súper críticos: Continuos learning Identity, Leadership. El self-awareness en los líderes e individuos es súper crítico para detectar sesgos y áreas de oportunidad. Contratar y/o colaborar con gente que piensa y tiene ideas distintas a las propias es una buena táctica para contrarrestar los sesgos. El rol que tienen los líderes de las organizaciones es fundamental para desarrollar una learning organization. En el futuro del trabajo los CLO serán de las posiciones/funciones más importantes en las organizaciones. Nos explica qué es el X Shape Man y el rol que la tecnología juega en este modelo.

As unemployment numbers climb and student debt rises above $1.7 trillion, many of us wonder what this means for the next generation. Is there still room for students to pursue their dreams? Kevin examines the powerful data and its impact on our ability to adapt to maintain this opportunity. Joining Kevin is famed author Heather McGowan and the person behind the data, Karl Rectanus of LearnPlatform. Heather discusses her latest book on adapting and Karl shares the behind-the-scenes conversations U.S. school districts are having about the role of EdTech on education. This is, What I Want to Know... 

I am proud to kick off the second season of the Learn to Grow Podcast with special guest https://www.heathermcgowan.com/ (Heather McGowan), co-author (with Chris Shipley) of https://www.heathermcgowan.com/adaptation-advantage (The Adaptation Advantage). Heather is renowned internationally as a keynote speaker, a https://www.forbes.com/sites/heathermcgowan/?sh=50b18a4317f0 (regular Forbes contributor), and a https://www.forbes.com/sites/heathermcgowan/2021/02/03/human-capital-era-reality-the-skills-gap-may-never-close/?sh=5ed1cfbd2eb0 (futurist outlining how learning and adaptation are crucial to our personal and professional lives). In our conversation we discuss: Why the pace of change is faster than ever…and will never be this slow again The three A's: Atomization, Automation, and Augmentation The three questions that show how invested we are in our professional identities Why engagement tails off in school, and then the workplace! The education to workplace pipeline Why we need to add capacity every time we hand off a task to automation Digital transformation as a learning-centric culture that leverages data Why the conditions in which we create will be more important than our products and services Why we all need to ABL - Always Be Learning To get in touch with me, https://www.linkedin.com/in/simonbehan/ (Simon Behan, reach out on LinkedIn) or email me at simon.behan@sureskills.com At SureSkills, we deliver learning services to the worlds leading technology companies and global organizations. To learn more, head over to https://my.captivate.fm/www.SureSkills.com (www.SureSkills.com) or download this eBook: https://info.sureskills.com/foundations-ebook (Foundations of a Successful Learning Experience).  Thanks for listening!

"The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work" by Heather E. McGowan and Chris Shipley (2020) (http://bit.ly/3r8npRo) "We are so focused on developing machine capabilities to perform cognitive work that we nearly fail to develop our uniquely human skills, and paradoxically we have trained humans to act more like machines. We are conditioned, for example, to respond to the stimulus of a smartphone alert and have trained ourselves to structure data in ways computers can understand. We test people on tasks that machines can do (retrieve information), rather than asking people to act more like humans (creating and collaborating). We ponder just how powerful silicon computing can become and yet we don't even know what humans are capable of doing" (p. 122). References: Heather McGowan (https://twitter.com/heathermcgowan) Chris Shipley (https://twitter.com/cshipley) Institute for the Future (https://www.iftf.org/home/) Marina Gorbis (https://twitter.com/mgorbis) Luminary Labs (https://www.luminary-labs.com/) Sara Holoubek (https://twitter.com/sarita) Human Restoration Project (https://www.humanrestorationproject.org/) HRP57: EdSpace.Live with Michael J. Crawford (http://bit.ly/3bLEaeB) 100 Days of Conversation about School (https://www.100daysofconversations.org/) Michael Lipset, PhD of PassTell Stories (http://www.michaellipset.com/) Connect: Twitter (https://twitter.com/mjcraw) Website (https://www.mjcraw.com) Music from Digi G'Alessio CC BY-NC-ND 3.0 (https://bit.ly/2IyV71i)

Does technology dictate the future of work? Or can we get smarter about how we leverage technology to create a better workplace (and world) for ourselves and the people around us?JD sits down with Heather McGowan, internationally-recognized speaker, author and future of work strategist, to explore the importance of taking a people-first approach to workplace evolution and why it's essential for businesses to put the frontline first.Grab Heather's new book The Adaptation Advantage: Let Go, Learn Fast and Thrive in the Future of Work and check out her featured AxoniCom LIVE session on-demand.Human + Machine: Reimagining Work in the Age of AI by Paul R. Daugherty and H. James Wilson (Accenture)Microsoft's Post-Pandemic Plan and Software's Role in Recovery (Forbes)Automation: Last Week Tonight with John Oliver (HBO)How the Jetsons Predicted the Future (AJ+)What will future jobs look like? | Andrew McAfee (TED)Future Predictions: Arthur C. Clarke Predicting the future in 1964 (WAW TV - REX 1)The 80 Percent is brought to you by Axonify. To learn how you can provide communication and training to your frontline workforce that actually works, visit axonify.com. If you have a frontline story you'd like us to explore on a future episode, let us know at podcast@axonify.comJoin the #FrontlineForward effort by visiting axonify.com/frontlineforward to access free training content, download the new 2020 State of Frontline Employee Training Report and subscribe for updates.Audio from Back to the Future, Terminator 2: Judgement Day and Last Week Tonight with John Oliver is used in adherence with fair use under Section 107 of the Copyright Act of 1976 for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.

Today is the slowest rate of change that you will experience for the rest of your life. This has profound implications for the future of work, and the future of learning. We will all need to unlearn, relearn, and adapt for the rest of our lives. Join Heather McGowan, co-author of The Adaptation Advantage, as she shares cutting-edge thinking from the emerging worlds of work and learning. You'll never think about work the same way again.

Today’s episode will help you think differently about how our society and our future of work is changing. As Sal Silvester interviews his special guest Heather McGowan, a Future of Work Strategist, you'll gain insights into how we all need to evolve our thinking so that we create a society and a workplace that actually works for more people.The bottom line is that we all have to think differently about the future if we want to remain competitive and create businesses that will thrive in our rapidly changing world. This interview will blow you away and provide a better understanding of some of the things that are happening in our society and workplace.You can download our Change The Way You Think toolkit to help you implement the concepts we discuss in this episode. It’s free. Just go to our podcast and episode page at www.512solutions.com.

On this episode of Bold Leaders in Learning, Brandon will be joined by Heather McGowan, Author of The Adaptation Advantage. The two will discuss the rise of the "fourth industrial revolution" in the American workplace and what companies need to do to ensure their employees are properly trained for the ever-changing workforce.

“The world is moving really fast. We all have to move and adapt more quickly than we’ve done in the past. … Sometimes that means pausing and asking, ‘Are we even asking the right questions?’” – Heather McGowan  In this episode of OneTAKE Live, join host Ian Barkin as he discusses the collaborative future of work and learning with Heather McGowan, professor, Forbes contributor and author of The Adaptation Advantage.   What’s the difference between flexibility and adaptiveness? For one thing, flexibility isn’t going to cut it in the future of work. Truly nimble organizations adapt quickly and learn from their mistakes. So what’s the secret to developing a culture of adaptiveness in an organization?   To Heather McGowan, true organizational adaptiveness is about developing what she calls an “agile learning mindset” and learning from mistakes. “We’ve developed this whole system that is designed to help you avoid failure when failure is the beginning of learning,” Heather says. “The future of work, I think, is just a series of learning tours.”  An adaptability expert, Heather works with leaders in business and education to help improve agility and embrace change. Her book, The Adaptation Advantage, explains what it means to create a culture of adaptability and how adopting an agile learning mindset can transform companies.  Join us to learn more about the transformative power of organizational adaptiveness on OneTAKE Live! Episode ResourcesThe Adaptation Advantage The Adaptation Advantage (Amazon) Heather McGowan’s YouTube Channel  Heather McGowan Highlight Speaking Reel (YouTube) Heather McGowan’s Forbes Articles 

Host Ross Thornley talks about adaptability requiring vulnerability — as does learning. Being deeply optimistic about humans, Heather McGowan reflects upon getting in touch with your identity — and leadership within this new normal. She also discusses how humans are transitioning away from universal income without any obligations and why learning is the new pension.Timestamps:1:12: Who is Heather McGowan — in her own words2:48: The transition from corporate work to writing and speaking5:55: Identity — and challenges of adapting that for the future11:00: Different aspects of leadership14:58: Exploration and exploitation in value creation21:08: Successfully pivoting in dire times24:07: Lighting a fire of ambition versus a burning platform28:45: Tips for adapting a life-long learning culture32:32: Heather's motivation for writing her new book on adaptability 36:09: The skills we need to thrive in this pace of change40:46: Looking forward to a productive year — and what it looks likeReferences:Heather E. McGowan — "The Adaption Advantage"Benjamin Hardy — “Willpower Doesn't Work”Jim Kouzes — "The Leadership Challenge"Dan Sullivan — Strategic CoachBarry O'Reilly Connect with Ross:WebsiteLinkedInMoonshot Innovation 

Episode 16 I The COVID-19 pandemic has accelerated change in the way Canadians work and has initiated remarkable adaptability in the workplace. Future-of -work strategist, Heather McGowan has referred to the pandemic as a great social experiment, with online education and remote work understanding how much comprehension and work is best achieved together versus remotely. This is where policy and organizational change come in. How do we adapt ourselves and our institutions and how do we shape the future we want? Listen in as host Edward Greenspon and Heather McGowan discuss the future of work and workplace adaption.

Episode 16 I The COVID-19 pandemic has accelerated change in the way Canadians work and has initiated remarkable adaptability in the workplace. Future-of -work strategist, Heather McGowan has referred to the pandemic as a great social experiment, with online education and remote work understanding how much comprehension and work is best achieved together versus remotely. This is where policy and organizational change come in. How do we adapt ourselves and our institutions and how do we shape the future we want? Listen in as host Edward Greenspon and Heather McGowan discuss the future of work and workplace adaption.

Future-of-work strategist and return podcast guest, Heather McGowan is an in-demand, internationally known thought leader and speaker. She helps leaders prepare their people and organizations with human-centric approaches to continuously learn and adapt in order to meet the demands of the Fourth Industrial Revolution. She is also the co-author, along with Chris Shipley, of the recently […] The post The Adaptation Advantage with Heather McGowan appeared first on Leading Learning.

Future-of-work strategist and return podcast guest, Heather McGowan is an in-demand, internationally known thought leader and speaker. She helps leaders prepare their people and organizations with human-centric approaches to continuously learn and adapt in order to meet the demands of the Fourth Industrial Revolution. She is also the co-author, along with Chris Shipley, of the recently released The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work. In this episode, Jeff talks with Heather about key messages in her book related to adaptation and how it relates to learning, unlearning, and identity. They also discuss what it takes to lead in the age of adaptation, why we need to elevate the role of human over technology, and the fundamental shifts  in how we work and learn—now and in the future—due to the coronavirus pandemic. Full show notes available at https://www.leadinglearning.com/episode242. 

PeopleHum talks to Heather McGowan on how the organizational structures should be reframed! If you like the podcast, please follow the channel, so we could keep producing more content like this!

COVID-19 is changing our world irrevocably. First and foremost it is a health crisis, people are getting sick, families are losing loved ones and the virus is going to be with us for the foreseeable future. In the words of this week's guest, Coronavirus might also be the great catalyst for business transformation. What previously was expected to develop over the course of several years is instead unfolding before our very eyes in the course of a few months. If the Future of Work requires restructured workplaces, redefined roles, rapid learning and reserves of trust, and it does, organisations are being challenged to do all that and more as they address the Coronavirus pandemic. Those are the words of this week's guest, Future of Work strategist, Heather McGowan, whose new book, The Adaptation Advantage, co-authored with Chris Shipley, has just been released. In our conversation Heather and I discuss: Why COVID-19 is acting as the catalyst for business transformation and the Future of Work The pivotal role of culture and how leadership styles will adapt in the Future of Work. How we need to embrace and absorb new skills and let go of old ones Why our old measure of potential success, IQ has given way to EQ and is now shifting yet again to AQ or adaptability quotient Why the role of HR needs to evolve and what HR leaders need to do differently Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com.

How do you marry your passion for the market needs especially in these unprecedented times?  In today's episode 62 of Meaningful Work, Meaningful Life podcast, I am discussing with Heather McGowan, international keynote speaker on the future of work and the future of learning.  Heather is the co-author of the book The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work. This visionary and timely book covers many aspects of personal life and professional life and provides invaluable keys on how to adapt and thrive in this fast-moving and unprecedented COVID19 time.  In this conversation, Heather explains how to marry our passion and market needs.  How to marry our passion and market needs and what to do if you can't find a job The questions we should stop asking ourselves to grow How to create value when you are pursuing many different interests How to spot opportunities now and how to think about adapting your business model  Why employers should shift the way they recruit their talents and help employees find their purpose Listen to this fascinating conversation now. The show notes are available www.francinebeleyi.com/podcast. If you love this episode, leave me a review and share it with your friends. If you are ready to find your edge and position yourself for success and impact, book a call to discuss your goals today at www.francinebeleyi.com/call

In this podcast episode, Jason Averbook and Heather McGowan discuss why adaptation is one of the most important skills for anyone in the world today For more information on Heather McGowan and The Adaptation Advantage Click Here Register today for our Weekly Digital Meetup Music Joakim Karud - That Day | Ash O'Connor - Vibe

Heather McGowan and Chris Shipley are co-authors of a new book called the Adaptation Advantage, published by WILEY. But more importantly, they are two people I've deeply admired and looked up to for nearly 6 years. It's hard to sum up the brilliance of Heather and Chris. Their ability to talk in-depth and connect the dots between a vast array of subjects is second to none. Our conversation today touches on work, identity, education, creativity, collaboration, and society. Heather and Chris' central philosophy around adaptation in a world where the only constant is change is a message I believe everybody can benefit from during this time of uncertainty and rapid technological evolution. If you're looking for a silver bullet on how to live a life that is authentic to who you are, in a world that is changing by the second, Chris and Heather might just be the folks you've been looking for all along.

In this episode of the MGMA Insights podcast, we’re joined by Heather McGowan, a keynote speaker, author and future-of-work strategist. McGowan is set to close MGMA20 | The Financial Conference with a general session presentation titled “The 4th Industrial Revolution: A New Leadership Imperative.” To see McGowan’s list of recommended reads or to browse any of her articles, visit linkedin.com/in/heathermcgowan. Highlights from McGowan’s interview: • “Only about 27% of people ever work in the field of their undergraduate major, yet we myopically focus on it. And those 27%, I would argue a good percentage of them are faculty. So, most of the people who are telling you about your future are telling you about their own experience, which probably won’t be yours.” • “If you think of all the things you do in a day, how many of them can you point back to because you were good at that in high school? Very small percentage. What we should be focusing on instead is, what are you interested in? What are you curious about? Because you’re going to have to learn and adapt for life.” • “If you think about that person you had on your team or the person you interviewed who kind of irritated you because they asked you a question you hadn’t thought about, hug that person. Hire that person. They’re checking your blind spots.” Here are some links and references related to this week’s show: • What If The Future Of Work Starts With High School? (bit.ly/2PE1vEG) • Artificial Intelligence, Healthcare & The Fourth Industrial Revolution (bit.ly/2wodWO2) • Future of Work: Learning To Manage Uncertainty (bit.ly/3apXiMZ) If you like the show, please rate and review it wherever you get your podcasts. Subscribe on Apple Podcasts (apple.co/368IdOB), Google Play (bit.ly/2paMqAJ), Spotify (spoti.fi/2Nwu59p), Stitcher (bit.ly/2NmAF1M) or countless other platforms to make sure you never miss an episode. We love hearing from listeners about the show. If you have topics you’d like us to cover or experts you’d like us to interview, email us at podcasts@mgma.com or reach out to MGMA Sr. Editor and podcast host Daniel Williams on Twitter at @MGMADaniel. MGMA Insights is presented by Decklan McGee, Rob Ketcham and Daniel Williams. Thanks to Biome, Midmark and Solutionreach for sponsoring this episode of MGMA Insights. To learn about how the Biome solution, powered by artificial and augmented intelligence, can improve your cardiovascular service line’s performance today, visit biome.io/solutions. For more on how Midmark is transforming healthcare delivery through their real-time locating system, visit midmarkRTLS.com. You can also visit MGMA.com/store to check out Midmark’s recent on-demand webinar titled “Outpatient Design: Using Data to Improve Patient Access and Satisfaction,” which is eligible for ACMPE, ACHE and CEU credits. To explore how Solutionreach can help improve your organization’s healthcare communication, visit srhealth.com.

Heather McGowan is an extraordinary leader, thinker, and future-of-work strategist. She is an author and speaker who has a lot of insight about the future of work, the future of our relationships with one another, and the skills it will take to thrive in the fourth industrial revolution. Heather is not one to tout a dystopian future but believes that humans need to think differently about how we prepare for work and how we work in order to thrive in the future of it.   In the second of this two-part episode of The Culture Gap, Heather shares more about the culture needed to survive and thrive in this modern context, as well as the role of technology and machines in influencing corporate culture. She shares some insights about her new book coming out in spring, The Adaptation Advantage, and some advice for the leaders and the youth of today. Welcome to Culture Gap.   Key Takeaways: [:43] Daniel introduces his guest for this episode — Heather McGowan. [1:28] What kind of culture should a new company adopt in order to survive and thrive in this new global context? [3:26] What would be one value or behavior that would be the linchpin to achieve the goals and vision Heather has for her hypothetical company? [6:17] What are the relationships between the workforce and machines, and how does that play out in the company's culture? [9:05] What is Heather's advice to help them and their workforce move past the fear that technology will take over your job one day? [13:43] Heather's new book, The Adaptation Advantage, comes out in spring. Why did Heather write it and what is the biggest reason CEOs should read it? [16:55] What would Heather's advice be to her younger self? [17:29] What are some things Heather would advise a future president to say at her inaugural address? [19:09] What advice does Heather have for a young girl?   Brought to You By: The Culture Gap Podcast THRUUE Podfly Productions   Learn more about: Heather McGowan Parasite [Movie] Start with Why, by Simon Sinek “The Top 20 Business Transformations of the Last Decade,” HBR The Adaptation Advantage, by Chris Shipley and Heather McGowan

Would you survive the 4th Industrial Revolution? In this episode, we’ll be exploring the concept of the 4th Industrial Revolution and what you have to learn (and un-learn) in order to keep up with the huge changes that are occuring in the world of work. Listen out for: How showing up at work vulnerable and authentic could save your job  The difference between bosses that drive productivity vs. leaders that inspire human potential The surprising power of your past struggles - and how that could be a huge advantage in your career Like this episode? Leave us a review on iTunes. Tag us @Mindvalley on Instagram or Twitter   Link to her book - https://www.heathermcgowan.com/adaptation-advantage

Future-of-work strategist, speaker, and author Heather McGowan joins the program to discuss the mindset shift that needs to happen in order to thrive in the fourth industrial revolution. Heather reveals how helping to save her brother's life informed her thinking about leadership and the future of work, and how leaders will need to change and adapt. Discover the skill sets that will be most in demand in the future, and how organizations can help or hinder learning.

Heather McGowan is an extraordinary leader, thinker, and future-of-work strategist. She is an author and speaker who has a lot of insight about the future of work, the future of our relationships with one another, and the skills it will take to thrive in the fourth industrial revolution. Heather is not one to tout a dystopian future but believes that humans need to think differently about how we prepare for work and how we work in order to thrive in the future of it.   In the first of this two-part episode of The Culture Gap, Heather shares how her own upbringing shaped her as a thinker and leader, as well as some of her key observations about the changes that are taking place at an individual, organizational, and societal level. Heather explains why our current structures do not support our human needs for connection and community, how social media might provide a solution, as well as how leaders should be approaching strategy in their organizations to adapt to the future of work. Welcome to Culture Gap.   Key Takeaways: [:44] Daniel introduces his guest for this episode — Heather McGowan. [1:38] Who is Heather? [2:25] What are some of the values that have shaped Heather as a person and a leader? [5:58] What is the moment of change that individuals, organizations, and institutions are living through? [8:27] What happens to the psyche of the worker when the structures we have do not support our needs for membership, belonging, and a sense of community? [12:48] What is Heather optimistic about in relation to what is possible in building up authentic human connections? [15:09] What are Heather's thoughts on how leaders should be approaching strategy and strategic planning? [20:35] Cognitive diversity and psychological safety are two essential elements to a competitive and successful organization. What is Heather's advice to leaders to cultivate these in their organizations? [24:26] Knowing vs. learning mindset — Heather breaks down the differences and explains why it is so important for us to adopt a learning mindset to move into the future of work.   Brought to You By: The Culture Gap Podcast THRUUE Podfly Productions   Learn more about: Heather McGowan Articles by Thomas Friedman (NY Times) Between Two Ages: The 21st Century and the Crisis of Meaning, by William Van Dusen Wishard Alone Together, by Sherry Turkle Brené Brown The Two Traits of the Best Problem-Solving Teams, by Alison Reynolds and David Lewis (HBR) Peter Senge

Heather McGowan is an international thought leader, author, speaker, educator, LinkedIn Top Influencer and expert on #TheFutureOfWork

Heather McGowan, Keynote Speaker at the 2019 Close It Summit and Future of Work Strategist, discusses what she would do differently in higher education, discusses how products and services are "the by-products" of company culture and contrasts Amazon from Barnes and Noble to illustrate growth capacity. She also touches upon the Gallop data on K-12 disengagement. Get a transcript excerpt here: https://knowledgeleadersgroup.com/heather-mcgowan-future-of-work-and-education/ Share clips from this episode by video here: https://youtu.be/sSoya9bpjs0 https://youtu.be/cTMpiiMaJFg https://youtu.be/4_DakMZA-No

Heather McGowan is the most thoughtful writer and speaker I follow on the future of work. She is able to connect the dots between work, culture, society and identity in a way that has captured the attention of many individuals, companies and universities around the world. Heather’s career is also a perfect example of the type of path and work that was not possible in the past. Reflecting on her path she admits “this field just sort of emerged.” As her career has shifted more towards speaking, she has been able to design her life around learning. Through her talks, she is able to get feedback and combined with her own curiosity, it helps her focus on what to learn next. In the working world, she focuses on how we can think about learning and work in a more holistic way and traces many challenges back to education. She cites research from Gallup showing that: “while 74% of surveyed fifth-graders are engaged with school, just 32% of surveyed 11th-graders are engaged.” Perhaps some of that disengagement is because people aren’t too excited about their job prospects. She worries that organizations in the short-term are still too focused on productivity, which depersonalizes the experience of work. As work increasingly becomes specialized - she calls it “atomization” - she fears that we will increasingly only focused on “explicit knowledge” instead of the deeper tacit knowledge that makes us special. Find out more about Heather's work here or follow her on Linkedin. ---- Boundless Support Reimagine Work Read About The Future of Work

Heather McGowan is a world-renowned thought leader shaping the future of work and education. Heather discusses how we can build a better future, the world's ongoing identity crisis and shares a not-to-be-missed funny story on AirBnB founder Brian Chesky. I first reached out to Heather via cold email almost three years ago. She responded to my note after just 17 minutes, and it's safe to say the rest is history. This podcast was shot on the first day we ever met in person - almost three years later! - so this episode has a special place in my heart. #PowerOfAColdEmail ---- Get in touch www.linkedin/com/corneliusm for more.

Post-Message Podcast (Week Two) During the series, "God Talk 2.0" we are sharing post-message podcasts for further discussion surrounding the weekend. This week, Ryan Reed, John Voelz, Heather McGowan, Josh Bollen, and Jamison Hiebert discuss John Voelz's message from October 20/21. Listen each week for extra tidbits, clarification, more questions, and some surprises along the way.Support the show (https://www.lakesidechurch.com/give1/)

At a time when AI and machine learning stand poised to replace many rote human tasks, are schools and colleges preparing the workers of tomorrow? And are business leaders creating the enterprise cultures that will support continuous learning in a climate of constant disruption? In this podcast, Heather McGowan, a thought leader at the intersection of education, business, and technology, chats with Connected Futures executive editor Kevin Delaney. About how the very foundations of learning need to be disrupted, for what she calls the Augmented Age - a time when human ingenuity, creativity and empathy will separate us from the machines.

Heather McGowan is an innovation strategist, internationally known speaker, writer and thought leader. McGowan prepares leaders to most-effectively react to rapid and disruptive changes in education, work, and society. Recognizing that business innovation begins with education, specifically learning faster than your competition, she has worked with university presidents and corporations to prepare their people for jobs that do not yet exist. She was the strategic architect of the Kanbar College of Design, Engineering, and Commerce at Philadelphia University, the first undergraduate college explicitly focused on innovation. At Becker College, she crafted the Agile Mindset learning framework used to prepare students to work in an uncertain future.

Heather McGowan is an innovation strategist, internationally known speaker, writer and thought leader. McGowan prepares leaders to most-effectively react to rapid and disruptive changes in education, work, and society. Recognizing that business innovation begins with education, specifically learning faster than your competition, she has worked with university presidents and corporations to prepare their people for jobs that do not yet exist. She was the strategic architect of the Kanbar College of Design, Engineering, and Commerce at Philadelphia University, the first undergraduate college explicitly focused on innovation. At Becker College, she crafted the Agile Mindset learning framework used to prepare students to work in an uncertain future.

Heather McGowan is an innovation strategist, internationally known speaker, writer and thought leader. McGowan prepares leaders to most-effectively react to rapid and disruptive changes in education, work, and society. Recognizing that business innovation begins with education, specifically learning faster than your competition, she has worked with university presidents and corporations to prepare their people for jobs that do not yet exist. She was the strategic architect of the Kanbar College of Design, Engineering, and Commerce at Philadelphia University, the first undergraduate college explicitly focused on innovation. At Becker College, she crafted the Agile Mindset learning framework used to prepare students to work in an uncertain future.

With the incredible speed at which technology is advancing and changing how we live, it’s crucial that we understand the impact that all of this is having –­ and is going to have ­– on how we work and learn. And perhaps nobody is more well-versed in addressing this topic than internationally known speaker, writer, and thought leader, Heather McGowan. Heather is an innovator, synthesizer, and leading voice related to the context and impacts of accelerated change and she uses single frame visuals to help people process information more effectively. In this episode of the Leading Learning podcast, Jeff talks with Heather about the intersection of the future of work and learning including why the type of change we are going through now is different from what we’ve experienced in the past, what we should expect to see related to this in the future, and how to better prepare for it. Full show notes available at https://www.leadinglearning.com/episode130. Highlighted Resource – 10 Critical Shifts in the Market for Lifelong Learning – a free Tagoras resource which highlights 10 trends that are impacting, and will continue to impact, the landscape for learning businesses. Our sponsor this quarter is ReviewMyLMS, a collaboration between our company, Tagoras, and 100Reviews, the company that is behind the very successful ReviewMyAMS site. As the name suggests, ReviewMyLMS is a site where users can share and access reviews of learning management systems, but in this case, the focus is specifically on systems that are a good fit for learning businesses, meaning organizations that market and sell lifelong learning. Contribute a review and you will get access to all existing and future reviews—there are already more than 100 on the site. And, if you don’t have review to contribute, there is also a subscription option. Just go to reviewmylms.com to get all the detail.

Heather McGowan, Co-Founder & Author of Work to Learn. http://www.heathermcgowan.net https://www.linkedin.com/in/heathermcgowan/ Sponsors: www.rebelmethod.com/listen Host: Sergio Marrero https://www.linkedin.com/in/sergiomarrero/ Music credit: Starlight by NUBY https://soundcloud.com/nubymusik/starlight Keywords: FutureOfWork FOW HR HumanReources GigEconomy Innovation Startup

Heather McGowan is the Co-Founder, Author and Advisor for Work to Learn. She speaks internationally on the future of work and the future of learning. She advises and partners with education and business leaders to most effectively prepare for rapid and disruptive changes in learning, work, and society. In higher education, McGowan advises presidents and senior leaders to develop students’ learning agility as well as critical thinking skills in order to prepare graduates for jobs that do not yet exist. McGowan also guides corporate executives to re-think and re-frame their business models, and their understanding of team and organizational structures, to be resilient and successful in changing markets. She is the co-author of the book Disrupt Together: How Teams Consistently Innovate  and numerous well-received articles. In looking at the future of work, which skills will benefit future students and educators? McGowan suggests seeking to understand, to learn and adapt.  Work on upgrading your “Operating system” – the overall ‘you’. How about the future of education degrees? Is there a ‘future proof’ field? McGowan believes in thinking like an ‘X’, so you can look at all disciplines (similar to ‘liberal arts degrees’), as opposed to focusing on one specialty in depth. When it comes to the 4th industrial revolution, McGowan says, “we are seeing this merger of cyber physical systems and the internet of things where everything around you has some form of intelligence--anything mentally attained or predictable can be achieved by an algorithm--and it’s no longer just the physical labor that gets replaced by non-biological intelligence but it’s cognitive labor as well” Because of the fact that cognitive labor is now being affected by this 4th Industrial Revolution, we have to move towards learning agility as well as becoming more adaptable and empathetic, to ensure that we stay relevant in the workplace. There are 3 interlocking factors that are transforming work, called the “3 A’s”: Atomization – a job being broken into job components –the ‘thing’ that needs to be done ‘gig work’, working 24/7, working around the work Automation – work done entirely by non-biologic intelligence – like software that schedules in a life-like sense Augmentation – using something to extend the human potential – like the robots used in surgery McGowan’s advice for people who want to stay relevant is to step into a community such as LinkedIn or another group that are learning communities as these groups learn a lot from each other, really connect with these groups and make a commitment to learn something new everyday. What you will learn in this episode: Why students need to think as futurists ..and how we need to prepare students to lose their jobs Why we should stop asking the three “what” questions What learning uncertainty is A look at the evolution of work and where we are today

It's The Extraordinary Business Book Club's half-century episode! And we're celebrating with an extraordinary selection of Best Bits from episodes 41-49:  Michael E. Gerber on creating a legacy David Taylor on being the best you Martin Goodyer on the single strong idea Heather McGowan on visualizing information Emma Serlin on the psychology of speaking Susan Heaton Wright on overcoming the fear of speaking in public Kelly Pietrangeli on building the platform before the book Scott Pack on what it takes to crowdfund a book successfully Guy Kawasaki on crowdsourcing feedback to improve the book  It's an incredible line-up, and the themes reflect the very best of The Extraordinary Business Book Club, from the big picture to the tactical details of communicating your unique message in a multiplatform world.  Plug in and play, and lose yourself in half an hour of inspiration, ideas and insight. And cake. 

If you're struggling to write your book, here's an idea: try drawing it instead. That's how Heather McGowan, academic entrepreneur and futurist, gets started.  'I don't usually start writing anything. I start drawing a lot of things. My starting process is: how would I put this on a single page so that people can understand it with very few words using shapes and different types of frameworks? I usually start with a series of frameworks that tell the story to me in my head and then after that I write.' Visualising your ideas has a double benefit: for you as author, to help you get clear on what it is you're saying, how your ideas fit together and flow, but also for the reader.  'When you look at text, you turn those texts into symbols that you store in your mind visually. When you look at a picture, you can be something like 30,000 times faster reading all the same information... if [blogs or books] have visuals in them, they are much more often read and understood than if they're just plain text because it breaks it up, it allows you to process things differently.' And given the astonishing quantity of information that comes at us on a daily basis, demanding our attention - the equivalent of over 280 newspapers a day - this shortcut to communicating complex ideas is a powerful competitive advantage for writers who want to be heard.   Heather and I also discuss the future of reading and writing and the skills we need to teach our young people to equip them for the future of work. A fascinating, thought-provoking episode.

Podcast 604: Disrupt Together with Heather McGowan by Greg Voisen

Breakthrough Radio is a global business radio show that delivers high impact & pioneering knowledge for leaders in business. Entrepreneurs, startups, sales/marketing/IT professionals join us every Monday. Fractional CMO, Digital Marketing Strategist, and Leadership Keynote Speaker Michele Price brings you weekly access to the top minds to Master the Inner and Outer Game of business.   Heather McGowan, author of Work to Learn Not Learn to Work and the Minister of Culture for Hyperloop Transportation Technologies. Don Cooper, The Sales Heretic (tm) brings us every first Monday of the month Breakthrough Sales tip,  growing our revenue and profits. Jeff Shuey, Founder NuNalu, Jeff joins us after our featured guest, discussing technologies that impact our lives. What happens at the intersection of people and technology? Find out each 1st Monday. Follow us & ask your questions via twitter using #BBSradio.  We love rewarding engagement. You are invited to visit radio show blog at www.TheBreakthroughRadio.com

Heather McGowan, an innovation strategist at the intersection of work and learning, shares the key ideas from her upcoming book “The Great Unbundling” in terms of the atomization of work and the augmentation of work. She also discusses why she thinks culture is going to become the new killer app.

In Episode 2 of Reaching the UML Podcast, I interview Heather McGowan - catalyst, speaker and author focused on innovation at the intersection of work and learning. We discuss the future of learning and touch on the slope of enlightenment, design thinking and the idea of 'learning over knowing'. Thanks for listening, and to reach out to me on Twitter, my handle is: @JGoodDFC and to connect further with Heather: @heathermcgowan. Find more episodes and show notes at: digitalfluencycoach.com/podcast

Fractional CMO, Digital Marketing Strategist, and Leadership Keynote Speaker Michele Price brings you weekly access to the top minds to Master the Inner and Outer Game of business.  Breakthrough Radio is a global business radio show that delivers high impact & pioneering knowledge for leaders in business. Entrepreneurs, startups, sales/marketing/IT professionals join us every Monday. Yared Akalou, co-founder Opening.Co delivers the Breakthrough Byte segment on #FutureofWorkforce. Follow us & ask your questions via twitter using #BBSradio.  You are invited to visit radio show blog at www.TheBreakthroughRadio.com