Podcasts about hitachi foundation

In the year 2000, Mauricio Lim Miller – now a leading social entrepreneur, public speaker and author focusing on peer-driven social change and economic empowerment – received a phone call from Jerry Brown, the then-mayor of Oakland, California. Miller had spent decades in community development and was heading Asian Neighborhood Design, a local organization that had grown into a nationally recognized model. The previous year, Miller was one of the honorees, along with Rosa Parks, invited by President Bill Clinton to attend the State of the Union address. And yet then-Mayor Brown was apoplectic. He was incredulous that a youth program in which Miller was involved was requesting over $10 million in funding to ensure the employment of 120 caseworkers, while guaranteeing no jobs for client-participants. Brown accused Miller of being "a poverty pimp." Miller didn’t exactly disagree. He had long harbored doubts about existing programmatic approaches to addressing poverty. Year after year he saw the same people walk through his doors; a generation later, he saw their children. And so with Brown’s urging, Miller began thinking about how social service policies and programs could be re-designed to help break the cycle of economic dependency.  Miller realized he didn’t know the answers. But he sensed that the families did, and that they could lift themselves and one another up if entrusted and supported to make their own decisions – rather than being “saved” from themselves or directed what to do with the financial assistance they received. The son of a single mother who immigrated from Mexico, Miller realized that though she struggled constantly, she had figured out how to enable her children to escape poverty. He sensed that designing programs powered from the bottom up, rather than from the top down – focusing on the wisdom, talents and resilience of people in low-income communities, rather than on their perceived failings or weakness, and connecting them with one another – could yield new insights and promise. Miller viewed this as a huge opportunity to recognize the ability of low-income families to contribute to society, becoming “makers,” not “takers.” Their strengths, initiative, resourcefulness, talents, and determination – qualities shown by countless waves of US immigrants – were all hiding in plain sight. So four weeks after the phone call, Miller resigned from Asian Neighborhood Design and, with start-up money from Brown, started the Family Independence Initiative (FII) as a research project. Now called UpTogether, FII gave low-income families laptops with data-tracking software and a platform that enabled them to record each action they took to improve their situations – whether related to savings, debt reduction, skills training or their children's grades. Quarterly, they received cash payments for tracking their behavior and documenting those actions. Instead of relying on professional caseworkers, FII encouraged families to set their own goals, provided cash incentives if they achieved them, and fostered relationships among families so they could turn to one another for support. Crucially, Miller and FII staff members did not provide advice or direction; they simply created peer support among the families and audited the data. Miller wanted a window into how low-income families functioned if they were nudged and trusted to set and pursue their own goals – and with the mutual support of one another within a peer network, the kind his mother lost when she immigrated to the United States. As The New York Times reported in 2017: The initiative is grounded in the premise that a paternalistic conceit has hindered the development of poor families …. Lim Miller’s organization provides no services or advice directly. What it offers are a structure and a platform within which families can strengthen their social networks, along with small payments for tracking their own behaviors and reporting them on a monthly basis. With these assets, they can discover what works for themselves and their peers, share or emulate their successes and assist one another. Ringing in Miller’s ears were shrewd observations made by his late mother, who had lamented that charitable programs took away their intended beneficiaries’ pride and overlooked their hard work and talents (she herself had been an accomplished dress designer and seamstress). “They never ask me about what I’m good at doing. We would be so much better off if they just gave us a fraction of what they spend trying to help us,” she had said. Miller sees a bigger picture, too – an opportunity for a fundamental shift toward social justice. Government and philanthropic services for low-income communities often inadvertently punish progress, because as people earn more, they quickly lose benefits. So, to help the working poor, FII rolled out low-interest loans for families that pay their rent and utilities on time. It now connects families in different parts of the country to share resources and guide one another and offers no-strings fellowships and scholarships. It has reached more than 100,000 households across the US, and their income on average rises by nearly 25 percent after two years with a corresponding decline in public subsidies. Many FII families have launched businesses, amassed more savings, and lowered their debt, and their homeownership has increased. These are all undeniable, measurable results. Miller says it’s a good start, but not nearly enough to truly break the cycle of poverty. UpTogether is now committed to sharing its data with any policymakers open to peer-driven change, leveraging the recognition of its bottom-up approach and fostering organic expansion via what Miller calls “ripple” growth. He also envisions setting up an association to catalyze cross-class mutual support and community building; a leadership academy for organizations and communities that want to implement FII’s philosophies; and is intent on pushing a policy agenda that incentivizes progress and supports economic mobility for low-income people. Miller could have looked the other way and lived a comfortable life, thanks to degrees in engineering and product design from Berkeley and all that came with them through his mother’s struggles and resourcefulness. Yet his mother’s words rang in his ears: “You can’t let what our family is going through happen to others.” Soon after his mother’s death in 1973, he abandoned his early engineering career and dedicated his career to the fight against poverty. Miller has been an Ashoka Fellow and received a MacArthur Foundation Genius Grant, a Harmony with Hope Award, a Prime Mover Fellowship, and a Purpose Prize for Financial Inclusion. In 2017 he published The Alternative: Most of what You Believe about Poverty is Wrong, and in 2019-2020 he was a James Wei Visiting Professor in Entrepreneurship at Princeton. He also sits on various boards, including the Board of Directors of the National Cooperative Bank, Development Corporation; the board of the Corporation for Enterprise Development; the Board of Public/Private Ventures; California Endowment and The Hitachi Foundation, and has launched several small businesses. He lives in Oakland and has two children. Join David Bonbright in conversation with this remarkable and innovative changemaker!

As part of our inquiry into multi-stakeholder approaches, this webinar explores how Open Book Management can empower workers and increase their well being. Can Open Book Management be one of the cases of "alignment advantage," where the impact case and the business case go hand in hand?Our guest presenters on this webinar are two certified Open Book Management coaches, Tom Strong, formerly senior program officer at the Hitachi Foundation, which focused on making the business case for investing in front-line, lower-wage workers, and Anne Claire Broughton, an expert in the field of employee engagement who co-founded and led the SJF Institute and authored the Human Capital Advantage curriculum.[These "podcasts" are the direct audio recordings of TFIN Webinars. As the original format was a video webinar, please excuse any brief technical difficulties and note that presenters may refer to slides. To watch the TFIN webinar recordings with their corresponding slide decks, please visit http://transformfinance.org/investor-resources/.]

Prof. Kochan interviews Scott Stern, Chair of the Sloan School's TIES group, and Barbara Dyer, the President of the Hitachi Foundation.

The Aspen Institute Economic Opportunities Program is thrilled to announce a new initiative and a new team member! The Good Companies/Good Jobs Initiative at the Aspen Institute looks to sectors that have the potential to house good companies and good jobs, including health care and manufacturing, as well as retail, hospitality, and other service industries. It also explores tools to better align capital deployment to firms with good jobs outcomes. Mark Popovich, former vice president for The Hitachi Foundation's Good Companies@Work program, has joined EOP to direct this initiative. Funding for Good Companies/Good Jobs comes to EOP as one of three final gifts in The Hitachi Foundation's legacy. This event features examples of companies that intentionally provide jobs that are good for workers and good for companies. We also shared more information about the interrelated goals of all three of The Hitachi Foundation legacy gifts, including to the MIT Sloan School of Management and Investors' Circle. This event features Maureen Conway (Vice President for Policy Programs, The Aspen Institute; Executive Director, Economic Opportunities Program), Barbara Dyer (Executive Director, Good Companies, Good Jobs Initiative at MIT; Former President & CEO, The Hitachi Foundation), Steven Kase (Managing Director, ASK Power), Evelia Cruz (Automation Team Leader, ASK Power), Dr. Robert S. Eden (Physician, Anne Arundel Health System), and Mary Leone (Certified Medical Assistant, Anne Arundel Health System). This event is part of the Working in America series, an ongoing discussion series hosted by the Aspen Institute Economic Opportunities Program that highlights an array of critical issues affecting low- and moderate-income workers in the United States and ideas for improving and expanding economic opportunities for working people. For more information, visit as.pn/workinginamerica. The Economic Opportunities Program advances strategies, policies, and ideas to help low- and moderate-income people thrive in a changing economy. We recognize that race, gender, and place intersect with and intensify the challenge of economic inequality and we address these dynamics by advancing an inclusive vision of economic justice. For over 25 years, EOP has focused on expanding individuals' opportunities to connect to quality work, start businesses, and build economic stability that provides the freedom to pursue opportunity. Learn more at as.pn/eop.

We conclude our conversation with Anne-Claire Broughton. She is Principal of Broughton Consulting, LLC, Durham, NC. Her many publications include the Business Action Guide Series of innovative employee engagement practices (with The Hitachi Foundation). Anne-Claire is active with efforts to educate retiring business owners and their advisors about the possibility of employee ownership as an exit strategy. She also shares innovative employee engagement practices to help business owners thrive. In addition, she is President of EarthShare North Carolina’s Board of Directors, an active amateur musician, and parent of a teenager. Some of the insights we’ll hear: Seeing employees as a fixed cost vs a variable cost. What are companies doing to differentiate themselves from the business as usual crowd. The importance of training the culture of the company, not just the hard skills. Questions Anne-Claire shares several practices of leaders who are running business differently: Careful hiring Extensive (intentional) training Setting up career ladders/paths and promoting from within Clearly communicating core values and using them as a guide to action Smart incentive systems that align to the interests of the organization and the employees Transparency and Open-Book management Which one of these could you consider to begin using to move your organization forward? Are you ready to consider your employees as a fixed cost vs a variable cost? If not what parts of this principle could you consider for your business? How could you begin training your team on your culture? What books will you assign to your team to read to begin the move forward? Where’s your heart on this issue? I would love to see your answers to these questions. You can leave them in the comments on this episodes page at inspiredandintentional.com/episode17, on Twitter @toddareed, LinkedIn @ToddAReed, or on Facebook, search for the Inspired and Intentional page.   http://inspiredandintentional.com/ https://twitter.com/ToddAReed https://www.facebook.com/Inspired-and-Intentional-1658283491074728/?ref=hl Ratings on iTunes help other leaders find this podcast. Please go to iTunes or Stitcher, post a rating and review and I’ll recognize you on the show, I know right? Thank you for listening and until next week, be Inspired and Intentional. The inspired and Intentional podcast is copyright 2016 by its owner. The music is Funk Game Loop, Kevin MacLeod Royalty Free from Incompatech. Thank you for sharing your talent.Gallup reports 70% of employees are disengaged from their work. This leads to high and expensive turnover, poor productivity, and what Ari Weinzweig calls an energy crisis in the workplace. There are companies and organizations out there bucking this trend. By talking with these inspiring leaders, the goal of the Inspired and Intentional podcast is to help you know that you’re not alone. There are others that, not only, want to run a financially solid organization, but  also one that intentionally inspires those on their team and in their community to significance and purpose.

We continue with Anne-Claire Broughton. She is Principal of Broughton Consulting, LLC, Durham, NC. Her many publications include the Business Action Guide Series of innovative employee engagement practices (with The Hitachi Foundation). Anne-Claire is active with efforts to educate retiring business owners and their advisors about the possibility of employee ownership as an exit strategy. She also shares innovative employee engagement practices to help business owners thrive. In addition, she is President of EarthShare North Carolina’s Board of Directors, an active amateur musician, and parent of a teenager. Some of the insights we’ll hear: Why you should choose to take the extra steps to engage your employees. What is open book management vs open book reporting? A “radical” approach that will encourage employees to share their ideas. Questions What are your “butts in the seats”? What is your key/critical/one number? Belgium Brewing has 4 ways of making decisions: unilateral unilateral with input group decision - consensus group decision with input How could you adapt these and Everyone just needs to know how decisions need to be made? Are you ready to open up your business practices with your team? I would love to see your answers to these questions. You can leave them in the comments on this episodes page at inspiredandintentional.com/episode16, on Twitter @toddareed, LinkedIn @ToddAReed, or on Facebook, search for the Inspired and Intentional page.   http://inspiredandintentional.com/ https://twitter.com/ToddAReed https://www.facebook.com/Inspired-and-Intentional-1658283491074728/?ref=hl   Ratings on iTunes help other leaders find this podcast and to know that I’m not some wackjob recording this thing out of his basement...wait. Please go to iTunes or Stitcher, post a rating and review and I’ll recognize you on the show, I know right? Thank you for listening and until next week, be Inspired and Intentional. The inspired and Intentional podcast is copyright 2016 by its owner. The music is Funk Game Loop, Kevin MacLeod Royalty Free from Incompatech. Thank you for sharing your talent. Gallup reports 70% of employees are disengaged from their work. This leads to high and expensive turnover, poor productivity, and what Ari Weinzweig calls an energy crisis in the workplace. There are companies and organizations out there bucking this trend. By talking with these inspiring leaders, the goal of the Inspired and Intentional podcast is to help you know that you’re not alone. There are others that, not only, want to run a financially solid organization, but  also one that intentionally inspires those on their team and in their community to significance and purpose. This is Todd Reed, your host. I want to thank those who have provided feedback and downloaded the episode. Remember, you can leave comments and feedback at InspiredAndIntentional.com. You can also sign up for an update email to get the latest news in the world of Inspired and Intentional business.

Gallup reports 70% of employees are disengaged from their work. This leads to high and expensive turnover, poor productivity, and what Ari Weinzweig calls an energy crisis in the workplace. There are companies and organizations out there bucking this trend. By talking with these inspiring leaders, the goal of the Inspired and Intentional podcast is to help you know that you’re not alone. There are others that, not only, want to run a financially solid organization, but  also one that intentionally inspires those on their team and in their community to significance and purpose.   This is Todd Reed, your host. I want to thank those who have provided feedback and downloaded the episodes. Remember, you can leave comments and feedback at InspiredAndIntentional.com. You can also sign up for an update email to get the latest news in the world of Inspired and Intentional business.   Anne-Claire Broughton is Principal of Broughton Consulting, LLC, Durham, NC. Her many publications include the Business Action Guide Series of innovative employee engagement practices (with The Hitachi Foundation). Anne-Claire is active with efforts to educate retiring business owners and their advisors about the possibility of employee ownership as an exit strategy. She also shares innovative employee engagement practices to help business owners thrive. In addition, she is President of EarthShare North Carolina’s Board of Directors, an active amateur musician, and parent of a teenager.   In this episode Anne-Claire shares What a consultant do for a company wanting to make a change.   The power of appreciation.   What kind of mindset a leader needs to move their organization to one that intentionally inspires their people.   Questions How can you increase the level of appreciation within your organization? Are you consistent in your presentation of your values and culture or do you pay attention when you have the time? What are metrics that your employees can measure and have an impact on? And, what is the metric that really matters to your company?   I would love to see your answers to these questions. You can leave them in the comments on this episodes page at inspiredandintentional.com/episode15, on Twitter @toddareed, LinkedIn @ToddAReed, or on Facebook, search for the Inspired and Intentional page.   Ratings on iTunes help other leaders find this podcast and to know that I’m not some wackjob recording this thing out of his basement...wait. Please go to iTunes or Stitcher, post a rating and review and I’ll recognize you on the show, I know right? Thank you for listening and until next week, be Inspired and Intentional.   The inspired and Intentional podcast is copyright 2016 by its owner. The music is Funk Game Loop, Kevin MacLeod Royalty Free from Incompatech. Thank you for sharing your talent.   http://inspiredandintentional.com/ https://twitter.com/ToddAReed https://www.facebook.com/Inspired-and-Intentional-1658283491074728/?ref=hl

This episode features part two of a conversation with Barbara Dyer, President and CEO of the Hitachi Foundation, as she discusses the 21st century model of work and the challenges and opportunities that arise from it. Barbara discusses the need to embrace innovation and disruption while not losing the social safety net, and the roles that government, business and workforce play in maintaining that balance. 

This episode features an interview with Barbara Dyer, president and CEO of the Hitachi Foundation as she discusses the mission of the Hitachi Foundation, what it means to be a "good" company in the 21st Century and the lessons for workforce and business. 

A good job is the most important factor in helping people escape poverty. How do some employers create consistently high-quality jobs for even front-line employees, while their competitors offer only middling pay and poor employee satisfaction? This event highlights how companies can invest in their front-line workers to create a better workplace and strong results for customers and shareholders. The event features three companies from the Hitachi Foundation's Pioneer Employers Initiative, which focuses on the business case for investing in front-line workers. This initiative has identified nearly 100 companies that are securing a sustainable competitive advantage through increased productivity, revenues from new market segments, and improved quality of product or service by creating genuine opportunities for employees to thrive in the workplace and move up the economic ladder. This event features Drew Greenblatt (President, Marlin Steel), David Owen (Primary Care Medical Director, South Jordan Health Center), Kelly Wolske (Senior Trainer, Zappos Insights), and moderater Steven Pearlstein (Columnist, The Washington Post ). This event is part of the Working in America series, an ongoing discussion series hosted by the Aspen Institute Economic Opportunities Program that highlights an array of critical issues affecting low- and moderate-income workers in the United States and ideas for improving and expanding economic opportunities for working people. For more information, visit as.pn/workinginamerica. The Economic Opportunities Program advances strategies, policies, and ideas to help low- and moderate-income people thrive in a changing economy. We recognize that race, gender, and place intersect with and intensify the challenge of economic inequality and we address these dynamics by advancing an inclusive vision of economic justice. For over 25 years, EOP has focused on expanding individuals' opportunities to connect to quality work, start businesses, and build economic stability that provides the freedom to pursue opportunity. Learn more at as.pn/eop.

July 3, 2014 - Read the full Forbes article and watch the interview here: http://onforb.es/1jLm9tt. Subscribe to this podcast on iTunes by clicking here: http://bit.ly/ymotwitunes or on Stitcher by clicking here: http://bit.ly/ymotwstitcher. Recently, I profiled the SOURCE partnership among Village Capital, the Hitachi Foundation and Investor’s Circle. SOURCE, Solutions from Our Country’s Entrepreneurs seeks to stimulate social entrepreneurship through a competitive process that provides seed capital to curated and cultivated mission-driven ventures. The first cohort is focused on financial services for low wealth populations and two companies have been chosen. The top two are WiseBanyan, a service to help people begin investing with no fee and as little as $10, and eMoneyPool, a platform to facilitate pooling money to foster savings as an alternative to payday loans. More about Village Capital: Village Capital builds enterprises that solve the world’s most pressing problems through a unique peer investment model. Village Capital recruits enterprises worldwide addressing major problems in energy, agriculture, health, education, and financial services; operates three-month accelerator programs, and invests in companies at the end picked by their peers. Over the past four years, Village Capital has operated 27 accelerator programs, recruited over 400 companies, and invested in over 40 companies. Alumni–91% of which are still in business–have created 6,000 jobs, served 6 million customers. More about WiseBanyan: WiseBanyan is the world’s first free online financial advisor. WiseBanyan recommends, invests, and manages fully-diversified portfolios for clients for free and with no minimums to start. Built on the belief that investing should be a right and not just a privilege, WiseBanyan minimizes fees and helps people start as early as possible. By providing access to high-quality investment expertise to individuals of all levels, WiseBanyan has allowed thousands of clients – many of whom are Millennials – to call themselves investors for the first time. You can sign up for an account in less than 10 minutes starting with just $10, and WiseBanyan takes care of the rest. Baird’s bio: Ross developed the Village Capital concept in 2009, and has led the development of 27 programs worldwide, supporting over 400 entrepreneurs. Before launching Village Capital, he worked with First Light Ventures, a seed fund focused on impact investments. Prior to First Light, Ross worked on the development of four education-related start-up ventures: the Indian School Finance Company in Hyderabad, India, the National College Advising Corps in Chapel Hill, North Carolina, and two ventures using technology to promote civic participation. He has a MPhil from the University of Oxford, where he was a Marshall Scholar, and a BA from the University of Virginia, where he was a Truman Scholar and a Jefferson Scholar.Contact: ross@vilcap.com. Moore’s bio: Herbert is the co-founder & CEO of WiseBanyan. He believes that high quality investment service should be available to individuals of all levels. Prior to WiseBanyan, he was the head trader at Ansbacher Investment Management, a quantitatively focused commodity trading advisor in New York. He has also held positions on the investment team at Azimuth Trust, a fund of hedge funds in New York and at Smith Barney, one of the largest wealth managers in the country. Herbert is passionate about finding ways to bring client focused innovation to the world of personal finance. He holds a Bachelors of Arts in Economics from George Washington University and a Masters of Science in Engineering from Stanford University. He holds the series 65 designation and is a registered investment advisor.

There is value for both the employee and employer in enhancing the skill sets of lower-wage workers. Mark Popovich of the Hitachi Foundation and Jenny Benz of the Associated Press-NORC Center for Public Affairs Research discuss findings of a recent study on this topic and implications for policy and practice.