Podcasts about hofstede

Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.com Are you frustrated that can't break into key groups at work, or unsure how outsiders can access critical “insider” networks to advance your career? Maybe you should stop following the prevailing networking strategies – and start “leveraging your outsider status” instead. In this episode of 97% Effective, host Michael Wenderoth talks to Professor Sven Horak about his research into “informal networks,” an emerging field that looks at how culture and informal institutions impact how we network and build important relationships. We dig into his research in Asia, why Western networking approaches often fail -- and discuss practical strategies that ANY “outsider” should consider if they want to be break through and ascend. Professor Horak's thought provoking insights will upend the notion that trying to integrate is your best approach – and likely accelerate your path, and power, at work.SHOW NOTES:Sven's path from German auto-industry expat in East Asia – to academic in the USGiven his research, what Professor Sven would have advised young Sven to have done differently in KoreaPractical tip: Your entering a new country or cultural environment, what should you do to best prepare?Networking, social skills and cross-cultural connectionThe definition of Informal Networking, and the importance of “effective ties”How networking differs between culturesUnpacking Sven's bold statement: “Forget trying to develop your network – and instead build on your outsider status”Mini-case study: Can an foreign expat build Yongo ties in Korea?The biggest risk of “Reactive” networking strategies“Proactive” networking strategies build on your outsider statusMichael zooms out: Can we apply Sven's findings on what works for “cross cultural” outsiders to ANY outsider that is trying to break in? (Like: women, minorities, Gen Z breaking into older, white male-dominated corporate environments?)The pie chart to understand networksTypes of questions to ask to better understand the informal networkHow seeing through the “network lense” advances our cross-cultural understanding, and will make leaders more effectiveSven's reminder to be careful of generalizing: everything is situational and very context dependentHis latest research related to “murmuration” BIO AND LINKS:Sven Horak is the Zizza Tobin Professor of Management at The Peter J. Tobin College of Business at St. John's University in New York. He works in the area of Global Management, International HRM and Leadership. His research enhances the theoretical and practical understanding on how informality and informal networking influences the practice of Global Management across its various domains. In his work, he explores informal networking practices, helping global managers build and strengthen their diverse connections while enhancing their networking capabilities to become more resourceful in challenging situations.On LinkedIn: https://www.linkedin.com/in/svenhorak/Faculty Page: https://facpub.stjohns.edu/horaksHis Book: Informal Networks in International Business, https://a.co/d/4QeHK9DArticle (Open Access): Informal Networks, Informal Institutions and Social Exclusion in the Workplace, Journal of Business Ethics, https://link.springer.com/article/10.1007/s10551-022-05244-5Article: Explaining the Persistence of Informal Institutions: The Role of Informal Networks, Academy of Management Review, http://dx.doi.org/10.5465/amr.2020.0224Fukuyama's work on Trust and Social Capital: https://www.jstor.org/stable/43199387Hofstede's cultural dimensions theory: https://en.wikipedia.org/wiki/Hofstede%27s_cultural_dimensions_theoryMichael's Award-Winning book, Get Promoted: What Your Really Missing at Work That's Holding You Back https://tinyurl.com/453txk74Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Prezentowanie samo w sobie może być wyzwaniem, może być ekscytujące, a co dopiero jeśli prezentujemy osobom z innych krajów, z innych kultur. Jak wtedy skutecznie przekonywać? Jak wtedy skutecznie ściągać zainteresowanie naszych odbiorców? O tym dzisiaj w rozmowie Moniki Chutnik z Małgorzatą Miętkiewicz.Czego dowiesz się z tego odcinka:Jak kultura wpływa na styl prezentowaniaCzym różni się odbiór prezentacji w USA, Niemczech, Skandynawii i AzjiJak dopasować treść i formę do międzynarodowej publicznościCo mówi Hofstede i Erin Meyer o komunikacji międzykulturowejJak budować autorytet i zaangażowanie w różnych kulturachKiedy stosować humor, storytelling, a kiedy konkretyDlaczego niektóre kultury nie zadają pytań i co z tym zrobićJak podejście do czasu wpływa na długość i strukturę prezentacjiWpis blogowy do tego odcinka znajdziesz na stronie: www.okrokdoprzodu.pl/094Gdy będziesz słuchać tego odcinka, pomyśl o osobie, która też wysłuchałaby go z korzyścią dla siebie lub swojego zespołu i podziel się linkiem do nagrania.Przyjemności ze słuchania życzy Monika Chutnik.Chcesz być na bieżąco? Zapisz się do newslettera: www.okrokdoprzodu.pl/newsletter

In deze aflevering van de Salesbazen podcast bespreken Josef met Renate Hofstede de cruciale rol van persoonlijke ontwikkeling in sales. Renate publiceerde onlangs een boek met de titel De Sales Mindset code.   Ze verkennen in een open gesprek de concepten van mindset, zelfkennis, en de invloed van overtuigingen op verkoopvaardigheden. Daarnaast wordt het belang van een open cultuur binnen sales teams benadrukt, evenals de noodzaak om te leren van fouten en te durven dromen. In deze aflevering reflecteert Josef op de uitdagingen en lessen die hij heeft geleerd in de saleswereld. Hij benadrukt het belang van leren van fouten en het omarmen van nieuwe kansen. Daarnaast bespreekt hij de toekomst van de salescultuur in Nederland, waarbij hij pleit voor een menselijkere benadering en het belang van persoonlijke ontwikkeling en coaching. Persoonlijke ontwikkeling is essentieel voor succes in sales. Een sterke sales mindset begint met zelfkennis. Fouten maken is een kans om te leren en te verbeteren. Dromen en ambitie zijn cruciaal voor salesprofessionals. Cultuur binnen een organisatie beïnvloedt de mindset van verkopers. Een goede salesmanager stimuleert creativiteit en openheid. Sommige klanten passen gewoon niet bij je. Wees tevreden met wat je hebt gegeven. De mens maakt de sales interessant.   Bestel het boek De Sales Mindset code via bol.com: De sales mindset code, Renate Hofstede | 9789461266286 | Boeken | bol

Deze week blikken we terug op Plein Publiek uit januari met schrijver en activist Bregje Hofstede. Ze schreef een autofictie roman over bevallingspijn, seks en een ayahuascatrip. Hofstede onderzoekt in Oersoep het verlangen naar zelfverlies in een onttoverde tijd. Hoe is iets lichamelijks als een bevalling, dan wel een ayuhuascatrip, te vatten in taal? En hoe verhoudt Hofstede zich tot het schrijven van autofictie en persoonlijke non-fictie?Bregje Hofstede (1988) is een veelzijdige en veelgeprezen schrijver en activist. Ze is actief binnen XR en is medeoprichter van feministische actiegroep De Bovengrondse en Stichting Nationaal Heksenmonument.In deze wekelijkse talkshow van De Balie interviewen programmamakers de makers die hen inspireren. Van cabaretiers tot schrijvers en van theatermakers tot kunstenaars.De podcast wordt geïntroduceerd door programmamaker Rokhaya Seck.Zie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.Zie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

On tonight's episode we continue with Part 2 of our series, “ Femininity and Masculinity from a biblical perspective. In Parts 2 we want to see the role of the two within the context of relationships and marriage. I do feel at times, there's a lot of he says, she says, and they say. However, what does the Creator say? What does His word say. Let's talk about… press play to hear more! Meditated scriptures: Colossians 3:12, Ephesians 5:22-27, Genesis 1:26, Genesis 2:20-23. Additional sources: Source 1, “ Diffusion of Concepts of Masculinity and Femininity” https://oxfordre.com/communication/display/10.1093/acrefore/9780190228613.001.0001/acrefore-9780190228613-e-685Source 2, “Hofstede:  Masculinity / Femininity “https://www.andrews.edu/~tidwell/bsad560/HofstedeMasculinity.htmlIf you'd like to support this podcast and our ministry, you're welcome to give via:  CashApp: $JLPNetwork  PayPal: paypal.me/JLPNetwork Website: jlpnetwork.com Want to book a Singles and Relationships Consultation with JLP? Visit the link below. https://jlpnetwork.com/singlehood-and-relationship-consultations/ --- Support this podcast: https://podcasters.spotify.com/pod/show/masteringsinglehood/support

«Les Nuits» - the French title to the second work of the reformed trio of Hofstede, Kloet and Stips. As suggested by the title, a very atmospheric, introspective oeuvre with intense moments of darkness and some upbeat and poppy songs. All in all, one of the most intense recordings in the long career of the band.

Op 10 augustus wordt Hofstede Lust & Last het decor voor een unieke voorstelling van Klapstoel Cabaret. Het evenement, dat Kiki Schippers samen met Tim Kroesen zal opvoeren, belooft een avond vol humor, muziek en spontaniteit te worden. De bekroonde cabaretier en zangeres, die vier sterren ontving van zowel de Volkskrant als Het Parool voor haar bandshow, en de Annie MG Smit prijs won voor het lied "Er spoelen mensen aan", komt naar Sommelsdijk om haar nieuwste creaties te delen. Presentator Danny Rijkels sprak met Kiki over deze voorstelling

De Nederlandse stop op de Ladies European Tour in het golf zit erop. De Tsjechische Jana Melichová pakte de eindzege tijdens de Dutch Ladies Open op de Hilversumsche, nadat ze op de slotdag een grote achterstand op de Zwitserse Kim Métraux wist goed te maken. De beste Nederlandse van het toernooi werd Nikki Hofstede op een gedeelde zeven plaats met zes onder par en met haar blikten we terug op het toernooi. Presentatie: Robert Denneman Foto: Edwin Vermaas

On this episode, guest Angela Tribus Ramos shares her perspective on teaching networking, considering all of the cultural nuances involved in this challenging skill. From reducing anxiety around small talk to Hofstede's cultural dimensions and, yes, our passion for birding

The epidemic of loneliness isn't just a product of technology or even capitalism -- it has its roots in the same fertile ground as the founding of the United States. And it may just be the most important "ism" of all to escape as we enter the Great Unraveling of social and environmental systems.Warning: This podcast occasionally uses spicy language.Sources/Links/Notes:Definition of individualism from the American Psychological AssociationArticle in Opumo magazine - "Super singles: 10 coolest one seater cars"U.S. Surgeon General's 2023 report: Our Epidemic of Loneliness and IsolationBBC Loneliness ExperimentRobert Putnam's classic book - Bowling Alone: The Collapse and Revival of American CommunityCountry comparison tool for exploring Hofstede's Individualism IndexPart 1 of Post Carbon Institute's webinar on mutual aid; Part 2Donna M. Butts and Shannon E. Jarrott, "The Power of Proximity: Co-Locating Childcare and Eldercare Programs," Stanford Social Innovation Review, April 2021Pets for the ElderlyDean Spade's book - Mutual Aid: Building Solidarity During This Crisis (and the Next)History of the free breakfast movement of the Black Panther PartyTeju Ravilochan, "The Blackfoot Wisdom that Inspired Maslow's Hierarchy"City of Knoxville program guide: Neighborhood Emergency Preparedness PlanSupport the Show.

Bregje Hofstede schreef het boek Oersoep. In de openingsscène beschrijft ze op indringende wijze haar bevalling, die ze als een trip heeft ervaren. Toen ze dit ervoer vroeg ze zich af: waarom heb ik hier nog nooit iets over gelezen? In haar werk wil Hofstede authentiek, origineel en eerlijk zijn. Maar als Hofstede haar dagboeken van vroeger terugleest, ziet ze dat ze zichzelf enorm aan het voorliegen was. Nu ze zichzelf voortdurend analyseert, probeert ze dat niet meer te doen. Onze journalistiek steunen? Dat kan het beste met een (digitaal) abonnement op de Volkskrant, daarvoor ga je naar  www.volkskrant.nl/podcastactie Presentatie: Gijs GroentemanMontage: Julia van AlemRedactie: Tamar Bot, Fanny van der Reijt, Corinne van Duin, Julia van AlemEindredactie: Corinne van DuinSee omnystudio.com/listener for privacy information.

Een nieuw jaar is begonnen en dat betekent ook een nieuw seizoen van de WielerFlits Podcast! In 2024 kun je er eveneens op rekenen dat er vrijwel iedere donderdag een verse aflevering in jouw favoriete podcast-app staat. We trappen het jaar af met de veiligheidskwestie in het veldrijden, de komst van RedBull in het wielerpeloton en het plotselinge afscheid van Lennard Hofstede.Maxim, Youri en veldritredacteur Zeger staan uitgebreid stil bij de cross. Daartoe is alle reden, want er gebeurde de afgelopen kerstperiode veel. Zo is het gedrag van het publiek naar de veldrijders toe dagelijks onderwerp van gesprek. Hoe is dit te verbeteren? Eigenlijk trekken onze drie mannen dezelfde ‘simpele' conclusie. Daarnaast passeren ook de ziektegevallen Eli Iserbyt, Shirin van Anrooij en Tom Pidcock de revue; bij die laatste analyseert ons trio zijn winter tot nu toe. En dan was er ook nog Ryan Kamp, die noodgedwongen per 1 januari 2024 individueel verder moet. Het is hoogtijd voor een commercieel Nederlands crossteam, maar is dat haalbaar?Verder sijpelde tussen kerst en de jaarwisseling door dat RedBull een meerderheidsbelang van 51% heeft genomen in het bedrijf van Ralph Denk, de entiteit achter BORA-hansgrohe. De producent van het bekende Oostenrijkse energiedrankje is geen onbekende in de sport, maar stapt nu serieus in. Volgens insiders is dat een game changer.Tot slot kwam op oudjaarsdag het verrassende nieuws dat Lennard Hofstede zijn carrière per direct had beëindigd. Een beslissing die pas later in december tot stand kwam, zo blijkt. Hij was voorzien voor de Tour Down Under, waar hij inmiddels is vervangen. Het lijkt erop dat dit ook voor het verdere seizoen staat te gebeuren. Dat en meer in een nieuwe WielerFlits Podcast!

I denne episode dykker Jette Ditlev og jeg ned i en nørdet samtale om Hofstedes kulturdimensioner. Når mennesker er meget forskellige, kan vi nemt tale forbi hinanden. Det kan være forskellige personlighedstyper, men det kan også være forskellige kulturette baggrunde. I denne episode taler vi om, hvad kultur betyder for vores måde at netværke på, og hvor vi kan komme i klemme, når vi netværker på tværs af landegrænser.

Episode 08: Horror of East Asia This episode was recorded on August 26, 2023 and posted on October 7, 2023. Content Warning: Light vulgarity. Introduction Welcome to No Bodies Episode 8 Introductions to your Ghosts Hosts with the Most - Lonely of Lonely Horror Club and Projectile Varmint aka Suzie of Horror Movie Weekly Introductions to our guest - Kelvin from @hk_movieaddict on Instagram Today's Topic: Horror of East Asia Discussion of East Asian Horror History of horror in East Asia & our experiences with East Asian horror Representation gap of Asian cultures in film Why is extreme horror concentrated in East Asia? Defining themes of East Asian horror including extreme body horror, vengeance, American remakes, family dynamics, and folk religion.  Kelvin's favorite folklore & urban legends from Hong Kong - the Long Braid Lady, Yau Ma Tei Station, and the Speed Camera Worst & Best Representations of East Asian Horror Spoilers ahead! Worst Sadako vs. Kayako (2016) - Suzie & Kelvin Re/Member (2022) - Lonely Best House (1977) - Suzie The Imp (1981) - Kelvin Ringu (1998) - Kelvin Train to Busan (2016) - Lonely  The Medium (2021) - Lonely  Suzie's Deep Cuts  Includes films with under 5k ratings on IMDB.  Tomie (1998) Uzumaki (2000) Marebito (2004) Carved-Slit Mouth Woman (2007) White: The Melody of the Curse (2011) Eerie (2018) Detention (series) (2020) Thank you to our guest!  Check out Kelvin on Instagram @hk_movieaddict! Keep Up with Your Hosts Check out our instagram antics and drop a follow @nobodieshorrorpodcast.  Projectile Varmint - catch Suzie on Horror Movie Weekly with our dear friends Jay of the Dead, Mister Waston, and Channy Dreadful. Suzie also runs the HMW Instagram @ horrormovieweekly.  Lonely - read more from Lonely and keep up with her filmstagram chaos @lonelyhorrorclub on Instagram and www.lonelyhorrorclub.com.  Lonely's 10 Top Religious Horror Films on The Horror Countdown Podcast with Don Anelli Original No Bodies Theme music by Jacob Pini. Need music? Find Jacob on Instagram at @jacob.pini for rates and tell him No Bodies sent you!  Leave us a message at (617) 431-4322‬ and we just might answer you on the show! Sources & Additional Reading Asia Society. (2023). East Asia. https://asiasociety.org/countries-regions/east-asia#:~:text=East%20Asia%20includes%20China%2C%20Hong,territories%20can%20be%20found%20below Malfanksin. (2021, March 21). Iceberg of Disturbing Movies (from top to bottom). IMDb. https://www.imdb.com/list/ls088541907/ Naing, L. (2022, July 18). Asianization of Hollywood: From stereotypes to diversity. Spheres of Influence. https://spheresofinfluence.ca/asianization-of-hollywood-from-stereotypes-to-diversity/ Nickerson, C. (2023, February 8). Hofstede's Cultural Dimensions Theory & Examples. Simply Psychology. https://www.simplypsychology.org/hofstedes-cultural-dimensions-theory.html#:~:text=Hofstede's%20Cultural%20Dimensions%20Theory%2C%20developed,vs.%20long%2Dterm%20orientation. Poh, E. (2020, October 2). Lurking in the shadows of the Asian psyche - what makes Asian horror so terrifying?. Sinema.SG. https://www.sinema.sg/2020/10/02/how-asian-horror-scares/ Richards, J. (2019). Libguides: Portrayals of Asians in film and television: Get started. Get Started - Portrayals of Asians in Film and Television - LibGuides at Ithaca College. https://libguides.ithaca.edu/asianfilm Townsend, K., Gilbert, S., Sims, D., & Cruz, L. (2021, November 11). You won't regret rewatching “The ring.” The Atlantic. https://www.theatlantic.com/podcasts/archive/2021/11/ring-modern-horror-classic/620620/ Zhang, C., Lu, Y., & Sheng, H. (2021, November 8). Exploring Chinese folk religion: Popularity, diffuseness, and diversities. https://doi.org/10.1177/2057150X2110426

Die Karriere von Luise Müller-Hofstede ist so nicht-linear, wie man sie sich nur vorstellen kann: Kinderschauspielerin, Model, Kunstgeschichte in Italien, Reisejournalismus, eigene Kommunikationsagentur, Blockchain, Nachhaltigkeit, Catena-X. Lange Zeit hat sie einige der Stationen nicht gerade ins Rampenlicht gestellt. Heute schaut sie selbstbewusst auf ihren Werdegang. Im Gespräch mit Yannick und Pascal spricht Luise über das Zusammenspiel aus Glück und harter Arbeit, wie ihre Stationen im Kindesalter ihr Berufsleben geprägt haben und erklärt, warum sie positiv auf die Bewältigung des Klimawandels schaut. Hinweis: Die im Podcast getätigten Aussagen spiegeln die Privatmeinung der Gesprächspartner wider und entsprechen nicht zwingend den Darstellungen des jeweiligen Arbeitgebers.

In this webinar, Pranav and Gayatri explore what workplace toxicity looks and feels like, discuss what gives rise to workplace toxicity culturally and systemically, and share their views on how one can heal and empower themselves from the ill effects of toxic behavior. Learn about:- Hofstede cultural comparison- Individual toxicity v/s cultural toxicity- How do we identify toxicity- How to deal with bullies in work situations- What can we do for awareness- How do we deal with it now that we have the awareness- Systemic Organizational Intervention Our upcoming programsCoaching Foundation: https://coacharya.com/event/coaching-foundation-prakash-aug/Coacharya Coach Supervisor Program: https://coacharya.com/event/coacharya-coach-supervisor-program/Advanced Coaching: https://coacharya.com/event/advanced-coaching-cindy-aug/Coaching Foundation: https://coacharya.com/event/coaching-foundation-ujjaval-smita/ Join our Coaching Community: https://coachnook.com/feedThis episode was recorded on 9 August 2023, as part of the Future of Coaching seriesYou can see the recording on our YouTube channel.  If you like this episode, please subscribe to our podcast and connect with us on the links below.  Thank you for your support!Contact Us https://coacharya.com/contactWebsite https://coacharya.comWebinars https://coacharya.com/events/LinkedIn https://www.linkedin.com/company/coacharyaYouTube https://youtube.com/c/coacharyaFacebook https://www.facebook.com/CoacharyaTwitter https://twitter.com/coacharyaInstagram https://www.instagram.com/coacharya 

Onze salesbaas van vandaag helpt salesmensen af van beperkende overtuigingen. Vaak missen wij als verkoper zelf het enthousiasme om ons verhaal overtuigend te brengen. Onze volgende gast geeft training aan accountmanagers en hun leidinggevenden, maar begon zelf als fieldmarketeer voor een organisatie in Australie als backpacker. We hebben het over zelfkennis, structuur en groeien op je eigen niveau. En vandaag doe ik een rollenspel met haar. Daarin laat ze zien hoe ze mij zou coachen als ik een verkoper was van Microsoft. Ze ontwikkelde haar eigen visie en helpt met haar programma Sterk in Sales organisaties grip te krijgen op salesresultaten. Onze gast: (99+) Renate Hofstede-Riezebos | LinkedIn Onze host: (99+) Josef Stevens | LinkedIn Whatsapp Salesbazen Community 0687608311 Redactie: josef.stevens@salesbazen.com Onze adverteerders: Mediabureau Druktemaker: www.druktemaker.nl Adverteren? Bel met 0687608311    

Gast: Rokus Hofstede, literair vertaler. Robert van Altena spreekt met Rokus Hofstede over de schilderslevens van de Franse schrijver Pierre Michon.* "Waarom zou je personages moeten verzinnen? Er zijn zoveel mensen die zijn gestorven die wachten op wederopstanding, die wachten op een levensbeschrijving." Rokus Hofstede: “Namen opduiken uit het archief, met een geboortedatum en een sterfdatum en daar dan een leven bij verzinnen dat is heel kort gezegd wel de werkwijze van Michon. Hij zegt ook: Waarom zou je personages moeten verzinnen? Er zijn zoveel mensen die zijn gestorven die wachten op wederopstanding, die wachten op een levensbeschrijving. Hij noemt dan zelfs het beroemde scheermes van Ockham: Je moet het aantal entiteiten niet nodeloos vermeerderen. Dat is natuurlijk een soort boutade maar hij zegt al die mensen die anoniem en vergeefs gestorven zijn, zij wachten misschien op een verhaal, zij wachten er misschien op dat hun verhaal wordt verteld. Dus hij heeft een soort mededogen voor de naamlozen uit de geschiedenis. Met die blik kijkt hij ook naar de beroemde namen, de halfgoden, de heiligen, de kunstenaars die vaak gemythologiseerd worden tot halfgoden en heiligen, en hij ziet hen ook als de naamlozen die ze ooit waren of die ze hadden kunnen blijven als het anders was gelopen, als ze niet boven zichzelf waren uitgegroeid in hun werk.” Pierre Michon schreef novelles over een herdersjongen die knecht wordt van Claude Lorrain — 'De koning van het woud'. Over een jonge nog onbekende Francesco Goya die 'in mei van het jaar 1778 […] keek naar wat hij nooit zou kunnen schilderen en wat hij om die reden voortaan schilderen moest' — 'God voleindigt niet'. Over een vermeend historisch meesterwerk van de schilder François Élie Corentin. Lezers van Michon zochten in het Louvre tevergeefs naar het schilderij, ze kenden het echter al in zijn enige gedaante, de schildering in woorden van Michon  —'De Elf'. Over Joseph Roulin alias 'de postbode', een geliefd model van Vincent van Gogh — 'Leven van Joseph Roulin'. Over de schilder Jean Antoine Watteau, waarin vleselijke lust als bron van scheppingskracht van de kunstenaar wordt gepresenteerd. De schilder zet,  in de verbeelding van Michon, zijn seksuele uitspattingen om in een pornografisch œuvre, een œuvre dat vernietigd wordt, wellicht vernietigd moet worden om parallel te blijven lopen met het leven van de schilder —'Vermaken wil ik mij'. En tot slot over Lorentino d'Angelo een leerling van Piero della Francesca. Lorentino die anders dan Corentin werkelijk heeft bestaan, een bestaan waarvan we op de hoogte zijn omdat Giorgio Vasari hem een plek geeft in zijn levensbeschrijving van Piero, niet om zijnentwil maar als teken. Piero verhoudt zich in die beschrijving tot Lorentino als het gekleurd object in een schilderij dat in de schaduwpartijen zijn complementair bij zich draagt. Michon licht Lorentino voor even liefdevol op uit die schaduw in —'Heb vertrouwen in dit teken'. *DEZE ZOMER WEKELIJKS EEN KEUZE UIT HET SPRINGVOSSEN ARCHIEF. DIT GESPREK WERD VOOR HET EERST UITGEZONDEN OP 7 OKTOBER 2019. De schilderslevens van Pierre Michon in de vertalingen van Rokus Hofstede zijn verschenen in : * Pierre Michon, 'De koning van het woud' (Perlouses, 2002) **Pierre Michon, 'Meesters en knechten. Het leven van Joseph Roulin' (Van Oorschot, 1996) ***Pierre Michon, 'De elf' (Van Oorschot, 2011) SPRINGVOSSEN 
redactie + presentatie: Robert van Altena
 contact: springvossen[at]gmail.com www.instagram.com/springvossen 
www.facebook.com/springvossen
 www.amsterdamfm.nl/onderwerp/springvossen Voor een speellijst met de Springvossen uitzendingen: www.soundcloud.com/amsterdamfm2/sets/springvossen

"The most secure way to success is to simply try again." This insightful advice from Tobi's Fortune Cookie perfectly captures the spirit of our latest episode. Join us as we embark on an exciting exploration of the intersection between culture and creativity, delving into the contrasting worlds of the East and the West. In this episode, we are thrilled to talk to John Lam, a seasoned Design Strategist, Culture Analyst, and juror of the iF Design Award, who has worked in both German and Chinese organizations. With his firsthand experience, John provides invaluable insights into how culture influences creativity. We'll dive into Hofstede's cultural dimensions theory, shedding light on how it directly relates to creativity.What to expect from this episode:· Can creative achievements be evaluated objectively at all?· How do culture and creativity intertwine?· What are the contrasting definitions of creativity in Western and Eastern cultures?· What alternative uses are there for chopsticks?· How is creativity nurtured and expressed in Chinese corporate contexts?We look forward to hearing about your experiences and opinions. Feel free to leave a comment or connect with us directly on LinkedIn.

Alfabetweterwoorden (Snijders) Ronald Snijders 1'31 Spotify Dankzij de dijken (F. de Jonge/H. Hofstede, R.J. Stips, R. Kloet) Freek de Jonge en De Nits 3'20 Van de cd Frits COL 478605-2 De stilte van het land (Vanuytsel) Zjef Vanuytsel 2'41 Van de cd Het beste van Universal 534 9952 Sjiethoezer (Hogenkamp/Didden) Marc Didden 2'00 Spotify Moeder is wat suffig (W. Hogenkamp, R. Roeleveld) Wim Hogenkamp 3'12 Van de LP Punt uit Ariola 203351 Cheese (J. Broussolle/H. Giraud/B. Rowold) Jenny Arean 2'20 Van de LP Jenny Philips 855 068 XPY Eule beule bolletje (Jac. Van Hattum) Ina van Faassen 3'08 Eigen opname Ode aan de coach (M. Kool/André Pouwer) Madelijne Kool 3'02 Spotify Ik kan het ook alleen (Dort) Lonneke Dort 3'17 Spotify Barbecue (Luif) Marjan Luif en Loes Luca 3'02 van de cd Een goed gesprek deel 2 VPRO EW 278 Bezorgd (Zwaving) Eva Zwaving 3'10 Eigen opname In je hoofd een wervelwind (M. Legrand/Alan en Marylin Bergman, Famke Sinninghe) Hans Vroomans piano, Sjors van der Panne zang 4'02 Van de cd bij het boekje De seizoenen van Legrand door Famke Sinninghe Damsté) Eigen beheer Je moet weten dat ik op je wacht (M. Legrand/Jacques Demy, Norman Gimble, Famke Sinninghe Damsté) Maurits Fondse piano, Britta Maria, zang 3'16 Van de cd bij het boekje De seizoenen van Legrand door Famke Sinninghe Damsté) Eigen beheer. De optocht (I. de Wijs/M Fondse) Britta Maria & Maurits Fondse 3'55 van de cd De Omweg Eigen beheer Magistraal (Rot) Jan Rot 3'11 Van de Lp Magistraal Okapi 2018-1 Ik heb de woorden niet (Van Merwijk) Jeroen van Merwijk 2'35 Van de cd Zelfportret met elektrische gitaar HG 281098

Want to know how to be a better leader, without having to change anything about yourself? Before you listen to this, make sure and take the quiz and buckle up for some free personalized leadership coaching. In this week's episode, we talk through the 5 different People Leader Archetypes as well as the components of our personalities that contribute to your type. Learn the elements of decision making and culture preferences that go into identifying your type, the importance of understanding who you are as a leader in making decisions in your business. In management, we have to be prepared for anything, so reacting thoughtfully and intentionally is based solely on knowing your tendencies as a leader and how they affect other people, and your business's bottom line. "Every decision you make in your business will either cost you money, or make you money."Take the quiz: https://www.the-paradigm.com/quizTopics mentioned: Hofstede's Theory of Culture https://corporatefinanceinstitute.com/resources/management/hofstedes-cultural-dimensions-theory/

“Sorgusuz sualsiz bütün kabuller bir yerde bizi mutsuz etmeye başlıyor.” Bu bölümde konuğum Kellerin Savaşı podcast'inden pek çok kişinin tanıdığı, takım ve yönetici koçluğu yapan, Aikido, Wing-Tsun, Escrima, Muay-Thai, Brazilian Jiu-Jitsu vb. savaş sanatları alanlarında uzmanlaşan ve eğitmenlik yapan, aynı zamanda yüksek lisans tezini "Çağdaş işletmelerde savaş sanatları" konusunda yazan Onur Uğur. Onur ile savaş sanatları ve iş hayatının benzerliklerini ve savaş sanatlarından iş hayatına dair neler öğrenebileceğimizi konuştuk. Oldukça ilham verici bir bölüm oldu. Yorumlarınızı bekliyoruz! Bölüm akışı: (00:00) Giriş (4:17) Onur savaş sanatlarına nasıl merak saldı? (5:14) Aikido dan seviyeleri ve anlamları  (6:26) Kalaripayattu - vikipedia açıklaması  (7:37) Savaş sanatları ile ilgilenen kişiler nasıl oluyor da oldukça sakin ve dingin gözüküyorlar (11:26) Şirketler ve çalışanlar savaş sanatlarını nasıl katabilir (11:47) Kongo Gumi dünyanın en eski şirketi (14:37) Casio ve Seiko rekabeti bize ne anlatıyor? (17:52) Savaş sanatlarını kariyer planlarken nasıl kullanabilirim? (20:37) Çatışma çözümü kökeni Türkçe'ye hatalı geçiyor (22:43) Şarkı arası: Evelator Man - Peprise (24:07) Toplumca değersizlik hissine ya da olayları fazla şahsi alma durumuna savaş sanatları nasıl bakıyor? (26:57) Onur, geleceğin yetkinliklerinden hangilerin odaklanıyor (28:42) Jill çorapları reklamı (31:21) Kamae: Kendine yakınlaştırmayacak duruş (33:17) Mentorluk ve Sensei  (38:17) İş hayatında olaylar bazen senle alakalı değil kabulu üzerine (41:17) Hofstede'nin Kültürel boyutları (43:10) Nintendo Wii ve Playstation rekabeti (45:27) Metrobüs sıkışıklığı anlaşılmadı (47:37) Farklı kültürlerle çalışma becerisi için savaş sanatları (50:12) Bu bölümü dinleyenler savaş sanatlarından hangi yöntemi öğrenerek ayrılsınlar? --- Send in a voice message: https://podcasters.spotify.com/pod/show/meraklistesi/message

What is behind political Left vs Right cultural divide in America? Why do some people become convinced by conspiracies? Why do some march in Black Lives Matter protests while others fly Blue Lives Matter flags in their yards? Have you ever visited a foreign country and been completely shocked at how different the cultural values and behaviors were?  In this two-part miniseries, we'll explore how culture acts as software for our minds, shaping our perceptions of reality, and programming our values and behaviors. We'll compare cultural values on the macro-national level, as well as look at how local cultures and sub-cultures like church communities develop unique values and attempt to interface with the larger cultural values of their nation. Are there American cultural values that are at odds with the values of Jesus' “Kingdom of God” culture?  How would we even see that if our culture shapes our perceptions of reality? To attempt to answer these questions, we'll be using the groundbreaking research of the 20th-century Dutch social psychologist Geert Hofstede. Hofstede's initial research into the four dimensions of culture will be an absolutely transformative tool for helping you understand the world, your own upbringing, church community or religious experiences, and the divisive cultural moment we are living in. This episode was originally aired in December of 2020 and is one of the essential series in the Deep Talks catalog.   To download the free PDF resource for this episode: https://www.patreon.com/posts/mind-software-82352147?utm_medium=clipboard_copy&utm_source=copyLink&utm_campaign=postshare_creator&utm_content=join_link   ______________________ If you find this podcast helpful and want to see it continue ad-free, would you consider becoming a supporter on Patreon? You're not only supporting this podcast, but you are also supporting my free Substack page and YouTube channel. We need 200 patrons to ensure that my work can continue in 2023.  https://www.patreon.com/deeptalkstheologypodcast To subscribe to my Substack for essays and articles: https://paulanleitner.substack.com/  

Raves, poker nights and Marvel movies – no costs or effort were spared in this final episode on CSR to raise awareness about one of the most pervasive manifestations of discrimination: accentism. In the presence of experts, we uncover what is hidden beneath the surface, and just when we thought we would never judge someone based on the sound waves they produce, we dare(d) ourselves and you to eat the pudding…   Long Notes: More information, a full transcript and academic references on wordsandactions.blog. We start episode 28 by critically reflecting on anti-discrimination efforts in the workplace, which, unless they change the organisational culture, all too often do not have the desired or even an adverse effect. We then move on to the notion of intersectionality, which linguist and writer Kat Gupta has likened to a deck of cards. The fascinating finding that feelings of non-belonging are neurologically similar to physical pain is reported here: Eisenberger, N. I. (2012). The pain of social disconnection: examining the shared neural underpinnings of physical and social pain. Nature Reviews Neuroscience, 13(6), 421-434. Moving on to the language aspect of workplace discrimination, Bernard entions Erin Carrie's  and Rob Drummond's Accentism Project, which, among other things, is a real treasure trove of testimonials.   For a light touch, we look at how film characters are stereotyped through their accents - who could forget Babs and Rocky from Chicken Run? In another corner of the cinematic universe, the villain with a British Received Pronunciation accent is so common that he has sparked parodies in advertising. In real life, however, this particular accent is nearly extinct: Lindsey, G. (2019). English after RP: Standard British pronunciation today. Springer. Linguistic stereotyping and accentism can have harsh consequences, for how competent someone is perceived to be to how much investor money they can attract or the severity of court sentence Our second guest, Annelise Ly, mentions the metaphor of culture as an onion with layers. This idea goes back to Geert Hofstede's work on national cultures in the workplace: Hofstede, G. (1980). Culture's Consequences: International differences in work-related values. London: Sage. While still influential, Hofstede's work has been the subject of much criticism, and other metaphors have been proposed: Fang, T. (2005). From “onion” to “ocean”: Paradox and change in national cultures. International Studies of Management & Organization, 35(4), 71-90. In the final part of the episode, we use Mats Deutschmann's RAVE resource to test our own stereotypes around accents. Mats and his colleague Anders Steinvall have written about how to use the resource to counter prejudice:  Deutschmann, M., & Steinvall, A. (2020). Combatting linguistic stereotyping and prejudice by evoking stereotypes. Open Linguistics, 6(1), 651-671. We encourage you to give it a go yourself, it's quite an eye-opener.

In our last episode, we began our journey of surveying the landscape of culture giving us some useful background on how we might understand this dizzyingly complex topic. And, today we wanted to focus a bit more onto some of the specific ways that these culture values manifest themselves and their impact on Gospel communication.Today we'll be speaking with George & Marcy Romeos. George & Marcy are long-time missions partners of our church having served for over 30 years in Greece with the missions organization AMG International. Today they serve in numerous ministries in the country including church planting, sports ministry, and refugee outreach. Hofstede's 6 Dimensions of Culture: https://hi.hofstede-insights.com/national-cultureCheck out George & Marcy's missions organization, AMG International at https://www.amginternational.org/Go! Podcast is a part of Liberty Bible Church Global ministry. Visit our website at www.findliberty.net.

Aus dem aktuellen „Pathway Report“ der E-Autohersteller Polestar und Rivian geht hervor, dass die Automobilbranche den maximal vorgesehenen Temperaturanstieg von 1,5 Grad um beachtliche 75 Prozent überschreiten, wenn sie so weitermacht wie bisher. Zwar sind die Tage des Verbrennermotors gezählt, und die Zukunft fährt elektrisch. Aus dem Bericht geht auch hervor, dass ein Umstieg auf Elektroautos nicht ausreichen wird. Man darf nicht vergessen, dass sich bei E-Autos der größte Teil des CO2-Fußabdrucks in die Lieferkette verschiebt. Wenn man also wie Polestar klimaneutrale Mobilität vorantreiben will, muss man sich damit auseinandersetzen, wie erneuerbare Energien ausgebaut und auch die Lieferketten nachhaltig gemacht werden können. Wie also können Abbau, Verarbeitung und Transport der Rohstoffe reguliert werden? Und wie werden diese Lieferketten transparent? Das diskutieren in dieser Podcast-Folge, die als Live-Podcast am 16. März 2023 im Polestar Store in der Wiener Innenstadt aufgenommen wurde, folgende hochkarätigen Gäst:innen: - Luise Müller-Hofstede von Circulor - einem Unternehmen, dass sich mit Lieferketten-Tracking mit Hilfe von Künstlicher Intelligenz und Blockchain beschäftigt - Anna Leitner, Lieferkettenexpertin bei der NGO Global2000 - Univ.-Prof. Dr. Peter Moser, neuer Rektor der Montanuniversität Leoben Wenn dir diese Folge gefallen hat, lass uns doch vier, fünf Sterne als Bewertung da und folge dem Podcast auf Spotify, Apple Music und Co. Für Anregungen, Kritik, Feedback oder Wünsche zu künftigen Gästen schick uns jederzeit gerne eine Mail an feedback@trendingtopics.at.

Watch this episode on Youtube Episode description What is the first thing that comes to mind when discussing Italy? Amazing food, art, culture, fast cars, the pope, Romans, and so much more. Italy is a country with an impressive history, and this has made its people very unique. You might know some second-generation Italians, but do you know the real native Italian? In this podcast episode, I speak with native Italian intercultural trainer and consultant Maura di Mauro about working with Italians. We dive deeper into the Italian culture and mentality and what makes hiring, working with or having Italians in your remote team can bring value to your business or your workday. About the guest Maura di Mauro is a passionate Intercultural, Diversity & Inclusion and Sustainability Trainer and Consultant. She is a GDEIB Assessor and Practitioner and one of the Intercultural Cities Network's expert consultants.  She is a lecturer of Intercultural Management at Università Cattolica del Sacro Cuore and several other universities, with Bachelor, Master and PhD courses.  She is involved in international research activity on topics of her interests; and in teachers' intercultural training programs for embracing intercultural educational practices and for the internationalisation of higher education.  She enjoys working in international and multicultural environments, supporting people and organisations to develop their intercultural and global sustainable leadership skills, and co-design customised DEI Strategies to create visible changes. She also enjoys putting her creativity into developing customised training programs, together with didactical activities and tools, such as games, videos, and MOOCs.  She loves today's possibility of working hybrid; however, she still believes in the power of experiential in-person training groups activity, where "real" intercultural encounters can take place.  She is the co-author of the book "Feeling Italian" and co-leader of the project with the same title. The book was written based on an international photo contest about what it means to feel like Italians today in a global world; based on the book, training programs aimed at developing intercultural and global skills were further developed, together with the didact video "Feeling Italian. Citizens in a multicultural society". She deeply believes that a strong theoretical framework, research and a continuous learning approach can make a difference in the field. This is one of the reasons why she wrote several publications between books, articles, research reports and training toolkits on intercultural training and diversity and inclusion.  She uses Italian, English and Spanish as working languages. Nowadays, she lives in Milan, Italy, the city she considers an international hub. For educational and work reasons, she has lived in the Netherlands, the UK, Spain, Malta, Kuwait, USA. Find Maura on Facebook, Twitter or LinkedIn.

Episode 67 (Recorded 11/18/2022) brings you the story of soccer analyst, Katie Goodman. Born in San Antonio, Texas, Katie began her experience in the world of soccer at the age of 4 and played at Mississippi State. After graduating from college, she highlighted her journey in different phases and challenges before pivoting into the media industry. We also covered our predictions about the US Men's National Team group & Human Rights issues in the 2022 World Cup. Intro & SFAC Recap (0:00) Life of Katie (15:20) Mississippi State & Life After College (27:50) Good Questions are Really Important (44:35) Yoga (51:10) Working in Media as Woman (57:20) USMNT in Qatar 2022 (1:20:45) Struggle to Translate Potential in the Field (1:38:50) Human Rights Problems & Hofstede's Model (1:52:21) Activism Against the WC in Qatar (2:08:01) Reflection (2:18:45) Links & Socials: Katie IG: imkatiegoodman Katie Twitter: imkatiegoodman https://www.otraxfavor.com/contact-us (Fan Segment Form) https://hi.hofstede-insights.com/national-culture (Hofstede's Cultural Dimensions Theory) --- Send in a voice message: https://anchor.fm/otraxfavor/message Support this podcast: https://anchor.fm/otraxfavor/support

Joseph Shaules and Yvonne van der Pol explore why it can be so hard to talk about culture and measure cultural difference. They discuss three ways of looking at culture . . . as being, doing, and seeing. They discuss “classic” research into cultural difference (e.g. Hofstede) and argue that brain-mind sciences are shedding new light on cultural difference and can help us make better sense of our intercultural experiences. 

Meet Lena, Who left her life in Moscow to wander the world after a speed dating session. OK, it didn't quite happen like that but... she decided to move to London to start a master and after that realized she needed an international environment and went on to find a job in the Netherlands. In this episode, we discuss culture and cross-culture communications. Lena explains how she picked up parts of the dutch culture and traditions but also shared her own culture with her close ones there, and how to prepare for culture gaps! Before moving to a  new country, check the Hofstede insights to know where yo u will have the biggest gaps. her recommendations for The Hague - Patagonia beach club for a casual drink https://patagoniabeach.nl/  - Millers for foo d - Go for a walk in the nearby forest to ressource and ground yourself And her expat song:

Drafting is a behavior in bird-flock-like systems where one agent rides the slipstream of another in a way that delivers a collectivizable benefit, us... https://www.ribbonfarm.com/2022/08/10/narrative-slipstream-effects/ Hofstede’s cultural dimensions modelturnpike theoryPierre Kabambawtf happened in 1971antiflockdivergences

Making Agile work for your Organizations | Balesh Raghurajan | #TGV246“…the agile movement in software is part of a larger movement towards more humane and dynamic workplaces in the 21st century.”~Rowan BunningTune into #TGV246 to get clarity on the above topic. Here are the timestamp-based pointers from Balesh Raghurajan's conversation with Naveen Samala0:00:00 INTRODUCTION AND CONTEXT SETTING 0:02:30 Balesh PROFESSIONAL JOURNEY AND THE TOP 3 THINGS THAT HELPED IN His SUCCESS0:07:15 How to make Agile work?0:11:45 How to transform life by following our hearts?0:15:20 Gone are the days where you don't have to code after reaching a manager position…from that perspective, what is the role of a manager in an Agile team0:20:50 How not to manage Agile teams?0:24:30 Irrespective of how well we create RACI matrices in our organizations, still there is some element of the blame game that comes into the picture. How do we deal with the ownership aspect in a structured way?0:27:30 About his company - Effilor - what do they do and how are they helping clients?0:30:00 Toughest lessons learned as an entrepreneur0:33:00 WITTY ANSWERS TO THE RAPID-FIRE QUESTIONS0:39:00 ONE PIECE OF ADVICE TO THOSE ASPIRING TO MAKE BIG IN THEIR CAREERS 0:43:00 TRIVIA ABOUT Dynamic System Development Method (DSDM) ABOUT THE GUEST(In his words):I help transform how people work and how leaders lead. Since the pandemic, I've helped various organizations and leaders with org design, KPIs, building a solution mindset, creating a culture of agility, streamlining product development, inculcating curiosity, transforming leaders to manage remote/hybrid teams, reframing roles & designations, and much more.I'm also a certified Blue Ocean Strategy Consultant and Semco Style Consultant. Hofstede's book on cultural dimensions is my "operating manual"

This episode is sponsored by Tonic.ai – where your data is modeled from your production data to help you tell an identical story in your testing environments. [00:01 - 05:08] Opening Segment Need to generate fake data that looks, acts, and behaves like production data for your test environments? Check out Tonic.ai!Head over to https://www.tonic.ai/ and sign up today for a free two weeks trial sandbox!Dagna talks about experiencing a plateau in her career as a software engineerRealizing the lack of support networksHow this led her to set up her own coaching business[05:09 - 11:26] How Cultural Upbringing Affects Work PerformanceWhat Dagna is doing to help immigrants like her fit into their American workplaceUsing the Hofstede model to understand the cultureCultural differences in the US and other countriesIndividualism and collectivismLong-term orientation and short-term orientation[11:27 - 26:14] Engineering Mindset for SuccessCoaching clients on career advancement and finding fulfillmentThe importance of mindsetCommon limiting beliefs engineers have and overcoming themBeing your own advocate, your work does not speak for itselfCreating a safe space for feedbackThe feedback Dagna received from her superior and how it changed how she was writing codeKnowing when to move onThe state of the US and European job market[26:15 - 29:54] Closing SegmentDagna's advice: Don't take code reviews and feedback personallyKnow more about the process Dagna uses to take her clients' careers to the next level at https://www.themindfuldev.com/podcastFinal wordsTweetable Quotes“How you think is how you act.” - Dagna Bieda“What you really have to do is market yourself. You have to talk about your achievements and accomplishments and not expect everybody in the company to just know what it is that you're doing.” - Dagna Bieda“It's very important to understand how what you're doing fits into the business as a whole, the business that you're working for, and how to communicate about it.” - Dagna BiedaResources Mentionedhttps://www.tonic.ai/ - Sign up now for a two-week free trial!The Culture Map by Erin Meyer - https://erinmeyer.com/books/the-culture-map/Dagna's WebsiteConnect with Dagna by following her on LinkedIn. Go to theMindfuldev.com and theMindfulDev.com/podcast to learn more about her coaching business.Let's Connect! You can connect with me, Dr.  McKayla on Instagram, Twitter and Youtube to look into engineering software, and learn from experienced developers and thought leaders from around the world about how they develop software!LEAVE A REVIEW + help someone who wants to know more about the engineering software world. Your ratings and reviews help get the podcast in front of new listeners. _______Transcription[00:00:00] Dr. McKayla: Hello, and welcome to the Software Engineering Unlocked podcast. I'm your host, Dr. McKayla. And today I have the pleasure to talk to Dagna Bieda. She's a software engineer turned career coach for software engineers. She's been coding for over 10 years and has been a coach or has been coaching for the past two-plus years.[00:00:24] Dr. McKayla: And today I will learn everything around how to get a job, how to be successful as a software engineer, and how to advance your career. But before I start, let me introduce you to an amazing startup that's sponsoring today's episode, Tonic.ai, the fake data company. So what does Tonic.ai do? I'm sure you know how complex and cumbersome it is to create quality test data.[00:00:51] Dr. McKayla: It's a never-ending chore that eats into valuable engineering resources. Random data doesn't do it and production data is neither safe nor legal for developers to use. What if you could mimic your entire production database to create a realistic dataset with zero sensitive data? That sounds amazing, right? [00:01:10] Dr. McKayla: Tonic.ai does exactly that. With Tonic.ai, you can generate fake data that looks, acts, and behaves like production data because it's made from production. Yet, Tonic.ai guarantees privacy so your data sets are safe to share with developers, QA, data scientists, heck, even distributed teams around the world. Visit Tonic.ai to sign up today or click the link in the show notes to get a free two weeks trial sandbox.[00:01:38] Dr. McKayla: Well, Dagna, I'm, I'm so excited to learn everything that, you know, you have been through. in your career as a software engineer and how you actually help software engineers get the most out of their career. So can you tell me a little bit, how did you go about to this shift from, you know, being a software engineer, yourself to being a full-time career coach for software engineers? Why did that happen and how?[00:02:03] Dagna Bieda: Absolutely. And first of all, thanks so much for having me on your show, McKayla. Essentially, you know, in my own career, I have seen some incredible accelerated progression in my own career. When I started programming, I went from a junior engineer to a senior engineer fairly quickly.[00:02:22] Dagna Bieda: It happened in less than three years, which, it takes a lot more for a lot of engineers in our industry. And it was all because of the people that were in my corner that supported me, that mentored me. And because I was very relentless about asking them for feedback to tell me how I can improve, how I can do better.[00:02:44] Dagna Bieda: And as I kind of like, went up in my career in my senior engineering role, what happened is I experienced this plateau, you could say. And I recognized, later on, you know, in hindsight that I was just working really hard on the wrong things, but I didn't have that kind of support that I needed that would have showed me like, Hey, Dagna, what you're focusing on is not going to take you to that next level.[00:03:11] Dagna Bieda: So after having that aha moment, I recognized like, okay, I was going super quickly, advancing in my career in the early, in the beginning, because of that support. Later on, I didn't have that support. I had to figure it out by myself. And so , it was so much slower of a process when I was trying to figure it out myself.[00:03:32] Dagna Bieda: So I decided that, you know, this is a great idea for a business because not everybody, being a software engineer, has that support network that they could lean on. So I could step in and become that support network for my clients. And that's exactly what I do today. And it's just amazing. And I've helped so many clients, you know, I've had over the past three years that I've been coaching, I've helped over 50 engineers.[00:03:59] Dagna Bieda: They had various backgrounds. Some of them work at fan companies. Some of them work for like small mom and pop shops, and they had experience ranging anywhere from 2 to 20 years of experience. Some were self-thought. Some had college degrees, some are boot camp graduates. And you know what I do right now as a coach and that lits me on fire and, you know, brings a lot of fulfillment to my life is to help my clients find that in their life and in their career.[00:04:28] Dr. McKayla: Okay. And so, what does it take from a junior to become a senior? And why was there no support for you when you were a senior to get, you know, to the next level? Maybe what was your next level? Was it like a staff engineer that you wanted to become, or is it more in a managerial role that you wanted to develop yourself? So what's the next, the next step?[00:04:52] Dagna Bieda: I wanted to become a team lead and team lead is like a mix of both, right? On one hand, like from an HR perspective, maybe you are not on the org chart on top of like a team, but you are leading your team with your technical expertise. So like it's a mix of the managerial and the engineering responsibilities.[00:05:09] Dagna Bieda: The big reason why I had the plateaued is because I moved from Poland to the United States. And as an immigrant. I didn't realize that, you know, the way I was thinking and going about work, while it made perfect sense back in Poland, it didn't necessarily set me up for success in my American workplace.[00:05:30] Dagna Bieda: And also like right now, a lot of my clients are immigrants moving from one country to another. And what I help them is to understand how their cultural upbringing affects their performance at their workplace. Because for me that was one of the blockers, right? I had to really kind of like understand my new situation, my new culture, how I was fitting in what was stopping me, and for example, there's this one situation that I can, that comes to mind is when, when I posted a joke in slack that I thought was super funny and, and being an Eastern European, we have this dark sense of humor.[00:06:06] Dagna Bieda: And, you know, in this new American company, what happened was I was called to HR and I was told that that was inappropriate. And I was like, what? That was super funny. What are you talking about? So, that was like one of the things that I had to realize, like, okay, This is the type of sense of humor that just doesn't go with my workplace.[00:06:27] Dagna Bieda: So I can, you know, keep doing that on my own and private, but this is not going to help me in terms of work advancement, right? [00:06:34] Dr. McKayla: So can you, can you go a little bit more into this in this cultural aspect, right? Okay. There are the jokes that obviously, there are cultural differences. What's funny, what's not, what's inappropriate, right, and so on. But is there also like for leadership because you were talking about tech lead, right? So it's, how, how can you show the outside world that you're ready for it? Is there a difference in your experience? [00:06:58] Dagna Bieda: Yes. So that's another like cultural aspect, you know, like, there's this specific tool that I use for analysis that helped me really map those differences. And it's called the Hofstede model. And essentially, it has, like, this database that compares different countries on, like, six different dimensions, right? And one of the things for the United States specifically is that individualism is super highly rated, right? And Poland is more rated closer to being like a collective culture, right, where we work together towards success. And I can tell you, for example, there was this initiative that I was leading in my American workplace.[00:07:45] Dagna Bieda: And what happened was I was talking to different people, different types of stakeholders. They agreed with me. So I thought, okay, if I have a buy-in, something's going to happen now, right. Because that's how it would have worked back in Poland, right? In the American workplace, I was expected to, once I picked up the initiative to lead it from end to end. And, you know, I wasn't aware of that. So, you know, I got all the stakeholders on board. Everybody agreed to my idea and then nothing happened, and I got so frustrated. I'm like, why there's nothing happening? Like, didn't we all agree, should we all collaborate together? And because they didn't realize that my cultural upbringing was different, nobody could give me that kind of feedback, right? [00:08:29] Dr. McKayla: Yeah.[00:08:29] Dagna Bieda: They just didn't know how to support me there. [00:08:32] Dr. McKayla: I think this topic is so interesting because right now I'm working on the book on code reviews and I'm working a lot about feedback and disagreements, agreements, and how to solve that, right, how to collaborate together.[00:08:45] Dr. McKayla: And so one book that I'm actually deep diving into that I found really interesting was The Culture Map. I don't know if you are familiar with, from Erin Meyer, and there she... [00:08:55] Dagna Bieda: Oh, that's interesting. Okay. [00:08:56] Dr. McKayla: Yeah, you can have a look at it and she also looks at a different perspective. And one is, for example, agreements, how are people from different countries agreeing? And for example, Germany or Austria, right? It's a little bit more collaborative or, you know, collective, right? Collective agreement. [00:09:11] Dagna Bieda: Exactly. [00:09:12] Dr. McKayla: It's really, really important. So it takes a very long time until everybody agrees. And it's a little bit an upfront process, right? Whereby in America, it's more, well, one decision is made by the leader, but then this decision can also be questioned along the way, right? And so it's quicker, quicker to get started, right? And one person brings up and says, okay, this is how we are going to do it.[00:09:34] Dr. McKayla: And then people are working on this vision. This is how she explains it, right? But yeah. And then over time, you can actually challenge that a little bit, right? You can say, but maybe, you know, we should change course because we have more information now and so on. And in Germany, it's exactly the other way around, right? So we are investing a lot in this process of collective agreement, on this is the right way to go. But because there's a lot of, you know, a lot of time and information that goes into this process, it's really hard to challenge that later on, right? So after three months of discussing that we are going to do that.[00:10:09] Dr. McKayla: It's really hard to say a month later, oh, maybe you should change that again, which I think is perfectly fine in America. I don't know. Can you see that as well? Is that something that...[00:10:20] Dagna Bieda: Oh, absolutely. Yeah, absolutely. And another interesting thing is like, for example, in terms of the short-term versus long-term orientation, in the United States, the culture as a whole is on the Hofstede model described as a more short-term oriented. So the company would be more like working towards your quarterly goals, right? And when I work, for example, with some of my clients that have Asian upbringing and working in the United States, that their cultures tend to have this long-term orientation.[00:10:51] Dagna Bieda: What happens is, for example, in an interview, whenever they present themselves, they're talking about, you know, building a solid foundation for a long term. But what happens is. American companies don't necessarily value that, right? Because, and they even have this, this saying here to hit the ground running, right? So when I work with my clients, I tell them, look, if you're starting to work in a new workplace, American workplace, you want to present yourself as someone who's operating fast and can bring results really quickly because of valuing of that short term results rather than long term. [00:11:27] Dr. McKayla: Yeah, yeah, yeah. I can totally see that. So you are working as I understood it, you're working with a very range of experiences, right? So you said people are coming from boot camp, but it's just coming from boot camp with no experience and want to go into the workplace or is it more, are they already, you said two years, something like this.[00:11:48] Dagna Bieda: Yeah. [00:11:49] Dr. McKayla: Is it really an even distribution here or do you see that it's cooling in one direction, right? More the junior engineers in the first, let's say, five years or more the senior engineers or midterm, maybe? [00:12:02] Dagna Bieda: I would say that the majority of my clients are the mid-level professionals and the more senior professionals that are kind of like finding themselves a little stuck, maybe not sure about their next step.[00:12:13] Dagna Bieda: And they're looking for, you know, figuring out first of all, how are they stopping themselves? Second of all, how to find fulfillment in their career rather than chasing money or promotions. And, you know, the truth is there's, to my knowledge, nobody else that offers the type of services that I offer, which is working on the engineering mindset for success, right?[00:12:36] Dagna Bieda: And you know, what got you to that senior engineer position was very likely your technical foundation. And I do not work on that technical foundation while having been a software engineer myself, I can definitely send my clients some pointers, like what are the gaps that they have in their skill set that they should, like, fill up in terms of you know, career advancement, but what I really am passionate about and what I really love to focus on is that mindset piece, right? Like, what kind of blind spots do you have? What kind of limiting beliefs do you have? I actually like to say that I moved from programming computers to reprogramming human minds. And it really beautifully describes what it is that I do, because once you change your mindset, I put it this way.[00:13:21] Dagna Bieda: How you think is how you act. And how you act is the results that you're getting then from, you know, the reality, the real world. [00:13:31] Dr. McKayla: Yeah. Can you tell me some limiting beliefs? I also regularly reflect on mine and, right now, you know, I'm also in a, this state where I think, because of the pregnancy and the very new birth, I think this is such an inward-facing period in my life again, right, where I'm thinking, like, what are the beliefs that I have, and that are holding me back and so on. I would be really curious, can you give some examples of beliefs that engineers have, maybe that you have seen patterns? [00:14:00] Dagna Bieda: Absolutely. [00:14:01] Dr. McKayla: Yeah, that hold them back.[00:14:02] Dagna Bieda: There are two that are super common and super popular. Number one is believing that your work speaks for itself, which it doesn't. It does not. Like, okay, if someone else works on the same code base with you and they can look at your code, they could see the value that you bring to the table if they put in the work and effort to actually go into the code, look up what it is that you committed and, you know, have some thoughts on that.[00:14:28] Dagna Bieda: But, in order to be successful in an engineer's role, what you really have to do is market yourself. You have to talk about your achievements and accomplishments and not expect everybody in the company to just know what it is that you're doing, because people just don't know. They have their own work that they're prioritizing.[00:14:44] Dagna Bieda: And it's very critical to figure out if you have that limiting belief of work speaks for itself because again, it doesn't. That keeps a lot of talented engineers stuck in their career. That's number one. The second one, which always cracks me up, but I used to think that way too. There was a moment, and I have to be honest with you, there was a moment I thought the same way. And the second limiting belief is essentially, that you are surrounded, as an engineer, with idiots that just don't want to listen to your amazing ideas.  And here's the thing, whenever, as an engineer, you have an incredible idea and you want to pitch it. You want to get people on board.[00:15:25] Dagna Bieda: It's super important for you to communicate about it in a certain way. You have to be able to negotiate. You have to be able to like really describe it, but describe it in terms of the priorities of your stakeholders, right? So if I'm going to, and I'm guilty of that as well. Like, there was this two projects that I worked on in my most recent engineering job, and I was responsible for taking care of a mobile app.[00:15:48] Dagna Bieda: And it was a pain in the butt that the build of the app was taking a few minutes, you know, and I just felt it was so inefficient. So I went ahead and I refactored how this particular app was built. And I reduced the build time from few minutes to, like, 30 seconds. And I was so proud of myself, you know, I was so like, yes, this is amazing in reality, what happened is, that what I did that work that I did, impacted my life and one other engineer. Nobody else cared. It didn't matter. Then I had a second task or project that I worked on in the same company, which was creating a deliverable for a client, super boring, a lot of copy and pasting, a lot of like following steps. I did not enjoy doing that at all, but guess what?[00:16:36] Dagna Bieda: Whenever it was deployed and the client could spread the mobile app to their own client base, I got praise from the sales representative from our BA, from the project manager. My tech lead was like, wow, Dagna, that was a super fast turnaround. You know, everybody across the organization was like, yay, success.[00:16:57] Dagna Bieda: And I'm thinking to myself, Wow. I would have never in a hundred million years figured this out on my own. If, if you ask me as an engineer to like put a value on this project versus that project, I would've thought that the refactoring was better. So here's long story, but essentially what I'm trying to say is, it's very important to understand how what you are doing trickles, like, how what you're doing fits into the business as a whole, the business that you're working for and how to communicate about it. That's the, really the key of what I was trying to say here. [00:17:35] Dr. McKayla: Yeah, I think that's really, really important, but I also found myself working at companies where. You are assigned things, right? So you're not really asked for your opinion. if this is now really helpful or not or, or something like this. And then maybe reassigned as well, right, which I think there are, there are several impacts to that. First of all, what would be your advice for people that are assigned projects where they also know maybe doesn't look like this has a big impact on the company, right? So it's also limiting my ability to advance my career here. What should you do? How do you communicate about that? What's your advice? [00:18:18] Dagna Bieda: Yeah, we're kind of going back to, you know, to that communication piece, right? So, first of all, one thing that I want to share the assumption I'm coming here up with is that whoever assigns you that work is not a mind reader, so they would not necessarily have your priorities, your career priorities in mind.[00:18:37] Dagna Bieda: So it's important to, whenever you are asking for work to kind of like be proactive and say, Hey, I am really working towards becoming, let's say a staff engineer, becoming a team lead, becoming an engineering manager, can you help me out and assign the kind of work to me that will help me achieve that goal, right?[00:18:58] Dagna Bieda: Asking for that help and support because most of us are nice and friendly people, and we want to help. But we don't always know what's the best way to provide that help. So being kind of like your own advocate and talking about what it is that you want to do is really critical here. A second thing is, you know, whenever you're in those one-on-ones with your manager, is to really ask for feedback. How are you doing, how you could be doing better, and creating that safe space for feedback. You know, something that is my strength actually, and really helped me with accelerating in my career early on was that relentlessness in asking for feedback. Like, I had this team lead that worked with me that helped me become a senior engineer because he kind of vouched for me in the meetings that I wasn't part of.[00:19:53] Dagna Bieda: And he really said like, Hey, she's ready. She can handle it. She can be a senior engineer. I think she's ready. And that's what got me the promotion. But when him and I worked together, I was telling him, look, I really want to know. Don't worry. You're not going to hurt, hurt my feelings. I want to advance, I want to be hitting the ground running, and I want to really work on the things that are holding me back.[00:20:16] Dagna Bieda: And, you know, one of the critical pieces of feedback that he initially didn't want to give me, because it felt like maybe he would hurt my feelings or maybe was too much. I don't know. But after I was pushing and pushing for that feedback, he essentially told me, Dagna, fast is great. But reliable is better.[00:20:35] Dagna Bieda: And that advice changed how I was thinking about writing code, because I was really prioritizing being fast, delivering as soon as possible, right? But sometimes my fast solutions were not fully thought out. And a senior engineer really has to have that understanding of how the engineering decisions impact business, the team and what it is that, that they're trying to accomplish as a team. [00:21:03] Dr. McKayla: Yeah, I'm thinking back of a time, right, where I think it's totally true that we have to go and advocate for ourselves, but I also wonder how many people are a little bit stuck in that, well, this is what the business needs, right? I understand that you want to advance your career. You want to become, you know, a senior engineer or a tech lead or whatnot.[00:21:27] Dr. McKayla: You know, saying that the project doesn't seem to have such big impact, right? And big impact, I think has to do with the stakeholder. Who is it visible to, right? Who is going to see and hear your name and, and so on. I thought, I think there's a little bit of political background towards that as well. Have you worked with people that are just really stuck in a situation where there is nobody that really advocates for them too much, or they are assigned a project that's, you know, low visibility and they're stuck there. Would you say the best is to move companies or? [00:22:01] Dagna Bieda: The short and sweet answer is yes. And, you know, in the very first meeting that I have with my clients whenever we start our coaching sessions in the program, what we do is we figure out what are their specific life and career goals, and what are their values and, how their current workplace supports those values. And then we measure them in a specific way. And after that, specific exercise, we're able to confidently say whether it's worth staying in that place or if it's time to move on.[00:22:38] Dr. McKayla: And so, whenever I see, like, in my Twitter bubble, right? I'm also very much in the American, you know, world somehow. And everybody is like, oh my God, the marketplace is, or the market is so hot now. And, you know, jobs are everywhere. I don't know in Europe, I don't feel that way.[00:23:00] Dagna Bieda: Got it. [00:23:00] Dr. McKayla: Is, is it like this? Do you feel like right now, it's so hot and everybody can, you know, change their career in a second and get better and you know, why would you even stay there? I feel like even if you have a good place, let's move because you can make more money and so on, which is a very different mindset.[00:23:18] Dr. McKayla: I don't see that here in Europe so much. It doesn't feel that hard or it also feels like if I'm at the good company and, you know, I make a market okay salary, I don't feel that people are looking forward, changing every one and a half, two years, more. [00:23:34] Dagna Bieda: Yeah. So two years is very common for people who are very ambitious.[00:23:39] Dagna Bieda: I want to try to see how different companies do different things and gain those experiences across a variety of industries or companies of different sizes. So, two years is definitely something that's seen as fairly normal. And I feel like you touched on an important subject there, it's very important to realize that the European job market is much more fragmented, right?[00:24:03] Dagna Bieda: Because we have different countries, different cultures, and it's not as easy to, you know, have access to all those opportunities. In the United States, it's way more streamlined because you know, it's one country and people mobility is also completely different. So like if you live in LA and then next year you get a job in New York, it's much more likely that you're just going to pick everything up and move for that job.[00:24:30] Dagna Bieda: In Europe, we are not like that. so it's more like choosing a town you want to live in, and then you find a job within that town, say, for example, right? So in that sense, we have just different priorities in Europe, and there are different priorities here in the United States, and that impacts that job market, absolutely. With that being said, with the COVID, the pandemic, and the acceleration of the remote workplaces, there's more and more opportunities for the Europe software engineers, for example, or anyone else really to access those American jobs. I cannot think of, like, anything in particular, but there's more and more companies that are supportive of those remote jobs and help pair American companies with offshore workers.[00:25:18] Dagna Bieda: And it's kind of like in that saying where Europeans work to live and Americans live to work. There's definitely something in that, some truth to it. I mean, I remember when I moved to United States and I was, you know, trying to get my very first engineering job and, on the phone interview, someone would tell me, like, we offer three weeks vacation, we're generous.[00:25:42] Dr. McKayla: Yeah, it's different. [00:25:43] Dagna Bieda: Yeah, right? It's different. It's different. There's so much more vacation time back in Europe, back at home. In the United States, even though they are coming up with, like, this unlimited time off policies it really depends on the company. Some companies are just trying to not pay you out the accrued time off.[00:25:59] Dagna Bieda: So you have to like really be wary when you are verifying if it's really unlimited time off. But with that being said, I had a client and she took like 10 weeks off within a year. So you know, there are companies that, yeah, there are companies that really kind of like honor that. [00:26:15] Dr. McKayla: Okay. Okay. Well, I have a last question for you, actually, and it's about code reviews because you were touching upon communication and also showing your work and what you are doing. How do you think can people use code reviews to do that, to accomplish that, to, you know, make their work a little bit more visible? Is it something that you thought about? How that fits together? [00:26:39] Dagna Bieda: So in terms of code reviews, the advice that I really give to my more inexperienced clients who are earlier in their career journey is to not take them personal.[00:26:51] Dagna Bieda: Just take it in as an information, as a guidance and, you know, earlier in their career, a lot of software engineers tend to take those comments, that feedback very personally, and they have their feelings hurt. But in reality, it's just feedback. It's just objective information that you can use to better yourself.[00:27:11] Dagna Bieda: Now, in terms of my more senior client, their skills are at the level that, you know, I don't see code reviews being very critical there because they already, you know, have mastered that technical foundation. So what I focus on really is those skills that are missing: the people skills, the communication, how you market yourself and all the things that we talked about today.[00:27:34] Dr. McKayla: Okay. Okay, cool. So, Dagna, thank you so much. Maybe you can also tell us a little bit how people can follow your work can find you, and maybe something that you want to. You know, give on the way for the engineers on how to find the career or the next step that makes them happy. [00:27:56] Dagna Bieda: Yeah, absolutely. So the best way to really get in contact with me is through my LinkedIn profile. You just can go to LinkedIn and find me under Dagna Bieda, D A G N A B I E D A. And then you can also go ahead to my website, the mindfuldev.com/podcast, and you'll find there a case study. And that case study beautifully explains the process that I follow with my clients and how it helped them really level up in their career. For one client, it meant going from an underappreciated senior engineer to a startup CTO in three months. For another client, it meant moving from a senior engineer to a VP of engineering and innovation at his company. For another client, that meant doubling his salary as we work together. So, you know, if that case study is something that you're interested in, you can then reach out to me and we can see if we're a good fit to work together and how I can help you accelerate your career.[00:28:57] Dr. McKayla: Okay. Cool. Thank you so much. Thank you, Dagna, for being on my show. [00:29:01] Dagna Bieda: Absolutely. It was a blast. Thanks for having me, McKayla. [00:29:04] Dr. McKayla: Yeah. Thank you. Bye. [00:29:06] Dr. McKayla: This was another episode of the Software Engineering Unlocked podcast. If you enjoyed the episode, please help me spread the word about the podcast, send the episode to a friend via email, Twitter, LinkedIn, well, whatever messaging system you use. Or give it a positive review on your favorite podcasting platforms such as Spotify or iTunes. This would mean really a lot to me. So thank you for listening. Don't forget to subscribe and I will talk to you in two weeks. Bye.

von Jürgen Vagt 12.05.22 Heute begrüßte ich Luise Müller-Hofstede von Circular bei den Zukunftsmobiltisten und Luise Müller-Hofstede verfügt schon über mehrere Jahre Erfahrungen in der Blockchain-Technologie. Seit ein paar Jahren wird die Blockchain-Technologie in einer Software bei Circulor verpackt und immer Kunden unter den Autohersteller greifen zu. Wir haben Anfang des Gespräches des über die Anwendungen der Blockchain-Technologie in der zukünftigen Mobilität gesprochen. Die Blockchain-Technologie gilt als kostengünstige, transparente und betrugssichere Lösung, um Transaktionen durchzuführen. Allein die Elektromobilität wird sehr viele mehr Abrechnungen und Transaktionen notwendig machen und hier könnte die Blockchain-Technologie eingesetzt werden. Batterien und die Lebensdauer Für die Batterien im Elektroauto und die damit verbundenen Nachhaltigkeitsprobleme entwickelt Cicular unter Luise Müller-Hofstede eine Lösung. Die Batterie im Elektroauto bringt einen CO2-Rucksack mit und die Batterie ist der wertvollste Teil im Elektroauto und nun stellt sich die Frage, wie man die Batterie am besten nutzt. Luise Müller-Hofstede hob hervor, dass beim Markthochlauf der Elektromobilität eine Gefahr besteht. Wenn immer mehr Elektroautos verkauft werden, dann könnten viele Batterien verschrottet werden und eine solche Entwicklung würde den Klimawandel beschleunigen. Elektromobilität leistet nur einen Beitrag zum Klimaschutz, wenn die Batterie möglichst lange genutzt werden kann und in einen erneuerbaren Kreislauf überführt wird. Hierfür bräuchte man aber ein allgemein akzeptiertes, betrugssicheres Dokument, welches die Leistungsdaten der Batterie erfasst und allen beteiligten Akteuren über die Lebensdauer und Qualität informiert. Deswegen hat der Bund in Form des Wirtschaftsministeriums den Batteriepass entwickelt und dieses Dokument basiert auf der Blockchain-Technologie. Luise Müller-Hofstede meint, dass jetzt erstmal die Grundlagen gelegt sind und in den nächsten Jahren wird das System mit dem Feedback der beteiligten Akteure verfeinert. Der Batteriepass hat viele Funktionen und man kann seine Funktionen mit dem TÜV-Zertifikat vergleichen und laut Luise Müller-Hofstede ist der Batteriepass der zentrale Baustein für das Batterie – Recycling, weil nur der Wert der einzelnen Batterie klar ist und einen definierten Wert hat, somit kann die Batterie im Recycling wieder nutzbar gemacht werden.

We continue our discussion of the cultural value of "individualism" and what it means as far as interactions between members of a free country. We consider that Libertarians must embrace the concept, as well as fully understand the importance of accompanying skills in conflict management and consensus decision making.audio edited by: http://JayPrescott.com

Julie discusses the results of a meta-analytic study comparing Hofstede's cultural values and different outcomes at the country level. Mike and Julie look at individualism versus collectivism, and also power distance or autocratic methods. They show how wealth, human rights, corruption, innovation, and income equality relate to cultural values, confirming the Libertarian view.audio edited by: http://JayPrescott.com

0:00 Rerun intro, and where to watch Pixar's Coco right now https://www.disneyplus.com/ 1:40 Starbucks issue 6:15 Marvin Gaye song 7:08 You should be on American Idol 8:04 Yoko Kanno 9:33 Composing 12:05 Blerding Out- Buffy the Vampire Slayer (Whitney) 13:08 Krypton 14:02 “I'm a Dude” from Goodburger 14:38 Blerding Out- Threading eyebrows (Bola) 19:51 Blerding Out #2- Jacuzzi (Bola) 23:41 Pixar's Coco 24:12 Loving Vincent 27:11 Summarizing Coco 27:58 Hispanic TV and media- Jane the Virgin 29:48 Whitney the show adulterer 30:33 Taxation without representation- Puerto Rico 31:42 The real home wreckers- ICE 33:07 Coco representing hispanic culture 34:02 Day of the Dead 38:50 Main characters 39:58 The colors, the animation 42:20 Youtube video- the skeletons, the spirit animals https://www.youtube.com/watch?v=KkB6dW0uSfQ 44:52 The feels 45:16 “Waterfalls”- TLC 45:37 Tearjerker animated films 46:40 Plot summary 47:10 “Papa Was a Rolling Stone” - The Temptations 47:36 Plot summary continued 53:20 Hofstede's Cultural Dimensions -Individualism vs Collectivistic: https://geerthofstede.com/culture-geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/ 57:07 Theme: Sacrifice 1:01:01 Theme: Pursuing passions 1:05:30 Dante spirit guide 1:06:49 Research and details 1:08:10 Rating 1:08:51 Suggestions for Hispanic media: Ugly Betty, Jane the Virgin, Brothers Garcia, One Day at a Time 1:10:29 Had they been black -Barber shop readers story 1:12:44 Read a book song: https://youtu.be/GlKL_EpnSp8 1:13:50 Invocation to Read 1:14:40 Coco giving back- Grammy Music Education Coalition 1:16:16 Pokemon theme song again Intro and Outro music is “Twilight” by Capshun Find him on SoundCloud at https://soundcloud.com/capshun Show Notes by Bola Hanson Audio engineering by Whitney Booker Show Contact Info: Email: blerdtalkbw@gmail.com Instagram: https://www.instagram.com/blerdtalkbw/ Twitter: https://twitter.com/BlerdTalkBW Bola's contact info: Twitter: https://twitter.com/bolastorybee Instagram: https://www.instagram.com/bolastorybee/ YouTube: https://www.youtube.com/channel/UCSOXQ6Tc_i81DlWSqCC78Ig/featured Whitney's company contact info: Email: whit@lumenavi.com Twitter: https://twitter.com/lumenavistudios --- Send in a voice message: https://anchor.fm/blerdtalk-with-bola-and-whitney/message

We will go through the sixth of the six Gaert Hofstede Cultural Dimensions which is Indulgence for Denmark, Ireland, Morocco and the United States of America. This tool helps give you insight into the 6 dimensions of culture from countries from around the world and is helpful to cross cultural couples in learning about their partner's culture and their own. This tool can help you business and personal relationships but is especially helpful for intercultural couples in gaining insight and comparing their culture with their partner's culture. Indulgence and restraint is the extent to which individuals in a culture try to control their desires and impulses. Relatively weak control is called “Indulgence” and this is where Denmark, Ireland, and the United States scored and relatively strong control is called “Restraint”. Cultures can, therefore, be described restrained which is what Morocco is classified as. This can come up in parenting and a society's preference for instant gratification. In relationships, coming from different cultural contexts can come up in parenting, investing, savings, and more. Listen to see how it can impact your relationships. 

We will go through the fifth of the six Gaert Hofstede Cultural Dimensions which is Long Term Orientation for Denmark, Ireland, Morocco and the United States of America. This tool helps give you insight into the 6 dimensions of culture from countries from around the world and is helpful to cross cultural couples in learning about their partner's culture and their own. This tool can help you business and personal relationships but is especially helpful for intercultural couples in gaining insight and comparing their culture with their partner's culture. Long Term Orientation specially will examine the relationship between the past with current and future challenges. Normative societies that score low on this index are value tradition and strong societal norms and view social change with suspicion. Societies with higher rankings on long-term orientation focus on the future at the expense of the short-term gains.  This cultural dimension can impact how your relationships view longer term investments, tradition, parenting and a number of other areas in a relationship so it's an important dimension to explore. 

In this episode we examine uncertainty avoidance as a cultural dimension laid out by Hofstede and how that can impact relationships. We specifically discuss it from an Danish, Irish, Moroccan and American cultural context. Uncertainty Avoidance is how cultures handle unpredictability and how they handle unknown situations. As humans we all face the question, how do we deal with the unknown and each cultural context has different approaches for this question. 

Tune in this week and learn about culture as Rebecca fills us in on Hofstede's Cultural Dimensions theory. Check out this website to learn even more: https://www.hofstede-insights.com/product/compare-countries/ Find our show notes below: Twitter: //twitter.com/TMI_Pod Instagram: //www.instagram.com/thatsmyinterestpod/ Music: Intro by Komiku retrieved from freemusicarchive.org. This song is licensed under CC BY 4.0.

In this episode, I chat with my good friend Gustavo Guillemin about Communicating Across Cultures. Gustavo is a published author, a Professor, and had delivered TEDTalks. The world today is Globalized. We can often find ourselves in situations where we need to communicate effectively with people from different cultures. This is not just a necessity at work. It is highly likely that your neighbors or the people you socialize with come from different cultures. Gustavo and I share stories about times when we both made notable mistakes while communicating with people of different cultures. Gustavo also shares the Hofstede's cultural dimensions theory. This is a framework for cross-cultural communication, developed by Geert Hofstede. It shows the effects of a society's culture on the values of its members, and how these values relate to behaviors, using a structure derived from factor analysis. If you work or communicate with people from different cultures, you'll find this chat very informative. --- Send in a voice message: https://anchor.fm/stu-chang/message Support this podcast: https://anchor.fm/stu-chang/support

We will go through the first of the six Geert Hofstede Cultural Dimensions which is Power Distance for Denmark, Ireland, Morocco and the United States of America. This tool helps give you insight into 6 dimensions of culture from countries throughout the world and is helpful to cross cultural couples in learning about their partner's culture. This tool can help you in business and personal relationships but is especially helpful for intercultural couples in gaining insight and comparing their culture with their partner's culture. Power Distance specifically will examine the relationship between higher and lower ranking members of a society and what expectation for equality there is in any given culture. 

Are we being misinformed by disorder? Is our self-doubt based on seeing the tip of the unachievable iceberg? Are we just dollar signs to fitness influencers? Is what we are seeing false identities, limelighted insecurity and integrity subject to the producers conditioning? I know, it sounds like a whirlwind to think about but all your questions will be answered in this one. After my 8 years experience in my own life experimentation, 2.5 years as a professional PT, and rubbing shoulders big influencers in Bali, I'll lift the lid and expose the industry for what it imposes on the masses. How it preys on an unconscious, victim mind. This episode is a real-and-raw awakening to skip the traps and spot the red flags, but most of all make your own journey to health and fitness without falling for the enticements, ill-intentions, and triggers that make you feel even worse about yourself. While we idolise the cover mags, Hollywood stars and even our favourite boy-bands - are we really just being misinformed by high-functioning anxiety, identities that need be nurtured, and a marketing machine that imposes upon us the idea we're always living in lack in the physical form? I hope you love the perspective, talking poetry, and all the psycho-social concepts I merge together which will have the answers to how the fitness industry makes its impact on our everyday. Thanks for listening, and if you get the time, an honest review of the podcast goes a LONG, LONG way. I love you, and you are more than enough just as you are, hunk(ess). As long as you're progressing, or growing you're golden. If you were intrigued to dive deeper into the models I use to express Us vs the Fitness Machine, here they are! Hofstede's Cultural Dimensions: https://www.hofstede-insights.com/product/compare-countries/ Recommended Reads for today: 12 Rules for Life, Jordan Peterson / The 5 Levels of Attachment Miguel Ruiz ——

Amidst the ongoing Israeli-Palestinian conflict, Dr. Daniel J.N. Weishut, psychologist and lecturer at Hadassah Academic College in Israel, developed a cross-cultural friendship with a Palestinian Bedouin man. In this podcast episode, Dr. Weishut assesses the vast cultural differences that he observed through this close friendship, which he describes as a ‘life-changing experience', from the perspective of the psychologist Hofstede's cultural dimensions. Further, he provides interesting insights into this intercultural bond from a sociopolitical context. This discussion is an extension of his book titled “Intercultural Friendship: The Case of a Palestinian Bedouin and a Dutch Israeli Jew,” published in the International Comparative Social Studies series of Brill. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/middle-eastern-studies

Amidst the ongoing Israeli-Palestinian conflict, Dr. Daniel J.N. Weishut, psychologist and lecturer at Hadassah Academic College in Israel, developed a cross-cultural friendship with a Palestinian Bedouin man. In this podcast episode, Dr. Weishut assesses the vast cultural differences that he observed through this close friendship, which he describes as a ‘life-changing experience', from the perspective of the psychologist Hofstede's cultural dimensions. Further, he provides interesting insights into this intercultural bond from a sociopolitical context. This discussion is an extension of his book titled “Intercultural Friendship: The Case of a Palestinian Bedouin and a Dutch Israeli Jew,” published in the International Comparative Social Studies series of Brill. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/israel-studies

This week, we're getting educational with one of Jenny's favourite takeaways from her multiple international business courses in university. Hofstede's Cultural Dimensions is a great way to explain and visualize the differences between countries and cultures that immigrants and their children can find hard to put into words otherwise. In this episode, we explore countries from Germany to the Philippines and discuss how the difference in these societies have influenced the values of their members. While many of these factors really matched up to expectations based on daily experiences, a few came up to be less intuitive, and even sometimes surprising. Nonetheless, join Connie and Jenny in a trip around the world in a very abstract and educational field trip form! --- Thanks for listening! If you enjoyed this episode, check out the links below: Website: thebiculturalidentity.com Instagram: instagram.com/thebiculturalidentity --- Send in a voice message: https://anchor.fm/thebiculturalidentity/message

In this episode, Dan dives deep into cross-cultural communications with entrepreneur and global business leader Raymond McConnell, President of JRM Global Training. Dan and Raymond cover what it takes to have a successful expat (and re-pat) experience - and why it can go wrong. In addition to sharing their experiences, they talk about the work of Geert Hofstede, the Universal Value Mistake, "head trash," controlled schizophrenia, being a seagull, "going pod," and a host of issues facing the global worker. Raymond gets into ways we can understand individual and organizational behavior, demonstrating why he's sought after by companies to train their executives to be global leaders. 

In this episode, we're talking with Mary Haynes, VP of Network Security for Charter Communications; Aleta Jeffress, Chief Information and Digital Officer for the City of Aurora, Colorado; and Cindi Carter, VP and CSO for MedeAnalytics. They share Aha! moments from their careers, as well as the advice they would give their younger selves. Also, we interview Steven Fox, Sr. Manager of Compliance at Workforce Software, who offers tips on managing global teams. RESOURCE LINKS: Trend Micro Doubles Its Investment in Under-Represented Technologists: https://newsroom.trendmicro.com/press-release/alliances/trend-micro-more-doubles-commitment-underrepresented-persons-cybersecurity Hofstede's Cultural Leadership Insights: https://news.hofstede-insights.com/news/national-culture-and-organisational-culture-how-are-they-different SecureWorld 2020 conference calendar: https://www.secureworldexpo.com/events

Is SJ Thomason Business MGT Ph.D., Right? 8 Questions Atheists Cannot Plausibly Answer christian-apologist.com/2019/10/12/8-questions-atheists-cannot-plausibly-answer… I have YET to see a better explanation for the minimal facts surrounding Jesus' resurrection than #JESUS RESURRECTED. #Christianity #TruthReigns https://christian-apologist.com/2019/10/12/8-questions-atheists-cannot-plausibly-answer/ https://christian-apologist.com/ 1. What explains our objective morality? 2. If an atheist's position is that the universe is the product of chance and necessity (instead of the product of intelligence), how can he or she explain the fact that the universe is structured rationally, logically and with mathematical precision and predictability? 3. If atheists adhere to the belief that the purpose of human life is merely to procreate and survive, is it possible to determine that human life has any more value than animal life – since animals share the same basic purpose? 4. Why have so many atheists determined that the life of a fetus in a mother's womb is less valuable than the life of his or her mother? Age discrimination? When is a human considered a human to them? 5. How can atheists explain the ordering of our DNA? 6. How can atheists explain the force that powered the Big Bang of the universe? 7. How can atheists explain our desire for heavenly joy? 8. What is the best explanation for the minimal facts surrounding Jesus' resurrection? Hofstede, G. (1980; 2001). Culture's Consequences. Comparing Values, Behaviors, and Institutions Across Nations. Tilberg University, Netherlands. Sage Publications. House, R.J., Hanges, P.J. Javidan, M., Dorfman, P.W. & Gupta, V. (2004) Culture, Leadership, and Organizations. The GLOBE Study of 62 Societies. Sage Publications. Overbye, D. (1998). A famous Einstein “fudge” returns to haunt cosmology. The New York Times. May 26. Ross, H. (2018). The Creator and the Cosmos. Corvina, CA: Reasons to Believe. Schwartz, S.H. (1992). Universals in the Content and Structure of Values: Theoretical Advances and Empirical Tests in Twenty Countries. Advances in Experimental Social Psychology, 25. Accessed May 28, 2018 at: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.220.3674&rep=rep1&type=pdf Schwartz, Shalom H. (2012). An Overview of the Schwartz Theory of Basic Values. Online Readings in Psychology and Culture. 2 (1). doi:10.9707/2307-0919.1116. Trompenaars, F. & Hampden-Turner, C. (1993; 2012). Riding the Waves of Culture: Understanding Diversity in Global Business. McGraw-Hill Companies. https://www.richardcarrier.info/ he has also written two young adult Christian fiction books, which can be accessed free of charge at Smashwords: https://www.smashwords.com/books/view/650139d https://www.smashwords.com/books/view/547231 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/theadamparadox/support