Podcasts about humu

Welcome to the What's Next! Podcast with Tiffani Bova.    This week I'd like to share a conversation I had a while back with Liz Fosslien. Liz is the co-author and illustrator of the Wall Street Journal best-seller No Hard Feelings: The Secret Power of Embracing Emotions at Work. She's also the Head of Content at Humu. Humu is a company that makes work better by using behavioral science and machine learning to make change easier. Liz's writing and illustrations have been featured on or by The New York Times, the Harvard Business Review, The Economist, WNYC, and NPR's Marketplace. I am absolutely thrilled to have her as a guest!    THIS EPISODE IS PERFECT FOR…anyone experiencing burnout, remote workers, and those who have experienced a lack of belonging at work.   TODAY'S MAIN MESSAGE…Liz teaches us about the secret power of embracing your emotions in the workplace in an appropriate and productive way. She talks about creating an environment of belonging and preventing the infamous office blow-up. She breaks down emotion, expression, and burnout, and talks about how we can be more productive leaders when we are reflective by employing EQ to create a healthy and productive work environment. Becoming a more present leader can help keep you and your team from experiencing productivity-killing burnout! Liz also discusses practical strategies for efficiency and efficacy in the workplace.   WHAT I LOVE MOST…“You can't pour from an empty cup.” Liz flags this analogy and its importance in the workplace, especially for leaders.   Running time: 37:26   Subscribe on iTunes   Find Tiffani Online: LinkedIn Facebook X   Find Liz Online: LinkedIn Instagram  X    Liz's Website:  www.fosslien.com   Liz and Mollie's Book:  No Hard Feelings    Liz and Mollie's Website: www.lizandmollie.com

Annie Wickman shares insights from her journey as Google alum, first non-founder at Humu, and now Head of People at Character AI. Annie tackles our hardest questions in an unmissable episode. She covers the tensions between product-market fit and company culture, Character AI's unprecedented Google deal structure, taking the leap from people leader to a VC, and how to rebuild organizational trust.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI assistant for interviewing. Metaview completely removes the need for recruiters and hiring managers to take notes during interviews—because their AI is designed to take world-class interview notes for you. Team builders at companies like Brex, Hellofresh, and Quora say Metaview has changed the game—see the magic for yourself: https://www.metaview.ai/hereticsKEEP UP WITH ANNIE, NOLAN + KELLI ON LINKEDINAnnie: https://www.linkedin.com/in/annie-wickman-3332731/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—LINK/S:Character.AI: https://character.ai/—TIMESTAMPS:(00:00) Intro(01:17) Experience as First Non-Founder at Humu(03:16) Early Employee Challenges & Responsibilities(05:03) Why Annie Stayed at Humu for Four Years(06:30) Product Market Fit vs. Company Culture(09:05) When to Invest in Culture(11:15) Hiring the Right Leaders for Company Stage(11:40) Maintaining Morale When Company Isn't Winning(12:42) Transparency as Trust Builder(13:47) Sponsors: Planful | Metaview(16:47) Rebuilding Trust Through Honest Communication(19:11) Laszlo's Leadership Philosophy: Stretching People(21:02) Annie's Experience in Venture Capital at Forerunner(23:12) Teaching Founders to Fish vs. Providing Services(24:51) How to Evaluate VC Opportunities(26:09) Understanding VC Economics and Carry Structure(30:10) Character AI's Unprecedented Google Deal(32:56) Rebuilding Post-Acquisition: Product Vision Challenges(34:13) Annie's Perspective on the Deal Timeline(37:31) Post-Deal Reset: Napa Offsite and Hackathon(39:29) Employee Ownership After Acquisition(41:29) Building a New Culture While Keeping the Brand(42:11) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

A conversation about uhau humu pōhaku (Hawaiian drystack masonry) and intergenerational knowledge transmission with Keʻalohi Wang and Kaimalu Cope from Hui Hoʻoniho. Hui Hoʻoniho's mission is to build a firm foundation to cultivate and strengthen community through the practice of uhau humu pōhaku, providing entry into exploring ʻike Hawaiʻi through a deeper sense of stewardship towards ʻāina and uhau humu pōhaku's connection to the agricultural, ecological, and cultural practices of Hawaiʻi. Through the restoration of these critical knowledge systems, the hui perpetuates intergenerational knowledge transmission for the benefit of current and future generations. Tags: Hawaiʻi, Hawai'i, Hawaii

Comedian and musician Handren Seavey returns to the charts! Topics include: Anger Is The Color Of Your Energy. Humu vs AI. Tarot Reid and Oli North. Jackets Too Long.Subscribe at www.whochartedpod.com to support the show, and gain access to Two Charted, the weekly Howard/Brett deep-dive bonus show, and the entire Who Charted and Preem Streem archives ad-free! Now includes the Who Charted Holiday Bundle.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today's guest, Paul DiVincenzo only happens from the kind introduction made by Mark Nussbaum. Paul is a business advisor with 20+ years of guiding Fortune 500 giants like Gartner, Cintas, and Dell, as well as startups such as Humu & Indeed.com.  An expert in maximizing business outcomes, he merges people, processes, tech, and culture with best-in-class strategies. Ranked consistently as a top partner for Fortune 100/500/1000 firms. Featured in the Top 1% Sales Success Podcast and two published books. In our powerful episode, we didn't just talk about the joys and tribulations of fatherhood; we plunged into the heart of what it means to lead a family with courage and authenticity. As a national revenue leader at Indeed.com and a father who takes pride in his son's achievements, Paul brings a unique perspective on nurturing the next generation while maintaining the delicate balance between work and home life. Our discussion meanders through personal stories, from his Southern California roots and the weight of my father's legacy, to the transformative power of acknowledging our imperfections and learning from them to be the steadfast 'quarterbacks' our families rely on.Dads, take note: this episode isn't just about sharing a few laughs over childhood anecdotes or sports team allegiances. It's about the deeper essence of who we are beyond our job titles and the impact we have on those who look up to us. We delve into authenticity, commitment, and the lessons that shape our identities. The conversation takes a pivot as we consider how the strategies we employ in business can foster growth within family dynamics, creating a blend of personal and professional development that resonates with anyone looking to enhance their life's playbook.As we wrap up our heartfelt exchange, Paul and I tackle the ongoing journey of fatherhood. We highlight the beauty of mentorship and emphasize the crucial role of effective communication. Whether you're a seasoned dad or just embarking on this incredible adventure, join us for a conversation that will undoubtedly enrich your perspective on parenting, leadership, and the beautiful, messy process of personal evolution.Please don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

DETAILS | What is a Modern People Leader, and what traits define them? There are 6! Join Daniel and Steven Huerta–the hosts of the fantastic Modern People Leader podcast–in an evolutionary discussion on HR Leadership in today's dynamic business landscape. After 155 episodes with HR leaders, they have distilled their research and insights for our show. We engage in a candid discussion on the following megatrends: The traits of a Modern People Leader, Generative AI in HR, does HR finally have a seat at the C-Suite table, the idea of running HR as a product team, and what HR will look like in 2030. This episode is an essential listen for all leaders, including CHROs, CPOs, HR Leaders, HR professionals, and business leaders seeking to evolve their leadership approach and adapt to the rapidly changing workforce. GUESTS | Daniel Huerta | Driven by the belief that people are a company's most vital asset, Daniel is on a mission to help organizations maximize their human capital potential. He co-hosts The Modern People Leader podcast, where he explores the latest trends, insights, and best practices in the HR industry. Prior to going full-time at The Modern People Leader, he spent over 8 years driving marketing strategies for some of the most influential companies in the field, including Humu and Udacity. Outside of work, he's an avid golfer, basketball player, and husband. Stephen Huerta | Stephen is an accomplished entrepreneur and former corporate HR executive passionate about making the world a better place to work. He co-hosts The Modern People Leader podcast. Stephen is also the co-founder of 'Workify,' a recently acquired employee feedback platform. Before Workify, Stephen spent five years at Goldman Sachs as Vice President, Diversity Officer, and Director of HR Technology. Outside of work, he's a proud dad of two daughters, a fitness enthusiast, and a pitmaster.   OVERVIEW | Are you ready to ADAPT and REINVENT YOURSELF for the most disrupted and digital workforce in history? It is estimated over 1 billion people will need reskilling by 2030, and more than 300 million jobs will be impacted by AI  — work, identity, and what it means to be human are rapidly changing. Join hosts Nate Thompson and Alex Schwartz and the TOP VOICES in the Future of Work to uncover how to meet this dynamic new reality driven by AI, hybrid work, societal shifts, and our increasingly digital world. Discover why a Future of Work Mindset is your key to prepare, navigate and thrive! We are grateful you are here, and welcome to the TDW Tribe! www.thedisruptedworkforce.com

In this episode, Ariel Tozman, HerStart Program & Partnerships Fellow, speaks with Humu Abdul Rahaman about her role as YCI's HerStart Partnership & Training Coordinator in Ghana. With a passion for women's equality, Humu shares how YCI's HerStart program addresses the economic disparities faced by women in Northern Ghana, creating avenues for empowerment through entrepreneurship and mentorship. She shares real-life success stories, showcasing how HerStart has supported women to start businesses, gain financial independence and ultimately bridge gender inequalities in the region. 

Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.com SHOW NOTES: What if leadership did not require changing hearts and minds? What if you could make a big impact by making small adjustments that lead people to make better decisions, which created better outcomes? In this episode, I speak with decision-making and leadership expert Don Moore, Professor and Associate Dean at the Haas School of Business, about his latest book, Decision Leadership: Empowering Others to Make Better Choices. Don is on a mission to expand how we think of leadership. We discuss when to deliberate vs rely on intuition, how to get quality advice from experts, and ways to create more ethical organizations. It's not all happy talk: He lays the smack down on Malcolm Gladwell and cautions against the downsides that his field may unwittingly produce.Behavioral economics 101: major advancements since the field emerged in the 1990sWhy he wrote his new book3 “non-traditional acts” that Don argues should be included in the field of leadershipHow his message has been received by leadership scholarsThe upside – and risks -- of simple, cheap behavioral science interventions (example of overstated results with “belongingness interventions”)Skeptical? Run more experiments (and how to do them properly)!Be skeptical of grandiose claims – and make bets through “contingent contracts”The smackdown-breakdown on the usefulness of intuition, popularized in Malcolm Gladwell's bestseller, Blink.The value of deliberationThe strengths of algorithmic models – and how are they trainedMobs vs Crowds: How to get advice from others, without amplifying overestimationThe role leaders play setting – and designing -- the ethical toneDon's next inspiring challenge: “You can't pick the moment when greatness calls” BIO AND LINKS: Don Moore is Associate Dean for Academic Affairs and holds the Lorraine Tyson Mitchell Chair in Leadership at the Haas School of Business at the University of California at Berkeley. He received his bachelor's degree in Psychology from Carleton College and his Ph.D. in Organization Behavior from Northwestern University. His research interests include overconfidence, including when people think they are better than they actually are, when people think they are better than others, and when people are too sure they know the truth. His research has appeared in popular press outlets and academic journals, from Psychological Review to Harvard Business Review. Don is the author, with Max Bazerman, of Decision Leadership and the widely used textbook, Judgement in Managerial Decision Making. He teaches popular classes on managing organizations, negotiation, and decision making. He is only occasionally overconfident. Previous episode on 97% Effective, where Don and I discuss his Book, Perfectly Confident: https://stream.redcircle.com/episodes/06780ce7-2b31-422f-b5cf-4879c49aa4a5/stream.mp3Decision Leadership, the Book: https://yalebooks.yale.edu/book/9780300259698/decision-leadership/Haas Faculty Profile: https://haas.berkeley.edu/faculty/moore-don/LinkedIn: https://www.linkedin.com/in/don-moore-01725b/LearnMoore at the Moore Accuracy Lab at Berkeley Haas: http://learnmoore.org/about.html his self-aggrandizing autobiographical sketch)Hass Berkeley Executive Education programs: https://executive.berkeley.eduTop behavioral science books that have shaped the field: Thinking Fast and Slow (Kahneman); Predictably Irrational (Ariely); Decisive (Health & Health); Nudge (Thaler and Sunstein); Misbehaving (Thaler).Colin Kaepernick acts of protest – or leadership? https://www.youtube.com/watch?v=bBdoDOXMWkgBruce Friedrich shifts from activism to setting up the Good Food Institute: https://www.youtube.com/watch?v=sxXUWDt0MqwJessie Wisdom, Co-founder of Humu, on interventions: https://www.humu.com/team/jessie-wisdom“Behavioral Science BS” (Interview with Jason Hreha on 97% Effective: https://redcircle.com/shows/97-effective/ep/0310f040-0b91-4dce-901a-0c39433efb53Jason Hreha, applied behavioral scientist: https://www.thebehavioralscientist.com/aboutOverblown results? RCTs to Scale: Comprehensive Evidence From Two Nudge Units (Haas research): https://onlinelibrary.wiley.com/doi/abs/10.3982/ECTA18709Don's article on the lure of overconfident leaders: Leadership & Overconfidence, Behavioral Science and Policy: https://www.hbs.edu/faculty/Pages/item.aspx?num=62299

These seven rules illustrate a middle path between completely stifling your emotions and bringing your whole self to the office.Liz Fosslien is an expert on emotions at work and is also on the leadership team at Atlassian's Team Anywhere and previously served as the head of content and communications at Humu. She has been featured by TED, The Economist, Good Morning America, The New York Times, and NPR.Mollie West Duffy is also the head of Learning and Development at Lattice, and was previously an Organizational Design Lead at global innovation firm IDEO, and a research associate for the Dean of Harvard Business School. She has worked with companies of all sizes on organizational development, leadership development, and workplace culture.Liz and Mollie are the co-authors of No Hard Feelings: The Secret Power of Embracing Emotions at Work and Big Feelings: How to Be Okay When Things Are Not OkayIn this episode we talk about:Why not acknowledging your emotions can lead to worse outcomesHow to understand the data that comes from emotionsThe importance of psychological safetyAnd how to recognize burnout before it's too lateFull Shownotes:https://www.tenpercent.com/tph/podcast-episode/Liz-Fosslien-and-Mollie-West-DuffySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On today's Digital Meetup, we talked about the Perceptyx and Hum acquisition and what it means for the future of the employee experience. Jess Von Bank and I were so excited to welcome Lisa Sterling, Perceptyx's Chief People Officer, to our live broadcast! Perceptyx is a top employee listening and manager effectiveness platform. Humu is a tech tool that uses science-based ‘nudges' to influence positive behavior change and improve business performance. With this acquisition, Humu is poised to solve a big challenge when it comes to employee listening. "Perceptyx will integrate Humu's extensive library of behavior nudges in its People Insights Platform, allowing organizations to deliver personalized nudges to both leaders and employees, customized to the behavior each individual or team wants to improve. Perceptyx will be the first company to enable a 'nudge' process that engages the entire workforce to take action and make work better," they shared in their press release. Our special guest, Lisa Sterling, is a listening expert exclusively focused on EX, with a deep portfolio of listening tech and intellectual capital. "This acquisition will change the game for Perceptyx, our people, our customers and their people," she explained.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

Rippling the payroll and benefits software has announced the launch of Rippling Recruiting, a new applicant tracking system. With Rippling Recruiting, clients can approve new headcount, post requisitions to over 25,000 job boards, schedule interviews, and go straight from offer letter to onboarding in 90 seconds, all in a single system. https://hrtechfeed.com/rippling-launches-ats/ Perceptyx, the leading employee listening and manager effectiveness platform, has acquired Humu, a technology company that uses science-based ‘nudges' to influence positive behavior change and improve business performance. https://hrtechfeed.com/perceptyx-acquires-humu/  Yello, the largest end-to-end DEI and Early Talent Recruitment platform provider, and Abode, the leading early-career engagement and retention platform, today announce an innovative partnership bringing together two best-in-class technology solutions that have been proven to drive better results in early talent hiring. This strategic alliance delivers unparalleled capabilities for campus recruiting teams, introducing one solution that does everything they need, from sourcing to onboarding and everything in between. https://hrtechfeed.com/yello-and-abodehr-com-join-forces-to-launch-the-first-end-to-end-solution-for-early-career-teams/ Shares of Upwork Inc. UPWK, +32.40% rallied nearly 20% in the aftermarket Wednesday after the platform for freelancers narrowed its quarterly loss, swinging to an adjusted profit, and reported revenue above Wall Street expectations.  https://hrtechfeed.com/upwork-reports-second-quarter-2023-financial-results/

Have you ever had a manager you didn't like?

Ben Huggins is a Product Designer at Retool. He's spent his career applying fresh thinking to stale problems and he's gotten the chance to do this with concepts like software development at Retool, HR at Humu, TV at YouTube and thermostats at Nest. He also serves on the board for the graduate UX program at Bentley University and spends free time exploring the mountains of California with his partner and 1-year old son. INTERVIEW VIDEO:https://youtu.be/grUjIw-DyMwCONNECT WITH BEN HUGGINSLinkedIn - https://www.linkedin.com/in/benhuggins/Twitter - https://twitter.com/bhugginsWebsite - https://www.hugg.in/CONNECT WITH MELinkedIn - https://www.linkedin.com/in/jayneil Twitter - https://twitter.com/jayneildalal 

How much do you suppress your emotions at work? What if you could be more aware of them, in control of them, and learn from them? That's the topic of my conversation with Liz Fosslein in this episode. She shares her stories, research, and experience of tapping into Big Emotions, captured so brilliantly in her book of the same name, co authored with Mollie West Duffy. We talk about how to handle and learn from your anger, burnout, comparison, feelings of uncertainty. So if you're feeling any of these emotions or know somebody who is, this is the episode for you. You might know Liz from his stunningly creative illustrations that adorn many a social media post. So I couldn't resist asking about how she develops them too.About Liz:Liz is the co-author and illustrator of the national best-seller Big Feelings and the Wall Street Journal best-seller No Hard Feelings (which have both been translated into 15+ languages) and an expert on effectively embracing emotions at work. As the head of content and communications at Humu, she empowers leaders to develop and manage successful, inclusive teams. Liz regularly speaks about how leaders can walk the line between sharing and oversharing, build resilient teams, and create high-performing cultures of belonging. Her work has been featured by GoodMorning America, The Economist, TED, The New York Times, NPR, Adam Grant, and Mindy Kaling.Resources:Profile: https://www.fosslien.com/Books: https://www.fosslien.com/bookIllustrations: https://www.fosslien.com/imagesMy resources:Sign up to my Strategic Leader newsletter (http://bit.ly/36WRpri) for stimuli, ideas, guidance and tips on how to lead your team, organisation or self more effectively, delivered straight to your inbox:  If you're not subscribed already do subscribe to my youtube channel (http://bit.ly/3cFGk1k) where you can watch the conversation.Take the Extraordinary Essentials test (https://bit.ly/3EhSKY5) to identify your strengths and development areas.For more details about me:★Services (https://bit.ly/373jctk) to CEOs, entrepreneurs and professionals.★About me (https://bit.ly/3LFsfiO) - my background, experience and philosophy.★Examples of my writing (https://bit.ly/3O7jkc7).★Follow me and engage with me on LinkedIn (https://bit.ly/2Z2PexP)★Follow me and engage with me on Twitter (https://bit.ly/36XavNI).My equipment:★ Shure SM7B Vocal Dynamic Microphone: https://amzn.to/3AB9Xfz★ Focusrite Scarlett 2i2 3rd Gen USB Audio Interface : https://amzn.to/3AFeA8u★ 2M XLR Cable: https://amzn.to/3GGxkbf★ Logitech Brio Stream webcam. https://amzn.to/3EsWt6C★ Elgato Key Light: https://amzn.to/3Xhiqyh★ Elgato Light Strip: https://amzn.to/3gyZF8P★ Riverside.fm for recording podcasts. bit.ly/3AEQScl ★ Buzzsprout Podcasting Hosting gets (listing podcasts on every major podcast platform along with listening analytics. bit.ly/3EBPNTX[These are affiliate links so I receive a modest commission if you buy them.]

In this episode of the Enterprise Sales Development podcast, we speak with Simon Belair, Business Development Leader and recent SDR Manager at Humu. Simon has over a decade of sales development experience and talks about the value of culture and why SDR teams are the backbones of an organization. He reflects on 2022 sales, the aftermath of COVID-19, and the challenges of creating job security amid a recession. Simon also shares how developing creative ideas and events that foster meaningful relationships with your sales teams can create a culture of purpose-driven team members. WHAT YOU'LL LEARN The need for culture to be dynamic  Creating job security during a recession  Determining how many leads are enough and understanding workflow The impact of creating meaningful connections with your sales team QUOTES “It was always about understanding what each sales landscape would bring us before even trying to position ourselves. That first layer of discovery is important and we found that people liked to talk to us.” - Simon Belair [23:32]  “Celebrate all wins big or small. Celebrate a small conversation that can lead to a bigger conversation.” - Simon Belair [29:05] “Culture is an ongoing process. It is dynamic and it is harder for managers now more than ever. Managers provide the human connection.” - Simon Belair [32:33] “SDRs are the backbone of the organization. They are the ears and eyes of the organization. They are the heart. They pump the blood in and out.” - Simon Belair [35:00] TIMESTAMPS [00:00] Intro [02:40] Simon's professional journey [05:10] Challenges for SDRs  [07:20] Recession and job security [13:10] 2022 sales and hiring [18:55] How many leads are enough? [26:50] The Breakfast Club [34:21] Recession and culture  [39:00] Sales, pipeline, marketing, and teams [42:55] The dynamic nature of culture in organizations  [46:38] How to connect with Simon CONNECT Simon Belair on LinkedIn CIENCE on LinkedIn CIENCE on Facebook CIENCE on Twitter CIENCE on Instagram Learn more about your ad choices. Visit megaphone.fm/adchoices

Ushawahi kumuangalia mtu kwa mbali na kujiuliza maswali mengi juu yake? Maswali kama siku yake ikoje, amewezaje? Kama ana familia? Ki kawaida huwa anaamka saa ngapi? Amesoma wapi? Siku yake anaipangaje? Ana watoto? Mtoto? Huwa anawaandaa kwenda shule? Muda je wa kukaa nao? Elimu yake ameipatia wapi? Kwenye familia aliyotoka je? Wazazi wake wapo? Na je wanajivunia yeye kwa kiasi gani? Sasa ili kupata majibu ya maswali hayo yote ilibidi tumtafute Bi Brenda Msangi-Kinemo ambaye ndo nilikua namzungumzia hapo juu. Kama wewe utakua mtu wa kujua ambayo yanaendelea nchini, na pia kama ni mkazi wa Dar es Salaam basi lazima utakua unajua kuhusu hospitali ya CCBRT ambayo kwa kiasi kikubwa imesaidia na inaendelea kutoa huduma za macho, mifupa na magonjwa mengine kwa watu wengi kwenye nchi yetu. Sasa Bi Brenda yeye ndo Mkurugenzi pale. Na amekua kwenye cheo hicho kwa zaidi ya miaka minne sasa na hiyo ukiachilia mbali miaka ambayo alikua akifanya kazi pale wakati bado hakua Mkurugenzi. Yeye ni mtaalamu wa masuala ya afya, hicho ndo ambacho aliendea skuli huko nchini Uingereza na kwa mujibu wa baadhi ya majarida ambayo nimesoma maisha yake kama yalikua yanataka kubaki huko baada ya kuhutimu ila aliporudi nyumbani na kupata nafasi pale hospitali mambo mengi yalibadilika. Kwenye kipindi hiki anatusimulia jinsi ambavyo hayo yalitokea. Na aina ya maamuzi ambayo ilibidi ayachukue ili mambo yatuwame. Kwa wasichana wengi hasa wale ambao wanakua na kuanza kujitafuta Brenda ni role model wao sana na ni nafasi ambayo kwake yeye ilikuja baada ya kuwa anaandika kwenye ukurasa wake wa Instagram kuhusu kupambana na kuweza kuvaa kofia zaidi ya moja kwenye maisha ukiwa kama mwanamke. Humu pia ananiambia jinsi ambavyo hizo nondo za ku inspire zilivyoanza, ananiambia jinsi ambavyo alikua akisoma na kufanya kazi na wakati mwengine jinsi ambavyo majukumu yalikua yakimzidi mpaka anakaribia kukata tamaa ila msukumo ambao alikua akiupata kutoka ndani yake ndo ambao ulimfikisha alipo. Aliamini kwamba kuna wanawake na wasichana wengi ambao wanapitia kwenye mitihani ambayo yeye alikua nayo na kama yeye aliweza kushinda basi aliona atumie sauti yake na busara zake kuwaambia wengine kama hakuna kinacho shindikana kama nia inakuwepo. Binafsi nilijichotea mengi sana kutoka kwenye kisima chake cha busara na uthubutu na bado darasa naendelea kulipata kwasababu nafuatilia yale anayo yafanya na ambayo anayaandika ili kusaidia wengine wasijione wako peke yao. Mungu amueke na aendelee kumsimamia kwenye kazi zake na maono yake ambayo yanasaidia watu wengi wengine kuanzia ofisini kwake mpaka kanisani na nyumbani. Yangu matumaini nawe uta enjoy na kupata faida kwenye episode hii kama ilivyo nia yetu. Love, Salama. --- Support this podcast: https://anchor.fm/yahstonetown/support

As we close out 2022, I'm focusing this month on how I can best prepare myself – and you – for a successful 2023. In my world, this time of year is typically filled with prediction posts and podcasts, where thought leaders share what they believe will be the challenges and opportunities ahead in the new year, related to the world of work. Since my focus is on preparing leaders – like you – to embrace the future of work, and to develop the skills necessary to lead with impact, instead of making predictions that may or may not come true, I'm sharing with you 10 areas that are critical for leaders to focus on, in order to lead with impact in the future of work. 1. Fight for Flexibility for Your Team Members People want to effortlessly work how, where, when, and for whom they want. 40% of respondents in McKinsey's Great Attrition Great Attraction Survey published in September 2021, said that Flexibility was the number one reason they accepted their current job. According to Shiftboard's State of the Hourly Worker Report, scheduling is the #1 complaint of hourly workers and the #1 cause of turnover. 85% of the hourly workers who participated in the survey reported that scheduling affects their overall job satisfaction. 2. Prioritize Career Growth and Development Opportunities for Your People According to Gloat Research Group's Great Resignation 2.0 Report, the number one reason given by employees who took a new job as to why they would leave again was the lack of career development opportunities. The same survey revealed that 54% of the employees surveyed reported that their employers either don't take their future interests and aspirations into consideration enough or not at all. 3. Help Your People to Connect with Meaning and Purpose in Their Work Connect people to something bigger than themselves and help them contribute. According to Gallup research, a 10% improvement in employees' connection with the Mission or Purpose of their organization leads to an 8.1% decrease in turnover and a 4.4% increase in profitability. I love this quote from Laszlo Bock – the current CEO & Co-founder of Humu and former Google SVP of People Operations -> “The single biggest thing you can do [as a leader] is make the work feel meaningful.” What is an organization's Purpose? It's what we do for our customers. Some good examples: Nourishing families so they can flourish and thrive - Kellogg We fulfill dreams of personal freedom - Harley Davidson We help people get jobs - Indeed.com 4. Commit to Real Change and Action with Your Diversity, Equity, Inclusion, and Belonging Efforts Set meaningful goals Track progress Hold leaders accountable Incentivize leaders To learn more about how to do this, check out Impact Makers Episode #51 - The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion with Jennifer Ingram 5. Invest in Your Leaders – Specifically Front-Line Supervisors The biggest gains businesses will witness in the future will come from hiring and training the right managers, who care for, develop, and maximize the strengths of every single employee. 70% of the variance between the highest engaged teams and persistently disengaged teams is just the manager. (Based on meta-analytics of 100 million employee interviews – Gallup) 6. Focus On Skills Identification and Development Quote from Jonas Prising - Chairman & CEO of ManpowerGroup: “Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade. It was important before the pandemic and is even more critical now – to create a better workplace where everyone is able to unleash their full human potential and have a more equitable share of the prosperity.” Impact Makers Episode #64: Creating Career Pathways to Unlock Opportunity for the Workforce of the Future with Matthew Daniel 7. SEE Your People Show Appreciation. Give Recognition. Value Differences. According to the results of a SurveyMonkey / Bonusly Survey, 63% of employees who are regularly recognized were “very unlikely” to look for a job in the next 6 months, and 89% of employees who are rarely recognized are open to accepting a new job. The number one reason why people left a job without another one in hand was uncaring leaders. - McKinsey's Great Attrition Great Attraction Survey 8. Grow Yourself Own your Personal Development. Set goals, track your progress, and hold yourself accountable. Challenge yourself to learn aspects of business and leadership that are not within your current responsibilities. 9. Develop Your Influence Invest In relationships. Build trust. Share your ideas. “You don't get influence through control. You get influence through other people's positive experience of you. You get influence through people wanting you involved - not by telling them you have to be.” — Neil Morrison – Former Group HR Director, Penguin Random House now Group HR Director at Severn Trent Water 10. Embrace (and lead) Disruption. Change is a constant. Stay curious and seek out ways to lead change efforts. Impact Makers Episode #63: Defining Return on Workforce Investment in the Future of Work with Dr. Alexander Alonso Subscribe and Review We'd appreciate you subscribing to this podcast and leaving an Apple Podcasts review. Reviews help others discover and learn what Impact Makers is all about. It only takes a second and helps us out a lot! Supporting Resources: Workplace from Meta Great Attrition Great Attraction Survey: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/great-attrition-or-great-attraction-the-choice-is-yours State of the Hourly Worker Report: https://www.shiftboard.com/wp-content/uploads/2020/10/State-of-Hourly-Worker_Ebook_Oct-2020.pdf Gloat Research Group's Great Resignation 2.0 Report: https://gloat.com/wp-content/uploads/GreatResignationReport-2.0.pdf Gallup research - Three Ways Mission-Driven Workplaces Perform Better: https://www.gallup.com/workplace/236279/three-ways-mission-driven-workplaces-perform-better.aspx Impact Makers Episode #51 - The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion with Jennifer Ingram: https://jennifermcclure.net/2020/11/19/the-value-of-taking-a-strategic-approach-to-diversity-equity-and-inclusion-with-jennifer-ingram/ Gallup research: Managers Account for 70% of Variance in Employee Engagement https://news.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx Impact Makers Episode #64: Creating Career Pathways to Unlock Opportunity for the Workforce of the Future with Matthew Daniel: https://jennifermcclure.net/2022/09/22/creating-career-pathways-to-unlock-opportunity-for-the-workforce-of-the-future-with-matthew-daniel/ SurveyMonkey / Bonusly Survey: https://www.surveymonkey.com/curiosity/employee-recognition-and-retention/ Impact Makers Episode #63: Defining Return on Workforce Investment in the Future of Work with Dr. Alexander Alonso: https://jennifermcclure.net/2022/09/15/defining-return-on-workforce-investment-in-the-future-of-work-with-dr-alexander-alonso/  Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook http://www.facebook.com/JenniferMcClureSpeaker *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com.  Let them know I sent you.

Get the bookmark newsletter in your inbox and don't miss the best stuff of the year wrap. About the authors Liz Fosslien is the co-author and illustrator of the WSJ bestseller No Hard Feelings: The Secret Power of Embracing Emotion at Work and Big Feelings: How to Be Okay When Things Are Not Okay. She leads the content and communications teams at Humu, where she helps leaders and their teams take small steps towards profound improvement. Prior to joining Humu, Liz designed and led workshops for executives at Google, Facebook, and Nike on how to create inclusive cultures. Her writing and data visualization projects have appeared in CNN, The Economist, The Financial Times, and NPR. Liz starts every day by eating plain Greek yogurt and reading academic abstracts.  Mollie West Duffy is the co-author of the WSJ bestseller No Hard Feelings: The Secret Power of Embracing Emotion at Work and Big Feelings: How to Be Okay When Things Are Not Okay. She was previously an Organizational Design Lead at global innovation firm IDEO, and a research associate for the Dean of Harvard Business School. She has worked with companies of all sizes on organizational development, leadership development, and workplace culture. Her writing has been featured in Harvard Business Review, Fast Company, and Entrepreneur, and she's taught design courses at Stanford and USC. Mollie loves personality tests. Source: https://www.lizandmollie.com/bios    About the book Uncertainty. Anger. Despair. Envy. When you're overwhelmed by big feelings, it can seem like you're the only one who is struggling. But having difficult emotions doesn't mean you're malfunctioning. It means you're human. Weaving surprising science with personal stories and original illustrations, each chapter examines one uncomfortable feeling—like envy, burnout, and anxiety—and lays out strategies for making it manageable. You'll learn: How to use regret as a compass for making decisions How to identify what's behind your anger and communicate it productively Why you might be suffering perfectionism, and how to detach your self-worth from what you do Big Feelings helps us understand that difficult emotions are not abnormal, and that we can emerge from them with a deeper sense of meaning. Source: https://www.lizandmollie.com/big-feelings  Three big ideas Dispel the myths Nothing is permanent We are human  Support my book habit: https://www.buymeacoffee.com/stephsbookshelfSee omnystudio.com/listener for privacy information.

In this podcast Shane Hastie, Lead Editor for Culture & Methods spoke to Stefanie Tignor, lead data scientist at Humu about what it take to be a great manager, how great managers show up with their teams and the powerful difference managers make in the organisation.   Read a transcript of this interview: https://bit.ly/3Oyv1ct Subscribe to our newsletters: - The InfoQ weekly newsletter: bit.ly/24x3IVq - The Software Architects' Newsletter [monthly]: www.infoq.com/software-architects-newsletter/ Upcoming Events: QCon Plus online: plus.qconferences.com/ - Nov 30 - Dec 8, 2022 QCon London: qconlondon.com/ - March 26-31, 2023 QCon San Francisco: qconsf.com/ - Oct 2-6, 2023 Follow InfoQ: - Twitter: twitter.com/InfoQ - LinkedIn: www.linkedin.com/company/infoq - Facebook: bit.ly/2jmlyG8 - Instagram: www.instagram.com/infoqdotcom/ - Youtube: www.youtube.com/infoq

Liz Fosslien is the co-author and illustrator of the national best-seller Big Feelings and the Wall Street Journal best-seller No Hard Feelings (which have both been translated into 15+ languages). Liz is an expert on effectively embracing emotions at work, and as the Head of Content and Communications at Humu, she empowers leaders to develop and manage high-performing, inclusive teams. Liz regularly speaks about how to walk the line between sharing and oversharing, build resilience, and help teams avoid burnout. Her work has been featured by Good Morning America, TED, The New York Times, NPR, Shondaland, Adam Grant, and Mindy Kaling.⁣ This is all to say that she will bring you the science behind big feelings, and she will do it in style.

Katika pita pita zangu siku si nyingi nilimsikia mtu akimzungumzia mgeni watu wa wiki hii kwamba ni ‘Jay Z' wa Bongo na si kwasababu kamuoa mmoja wa wasanii hodari wa kike na ambao wako juu ki muziki, ila pia akili yake ya kibiashara kwa kiasi kikubwa imemfanya yeye aone hivyo. Kwa ufahamu wangu niliambiwa na kushuhudia suala la maneno na mawazo ‘kuumba'. Pale mtu au watu wanapo kuona na ukichanganya na juhudi zako na nia na madhumuni ya wewe kutaka kufika pale basi mengine kutimia huwa ni suala la wakati tu. Hivyo pia ndivyo ambavyo mimi namuona Ndugu William Nicholaus Lyimo almaaruf Bill Nass. Mara yangu ya kwanza kukutana nae uso kwa macho ni miaka kama sita au saba iliyopita wakati nafanya kipindi cha Ngaz kwa Ngaz special edition. Ambacho mimi na Josh Murunga tulikua tunafanya ilikua kuwapa nafasi wasanii hodari kuwa ma host wa countdown hiyo ya ngoma zao kali 20 kwa wakati huo na kuzitolea maelezo yake. Kwa Bill Nass ilikua kama kumtafuta Kuku tu, yaani RAHISI sana. Alikua natural wataalam wanasema, kuanzia matamshi (haya wengi huwashusha hadhi kwa kiasi flani) mpaka swagg ambayo mtangazaji anatakiwa awe nayo kwake ilikua ipo. Kuvaa kwake, kuheshimu wakati na kuskiliza maelekezo na kisha kuyafanyia kazi ilikua 100, na mimi kwenye hili nilikua mtazamaji tu, kazi kubwa aliifanya Ndugu Josh akiwa kama Director. Yangu matumaini Bill Nass siku moja atataka kufanya kitu kama kile maana kitamfaa mno na itakua moja ya income zake nyingi ambazo anazo. Kwake yeye kuamua kumuoa mmoja ya wasanii hodari wa kike ambaye ana mashabiki wengi na pengine wengi wao ni wanaume nadhani lilikua si amuzi mdogo kwao wote wawili. Wawili hawa mahusiano yao yalikua hadharani kwa sote kuyaona na kuwa na maoni nayo. Kuanzia ku leak kwa video yao ya faragha mpaka mahusiano ya mkewe na Marehemu Ruge, kila kitu kilikua nje nje. Je haya yaliathiri au kuyajenga mahusiano yao kwa kiasi gani? Vipi kuhusu suala la Marehemu Godzilla ambaye kulikua na shutma kwamba alikua anauiga style yake na baadhi ya Radio zilikua zinampa nafasi yeye ili kumficha Zilla? Na je suala la kifo chake ambalo lilimleta yeye karibu na mtoto wa Zilla? Hii ilikua inamsumbua vipi wakati watu wanasema hivyo? Na je alikua anaona jinsi ambavyo ilikua inamsumbua Zilla? Ukiachana na muziki Nenga pia ni mfanyabiashara mzuri tu ambaye amekua akitumia jina lake ipasavyo ili kuweza kujitengenezea kipato cha pembeni ambacho ni cha uhakika zaidi kuliko mziki ambao anafanya. Nna uhakika na yeye anajua kwamba ana uhakika wa kuuza electronics zaidi kwa mara nyingi kuliko uhakika wa kuwa na hit song nyingi kwa mwaka. Na hiyo haimaanishi kama yeye si msanii HODARI ila zaidi kwenye suala la wimbo kuwa mzuri lakini watu wasiupokee kama matarajio yanavyokua. Humu pia tulichambua kiasi kuhusu jina lake ambalo amelirithi. Majukumu, biashara, mapenzi, urafiki, usia na familia. Ningependa u enjoy kama ambavyo sisi tu enjoy wakati tunaongea. Love, Salama. --- Support this podcast: https://anchor.fm/yahstonetown/support

Andrew Bartlow leads Series B Consulting, through which he helps businesses articulate their people strategy, accelerate their growth, and navigate rapid change. Additionally, he founded the People Leader Accelerator, the preeminent development program for startup HR leaders. He is also the co-author of Scaling for Success: People Priorities for High-Growth Organizations. Andrew has 25 years of Human Resources and Talent Management experience at organizations across various sizes, maturity stages, and industries. Episode Links: Andrew Bartlow on LinkedIn - https://www.linkedin.com/in/bartlow/People Leader Accelerator - https://www.peopleleaderaccelerator.com/Scaling for Success by Andrew Bartlow - https://amzn.to/3ez4bmHSeries B Consulting - https://www.seriesbconsulting.com/Harvard Business Review: Evolution & Revolution as Organizations Grow by Larry Greiner - https://hbr.org/1998/05/evolution-and-revolution-as-organizations-growDunbar's number - https://bit.ly/3MD8dHjPatrick Lencioni Books - https://www.tablegroup.com/books/Mathison Diversity Recruiting - https://www.mathison.io/Humu - https://www.humu.com/Time Codes:(1:50) - How did you get into your line of work?(3:21) -  What are the different Organizational Structures you see and how do you advise folks on which is the best fit for them? (8:05) - Do you have examples of problems being solved that end up creating problems further down the road?(13:37) - Total Chaos vs. Total OKR.(16:52) - What are some best practices from a human capital standpoint to celebrate team members who transition out of an organization?(22:36) - What are Spans and Layers?(26:09) - Is there a ‘max' for Span?(27:29) - How do you advise companies to think about The Power of 150?(31:40) - How often do you see strong leadership teams pausing to assess the business?(35:09) - When it comes to defining roles do you see any best practices being used?(42:25) - What makes a good hiring process?(44:20) - How are you seeing organizations broaden the pipeline in which they're getting candidates?(46:52) - “We learn best when we learn less.”(49:00) - Where do you see the best and worst ROI from Learning and Development initiatives?(56:09) - What is the purpose of business?(57:41) - How can people get in contact with you?

Mark Freeman is a community health advocate turned data scientist His mission is to improve the well-being of people, especially among those marginalized. He is currently a senior data scientist at Humu where he builds data tools that drive behavior change to make work better. He has a master degree from the Stanford School of Medicine in clinical research, experimental design and statistics. He also has a certificate in entrepreneurship from the Business School of Stanford. In his free time, he volunteers with a Bay Area Community Health Advisory Council. He also plays Men's Division III Rugby. We talked about the building data tools, data engineering skills for data scientist, how to pitch a projects, and his career journey. If you like the show, subscribe to the channel and give us a 5 star review. Subscribe to www.dalianaliu.com for more on data science and career. Mark's LinkedIn: https://www.linkedin.com/in/mafreeman2/ Topics: The “modern data stack” How to get buy-in from the leadership What is DBT and why he uses it Common SQL mistakes SQL vs Python vs R How to pitch a new project T.R.I.B.E framework for projects How he almost lost 1 Million dollar for his company Things he learned from his manager Mental Health and anxiety How to iterate project Web3 Why he cares about community health ‘soul- searching' on his future Why he write on Linkedin Future of data science

Jessie Wisdom joins me on Passion Struck with John R. Miles to discuss her work at Humu to help nudge every manager into becoming a great leader. Based on Jessie's research, she has found the difference between an engaged employee and one ready to walk out the door is their manager. Jessie Wisdom, Ph.D., is co-founder and head of People Science at Humu, a behavioral change platform that nudges people towards better working methods. Before building Humu, Jessie led projects for Google's People Innovation Lab (the research arm of Google's People Analytics team), focusing on improving organizational decision-making and driving behavioral change. Jessie received her Ph.D. in Behavioral Decision Research from Carnegie Mellon University. -► Get the full show notes for all resources from today's episode: --► Prefer to watch this interview: --► Subscribe to Our YouTube Channel Here: https://www.youtube.com/c/JohnRMiles --► Subscribe to the Passion Struck Podcast: https://podcasts.apple.com/us/podcast/passion-struck-with-john-r-miles/id1553279283 Thank you, Dry Farm Wines, For Your Support Dry Farm Wines have No Chemical Additives for Aroma, Color, Flavor, or Texture Enhancement. Dry Farm Wines - The Only Natural Wine Club That Goes Above and Beyond Industry Standards. For Passion Struck listeners: Dry Farm Wines offers an extra bottle in your first box for a penny (because it's alcohol, it can't be free). See all the details and collect your wine at https://www.dryfarmwines.com/passionstruck/. In this episode, Jessie Wisdom Discusses How to Make Every Leader a Great Leader. We discuss how behavior science can be applied to understanding employee engagement and why great managers make the difference between organizations that fail and those that succeed. Those managers who are effective are 2.2x more likely to retain top talent. In today's episode, Jessie explains why effective managers have a 22% higher employee engagement. We explore how to create a workplace where every manager is great and how to increase their effectiveness using nudges delivered in the workflow. Where to Find Jessie Wisdom Website: Our Team: Jessie Wisdom, PhD (Co-Founder & People Science) | Humu Instagram: https://www.instagram.com/jrwisdom/  LinkedIn: https://www.linkedin.com/in/wisdomj/    -- John R. Miles is the CEO, and Founder of PASSION STRUCK®, the first of its kind company, focused on impacting real change by teaching people how to live Intentionally. He is on a mission to help people live a no-regrets life that exalts their victories and lets them know they matter in the world. For over two decades, he built his own career applying his research of passion-struck leadership, first becoming a Fortune 50 CIO and then a multi-industry CEO. He is the executive producer and host of the top-ranked Passion Struck Podcast, selected as one of the Top 50 most inspirational podcasts in 2022. Learn more about John: https://johnrmiles.com/   ===== FOLLOW JOHN ON THE SOCIALS ===== * Twitter: https://twitter.com/john_rmiles * Facebook: https://www.facebook.com/johnrmiles.c0m * Medium: https://medium.com/@JohnRMiles​ * Instagram: https://www.instagram.com/john_r_miles * LinkedIn: https://www.linkedin.com/in/milesjohn/ * Blog: https://johnrmiles.com/blog/ * Instagram: https://www.instagram.com/passion_struck_podcast * Gear: https://www.zazzle.com/store/passion_sruck_podcast

Until Tom Barnes very recently stepped into a new Head of Sales role at Praxis Labs, he was the number one Enterprise Sales Director at Humu, an organization with a mission to make work better with science and machine learning. Tom has the privilege of leading the go-to-market function and leads Praxis Labs global growth strategy to help organizations improve equity and inclusion in the workplace. As Head of Sales, he is building the Praxis Labs sales machine by bringing business impact to Praxis Labs customers. He brings a wealth of experience from the Employee Experience and L&D space and was an integral part of driving 3 early-stage pre-IPO organizations through their successful IPOs..

Dr. Zoe Chance is a professor at the Yale School of Management, and is the author of Influence Is Your Superpower: The Science of Winning Hearts, Sparking Change, and Making Good Things Happen. Her framework for behavior change is the foundation for Google's global food policy. In this conversation, Zoe describes forms of influence and discusses how good relationships lead to good work. She challenges the people to use influence for the greater good, not just for individual purposes.   https://bit.ly/TLP-322   Key Takeaways [2:11] Zoe, a sci-fi fan, named her daughter Ripley after Ellen Ripley from Aliens. [5:16] Almost all of us, even the most successful, have negative feelings about influence strategies or tactics, but almost all of us would also like to be more influential. Influence has a bad rap. We think of it as distasteful. With new science, Zoe is bringing back the idea of influence as a leadership trait. [7:06] People have different definitions of influence and manipulation. Zoe considers influence to be anything that shifts someone's thinking or behavior, including manipulation, persuasion, behavioral economics, coercion, military might, and incentives. Manipulation is someone trying to influence a person in an underhanded way with a motive that does not align with the well-being of the person. [8:13] Behavioral economics nudges are mostly imperceptible, but would not be upsetting to people being influenced for their best interest, such as attempts to get people to save more for retirement. [9:48] Over the past year, up to the rise of bad inflation, employees have had a lot of power, and companies were desperate to hire. There's been a crisis in the service industry. Now the power is shifting to employers. They want people to be there but, for the most part, they don't have good reasons for wanting people to be there. Humu's Laszlo Bock asks, “Why, to look over their shoulder?” [11:51] Jan, Zoe, and Jim discuss whether most companies need to have their employees in the office, and how the return to the office is being handled. [13:51] Jim finds that in-person meetings are much more effective than online meetings that are filled with side-text meetings within the meeting. Jim also observes the need to train new college graduates in the culture of the organization. A culture needs to be maintained and groomed like a garden and that happens better in person. [15:31] Zoe would like to see leaders be better able to create the culture that they want. Bringing people back to the office to experience a negative culture is a horrible plan. [17:19] Jim contrasts the freedom of travel and the restrictions of the cube farm he experienced early in his career. He didn't like working in a cube and it affected his career. Now, since the pandemic, everyone has enjoyed freedom, and once freedom has been enjoyed it's hard for it to be taken away. Zoe says taking freedoms and privileges away will cause a rebellion; she shares an example from a bank. [20:26] Zoe shares a story featuring the Magic Question “What would it take for that to never happen again?”, and how to use it. It acknowledges that the people you are trying to influence know much more about their life than you do. It's not perceived as pressure to follow your advice and it can lead to a commitment to the positive outcome you want. [26:05] Zoe gives a shoutout to the veterans who come through the Yale School of Management. The professors love to have veterans in their classes because they are good listeners, and pay attention to the professors, their colleagues, and their classmates. They amplify other people's ideas and ask follow-up questions; they only speak when they feel they have something important to share. [28:16] Zoe tells about her TEDx talk, “How to Make a Behavior Addictive.” She tells how a pedometer injured her body, her marriage, and her relationships. She is vulnerable to technology. Social media is addictive because it's designed carefully to keep your attention. There is evidence that social media does much more harm than good. Zoe has studied the psychology that makes people want to come back. [31:28] Zoe explains the manipulative and negative power of variable intermittent rewards. If someone is using variable intermittent rewards to manipulate you, it's an unhealthy relationship. Social media does that to us constantly. [35:38] Zoe shares advice for leaders on having difficult conversations involving challenging feedback. Have these conversations as soon as you realize that there's something amiss, ideally, that day. If you are giving criticism, the longer you wait, the more betrayed the person feels because you've been harboring resentment against them. Having the practice of bringing it up as soon as you can is life-changing. [39:35] How can you have more power within your organization? Internalize the idea that good work comes from good relationships. Reach out to get to know challenging people in other departments and ask questions. “How is this going for you? It's kind of been a struggle for me and I'd like to understand your perspective.” It's hard for people not to like you when you reach out and connect with them. [41:42] Research shows men's social and professional networks overlap a lot while women's social and professional networks do not. If you are a woman, Zoe advises you to reach out to women and men at work, especially if you're not already friends with lots of people at work. You will find a friendly rapport and reciprocity that leads to things happening more easily. Men usually have better networks. [43:41] As Zoe was writing Influence Is Your Superpower, she asked a group of people about negotiations. Only 40% of men and 17% of women said they like or love negotiating. When she asked another group to describe their most recent negotiation, their adjectives were overwhelmingly positive. About 80% of them had had a good result and felt empowered! [47:54] Zoe discusses power in an organization. Influence works the same in leadership and relationships. The idea that a leader should never apologize because apologizing gives up power is wrong to Zoe. You build a lot of social capital by apologizing at the right time, in the right way, and by taking responsibility. That's powerful! [49:44] Zoe provides an anecdote that listeners can copy about a leader raising his status by sharing the spotlight. Jess Cain VP of Customer Service at Eversource has a 96% employee engagement rating by sharing a short weekly voicemail including a spotlight on two different team members. She has 1,500 members on her team. Jan notes also that people support what they help create. [53:27] Zoe's challenge to listeners: Challenge the frame of consumerism. Thinking of ourselves as consumers has caused the climate crisis. Think about using your influence in the grand scheme and not just for your benefit. Be a role model. Zoe is donating half the profits from her book to 350.org. [56:00] Closing quote: “Think twice before you speak because your words and influence will plant the seed of either success or failure in the mind of another.” — Napoleon Hill.   Quotable Quotes “Almost all of us, … have mixed feelings about influence. … If I ask people …  what are three adjectives that come to mind when you think of influence tactics, [it's] yucky, greedy, manipulative. … When I ask … ‘Would you like to be more influential?”, all of them say, yes.” “Employees have been more productive at home than they have been at work, … but it hasn't changed the fact that employers want employees to come back.” “Employers that offer more flexibility are going to do much better in the long run, because they'll be able to recruit the best talent.” “As most academics do, we collaborate with people that we never see and that's partly because we're introverted and so we're kind of happy to be in our little cave. But there's no problem with collaborating with people that you don't see.” “If you want to onboard new people and help them make friends; to have informal conversations and collaborations, OK, that's great. We just don't need to all be at the office every single day, or even every single week, right?” “Plenty of surveys have shown that leaders are actually out of touch about the real culture of their company. … the actual reality is kind of a crappy culture. It's horrible to bring people back to the office to experience the crappy culture.” “Bringing people back to the office or allowing people to work remotely has a differential impact on women and people of color and various groups. So there's more equality when we have more flexibility. That's another reason I'm generally in favor of giving people flexibility.” “Every freedom, every privilege, should be so carefully and thoughtfully doled out with the expectation that what you're giving an employee is going to be in perpetuity, or there's going to be a rebellion.” “When she's asking this {Magic Question], she's respectfully acknowledging ‘Listen, you know all kinds of things that I don't know,” which is always the case with the people we're trying to influence. They know all kinds of things about their life that we don't.” “The most addictive piece [of social media] … is called ‘variable intermittent rewards.'” “We also often don't really realize what our expectations are until they get violated.” “Just internalize the idea that good work comes from good relationships.” “There is a ‘liking' gap of 12%, where people like you 12% more than you think that they do. And this very much includes people who you have some bit of conflict or strife with.” “The majority … have this idea of negotiations that … comes from the movies. … We don't directly observe many negotiations and we're just not realizing that in our lives, most of the time when we're negotiating, it goes pretty well. … Negotiation is not as bad as we think."   Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Rafti Advisors. LLC Self-Reliant Leadership. LLC Dr. Zoe Chance Dr. Zoe Chance on LinkedIn Yale School of Management Influence Is Your Superpower: The Science of Winning Hearts, Sparking Change, and Making Good Things Happen, by Zoe Chance Google “How Google Optimized Healthy Office Snacks,” by Zoe Chance,  Ravi Dhar,  Michelle Hatzis,  and Michiel Bakker Aliens Resident Alien Robert Cialdini Daniel Kahneman Laszlo Bock from Humu Gloria Steinem “How to Make a Behavior Addictive,” Zoe Chance, TEDxMillRiver Jeffrey Pfeffer 7 Rules of Power: Surprising—but True—Advice on How to Get Things Done and Advance Your Career, by Jeffrey Pfeffer Eversource Energy Jessica Cain 350.org Corporate Competitor Podcast, with Don Yaeger  

Where could your team be in a month if everyone improved every single week? I ask myself this question daily, and I'm constantly looking for ways to improve myself and others in a positive and uplifting way. As learning leaders, this task is often easier said than done, particularly at scale. There is an everyday sludge between you and the things you're trying to do that makes this challenging. What are some ways that you remind yourself and others of the goals and changes you want to see? In this Learning Tech Talks, I'm talking with Leslie Caputo from Humu to learn how to move from intention to action and how ‘nudges' build habits that help accomplish your most important goals and to develop the behaviors and skills proven to drive mission-critical outcomes., --- Support this podcast: https://anchor.fm/learningtechtalks/support

In this episode of Redefining HR, I sit down with Liz Fosslien, author and head of communications and content at Humu, a company dedicated to making work better with science, machine learning and a bit of love. Liz and I discuss her career journey, her role at Humu and her work as an author and illustrator. We also dive into the creative process for the Liz and Mollie illustrations and how they have bridged the gap between emotions and work.

Welcome to the What's Next! podcast with Tiffani Bova.   Striking a balance between informational science and emotional perspectives, Liz Fosslien is equal parts illustrator and writer, telling the story of how we all have big feelings and that's what makes us human. We welcome Liz back to the show to share details about her new book co-written with Mollie West Duffy titled “Big Feelings: How to Be Okay When Things Are Not Okay.” The book highlights seven difficult emotions and enables readers to learn how to thrive in difficult situations and emerge a better person on the other side of it. Liz Fosslien is the head of content and communications at Humu, a company that makes it easy for teams to improve, every single week. She has designed and led sessions related to emotions at work for audiences including TED, LinkedIn, Google, Viacom, and Spotify. Liz's writing and illustrations have been featured by The Economist, Freakonomics, and NPR. Liz is co-author and illustrator of the bestselling books, “Big Feelings: How to Be Okay When Things Are Not Okay” and “No Hard Feelings: The Secret Power of Embracing Emotions at Work.” Follow Liz on LinkedIn or Instagram.   THIS EPISODE IS PERFECT FOR…  workplace managers and leaders who want to create better environments where their employees can talk about the big feelings and reach a deeper sense of meaning.   TODAY'S MAIN MESSAGE… Humans are emotional creatures, and it's both inevitable and unavoidable that we will be experiencing our emotions at work. It is important to check in with both yourself and others to better understand our oversized feelings that aren't easy to predict or control. We must seriously and thoughtfully address these uncomfortable moments to help ourselves and our colleagues feel seen and heard and, ultimately, human.   WHAT  I  LOVE  MOST… Liz Fosslien reminds us that amidst a global pandemic, multiple years in quarantine, and a transformed workplace experience, having big feelings of uncertainty, burnout, and regret are totally normal. We can't stop ourselves from experiencing these emotions, but we can learn how to make peace with them to achieve a deeper sense of meaning.       Running time: 30:12 Subscribe on iTunes     Find Tiffani on social: Facebook Twitter LinkedIn Instagram   Find Liz on social: Website LinkedIn Twitter Instagram     Liz's Book: Big Feelings

Mwaka 2018 ndo nilimfahamu Oscar baada ya kukutana nae kwenye kituo changu cha kazi ya kutangaza mashindano ya Kombe la Mataifa ya Afrika jijini Johannesburg nchini Afrika ya Kusini. Alikua mmoja ya watu ambao walinikaribisha vizuri sana kwenye team na kwa wakati huo yeye ndo alikua anaishikilia rekodi ya kuwa ndo mtangazaji mdogo zaidi kwenye team ya watangazaji nami nikaja kama Binti PEKEE ambaye ambaye alikua anatangaza mpira wa miguu kwa lugha ya Kiswahili. Combination yetu ilikua nzuri sana na kwa kipindi hiko ambacho kilikua cha mwezi mmoja tulielewana na ku bond vizuri sana. Oscar anapenda raha, anapenda kucheka na kuishi vizuri, anapenda ukweli na kubwa zaidi ni Rafiki mzuri sana. Pengine la zaidi ambalo nna uhakika Mama yake mzazi kule Kaliuwa anajuvunia sana ni la usomi, ni mwanafunzi mzuri ambaye anapenda kujiendeleza, sasa anamalizia Masters yake kwenye Chuo Kikuu cha Dar es Salaam. Alishawahi kuwa Mwalimu kipindi cha nyumba kwenye maisha yake na kwa mawazo yangu ya haraka hii ndo ambayo inamfanya awe ni mmoja kati ya wachambuzi makini kabisa ambao nchi hii inayo, nguvu yake ni kuhakikisha pale kwenye ukweli unasemwa hata kama itakua kwa njia ya mas'hara, ila atausema! Aliamua kuwa Baba na hili ni kwa mujibu wake baada ya kunikatalia katakata kwamba mtoto wake wa kwanza alikua ni wa ‘bahati mbaya' kama ambavyo baadhi ya wazazi husema, Oscar anasem alikua anajua nini anafanya na Mama wa mtoto yule so kusema alikuja kwa bahati mbaya ni kama kumkosea mtoto yule ambaye alikuja kipindi ambacho Oscar alikua bado hajajiweka vizuri kwenye maisha yake na zaidi kwenye masuala ya kazi, na pia ananikumbusha jinsi alivyokua anajiona anajua saana na kama vile watu waliokua wanampa nafasi kipindi kile kama vile walikua hawanuelewi kabisa. Anaamini kwenye kujifunza kila kukicha ili kupanua wigo wa uerevu na kwake yeye Elimu ndo ufunguo wa maisha toka siku ya kwanza. Kama Baba wa watoto wawili ambao kwa kiasi kikubwa amekua hapo kwaajili ya vijana wake, Oscar anaamini kwenye kuwa pale kwaajili yao, kuwapa kile ambacho yeye hakukipata kutoka kwa Mzee wake wakati anakua, kuwa pale kwaajili ya watu wa familia yake na zaidi Mama yake ambaye kwa mujibu wa Oscar Mama ndo nguzo yake. Binafsi nayajua mengi ambayo amayafanya Kijijini kwao Kaliuwa kwaajili ya familia yake na hata ambao hawamhusu. Humu mimi na Rafiki YANGU tulijadili mambo mbalimbali ya ki maisha na familia, kazi na muskabali wa biashara ya mpira kwenye NCHI yetu na dunia kwa ujumla, pia tuliongelea umuhimu wa familia na kupata mtoto ukiwa na umri mdogo, suala la ajira na hustle wakati tunakua nalo hatukulicha nyuma. Yangu matumainj nawe uta enjoy pia. Love, Salama. --- Support this podcast: https://anchor.fm/yahstonetown/support

Sheikh Hilali Shaweji Makarani au Sheikh Kipozeo ni mtu wa watu, au niseme kama ambavyo tunasema kwetu Uswazi, Sheikh ni mwana wa wana, anaweza kuwapa wana darsa kwa lugha yao na wakawa huru na wao kusema maoni yao au uelewa wao kwa raha na bashasha nyingi na naamini hii imemfanya yeye awe ni mmoja ya Ma Sheikh wanao tambulika zaidi kwenye mitandao ya kijamii nje na ndani ya Tanzania. Lugha hiyo ya wana ambayo anaitumia inasaidia sana kufikisha ujumbe ambao ameukusudia kwa wakati huo na ikapata mpaka majadilioano, majadiliano hayo ndo huzaa majibu ya maswali mengi ambayo wengi hujiuliza. Kwetu au kwangu ilikua ni kaji task ambako nilikua najua inabidi nikakamilishe, na jina lake kurejea kutajwa mara kwa mara na watazamaji wa kipindi hiki pia ilichochea dhamira hiyo kwa kiasi kikubwa. Nilikua sijawahi kukutana nae kwahiyo hii nami ilikua ni mara yangu ya kwanza kukutana nae uso kwa macho, shabiki yake? Oh yes, mkubwa tu. Nimekua nikimskiliza na kumuangalia kila nipatapo nafasi ya kukutana na mafunzo yake, kwahiyo hamu ya kutaka kuongea nae ilikua inaongezeka kila siku zinavyozidi kwenda. Wakati ambao Mwenyezi Mungu ameupanga ndo wakati sahihi kabisa. Na naamini huu ndo ulikua muda ambao tulikua tumepangiwa haya mazungumzo kutokea na haikua huko nyuma ambako pengine tulidhani tungemtafuta na kuweza kuongea nae. Alikua mkarimu kwangu, humchukua muda pia kuongea kama yule wa kwenye video maana kama Mwalimu nadhani huwa anaangalia spidi ambayo uko nayo na kujua anaenda na wewe vipi ili iwe imekaa mahala pake. Na naam, tuliweza kwenda vizuri, alinifanya nami niwe huru na muwazi kwa yale ambayo tulikua tumepanga na wenzangu kumuuliza. Akiwa Baba na mume mpedwa kwa familia yake, Sheikh Kipozeo amekua akipata mialiko sehemu mbali mbali ili aweze kuwapa watu ‘dawa'. Humu zaidi sisi tulitaka kujua jina lilipo anzia na jitihada zake za kufikisha neno la Mwenyezi Mungu kwa wanaohusika. Alituambia pia kuhusu asili yake na ‘urithi' wa dini ulipotokea. Lini hasa alijua kwamba ambacho anakifanya sasa ndo ambacho alikua anatakiwa kufanya kwenye maisha yake yote? Yangu matumaini dawa itaingia na uta enjoy kuangalia au kuskiliza episode hii yetu ya nne. Love, Salama. --- Support this podcast: https://anchor.fm/yahstonetown/support

Mark Freeman, Senior Data Scientist at Humu, joins Jon Krohn to talk about all things data engineering and offers listeners some critical tips for their data science career journey – from what it takes to get promoted to his number one tip for getting hired at a fast-growing capital-backed startup. In this episode you will learn: • How Humu leverages data and machine learning to improve workplace behaviors [10:38] • What is data engineering? [14:21] • What it takes to get promoted into more senior data science roles [20:55] • The differences between junior, senior, and staff data scientists [30:21] • Mark's top tools for data extraction, modeling, and pipeline engineering [37:08] • Mark's number one tip for getting hired at a fast-growing venture capital-backed startup [53:10] • Why all data scientists should be interested in Web3 [1:11:53] Additional materials: www.superdatascience.com/587

This week, Alexis gets non-technical with Liz Fosslien, Author and Head of Content at Humu. They talk about driving with CONFIDENCE, microwave chefery, Work From Bed, L*na Bars, postmeridian smells, and the best therapy session of all-time.You can find Liz on Twitter at twitter.com/fosslien and Alexis at twitter.com/yayalexisgay or instagram.com/yayalexisgay and twitter.com/NonTechnicalPod.This episode of Non-Technical is brought to you by the 2022 Community-Led Summit: a 3-day virtual event for builders and leaders in community-led companies. You can register (for free!) for the 2022 Community-Led Summit happening May 24th through May 26th at www.communityled.com/summit.

Some of us live as two people, who we are at home and who we are at work. But our work and our lives don't have to be two separate identities. The key to bringing our whole selves to work every day is tossing out the myth that emotions don't belong in the workplace. When we learn to embrace our emotions at work, we not only allow our most authentic selves to shine, but also create a more human workplace for our colleagues. On this episode, Deloitte Chief Well-being Officer Jen Fisher talks with Liz Fosslien, head of communications and content at Humu, coauthor and illustrator of No Hard Feelings and the upcoming book, Big Feelings, and @LizandMollie Instagram cofounder, about the importance of bringing emotions into work.

Some of us live as two people, who we are at home and who we are at work. But our work and our lives don't have to be two separate identities. The key to bringing our whole selves to work every day is tossing out the myth that emotions don't belong in the workplace. When we learn to embrace our emotions at work, we not only allow our most authentic selves to shine, but also create a more human workplace for our colleagues. On this episode, Jen Fisher talks with Liz Fosslien, head of communications and content at Humu, coauthor and illustrator of No Hard Feelings and the upcoming book, Big Feelings, and @LizandMollie Instagram cofounder, about the importance of bringing emotions into work.

Liz Fosslien - Big Feelings: how to be okay when things are not okay. | Brought to you by Raycon (https://buyraycon.com/passionstruck) and Athletic Greens (https://athleticgreens.com/passionstruck). Liz is an expert on how to make work better and the co-author (Mollie West Duffy) and illustrator of the books Big Feelings and No Hard Feelings. Liz also leads content and communications at Humu, a company that uses behavioral science to make it easy for leaders and their teams to improve. Her work has been featured by TED, The New York Times, The Economist, The Financial Times, and NPR. Overwhelmed by Big Feelings Uncertainty. Anger. Despair. Envy. When you're overwhelmed by big feelings, it can seem like you're the only one who is struggling. But having difficult emotions doesn't mean you're malfunctioning. It means you're human. Weaving surprising science with personal stories and original illustrations, each chapter of the new book Big Feelings examines one uncomfortable feeling—like envy, burnout, and anxiety—and lays out strategies for making it manageable. Big Feelings is an insightful and approachable Illustrated Guide to Handling our most difficult emotions Thank You to Our Sponsors Raycon is a wireless audio brand that enables inspirational audio experiences. With an unapologetic willingness to shatter industry norms, they are priced half of that of their competition. Get 15% on Raycons at https://buyraycon.com/passionstruck This episode of Passion Struck with John R. Miles is brought to you by Athletic Greens. Athletic Greens is a health and wellness company that makes comprehensive daily nutrition really simple. ONE scoop contains 75 vitamins, including multivitamins, multi-minerals, probiotics, and immune-supporting mushrooms. Get a free one year supply of Vitamin D3/K2 and five travel packs at athleticgreens.com/passionstruck Our Patreon Page: https://www.patreon.com/passionstruck Follow Liz Fosslien Instagram - https://www.instagram.com/lizandmollie/ Twitter - https://twitter.com/lizandmollie LinkedIn - https://www.linkedin.com/in/liz-fosslien/ Links Big Feelings: https://amzn.to/3Kbo9Ob No Hard Feelings: https://amzn.to/3kcr7Y6 Susan Cain Interview: https://open.spotify.com/episode/5rTEjH4FJn7iBuvu0FOSB2?si=h9PE1CUQTK2lcAdVGLrBow Claude Silver interview: https://open.spotify.com/episode/4SXKbsbfYQWlBNPdRn1c5k?si=VZdrjNJSTuiJU1hQ_xXjeQ Solo episode on work-life balance: https://open.spotify.com/episode/7AZksXySbYVoMPMuma5DpB?si=_VPv5sn3QBCq2pYVh-LXkg Solo episode on overcoming burnout: https://open.spotify.com/episode/5keAXxjRs3Q8NKZYWBlPXS?si=N-nf0iQjThSzgsCAutPVPA  Time Stamps: 0:00 Liz Fosslien introduction and announcements 4:25 Why we are taught that feeling bad is bad. 11:58 The big reveal. 15:34 Why Liz felt it was so important to write Big Feelings. 19:34 Why our self-narrative both helps and hurts our identity. 22:02 Why it is becoming harder for people to find balance and alleviate burnout. 25:13 The importance of post-traumatic growth 9:22 Effortless Perfection and Susan Cain's Bittersweet 36:56 Detaching your self-worth from what you do for work 46:10 The big feelings assessment 50:14 How to let go of what you can't control. 54:21 The topic of uncertainty, the myths around it, and how you work through it. 57:49 We discuss her popular Instagram page. 1:01:58 Show wrap up. Follow John on the Socials: * Twitter: https://twitter.com/Milesjohnr * Facebook: https://www.facebook.com/johnrmiles.c0m * Medium: https://medium.com/@JohnRMiles ​* Instagram: https://www.instagram.com/john_r_miles * LinkedIn: https://www.linkedin.com/in/milesjohn/ * Blog: https://passionstruck.com/blog/ * Instagram: https://www.instagram.com/passion_struck_podcast/ * Gear: https://www.zazzle.com/store/passion_struck/   -- John R Miles is a serial entrepreneur and the CEO and founder of Passion Struck. This full-service media company helps people live intentionally by creating best-in-class educational and entertainment content. John is also a prolific public speaker, venture capitalist, and author named to the ComputerWorld Top 100 IT Leaders.

When Liz Fosslien and Mollie West Duffy pitched their second book, Big Feelings: How to Be Okay When Things Are Not Okay, to their publisher in January 2020, the authors were met with questions about its relevance. Fast forward six months (and three months into a new and terrifying global pandemic), and the publisher recognized this was, in fact, a very relevant book to publish. It doesn't take a rocket scientist to figure out why. In these turbulent times, with millions participating in The Great Resignation, new Covid variants emerging every few months, derailing our collective plans to move on, and many dealing with the grief they've experienced from the loss of loved ones to the virus, Big Feelings couldn't have come at a better time. Liz Fosslien, the co-author and illustrator stopped by Left to Our Own Devices to dig deep into big feelings. On this episode, Liz and Erica discuss the new book, how to express selective vulnerability (aka, bringing your most appropriate self to work), the importance of being intentional and taking time to connect and check in with colleagues, and how to introduce more stability into our teams during ever-changing times. Liz also offers two salient examples from Humu and IDEO on how to onboard in ways that will give new hires a sense of psychological safety as well as permission to bring their human to work.Big Feelings: How to Be Okay When Things Are Not Okay, by Liz Fosslien and Mollie West Duffy is out today! Pick up your copy wherever books are sold. Please Subscribe, Rate and Review on Apple Podcasts You can also listen to the show on: StitcherOvercast GoogleSpotifyResources:Quotes:“Our work is not an invitation to be a feelings firehose. We talk about this a lot in the context of leadership. And we have a practice that we call selective vulnerability. So it's really, how do you balance sharing, which builds trust and does bring teams together and increases performance over the short and long run, but you also can't really over share, right? It is still a workplace context and especially if you're leading a team, part of your role is to create stability and clarity for that team.”“I have emotions, some of them are really, really difficult. You will have them too, that's perfectly okay. But as your leader, I'm still thinking about how to make sure we're all okay together in the future.”“I will say, I am an introvert. My job involves a lot of writing and thinking, so I personally love working from home. I think back on being in an open-office floor plan, and it boggles my mind how I got anything done ever because it's so overstimulating. So I think the keys are, when you are in person, really prioritizing relationship building and connection and seeing that as how you're going to perform better in the long term.”“I've learned to take a deep breath and say, ‘Okay, we should have that five minutes [at the beginning of a meeting] just to check in with one another. And it actually makes the call much, much nicer. So I think it just requires you to be more intentional and have the moment of, ‘What do I want out of this meeting, what is my goal in connecting with this person, and then how can I structure the next 30 minutes to make that happen.'”“Somehow I always forget how restorative it is to just step away from my computer and walk outside. And I'm lucky enough to live in California, where that's an option year round. It's like, wow, being outside in the sun for five minutes has this huge impact, and I'm just always not doing it!?”On Humu's onboarding: “[Laszlo Bock] was like, ‘Hey, this is your first day, and I just want to reinforce that the interview—the audition is over. You're not auditioning anymore. You're here and we want you to grow and learn and ask a lot of questions. You're going to make mistakes, but you don't need to be worried about your position—that part is over.'”“The audition is over! We're so excited you're here, you're bringing all these valuable skills to the team. Please lean into your abilities—that's why we hired you.”“The 7 emotional states [from the book]: are uncertainty, comparison, anger, burnout, perfectionism, despair, and regret.”Links to Websites or Resources, text numbers email signupsOrder Liz and Mollie's book, Big Feelings, out nowLiz and Mollie's websiteLiz's websiteErica's websiteOrder Erica's book, Rituals RoadmapOrder Erica's book, Bring Your Human to WorkText ‘human' to 66866 to sign up for Erica's newsletter where she shares how to honor relationships well and how to bring your human to work and life. Connect with Liz:InstagramTwitterLinkedIn Connect with Erica: InstagramTwitterLinkedInFacebook

MLOps Coffee Sessions #94 with Mark Freeman, Traversing the Data Maturity Spectrum: A Startup Perspective. // Abstract A lot of companies talk about having ML and being data-driven, but few are there currently and doing it well. If anything, many companies are on the cusp of implementing ML rather than being ML mature. As a startup, what decisions are we making today to drive data maturity and set us up for success when we further implement ML in the near future. What business cases are we making for leadership buy-in to invest in data infrastructure as compared to product development while we identify product-market-fit. // Bio Mark is a community health advocate turned data scientist interested in the intersection of social impact, business, and technology. His life's mission is to improve the well-being of as many people as possible through data—especially among those marginalized. Mark received his M.S. from the Stanford School of Medicine where he was trained in clinical research, experimental design, and statistics with an emphasis on observational studies. In addition, Mark is also certified in Entrepreneurship and Innovation from the Stanford Graduate School of Business. He is currently a senior data scientist at Humu where he builds data tools that drive behavior change to make work better. His core responsibilities center around 1) building data products that reach Humu's end users, 2) providing product analytics for the product team, and 3) building data infrastructure and driving data maturity. // MLOps Jobs board https://mlops.pallet.xyz/jobs // Related Links Website: humu.com The Informed Company: How to Build Modern Agile Data Stacks that Drive Winning Insights book: https://www.amazon.com/Informed-Company-Cloud-Based-Explore-Understand/dp/1119748003 Fundamentals of Data Engineering book by Joe Reis and Matt Housley: https://www.oreilly.com/library/view/fundamentals-of-data/9781098108298/ --------------- ✌️Connect With Us ✌️ ------------- Join our slack community: https://go.mlops.community/slack Follow us on Twitter: @mlopscommunity Sign up for the next meetup: https://go.mlops.community/register Catch all episodes, blogs, newsletters, and more: https://mlops.community/ Connect with Demetrios on LinkedIn: https://www.linkedin.com/in/dpbrinkm/ Connect with Vishnu on LinkedIn: https://www.linkedin.com/in/vrachakonda/ Connect with Mark on LinkedIn: https://www.linkedin.com/in/mafreeman2/ Timestamps: [00:00] Introduction to Mark Freeman [01:43] Grab your own Apron merch @ https://mlops.community/! [03:41] LinkedIn stardom! [04:40] Followers or connections? [05:31] Leveraging essential information platform [08:56] Investment in time spent on creating and working on a social platform [12:16] Put yourself out there for people to find you [16:33] Data maturity is a spectrum that takes time to traverse [23:43] Maturity of path [28:43] Fundamentals for data products [33:05] Foundational data capabilities [37:32] Value of metrics [41:48] writing reused code timeframe vs working with stakeholders timeframe [44:11] Wrap up [45:14] Look for Meetups near you!

Our guest today is Mark Freeman II, Senior Data Scientist at Humu and CEO of On the Mark Data. In our conversation, Mark first talks about his Bachelor in Sociology and his Master at Stanford. He explains how he managed to get into Stanford despite having bad grades and describes how he got into the world of Statistics and AI. We then discuss Data Science in Startups, the pros and cons of working in a Startup and the main differences between Data Science in small and large companies. Mark shares projects that he worked on and explains how he almost made his company lose $1 Million. We finally dive into the world of entrepreneurship and AI. We talk about On the Mark Data; Mark's latest Startup where he works on consulting and content creation. Mark shares his experience, his failures and advice on how to do well as a Data Scientist. If you enjoyed the episode, please subscribe to my Youtube channel: https://www.youtube.com/channel/UCWvn6k4aeceyYKjAleML9VA

Ale Azua, foodie de nacimiento y restaurantera por casualidad, nos platica lo que ha sido emprender junto con su esposo Mauricio (Tecaton) 4 restaurantes diferentes: El Agasajo, Skinny Juicini, Humu y Los Tecatacos.   Ver el amor que le ponen a cada uno de sus proyectos y escuchar toda la historia y trabajo que hay detrás de cada uno de sus emprendimientos, nos hace darnos cuenta que cuando uno ama lo que hace, todo reto se supera.    Cualquiera que quiere emprender, que quiere poner un restaurante o que ama la mercadotecnia y aterrizar los proyectos que soñamos a una realidad... ¡este episodio es para ti!   Para encontrar ligas a todo lo que platicamos en este episodio. Visita las notas del episodio aquí. Si te gusta lo que escuchas, puedes apoyar este podcast de cualquiera de las siguientes maneras: Suscríbete para no perderte de ningún episodio. Comparte el episodio con tus amigos y gente que le podría interesar. Sígueme en Instagram para conectar más y platicar contigo sobre los episodios. Suscríbete al Newsletter para recibir recomendaciones de otros podcasts y artículos que me han hecho reflexionar o pasar un rato agradable. Invítame a un café y, si quieres, puedes agendar una plática conmigo del tema que quieras!  

In our latest conversation, Side of the Desk is joined by Bill Ackerman, Head of HR, and his friend, co-founder and CEO of Humu, Laszlo Bock. Hear their discussion on how Fidelity collects feedback from associates on their managers through Humu to offer personalized coaching on their performance, as well as a piece of career advice you may never have thought of to consider. #FidelityAssociate

Liz Fosslien, the co-author of No Hard Feelings and Big Feelings, joined us on The Modern People Leader. We talked about her journey to becoming a best-selling author, the 7 Big Feelings that we've all been experiencing the past couple of years, and how we can begin to make peace with our emotions at work. Timestamps: Liz's journey to becoming a Wall Street Journal best-selling author (4:44), why everyone should be jealous that Liz gets to work at Humu (10:55), why she thinks we're all so scared of confronting these big feelings at work (14:32), how they identified the 7 Big Feelings (20:00), which of the 7 Big Feelings resonates most with Liz (23:04), emotional granularity (28:20), two tools for making peace with your emotions (30:16), how to avoid negative thought spirals (35:35), the 1 thing Liz wants people to take away from Big Feelings (40:50), and the career advice she'd give to 22-year-old Liz (44:44). Big Feelings is set to come out on April 26th. If you'd like to pre-order now, here's a link: Pre-Order Now If you have any feedback for the MPL podcast or would like to connect, don't hesitate to reach out on LinkedIn: Daniel Huerta and Stephen Huerta

Utamjua Chid Benz kuanzia anaingia kwenye game, maisha aliyopitia hadi leo 'WATU WALIKUWA WANAJUA MIMI NAKUFA' Humu ndani kuna story zote kuhusu Ruge, Babu Tale, Diamond, Alikiba, Joh Makini, Rayvanny, Madawa, Madee, MB Dog, Fid Q, Mwana FA, AY nk Chid humu ndani kaongea UKWELI MTUPU. Susbcribe channel hii, LilOmmyTV, Comment, Like na Share video hii kwenye Groups zako za WhatsApp

Chapter 5: Embrace Cultural Change - Psychological Safety and Belonging w/ Liz Fosslien Insight: You have to adopt new and more liberating values, and behaviors, if you want diverse groups of people to flourish as they follow you. Action: You have to practice liberation and you must embody a new way of thinking and leading. To add texture to this insight, I sat down with Liz Fosselien, an illustrator and the co-author of the Wall Street Journal best-seller No Hard Feelings: The Secret Power of Embracing Emotions at Work. Liz is an expert on how to make work better. As the Head of Content at Humu, she helps teams and leaders develop the skills and habits that allow them to unlock their full potential. She regularly leads interactive, scientifically-backed workshops about how to build resilience, how to help remote workers avoid burnout, and how to effectively harness emotion as a leader. Her work has been featured by TED, Harvard Business Review, The New York Times, The Economist, and NPR. In our conversation, we talk about Liz's professional journey as well as what it takes to create psychological safety within your organizational culture. Check it out! Episode Transcript Available Here About The Diversity Gap The Diversity Gap Academy exists to help leaders pair their good intentions for diversity with true cultural change. You can order the book, The Diversity Gap, at www.thediversitygap.com. Bethaney Wilkinson is the Host and Executive Producer. Final Production is by Live Grace Productions. Thank you to our guests and patrons who make this podcast possible! Instagram - @bethaneywilkinson @thediversitygap Website - www.bethaneywilkinson.com Links from the Show Instagram: https://www.instagram.com/lizandmollie/ Website: https://www.lizandmollie.com Book: https://www.lizandmollie.com/book

Mervi Heinaro CEO at FLEXOUND, - The Finnish Augmented Audio™ start-up that combines high-quality sound with physical vibrations, allowing you as a consumer to both hear and feel music and sound at the same time.Full Episode 22. Augmented Audio Technology: - Let Your Skin Do The Listening. FLEXOUND sets the standard on how brands can add the sensation of touch to any entertainment, automotive & healing soundcontent to offer consumers an unforgettable full-body audio experience.Podcast or vlog: The Power of Audio + Science + AI with Jasmine Moradi (https://www.jasminemoradi.com, Spotify, Apple Music & Google Play)Soundbites#1 What is augmented audio technology? (4:09)#2 How FLEXOUND Augmented Audio™ enhance the entertainment, automotive and healing enjoyment. (12.09)#3 Asian cinema companies are in the front edge implementing augmented audio technology to meet customers demand for new experiences. (17:49)#4 The FLEXOUND Smile: Consumer's never want to experience normal cinema after their augmented audio experience. (21:54)#5 The HUMU Augmented Audio Cushion™ experience vs. normal headphones. (30:30)#6 How FLEXOUND Augmented Audio™ is used in therapy to increase wellness and self-care (34:45) #7 Feeling is believing.How does music feel like? (38:11)#8The future of FLEXOUND Augmented Audio™: replacing loudspeakers in automotives noise reduction in game arcades (41:28)Host:

UserTesting's Chief Insights Officer, Janelle Estes, and Head of UX Research at Humu, Marieke McCloskey, discuss the parallels between UX/CX and employee experience.

410: Humu Co-Founder and CEO Laszlo Bock describes the genesis, development, and deployment of Nudges, which were created to address that problem that great numbers of people are miserable in their jobs. Nudges are digital reminders that prompt the small actions that are most impactful when driving five factors: organizational performance, retention, individual happiness, inclusion, and innovation. In addition to using the product themselves, Humu targets large organizations as customers in order to make the greatest impact toward their mission and to ensure that they are developing products around data sets that are representative of the general population of workers. We also discuss the values that Laszlo draws from his time at Google, why he believes analytics, statistics, and computer science will drive a revolution in HR, and how immigrants, such as Laszlo himself, are fundamentally entrepreneurial in character.

HUMU! A discussion on the second half of Nanana's Buried Treasure, episodes 7-11? This is nothing my GIANT detective brain can't handle! clearly this is based on the Fibonacci sequence. And the vending machines! they are significant as well. HUMU. This is one of my most baffling cases yet...