Podcast appearances and mentions of ira wolfe

Yep! Change often feels like swimming upstream against sticky currents. Even if the status quo is a mess, we cling to it like a life raft. Why? Because the familiar feels like less work for our brain, even when it's failing us. In this episode, guest co-hosts Eli and Casey unravel the complex web of emotions and instincts that make embracing change feel like swimming through sticky peanut butter. Inspired by future of work thought leader Ira Wolfe's insights, this deep dive is your ticket to understanding the messy, human side of transformation. Here's what you'll uncover: Our Addiction to Certainty: Our brains are wired to see uncertainty as a threat. Some call this status quo bias. Like survival mode, this triggers a primal response in us. Knowing why change feels unsettling is step one in managing it. Loss Before Gain: Change almost always feels like a loss initially, even if it leads to greater benefits later. It's crucial to acknowledge and address this sense of loss to help people move forward. Culture and Control: The norms and culture of our "tribe" are formidable forces. Ignoring them can lead to resistance. Moreover, people need a sense of control. Ensuring involvement and offering ownership of the change can dramatically reduce pushback. Dive deeper into this episode and let's continue the conversation on how to lead through change effectively and make change work for you.  

What happens when AI, immigration policy, and economic trends collide? The job market gets weird—fast. In this must-listen episode of Geeks, Geezers, and Googlization, renowned labor market expert Gad Levanon joins Ira Wolfe to dissect the current state and future trajectory of work. Forget boring forecasts—this is a raw, eye-opening exploration of what's really happening. Here's what's on the table: -AI's Growing Grip on Jobs – From coding to manual labor, AI is transforming tasks faster than anyone expected. What does that mean for your future career? -How Weird Will It Get? – The job market is shifting under our feet, with immigration trends and tech advancements reshaping labor supply and demand. Buckle up. -The Skills Gap is Real – With nearly half of jobs requiring new skills, the question isn't whether you'll need to adapt—it's how fast. -Immigration and Workforce Planning – Gad and Ira cut through the noise to focus on the practical impacts of immigration policy changes on hiring and workforce strategies. -Remote Work vs. Office Showdown – The return-to-office debate rages on. How are companies balancing flexibility, productivity, and talent retention? Get ahead of the trends and learn how to adapt, grow, and stay relevant in the ever-evolving world of work with labor market expert Gad Levanon and global future of work thought leader Ira S Wolfe. Hit play now! About Gad Levanon: Gad Levanon is a frequent guest and is back again today to help us make sense of the job and labor markets. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute. Gad is the Chief Economist of The Burning Glass Institute, where he dissects and predicts the future of work like a seasoned time traveler. You've probably read his work in Forbes, seen him quoted in national media, or hopefully subscribe to his Labor Matters newsletter on Linkedin.   

Mattering is more than just warm & fuzzy. It's the game-changing new management skill set for the age of AI, a blueprint for navigating the wilds of Never Normal.  After diving deep into the conversation between Ira Wolfe and Zach Mercurio, here are ten nuggets that'll reshape how you think about finding significance in your work and creating an environment where you truly matter. 1. It's not just about what you do; it's about who you are at work.  2. Find your unique problem-solving groove! There's this sweet spot where your talents meet the world's needs, and it's your job to hunt it down—with a little help from your mentors, of course. 3. So, you're the boss? Make your space a no-judgment zone for trial and error. Cultivate fertile ground for growth and innovation. 4. Here's the kicker: our lives have both function and form. Employers, don't just crunch numbers—get to grips with the real-life design behind your employees to keep that workplace buzzing. 5. Humans are your job! Helping people feel like they matter is every leader and manager's most important skill set.  6. Leadership 101:  Leaders need to be the role models of the personal growth they want to see in their people. Own your oopsies and nurture your team's well-being. 7. People with purpose pack the mightiest punch: it's not all soft and fluffy; it's strategically rational to leverage emotional intelligence. 8. The secret sauce to resilience? Believe it or not, it's self-belief, purpose, and relationships, not just gritting your teeth and barreling through. 9. Learn why self-awareness isn't enough. It's self-efficacy that really makes a difference. 10. Why asking youngsters "what do you want to be" is a really dumb question. More about Zach Mercurio: https://zachmercurio.com Buy The Invisible Leader:   

Leigh Richardson of the Brain Performance Center and host of In Your Head Podcast speaks with Ira Wolfe, Future of Work Global Thought Leader and Millennial Trapped in a Baby Boomer Body, to talk about the critical role of adaptability in the future of work, the impact of AI, and breaking our addiction to certainty and being fearful of change and challenges. He encourages us towards having a growth mindset and looking at opportunities through the use of his ACE method. Leigh Richardson is also the author of Brain on Game On, available at Amazon and on http://www.thebrainperformancecenter.com and https://www.leigherichardson.com/. She also owns and operates The Brain Performance Center, a brain and mental health clinic located in Dallas, Texas that can be reached at 214-329-9017. This show is also on Apple Podcasts, iTunes, Google Play, Spotify, iHeart Radio, Audible and Stitcher.

After tuning into this episode with the fascinating back-and-forth between Ira Wolfe, Gad Levanon, and Chris Borick, here are ten eye-opening takeaways about the future of work, AI, jobs, the economy and the 2024 election. The job market's super tight and there aren't enough new workers coming in – so, what's that going to mean for our paychecks and work life down the road?  AI is taking over jobs quicker than ever, and it's not just cashiers and assembly line workers feeling the heat—white-collar pros, watch out too!  The rise of AI could mean even folks with fancy degrees might find themselves struggling to keep up in the job market if they're not careful.  Everyone's trying to figure out how to deal with all the new AI tech stuff without causing a mess, especially in jobs and schools The job shifts that AI is causing could mix up who votes for whom, making for some unexpected political mash-ups.  The image of which political party is ‘for the people' and which is ‘for the elite' is getting a complete makeover, and that's changing game plans across battleground states like Pennsylvania. Depending on where you live, you might see the economy totally differently. Some places are booming, while others feel like they're on a never-ending downslide.  With all this AI-generated fake news, it's getting trickier to figure out what to believe, and that's a big deal for anyone trying to take the temperature of public opinion.  Even though the US economy looks like it's on fire with growth, it's not as simple as good news equals happy voters—there's a lot more going on beneath the surface.  The chat on the podcast drives home the point that we need to live the future on a swivel, being able to go with the flow, constantly learning new stuff, and not being constrained by the past. Resources: Institute of Public Opinion at Muhlenberg College: https://www.muhlenberg.edu/aboutus/polling/ Dr. Christopher Borick: https://www.muhlenberg.edu/academics/polisci/ourfacultystaff/christopherborick/ Burning Glass Institute: https://burningglassinstitute.com Gad Levanon: https://www.linkedin.com/in/gad-levanon-3b9b933/  

Tune in to this insightful conversation featuring a riveting exploration of the power of mindset and adaptability in the face of unrelenting change. Join Rachel Best and Nicole Harvick, hosts of The Change Book podcast, and guest Ira S Wolfe as they unravel the complexities of navigating an ever-evolving world, offering insight, wisdom, and actionable advice. Who Should Listen: This episode is essential for change enthusiasts, lifelong learners, and professionals seeking to thrive amidst rapid transitions. Whether you're a business leader striving to cultivate a positive company culture or an individual navigating personal and professional change, this conversation is a must-listen. The fast-moving conversation covers a range of topics about change and empowerment, from adaptability in the face of exponential change to the power of mindset and the importance of unlearning old behaviors.

Ira S Wolfe shares one of his favorite podcast interviews in another flashback his visit with Doug Thorpe, host of the Leadership Powered by Common Sense podcast. Doug and Ira engage in a captivating conversation about the unparalleled challenges and opportunities that lie ahead in the ever-evolving landscape of work and technology. Here's a breakdown of the insightful topics covered in the episode:

Are you ready to step into the world of self-aware leadership and embrace the transformative power of adaptability? In this special episode, Ira S Wolfe shares one of his favorite podcast interviews as he visits with Nia Thomas, host of the top-rated Knowing Self, Knowing Others podcast. Nia and Ira take a dive deep into the world of leadership, self-awareness, and adaptability. They explored the impact of Elon Musk's disruptive vision, the shortage of talent in the labor market, and the necessity of self-aware leadership in a VUCA (volatile, uncertain, complex, and ambiguous) world. Here are 5 Key Takeaways: 1. The Power of Self-Awareness: Discover how self-awareness forms the cornerstone of effective leadership and how it can elevate our understanding of our own strengths and limitations. 2. The ACE Model for Adaptability: Uncover the essential components of adaptability and learn how grit, resilience, and a growth mindset can propel personal  and organizational growth. 3. Embracing Vulnerability: Explore the impact of authenticity, transparency, and vulnerability in leadership, especially in the face of VUCA-level change and the COVID-19 pandemic. 4. Rethinking Leadership in the 21st Century: Challenge traditional notions of leadership and open up new perspectives on the concept of influencers within organizations. 5. The Continuous Cycle of Self-Awareness: Reflect on the journey of self-awareness, vulnerability, learning, and adaptability as an ongoing process for effective leadership. Additional Resources Download Ira's latest ebook, Passion & Purpose, here. Download The Change: Insights into Self-Empowerment - 22 inspiring stories including a chapter by Ira Wolfe. It's FREE. Download here.   

On this episode of GGG Unleashed, we once again delve into the ever-changing world of the Everywhere Workplace. Joined by Ivanti's Chief Operating Officer, Dennis Kozak, we gain insight into the 2023 Everywhere Workplace report and explore the regional and cultural differences that impact the way employees and customers connect in the new work landscape. From the use of collaboration tools to the challenges of shadow IT, we uncover the critical investments organizations need to make to adapt to the demands of the modern workplace. Join us as we navigate the impact of AI, digital employee experience, and the fast-approaching metaverse, shedding light on the intricacies of the ever-evolving global and local workplace dynamics. Here are the top 3 takeaways: Regional and Cultural Differences: The 2023 Everywhere Workplace report highlights the varied impacts of remote work across different regions, emphasizing the need for a nuanced approach to understanding local environments and adapting to unique employee and customer dynamics. Managing Shadow IT: With a 35% increase in shadow IT reported in the UK due to remote work, it's crucial for IT departments to provide the right tools and security measures to seamlessly enable employees to connect and collaborate while safeguarding the company's data and assets. Investing in IT Infrastructure: While collaboration tools are crucial, the focus on the invisible infrastructure and security that support these tools is paramount for providing a seamless and secure digital employee experience to drive retention, productivity, and morale.   Resources: Everywhere Workplace Survey Results 2023 Report Role of DEX in Employee Retention

Welcome to the Growth hacking Culture Podcast. I am Ivan Palomino. It all began with a simple desire: to share actionable tips on creating extraordinary work cultures. And let me tell you, the response has been absolutely amazing!

It's a standoff between the left and right. On the left, sitting US President JOE BIDEN is facing serious allegations of influence peddling and pay for play, as more details and allegations emerge on his son HUNTER BIDEN'S business affairs. On the right, former President DONALD TRUMP faces multiple charges of wrong-doing, and conspiring to defraud the US following the results of the 202 election. Who's right, who's wrong? That may be less important, oddly enough, than the question on the rule of law. Yes, the biggest test here is the future of American democracy. What matters is the US still stands as a beacon of hope and as a strong democracy for the world to admire, just as despots and crazed leaders outside America roam the world. Listen to our commentary on this episode. Plus, workforce trends expert, IRA WOLFE, has some robust insights on how to preserve serendipity on the job as remote work raises the stake. --- Support this podcast: https://podcasters.spotify.com/pod/show/john-aidan-byrne0/support

What is the future of work?How will technology change recruiting?These are just a few of the questions we'll cover in my talk with Ira Wolfe, one of the top 5 global thought leaders on the future of work, HR, and adaptability.Ira will delve into his book Recruiting in the Age of Googlization.He'll also share the recruiting strategies that the best companies are using—and how ChatGPT will affect the workforce.

In this episode, your host Doug Utberg speaks with Ira Wolfe, President and Chief Googlization Officer, about the concept of a connected organization, emphasizing the importance of trust, genuine connections, and redefining work relationships for increased productivity and employee well-being. It challenges the idea of returning to traditional office environments and highlights the significance of having friends at work for employee retention. The episode also explores the impact of personal problems on well-being and the potential crisis in the banking sector leading to market dominance shifts and collapse for many companies.If you want to know more about Jenna's work, click HERE.If you're a founder or CEO who is value-focused and puts your people first, please apply to be a guest on the show HERE.

In this compelling episode of Innovation Storytellers Show, we explore the world of HR and innovation with two extraordinary guests: Ira Wolfe, a pioneer in future-readiness, and Jason Cochran, the 'Chief Connection Officer' at Telos. Both are esteemed co-hosts of Geeks, Geezers, Googlization, an award-winning podcast exploring the future of work. In the face of rapid and relentless change, they encourage us to view the 'Never Normal' as an opportunity to evolve and thrive. Our discussion revolves around how smart companies are redefining 'work' in a post-pandemic world. How do we tackle returning to the workforce, particularly for women? How do we address the reluctance to go back to office spaces? And in this era of AI, how do we reshape organizational structures to help humans perform at their highest potential? Ira brings attention to the need for reimagining work and adjusting to an ever-changing 'Never Normal' world. He dissects hybrid work models, incremental changes, and the crucial need to reimagine our offices. On the other hand, Jason explores the concept of loneliness at work, not as a state of being alone but as a lack of connection. He also brings to light an intriguing case where a company replaced all managers with coaches, catalyzing a discussion on meeting employees' needs for nurturing, growth, and fulfillment. This episode is a treasure trove of insights and ideas about the evolving world of work. So, join us as we traverse the reimagination of work and the significance of meaningful connections, wellness, and the future of work in this 'Never Normal' era.  

The Business of Meetings – Episode 175 - What Do You Need to Be Employable? with Ira Wolfe In an era defined by rapid technological advancements and shifting employment landscapes, the future of work remains a topic of paramount importance.  Today, we have the privilege of engaging in a conversation with Ira Wolfe, a renowned expert in the field. We delve into his remarkable career trajectory and explore the challenges and rewards of changing professions later in life. We also uncover Ira's invaluable insights on pursuing passion and navigating the uncharted waters of growth, mindset, and adaptability.  Join us as we embark on this enlightening journey, destined to illuminate the path to success in the ever-evolving world of work! Bio: Ira S Wolfe, the "Millennial trapped in a Baby Boomer body," is one of the top 5 global thought leaders on the future of work and HR. He is the president and Chief Googlization Officer of Poised for the Future Company, senior consultant with Dame Leadership, and host of the top-rated Geeks Geezers Googlization podcast. Ira is a TEDx Speaker and 2022 inductee into the HRSouthwest Conference Speaker Hall of Fame. He is co-author of Create Great Culture in a Remote World, and author of Recruiting in the Age of Googlization, consistently nominated to best recruiting and HR book lists. He is a frequent contributor to Forbes and Medium and has been featured in The Wall Street Journal, INC Magazine, Fast Company, and dozens more. Ira's story Ira's remarkable journey was driven initially by his childhood desire to become a dentist. Despite having no familial background in dentistry, he persevered and traversed the educational milestones from high school to dental school, eventually establishing his own successful practice during economically turbulent times. However, he could not shake his aversion to the fundamental tasks of drilling and filling. Realizing his true passion lay elsewhere, he left his dental career to seek more fulfilling work. Although career transitions and soul-searching have become commonplace today, Ira undertook this journey more than three decades ago when such shifts were far less prevalent. Embracing his calling to assist others in finding meaningful work and reassessing their priorities, he embarked on a mission to help people discover genuine fulfillment in their professional lives. From Dentistry to Business in Practice In his dental practice, Ira focused on marketing, content creation, customer service, staff management, and hiring the right people. However, he wanted to help professionals in technical fields like dentists, physicians, accountants, attorneys, and engineers with the business side of their practices. So he started a business called Business in Practice to offer advice and guidance. Despite his success, he soon realized that many clients only wanted him to solve their problems without changing their behavior. Unable to accommodate their demands, Ira fired them all, rebranded his company as Successful Performance Solutions, and discovered his passion for employee assessments and diagnostic processes.  Personality Tests  Ira was always passionate about leadership, frequently participating in personality tests and management courses. Those experiences eventually led him to a sales training office where he encountered the DISC assessment tool, which he had previously used to understand his dental partners' different personality styles. Understanding the four P's: problems, people, pace, and procedures, Ira realized that personality assessments worked as a common language for teams with diverse approaches. With a team of 16 individuals, including two providers, he embraced the variety of personalities within the team, recognizing that each individual's unique perspective added value to the overall functioning of the group. Becoming a Thought Leader Ira found his passion in diagnosing and solving problems. (Which he enjoyed in dentistry as well.) He integrated various personality assessments into his business and became a thought leader in the future of work. Eventually, he sold the business and shifted his focus to speaking about the future of work and advising business owners on team-building and the changing workforce. A diminishing labor market  Ira created a video discussing the declining birth rate in the United States and its implications on the workforce. Comparing it to countries like China, Russia, and European nations with low birth rates, he emphasizes that the US also faces socio-economic challenges due to a shortage of young people to support an aging population. His video presents statistical data showing that from the 1950s to the 1980s, there was a significant influx of new workers into the US workforce, driven by economic growth and increased female participation. However, with the emergence of Generation X in the late 1980s and 1990s, although their numbers were smaller, it did not cause much impact due to the continued presence of the large baby boomer generation. The introduction of the millennial generation further increased the population entering the workforce. However, since 2010, the birth rate has declined, and immigration policies have significantly reduced the number of new workers. The current trend indicates that by 2025, only 200,000 natural-born workers will enter the workforce annually, compared to the previous average of 2 million. Additionally, the aging baby boomer generation further diminishes the labor market. The Future of Work While the United States may have a larger population of young people than other developed countries, it still falls short of the workforce needed to sustain its economy. Ira suggests that automation could provide some assistance but dismisses the fear that AI and technology will completely replace jobs. He contends that individuals who refuse to learn new skills and adapt are the most likely to be displaced.  A High Demand for Blue-collar Skills and Trades Ira emphasizes the high demand for blue-collar skills and trades because the jobs they do are not easily replaceable by automation or robots. He acknowledges the importance of education but argues that not everyone needs a four-year college degree. The Challenges Retiring Baby Boomers Face when Returning to the Workforce  While some boomers may need to return to work for financial reasons, many lack the necessary skills and physical stamina for jobs that require technological expertise. Better leadership, management, and productivity are needed to address those challenges. There is also a shift in the mindset of younger generations, who prioritize work-life balance and are unwilling to sacrifice their personal lives for work. That, coupled with a shrinking working population, further complicates the labor market. The lack of caregivers is another issue in the broader context of workforce concerns. A Polarized World Ira acknowledges the highly polarized nature of the current world and highlights the consensus among economists and business leaders that a different immigration policy is needed. While countries like Europe and Asia face low birth rates and aging populations, Africa has a large population of capable individuals willing to take on various job opportunities. However, it is still essential to provide fair wages and avoid exploitation.  Overcoming the Fear of Change Despite the challenges and fears associated with technological advancements and societal changes, Ira remains hopeful about the future. He believes that technology and progress will lead to breakthroughs in healthcare and allow people to enjoy life rather than carrying the burden of medical expenses. He emphasizes the importance of having a growth mindset, being open to learning new skills, and overcoming the fear of change.  Adapting to an Evolving World Adaptability is a crucial skill for the future, in addition to resilience, cognitive agility, and the ability to unlearn outdated practices. Despite being an older baby boomer, Ira encourages individuals of all ages to embrace a better future and remain productive by continuously adapting to the evolving world. Connect with Eric On LinkedIn On Facebook On Instagram On Website Connect with Ira Wolfe On Linkedin  On his website  On YouTube  Geeks Geezers Googlization Podcast

RUSSELL CROWE stars in this year's demonic thriller, The Pope's Exorcist—a true story displaying the life of chief exorcist for the Vatican, FR. GABRIELE AMORTH and his battles against Satan and his demons. Coinciding with this release, The Pope's Exorcist: 101 Questions About Fr. GABRIELE AMORTH, was released in April. See, https://sophiainstitute.com/product/32003/ The editors at Sophia Institute Press—publisher of three best-selling books by FR. AMORTH—separate the fantasy from the facts surrounding what really occurs in exorcisms. They share examples of demonic obsession and possession from Fr. Amorth's experience. The editors also lay out the alarming cause of most cases of possession (you will never guess the origin!), what exorcism really is, how it is performed, and its biblical history. JORDAN BURKE, featured in this interview, is a spokesman for Sophia Institute Press. About JORDAN BURKE After a little over half a decade protecting and serving his community as a Police Officer, JORDAN BURKE traded in his badge and gun for a bible and a rosary. Falling deeply in love with the Church and Her teachings, he dove headfirst into the writings of the saints and all aspects of spiritual theology and hasn't stopped learning since. Combining his love of The Truth, history, and tradition with practical application, Jordan turned his life motto, "Do The Harder Thing," into a program of acquiring virtue and overcoming habitual sin for all who seek to become who God has called them to be. When he's not writing, researching, farming, and praying, he is, most importantly, a loving father of a beautiful little girl and a zealous defender of souls.  --- Support this podcast: https://podcasters.spotify.com/pod/show/john-aidan-byrne0/support

Four podcasters walk into a German bar in downtown Indianapolis to discuss the state of recruitment and chaos ensues. You know (and love) two of the podcasters (Chad & Cheese) but you may not be familiar with the other two: Ira Wolfe and Jason Cochran, co-hosts of The Geeks, Geezers, and Googlization Show. Everything from AI to automation to … ah, hell, there were too many German beers and links of sausage to remember, but trust me, it was entertaining. Gern geschehen!

Episode 51 In this episode of the Jess Get Hired Podcast, we explore the intersection of artificial intelligence (AI) and the hiring process with special guest Ira Wolfe. Ira Wolfe, a top 5 Global Thought Leader in the Future of Work and HR, brings a fresh perspective to this topic. He hosts the Geeks, Geezer, Googlization Podcast and has written six books, including "Create Great Culture in a Remote World" and "Recruiting in the Age of Googlization." The conversation delves into how candidates and recruiters are using ChatGPT and other AI technologies in the job search and hiring journey. With AI's continued advancement, it is reshaping the way both job seekers and employers approach recruitment. The episode explores the benefits and challenges associated with AI in hiring, its impact on the candidate experience, and how recruiters leverage AI tools to streamline their processes. You will gain valuable insights from Ira Wolfe's expertise and learn how AI is transforming the recruitment landscape. This episode offers practical strategies for candidates looking to leverage AI and for recruiters seeking to optimize their hiring strategies. To learn more about Ira Wolfe, visit his website at www.irawolfe.com and explore his Adaptability Toolkit at www.adaptabilitytoolkit.com. Don't forget to listen to his podcast, Geeks, Geezer, Googlization, and check out his books for further guidance in navigating the future of work. Listeners can find more resources and information related to the Jess Get Hired Podcast and host Jessica Fiesta George through the following links: Website: Jess Get Hired Social Media: Follow my other links! Join Jess in this thought-provoking episode as she explores the fascinating world of AI in hiring with Ira Wolfe. Unlock the secrets to success in the ever-evolving job market by embracing the potential of AI and staying informed about the latest trends and strategies. Sponsored by: EasySource by Hire Quotient: https://easysource.hirequotient.com/signup?ref=jessgethired to sign up! The Spicy Gnome: https://thespicygnome.com/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/jessgethired/message Support this podcast: https://podcasters.spotify.com/pod/show/jessgethired/support

Conspiracy theories are nothing new in the United States, says Cynthia Miller-Idriss, an American University sociology professor who focuses on extremism and radicalization, but they've been able to spread like wildfire over the past decade due to social media, which can easily amplify and circulate misinformation. That's according to FORTESA LATIFI, writing recently in Teen Vogue. At the height of the Covid pandemic, conditions couldn't be more ripe for conspiracy theories to took hold. Miller-Idriss says that people tend to turn to conspiracy theories when they've lost a sense of control and feel afraid and anxious because these theories can offer comfort in the form of a black-and-white answer. “When people feel out of control, they're attracted to things that offer them an action path,” Miller-Idriss tells Teen Vogue. “It's easier to believe in some nefarious orchestration than to believe that there is an invisible virus in the air that could harm their family.” According to Miller-Idriss, “inexplicable deaths” — whether it's death on a mass scale, like the pandemic, or the loss of a famous person like Princess Diana — breed conspiracy theories. “When something is so horrifying, it's easier for people to believe it can't be true. They can become more vulnerable to conspiracy theories because maybe they can't psychologically wrap their head around the fact that it is true,” she says. “It's these episodic, shocking events that create vulnerability." According to some analysts and conspiracy theorists, there's also a long historical record of the U.S. government lying to its citizens, including about medical experiments, covert surveillance and torture programs, and the existence of weapons of mass destruction in Iraq. Harboring suspicions that the government isn't always telling the full story is a perfectly reasonable response to this pattern of deception, these analysts contend. But sometimes critical thinking and skepticism blossom into something more fanciful and outlandish and a willingness to believe information that matches up with our preexisting political leanings or ideological beliefs. Still, as some historians and researchers note, some though not every conspiracy theories may ultimately blossom into establishments facts. Others should simply be dismisses as fanciful.  Source: Vogue and research --- Support this podcast: https://podcasters.spotify.com/pod/show/john-aidan-byrne0/support

In today's fast-paced and competitive business world, toxic work cultures can be detrimental to both employees and the organization's success. From negativity, harassment, and discrimination to undervalued employees, overworked staff, and burnout, toxic work cultures can be a recipe for disaster. Research has shown that companies with positive work cultures have higher levels of employee retention, customer satisfaction, and profitability. On the other hand, toxic work cultures can lead to high turnover rates, low morale, and burnout. Employees in such environments may feel undervalued, overworked, and stressed, which ultimately leads to a decline in productivity. Fortunately, there has been a growing awareness of the importance of healthy work cultures in recent years. Many companies are now prioritizing employee well-being by implementing policies and practices that promote a positive work environment. This includes things like flexible work arrangements, clear communication, fair compensation, and opportunities for professional growth and development. While some companies may still maintain toxic work cultures, it's becoming increasingly clear that such practices are untenable and unappealing to both employees and consumers. Companies that prioritize healthy work cultures are likely to be more successful and better equipped to compete in the long term.   About Ira Wolfe Ira S. Wolfe has been recognized as the leading Global Thought Leader on the Future of Work by Thinkers360, and is also ranked among the Top 10 in HR. He is widely regarded as a visionary in the field of HR, with a particular focus on managing the intersection of traditional work practices, modern technology, and the digital age. Ira has delivered a TEDx talk, and serves as the Chief Googlization Officer of Poised for the Future Company, as well as being the host of the popular Geeks Geezers Googlization podcast, which is known for challenging conventional thinking about the future of work. He is also an accomplished author.   Connecting with Ira Wolfe LinkedIn: https://www.linkedin.com/in/irawolfe/ Website: https://www.irawolfe.com/   What We Discussed in the Episode: Why would a business receive an F grade for its work culture? What factors do job seekers consider when choosing their first or next job? Does HR prioritize the "Human" in Human Resources? How relevant is "The Shift or Die" principle from your book to Toxic Cultures? Can we expect positive changes in work cultures in the near future? What actions can companies take to address managers with toxic behaviors? What are the upcoming trends for Work Cultures?   ### This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. Ivan helps organizations build human-centric work cultures. This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science. ###

In this episode, we talk (mostly) all things money, markets and jobs. With all the prognostications from some of the most influential experts on Wall and Main Street mulling a recession, and some seeing it striking America this year, RODNEY McMULLEN, CEO at Kroger Co, the biggest supermarket operator, has nailed it. Consumers are behaving as if they are already in a recession, he says. We'll take a look underneath the hood of this strange and befuddling US and global economy, weigh up where we are at on all cylinders, political and economic. Labor force expert, IRA WOLFE, host of the GEEKS, GEEZERS & GOOGLIZATION Podcast, will help us make sense of all the noise and clutter. We'll also offer a sneak preview of our upcoming interview on HAPPINESS with DR. CHARLES P. NEMETH. Questions & Comments: byrnedesk@gmail.com --- Support this podcast: https://anchor.fm/john-aidan-byrne0/support

A “Millennial trapped in a Baby Boomer body,” Ira is recognized as one of Thinkers 360 Top 5 Global Thought Leaders on Future of Work and HR and Top 10 for Leadership.   He is a 6X author with the just released "Create Great Workplace in a Remote World" and top-rated "Recruiting in the Age of Googlization," now in its 2nd edition. He is the co-host of Geeks, Geezers and Googlization podcast, ranked in the top 1% of podcasts and was recently inducted into the HRSouthwest Speaker Hall of Fame. Personal Website: https://irawolfe.com Company Website: https://adaptabilitytoolkit.com Podcast: https://geeksgeezersgooglization.com Community: https://googlizationnation.com Newsletter: https://nevernormaltimes.com Most Recent Book: https://amzn.to/3fUayRV Top-Rated Book: https://amzn.to/2SmxObK Social Media Links: https://linkedin.com/in/irawolfe https://youtube.com/irawolfe https://instagram.com/googlizationnation

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get started and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, we are featuring season 3 highlights! 50 of our guests sharing perspective in less than 5 minutes on Life in the Leadership Lane. Special thanks to all of our amazing guests for being on the show! What's was your favorite episode? Season 3 guests include: Rachel Ferina, Jason Suto, Jamie Weaver, Callie Miller, Mike Sipple Jr, Mike Coffey, Karen Hale, Kip Welch, Neil Katz, Joy Rothschild, Ernest Martinez, Bruce Waller/Beth Jee (Special 100th Episode), Classie Pierre, Rick Robinson, Rhonda Clemente, Melody Lenox, Nancy Woolever, Steve Gilliland, Julie Burch, Nikki Kresse, Lisa Ploeg, Vicki Rose, Craig Davis, Jeff Palkowski, Tiffany Haynes, Mark Jordan, Michelle Greenstreet, Emily Watson, Shirley Johnson, Ira Wolfe, Victoria Person, Al Comeaux, Eric M Bailey, Felicia Taylor, Amy Messersmith, Brenda Siri, Mary Dale, Dr. Alex Alonso, Wendy Hatchell, Ben Frasier, Daryl Williams, Heidi Powell, Chris Barnes, Jack Jampel, Josh Lipscomb, Brian Hayes, Shonna Andersen, Lisa Blanton, Mark Waller. Share on social media #LifeInTheLeadershipLane #Leadership #Podcast Share with your friends and post a review on your favorite podcast channel… Tune into Season 4. Life in the Leadership Lane… It's more than a podcast! Be sure and check out seasons 1 through 3… and make “Life in the Leadership Lane” part of your career growth plan - every week! You'll be glad you did! Check out Bruce's books: Life in the Leadership Lane: Moving Leaders to Inspire and Change the Workplace. Find Your Lane: Change your GPS and Change your Career. Milemarkers: A 5 Year Journal Visit Bruce's Blog “Move to Inspire” https://brucewaller.com/blog-2/ Connect with Bruce LinkedIn https://www.linkedin.com/in/brucewaller/ Twitter https://twitter.com/BruceWaller Instagram https://www.instagram.com/bruceww300/ Facebook https://www.facebook.com/brucewwaller Do you need relocation support for your next household goods or commercial office move across the US? Reach out to Bruce or visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

Ira Wolfe likes to describe himself as a Millennial trapped in a Baby Boomer body, He is recognized as one of Thinkers 360 Top 5 Global Thought Leaders on Future of Work and HR and is the author of six books, including the just released "Create Great Culture in a Remote World", which is available at https://www.amazon.com/Create-Great-Culture-Remote-World-ebook/dp/B0BGYRXBSM. Learn more about your ad choices. Visit megaphone.fm/adchoices

Ira Wolfe is the Founder of Googlization Nation, a TEDx speaker, a podcast host, and a frequent speaker at the Society for Human Resource Management. In 2021, he was in the Top 100 HR influencers. He's going to talk about The Great Collision: when the Perfect Labor Storm meets Googlization. Host: Marie-Line Germain, Ph.D. Mixing: Kelly Minnis

A “Millennial trapped in a Baby Boomer body,” IRA WOLFE is recognized as one of the Top 5 Global Thought Leaders on Future of Work and HR and Top 10 for Leadership. He is the president of Poised for the Future Company, founder of Success Performance Solutions, Senior Consultant with Dame Leadership, a TEDx Speaker, Hall of Fame Speaker, and host of Geeks Geezers Googlization podcast, part of the People-Forward Network. His most recent book is Recruiting in the Age of Googlization, now in its 2nd edition, which was selected as one of the top 50 books to read in 2021 by Thinkers360. He is the founder of the Googlization Nation community and a frequent contributor to HR and business blogs including Forbes, Medium, and an expert guest on NTD Business News. He was recently selected as the 2022 HRSouthwest Hall of Fame Speaker inductee. WEBSITE: https://www.irawolfe.com/ YOUTUBE: https://www.youtube.com/c/IraWolfe/about --- Support this podcast: https://anchor.fm/john-aidan-byrne0/support

Geeks, Geezers, Googlization has been on the air for over four years now, and we're still going strong. Our hosts, Ira Wolfe and Jason Cochran, are committed to providing content to help the Googlization Nation navigate the never-normal world we live in, which is why we're bringing more future of work content to the feed. GGG Unleashed episodes will feature expert advice from a wide range of thought leaders with easily digestible and actionable insights on how to adapt, grow, and even thrive no matter how many shifts hit your plans.

Connect with Nate: www.linkedin.com/natelesliecec Connect with Ira: www.linkedin.com/in/irawolfe Nate Leslie 0:07 Hi listeners Welcome to Leading with Curiosity. My guest today, Ira Wolfe, is a thought leader in the future of work. He is a top five global thought leader on HR, TEDx speaker, and an HR influencer. We explore the connection between a Bruce Lee quote and growth mindset. We learn the number one skill that will be required in today's workplace in these crazy ‘sort of post pandemic' times. I know, like always I'm gonna have to go have to have a guy like Ira on the show again, so much we could have explored and didn't get to. I hope you enjoy the episode as much as I did recording. Nate Leslie 1:02 You know, I've been doing a lot of research and you are a leader, a thought leader around the future of work adaptability. In a post pandemic era, modern leadership in 2022. What are you thinking about these days around the future of work in these times that we're living in? Ira Wolfe 1:21 I think a lot about it for very obvious reasons. We're living in what I call the never normal and the never normal is pretty it's a pretty good description of where we are. It started with VUCA. I don't know if your listeners may or may not be familiar with that book. It's been around for about 40 years. It started with Warren Bennis in the 1980s. He was one of my favorite thought leaders on leadership. And he talked about what the future was going to be, how you needed to prepare leaders and develop leaders, which I know is what you do. And he talked about a world that would be volatile, uncertain, complex and ambiguous. And I can't think of a better acronym than VUCA to describe the world we live in now. But especially in 2020, volatile, uncertain, complex and ambiguous and everyday we continue to live there. So basically, having studied that, that being a passion of mine for the last, well, I've always liked studying change, but especially over the last 20 years when I was introduced to that i It's my here's my time, this is the time to live in, you know for that and people are really struggling. I mean, you can tell from that from stress and burnout and well being and people changing jobs and what the work environment is there's so much so much going on. So, again, we need to talk about how we prepare? How do we help people adapt better? Nate Leslie 2:52 Yes, I do that every day. Yeah, yeah. Let's go there. Gosh, when you think about VUCA being from the 80s and now how uncertain and ambiguous. This next chapter in our lives is you know, helping people be adaptive. You've talked about the adaptability quotient. What do you want to share with that? Listen to the episode to see where this goes… --- Send in a voice message: https://anchor.fm/nathan-leslie/message

EPISODE 30, SEASON 3: From recruiting to retention, respect to recognition- we explore the evolving workplace, the new power of employees, measuring performance success, and what employers need to do to create a supportive culture in a volatile, uncertain, complex and ambiguous post-pandemic workplace. ABOUT THE SERIES: Future of XYZ is a weekly interview series dedicated to fostering forward-thinking discussions about where we are as a world and where we want to go. FOR MORE INFORMATION: Visit future-of.xyz and follow on social media... LinkedIn: @lisagralnek, @lvg-co-strategy | Twitter: @lgralnek | IG: @futureofxyz

Patrick chats with Ira Wolfe about the future of work, Googlization, and leading in a world of rapid change. If there is a crystal ball for what the future of jobs, work, and the workplace look like, it lies in ... Read entire article...

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Ira Wolfe, President and Chief Googlization Officer at Success Performance Solutions and 2022 The HRSouthwest Conference Speaker Hall of Fame Inductee… How did Ira get started in his career? What led him to the world of Speaking and Leadership? What does Ira share about being a millennial trapped in a baby boomer body? What does Ira share about his presentation "The No BS Workplace"? What does Ira share about VUCA? What does Ira share about ACE: Abilities Character and Experiences? What does Ira share about the cultural transformation? What does Ira share about mental health in the workplace? What advice does Ira share to help others? …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quote from Ira: “Learning is power.” Connect with Ira on LinkedIn Register now for 2022 The HRSouthwest Conference to attend Ira's session Visit HRSouthwest Hall of Fame Speakers Ira Wolfe Ted Talk: Make Change Work For You Ira Wolfe books Check out Bruce's books NEW Life in the Leadership Lane Moving Leaders to Inspire and Change the Workplace “Find Your Lane Change your GPS, Change your Career (“Book Authority” Best Books) “Milemarkers” A 5 Year Journey …helping you record daily highlights to keep you on track. Subscribe to Bruce's Blog “Move to Inspire” https://brucewaller.com/blog-2/ Connect with Bruce on LinkedIn https://www.linkedin.com/in/brucewaller/ Connect with Bruce on Twitter https://twitter.com/BruceWaller Connect with Bruce on Instagram https://www.instagram.com/bruceww300/ Connect with Bruce on Facebook https://www.facebook.com/brucewwaller Get relocation support for your next household goods or commercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

Tune in to hear special guest Ira Wolfe to discuss Googlization & The future of work ... How will the moves of Big Tech and Big Data affect how you experience the workplace? ☕ The workplace will never be the same. Learn what is different and what matters to you as a leader or as someone seeking career advancement. ☕ Prepare for a very interesting conversation as we discuss the great resignation and how that is impacting workplace culture.

Today I'm joined by Ira Wolfe. Ira is often referred to as a Millennial trapped in a Baby Boomer body. He was one of the Top 100 HR Influencers for 2021. He is the president the founder of Success Performance Solutions, a TEDx Speaker, a podcaster, and a Top 5 Global Thought Leader on the Future of Work and HR. He is a six-time author including his latest book Recruiting in the Age of Googlization Second Edition: When the Shift Hits Your Plan. I am excited to talk to him about the future of jobs, work, and the workplace. Recruiting in the Age of Googlization book Ira Wolfe website ____ Order my latest bestselling book You Have the Watch: A Guided Journal to Become a Leader Worth Following Purchase my bestselling leadership book now All in the Same Boat - Lead Your Organization Like a Nuclear Submariner Visit our sponsor Bottom Gun Coffee Company use the discount code DEEP Become a leader worth following today with these powerful resources: Purchase my bestselling leadership book "I Have the Watch: Becoming a Leader Worth Following" use the discount code "DEEP" Subscribe to my leadership newsletter Follow Jon S Rennie on Twitter Follow Jon S Rennie on Instagram Follow Jon S Rennie on YouTube Follow Jon S Rennie on Substack The Experience of Leadership book   Learn more about your ad choices. Visit megaphone.fm/adchoices

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Hear from Ira Wolfe, author of ‘Recruiting in the Age of Googlization,' thought leader and TEDx Speaker on the practical ways to create a ‘growth mindset' culture when scaling. Bitesize Learns:The ACE model framework and its application to scalingAdvice to leaders on how to create a growth mindset culture The 3 Immutable Laws of ChangeHow to compete and retain top talent Click here to reach out to Peter Rabey direct Like this show? Please leave us a review. Every review helps. 

A conversation with Ira Wolfe about the State of Employment in the 21st Century PART 1 Ira mentioned his TED Talk – you can find it here. Ira discussed the latest Generation – Alpha. In my typical searching, I found this great article in The Atlantic about Generation Alpha and the general issue of generational delineations. We had a lengthy conversation about Generation X, so back to googling and I found many interesting articles about that generation including this one. Ira mentioned his podcast, Geeks Geezers and Googlization. Ira taught me an acronym, DAO – Decentralized Autonomous Organization. We discussed the future of the workforce and how so much of it will be done remotely and how the workforce is being transformed and is evolving quickly. I mentioned Yuval Noah Harari and his predictions for the future of medicine. PART 2 Ira and I discussed the size of the population and the ever growing job market but why many people don't want certain jobs any longer. We went on to discuss Grit which reminded me of the great book by Angela Duckworth of the same word. . Ira can be found at successperformancesolutions.comor his personal website Irawolfe.com He is a frequent contributor on LinkedIn. --- Support this podcast: https://anchor.fm/corporatethought/support

A conversation with Ira Wolfe PART 1 Ira mentioned his TED Talk – you can find it here. Ira discussed the latest Generation – Alpha. In my typical searching, I found this great article in The Atlantic about Generation Alpha and the general issue of generational delineations. We had a lengthy conversation about Generation X, so back to googling and I found many interesting articles about that generation including this one. Ira mentioned his podcast, Geeks Geezers and Googlization. Ira taught me an acronym, DAO – Decentralized Autonomous Organization. We discussed the future of the workforce and how so much of it will be done remotely and how the workforce is being transformed and is evolving quickly. I mentioned Yuval Noah Harari and his predictions for the future of medicine. PART 2 Ira and I discussed the size of the population and the ever growing job market but why many people don't want certain jobs any longer. We went on to discuss Grit which reminded me of the great book by Angela Duckworth of the same word. . Ira can be found at successperformancesolutions.comor his personal website Irawolfe.com He is a frequent contributor on LinkedIn. --- Support this podcast: https://anchor.fm/corporatethought/support

Ira Wolfe is the founder of Success Performance Solutions, a published author, and  podcast host of Geeks, Geezers, and Googlization, among many other things. He focuses the importance of having adaptability mindset in a world that's ever-changing and being able to think on your feet.   Connect with Ira: https://uqr.to/170oj Connect with Wes: wes@path2frdm.com path2frdm.com

More than 50 years the futurist Alvin Toffler described a future human condition called “future shock”: a shattering stress and disorientation that we induce in individuals by subjecting them to too much change in too short a time.” Welcome to 2022, when SHIFT seemed to hit all our plans, leaving many of us all FCDD*up (*Frustrated-Confused-Disappointed-Distracted). During this episode, hosts Ira S Wolfe and Jason Cochran will explore a few of the trends reshaping business and personal lives, from The Perfect Labor Storm, toxic cultures, stress, and burnout to hybrid work. Jason and I are joined by award-winning journalist and Dig Life Deep podcast host John Aidan Byrne, who introduces his new weekly workforce segment which puts Ira Wolfe on the Future Shock 2.0 hot seat to discuss critical workforce and workplace trends. Listen to the 1st segment here (about the 5:00 mark).

Ira S Wolfe is a “Millennial trapped in a Baby Boomer body” and the world's first Chief Googlization Officer. He is president of Poised for the Future Company (DBA Success Performance Solutions.)     Fueled by his fierce passion for technology and its impact on people, Ira S. Wolfe has emerged as one of HR's most visionary thinkers and influencers on the future of work, jobs, and talent acquisition. Thinkers360 has recognized Ira as the #1 Thought Leader on Future of Work and #3 on Human Resources. Ira is an accomplished speaker/author. He has presented on the prestigious red carpet of TEDx and stages of DisruptHR.  Ira is a frequent presenter at events including SHRM's Talent and Annual Conference, HR Southwest, and many regional and state events.  He is the author of several books including his most recent, the 2nd edition of Recruiting in the Age of Googlization, which was selected by Book Authority as one of the all-time best HR and Recruiting books. Ira is the host of the popular weekly Geeks Geezers and Googlization Show, a contributor to CornerstoneOnDemand's ReWork, and frequent expert guest on podcasts, TV, and radio.   Contact Ira: Website LinkedIn Facebook Instagram Twitter YouTube

Are you interested in learning strategies that will help you and your workforce prepare for a rapidly changing future of work? In this episode of The Staffing Show, Ira Wolfe, president of Success Performance Solutions, talks about starting his professional career as a dentist and eventually starting his own HR consulting firm. Wolfe shares tips and advice for preparing to work and lead in the “world of never normal” where an adaptable mindset will be key to adjusting to this world of ever-present change.

Ira S. Wolfe is the president of Success Performance Solutions, a red carpet TEDx speaker and author of the books The Perfect Labor Storm and Recruiting in the Age of Googlization:  When the Shift Hits Your Plan. A long time expert and thought leader on Candidate Experience, he shares how applicants apply for jobs has changed today. If you don't know this, you're losing the war for talent. He also shares his 5 key ingredients to R.E.A.C.H candidates.This is the third of 3 interviews with Ira on the subject of Candidate Experience. 

In 2017 Ira released a book called Recruiting in the age of Googlisation and was pretty bang on what was going to happen to the world of work and recruiting. We took a deep dive: The incoming mismatch of skillsets and lack of population to be able to fill roles in most industries Economist predict the US will be 32 million short in the workforce by 2030 Companies that force people back into the office will be in trouble Can more Immigration solve some of our challenges in recruitment How can we the upcoming workforce back into skill trades We lost a million women in the workforce, will they come back?

In our second interview with Ira S Wolfe, we asked "What do candidates say makes a great job search experience?"  Learn their #1 complaint - a very common action by hiring companies - and what sales leaders can do to improve their hiring process.Ira is the president of Success Performance Solutions, a red carpet TEDx speaker and author of the books The Perfect  Labor Storm and Recruiting in the Age of Googlization:  When the Shift Hits Your Plan.A long time expert on Candidate Experience, he shares why it has never been more important than in today's marketplace where candidates have lots of choices.This is the second of 3 interviews with Ira on the subject of Candidate Experience.

Frankie Boyer is an award winning talk show host that empowers listeners to live healthy vibrant lives http://www.frankieboyer.comGuests:Ira S Wolfe is a “Millennial trapped in a Baby Boomer body” and the world's first Chief Googlization Officer. He is president of Poised for the Future Company, founder of Success Performance Solutions, a TEDx Speaker, host of Geeks Geezers Googlization podcast, and frequent presenter at SHRM and business conferences. His most recent book is Recruiting in the Age of Googlization is now in its 2nd edition. He is also the founder of the Googlization Nation community and a frequent contributor to HR and business blogs, including Cornerstone's OnDemand and Medium. BOOK: How to Get “Unstuck” When in a Ruthttps://www.successperformancesolutions.comhttps://www.irawolfe.comDr. David Bissonnette, Author of the new book, Insatiable: A Nation's Unappeasable Hunger, is an Associate Professor of Nutrition with a Doctorate in Nutritional Science as well as a Registered Dietician specializing in the psychology of food. https://www.insatiableone.com/G.R. Macallister, author of the Five Queendoms series, also writes bestselling historical fiction under the name Greer Macallister. Her novels have been named Indie Next, LibraryReads, and Amazon Best Book of the Month picks and optioned for film and television. A regular contributor to Writer Unboxed and the Chicago Review of Books, her new book, Scorpica: The Five Queendoms, Book One, is her epic-fantasy debut! http://www.greermacallister.com/

Today's episode is a great one! We're talking workforce trends, recruiting in the age of Googleization, and what's changing in this hybrid workspace. We are STOKED to have Ira Wolfe on the show today! If you want to get to the good stuff, 11:33 is your spot!If you don't know Ira, you are missing out.Described as a Millennial trapped in a Baby Boomer body, a “hire authority,” and “certified prophet” of workforce trends, Ira Wolfe has emerged as one of HR's most visionary thinkers. He personifies the passion and mindset required to manage the convergence of the tired, the wired, and technology. His enthusiasm and engaging approach inspires his audience to challenge preconceptions about what it takes to attract, select, manage, and retain top talent and take the initiative to make change for them.I think you're gonna dig it!TCB Layout0:00 - Start1:00 -  Show Open2:27 - News11:33 - Ira Wolfe Interview55:45 - Funny Things, Good Feels, Cocktail, and Close___Links:Website: https://www.irawolfe.com/TCB Mighty Network: https://the-corporate-bartender.mn.co/So, what is TCB?In these crazy days, I felt like we could all use some support, some community, some innovative people-side-of-the-business ideas, and of course, some cocktails. What started as a response to COVID19 has evolved into something much more meaningful. It's become an amazing group of people leaders from various industries who have come together as the world is changing to share ideas, some best practices, to learn from our mistakes, and build connection with others who are facing similar issues.We are all about sharing at TCB. We share Learning & Development tools. We share updates to the legal landscape. We talk about issues facing our employees and our leadership teams. We interview innovative People Leaders who have cutting edge ideas. Oh, and we laugh. A lot!I know what you're thinking. What is this thing? Is it another Zoom meeting? Is it a Podcast? Is it a show? What in the world am I getting into? It's all of those things and none of those things. Think of it as a video podcast with a live interactive audience. It's a community. It's a forum for ideas, meeting similar folks, and finding a little bastion of sanity in an exceedingly complex world. It's a breath of fresh air, and a respite from your grueling schedule - where you'll be in great company, and probably take away a few things that you can use at work...and in life each episode.If you are an HR or People Leader in your organization, this is the place for you. You are welcome here!

Bill Flynn is the Chief Catalyst at Catalyst Growth Advisors; he's a coach, mentor and author of the number one Amazon bestselling book, Further Faster. In this, our special 50th Episode, you can learn about: Why creating a compelling vision allows others to follow Why some businesses succeed while others fail How the biggest reason for failure is success Neuroleadership is a critical skill for 21st century leaders Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Bill Flynn below: Catalyst Growth Advisors Website - www.catalystgrowthadvisors.com Further Faster (Book) Bill on LinkedIn - https://www.linkedin.com/in/billflynnpublic/ Bill on Twitter – https://twitter.com/whfjr   Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker.   Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you.   Welcome to our 50th episode. I can't believe that we're already halfway to a century of Leadership Hacker Podcast, so thank you everybody who's been part of that. So, Bill Flynn is our special guest on episode 50, he's the chief catalyst at Catalyst Growth Advisors. He's over 30 years' experience working with hundreds of different companies, including lots of start-ups. But before we get a chance to speak with Bill, it's not The Leadership Hacker News. Instead, today we're going to do something a little bit different. I'm going to introduce you to Jermaine Pinto from our production team. And Jermaine has been absolutely inspirational to help us on our journey with the 50 episodes. So, hey Jermaine, say hello to our listeners.   Jermaine Pinto: Good day listeners. Nice to meet you all. I'm really excited, and Steve congratulations on that 50 episodes.   Steve Rush: Thank you, my man, I really appreciate it. And for those of you that are not familiar with Jermaine's accent, he's in Jamaica and that's the wonders of the remote world that we work in. We can have remote team working all over the place. So, Jermaine, I just wanted to say from my perspective and behalf of the listers, thank you for being part of our team on this journey. And over the course of our 50 episodes, there must be a few of those episodes that really ring a bell. And there must be some learning as I've had out of this. But from your perspective, what would you say has been the best part of being involved in the journey that we've been on?   Jermaine Pinto: Always hearing the guest stories, their background stories. Those are always interesting; those are always motivating. Especially some who have start from basically nothing and build their way up. Some who have accomplished a lot and still manage to start all over, no matter the age, that is always great to hear.   Steve Rush: Yeah, the backstory is really fascinated me because there's been no two guests, right? That have the same backstory.   Jermaine Pinto: Exactly.   Steve Rush: They come from different backgrounds, different experiences, and they all bring great learning and inspiration to others to get on that journey too, right?   Jermaine Pinto: Yes, correct.   Steve Rush: So, who of the 50 shows has been the most inspirational for you?   Jermaine Pinto: I have two right here, Steve. And before I introduce the second one, my first one who be, you Steve.   Steve Rush: Aww, Jermaine, you're such a softy. Thank you so much.   Jermaine Pinto: Steve I have to say thank you so much for allowing me to be a part of your team. It was actually March 3rd 2020.   Steve Rush: Yeah.   Jermaine Pinto: You reach out to me to do episode two with David Marquet.   Steve Rush: Yeah.   Jermaine Pinto: Yeah, and that was an amazing episode. And since then, I have been on this journey with you, and now it's 50-episode, wow! that's amazing.   Steve Rush: It is, yeah. Thank you so much. I really appreciate that man. Jermaine Pinto: You are welcome. And the second one will have to be Michelle Boxx, The Blonde Fixer. She is just so vibrant. She's is just so cool, energetic. And I just love her. Steve Rush: Yeah, good.   Jermaine Pinto: Yeah, so what about you Steve?   Steve Rush: Wow. You know, like you Jermaine, I try to find two or three people out of the over 50 guests that we've had on the show. Really tough, right? But there are three that really stick out for me. So, I guess in order of episodes, episode 29, a good friend, Eric Chasen, you know, this is a guy who lost his fiancé, tragically. Subsequently his mum passed away all the while his businesses were collapsing around him, but managed to find that, you know, real grit, resilience, and determination and get back not only to be successful, but to be a millionaire and retire incredibly early. That was a great, great inspirational story. Amber Hurdle, episode 40. Teen mum to superstar business woman and podcaster herself. Another great inspiration for anybody who listened to that. And I guess the one that really kind of moved me emotion actually was Nathanael Zurbruegg.   Jermaine Pinto: Agree.   Steve Rush: He was on episode 30, right? So, this is a guy who has suffered much more than most of us would suffer. You know, he was told by his practitioners, he should have been dead six times over and still to this day, whilst he still suffers with chronic illnesses, still inspires and works and inspires others to change their lives. And I think, wow, what a great guy. And that's all, you know, coming from a place of helping others. And I think that's just amazing.   Jermaine Pinto: Yeah, you're right Steve and I can tell the listeners that I'm actually one of the biggest fan, of the show. I look forward to hearing these stories every week. Most episodes I will listen to treat the three to four times to be honest.   Steve Rush: Yeah. And, you know, fortunately we get to hear all of these stories before our listeners do. So, we're in a really privileged position to get all that.   Jermaine Pinto: That's always a plus.   Steve Rush: Yeah, so if you think about how many hacks we've had on the show, we've had hundreds and hundreds of fabulous ideas and tips and tools and inspiration. If you had to kind of maybe think of one or two that resonate with you the most Jermaine, what would they be? Jermaine Pinto: I actually have three and I'm going back to my favourite person again, Michelle Boxx, The Blonde Fixer. When she said facilitate feedback from your teammate. She is one hundred, spot on with that one. We can all relate to that. The second one would be from episode 9, John Spence.   Steve Rush: Yeah.   Jermaine Pinto: When he said lead with your gut, you can never go wrong with that.   Steve Rush: Absolutely, and John was another inspirational guest too. Wasn't he? This is a guy who reads over a hundred books a year and has done for 20 years.   Jermaine Pinto: Honestly Steve, I was blown away by that. A hundred books, I'm like, wow!   Steve Rush: Yeah.   Jermaine Pinto: This guy's on top of his game.   Steve Rush: Sure thing.   Jermaine Pinto: And the last one it'd be from Ira Wolfe from episode 49, growth mindset. Throughout the almost 50 episodes, mindset was one thing that was always said by most guests.   Steve Rush: Yeah   Jermaine Pinto: Mr. Wolfe expound on that and try new things. Don't be afraid to fail or make mistake, and he is absolutely right by that.   Steve Rush: Yeah, I agree.   Jermaine Pinto: And so, Steve, I know you pretty much have a lot of hacks, so what would be your, maybe best three?   Steve Rush: So, I've gone back over my notes and I've gone back over the show notes. And there were three things, actually the present themselves where they keep repeating from many guest's time and again. Then they're also things that I share. So, I guess the first thing is journaling presents itself a lot, doesn't it? So, you know, taking that time in the morning and night to really set out what your plans are for the day, how you can be thoughtful, how you can demonstrate gratitude and self-love, and self-worth that presents self a lot. Meditation, you know, is interesting, that keeps coming up. And it's something that I do every morning. So, I meditate every single morning before I look at emails, before I look at work before, look at anything. And that's now a core habit of mine. That is a key tenant in how I do things. A lot of our guests share meditation as a way to get into that zone. And the other thing that presents itself is mentoring. All the while we've been speaking to our guests, having a good mentor, having somebody they can rely on. Having somebody that they can kick the leaves around with is a real core attribute of all of our guests and anybody who's been successful. And I guess those are three things that really present themselves to me.   Jermaine Pinto: And I would agree, especially the last one there Steve, Mentoring. I have never had a mentor, till you could see now, which is again, use Steve. Those one-on-one meetings that we have, where I would bounce ideas off of you. It's really great to have someone that you can share with and you can also get their experience.   Steve Rush: You're right, your absolutely right. So, Jermaine, thanks for being on the show. Thanks for being part of our journey and behind the scenes and not often getting the recognition, I think you deserve. And hopefully our listeners will listen to this and connect with you through LinkedIn and your other mediums as well. So, cheers to the next 50, right?   Jermaine Pinto: And let's say here to a next thousand.   Steve Rush: Wow, yeah, why not? Absolutely. Let's think big.   Jermaine Pinto: That's how big we are going with this one.   Steve Rush: You're right. Okay, so let's get back to the show. This hasn't been The Leadership Hacker News, but of course, as always, if you do have an insights, news or stories you think our guests could hear, let's get in touch with either me or Jermaine my man.   Start of Podcast Steve Rush: Our special guest on today's show is Bill Flynn. He's the chief catalyst at Catalyst Growth Advisors. He's a coach, mentor and author of the number one, Amazon bestselling book, Further, Faster. Bill, welcome to the show.   Bill Flynn: Hey Steve, great to be here. You know, they say good things come to those who wait. So, it's good to finally make this happen.   Steve Rush: Our listeners won't know that you and I have been waiting for probably four or five months, to get a hook-up and get together having spoken originally. So, looking forward to having a great conversation with you today, but for those that don't know your backstory, maybe just give us a little summary as to how you've arrived at leading Catalyst Advisors.   Bill Flynn: Sure, I'll do the quick version. So, I sort of had two arcs to my career if you will. I'm a start-up guy, early on. I'm not a founder, but I'm generally the person who comes in and helps on the scaling side. So sales marketing, that kind of stuff. I did 10 of those from 1991 through about 2015. And depending on how you count my contribution, I'm either 5 for 10 or 5 for 7 because there were 3, I left. Either they went out of business or actually I think all of them went out of business or got acquired by someone else. And then around 2015, I sort of said, what do I want to do? I had an opportunity to really reflect a little bit, I think I was just in my early fifties and I had an experienced at one of the start-ups that allowed me to basically become a coach, not knowing it at the time, of course, because I wasn't smart enough to know what I was doing.   Steve Rush: Right.   Bill Flynn: But I really remembered that experience. And I kind of said, how do I get more of that? I wanted that feeling of really being able to teach people how to fish, so to speak. So, I looked around, I looked at, I don't know, six or seven different kinds of methodologies if you will. And I had sort of made my own in that experience that I mentioned earlier, I didn't really have the confidence in, so I've never really been a CEO or a Founder. I wanted to have something that I could feel sort of backstopped me and my credibility. So, I picked one out of all the things that I looked at and began doing that around middle 2016. It's really when I go through certification and all that kind of stuff and learning and such.   And I've been a coach for four or five years, what do I do as a coach? I'm a leadership team coach. I don't do executive coaching necessarily, although it sort of is an off shoot of what I do. And what that means is I teach this framework, which I've modified a little bit from my experience and my research, but basically, it's a framework on three things, which we'll get into a little bit on my book of how to really build a healthy and thriving organization. There is a way to do it and it's been done over and over and over again, yet, most people don't know how to do it. We, do it differently and the stats show that the way we do it isn't necessarily the best way to do it. So, I'm about teaching people how to do that. So that's sort of my backstory.   Steve Rush: Awesome, and given the environment that we've been in over the last 12 months or so, how have you seen the role as leaders and teams change from your perspective?   Bill Flynn: I don't think they've changed that much, at least on how you should be a good leader. And we should probably describe leader because people have different definitions of leader. To me, a leader is someone who has followers more than anything. It's doesn't' necessarily mean you're in a position of authority because that's different. You can have authority and not be a leader. Leadership is, I'm a big fan of Marcus Buckingham and Ashley Goodall a bunch of other folks. I'm a bit of a contrarian. I don't actually don't think leadership is a thing. I know it's a $15 billion dollar industry around the world, but there's no real definition of leadership, that's the same. Everyone has their own version.   Steve Rush: I agree.   Bill Flynn: But the thing that I've found, two or three things that I found that permeate and really flow through all of those things. One is what I mentioned is if you're a leader, you have followers and followership is really, I think the thing and followership is something that is voluntary, it's given. You, can't say, I'm your leader. People have to say, you're my leader. I choose you to be my leader. I choose to follow you. So, you have to give them a vision, a compelling vision, right? Because if you want to have someone follow you, you have to say, here's where we're going. Follow me here. And then lastly, I think you have to have courage. And that's the only attribute that, you know, they say humility and integrity and charisma and all this stuff. And, you know, I looked at that stuff and it's really different across leaders. You know, Gates is different than Malali is different than Jobs is different than Ballmer is different than the Della. They're all different.   You know, Buffet is a different kind of leader, but they're leaders, people follow them for some reason. But I think you have to have courage. You have to courage to be able to give up, right? make it about them and not you and risk some of that. You also have to have courage to follow that vision. A lot of people are going to tell you your vision isn't right. You have to have courage to do that. There's a lot of things you have to do. So, I think those three things really make the leader. So, if you do that as a leader, then I don't think it matters much except the platform that you have on how you use it. If you communicate well and you make it about them, and you care about these folks and you and I talked previously about really great leaders in the pandemic and what have they done, they made it about the other people. They said, look, I don't know everything. I'm going to gather information. But we're going to keep you informed. I'm going to make it so simple for you to understand. I'm going to tell you where we're headed and I'm going to ask you to sort of follow along. And those that did a really good job at that did a much better job so far in controlling the virus with COVID-19 and those people who didn't do that, or aren't doing that, we're noticing it. And we're now saying, wow, you're not really as good a leader as we thought you were because we're in trouble and we've got stark differences across the world on who's doing good job and who's not. So, I think that's what's changed, meaning we've seen it. But I think those that are really good leaders haven't changed their style at all. They've been doing the same thing. It's now noticed that it's more effective.   Steve Rush: And like you, I think leadership is a behaviour, It's not a thing, It's not a job. It's just,  the way that you behave to encourage people around you to feel that safety and that courage to come on a journey with you. If we think about those organizations that will survive for the future versus those that weren't, what do you think the main reasons will be between the two?   Bill Flynn: Cash, I mean, that's really been apparent is that those people who have really understood how to generate cash or have cash in reserve, have been able to do things. Because if you have that, you know, cash is fuel. Most people I ask them sort of, you know, what's the purpose of business and they all make it about money. And I said, really, it's not really about money, is it? I mean, cash is fuel for your business, but your business should be about something else and you need the money to fuel the thing, right? You know, we don't buy cars in order to buy fuel. You know, we don't get a house in order to heat it, you know, and have electricity or whatever. It has a larger purpose, and I think too many leaders and runners of companies focus much more on that.   So, I think, you know, the ones that can come out of this really, of course, are solving a problem worth solving. It's certainly, it's more of a crucible now, right? That we're focused on just a few things. Those that were doing it already, you know, the US stock market is driven by five companies right now, that's it. You know, we go up and down based on Apple, Google, Facebook, I missed one. And I think that's what we're seeing. If you weren't doing that, if you're not empathetic and compassionate for your customers and really understanding what their struggles are, then they're just not going to pay attention to you because they're pay attention to so many different things right now. So those two things, you got to have either access to cash or ways to generate cash. So, you can ride out this stuff. If you can't, then you have to be, I think compassionate, like Bob Chapman who runs, Barry Well Meyer who have several times, through to the 2008 crisis, you know, he lost 30% of his business, the entire group, and he could have laid people off and he never did, but he asked people to sacrifice for each other and they did. And they actually took things upon themselves. So, if you create that environment, that culture, that atmosphere, and you have the cash to be able to weather stuff like this, then you'll always be able, I shouldn't say you will always, you'll have a much, much better chance of being able to survive things like this. Cause this is, you know, this is horrible and it's different than the last two, but we've already had three crises like this in the last 20 years, right. We've had 9/11, especially in the US.   Steve Rush: Yeah   Bill Flynn: We've had 2008 and now we've had this, there's going to be another one. And statistics say every six to eight years, there'll be another downturn of some kind of some magnitude. You need to be prepared for. If you can do that, then you'll survive most things.   Steve Rush: What do you think the reason is Bill in your experience, that leaders don't put cash in that same category as other things that they would maybe plan for and think about?   Bill Flynn: Because we are enamoured growth, we were enamoured of top line growth. Revenue is vanity, and I'm sorry, but we are egotistic animals. And we like vanity, we like the social aspect and the emotional aspect of being seen as doing something important. And we measure and value revenue and revenue is vanity. You know, there's a great saying revenue is vanity, profit is sanity and cash is king, and that's true. I think revenue is great for bragging to your brother-in-law or telling a reporter how great you've done. But if you see revenue as the financial metric to measure your success, you're picking the wrong one, and that's what you do. And then you say, oh, we need to grow. So, we need to, we need to sort of take this risk with this money. A lot of the time it works out, but sometimes like this, it doesn't. And that's what you're seeing. Unfortunately, going out of business for completely unique to this pandemic, but many of them are going out of business because the light has been shown on them.   Steve Rush: Yep.   Bill Flynn: And we're seeing that they're just not very well-run companies underneath.   Steve Rush: So all of your learning and your career along with all of the start-ups and experiences you pulled together, you wrote the book Further, Faster. What was the inspiration for the book?   Bill Flynn: There were two things. There was an external inspiration, which were my coaching, colleagues and friends and my clients. When I say stuff, they'd look at me like it was different, right. They sort of said my perspective on things was unique to them. And I looked at it as, you know, my perspective isn't any different anyone else's, all the stuff that you and I do are based upon people that aren't alive anymore. You got Drucker and Deming and Shine and all these guys, and now we've got, of course Lencioni and Collins and Sinek. But we're just regurgitating the same stuff over and over again. There's not a lot new here. So, I was surprised, and I said, okay, well, that's interesting.   And the second was internal, which is. Having been through 10 start-ups and, you know, that's just almost masochistic, right? I just really found that it's a shame that really good people, really good leaders, really good businesses and really good ideas just fail or struggle for completely preventable reasons. There is a way to run a very healthy and thriving organization. There're some other factors involved, but it's been proven over and over again for decades, if not longer. And we just seem to ignore it. We go back to conventional wisdom and intuition and, you know, I'm all for intuition, but there's something called a gut check, right? It's fine, go with your gut, but check it, make sure it's right. And make sure that there's data supporting what you're doing, at least in terms of the fundamentals of running your business. We don't do that enough, data shows that there's two sets of data, at least in US, that I've seen. There are basically the same, one is from the Bureau of Labor Statistics and one from The Small Business Administration. If you start a business in 1994, you had a 50% chance of making it to 1999, five years, 50%. It was like a flip of a coin. But if you made it to 15, there are only 25% of the people that did that. And if you want to get to 20 or 25, it's 16. So, the longer you're in business, the less likely it is that you're going to stay in business, which is just a shame. And I know people choose and they retire or opt out or whatever, but even if you took those out, I don't think that that curve would change that much. And I want to do my best to help at least a small corner of the world that I'm in to not have that happen to them.   Steve Rush: Do you think that's complacency that causes that curve to narrow towards the longer period of time?   Bill Flynn: There's a saying that one of the biggest reasons for failure is success. Is that, you know, you think because you were successful before that everything in the future that you do will be successful, and that's true. I've seen that, you know, this is called Fonda Riotous in the start-up world, and I've worked with lots of folks and yeah, they just sort of feel like they can do no wrong and trying to guess what a massive people value and will pay you for. And then also be able to run an organization of completely crazy people. You know, we're crazy, right? People are nuts, people are impulsive, we're irrational, we just are. So be able to do that over and over again. If you can do that over and over again, you're pretty rare. And thinking that just the way you did it before is going to happen again, is wrong because the mix is different. Every time the mix is different and you got to be able to work from first principles. I'm a first principles guy. If you can figure out your first principles and go from there, then you can sort of bob and weave and figure out as you go, how to apply those principles. And, and we don't do that. We put our head down and we work and we never look out, you know, we don't predict the future as much as we should. And I think that's one of the reasons why we just say, oh, well, I'm really good at this. And we get comfortable and we just keep making the decision. And we think because we're making all these decisions where the answer, man, that it's good and it's not, you know, I keep telling my leaders, you need to fire yourself from the day-to-day, that's your job. Once you get through that knothole of figuring out and have some predictability and scalability of your business, you need to get rid of all of your day-to-day work as much as you possibly can, because your job is to figure out the next two, three, four years, not the next couple of quarters.   Steve Rush: Yeah, in your book, you focus on this quite a bit around specifically the CEO or the boss; they must fire themselves from their day-to-day work. And it's a really interesting philosophy because I bumped into somebody just recently, who has been a start-up engine, if you like for about three or four different organizations, but never been the CEO, because they're just not great CEOs, but in the leadership space, what would be the reason you would encourage CEOs to think metaphorically around firing themselves?   Bill Flynn: Well, so here's the deal, right? If you're going to grow your business, you have to predict the future and predicting the future is about innovation and creation and insight. And so, I asked this question, I'll ask of you to view is when do you get your best ideas, Steve, what are you doing?   Steve Rush: Daydreaming, thinking, walking, at the gym, but not at work.   Bill Flynn: Not at work and actually, I would say, you're not actually thinking maybe you're different than most, but most people it's, they're not thinking. They're actually letting their brain rest.   Steve Rush: Right.   Bill Flynn: A little bit, and that's the walk or the shower I hear a lot, or I'm on a run, just doing something else. And then somehow this insight is called the edge effect in neuroscience, where all of a sudden, a couple of different things have been floating around in your brain connect. And they actually physically connect in your brain, which is just really cool, the whole biology of it, really cool for me. And you know, there's axon and neurons and dendrites, and they actually connect to each other. And then this idea comes into your head. It's just the coolest thing. And so, if you're doing all the time, you can't do that. Your brain can't focus on more than one thing at a time, multitasking is a myth. Most of us have learned that, right? It's called context switching, and you go from one to the other, and there's a whole issue around the degradation of that, which we won't get into. So, I think you need to fire yourself the day-to-day because you need to be able to have these thoughts that come to you and, so you need to gather information. You need to go out and talk to your customers a lot more. You need to sort of roam around the business and talk to people and learn from outsiders, have an advisory board and capture all this information. So, when that thing happens, that insight happens. You've collected all this data already, and then you start making these connections and that figures out, where's our business going? What is this thing going to look like in the next two, three, four years? And you can't do that doing.   I was a speaker at Investige for a number of years. And I asked hundreds of CEOs the same question, which was, what percentage of time do you spend working in the business versus working on the business? And I would say the majority of the answers was 80% to 90% in the business. And then to 20% on the business. And I said, look, if you're going to make sure that you're not guessing on a regular basis, you need to stop doing that. You need to flip that ratio. So, you're spending a lot more time working on things for the future, which your two most important constituencies, which are your best customers, not all your customers, but your best customers and your top team, right? You're A, B plus and B players. Those are the people you need to focus on the most. If you can do that, you'll put yourself in a much better position to be able to predict the future. You don't get it right every time, but we don't do that. We got our head down. As I say, we looked down, we don't look out as much. We need to look out a lot more.   Steve Rush: Got it. You've taken the thinking of neuroscience and applied that to your work. And it's something that we both share a passion in. What's commonly referred to as NeuroLeadership, for our listeners listening in today, maybe you could just describe what NeuroLeadership is?   Bill Flynn: Yeah, I'll say one thing, but there is this great quote by Chris Voss, who I love, he's written a couple of books and he says, “All humans should accept that we are all crazy, irrational, impulsive, emotionally driven animals, or all the raw intelligence and mathematical logic is fraught.” And when you have two people sort of interconnecting with all this irrationality and impulsivity and emotionally doing stuff, you know, you just have to understand that you have to know a little bit about how the brain works, because it doesn't work the way we think it does. It fools us on a regular basis. We have supposedly 150 unconscious biases that are broken down into five major categories, according to the NeuroLeadership Institute and its simplicity. So, we bias towards the simple, we'd rather have a simple explanation we think is better than a not simple.   Expediency, right? So, whatever it seems the fastest seems right. To us experience, we're much more likely to dismiss science because our experience is different. Even though our experience maybe an anomaly or certainly biased by our own needs and wants et cetera. The next is distance, we are biased to things that are more close to us than things that are far away and then there's safety, right? Which of course is a biological imperative. If we think we're going to die, we're much more likely to or be hurt in some way. We're much more likely to believe that. That's why there's a negativity bias. So, you need to, what's called lead with the brain in mind. If you understand that, then you'll understand that your job is to create the environment for people to use their brains, not to tell them what to do and take their brains out of the equation, because you can have, you know, if you have 200 people in your company and you can have 150 of them actually thinking for you and helping you to move the company forward, it's way better than what normally happens, which is a handful of you. And that's it. And then you tell everyone else what to do. Jim Collins calls this the genius with a thousand helpers. I think there's a great phrase. You can't do that. You have to be able to say, I'm the genius at figuring out the future. Because I love doing that, but you know, you're much better at marketing than I am. You're much better at this manufacturing thing than I am. I'm going to trust you, but I'm going to tell you, you know, sort of where we're going, what we're doing and work with you to figure out how you can contribute to doing that. I think that's what NeuroLeadership means. You have to understand that we're all irrational, impulsive, and emotional beings.   Steve Rush: Yeah.   Bill Flynn: If you understand that, then you'll be more compassionate, you'll be more thoughtful. And I think you'll be able to see it, this environment that you create is much more important than trying to figure out the answer to questions every day. You know, I keep saying you should, you should make one or two decisions a week as a leader. You know, we make dozens, if not hundreds of decisions a week, we shouldn't be making like, what kind of birthday cake should we do for the person in our group? Amazing stuff that we decide is important.   Steve Rush: It's very true. Isn't it? You talk about safety as being one of those key biases. And a, lot's been said about the whole principle of psychological safety, but it's an absolute key tenant of having the right behaviours so that you're thoughtful and compassionate to do the right things. So, if you could give our listeners a crash course on psychological safety and how to create that culture, where would you start?   Bill Flynn: So psychological safety is a term I believe was coined by Amy Edmondson, as far as I can tell, she's a person who acquainted. She has been studying this for about 20 years, I think. So psychological safety is basically is this. Creating an environment so that the people that are around you, especially your team, feels like they can screw up, admit mistakes, come up with crazy ideas without the fear of retribution or ridicule or scorn from others, either directly or indirectly. And if you can create that environment where people would just be themselves and not feel like they have to guard every thought and make sure that they're, you know, they're not looking stupid to their team, then you've created that environment, psychological safety. And then once you do that, then the magic happens, right? That's when all the really cool stuff, all those ideas, you know, you don't have to be the only one that comes up with the ideas of where to go. You can get them from others. And as long as you've created this environment, and you've sort of put that roadmap of that vision of where we're going, then you'll recognize the good ideas. Because you're like, oh, that can actually get us. That's a better idea than mine, and that'll get us closer or that'll be a better way of doing something in your particular world. Because you know it better than I do, so you just need to create that environment, is really an atmosphere that you're creating. That people could really just be themselves, and then once we relax again, backs that thing, once we can relax and we're not worried about how people think about us, you know, Simon Sinek calls us the second job of work, which is lying, hiding, and faking, and if we can eliminate that and get them back to the main job of really contributing to the healthy growth of the business, then you've done a great job.   Steve Rush: What do you think the reason is Bill that leaders don't embrace this enough?   Bill Flynn: It's hard, right? It's trusting someone else. You know, we live in a world that we kind of value that, right? We kind of value the knowing stuff. And we think that in order for us to be valuable, we have to be seen a certain way. And so, it's all about winning for the person as opposed to winning for the team. There's this great story about a football team. American football team here, a college football team here in the States, it's called the Ohio State University. In the thirties, forties and fifties. They were a juggernaut. They were just really hard to beat. They were always in the hunt for the championship every year. And then they started giving away these stickers and they call them Buckeyes. Which is, I think it's a nut or something and they put them on their helmets, but they were for individual awards.   And over the sixties, seventies and eighties, they started to get worse and worse. And then this guy came in and I think his name is Jim Tressel. And he said, you know, we've got to create this team atmosphere. We're sacrificing our own individual rewards for that of the team or our unit. And so, he still used the buckeye thing, but he only did it when the team or that unit on the field, when the defensive unit, you know, how to sack. Everyone on the defensive unit, got a Buckeye when there was a great play that was executed on, whatever, special teams or whatever. Everyone got a Buckeye and then they started to become better and better. And they've now, they still do the same thing, Urban Meyer or someone is their coach. And again, they're back every year, they're in for the chance to be in the championship game. And actually, this year, I think they're in it. And it's because they've created this environment of being a team. You know, being a teammate is not being in a group. It's being part of something bigger than yourself. It's sharing the rewards or responsibilities, but also having each other's back. And when you can create that environment, it's amazing what people will do. We are tribal people. Let's leverage that right. Lead with the brain and mind, understand that we are tribal people. We want to work together. So, create the environment so we can in the most way, and I think you'll do a much better job as a team leader. And I do team leader in the large scope either if the organization, then you're a team of team's leader. And then if you're in a particular group, you have a team. If you could teach people how to be really great team leaders. And I go into that a little bit, my book, and so does Amy Edmondson and hers called Teaming. And there are a few other people who talk about teams as well. You're just in a much better position and you'll do much better. So, I think that's true of what we're dealing with.   Steve Rush: I love that. One of the other things that you focus on with teams is helping them really stretch their thinking about the art of what is possible and you call these Bhag or Big Hairy Audacious Goals.   Bill Flynn: Yeah, Bhag is a term that was coined by Jim Collins. Made most famous by good to great, but I think he actually had it in an earlier book, but since Good to Great was such a bestseller. The term became a term of art. It's over 20 years old.   Steve Rush: Yeah, probably was actually.   Bill Flynn: Basically, it stands for Big Hairy Audacious Goal and being a contrarian than I am. I don't actually think it's a goal. I think it's more of a consequence than a goal because goals generally have some sort of measurable timeframe, et cetera. And the Bhag is sort of this thing that in the future, there's not really sure how you're going to get there, but this is how we would recognize it when we did. And that is, I think, sort of the combination or really the metaphor of the success, right? Of this vision that you have for the organization. This is a way to describe it in very specific terms. So, people can recognize that, hey, when we get there, we'll do this. There was a great company in Australia called RedBalloon. And they've been following this, they're doing this kind of work for a long time. So, they were an experiential gifting company, right? So, you didn't give away physical things. You gave away ballooning or jumping out of a plane or whatever. And they were tiny and they were in Australia and they were only in Australia. And so, they said, what would be the best? Like if we actually super successful, how would we know? And they came up with a numerical thing, which was, they wanted to have 2 million gifting experiences cumulatively. And they were like a few thousand, by the way, at the time. At the time when they did, they were only 20 million people in Australia. So, they wanted to be 10% of the population would be doing that. And so, a Bhag is a 10 to 30 year, according to Jim Collins sort of goal, somewhere in that 10-to-30-year timeframe, we will do this. We don't know how we're going to do it, but this will be it. And they did it in eight years. And I think that eighth year they'd push it up to 5 million. So, if you give people that, right, this, again, leading with the brain in mind. We'd love to have those targets, right? We love to be able to also see an experience and sort of recognize today, what's possible tomorrow because you've described it in such a vivid way. And the Bhag is a great way to do that. And we've seen lots of Bhags over time. You know, I think one Bhag, most people in the US know is, we will send a man to the moon and bring him home within the decade. And that was when we landed on the moon. That was a Bhag, right? We had to create new metals and also things that we didn't have before in order to get there. So, we had no idea how we were going to do it, but we said we were going to do it. And we put people on a task and human beings are wonderful, wonderful. If you give them something like that. If they have a passion for it, and it's amazing, the things that we can do, and we just need to create that environment. That's what the Bhag does. It creates something that's tangible.   Steve Rush: And in reverse, of course, the biases you talked about are the things that stop us, having the ability to think big, to move outside our comfort zone and to take those risks and to feel that psychological safety. So, we need to pay attention to that in ourselves, don't we? As well as when we lead.   Bill Flynn: Exactly, right. And this gets back to sort of this growth mindset and all the growth mindset means is you understand the power of yet, the word yet. I don't know this yet. I can't do this yet. And there are some things that you can't do, but most things you probably could if you put the time and the effort and the energy into it, and you really had the passion for it and the love for it. And we've seen this over and over again with people, especially, you know, just imagine. Lionel Messi, right? Which is probably the best soccer player ever. I mean, he had a great under fundamental talent, but man, he put in a lot of time and effort and he practiced a lot, but he almost quit when he was 15 from Barcelona, because they were trying to turn him into what they described as the ideal soccer player. And they wanted him to focus more on his right foot versus left foot. Most of us know that his left foot is just superior to his right and superior to everyone else's left foot as well. And they also wanted him to sort of stay in his lane and do his job, but that's not how he was successful, right? The reason he was really successful was he had a left foot that no one could touch. And he was able to see the field in such a way that he would put himself in a position where the ball was going to be. So that means he needed the ability to roam. And they said, don't quit. They said look, if you want to have your left foot be the main focus, you just got to be the best left foot in the game, let's focus on it. And they said, you know what, when you're on the field, we don't care where you are, just be dangerous. And that's what he did, right? And, you know, the story he is now 34, 35 years old.   Steve Rush: And I'm still dangerous.   Bill Flynn: Still dangerous. He started when he was 15, can you imagine he was doing this for 16, 17 years. So, I think that's a great metaphor for understanding being a leader, right? It's understanding the unique talents of each of your team members and then try to have them use those as often as you can every day, every week, every year. If you do that, they'll be happier, they will be more engaged. They'll feel more connected, you know, et cetera, create that psychological safety. That's why I think the NeuroLeadership thing is so important to understanding the brain is such a huge factor in creating a great organization and being successful.   Steve Rush: I agree, so this part of the show Bill is when I get to hack into your leadership mind and pull on all of the years of experiences. Now, given all of the vast experiences you've had, I'm going to ask you to narrow down what your top three leadership hacks could be?   Bill Flynn: Sure. I've got three, there in my book. And basically, there's a meaningful gap between what science knows and business does. We've already mentioned this a little bit. You know, I say challenged, conventional wisdoms. For instance, we're told often to talk to your customers and that's just wrong because it's valid, but not sufficient, I like to say. You shouldn't talk to all your customers. You should only talk to your best customers. The customers who love you and who you love, because you want to get to know them. So, you can find the next one like them, because their most profitable, they're your best referrals and references in the business. Other things like our learning, we just more recently in the last 10 years, understanding how the brain learns, yet still go back to the old didactic model, right? Where teacher stand in front of the class and fills you full of information. That's actually not how the brain learn. The brain learns in a completely different way. And my last one is feedback. I'm just not a big fan of feedback. I think feedback is a tool, but we use it as the thing, right? And to me, the thing that we want to do. Feedback as a tool for growth is to help others to improve. There's lots of great ways to help them grow and feedback is one of them. And I think it's actually one of the things you should use the least often, because there's this thing in neuroscience called reactants, right? Which is, I'll put it in terms of mask wearing. A lot of people don't wear masks just because they were told you have to wear masks, that's it, that's reactants. We are like, screw you. Don't tell me what to do. I know better. And we come up with reasons with freedom and CO2 is going to kill me or whatever, you know, we'll make up irrational reasons to support whatever we think is important. And that's the difference between science and just sort of conventional wisdom. And so, I think if you focus on the science of business and understand that there are real first principles and how to build a great business, and we've seen it over and over and over again and learn those and then see how they apply to your business and then create methodologies to help you apply those principles that work for you. The second thing is few things truly matter, but those that do matter, tremendously. Leaders do not spend enough time here. There are only a few things, and in my book is just three things, right?   It's created a team environment. Performance is a team sport. If you want to create a business that scales in a predictable manner, you have to think in terms of systems and processes, your business is just one big system made up a bunch of small subsystems. And if you can understand how those systems work, you'll be able to tweak them as they go. And by the way, if you fix one system, sometimes you break another one, right? If you fix the sales process, sometimes you break the delivery process because all of a sudden you can't deliver on time. If you fix the marketing process, sometimes you break the sales process and so forth. So, figuring out those two things. The last thing of my three, so it's team, it's creating the business operating system. And then the last is cash. It should be your primary financial growth metric.   To me, those are the few things that truly matter in business. And you need to figure out how to apply those in your business. And then lastly is, leaders rely too much on effort, luck, timing, and force of will to achieve quote unquote, success. These do not scale profitably. At some point, you're going to run out of hours in a day and energy, relying on yourself and a few people to make a business grow to a hundred, two thousands of people, just doesn't work. So those three things, meaningful gap between science, what science knows and business does, few things truly matter. But those that do matter tremendously and leaders rely too much on effort, luck, timing, and force of will to achieve success. Don't do it.   Steve Rush: Awesome, love that. Now this part of the show we Hack to Attack. It's typically where something's gone wrong in your life or your work. Indeed, it could have been catastrophic, but as a result of the experience, we now use it as a positive in our life or our work. So, what would be your Hack to Attack? Bill Flynn: Yeah, so I've been a sales person since I was 22, 23 years old. And when I first became a sales person, I just became Salesforce by accident, to be honest with you. I was lucky enough to have a very well-connected family member in the Boston high-tech scene. And he got me a whole bunch of informational interviews. And one of them hired me, which is really cool. And they hired me as a sales guy. And I said, all right, I'll give that a shot. And they told me, here's what you need to be a good salesperson, right? You need to really know your product. You need to know it inside and out and so on and so forth. And you need to be able to relate to customers and all that kind of stuff, and I was terrible at it. Terrible, but I did all those things. I mean, I'm generally a pretty smart guy, I'm pretty relatable, most people like me. And I knew my product inside and out, but I was not good at it. And I looked at it and said, why? Why am I not good at this? All the things they told me to be good at, I am good at. But I'm still not selling. And I said, so there's got to be a next factor in here that I'm unaware of. So, I really studied it and said, what is the essence of selling? The essence of selling is helping someone else to make a decision. So, I studied decision-making. How do people make decisions? And then that's how I got into neuroscience, 15 years ago.   The brain makes decisions in a certain way. And you probably know this, but maybe your listeners don't. When a decision is made, most often the emotional centres of our brain light up first, and they actually light up often before we're consciously aware of the decision that we've made. And some people call this limbic system. There's a lot of controversy of the limbic system or not. I don't really know, but let's call it that for sake of argument. So, and your limbic system and decision-making system was designed before we really had language. So, we actually make a decision on an emotional level and then make up the reasons after the fact. And once I figured that out, I became the number one or number two salesperson everywhere I went.   Steve Rush: Awesome, yeah.   Bill Flynn: It's like a super superpower.   Steve Rush: I love that. And it's ironic, isn't it? That all buying decisions are emotional first and then logical second, but most salespeople start with that logical approach and features, benefits, advantages when actually the emotional triggers are the ones you need to be focusing on first.   Bill Flynn: Agree, there's this great theory called jobs to be done, which I love, which focuses on three things, which is the social, emotional and functional aspects of decision-making in the buying process. And all three are factors. Some out weight more than others and some before the others, but they're almost always the three of them in there or two or three of them in there. And if you notice, two of them are social and emotional, which are not something that we focus on a lot. And if you can really do a good job of that, you can actually create great products that you never even thought you should make. And people, you know, a lot of the things that I do are talking to leaders and saying, helping them understand their future, which is really interesting how to create a strategy. And I asked them, why do people buy from you? And they basically say, because we're awesome. Because we make great this, we do we do this, and their like, no, they don't. They don't really care about what you make. They care about what you do for them.   Steve Rush: That's right.   Bill Flynn: Not what you do. And if you could figure out, how you make their lives better? How you fix a struggle or help them with progress? Then you'll actually create products and parts of products and services that support that, but we don't.   Steve Rush: It's interesting stuff. Really interesting. Last thing we want to do with you today, Bill is give you the chance to do a bit of time travel and you get to bump into yourself at 21 and give yourself some advice.   Bill Flynn: So, mine is, and actually this is funny Steve. I do this question a lot. I do an alignment question with my clients on a regular basis and alignment, meaning that these are things that they learn about each other that maybe they didn't know. And this is one of them, which is, if you go back in time, give yourself some advice and that would have made your life easier or better or accelerated, you know, your successors in some way. So, I've been doing this forever. So, I love this question, which is, to me, it would be to embrace uncertainty and to eschew certitude. I was brought up in a household that having the answer was more highly valued than asking a question and being unsure, sort of not being as comfortable. There's a saying, which I don't know if it's true, but I love it, which is that, you know, stupid people are always confident and smart people are unsure.   Steve Rush: I like that.   Bill Flynn: And you know, so you got to be comfortable holding two opposing ideas in your mind at once or more. One of both, maybe right, depending on the circumstance. And sometimes combining the best bits of each may also be right or more right. And if you sort of keep that in mind and not get stymied by it, right? Cause you can actually go into analysis paralysis. At some point you got to make a decision. I think if you can do that, you could say embrace uncertainty. You know what? This decision might be wrong. And if it is, then we'll fix it, but let's go ahead. We've got enough information, as much as we can particularly gather, let's just go with what we think is the best option, but know that we might be wrong either by hiring this person or making this product decision or bringing on this partner, whatever it is. And then if it is, then we'll fix it because we've got all this wonderful environment created around the culture and values and purpose and all those kinds of things. And we might find out that we're wrong and that's okay.   Steve Rush: Awesome.   Bill Flynn: We'll, we'll fix it.   Steve Rush: Bill, I could talk to you for hours and hours. Unfortunately, we're coming to the end of our time together today. But for the folks that are listening, who also want to continue the conversation with you, where's the best place where you can send them?   Bill Flynn: My website, which is catalystgrowthadvisors.com. And there you can find my email, my phone number, or you can actually set up a book some time with me, my book is on there. My book I give away for free on my site is if you just want to download the PDF, you can certainly do that. And more about the message than the money. If you want to buy it off Amazon, great. You can do it from there as well. There's a link to my Amazon audible on my website, but that's it. So, again, www.catalystgrowthadvisors.com.   Steve Rush: We'll also make sure those links are in our show notes Bill so that folks can head straight over and connect with you from here.   Bill Flynn: Awesome, thanks Steve. Appreciate It.   Steve Rush: Been amazing having you on the show, Bill. I wish you every success. It's no surprise that you have been so successful, some fantastic foundations and some fantastic learning you shared with our listeners today. So, we wish you all the best for the future.   Bill Flynn: Thank you, your very kindly. Closing   Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers.   Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler there @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.    

Described as a “Millennial trapped in a Baby Boomer body, a “hire authority,” and “certified prophet” of workforce trends. Ira Wolfe is the president of Success Performance Solutions. Ira is one of the world's top thought leaders and influencers, he's author of six books, including his bestselling book Recruiting In The Age Of Googlization. This show is pumped full of hacks including: The different value from working on the business vs. in the business How to embrace the new VUCA Antifragile: When we make a mistake, we learn from it and we become stronger. The importance of not letting other's opinions form your decisions Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services   Find out more about Ira Wolfe below: Ira Wolfe Website - https://www.irawolfe.com SPS Website - https://www.successperformancesolutions.com Ira on LinkedIn - https://www.linkedin.com/in/irawolfe/ Ira on Twitter – https://twitter.com/HireAuthority Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker.   Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you.   Our special guest on today's show is Ira Wolfe. He's an accomplished speaker, author, global thought leader and president of Success Performance Solutions. Before we get a chance to speak with Ira, it's The Leadership Hacker News.   The Leadership Hacker News   Steve Rush: Success from adversity is our focus for today. Thomas Edison was an American inventor and businessman who has been described as America's greatest inventor. He developed many devices in the field, such as electric power generation, mass communication, sound recording and motion pictures. Edison also demonstrated powers of leadership, which would rival any leader of any generation. I'm going to share a story today that just illustrates that. Even in the face of the most cruel adversity, Edison not only looked for the positive, but attempted to instil that attitude in his family and followers. And let's face it, we could all do with a little piece of that inspiration in us.   In December, 1914, Thomas Edison's factory in West Orange, New Jersey was virtually destroyed by fire. Although the damage exceeded $2 million dollars, the buildings are only insured for $238,000 dollars because they were made of concrete and thought to be fireproof and much of Edison life work went up in smoke and flames that December night. At the height of the fire Edison 24-year-old son, Charles was searching frantically for his father. And when he finally found him, he found him calmly watching the fire with his face, glowing in the reflection and his white hair blowing in the wind. When Charles finally found his father Edison, who was 67 at the time and no longer a young man, everything was going up in flames. Charles was quoted, “when he saw me, he shouted Charles, where's your mother”. And when Charles told him, he didn't know, he said, you must find him, bring hay with an excited voice. She'll never see anything like this, as long as she lives, Charles was confused by his enthusiasm at watching his entire fortune burn.   The next morning, Thomas Edison took his son Charles to the ruins of his empire and said, there is great value in this disaster my son, all our mistakes are now burned up. Thank God we can start anew. Just three weeks after the fire, Thomas Edison managed to deliver the first phonograph, which he called a phonograph record, which of course evolved into the gramophone, and the of course later the record player, Thomas Edison was able to see things definitely from most leaders in his day. He saw beyond the immediate disaster to find positives, and as leaders, the lesson here is that opportunity in adversity always is available, if we just look hard enough. So, thank you, Thomas Edison for a little bit of inspiration from over a hundred years ago. That's been The Leadership Hacker News, if you have any stories, just like this one or others that will help us understand leadership with a different lens. Please get in touch our all fees.   Start of Podcast   Steve Rush: Ira Wolfe is our special guest on today's show. He's the president of Success Performance Solutions. One of the world's top thought leaders and influencers, and also the author of six books, including his bestselling book Recruiting In The Age Of Googlization. Ira, welcome to The Leadership Hacker Podcast.   Ira Wolfe: Hey, thanks very much Steve. Really appreciate it and hope everybody's safe and well   Steve Rush: Delighted you could join us today, and what I really love about having guests like you on our show is that you come with this enormous amount of experience, but it's not one of the traditional troden leadership paths that some folk would experience. You started out your career as a dentist and then pivoted to what you're doing now. Tell us a little bit about how that came about?   Ira Wolfe: Steve, every time I hear somebody tell or frame that story, it sort of surprises me. Because I never looked at it in a way that I was making that dramatic change from dentistry to, the businesses evolve, business consultant or management consultant. Over time, I always looked at myself even as a dentist that I had a business and I just happened to be providing dental services. So, from early on when I set up the business it was about hiring the right team. It was about having a plan and a vision which certainly, you know, it changed over time. But having a plan and a vision, it was about marketing the practice. It was about messaging, it was about communication, was about customer service. So, every time I hear that and especially, someone abruptly left almost 25 years ago, I left dentistry, but after having a very successful practice, people said, well, what are you going to do? What do you know how to do? Are you going back to school? Is something wrong? And to me, it was just another chapter in my life. Certainly, we didn't have the internet when I started dentistry and, I don't have as many employees as I have now when I had a practice. But the reality is, my day-to-day operation of a business is exactly the same as it was when I ran my dental practice. And again, it was about leadership being part of a community. It was about helping other people, that's what I do.   Steve Rush: Yeah, I remember that when we spoke last, you know, you had a really successful dental practice by the way, and you were getting more excited by driving the business and developing people. And you actually were about the dentistry at the end, is that right?   Ira Wolfe: Oh, absolutely. We can go back. We were computerized in 1988 or 89. In fact we were one of the first 500 dental practices in the country, in the US at that time using the one software program that was dominate. So, there were multiple software programs, but it was pretty early on, but there weren't that many practices. There might've been a thousand practices in the country that actually were computerized, I had gone there. By early nineties we had those inter oral cameras where we were able to show people, you know, on a big screen, what was going on in their mouth. So, we didn't have to just describe it or try to look in a mirror, you know, a tiny little half inch mirror to be able to see that.  So, I was always trying to advance. I love doing that. For those that are familiar with the disc assessment, the ISC or behavioural assessment.   Steve Rush: Sure.   Ira Wolfe: Myers Briggs. I had been using that, again in the eighties because we had 15, 16 people on a team. I brought in an associate, who became my partner, who I eventually sold to, but he had a very, very different personality than I did. And it wasn't that his personality was wrong, mine was right. We had different personalities, but that meant the staff had to work with two different people, customers, patients. They came in and they had a different rapport with me. And I couldn't be insulted because somebody preferred to go to him or he couldn't be insulted because somebody chose me. So, we needed to understand how do we relate differently to different people. So, we use the disc model. That was one of the reasons that when I left practice, was how to teach people how to do that, how to get teams to collaborate and cooperate and understand that conflict isn't always bad. Differences of opinion can be good and rewarding. And there are different personalities. And it doesn't mean that somebody doesn't like you because they say something some way, that's just the way they say it. They have to learn to change that. And you have to learn how to listen differently.   Steve Rush: So, having built this successful dental practice, was there a moment that you realize that now is the time to leave? And if so, how did that come about?   Ira Wolfe: Yeah, that's an interesting question. And now that I've had 25 years to reflect on that, I should have done it a lot sooner. From very early on, even in the first year of my practice, although I loved getting up in the morning, I spent a lot of hours planning. I was always working on the business. If for any of your listeners, and I'm sure you're familiar with the E-Myth by Michael Gerber. It was certainly a huge book when it came out 20, some years ago, but the E-Myth was about leaders and business people shouldn't work in their business. They should work on their business. So, I was always working on the business and I love doing that. Even as early as my first and second year of practice, I realized at one point I would probably consult. My vision was to consult other dentists and help them grow a successful business.   I quickly realized at the end of my dental career, and when I started the business, I really didn't want to limit myself to that. And two is, it wasn't necessarily technologically and technically. It was a very progressive industry, but the people that are in the industry, weren't so progressive, they sort of liked the status quo. They loved working in the business, not on the business. So, it was very difficult to coach and mentor and train many of the dentists. And again, I'm going back 25 years differently because they didn't see the need to do that. As long as they had a shingle outside and they can turn the lights on and off, they were in business, a lot has changed, but it's still a very independent profession. Many dentists are still solo. Again, I'm speaking mostly from the US but you know, even worldwide. So again, I decided I didn't want to limit that, but I always had this vision of being in, you know, having another business or having my dental practice and being in business. But I pretty much burnt myself out. When I left the practice, I was actually working less than 20 hours a week and playing six rounds of golf. And I wasn't enjoying myself. I mean, financially, and from looking on the outside in, I had a great life. Got a nice home. I had a home near the ocean as well, had a second home there. I was playing lots of golf. I was a leader in the community. I just wasn't having a good time. I didn't enjoy it. I wrote in one of my books, how I dreaded Sunday, because it was only 24 hours from Monday, and that's not a good way to live.   Steve Rush: Definitely not. And it's also quite interesting when you start thinking of the whole enjoyment philosophy. It's incredibly important for our wellbeing, as well as our mental health to really enjoy the work that we do. Yet people still get stuck in just doing things and going through the monotony of work. What would you think causes that?   Ira Wolfe: We rationalized. When I look back is, I rationalize that this is just the way it is. We accepted that, I tended a ton of programs. Even before TED Talks, I was listening to the people, motivational speakers, and I'm going to botch this badly, but there's the saying that if you enjoy what you do, you never worked a day in your life. I can't remember who said that, but you get the gist of it.   Steve Rush: Definitely, yeah.   Ira Wolfe: I really enjoy what I do. And I did because I was always working on the business. What I didn't like doing was I didn't like to doing the dentistry, you know, in my TED Talks. I said I loved everything about dentistry, but dentistry. I finally realized that I wasn't very happy. And the less I did, the more diversions I had, the more distractions I had but I couldn't take it down to zero time. You know, I had to at least show up at least for a few hours, but the plan I put in place was a dream plan for someone else. I built a dental practice that was a dream, which was exemplary. It's the example that they had, that how do you make a high six figure income while working less than 20 hours a week? Again, I worked more than that, but I worked on the business for the rest of it. But the 20 hours were patient care. Not that I didn't like the patients, I just didn't like the procedures. I didn't like the repetition. I love trying new things, but I wanted to try them once. When I got good at that, I wanted to move on, but the patients still needed their teeth cleaned and filled and you know, whatever else that needed to be done, I just got bored with it. But I rationalized going back to your original question. People rationalize, they just accept things as they are. And they look around and find other people that go, you know, life can't always be grand and work is hard. And, you know, you get the stories that somebody, you know, your father, your grandfather, you know, went to the coal mines and you think it was easy for them. So, we start a rationalize that, hey, that's just the way life is.   Steve Rush: Sure.   Ira Wolfe: And you don't want to look at a failure. You don't want to be a quitter. You don't want to look weak. So, we got to get over that, and I did, I certainly did.   Steve Rush: You more than just got over it. You've completely made a whole new career for yourself. You're now one of the world's top thought leaders. You're a blogger, you've written six books. So where do you get your self-drive, yourself energy, the passion, where does that come from?   Ira Wolfe: Oh, wow. I will say some of it comes from, it's got to be hereditary or environmental, you know, it's the old nature nurture argument. My mother is 97 and she lives alone. She she's becoming less independent, but, you know, the pandemic certainly restricted her travel and her activities, but she's incredibly active. And, you know, she's always interested in learning. And I guess that's part of my DNA was always learning, always interested in what other people were doing, always interested in how things are changing. So, I think that's the drive. I, you know, I'm certainly an older baby boomer. Most people don't recognize that, you know, and now using just using audio, you can't see me, but when people hear me, they don't associate that with my age or my outlook with my age, because most of the people that know, you know, I don't even like hanging around with my peers because my peers are talking about retirement, talking about going back to the way it used to be. Especially now with the pandemic, we can't get back the way it was. Not very progressive, not very future looking or future seeking. And I act like I have another a hundred years to live. Some of the people that inspire me the most are people in their twenties and maybe thirties. And they've started multiple businesses, they have multiple businesses. They're looking to transform the world to be better people to leave the world a better place than it is now, which was the boomers, you know, in the seventies, when I grew up, that was the boomers. We're going to leave the place a better place than it was before. And we didn't it definitely did not. And so, again, I'm hoping that I can fix a little bit of that, but I'm only one person.   Steve Rush: In fact, you have been described, haven't you? As a millennial trapped in a baby boomers' body?   Ira Wolfe: Yeah, that's absolutely right. And, again, I got that because somebody coined that. I've walked into a meeting and I introduced myself and they looked stunned. It was like, oh did I say something wrong? And they said, no, we were just expecting, you know, we've never, you know, I saw your picture and you look younger. I just never expected somebody, you know, older to be walking in with the attitude and the mindset and the tone that you had. So, they said, you're like a millennial trapped in a baby boomer body. And I go, I like that. I'm going to keep that if you don't mind,   Steve Rush: But it's a perfect example right. Of how our mindsets are good. And I've studied for a number of years, the different ways that different generations have behave. And whilst there are certain similarities, the one thing that is common, where you see people break out of these generational labels is down to mindset, their thinking in their behaviours, and you're a perfect example of that. If there were people listening to this who feel more associated to their natural generalizations of this is my generation, I'm an X or Y a millennial or a baby boomer. Is there anything that you would say to them that would help them get out of that?   Ira Wolfe: One of my books before “Recruiting In The Age Of Googlization” which was supposed to be a sequel to “Geeks Geezers and Googlization”. So, I wrote Geek Geezers Googlization in about 2007, 2008, it was published I think in 2008. And it was about the four generations. At that time, it was the veterans, which was anybody older than 1945, baby boomers, gen X which was born between 1965 and 1980, and then millennials. And the millennials were really coming into the workforce and everybody was focused on the millennials. So, I wrote a book about the four generations, but also looking at technology that the technologies that existed in the backdrop also shaped our lives. And, you know, at the time, I mean, in you know, if we go back two decades now, but in around, let's say 2005, 2006 the economy was booming. Internet was starting to come into its own. And the millennials were entering the workforce. So, everybody blamed everything that went wrong on the millennials. They blame the recession, they blame the attitudes that millennials weren't hard workers, and they weren't educated. And so, I wrote the book and I found myself being a little bit like everybody else sort of condemning the millennials, but I put it in the context of Googlization. Googlization is just a term that I came up with. That meant the convergence of the wired, the tired in technology. Now I've refined that a little bit. Googlization is the convergence of business people and technology, and we can't do one well without the other. So, when we look at the generations, I think the wired and the tired is a better definition than talking about millennials and baby boomers like myself.   I mean, again, an older baby boomer, I am completely wired. You know, I could not function without technology. And I don't know if I want to, because you know, now, especially with the pandemic. Even my doctors have adapted to Telehealth, why do I have to travel an hour for an appointment? Sitting in the reception room. Take another hour out of my day to have a 10-minute appointment where they say, how are things going? Why can't I do that by Telehealth?   Steve Rush: Exactly.   Ira Wolfe: Look at the vaccine. Well, you're in the UK, the vaccines came out just recently. They're on their way in the US. It is remarkable how quickly we were able to do that. I don't know, I want to live in a world without technology. Yet there are people that just despise it. That it's bad, it's pushing people out of jobs. No, we're just evolving. So, I think, you know, I think that the label of generations, oh, you're a millennial. You must be good with technology. Oh, you're a baby boomer. You must be old and ready for retirement. I think the labels are bad. The mindsets are critical.   Steve Rush: Definitely, definitely so. Now folk who are going through change would recognize that back in the nineties, the US military came up with the philosophy of VUCA, which for those that are not familiar with it, that's the whole volatile, uncertain, complex, and ambiguous world, much of the work that you're involved with now, Ira is helping people through that change, but you've kind of reframed the VUCA to a different acronym. Tell us a little bit about what you've done.   Ira Wolfe: Yeah, I appreciate that. Yeah VUCA, which stands volatile, uncertain, complex, and ambiguous again I did not come up with that, US military did. After the Berlin wall came down and they recognize that future Wars will not be with nation States, such as they were with world war one, world war two. And every war prior to that, that many of our enemies would be using cyber warfare. We would be terrorism which can't be cyber war, certainly cyber warfare as well, but other forms of terrorism. So, we wouldn't be fighting countries. We would be fighting these got a nine the scrip enemy, and they needed a different strategy and they recognized our world would be volatile, uncertain, complex, and ambiguous, which I can't think of a better acronym than VUCA to describe 2020, but it's certainly there.   The challenge is that it's not a one-time event. It is the environment which we live in, and it becomes more uncertain, more complex, more ambiguous with time, but people aren't comfortable with that. We used to live in a linear world.   Steve Rush: Yeah right.   Ira Wolfe: And now everybody's familiar with the term exponential, and they could look at a graph and they can say, oh, that's an exponential curve because that's the world we live in. We live in this world that we're always sort of on the uptick, on the hockey stick up swing, that the world is just moving very, very fast. So, the question is, is how do we help people? And this is what I've been, especially working on over the last year. I've been working on for the last many years, but this year it's sort of honed in, especially because of the pandemic. And it was, how do we help people gain the confidence and the courage? How do they have a more hopeful, positive attitude toward the future? And not just change itself, but changing for the better. Taking advantage, another way I phrased that, I read somewhere else that I don't remember where I read it, but I wanted to give them credit. Was how do you seize opportunity in the right way? And there's a lot of people that just don't recognize that there's a tremendous amount of opportunity that this pandemic has created. And again, it was a convergence of people, technology and business that has done that. So, the new VUCA that came up, we still need a vision. We still need a purpose, whatever that might be. It could be something as simple as wanting to take care of your family, or it could be saving the world. You know, making sure everybody has self-care or clean water or everybody, or we eliminate literacy, but everybody has a vision, a plan for their life. We then need to get a better appreciation, a better understanding for the environment we live in. And even this conversation of helping people understand what VUCA is and the world we live in. And it doesn't mean they're bad, but people need to change their behaviours. So, vision and understanding still is, you know, is the beginning of the VUCA, but the C is really having the courage, having the confidence to move forward. We need to help people become more comfortable with uncertainty and they have to have the courage. And in order to do that, you're probably familiar Steve with it, but some of the readers may not.   There's a concept called fixed and growth mindset. It was the developed by Carol Dweck, D-W-E-C-K. You can look it up. She's got some books, there's a million articles written on it, but what fixed mindset is something that I overcame and, you know, I was a good student, I did well. But then at some point you stop taking chances because you don't want to take a course that you get a B or a C in, because that may make you look stupid.   Steve Rush: Oh, sure.   Ira Wolfe: People think you get an A, so if you get a C it's because you didn't try hard enough, or, hey, maybe you're not that smart. So, we go through life. Our parents, our teachers, our businesses, program people you have to always be perfect. You always have to get that A and when you look around and what Carol Dweck study showed is that many valedictorians, many of the top of the class, weren't the most successful people in later years. Some other people were just average students who were willing to take chances, willing to make mistakes and then learn from those mistakes. So, the growth mindset is giving yourself permission to learn permission to make a mistake.   And that was something that, you know, I had a reputation to guard. I would always deem to be the smartest students. So, you know, what if I take a class or what if I try something and I fail at it, or it takes me two or three times to succeed. I don't want to do that. People need to overcome that, especially now. There is no other option. You have to have a growth mindset. You need to do become a little bit more adept at, you know, we talk about critical thinking. What does that mean? At least in the US I use the example of you turn on CNN or MSNBC and Fox News, you turn on two opposite points of view, and it's not your decision to decide which one is right. Find out why both might be right and find out why both might be wrong. You know, what is it? Is that they had in common? People often say this, we often have more similarities than differences. And if you listen intently to the news, coming from two different points of view, much of it is the same. It's just the interpretation that's different. And how do we make sense of two opposite points of view? So, you know, how do we develop the courage and the confidence to move forward? We need to give to permission to ourselves to make mistakes and learn from them. And then the final A, we need to become adaptable. That's what I've been working on over the year. Adaptability, I work another group. Tt wasn't me who developed it but through pretty extensive study and science using an adaptability quotient to find out where people, you know, what's their grit? What's their courage? How do you help people improve that courage to keep moving forward? We talk about resilience. It's the ability to bounce back, but we don't want to bounce back to the way we were. You know, some people may be thinking they want to go back to 2019 or go back to 2010 or I hear a lot of my peers, you know, talk about why don't we go back to the simpler days and the simpler days, weren't so good. Especially if you were people of colour. They weren't so good if you were in certain minorities. They weren't so good because we had two world Wars and we had Vietnam and things weren't always so good in the past. We only want to remember the positive thing. So, we need to learn grit and resilience and mental flexibility and growth mindset. And we need to unlearn. The other part of adaptability is unlearning. It's sort of like, defragging your hard drive. I just did that the other day because I was getting a warning. You were running out of space and I go, that can't be, I've got a terabyte. And the challenge is I keep downloading things. I've got videos, I produce a lot of videos. I have images, I've got articles I want to read. You got a terabyte of space which is our brain. And we just save everything, thinking that we're going to need it someday, and eventually you got to clean it out. And that's what unlearning is, unlearning is not forgetting, you know doing a brain dump and go boy, everything I learned in college and 30 years of experience is useless. It's reorganizing it, getting rid of what's obsolete or archiving what's obsolete and making room to learn something new. When we talk about the solution for VUCA, you know, the modern vision is vision, understanding, having courage and confidence and adaptability. But the way to get there is to develop our grit, resilience, mental flexibility, mindset, and unlearn, and the good thing about those are skills, those are abilities, and we can teach people how to do that.   Steve Rush: Straight out of the bat. I love that reframe by the way, the irony here of course, is a lot of what you've talked about around the learning and the unlearning. That's habitual, isn't it? So, for people, who've got these strong foundations, it's going to take practice and habit to unlearn some of that stuff too.   Ira Wolfe: I said this tenaciously. And I didn't even realize I said it. It might've been an accident, but I was listening to a podcast that I was on the other day. And I said, there is no four-year degree, for unlearning.   Steve Rush: That's true, yeah.   Ira Wolfe: And maybe there should be, maybe we need to teach people how to unlearn.   Steve Rush: I think you are right. I think it was Yoda who famously said, do you have to unlearn what you have learned? Right. And it's kind of made it kind of way into the forefront of our minds, but it is a skill to unlearn stuff, as much as it is to learn. It's breaking down those habits. Ira Wolfe: We need to learn what we need to unlearn first of all. So, you know, we need to learn to unlearn, but we also need to unlearn. So, the reality is that there are things that just don't make sense anymore. It was Einstein, if we keep doing the same thing over and over again, and expecting a different result, that's the definition of insanity. Yet, we do that. We say, no, no, no, we're smart. We got room in our brain. We can learn one more thing. So, we learned something that a better way to do it, but it conflicts with the way we used to do it. And now we have this decision to make. Which choice? Do I do A or B? And the fact is, A should have just been archived, then go, good memory. Let's close the chapter on that. It worked for a while. We just need to stop doing that. It's sort of like the broken toaster that the one side works, but the other doesn't.   Steve Rush: I love that analogy.   Ira Wolfe: So yeah, it's still works, but it takes us twice as long to get it. And by the time we get the first piece of toast out, and the second one in, the first piece of toast is cold and it's hard. So, we need to learn how to become more efficient, to do things better. And that's really what my goal is. And that's why I'm excited because there are millions of people and the estimates, world economic forum, and a few other organizations, you know, they're talking about 375 million people being left behind.   Steve Rush: Wow.   Ira Wolfe: Because of the pace of change and some of that's due to economics, some of it's due to education, some of it's due to the job skills they have, oftentimes it's a combination of both. But there's 375 million people that are in danger of being left behind, in addition to all the people that are already in poverty or already out of jobs and they need re-skilling. There's a lot of work to do. And that's you know, that's what excitement, I mean, that's why, as I said, you know, in the late sixties, I'm acting like a millennial trapped in a baby boomer body. I'm thinking I can conquer the world. My body doesn't always want to cooperate on that, but my mind is still going pretty strong.   Steve Rush: And the good news is, we're not going to run out of things to do. There's always going to be a bunch of people who need help and assistance through that.   Ira Wolfe: Yeah, that's the great news. That's the opportunity that people miss. This was an interesting statistic and I just found this yesterday. In the US, now I can't speak beyond that, but in the US for 2020, this crazy pandemic year, there have been 12% more businesses opened than in the prior year than in 2019, which was a boom year. 2020 has seen 12% increase of new businesses classified under what they call high propensity businesses. Those aren't just people working at home, selling Etsy, or you know, making a living on social media is bad. But those are businesses that created a company and hired staff, 12% increase. We don't read that in the media.   Steve Rush: No.   Ira Wolfe: We read about all the people who are unemployed and all the business that went bankrupt.   Steve Rush: That's our unconscious mind also, isn't it? Looking for news stories that are more catastrophizing the situation than there is to look for things that are more positive. That's just the way that the news channels and media work, I guess.   Ira Wolfe: Absolutely, but regardless there is tremendous opportunity out there. And the good news about living on an exponential curve is there will always be new opportunity because we're always going to be learning and unlearning, and learning and unlearning. There is always going to be something new to be able to do. So, if people can become more comfortable living in an age of uncertainty, they have the courage and the confidence to go forward and give themselves permission to make mistakes. Again, the future looks bright   Steve Rush: And on the note of learning and unlearning, I'm now going to hack into your leadership mind. So, this part of the show is where we get to really get some instantaneous quick hints and hacks if you like from our guests. So, Ira if our listeners will be listening to this, what would be your top three leadership hacks that you would share with them?   Ira Wolfe: We've already mentioned probably all of them, but the first one would be growth mindset. Again, just read an article, just understand that. Just figure out, what haven't you tried? What have you resisted? Because you didn't think you were smart enough. You didn't have the money. It wasn't the right time. And yet the real reason was, I don't want to make a mistake. I don't want to be a failure. So, I think number one is having a growth mindset. Number two is learning to adapt and that's part of it. The growth mindset part of it. But the learning to adapt is bigger than that. We mentioned resilience, the ability to bounce back, you don't want to bounce back. You want to bounce forward. There is a concept out there. And again, I'll throw this term out there, relatively new in my vocabulary called antifragility. And it is by not allowing ourselves to make mistakes. By business this has become popular. Six Sigma lean manufacturing, total quality management, the zero defects. We need to be efficient and not make a single mistake. That has squeezed out, it has out grown, it has hurt people, it has hurt companies and people thinking about innovation. So again, learning to adapt, learning to become not just resilient, but antifragile. Antifragile means we get stronger. When we make a mistake, we learn from it and we become stronger. So, Antifragility is probably the second one. And the third is, and this is just the leadership. We always need to help other people. And again, my focus is helping other people adapt, but you may have a different one. But find out, we live in a big world. A lot of people need help, we could be a good citizen in the global community we live in. So, you know, find something you're passionate about and help others.   Steve Rush: Great lessons. Thank you for sharing those. The next part of this show, we call Hack to Attack. So, this is a situation or a time in your work or your life where it hasn't panned out. As you were planning, maybe it hasn't gone well at all, but as a result of the experience we've learned from it, and we now use it as a force of good, what would be your Hack to Attack?   Ira Wolfe: Sometimes you just need to give, again give yourself permission. I stuck way through long in my dental career, because I didn't want to look like it was giving up. I should have gotten out five or ten years earlier and giving my myself permission to be able to do that or plan it differently. What I did was I hung in there as long as I could, and then just got burnt out. And six months later I was gone and it took me a few years to recover because I thought I would be continuing to do that for so long. And overnight almost like the pandemic within six months, I just got out and started a new business, but it was without a plan. I didn't have a vision of what it was going to be. And fortunately, I had a unique position. Like people, some people in Corporate America do, they had a severance plan. I had a buyout, I mean, I had equity in my business, so I sold it. So, I think people have to plan ahead a little bit. What's the next chapter in your life? There are no more 30- or 40-year careers.   Steve Rush: Yeah.   Ira Wolfe: So just give your permission and think ahead what you want to do. Steve Rush: I liked the reframe of the next chapter. It almost gives you that unconscious permission to say, that's the natural thing to do.   Ira Wolfe: Yeah, my next chapter is not my, you know, I mean, they always say that my peers are looking at retirement. You know, why don't you retire and enjoy life? And I go because I'm having a ball. And I look around at people who have entered into their final chapter or the winter of their lives, and I'm not ready to do that. And there's a lot of people, there are some entrepreneurs in their eighties and nineties. They're amazing, amazing people. And hopefully that'll be me.   Steve Rush: Good for you too. The last thing that we want to do is do a bit of time travel now and give you the opportunity to bump back into Ira when he's 21, and you got a chance now to give him some advice, what do you think you'll say?   Ira Wolfe: Wow, at 21. I know what my wife would say. I shared with you earlier. We were high school sweethearts. And basically, we broke up in high school. It was always a regret that we had that we sort of lived separate adult lives. If there's something you want and you're passionate about, go for it. Don't let other people's opinions, make your decisions, listen to them. I'm not saying ignore people who have a difference of opinion, except them. But it's your life, and if I look back to, I was 21, I actually thought of changing my career to business. And I was persuaded out of that. I eventually got back into it obviously, and I can't say dentistry was a waste in all those 20 years between 21 and 45 were a waste. You know, again, I learned some things, but I probably could have had a different life and a different opportunity, who knows. I mean, you can't second guess that, but if I went back to 21, I would just say, if you have a vision, go for it.   Steve Rush: Awesome, so before we kind of close off today, if our listeners wanted to get to know a little bit more about the work that you're doing, Ira, you talked about the fact that you've developed this adaptability quotion and some assessments that come with that, where's the best place we can send them?   Ira Wolfe: The number one place to me would be if you're on LinkedIn, go to LinkedIn. I share a lot of information on there. Some of it's my own, some of its other people. I also contribute to a lot of other people's work as well. So, that's one place, but my website, my company website is successperformancesolutions.com. You can learn a lot about what I do in the business there. I have in a very active blog, several times a week. There's a new post. I also have my own podcast, Geeks Geezer And Googlization Podcast. Everything gets posted on there as well. So, successperformancesolutions.com is one place. You can also go to Ira Wolfe that's I-R-A W-O-L-F-E.com. And you can see some of my other personal work that's up there.   Steve Rush: We will make sure all of those links Ira are in our show notes and on our website. So, folks can literally just click in and follow you from there.   Ira Wolfe: Well, I appreciate that very much. And I I'm very open to connecting. I've also got an active YouTube channel, which is youtube.com, IraWolfe/IraWolfe. So many different ways. I really appreciate the opportunity to be here. They said the messages 2021 even by the economist's points of view, it's going to be a very positive year, a year of growth, a lot of opportunity out there. We need to bounce forward and hopefully some of the advice we gave today will help everyone. Thanks very much Steve, appreciate it   Steve Rush: Without a shadow of a doubt Ira. And thank you on behalf of our listeners, joining us on The Leadership Hacker Podcast today.   Closing   Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers.   Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handle there @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.

Recruiting in the Age of Googlization with Ira Wolfe #31Nick Day is joined on The HR L&D Podcast sofa by Ira Wolfe, President and Chief Googlization Officer of Success Performance Solutions!Ira Wolfe is ranked by Thinkers360 as the #1Global Thought Leaders and Influencers in Future of Work category, #3 in HR, and top 20 for Leadership. He has been described as a “Millennial trapped in a Baby Boomer body and the world's first Chief Googlization Officer.Ira has been dancing with change his entire professional life, profoundly shaped by both his fascination and fear of a VUCA future where the line between reality and science fiction blur.VUCA was also his TEDx idea worth sharing. For 25 years, Ira has been at the leading edge of pre-hire and leadership assessments, recruitment marketing, and workforce trends.He is president of Poised for the Future Company, founder of Success Performance Solutions, and a popular presenter at SHRM and business conferences. He's the author of 6 books including his latest, Recruiting in the Age of Googlization, which was recognized as one of the best HR and Recruiting books of all-time by Book Authority.He is also founder of the Googlization Nation community, host of the podcast Geeks Geezers Googlization and a frequent contributor to HR and business blogs including Cornerstone OnDemand's ReWork and Medium.In this “Recruiting in the Age of Googlization” episode with Ira Wolfe on The HR L&D Podcast, we also explore: * I would like to start with the acronym VUCA. Can you tell our listeners what this means and more importantly, why it matters? * How do we “get back to normal?” * Where will “normal” be one year from now? * What is Googlization? * What is the future of “employability?” * What are five horrible hiring mistakes companies make? * Your latest book, “Recruiting in the Age of Googlization” is a brilliant and practical blueprint to help businesses to attract, acquire, and retain more talent. – Can you tell us more about this blueprint and let our listeners know how job searching will change in the Age of Googlization? * How do you think talent acquisition needs to change? * How can leaders build trust?Links highlighted in this “Recruiting in the Age of Googlization” episode are included below: * Website: https://www.successperformancesolutions.com/ * LinkedIn Profile: Ira Wolfe * The host of The HR L&D Podcast - LinkedIn Profile: Nick Day * Leading HR Recruiters: JGA HR RecruitmentOf course, if you are an HR or L&D Leader listening to this podcast and you have an HR-related vacancy that you would love some specialist human resources recruitment support with – please also get in touch with me! I would love to help show you what a great HR recruitment experience feels like! You can reach out to me directly at nick@jgarecruitment.com or give me a call – 01727800377www.jgarecruitment.comThanks for listening folks – I look forward to bringing you the next episode of the HR L&D Podcast real soon

In this episode, Amir talks with speaker, author, and work futurist, Ira Wolfe, about how we can survive and thrive amidst the uncertainty presented by the future of work. For more: theghannadgroup.com/blog/ttlpodcast-110Guest LinksWebsite: irawolfe.com, successperformancesolutions.com/Community: googlizationnation.comBook(s): Recruiting in the Age of Googlization (and on Amazon)Podcast: Geeks Geezers GooglizationLinkedIn: linkedin.com/in/irawolfeFacebook: facebook.com/successperformancesolutionsInstagram: instagram.com/success_performance_solutions/Twitter: twitter.com/hireauthorityEmail: ira.wolfe@super-solutions.com——————————The Transformative LeaderWebsite: theghannadgroup.com/Buy the book: theghannadgroup.com/store/the-transformative-leaderCulture Transformation Guide (FREE): theghannadgroup.com/culture-ebookLinkedIn: www.linkedin.com/in/aaghannad/Facebook: www.facebook.com/AmirGhannad/Twitter: twitter.com/AmirGhannadEmail: amir@theghannadgroup.comThe Transformative Leader PodcastWebpage: theghannadgroup.com/podcastEmail (guest inquiries welcome): naveed@theghannadgroup.comSubscribeiTunesSpotifyGoogleStitcheriHeartRadioTuneIn