Podcast appearances and mentions of jay goldman

The Jeffs are joined by Jay Goldman, CEO of Sensei Labs. They discuss Sensei Labs' transformation orchestration platform for large enterprises & the significance of culture & change management in driving successful organizational transformations, drawing insights from Jay's book "The Decoded Company". You can learn more at senseilabs.com.Follow Us on Facebook, Instagram, or LinkedInGet in touch InnovationJunkie.comWant to WATCH the podcast? We're on YouTube! Check it out now

Wayne Turmel dives into the intricacies of digital transformation in remote and hybrid work environments. Joined by Jay Goldman from Sensei Labs, co-author of "The Decoded Company," they explore how companies can embrace change, optimize operational excellence, and tackle the challenges of digital adoption. Listen in for an enlightening conversation about leveraging technology, managing change, and enhancing team collaboration in a virtual workspace. Key Takeaways 1. Embrace a mindset of constant transformation: Understand that digital transformation is not a one-time project but an ongoing process. 2. Develop digital proprioception: Familiarize yourself with new tools and data to navigate digital environments more effectively. 3. Start small with transformation initiatives: Focus on achievable goals within your team before tackling larger-scale transformations. Timestamps 00:00 Introduction 01:06 Understanding Digital Transformation 03:02 Data, Process, and Human Impact 04:57 Navigating Digital Transformation 13:45 Proprioception in Digital Contexts 19:31 Practical Approaches to Digital Transformation 22:27 Conclusion Related Episodes Technology and Trust: Key Pillars of Remote Work with Terry Isner How Technology Is Changing Human Capital Management with Scott Lyons Using Technology to Hit Strategic Goals with Abhinav Chugh Additional Resources Learn more about Wayne Turmel Email Wayne Turmel Connect with Wayne Turmel on LinkedIn Purchase a copy of The Long-Distance Leader Purchase a copy of The Long-Distance Teammate Purchase a copy of The Long-Distance Team The Kevin Eikenberry Group Subscribe to Long-Distance Worklife wherever you listen to podcasts. If you enjoyed this episode, please take a moment to rate the show 5 stars and leave a review! Connect with us: Instagram: https://www.instagram.com/longdistanceworklife/ YouTube: https://www.youtube.com/channel/UC2P22kW5iaX8zU3B0-HVCUA Website: https://longdistanceworklife.com/  TikTok: https://www.tiktok.com/@longdistanceworklife    Join us for a powerful, 4-part video series titled, Demystifying Remote Leadership. You will learn how to create solid working relationships in a virtual team with more confidence and less stress! Sign up: https://longdistanceworklife.com/video   Want us to answer one of your questions? Contact Us!  

Few people stand out as a loud innovator as Jay Goldman in the technology and design space. Not only is he a New York Times best-selling author of The Decoded Company, but he also proudly wears the hats of a Forbes Technology and HBR Advisory Council Member. As the Co-Founder and CEO of Sensei Labs, Jay embodies the intersection of leadership, design, and technology. His passion for reimagining the Future of Work shines through not just in his leadership at Sensei Labs but also in his extensive writings and speaking engagements. From contributing to the Harvard Business Review to enlightening audiences at TEDx and NAS, Jay's insights into the ever-evolving workplace landscape are nothing short of visionary. MINDSET SHIFTS One of the topics I often dwell upon, perhaps to the point of redundancy, is the idea of the mindset shift. Yet, every time I bring it up, the resonance it generates is palpable. The crux of my narrative revolves around the transition from one state of business to another, and the psychological adaptations that go hand-in-hand. Many of us understand the leap from being an employee to becoming an entrepreneur, but the transition doesn't stop there. Stepping up from an entrepreneur to a dealmaker is an evolution in itself. The ability to harness the power of strategic business alliances and mergers is a skill many entrepreneurs don't possess, even if they've successfully built their business from the ground up. THE TRAJECTORY OF AI IN THE WORKPLACE One of Jay's remarks struck a chord with me. He mentioned Mark Andreessen's famous assertion that "software is eating the world." In today's age, especially with the dawn of AI, this statement holds more truth than ever. Interestingly, AI's trajectory hasn't panned out as most had anticipated. Two years ago, the mainstream view was that AI would replace manual, repetitive jobs. Yet, tasks like truck driving, which were expected to be easily automated, remain challenging. On the other hand, areas once deemed safe havens for human intellect, like content creation, have seen AI make significant inroads. IT'S NOT ALL DOOM AND GLOOM The crucial takeaway from this evolution isn't just the changing job landscape or the advent of new roles: The heart of the matter is adaptability. In any industrial revolution or technological leap, some jobs inevitably become obsolete. Still, history shows us that new roles emerge to replace them. It's not about fearing change but adapting to it and leveraging it to one's advantage. While it's tempting to get caught up in the whirlwind of doom and gloom prophecies about AI replacing jobs, history offers a more balanced perspective. The transition might not always be easy, but the adaptable always find a way to thrive. It's never as black and white as it seems. There's always a silver lining, a new opportunity, a new role waiting just around the corner. It's up to us to seize it. Check out this article by Jay Goldman on why Portfolio Orchestration is Private Equity's new superpower to improve value creation: https://www.forbes.com/sites/forbestechcouncil/2023/01/26/portfolio-orchestration-private-equitys-new-superpower-to-improve-value-creation/?sh=7aacc4eb5028 • For my full discussion with Jay Goldman, and more on this topic and others discussed: Listen to the Full DealQuest Podcast Episode Here FOR MORE ON JAY GOLDMAN: https://www.linkedin.com/in/jaygoldman/ https://www.senseilabs.com Corey Kupfer is an expert strategist, negotiator, and dealmaker. He has more than 35 years of professional deal-making and negotiating experience. Corey is a successful entrepreneur, attorney, consultant, author, and professional speaker. He is deeply passionate about deal-driven growth. He is also the creator and host of the DealQuest Podcast. If you want to start getting yourself deal-ready, check out the DealQuest Podcast with Corey Kupfer each week. Featuring industry leaders and newcomers as guests alike, the DealQuest podcast has something for everyone.

Welcome to the Private Equity Podcast Playbook Series. In this series, we'll dive deep into crucial private equity subjects and provide playbooks that you can use to grow your firm or portfolio company.  Introducing Jay GoldmanJay Goldman is the Co-Founder and CEO of Sensei Labs, a Conductor used by the world's top organizations to orchestrate their most critical transformations. Jay and his team enable project management, collaboration, data tracking, and knowledge management that modern organizations need to be successful.  What You Will LearnSources of Value Creation in Private EquityWhat it Means to Create Value in a Portfolio CompanyHow to Create Structure in Your Processes Breakdown[00:00] Introduction[01:40] Value Creation in Private Equity[03:51] What it Means to Create Value in Private Equity[07:02] The First Step to Creating Value in an Asset[09:15] How to Build a Value Creation Team[12:15] Templates for an Effective Value Creation Plan[15:00] How to Orchestrate a Value Creation Process [20:35] Playbooks and the Benefits of Having a Repeatable Checklist [23:43] Why Internal Communication is Crucial For Team Success[26:54] Who Should Be In Charge of Value Creation?[32:20] How to Build Out Checklists and Workflows[35:19] Pros and Cons of Status Reporting[36:55] Parting Thoughts  Value Creation in Private EquityWhat does it mean to create value? If you're looking at it from an enterprise value perspective, you have an asset as part of our portfolio, and paid $10 million for it. Then your goal should be to exit it at a multiple, say 30, 40, or 50 million dollars. This means you'll have to create some enterprise value before exiting that asset. Jay adds that value creation is no longer associated with firing people. Much has changed, and now more PE firms are determined to create value. Today, PE firms are focused on building better businesses by growing their ability to produce revenue, built on acquisitions, geographic expansion, repricing, or new product lines. However, this is not to say that cost reduction is not essential because it will always be a factor in almost every value-creation plan. But it is now less emphasized than it was in the past. How to Contact JayJay on LinkedInSenseilabs.comThe Checklist Manifesto: How to Get Things Right by Atul Gawande ​​Thank you for tuning in!To get the newest Private Equity episodes, you can subscribe on iTunes or Spotify here.Lastly, if you have any feedback on the podcast or want to reach out to Alex with any questions, send an email to alex.rawlings@raw-selection.com.   

Introducing Jay GoldmanJay Goldman is the Co-Founder and CEO of Sensei Labs, a Conductor used by the world's top organizations to orchestrate their most critical transformations. Jay and his team enable project management, collaboration, data tracking, and knowledge management that modern organizations need to be successful.What You Will LearnSources of Value Creation in Private EquityThe Accelerated Use of Technology in PE FirmsPeople Strategies and the Future of WorkBreakdown[00:45] Getting to Know Jay Goldman[01:41] Common Mistakes by PE Firms and Their Portfolio Companies[04:46] Value Creation in Private Equity[06:30] What is Portfolio Orchestration?[11:05] The Best Way to Raise Capital in Private Equity[16:00] Play Books to Help Accelerate Value Creation in PE[19:30] Technology Integration in Private Equity[27:17] The Future of Work[35:40] Consequences of Automating Human Labor[39:08] The Real Value of Work and More Engaging Tasks[43:05] Things Jay Likes and Dislikes About Private Equity[46:40] Jay's Go-To Self-Improvement Resources[51:47] Parting ThoughtsValue Creation in Private EquityWhat are some of the challenges and opportunities in private equity regarding value creation? According to Jay, value creation is a term that has been euphemistically used in the past to mean firing people. Of course, this is not what's happening or what it means in the industry today. Much has changed, and now more funds are determined to create value. Today, PE firms are focused on building better businesses by growing their ability to produce revenue, built on acquisitions, geographic expansion, repricing, or new product lines. However, this is not to say that cost reduction is not essential because it will always be a factor in almost every value-creation plan. But it is now less emphasized than it was in the past.How to contact JayJay on LinkedInSenseilabs.comThank you for tuning in!To get the newest Private Equity episodes, you can subscribe on iTunes or Spotify here.Lastly, if you have any feedback on the podcast or want to reach out to Alex with any questions, send an email to alex.rawlings@raw-selection.com.

Consider the M&A world as science versus art. This fascinating discussion looks at acquisitions as transformations. Jay Goldman, author, and co-founder of Sensei Labs, defines enterprise and portfolio orchestration, discusses how automation, collaboration, and software can help build more value in an organization, looks at how a company can execute better on value creation and go beyond closing the deal to place the emphasis creating a more durable, repeatable, and scalable model for long-term value creation. View the complete show notes for this episode.  Learn More: Tech & Software M&A Dynamics Additional Resources: Download a free pdf copy of The Art of The Exit: The Complete Guide to Selling Your Business Purchase your copy now of A Beginner's Guide to Business Valuation | The Exit Strategy Handbook | Closing the Deal | Acquired Planning to sell your business? Schedule a free consultation today. To suggest guests, topics, or questions for future podcast episodes, contact Morgan & Westfield. Listen to Other Episodes: Virtual and Augmented Reality M&A Digging Into the World of Fintech and Private Capital Markets Eight Key Elements to Creating Business Value

This episode features Jay Goldman, Co-Founder and CEO, Sensei Labs. Here, he discusses his work with Sensei Labs – a software platform that ‘enables innovative organizations and their services partners to unlock their full potential through work orchestration'.

This episode features Jay Goldman, Co-Founder and CEO, Sensei Labs. Here, he discusses his work with Sensei Labs – a software platform that ‘enables innovative organizations and their services partners to unlock their full potential through work orchestration'.

Jay Goldman is a New York Times best-selling author of “The Decoded Company.” He is also the CEO and Co-founder of Sensei Labs - focused on technology, design, and the art of leadership. The conversation in this episode covers decision-making, connections, the six values of Sensei culture, and putting customers first. Jay urges leaders to have regular conversations with employees and use data to understand them better. Jay considers empathy to be the most important trait of a leader and he elaborates on its importance.https://bit.ly/TLP-342   Key Takeaways [2:34] Jay has a 13-year-old daughter and a 12-year-old son. For Jay, parenting and leadership are very close; he uses some of the same principles with his children and in his one-on-one work discussions. [3:39] The book, The Decoded Company, was published in 2014. In the years since then, the world has changed a lot. Much of the book is still relevant, but in hindsight, Jay says they should have put more emphasis on culture. It should be a headline item. That has become more true as Jay continues to grow Sensei Labs, which was spun out of Klick to capitalize on the technology they talk about in the book. [5:34] Jay compares a company's culture to a garden. The leader makes sure the garden gets enough sunlight, water, and nutrients, weeds the garden and protects it from pests. Leaders can't directly make the garden grow. They can create all the right conditions for it to grow. If you want certain behaviors, create an environment that encourages those behaviors. It's dangerous to try to fix people. [8:16] There are more small decisions than big decisions. Your physical space in an office has a big impact on culture. It's hard to radically change your office space. Day-to-day moments can have just as big an impact. There are many times more of them than there are of the big decisions. Big decisions need to be followed up with lots of small decisions. [10:52] When COVID-19 hit, Sensei Labs was still within the offices of their parent company, Klick. Klick allowed them to stop paying rent, which was very helpful for a small business. In the summer of 2021, as COVID-19 was letting up, Sensei Labs discussed as a team if they needed to take an office. The Toronto group was missing the moments of connectivity, collaboration, and having lunch together. [12:13] After funding, Sensei Labs had almost doubled in size. International associates had never worked in an office together but they wanted the connection shared by the Toronto group. Sensei Group built an office with collaboration rooms but no private offices, desks for everyone there on a day, and multi-use spaces for large meetings and holiday parties. They are not mandating people back to the office. [15:04] Sensei Labs doesn't say “remote” for people outside the office. Teams pick a day to come in together. They use Teams calls for those who cannot attend that day. They also use Teams calls on cross-team meetings or customer meetings. All meeting rooms are set up for Teams, with good microphones, audio, cameras, and video. Sensei Labs is all hybrid, rather than divided into tiers. [16:21] All “hoteling” desks have a proper monitor and Logitech webcam. There is an events space with a screen that rolls down from the ceiling, a webcam, a projector, and an audio system, so people not present can have the full experience of partaking in the event. There are multiple presenters, some in the building, and some participating by video. All these things help integrate the teams. [17:30] All of that said, you can't replace the in-person experience, or going out for a coffee or lunch together. Jay loves to see a cross-functional group who have carried in lunch and are eating together. Those are collisions, as Steve Jobs called them, where you get an exchange of ideas and connections between different teams that wouldn't otherwise form. Those are hard to recreate on Teams or Slack. [18:50] At Sensei Labs, there is a big emphasis on helping each other in a culture where that's rewarded and recognized. The founders were intentional when they carved Sensei Labs out of Klick to build a culture that was unique to Sensei Labs, built around Enterprise SaaS, customers, and partners. [20:28] As they started, they came up with six values that represent Sensei culture: being Selfless, being Empathetic, being Nimble, being Skilled, being Entrepreneurial, and having Integrity. They built everything they do on the people side of the business around those Sensei values. They have a matrix of every role in the organization with the values, and observable behaviors expected from each role. [21:23] The matrix also shows how to get promoted in terms of what you should be thinking about in observable behaviors for each of the Sensei values for any role. When Sensei Labs does promotions, they evaluate on the Sensei values. The Sensei values are part of their open recognition channel in Teams. Everyone can post recognitions of others and tag them with Sensei values. It's all intentional. [22:32] Over the last year, Sensei Labs has strongly emphasized CARE requests. Sensei President Benji Nadler came up with the acronym CARE, for Customers Are Really Everything, to reorient everyone's thinking about customer requests to make them the highest priority. [24:08] An organization that does not give its people regular feedback about results is doing its people a disservice and will not get the results that it wants. In The Decoded Company, there is the Rule of Five Degrees. If you take a boat across a lake, and you're five degrees off course at the start, it's an easy correction then. But five degrees off course on the other side of the lake could be miles out of the way. [25:05] If an organization gives performance reviews annually, it's already crossed the lake. Regular five-degree course corrections throughout the year could prevent an employee from being miles off course at the performance review. Regular feedback corrects behaviors and bridges the gap between behaviors. [26:18] As a privately-held company, Sensei Labs is free to make long-term decisions. Jay picks values even over performance because, in the end, that will have the biggest impact on the business. Staying true to those values will affect whom they hire. [28:14] Sensei Labs operates as a separate organization from Klick and the Sensei teams do not work on Klick's projects. Sensei is proudly part of the Klick group of companies but there is no need for a tight alignment between the two. There is an overlap in how the two companies express and define their values. Klick has a pyramid of cultural values with the bottom level being their foundational values. [29:00] Jay describes how the layers of the Klick value pyramid match the key inflection points of career advancement. Sensei used the best parts of the Klick values in developing the Sensei Labs values acronym. Sensei looks at the key inflection points of the first time an individual contributor becomes a leader, and the first time a leader becomes a leader of leaders. Those points require different thinking. [30:54] Leadership has a science component. The science of leadership goes back to Taylorism measuring productivity with a stopwatch and optimizing the Ford assembly lines. There's the possible Hawthorne effect of performance rising because it is measured. The science is how you use the data within an organization to optimize it for talent, centricity, and engagement, the premise of Decoded. [31:48] Jay explains how leadership is an art, requiring a high degree of empathy. You need to be able to understand the individual members of your team and what drives them. Jay values empathy as the most important trait of leadership. Empathy requires engagement, conversations, and knowing each other. It requires some vulnerable moments that establish psychological safety between you and your team. [34:30] People learned hard skills in school and had to figure out the soft skills for themselves. It dodges the responsibility for teaching the part of leadership that is probably more impactful. Jay explores the mistake technology companies often make in promoting engineers into managerial roles with no EQ or managerial skills. That mistake removes a skilled individual contributor and installs an ineffectual leader. [36:54] Instead, create a pathway that allows skilled engineers to remain in their craft but to become leaders, take on more responsibility, and make more money. Both Sensei Labs and Klick have parallel tracks for people leadership and craft leadership. As individuals advance, their time is leveraged so that an hour of their time creates more than an hour of value for the organization. [39:54] The use of Big Data has changed immensely since Decoded was published. The principle is the same, but if they wrote the book today, their take would be very different. Data is more prevalent in business today. [40:20] Most businesses today spend huge amounts on data to understand their customers. They do not use any of the same resources to understand their people. Jay argues that you will have a higher leverage effect by engaging in your team, creating a virtuous cycle of having the best talent on your teams, more customer happiness, more revenue, and hiring even more skilled team members. [42:03] There is a difference between ambient data and self-reported data. Self-reported data is always biased. Teams constantly use tools and that creates a digital body language about what they are working on and who they're connected with and other factors. That data is available through analysis. Jay calls this data a sixth sense. Have guidelines about using the data, so it's not uncomfortable. [43:35] There has been good research on 16 indicators that somebody may be thinking about quitting their job. If you could look across those 16 relative attributes of an employee, “Jim”, you could see changes that indicate that something has changed in ”Jim's” life. Measuring a baseline and looking ad deviations can be telling. How do you react if you suspect “Jim” is thinking of leaving? [45:18] If “Jim,” is a valued member of your team, and you want to make sure that “Jim” is not a flight risk, this might be an indicator to have a conversation. “Just checking in and making sure that everything's OK. How are you feeling? Can we talk about a career progression or a new project for you to take on?” If you are happy that “Jim” is thinking of leaving, you might start looking at replacements! [46:13] You've got five senses. If you can use data as a sixth sense, to augment those five with an extra set of analytic abilities to help you make better decisions faster, that leads to a better outcome. [47:40] Can this ambient data be hacked? Jay would hope people worked in an environment where they didn't have to prompt the conversation by wearing an interview suit to work. Every organization is a collection of people. Anytime you have a collection of people, you end up with norms and values, whether by design or default. Sometimes you may find shortcuts to get to a desired conversation. [48:38] Mark Raheja taught Jay a management hack in the form of the question, “Is it safe to try?” In most organizations the default is safety. Proposing anything radical means a fight to get to the point of experimenting with it because you are triggering the organization's autoimmune system. But ask people to come up with a reason it's not safe to try it. If they cannot, then go ahead with the experiment. [51:19] After six months in his first job out of school at IBM, Jay asked about promotions. His manager told him everybody gets promoted on their first and second anniversary, and in the third year, promotions are earned by merit. Jay recalls, “I started looking for a job that day. And to me, that is the oldest-school thought pattern around what management looks like.” [55:19] Closing quote: Remember, “Leadership is unlocking people's potential to become better.” — Bill Bradley   Quotable Quotes “Often in a parenting conversation with one of the kids, I'm repeating things that I might have recently said in a one-on-one to someone on my team, and probably more often, in one-on-ones, I find myself repeating things I've said in parenting moments.” “It starts to get difficult when you start to say, ‘I want behaviors that I don't see and my options are either to replace people or fix people,' and I think that's a dangerous path.” “Your physical space in an office environment has a big impact on culture. … It's harder to … radically change the configuration of it. … All those day-to-day moments can have just as big an impact and there are many times more of them than there are of the big decisions.” “In many ways, we are the trailblazers who are out ahead, thinking about culture, thinking about people, and thinking about leadership. And then, there are other places where we're happy to take a back seat and one of those places is mandating people back to the office.”  “We have a matrix of every role in the organization and all of the values … that everyone has access to. So you can look up any role, and any value, and see what the observable behaviors are that we expect out of that role as well as where you might get promoted to.” “We have an open recognition channel in Teams. Everyone can post recognitions of each other. They tag them with some of the values. … At our Town Hall a couple of weeks ago, we celebrated the people who've had the most recognition posts for each of the values.” “Being selfless is about being there for each other and helping each other out and helping our customers and partners as well. These are both internal and external.” “We have the luxury of being able to make long-term decisions when we can and so I would pick values even over performance because, in the end, that is what is going to have the biggest impact on the business. Staying true to those values will affect who you hire.” “We have always looked at the key inflection points of the first time an individual contributor becomes a leader and then the first time they become a leader of leaders. Those are two points at which you have to think very differently about … your success.” “Your best engineers are at least 10 times as good as your worst engineers.” “Anytime you have a collection of people, you end up with norms in that group. You end up with cultural values, whether by design or default.” “In most organizations, the default energy is toward ‘No” and toward safety. … If you propose something radical and new, in almost every organization, you are going to have to fight a fight to get to the point where you can even experiment with this. … Ask ‘Is it safe to try?'” “I do think the tech industry has lots of problems, but it also has lots of great things about it.”    Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Rafti Advisors. LLC Self-Reliant Leadership. LLC Jay Goldman The Decoded Company: Know Your Talent Better Than You Know Your Customers, by Leerom Segal, Aaron Goldstein, Jay Goldman, and Rahaf Harfoush Forbes Technology Council Sensei Labs Klick Microsoft Teams Logitech Software as a Service (SaaS) Benji Nadler Mark Raheja Taylorism (Scientific management)  Hawthorne Effect Daniel Pink Everybody Lies: Big Data, New Data, and What the Internet Can Tell Us About Who We Really Are, by Seth Stephens-Davidowitz Excellent Sheep: The Miseducation of the American Elite and the Way to a Meaningful Life, by Bill Dereseiwicz Chat GBT IBM  

Meet https://www.linkedin.com/in/jaygoldman/ (Jay Goldman). As the CEO of https://www.linkedin.com/company/sensei-labs/ (Sensei Labs) and New York Times bestselling author, he enables Fortune 1000 leaders to execute and evolve faster with Enterprise Orchestration. For nearly 20 years, he has been focused on technology, design, and the art of leadership. Sensei Labs is Jay's second tech start-up success, as he also co-founded and led Radiant Core. Additionally, he took on leadership roles as the Head of Marketing at Rypple and Managing Director at https://www.klick.com/ (Klick Health). Jay regularly speaks with teams and companies across the globe about the Future of Work, including at TEDx, NASA, Harvard Business School, Google, and Twitter's World Headquarters. He's also written for publications like the Harvard Business Review and been a panelist on CBC's The National. About the book, "The Decoded Company" A powerful guide to building a data-centric corporate culture that unleashes talent and improves engagement Amazon delights customers with recommendations that are spot on. Google amazes us by generating answers before we've even finished asking a question. These companies know who we are and what we want. The key to their magic is Big Data. Personalizing the consumer experience with the collection and analysis of consumer data is widely recognized as one of the biggest business opportunities of the 21st century. But there is a flip side to this that has largely been missed. What if we were able to use data about employees to personalize and customize their experience – to increase their engagement, help them learn faster on the job, and figure out which teams they should be on? In this book, Jay and his colleagues outline the six principles they've used to decode work and unlock the maximum potential of their talent, and share success stories from other organizations that have embraced this approach. The Decoded Company is an actionable blueprint for any company that wants the best from its people, and isn't afraid of radical approaches to get it. Now, he spends his days helping the largest enterprises in the world execute their most critical programs through Enterprise Orchestration, alongside his amazing crew of more than 80 Senseis. Copyright 2022 Mark Stinson

Sustained transformation allows for enterprises to create new business processes, culture, and customer experiences to meet new market requirements.  Transcending traditional departments like sales and marketing, transformation at its core begins and ends with an overall business strategy and how technology can empower that.  On this episode of the EM360 Podcast, Analyst https://em360tech.com/user/3633 (Christina Stathopoulos) joins https://www.linkedin.com/in/jaygoldman/ (Jay Goldman), Co-Founder and CEO of https://em360tech.com/solution-providers/sensei-labs (Sensei Labs), to explore: Why ‘constant transformation' is necessary for survival Traditional tech-enablement vs enterprise orchestration Assessing delivery capabilities

Welcome to Innovation Meets Leadership! I'm your host, Natalie Born. In this episode, Jay Goldman reflects on how building a bespoke tool for their company made them realize the universal need for better technologies in workplaces. Now, he and his team at Sensei Labs are committed to providing leaders with data-driven digital solutions to propel their businesses forward. He also discusses the concept of minimal viable products and how Sensei Labs goes a step further with minimum lovable products. Jay Goldman is a Co-Founder and the CEO of Sensei Labs and New York Times best-selling author of The Decoded Company. For nearly 20 years, he has been focused on technology, design, and the art of leadership. Sensei Labs is Jay's second tech start-up success, as he also co-founded and led Radiant Core. Additionally, he took on leadership roles as the Head of Marketing at Rypple and Managing Director at Klick Health. Jay regularly speaks with teams and companies across the globe about the Future of Work, including at TEDx, NASA, Harvard Business School, Google, and Twitter's World Headquarters. He's also written for publications like the Harvard Business Review and been a panelist on CBC's The National. Now, he spends his days helping the largest enterprises in the world execute their most critical programs through Enterprise Orchestration, alongside his amazing crew of more than 80 Senseis. Main Takeaways: ● The Story of The Decoded Company ● Transforming Workplaces Through Data-Driven Solutions ● Creating Minimal Lovable Products Key Quotes: “How many of our customers would be deeply disappointed if we took the product away from them? That to me is minimal lovable product. That's where you get passionate champions who are going to push this within their own companies. It's where you get to renewal rates that are really high, where it expands within those, where you get people who are happy to speak publicly about your platform and how much of a difference it's made for them.“ - Jay Goldman Be sure to check out full show notes at https://innovationmeetsleadership.com/resources or click "Episode Website" below. Connect with Jay LinkedIn: https://www.linkedin.com/in/jaygoldman/ Website: https://jaygoldman.com/, ​​https://www.senseilabs.com/ The Decoded Company by Leerom Segal, Aaron Goldstein, Jay Goldman, Rahaf Harfoush: https://www.amazon.com/Decoded-Company-Talent-Better-Customers/dp/1591847141 These are proven solutions to advance your leadership and innovation process. Check out our website  innovationmeetsleadership.com or connect with us on Instagram or Facebook @innovationmeetsleadership Don't forget to subscribe and leave a 5-star review. Let's go transform something! --- Send in a voice message: https://anchor.fm/natalie-born/message Support this podcast: https://anchor.fm/natalie-born/support

There are many challenges startups face when they try to spin out of another company, especially when they have a product that wasn't initially built for commercial use. However, it's possible to find success in these kinds of situations. Toronto-based startup Sensei Labs is a living example of that. They offer an enterprise orchestration platform that spun out of a parent organization called Klick Health and are finding success all on their own. Sensei Labs co-founder and CEO Jay Goldman joined the Midstage Startup Momentum Podcast with Roland Siebelink this week to talk about the challenges and triumphs his company has experienced in this situation. Jay offered many key learnings that can be applied to startups in all industries and all situations. How Sensei Labs was born out of a book. The challenges that await when turning a proprietary software into a commercial product. The headwinds and tailwinds that become possible in a spin-out startup. Why Sensei Labs started its go-to-market with a partner channel. What startups should keep in mind when customers ask for exclusivity. What a carve-out startup should focus on during its first year after spinning out from its parent organization.

Strategy & Leadership Podcast Ep.179: Jay Gold man joins us to discuss tips for executing an IT transformation, the different types of business transformation (& why most fail), why business decisions shouldn't always be made by those at the top, and more. Jay Goldman is Co-Founder and CEO of Sensei Labs, a Toronto-based SaaS business helping organizations and their partners unlock their full potential through work orchestration. Jay is also an Official Member of the Forbes Technology Council, and co-author of The Decoded Company: Know Your Talent Better Than You Know Your Customers. Learn more about Sensai Labs and their work: https://www.senseilabs.com/ Be sure to check out Jay's book, The Decoded Company: https://www.amazon.ca/Decoded-Company-Talent-Better-Customers/dp/1591847141 ► Subscribe to our channel for weekly videos on strategy & leadership: https://www.youtube.com/channel/UCOHLNRrpk3rGUdg7qUQjiog/?sub_confirmation=1 // Connect with us: ► Contact us: https://www.smestrategy.net/contact ► Connect with Anthony on LinkedIn: https://www.linkedin.com/in/anthonyctaylor604/ // About SME STRATEGY CONSULTING: SME Strategy is a management consulting firm that specializes in helping organizations develop and implement their strategic plans. We work with teams to facilitate conversations about strategic direction and business strategy so that our clients can focus their energy on what will move them forward faster. ► Work with us: Are you looking for someone to facilitate your strategic planning process? https://www.smestrategy.net/strategic-alignment-program ► Check out our Strategy & Leadership Podcast: https://open.spotify.com/show/4yND4JKofh64gcvyvcLMqW ► Check out our online course on how to successfully lead your next strategic planning process: https://courses.smestrategy.net/courses/Aligned-strategy-course

Hi, and a warm welcome to The Elevate Business Podcast. Both myself, Ange MacCabe and Scott Rust, are your hosts. We have the pleasure of introducing you to Jay Goldman, the Co-Founder and CEO of Sensei Labs and the New York Times best-selling author of The Decoded Company.For nearly 20 years, Jay has been focused on technology, design, and the art of leadership. Sensei Labs is Jay's second tech start-up success and regularly speaks with teams and companies across the globe about the Future of Work, including at TEDx, NASA, Harvard Business School, Google, and Twitter's World Headquarters. Now, Jay spends his days helping the largest enterprises in the world execute their most critical programs through Enterprise Orchestration - alongside his fantastic crew of more than 80 Senseis at Sensei Labs.Learn more about Sensei LabsMake sure to follow/subscribe so you don't miss an episode! New episodes of The Elevate Business Podcast air Mondays at 1pm ET.To learn more about Intuity Performance be sure to check us out at www.intuityperformance.com or on our socials to stay tapped into new insights and service offerings:LinkedIn , Facebook, Instagram  Don't forget to join our free Elevate Your People Community created for People and Culture Professionals in the Tech and NGO space looking to share ideas and tap into the human side of business. Fill out the application form and we'll send you a calendar invite to our next meeting.The Elevate Your People Experience: - Monthly 90-minute Meeting- Peer-to-Peer Learning and Mentorship- Open & Transparent Discussions- Exclusive Slack Group

Jay Goldman is the co-founder and chief executive of Sensei Labs. Founded in 2015, Sensei Labs enables organisations and their services partners to build more intelligent workplace solutions. Their Conductor platform, used by Fortune 500 companies worldwide, is the only enterprise-grade platform that provides project collaborative work, data, and knowledge management in an easy-to-use way. Co-author of The New York Times bestseller The Decoded Company, Jay regularly speaks with companies across the globe about the Future of Work and has spoken at TEDx, NASA, Harvard Business School, Google, and Twitter World Headquarters. In this in-depth conversation, Jay reflects on his career journey so far, embracing all opportunities he's been given to reach the position he's in now; delves into co-writing his book to both inform people on how technology can create an environment for talent, but to also attract people to work for them at Klick; and shares the story of Sensei Labs, and their mission to build smarter workplace solutions.

Rahaf Harfoush is a Strategist, Digital Anthropologist, and New York Times Best-Selling Author who focuses on the intersections between emerging technology, leadership, and digital culture. She is the Executive Director of the Red Thread Institute of Digital Culture, a Visiting Policy Fellow at the Oxford Internet Institute, and teaches at Sciences Politique's School of Management and Innovation in Paris. Rahaf was named to France's National Digital Council in 2021 and was a member of President Macron's commission on the impact of technology on democracy. Formerly, Rahaf was the Associate Director of the Technology Pioneer Program at the World Economic Forum in Geneva. Rahaf's accomplishments have been recognized by Thinkers50, the Canadian Arab Institute, the G20 Global Think Tank Summit, the Women's Forum for the Economy and Society, and the Hay Literary Festival among others. Rahaf is an accomplished author. Her first book, Yes We Did: An Insider's Look at How Social Media Built the Obama Brand, chronicled her experiences as a member of Barack Obama's digital media team during the 2008 Presidential elections and explored how social networking revolutionized political campaign strategy. Rahaf co-authored The Decoded Company: Know Your Talent Better Than You Know your Customers alongside Leerom Segal, Aaron Goldstein, and Jay Goldman. Her most recent book is Hustle & Float: Reclaim Your Creativity and Thrive in a World Obsessed with Work. She is currently working on her next book, Humane Productivity, which is due out in 2023. In her spare time, Rahaf writes fiction under the alias Hanna Noble. Her second novel, entitled The Reckoning, will be released in August 2022. Read the show notes here: https://bwmissions.com/one-away-podcast/

It seems like everything about the way we used to run our companies is changing these days.It's not just remote working or employee resignations or digitization - companies are also realising that their entire corporate structure might no longer serve them as well as it used to.With this in mind, what might the new organisational best practices look like?And how can leadership determine which changes might lead their companies to better outcomes?Today I'm speaking with Jay Goldman, CEO of Sensei Labs and New York Times bestselling author of The Decoded Company.Jay is a recognised expert on the future of work and on ‘enterprise orchestration'.   He's spoken at TEDx, Harvard, Google, Twitter and NASA.He focuses on helping some of the world's largest enterprises execute some of their most critical programs.In this episode of A Seat at The Table, Jay will shareWhy most digital transformations fail.How ‘enterprise orchestration' can help companies align people, processes and technology.Why you need to know your own employees better than you know your customers.USEFUL LINKSConnect with Jay Goldman:Sensei Labs website:Jay's book "The Decoded Company"Learn more about The Current Situation in Sourcing:  https://thecurrentsituation.netA Seat at The Table website:  https://seatpodcast.com

NYT best-selling author Jay Goldman discusses the book "The Decoded Company," why most digital transformation efforts fail, and how companies can leverage the interaction between people and technology for improved digital success. Jay is co-founder and CEO of Sensei Labs and the author of "The Facebook Cookbook." Host, Kevin Craine Do you want to be a guest?

Jay Goldman is the co-founder and CEO of Sensei Labs, a New York Times best-selling author of 'The Decoded Company', HBR contributor and TedX Speaker. Jay chats to me about the need for speed in our organisations and in our leadership especially as the global pandemic was a ‘forcing function' that delivered 10 years of digital transformation in just 2 years.A successful company exists within a virtuous cycle of being able to find and attract the best people which creates an environment that allows them to do their best work, which delivers products and services that are loved by customers, which leads to more revenues and funding to attract more talent.  We also talk about Minimal Loveable Products and how behaviours of both employees and customers have changed which therefore requires leaders to continue to challenge and rewire norms in the workplace and beyond. Jay also provides some great advice as to how a leader can approach decision making in ambiguity by separating decisions that are ‘one way' doors from those that have ‘two way' doors.  Don't miss this episode.

Today, growth is vital for every organization, in this episode, Jay Goldman shares the idea that the one strategy to success is consistent growth. With consistent growth, team members are more likely to  open up and participate as a team because everyone sees the "wins" and the team will grow together.Jay talks about how culture is more than just some words on break room wall. He discusses the power of knowledge management and the idea of centralizing all of the team's knowledge and documents. Then, how to make sure team members learn what they need to know while leaders look for teachable moments. 

Jay Goldman, Co-Founder & Chief Sensei at Sensei Labs and Mark Goh, Founder & CEO of Clearspace join Bold Founder Caleb Parker for the fifth episode of Season 6 to discuss how company culture drives real estate decisions at Sensei Labs. They discuss both sides of a real estate deal with Clearspace as the flex partner and Sensei Labs as the office customer. Jay explains how Sensei Labs came to the decision to slash their space requirements by nearly half and move into a new 7,000 square foot office space in Toronto. He goes on to share how the company worked with Mark and the Clearspace team to rightsize for hybrid working. Jay is a New York Times Bestselling Author and shares his insights on how to nurture a strong company culture with teams who aren't in the office every day. Mark shares insights on how Clearspace pivoted to meet the needs in the market before the pandemic hit.  Connect with Jay Goldman on LinkedIn https://www.linkedin.com/in/jaygoldman/ Connect with Mark Goh on LinkedIn https://www.linkedin.com/in/gohmark/ Connect with Caleb Parker on LinkedIn  https://www.linkedin.com/in/calebparker/ If you have any questions or feedback on this episode, email podcast@workbold.co Value Bombs: If you have a fixed idea of company culture, you can't maintain it because that world doesn't exist anymore. - Jay Goldman On any given day we will have two or three teams in the office on a rotating schedule that we put out least a month in advance to give people an opportunity to plan childcare and all of those other pieces. - Jay Goldman People have been taking a very static approach to workspace...trying to jam the old paradigm into the new world and it doesn't work like that. - Mark Goh Building your space in the past was complex and cost prohibitive, which is why many companies turn to a flex face or coworking product. We offer this in-between option. - Mark Goh We use data and a level of precision that's not widely available in designing construction, and it's really taken the same methodology that Jay would use running Sensei. That type of startup data-driven approach, just isn't applied to our industry. - Mark Goh Reversible decisions should be made quickly. Irreversible decisions we need to really think through and be intentional about. - Jay Goldman The last thing I want to do is get stuck in a lease that's no longer serving the needs that we have. - Jay Goldman Resources: TSK Documentary TSK website Sensei Labs The Decoded Company  Clearspace Sensei Labs Cultural Values (Career Page) Medium  How I Built This Podcast (Apple) Shout Outs: Dave Cairns Guy Raz   About Our Guests: Jay Goldman https://www.linkedin.com/in/jaygoldman/  Jay is Co-Founder and Chief Sensei at Sensei Labs. His company supports Fortune 500 companies around the world with their collaborative work management platform, which is used to run business critical projects, including transformations, M&A, product launches and procurement operations. Jay co-authored the New York Times bestseller The Decoded Company and has written for publications like the Harvard Business Review. He speaks often with teams and companies across the globe about the future of work, including companies like TEDx, NASA, Harvard Business School, Google and Twitter. Mark Goh https://www.linkedin.com/in/gohmark/  Mark is a seasoned entrepreneur and has both raised venture capital and bootstrapped companies prior to launching his own start-ups. Mark worked for several years in private equity. Mark launched Clearspace to create awesome offices for growing companies. He's created a way to simplify the office interior construction process for landlords and tenants as a one-stop shop from design to move in. Through their technology driven approach they're able to deliver cost-effective beautiful office experience without compromising on speed and quality. These are typically smaller footprints for fast-growing companies. They're private and custom branded for the customer, and high in demand. About Our Host: Caleb Parker https://www.linkedin.com/in/calebparker/ Caleb Parker is an American entrepreneur in London, and Founder of Bold (acquired by Newable/NewFlex in 2019).He believes in "challenging the status quo" and is a champion for entrepreneurial and innovative thinking.Caleb has served as founder, Board member, advisor, investor and consultant to numerous startups and small businesses, and has a keen focus on innovation and technology, with interests in the MICE market, Space-as-a-Service, and the future of work.Caleb has been a guest lecturer, speaker, and moderator for topics such as entrepreneurship, the sharing economy, the future of work and commercial real estate at academic institutions and large corporations. He regularly takes the stage at numerous trade conferences as keynote speaker, MC, host or facilitator.Earlier in his career, Caleb was named one of Savannah, Georgia's “40 under 40” business leaders" in 2006 after launching two successful small businesses in the city's booming hospitality industry. A year later he moved to Washington, DC to join the The Regus Group DC management team. In 2009, Caleb co-founded a flexible workspace consulting firm where he brokered flexible workspace and advised businesses on agile working strategies.Caleb is one of the first licensed commercial real estate agents to speak on the flexible working trends and the rise of flexible workspace, and has been quoted in numerous publications. Timestamps [02:51] Interview starts [04:59] Jay Goldman explains why they moved into a Clearspace office and why they took a smaller office space than originally planned due to changes to working since COVID, and what technology they use for remote working. [10:18] Jay Goldman explains how Sensei Labs approach company culture as a fluid and ever changing concept. [13:05] Mark Goh talks about how they created the office space for Sensei Labs in Clearspace Toronto. Jay and Mark discuss their teams working patterns and the reason for having an office space. [18:28] Mark Goh talks about how Clearspace supports landlords through white label solutions as an in between flex space and individual built. Mark talks about why they pivoted their business model away from a leased arbitrage business to the new model. [25:23] Mark Goh talks about the technology behind Clearspace. [27:23] Jay Goldman talks about what Sensei wants from commercial real estate moving forward. [31:01] Caleb asks quickfire round questions Sponsors Headline Sponsor: TSK TSK creates inspiring workplaces for some of the world's biggest brands across the UK and Ireland, They've been working for 25 years to deliver the best employee experiences and the vision of their clients. Not only do they create great places to work, TSK share workplace content every week from the latest data to inspiring spaces they've designed and built. You can read their latest insights at www.tskgroup.co.uk or check out their LinkedIn and Instagram pages to become a follower, fan and friend. Fortune Favours the Bold Bold merges property management & Space-as-a-Service to drive asset value and help office customers grow faster. Now part of NewFlex (www.workbold.co)  Future Proof Your Portfolio with NewFlex NewFlex delivers and manages a range of branded solutions for every type of building, in every type of location, for every type of occupier. Including the flexibility to develop your own brand. All enabled by flexible management contracts where we are invested in making money for you. (www.newflex.com) Launch Your Own Podcast A Podcast Company is the leading podcast production company for brands, organizations, institutions, individuals, and entrepreneurs. Our team sets you up with the right equipment, training, and guidance to ensure you sound amazing. (https://www.apodcastcompany.com) Subscribe to the #WorkBold Podcast https://www.linkedin.com/newsletters/workbold-podcast-6868874680095277056 

Marc Patrone is joined by Derek Sloan on the lockdown madness and Jay Goldman rips the O'Toole carbon tax. Clinton Desveaux with his take on the brewing Conservative party caucus revolt. Lastly, Dave Scott from Spaced Out Radio joins to discuss UFOs on the Friday edition of the show.

“We moved away from GSuite, Slack, Zoom and AWS into Microsoft Cloud… We wanted to align our environment to what our Customers use” - Jay Goldman - CEO, Sensei Labs In this interview, Jay talks about his decision, 18 months ago, to migrate its internal environment from GSuite, Apple, Slack, Zoom to everything Microsoft. Sensei Labs also migrated its main application, called Conductor, from Amazon Web Services (AWS) to Microsoft Azure ™. Jay shares the main reasons that made him take this decision and how his business is facing new opportunities with Microsoft technology and Microsoft partnership. Watch on YouTube: https://lnkd.in/g95JcGg Watch on Instagram: https://lnkd.in/ggmaURW Listen on Spotify: https://lnkd.in/gx_gjze Listen on Apple Podcast: https://lnkd.in/gvTY5at Listen on Google Podcast: https://lnkd.in/gGDr2j6 Caught by Surprise - June 9, 2020 - www.caughtbysurprise.ca

Jay Goldman, DDS and LCSW, who ran the Orofacial Pain and TMJ Clinic at the NYU Dental School, gives important perspectives on the understanding and treating of chronic pain. He is now a psychotherapist.

In this soundbite from the CPSA's Recruitment and Talent podcast Jay Goldman considers why keeping an onboarding checklist is so important, why immersing new salespeople into the company immediately is critical, and how the right onboarding technology can help empower your salespeople from day one.

In this soundbite from the CPSA's Recruitment and Talent podcast Jay Goldman considers why keeping an onboarding checklist is so important, why immersing new salespeople into the company immediately is critical, and how the right onboarding technology can help empower your salespeople from day one.

In this soundbite from the CPSA's Recruitment and Talent podcast Jay Goldman considers why keeping an onboarding checklist is so important, why immersing new salespeople into the company immediately is critical, and how the right onboarding technology can help empower your salespeople from day one.

In this episode guest Jay Goldman discusses the importance of successfully onboarding new salespeople into the enterprise. Learn why keeping an onboarding checklist is so important, why immersing new salespeople into the company immediately is critical, and how the right onboarding technology can help empower your salespeople from day one.

Permission to Speak Podcast. Hosted by Leadership Communications Expert Kelly Vandever. Episode #32 - Jay Goldman - Part 2. Permission to Speak is the video blog and podcast that loiters at the intersections of leaders who want their people to speak up, technology that facilitates connections, and results that serve an organization’s higher purpose. Topics covered in this episode include: - The New York Times best selling book, The Decoded Company - Three characteristics of a decoded company are (1) technology as a coach and trainer (2) data as sixth sense and (3) engineered ecosystems - Accelerating tenure - The idea behind tech as a coach is “How can you make everyone on your team as good as they can be?” - Interviewing skills as an example of how to use data to be a better interviewer - For example, Klick has used data to see who is really good at picking future rock stars for the organization and those how have a high rate of rejecting people who later turn out to be high performers. Then the system can deliver training to help those not good at interviewing become better. - Instead of a system that yells at you as a referee, decoded companies use data to whisper in your ear to coach and train you to be even more successful - One way to question the status quo in your organization is to challenge new hires to poke holes in your assumptions - Adopt an attitude of “safe to try” as a way to fight organizational antibodies that block innovation because it’s different than we’ve always done things. Don’t test the idea based on whether it’s a good or bad idea but is it safe to try. - Be willing to experiment adopting this attitude of “safe to try” - Data literacy is becoming more and more important to organizations - Data as a sixth sense is bringing that data literacy into all parts of the organization - But you still need to question the data. Don’t ignore your gut instincts. - Data as a sixth sense is about getting data to make better decisions - UPS example of experimenting to see the best way to use their Orion system, comparing instinct and experience only, to exclusively following the system, or using the both. Use the system to augment what you know and be flexible to ignore when you see things on the ground that wouldn’t be known by the system. - Be sensitive to the fact that there’s some job insecurity when you start using data as a sixth sense or adding automation - Transparency in data so you can see are there issues with the financials on a project, is there a risk of burnout, etc. - Unconscious bias & Harvard’s study on unconscious bias - Most organizations grow a culture without being intentional about it - Culture in many ways is shaped top down - The importance of being intentional about hiring, even very early in the life of a start up - Space as an indication of culture - Even the military isn’t on a strict command-and-control environment - Dunbar’s number - Klick has divided themselves into teams of 150 or less to keep the benefits and agility of a smaller organization - Valve Software company as an example of a flat organization & the Valve employee handbook - High growth companies engineering their own ecosystems - How SenseiOS has helped high growth companies transform their businesses, and caused some to say, “I don’t know how we ran our company without it!” - Questions Answered: - Can I use data to run my company better? - How can I use data in my organization? - How can I be a better interviewer? - How do I maintain a small company culture when I’m growing fast? - How can we be transparent with data? - How can we create a better work culture? - How can we use data to make better business decisions? - How can I use data better? - How can I increase innovation in my organization?

- When data is hard to come by, you have one-size-fits-all management practices - If you optimize with one-size-fits-all, you’re optimizing for the middle of your bell curve of employees, you’re optimizing for the average - Most people who get management positions aren’t prepared or trained in management - The craft of leadership - Click the company grew 40% year over year for 20 years - Why Jay and the co-authors wrote, “The Decoded Company” - Sensai Labs was a result of other companies asking to have the same software that Click used - The fascinating origin story of Click, or how does a 13-year-old ends up as the CTO of a company at 16 and became the co-founder of a company at 17. - Click focused on culture at its inception as a response to the environment they’d come from - Click realized when there were 50 employees that email was a terrible tool for collaboration so they forced employees to put all requests into a ticketing system, they banned email! - Leerom and Aaron began looking at the data in the ticketing system and realized that the data showed work flow and see where things were getting hung up - The identified patterns that could be indicative of a problem and built in notifications to let project managers know that needed to look into what was going on to see if there was an issue that needed to be addressed - Applying data and analysis to optimize the organization’s performance - SensaiOS is an enterprise system that contains all the data - Click hires less than 1% of the applicants to their job openings - Click asks the questions “How does this candidate compare to the existing team?” on a dimension that’s important to the role they’re interviewing for and the options for answering the question are, “They transform the team” or “They’re above the team’s bar” or “They’re coachable to reach the team bar” or “They’re below the team bar” - The system creates a situational briefing based on what’s needed by the person doing a job: for instance, giving you the information you need a few hours before interviewing job candidates for a specific role - They share the interview notes of others who’ve also interviewed the candidate so you end up getting beyond the candidate’s best canned answer for an interview and get to know the real person better - Training interventions are individualized to the person by taking into account how frequently you’ve done a role, level of seniority, history with the company, experience in the industry, etc. - SensaiOS comes out of the box with some pretty smart settings - Two of the keys to a decoded company, are (1) “Technology as a Coach” giving you the training that you need when you need it individualized to your specific needs and (2) “Data as a 6th Sense” having a system that give you data you need when you need it so you can be better informed and be capable of making better decisions - An example of the system using data as a 6th sense to improve business effectiveness is called “inflight reading” where you get an update automatically downloaded to your phone an hour before your flight takes off to go see a client & that updates has in it a complete assessment about the current state of everything going on with that customer - Book Recommended "The Decoded Company: Know Your Talent Better than You Know Your Customers"

In this interview you will discover Why Knowing Your Employees better than You know Your Customers Will Help to Create a Company That runs Successfully without you! Jay Goldman, the SVP of Innovation and Emerging Strategies at Klick Health reveals how you can use technology to coach and train your employee. You will discover how […] The post Why Knowing Your Employees better than You know Your Customers Will Help to Create a Company That runs Successfully without you! – with Jay Goldman appeared first on SweetProcess.

Friend of the show Jay Goldman joins us from NYC to talk about Facebook shenanigans and his new book "The Decoded Company." Jason has one of his patented epiphanies about how tech is cooler than ever but the people making it just aren't. Show notes at: http://grumpyoldgeeks.com/53

Welcome to episode #398 of Six Pixels Of Separation - The Twist Image Podcast. How much data is big data? How well can a company leverage that data and technology that they have to make the actual company a better place to work? These are just some of the questions that co-authors Rahaf Harfoush and Leerom Segal attempt to decode in the book, The Decoded Company. Segal is the president and CEO of Klick Health (a well-known healthcare marketing agency) that is both well-recognized for their client work as well as being an "e-mail free" work environment. Harfoush is a technology and media author, speaker and thinker who is best known for her book, Yes We Did: An Insider's Look at How Social Media Built the Obama. Along with two other Klick team members (Jay Goldman and Aaron Goldstein), they are hoping to encourage other businesses to rethink what the workplace of today can look like in order to create a place where companies know their own people better than they know their consumers. It's big, it's bold and it's thrilling. Enjoy the conversation...  Here it is: Six Pixels Of Separation - The Twist Image Podcast - Episode #398 - Host: Mitch Joel. Running time: 52:46. Please send in questions, comments, suggestions - mitch@twistimage.com. Hello from Beautiful Montreal. Subscribe over at iTunes. Please visit and leave comments on the Blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. or you can connect on LinkedIn. ...or on twitter.  Six Pixels of Separation the book is now available. CTRL ALT Delete is now available too! In conversation with Rahaf Harfoush and Leerom Segal. The Decoded Company. Follow Rahaf on Twitter. Follow Leerom on Twitter. This week's music: David Usher 'St. Lawrence River'. Get David's song for free here: Artists For Amnesty. Download the Podcast here: Six Pixels Of Separation - The Twist Image Podcast - Episode #398 - Host: Mitch Joel. Tags: aaron goldstein advertising podcast blog blogging brand business book business podcast content marketing david usher digital marketing facebook itunes jay goldman klick health leerom segal marketing blogger marketing podcast podcast podcasting rahaf harfoush social media the decoded company twitter video podcast yes we did