Podcast appearances and mentions of jim harter

Summary In this episode, Andy welcomes Dr. Patricia Grabarek, co-author of Leading for Wellness: How to Create a Team Culture Where Everyone Thrives. Patricia is an industrial-organizational psychologist and co-founder of Workr Beeing. She brings her expertise in workplace wellness, leadership behavior, and employee engagement to this timely conversation about how leaders can improve not just productivity, but people's lives. They explore the surprising truth that employee wellness isn't about perks like step challenges or mindfulness apps--it's about leadership. Patricia shares the difference between Generator leaders and Extinguisher leaders, how “Struggle Statements” foster psychological safety, and the simple yet powerful behaviors that make a lasting impact on your team's wellbeing. From practical strategies for setting boundaries to powerful recovery practices, this conversation offers a playbook for leaders who want to create sustainable performance through human-centered leadership. If you're looking for insights on how to lead with empathy while driving results, this episode is for you! Sound Bites “What we learned is that people think about wellness holistically. It's very individual.” “You can't yoga your way out of a toxic work environment.” “Most leaders don't wake up and think, 'I'm going to extinguish my team today.' It happens slowly and unconsciously.” “I don't think anyone's waking up and being like, I wanna make work suck for everybody around me today!” “Leaders are people. They fail at things. They're not always doing well. And when you have this ideal leader, that's the persona you're putting on, then your employees don't trust you.” “Your behavior as a leader is the most powerful wellness intervention you can offer.” “When leaders share their struggles, it creates a ripple effect of trust.” “If you want your team to respect boundaries, you have to model them first.” “Employees don't leave jobs—they leave leaders who extinguish them.” Chapters 00:00 Introduction 01:59 Start of Interview 02:11 What is Wellness? 04:05 Generators vs. Extinguishers 07:30 When Someone is an Inconsistent Extinguisher 08:57 What are Struggle Statements? 12:50 Recognizing Burnout and Its Signs 15:51 Strategies for Post-Work Recovery 18:12 The Role of Control With Stress 19:57 An Example of Someone Transforming How They Lead for Wellness 22:11 Organizational Wellness: What's Not Working? 23:53 Authenticity and Role Modeling in Leadership 26:20 Balancing Work and Life: Integrators vs. Segmenters 27:06 Fostering Wellness at Home 27:51 End of Interview 28:20 Andy Comments After the Interview 34:35 Outtakes Learn More You can learn more about Patricia and her work at WorkrBeeing.com/book. For more learning on this topic, check out: Episode 448 with Marie-Helene Pelletier about her book The Resilience Plan. Episode 398 with Dr. Neha Sangwan about her book on burnout. Episode 324 with Jim Harter from Gallup about building resilient cultures. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Employee Wellness, Psychological Safety, Burnout, Team Culture, Vulnerability, Work-Life Balance, Authenticity, Empathy, Boundaries, Recovery, Organizational Health The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Chillhouse by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

Jim Harter, PhD discusses his book "It's The Manager" and Gallup research that finds managers and team leaders are the single biggest factor in your organization's success. Jim is Chief Scientist for Gallup's workplace management practice. He is coauthor of the New York Times bestseller "12: The Elements of Great Managing," and "Wellbeing: The Five Essential Elements," also a New York Times and Wall Street Journal bestseller.  Host, Kevin Craine Do you want to be a guest? Everyday-MBA.com/guest

Former submarine officer Jon Rennie outlines the leadership principles that make people want to follow you. — YOU'LL LEARN — 1) How to deepen your connection with your team 2) Why to let your colleagues fail more 3) Your fastest path to standing out Subscribe or visit AwesomeAtYourJob.com/ep944 for clickable versions of the links below. — ABOUT JON — Jon is the Co-Founder, President & CEO of Peak Demand Inc., a components manufacturer for electrical utilities. He is a former U.S. Navy Nuclear Submarine Officer who made seven deployments during the end of the Cold War. Before starting Peak Demand, he led eight manufacturing businesses for three global companies. He is the author of three best-selling leadership books and hosts the Deep Leadership podcast. • Book: All in the Same Boat: Lead Your Organization Like a Nuclear Submariner • Book: I Have the Watch: Becoming a Leader Worth Following • Website: JonSRennie.com — RESOURCES MENTIONED IN THE SHOW — • Book: Grit: The Power of Passion and Perseverance by Angela Duckworth• Book: First, Break All the Rules: What the World's Greatest Managers Do Differently by Jim Harter, Marcus Buckingham, Gallup Organization• Past episode: 149: Getting Consistently Good Behavior with S. Chris EdmondsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this replay of a captivating podcast episode, Jeff sits down with Jim Harter, Chief Scientist of Workplace Management and Wellbeing at the Gallup Corporation. They explore the enduring impact of the pandemic on work culture and customer relationships, drawing insights from Jim's upcoming book, "Culture Shock." Together, we tackle the challenges organizations are facing post-pandemic, from strained customer relationships to declining employee engagement, offering solutions for a better world of work and life. Jeff and Jim discuss the common challenges organizations are facing coming out of the pandemic, including deteriorating customer relationships and declining employee engagement. Jim reveals the key habits of great managers and the five innate traits that predict managerial success. They dive into the importance of focusing on employee strengths rather than weaknesses, and how to build a diverse, strengths-based culture.

What is the true meaning of ikigai and how can it enhance your life?In this episode, Jamie Hopkins, Managing Partner of Wealth Solutions, and Ana Trujillo Limón, Director, Coaching and Advisor Content, speak with Sam Ushio, Founder and Chief Ikigai Officer at Connect3x, about the Japanese concept of ikigai, or "reason for being", and its relevance to work and personal fulfillment. They discuss the common misconceptions about ikigai and how it can be applied in various contexts. Sam also covers the importance of personal growth alongside financial growth, the challenges faced by advisory firms, and the evolution of wellness benefits, before concluding with the challenges of training in a fast-growing company and the importance of open communication and trust.Sam discusses: What ikigai means and its relevance to work and personal fulfillmentMisconceptions surrounding ikigai and its true definitionBridging the gap between people's reason for being and their workThe importance of personal growth alongside financial growthThe shift to prioritizing personal growth over financial growthHow leaders and executive teams can build stronger organizational culturesThe evolution of wellness benefits and the recognition of mental health and overall well-beingHow he finds freedom through a mindset of intentionalityAnd moreResources:It's The Manager by Jim Clifton and Jim Harter, From GallupConnect with Jamie Hopkins and Ana Trujillo Limón: Carson Group LLCLinkedIn: Jamie HopkinsLinkedIn: Ana Trujillo LimónConnect with Sam Ushio:Connect3xIkigai LabLinkedIn: Sam UshioAbout our Guest: Sam Ushio is the Chief Ikigai Officer at Connect3x, a tech-enabled people platform that integrates total well-being with workplace performance to support a culture of engaged, thriving employees. Sam fuses a powerful blend of Ikigai philosophy, strengths-based psychology, and change management to lead Connect3x's mission to “capitalize the Human experience.” Previously, Sam was Director of Practice Management at Russell Investments, where he led a nationwide team that coached and consulted ~1,000 financial advisors annually. He has been quoted in the Wall Street Journal, Investor's Business Daily, and InvestmentNews. Sam earned an MBA from Foster School of Business at the University of Washington and holds a Bachelor of Science from University of Nebraska in Marketing and Finance with an emphasis in psychology. He is also a Gallup-Certified Strengths Coach. Sam is also the founder of Ikigai Lab, a Purpose Incubator that delivers insights, experiences and solutions rooted in the Japanese concept of Ikigai. On his quest to evolve the definition of “growth”, Sam blends the old school ancient wisdom tradition of ikigai with new school research in positive psychology. He is dedicated to purpose-driven solutions for stakeholder-focused organizations and visionary leaders, including total well-being, strengths-based culture, human-centered design, emotional intelligence, systems thinking, and life/career transitions.

"It's the Manager" is an important book written by Jim Clifton and Jim Harter. This book talks about how managers are crucial in the workplace today. They start by saying that the way we work is changing because of new technology, and managers are more important than ever. The authors use a lot of research from Gallup to show that managers really matter. The book not only talks about the importance of managers but also highlights six big changes in the world of work and identifies seven essential characteristics of a good leader. In the end, the authors say that leaders, bosses, and HR people need to do something. They need to train managers to be great coaches who can lead and inspire their teams. It's a good book for anyone who wants to understand how managers can make a company better.

Emily Field: Power to the Middle Emily Field is a partner at McKinsey & Company. She works with leaders to shape data-driven organizational strategies designed to achieve business objectives, establish talent management as a distinctive advantage, and secure the human resources function as a driver of business value. Emily has worked with companies across industries, leading initiatives to transform the way organizations work. She puts particular emphasis on helping to establish a talent-first approach, instilling a high-performance culture, and adopting effective people-analytics approaches. She is the co-author along with Bill Schaninger and Bryan Hancock of Power to the Middle: Why Managers Hold the Keys to the Future of Work*. As anybody who's worked in middle management can attest, it's one of the hardest jobs you'll ever have. Too often we take middle management for granted, but organizations that learn how to better support middle managers can leverage their power and expertise to do a lot of good. In this conversation, Emily and I highlight the challenges of middle management, the unique value the middle managers bring to organizations, and the steps senior leaders can take to better support middle managers. Key Points Middle managers often have less power and control than the people who report to them. This results in them not feeling like they are set up for success. The “player-coach” model of managers doing individual contributor work can be useful, but it's critical for organizations to be mindful that the work is uniquely suited for a manager to do. Rather than promoting the best middle managers out of their roles, promote from within. Reward top middle managers who decide to make their positions a destination, not just a waypoint. As technology and AI changed the nature of work, middle managers are uniquely qualified to know how to best rebundle jobs and redistribute talent. A key question for senior leadership to answer: What do we want middle managers to be doing? Resources Mentioned Power to the Middle: Why Managers Hold the Keys to the Future of Work* by Emily Field, Bill Schaninger, and Bryan Hancock Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Multiply Your Impact, with Liz Wiseman (episode 554) How Top Leaders Influence Great Teamwork, with Scott Keller (episode 585) The Questions to Help Figure Out Hybrid and Remote Work, with Jim Harter (episode 646) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Tom Rath wrote an amazing book called 'Wellbeing: The Five Essential Elements.' Rath and his friend Jim Harter did research in many countries, and they found five things that are connected and help us be happy. These five elements are career, social life, financial, physical, and community. These things give us a complete picture of what makes us feel happy and satisfied throughout our lives. This book teaches us that being happy isn't just about having lots of money or being super healthy. If we only focus on money or health and ignore the other important things, we won't be truly happy. It's a new way of thinking that challenges how some people try to be happy. Rath and Harter want us to understand that we need to pay attention to all five important things to have a great and fulfilling life. In the end, 'Wellbeing: The Five Essential Elements' is not just a regular book. It's like a guide that helps us have a better and happier life. Rath's careful research and smart ideas make it a book everyone should read if they want to know what real happiness is all about.

If there's no going back to pre-Covid, 9-to-5 workplace routines, what's the new management playbook? Gallup's  Jim Harter on work-life balance, managing a hybrid organization, and the social and psychological markers of a healthy and productive organization.

Jim joined us over two years ago in the middle of the covid pandemic. Now he's back to discuss what he says is the biggest leadership issue of our time.Buy Jim's Book here: https://www.amazon.com/Culture-Shock-unstoppable-solution-leadership/dp/1595622470/#BeABetterLeader #HackingYourLeadership #StarkEngagementConsulting #LifeOfLozoThis show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/4805674/advertisement

Jim Harter: Culture Shock Jim Harter is Chief Scientist for the Workplace at Gallup. He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. He's the bestselling author of 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, Wellbeing at Work and the #1 Wall Street Journal bestseller It's the Manager. Jim has also published articles in many prominent business and academic journals. He's also the author now of Gallup's book with Jim Clifton titled Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time*. Virtually every professional team is navigating some aspect to return to office and how that works best for their organization. In this episode, Jim and I highlight the key findings from Gallup that have emerged in the data since the pandemic started. Plus, we explore the questions that managers can ask in order help this transition work better for everyone. Key Points Managers should consider these key questions to help employees and teams move towards smart autonomy: Which parts of your job can you do best at home? Which parts of your job can you do best at the office? When have you created exceptional value for our customers? When do you feel most connected to our organization's culture? In addition: Less than 5% of people in the United States worked from home in 2019. Today the number is six times larger and nearly seven in 10 full-time employees in the United States prefer some type of remote work arrangement. Number of days in the office is important, but matters less than other factors. Most associated with high levels of employee engagement is the practice of a work team deciding together (the option companies used the least). Splitters and blenders represent two different ways of approaching work and the populate tends to divide equally on this preference (even across generations). Knowing where people land will help engage them better in the workplace. Managers account for 70% of the variance in team engagement. A key habit for a manager is one meaningful conversation per week with each employee. Less important is the time of interaction and more important it the quality. Smaller amounts of time discussion recognition, goals, and strengths can be more impactful than more time that doesn't do this. Resources Mentioned Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Effective Hybrid Team Management, with Hassan Osman (episode 570) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Can your business afford to NOT give your employee's a raise? In this episode, we look at the impact of inflation on wages, and it's affect on staff and organizational culture. We also discuss HBR's article [Getting Along: My Coworker is Sabotaging Me – and my Boss Won't Help](). In this episode, we reference the books: Getting Along by Amy Gallo The Culture Question by Us and Mike LaBun Culture Shock by Jim Clifton and Jim Harter, Ph.D. For more resources on leadership and workplace culture visit achievecentre.com

Welcome Back to Gratitude Through Hard Times! You'll learn on this episode how one of the nation's insurance leaders is fueled by authenticity and vulnerability, superpowers available to all of us if we're brave enough to go there. In the case of our guest, Heath Ritenour, a bout with cancer proved an opportunity to drop the corporate mask in favor of prioritizing human connection among the 1,500 employees and 72,000 customers affiliated with Insurance of America (IOAUSA), among the nation's largest private agencies. We learn about how Heath came to embrace the family business, founded by his parents, and carve out a leadership style that has supported exponential growth. As he explains to Host Chris Schembra, Heath has reaped profound rewards through the practice of gratitude, personally and in the workplace context. He doesn't bother with the posturing and business armor so many of us reflexively wear, looking instead for those human places where relationships flourish. It's a formula that attracts and retains great talent and cements loyalty among customers in direct proportion. “The transformational side of building deeper relationships and being open, of being connected with your team, is more growth, more profit and a happier, more cohesive team,” says Heath. And that's exactly how things have played out at Orlando-based IOA's 60 locations and counting. Empathy is woven into the corporate fabric and serves as an invitation for growth through hard times. So go ahead! Be brave. Drop the mask and make that shift. When we remember to witness life's blessings, we are generating more of the same. It's all a question staying mindful, says Heath: “It's not what you gotta do but what you get to do!” Want to follow what the thought leaders at IOAUSA are up to? You can find their blog  at this link. You can also learn all about their corporate 1° Difference philosophy by clicking here. If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link. Click hereto hear more fascinating conversations with Fortune 500 CEOs, professional athletes and entertainerswho have shared their human stories on Gratitude Through Hard Times. KEY TOPICS:If you could give credit or thanks to one person in your life that you don't give enough credit or thanks to – that you've never thought to thank – who would that be and why? Coach Fred, a recently deceased high school football coach who was tough but also helped Heath learn to prioritize his commitments in business – and life!Shifting Mindset: How thoughtful, deep conversations with an early mentor helped Heath reorder his sense of what really mattered in life (well beyond girls, partying and football!).About Authenticity: A look at the sense of trust and honesty Heath's high school football coach cultivated and how it enabled the younger man to embrace enduring values.Leaning Into Vulnerability: Why Heath has come to understand that being transparent, even where we feel weak or challenged, is integral to establishing real trust with teams.Getting Real: About Heath's bout with cancer and how that journey became an opportunity to shed the posturing, discard the corporate mask and lead with empathy.Tip of the Hat to Mom & Dad: What it looks like to develop a business based on advocacy, partnership and consultative advice and how Heath ultimately took the baton.If Not You, Who? How Heath came to a spiritual understanding that he had something to bring to his family business and clientele.Exponential Growth: About the organic way in which Heath (in spite of his fears) has worked with his team to build IOA and its unique corporate culture and values.It's the Setbacks! Heath explains why challenge and adversity are a growth opportunity. It's when we blow it or fall short that we're offered the chance to evolve and deepen.The Impediment to Action Advances Action: Why today's atmosphere of scarcity, anxiety and rapid technological change offers an invitation to turn suffering – and whatever stands in the way – into a path towards promise.Heath's Top Advice:Take stock and recognize that very likely the most challenging times are also the ones that prompt the most growth and spiritual development.Recognize the power in offering vulnerability as a meeting place and valuable intersection for bonding in every arena of life.Be brave. Drop the mask – then watch good things happen!Remember that profit and growth are an outgrowth of nurturing relationships.Closing Thoughts:Navigating the current crisis of disconnection and alienation in the workplace demands an attitude of empathy, service and heart. Do business the right way – by investing in your people – and the community will thrive and demonstrate great returns!When you cultivate gratitude through daily practice, you have it to share!Make the shift! Remember: It's not what you “gotta do,” it's what you get to do!  QUOTABLE“Heath has grown his company by investing in his people, doing business the good way, honoring faith, taking care of families and knowing your business is only as good as your people.” (Chris) “So much in people's lives we forget the importance of the impact we make on people … and there's nothing better than (changing lives). It's better than money or anything I can think of.” (Heath) “Gratitude just feels good to give, even if the recipient isn't here to receive it.” (Chris) “When I'm open with my weaknesses and challenges – when I'm authentic and vulnerable in that way – it opens (others) up to feel comfortable being more open with me. And then you can build a more cohesive relationship from there.” (Heath) “We all know there's no perfect. It's a fool's errand. It's a treadmill to nowhere. We're all flawed and we all have issues!” (Heath) “The greater you can empathize with what your teammates are actually going through, the greater your ability to actually work together to innovate and create outsized business results.” (Chris) “The transformational side of building deeper relationships and being open, of being connected with your team, is more growth, more profit and a happier, more cohesive team. And that's what I think any business leader should want!” (Heath) “It's very simple: Take off your mask. Number two: Invite your team to take off their masks. Number three: Invite your customers to take off their masks.” (Chris) “Having a mindset of being grateful changes the way you feel and how you show up. It changes the way you deal with and overcome difficulties. Take a few minutes to think not about what you want and don't have but the blessings in your life!” (Heath) LINKS/FURTHER RESOURCES:Click here to listen to episode 225, featuring Geoff McDonald's insights into Mental health and well-being.Learn more about “emotional regulation,” why it's important and strategies to help you get there at this link.Click here to find out about Kurt Vonnegut's “Man in the Hole” theory.More thoughts on gratitude from CEO Ron Carson on this episode of Gratitude Through Hard Times.Check out works by Marcus Aurlelius and the Stoics at this website.Listen to Jim Harter of the Gallup Poll correlate customer engagement with employee engagement on this episode of Gratitude Through Hard Times. ABOUT OUR GUEST:Heath has been in the insurance industry for over 20 years, and I currently serve as chairman of Insurance Office of America (IOA). He also holds the property and casualty general lines (2-20) and health and life (including variable annuity contracts, 2-15) insurance licenses. His experience with insurance includes personal, business, risk management, and countless other types of coverage. Since becoming a member of the team in 1996, Heath has worked with his peers and professional network to continue expanding and improving IOA — which is now one of the largest privately held insurance agencies in the country.He also plays an active role as president of the IOA Foundation and is proud to have been acknowledged as an industry leader. FOLLOW OUR GUEST:WEBSITE | LINKEDIN ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN| BOOKS

Gallup's latest State of the Global Workplace report finds that six in 10 people are emotionally detached at work and 18% are miserable. But there is also a growing minority of workers who want purpose and meaning from their work and want to be known for what makes them unique. These employees are engaged, or thriving at work, and Gallup has been studying these workers for decades. What is employee engagement, and why have we measured it? And what can leaders do to take charge of engagement within their ranks? Join host Kristen Lipton as we explore Gallup's decades of research on the world of work in the premiere episode of “Thriving: A Gallup Podcast on the State of the Global Workplace.” This week's guest is Dr. Jim Harter, Gallup's Chief Scientist for Workplace Management & Wellbeing.

In episode 25, we chat with Dr. Jim Harter about how developing the right habits in organisations can lead to increased productivity and better work environments. We go deep on what the latest research from Gallup is revealing about engaging and retaining employees. Jim is the Chief Workplace Scientist at Gallup and has been studying human behaviour in organisations for 37 years. Jim has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. His work has also appeared in many publications, including Harvard Business Review, The New York Times, and The Wall Street Journal, and in many prominent academic journals. He shared some invaluable insights on how to improve your work life and those of others.  We discuss: Why engagement is crucial to success  Research-supported principles for shaping work conditions and autonomy in hybrid work The unique position of managers to cultivate employee satisfaction How to revive mentoring in the workplace The five elements of wellbeing and why careers are critical to our wellbeing Don't miss this insightful conversation with Jim! His expertise, backed by research and science, is presented in super digestible and easy-to-understand manner.  And in let's take this offline, Annette Sloan and I break down the three biggest takeaways, plus provide some exciting news on new Better@Work content dropping soon – you don't want to miss it.    Get in touch: Cathal@betteratwork.com.au or https://betteratwork.com.au Get in touch on Instagram: @betteratwork_ Get in touch on LinkedIn: https://www.linkedin.com/in/cathal-quinlan/ Send us a question or leave us a voicemail: https://betteratwork.com.au/contact-us/   About Guest Dr Jim Harter is the chief workplace scientist of at Gallup's workplace management and wellbeing at Gallup. Jim is the primary researcher and author of the first large-scale, multi-organization study to investigate the relationship between work-unit employee engagement and business results, including profitability, productivity, turnover, customer engagement, safety and health. He is the author of Wall Street Journal bestsellers Culture Shock, released in 2023, and Wellbeing at Work, released in 2021. He is also the author of No. 1 Wall Street Journal and Washington Post bestseller It's the Manager, released in 2019. If you want to learn more about Dr. Harter and his work, visit gallop.com.  Plus, we talked about the Gallup Q12 survey in this episode, do check it out.See omnystudio.com/listener for privacy information.

How do you keep people from quitting? And what's with all the strikes in the news this summer? In this episode, we welcome guest host Joddie Walker, we discuss Inc. Magazine's article How Can You Be Sure Your Employees Won't Quit. We also analyze what is happening with all the strikes in the news and what that has to do with workplace culture. In this episode, we reference three books: Culture Shock by Jim Clifton and Jim Harter, Small Giants, by Bo Burlingham, and Satisfaction Guaranteed by Micheline Maynard. We also reference Gallup's article, How Important Is Time in the Office?, by Jim Harter. For more resources on leadership and workplace culture visit achievecentre.com

Dr. Jodi McGill (Assistant Dean of Research and Graduate Students at Iowa State University's College of Veterinary Medicine) joined us to discuss what we learned in our last grad faculty book club. We read the book "Wellbeing at Work" by Jim Clifton and Jim Harter, which is from Gallup and CliftonStrengths-based. The book focuses on 5 pillars of wellbeing, a topic we've been very interested in lately.Some takeaways from this episode:Faculty need to thrive themselves before they can help students thriveEncouraging grad students to be comfortable enough to share their strugglesEveryone is different, and there are aspects that support wellbeing that may look different between studentsHow important it is to model work/life balance and the value we as faculty place on wellbeingIf you are enjoying this podcast please leave a rating or review, and join us over on Twitter to let us know what topics you'd like to hear more about.You can also join the conversation on our LinkedIn group page The Graduate Mentoring Blueprint

Jim Harter, Chief Workplace Scientist at Gallup and the report's lead author, joined Newsline with Brigitte Quinn to discuss why workers are no longer "quietly quitting." He explained that many employees are feeling a disconnect from their employers — perhaps due to the increase in remote work.

 This week we learned from the Chief Workplace Scientist at Gallup, Jim Harter. Jim is also the co-author of the Wall Street Journal bestseller Wellbeing at Work and the No. 1 Wall Street Journal and Washington Post bestseller, It's the Manager. Now, he's written another book, Culture Shock, where he explores how organisations adapting to this culture shock will determine whether they thrive or even survive and whether U.S. and global productivity will go up or down. Jim has been studying human behaviour in organisations for 37 years and really gets a kick out of studying what happens inside them. His work at Gallup is to study what happens in the populace at large and to do massive polls of the world and workplaces around the world and understand what's going on in people's work and lives. Last year, Gallup did a daily survey throughout COVID, and fifteen thousand people take part in their quarterly survey, so they got some fantastic data. That's why we wanted to invite Jim to The Melting Pot to find out what that data said about working from home versus being fully remote, or hybrid.  In this episode, we learned how many days in the office drive engagement. Also, do higher levels of engagement translate into better financial performance? How do we make business more productive and outperform our competitors? We also dig into the data about working from home versus in the office, and we find out what are the five things that drive wellbeing as humans, how to structure one-to-one meetings, and how often they should be. And finally, what are the top five things that we should talk about with our teams every week to drive high levels of engagement. An absolutely fantastic conversation. Download and listen to learn more. On today's podcast: Culture ShockThe effect of COVID on engagementThe five elements of wellbeingFully remote, fully on-site and hybrid. What's best?The managers are key to driving engagement Follow Jim Harter: Jim Harter - GallupLinkedInCulture Shock2023 Gallup Exceptional Workplace Award Winners Book recommendations:Wellbeing at WorkIt's The ManagerMaslow on Management Enjoyed the show? Leave a Review 

Dr. Jim Harter, chief scientist for workplace management and wellbeing at Gallup, joins the podcast to discuss Culture Shock, the new book authored by Harter and Gallup Chairman Jim Clifton. Employees love their newfound freedom to work remotely -- and expect it from their workplaces. How organizations adapt to this culture shock will determine whether they thrive or even survive and whether U.S. and global productivity will go up or down.

JIM HARTER, Ph.D., is Chief Scientist, Workplace for Gallup. He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. The bestselling author of 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, Wellbeing at Work,and the No. 1 Wall Street Journal bestseller It's the Manager, Harter has also published articles in many prominent business and academic journals. His newest book is Culture Shock, a look at the workplace of today in the wake of the pandemic and the move to remote and hybrid environments. www.gallup.org   https://www.gallup.com/workplace/469790/culture-shock.aspx

In this podcast episode, we explore the lasting impact of the pandemic on work culture and customer relationships. Jeff's guest Jim Harter, is the Chief Scientist of Workplace Management and Wellbeing at the Gallup Corporation. Jim shares insights from his upcoming book "Culture Shock," offering solutions for a better world of work and life. Jeff and Jim discuss the common challenges organizations are facing coming out of the pandemic, including deteriorating customer relationships and declining employee engagement. Jim reveals the key habits of great managers and the five innate traits that predict managerial success. They dive into the importance of focusing on employee strengths rather than weaknesses, and how to build a diverse, strengths-based culture. Listen to discover how organizations can thrive in the post-pandemic era and create an engaged and productive workforce.

Say goodbye to the boring grind and hello to a career that brings out the best in you! Gallup's research has revealed the one thing that has the biggest impact on whether or not your work is fulfilling. Can you guess what it is? (You probably can from the title of this episode…) It's whether or not your strengths fit the role you're in. That's right, the key to unlocking fulfillment in your work lies in fitting your strengths to your career. In this episode, Scott discusses these findings with Dr. Jim Harter, the Chief Scientist of Workplace and Wellbeing at Gallup! What you'll learn  How organizations can create a thriving culture of engaged employees  The research and data-backed knowledge that supports the link between strengths and finding fulfilling work How to have more meaningful conversations with your leader (or your team if you are a leader!)   Have you had the chance to read our new book? “Happen To Your Career: An Unconventional Approach To Career Change and Meaningful Work” is the best place to find all of the most valuable HTYC advice, and it's now available in print, ebook, and on audiobook (hello, podcast listeners!) Visit happentoyourcareer.com/book for more information Want to chat with someone on the team about your situation? Schedule a conversation   Free Resources What career fits you? Join our free 8 Day Mini Course to figure it out!  Career Change Guide - Learn how high-performers discover their ideal career and find meaningful, well-paid work without starting over.   Related Episodes Discover Your Strengths to Find Your Ideal Career (Spotify / Apple Podcasts) Should I Quit My Job? How to Know It's Time (Spotify / Apple Podcasts)    

Get ready for fascinating and relevant insights on this episode of Gratitude Through Hard Times, featuring Jim Harter, PhD, Gallup's Chief Scientist of Workplace Management and Wellbeing. He's sharing with Host Chris Schembra all the eye-opening research and analysis behind his latest book (co-authored with Jim Clifton of the Clifton Strengths Assessment),"Culture Shock: An unstoppable force has changed how we work and live. Gallup's solution to the biggest leadership issue of our time." The key takeaway? Nothing cements employee performance, satisfaction and retention more effectively than regular, meaningful conversations – especially when they include recognition for work well done. It costs leaders very little and, data indicate, pays off over and over again in bottom-line results. Dr. Jim explains the research and analysis that the Gallup organization has undertaken to address the biggest leadership challenges of our time, including the stresses of remote work, the limited wellbeing associated with four-day work weeks and the critical role that empathy plays in engaging with and bringing out the best in our workplace cultures. Dr. Jim's new book is jam-packed with stats and evidence-backed solutions to align your company's purpose with employee satisfaction – which ultimately translates into that all-important customer success!Want to hear much more from Dr. Jim Harter? Pick up a copy of his latest collaboration, "Culture Shock," check out his bestselling book, "12:The Elements of Great Managing" or click here to check out "Wellbeing: The Five Essential Elements."If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link.Click here to hear more fascinating conversations with Fortune 500 CEOs, professional athletes and entertainers who have shared their human stories on Gratitude Through Hard Times. KEY TOPICS:If you could give credit or thanks to one person in your life that you don't give enough credit or thanks to – that you've never thought to thank – who would that be and why? Frank Schmidt, PhD, a research scientist and mentor who reshaped Dr. Jim's approach to people, research and the role of gratitude in the context of employee engagement.Culture Shock: Co-authored with Jim Clifton, this latest collaboration uses Gallup data and qualitative snapshots to unpack the post-Covid workforce and workplace future.Important Findings:For workers, overall stress has continued on an upward trajectory but remote work has offered welcome freedom (from things like commuting).For leaders, there's uncertainty about how to monitor remote worker productivity.Data suggest that there's plenty of room for businesses to thrive.A Great Reset: Why leaders who clearly define (and communicate) workplace culture, customer experience and organizational values are most likely to ride out recession. Customer Success: About the importance of employee satisfaction and loyalty when it comes to quality service delivery and long-term, bottom-line corporate results.Managing Strengths: Understanding employee styles, aspirations and experiences is a key component for engagement, retention, job and customer satisfaction.Manager to Employee to Customer: How the interplay among all three elements determines corporate success. Changing the Dialogue: How empathy can open up the conversations that managers need to be having with employees to overcome workplace disconnects.Meaningful Conversations: Gallup research indicates that recognition and gratitude are among the most powerful tools we have to cultivate workplace community and loyalty.Components of Meaningful Conversations:Recognize specific, recent work efforts.Understand what motivates good work.Know the context of the employee's particular work.Meet on an ongoing basis.Collaborate and coordinate remote compared with in-person hours.Wellbeing v. Engagement: Why stats indicate that the benefits of four-day work weeks are offset in many cases by the stress of compressed schedules and loss of autonomy.Blenders and Splitters: About the difference between people who prefer to compartmentalize work and family life and those who take a multi-task approach.Step. No. 1: Dr. Jim recommends managers adopt the coaching habit of one meaningful conversation every week grounded in empathy, understanding and accountability. QUOTABLE“A lot of people don't know their impact on you until you tell them.” (Dr. Jim) “Gratitude is an inherently pro-social trait that feels good to give, to receive and to observe. But we have to take the first step.” (Chris) “Gratitude is contagious and creates a positive upward smile. It's one of the most positive forces in the universe because it keeps on giving.” (Chris) “There's plenty of data to show that great managing can make workplaces more productive than they've ever been before. If we combine autonomy with great performance management, we can reach all-time highs.” (Dr. Jim) “To get the right customer experience, you've got to have the right employee experience.” (Dr. Jim) “Sometimes all you need to do to shorten the distance between employer and employee is just ask your team, ‘How do you like to be recognized? How do you like to receive gratitude?' How do you like your wins celebrated?' ” (Chris) “The reason managers are so important is that they're the only ones inside organizations who know the idiosyncrasies of each person and have the opportunity to get to know their situations – and that's never been more important than it is right now.” (Dr. Jim)  LINKS/FURTHER RESOURCES:Learn more about the Clifton Strengths Assessment.Jim's Harvard Business Review article, "What Great Managers Do to Engage Employees." ABOUT OUR GUEST:Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management and wellbeing practices. He is the coauthor of the No. 1 Wall Street Journal and Washington Post bestseller, "It's the Manager", released in 2019. His work has appeared in the Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and Time magazine in addition to many academic publications. FOLLOW OUR GUEST:WEBSITE | LINKEDIN ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN| BOOKS

Seemingly overnight, the COVID pandemic caused a massive societal transformation — a structural change in how and where people work and live. And while we may be hearing that CEOs is general still have dreams of having all of their employees back in the office five days a week as they once did, the truth […] The post Jim Harter: Gallup's Guidance On Leading In The Post-Pandemic Workplace appeared first on Mark C. Crowley.

A new book called Culture Shock explores how the pandemic affected the workplace and offers data-backed solutions to employers grappling with the new normal: Workers reluctant to come back to office full-time and employers desperate to fill those desks. Gallup's Jim Harter and Jim Clifton wrote the book and Harter joins us to discuss.A new Washington Post/ABC News poll shows Biden with a new low in support that lags behind both Donald Trump and Ron DeSantis. There has been a lot of coverage around this poll. People say it's an outlier, plain inaccurate, or that the journalists are incorrect about it. We break down the facts.Last but not least, we have a fun fact pitting Mother's Day and Father's Day against each other.

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On today's show, Jim Harter is a volunteer for FindAGrave.com and so far, he has captured at least 9,000 images. Also, Arkansas unemployment number dips, the Arkansas Department of Health reveals an infectious disease dashboard, the history of Bessie Moore and more.

El 85% de los trabajadores no están comprometidos con su trabajo. ¿Eres tú uno de ellos? ¿Estás listo para renunciar a tu jefe o a tu proyecto? ¿Te preguntas qué sucederá con tu trabajo cuando los robots y la inteligencia artificial lleguen a tu lugar de trabajo?Ese es el tema principal del programa de esta semana, donde aprenderás a evaluar tu trabajo actual y diseñar tu trabajo del futuro para que te sea satisfactorio y significativo.Notas de programaLas notas del programa están disponibles en https://kenso.es/episodio/248-redisenar-carreraÍndice del programa(00:52) Sorteamos sesiones de coaching(01:39) El 85% de los trabajadores no están comprometidos con su trabajo(03:30) Un futuro laboral incierto(10:26) Recomendación: recurso(12:27) Establece tu estado actual(18:41) No renuncies, rediseña(21:17) 1 | Reformula y reengancha(23:13) 2 | Remodela(24:16) 3 | Reubícate(25:51) 4 | Reinventa(27:47) Recomendación: herramienta(30:03) 1 | Expande tu zona de confort(33:02) 2 | Sé curioso(36:34) 3 | Prueba cosas(39:05) 4 | Replantea problemas(40:00) 5 | Acepta que es un proceso(41:25) 6 | Estar dispuesto a recibir un «no»(43:58) 7 | Pide ayuda(45:17) 8 | Cuenta tu historia(45:44) Resumen(48:56) Tu plan de ación(50:14) ¡Nos escuchamos muy pronto!Recursos mencionadosArtículo: Dismal Employee Engagement Is a Sign of Global Mismanagement de Jim HarterEpisodio 68: Conversando con una persona polímata con Antonio Garrigues WalkerLibro: Designing your new work life: How to thrive and change and find happiness—and a new freedom—at work de Bill Burnett y Dave EvansLibro: Design de vida: crea la vida que funciona para ti de Bill Burnett y Dave EvansServicio: Coaching de KENSOEpisodio 224: Cómo mejorar con Design ThinkingLa página web de KENSOEl canal de Telegram: Efectividad KENSONuestros cursos onlineSuscríbete al boletín electrónico de KENSOÚnete a KENSO CírculoKENSO Círculo es el club para personas centradas en mejorar su efectividad y vivir más felices.Un club a tu alcance porque a partir de 1€ al mes tendrás acceso prioritario a los episodios del podcast, podrás descargar un plan de acción para cada episodio, recibirás cada mes un episodio especial donde haremos una reseña sobre un libro de efectividad, disfrutarás de descuentos en los servicios de KENSO y de nuestra eterna gratitud por ayudarnos a mejorar.Esta semana queremos dar las gracias a Margarita Hernandez y Bárbara por su apoyo a nuestro proyecto.Más información & Inscripción Únete a KENSO Círculo en https://plus.acast.com/s/kenso. Hosted on Acast. See acast.com/privacy for more information.

Christina Maslach: The Burnout Challenge Christina Maslach is the pioneer of research on job burnout, producing the standard assessment tool called the Maslach Burnout Inventory, award-winning articles, and several books, beginning with Burnout: The Cost of Caring, in 1982. Her research achievements over the past five decades have led to multiple awards from the National Academy of Sciences, Western Psychological Association, Society for Personality and Social Psychology, and many others. Christina has received awards for her outstanding teaching, including USA Professor of the Year in 1997. She has been a Professor of Psychology at the University of California, Berkeley since 1971. Christina is now a core researcher at the Healthy Workplaces Center, at Berkeley, and the author along with Michael Leiter of The Burnout Challenge: Managing People's Relationships With Their Jobs*. In this conversation, Christina and I address the reality that burnout is often perceived as an issue with just the individual. We explore how leaders can begin to look at the larger picture: context, culture, and management, in order to address burnout more proactively. We discuss key mindsets that will help and a few tactics that almost every leader can use to get started. Key Points The canary in the coal mine is an indicator of a problem, not the source of it. Our tendency is to focus on the person (the figure) and to miss all the context and environment factors (the ground). Burnout is first and foremost a management issue. “Fixing” the person should not be the focus — instead, get curious about where there is a mismatch. Instead of focusing on what's wrong with the person, shift to what may be wrong in the relationship between the person and situation. Ensure you have a plan for communicated survey results. If you'd done surveys previously, share those results and also the actions the organization had taken before engaging in more surveys. Resources Mentioned The Burnout Challenge: Managing People's Relationships With Their Jobs* by Christina Maslach and Michael Leiter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) How to Reduce Burnout, with Jennifer Moss (episode 561) How to Compare Yourself to Others, with Mollie West Duffy (episode 582) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

“20% of employees in the workplace in the U.S. strongly agree that they trust the leadership of their organization. And that's the highest correlation with another really important item that we ask right now, whether employees feel that their organization cares about their overall well being. That's related to burnout, and it's a really important perception. Because if people do feel that you care about their well being, they're much more likely to stay,” explains Jim Harter, chief data scientist for workplace management and wellbeing at Gallup. Today he discusses the data behind quiet quitting and the Great Resignation and what managers and leaders can do to improve employee engagement. Jim shares that employee engagement has been tracked back to 2000 and the numbers have stayed relatively the same, but the difference is in the boldness of employees to be more vocal against their organizations and managers. COVID provided an opportunity for people to step back and reflect on their positions and see whether their values actually aligned with their duties and the values of the organization. This has led to a lot of people switching jobs, disengaging from their jobs in a form of ‘quiet quitting', or just fully resigning from their positions. According to the data, most Americans do not believe their leadership is trustworthy or cares about their wellbeing. Managers can greatly improve employee engagement and retention by building trust and changing how they approach management to focus on the needs of their people. More and more people are struggling with burnout and managers have a chance to offset this if they take action to provide necessary support, tools, and role clarity to their employees.  The COVID pandemic has shifted a lot in regard to the relationship between employers and employees. There is an overall decrease in engagement on a global scale that needs to be addressed by those in leadership positions. In order to combat disengagement and increase employee retention, managers must be willing to pivot and take new approaches with the members of their teams. In turn, these managers must themselves be managed in a way that provides them with the tools they need to meet their emboldened employees' expectations.  Quotes: “There's more of a boldness so that even though about half of people have been in that quiet quitting category historically, we've been tracking engagement back to 2000 and it's been around that percentage since then. But they're more vocal now, because I think the workplace has a new freedom and I think that had something to do with COVID. And I think that the Great Resignation also had something to do with COVID in that people had a chance to reflect, and sit back and think about what they really want out of their work, and to consider all the other options that are available.” (6:30-7:04 | Jim)  “I think organizations have to pivot in terms of how they think about management. We've always known it's important, but how we approach managing from a distance or in hybrid environments is really critical.” (8:07-8:23 | Jim) “Gen Z and young millennials, people under the age of 35, that particular group has moved more from engaged to actively disengaged. And so they're vocalizing it, they're looking for other opportunities, and they're much more willing to be looking for other jobs.” (8:48-9:05 | Jim) “How managers are managed themselves is a really important component of how things need to work going forward.” (10:45-10:51 | Jim)  “About one in five people, 20% of employees in the workplace in the U.S. strongly agree that they trust the leadership of their organization. And that's the highest correlation with another really important item that we ask right now, whether employees feel that their organization cares about their overall well being. That's related to burnout, and it's a really important perception. Because if people do feel that you care about their well being, they're much more likely to stay.” (13:45-14:17 | Jim) “People want to come to work and have a purpose, and they want to come to work and have a role that they're responsible for and clear expectations, they need to have the materials, equipment they need to do their work. They need to have a chance to do what they do best every day. These are basic expectations. If they do something, well, you better recognize them for it, they want credit for it. And there, they should also be someone who gives recognition to others as well. But so it starts with some of the foundational elements of engagement, really, that's where trust begins to be built. If you fail on those, you're gonna have a really tough time building any kind of trust at all.” (17:34-18:10 | Jim)  “I think it's really important that leaders provide managers with the right tools and resources to have the conversations with people to make this new autonomy that people have now kind of a rational autonomy so that it's not just about me, it's also about my co-workers. And it's also about our customers.” (23:59-24:20 | Jim) “One area that I'd really encourage organizations to ask their employees about, if you're surveying your employees on a regular basis, ask them whether they feel they're treated with respect.” (29:06-29:17 | Jim) Links: Mentioned in this episode: Learn more about Mike Horne on Linkedin Email Mike at mike@mike-horne.com Find more about Leading People and Culture with Authenticity   Learn more about Jim Harter: Website: gallup.com LinkedIn: https://www.linkedin.com/in/jkharter/   Podcast production and show notes provided by HiveCast.fm

Jon Clifton: Blind Spot Jon Clifton is the CEO of Gallup. His mission is to help 7 billion citizens be heard on their most pressing work and life issues through the Gallup World Poll, a 100-year initiative spanning over 150 countries. He is a nonresident senior fellow at Baylor University's Institute for Studies of Religion and serves on the boards of directors for Gallup and Young Professionals in Foreign Policy. Jon has been interviewed on BBC News, Axios, C-SPAN's “Washington Journal,” and Al-Jazeera, and he has testified in front of the U.S. Congress on the state of American small business and entrepreneurship. He is a frequent contributor on Gallup.com and has written for The Hill, The Diplomatic Courier, and The Global Action Report. He is the author of Blind Spot: The Global Rise of Unhappiness and How Leaders Missed It. In this conversation, Jon and I discuss why many objective numbers like GDP appear positive and yet don't correlate to wellbeing and happiness. We examine how to think about more subjective measures and ways for leaders and organization to gain insight. Plus, we dialogue about what managers can do to help make genuine connections in the workplace. Key Points While objective trends worldwide such as GDP and the Human Development Index have been positive for decades, people are angrier, sadder, and more worried than ever. There's a key distinction between how someone sees their life and how someone lives their life. Money does not buy happiness, but it is hard to be happy without it. Frequent conversations, listening, and framing work around strengths are key actions managers can take to address unhappiness with employees. Examples of questions/survey topics to ask of customers to gain insight into emotional attachment: Company always delivers on what they promise. I feel proud to be a Company customer. Company is the perfect company for people like me. Examples of questions/survey topics to ask of suppliers to to gain insight into emotional attachment: Company always treats me with respect. Company is easy to do business with. Company always does what they say they will do. Resources Mentioned Blind Spot: The Global Rise of Unhappiness and How Leaders Missed It* by Jon Clifton CliftonStrengths (formerly StrengthsFinder) assessment Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) How Teams Use StrengthsFinder Results, with Lisa Cummings (episode 293) How to Help People Thrive, with Jim Harter (episode 532) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

According to Gallup, a global analytics and advice firm, only 21% of employees worldwide and 32% in the U.S. fall in the "engaged" category. We're joined by Dr. Jim Harter, Chief Scientist of Workplace Management and Wellbeing at Gallup. Jim is the primary researcher and author of the study, listen in to see what we found out about employee engagement in manufacturing.

“We don't need to be as busy as we need to be” – Anese Cavanaugh makes a great point in this episode to be conscious of where we spend our time and energy. Anese is the CEO of Active Choices, Inc., and author of several highly impactful books, which we explore more about on the show. Anese is also the creator of the IEP Method® (Intentional Energetic Presence®) and the Positive Energy Workplace™ Initiative, a strategist and advisor to leaders and organizations around the world and a keynote speaker. Today we dive into the importance of self-leadership, the power of not being busy for the sake of it, going slow to go fast, and the IEP Method®. We also visit some of the amazing work Anese and her team are doing with leaders – and how they help them make transformations that build a better culture that produces much better results.  Links: https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996 (‘Good To Great' by Jim Collins) https://www.amazon.com/Contagious-Culture-Intentionally-Organization-Thrives/dp/1259584577 (‘Contagious Culture' by Anese Cavanaugh) https://www.amazon.com/Leader-You-Will-Be-Invitation/dp/0692140549 (‘The Leader You Will Be' by Anese Cavanaugh) https://hospitality-mavericks.captivate.fm/episode/114 (#114 Ari Weinzweig, Co-Founder of Zingerman's, on Self-Leadership) https://www.amazon.com/-/es/Jim-Clifton-ebook/dp/B07RDMLJR7 (‘It's the Manager' by Jim Clifton and Jim Harter) https://www.amazon.com/-/es/Johann-Hari/dp/0593138511 (‘Stolen Focus' by John Hari) https://hospitality-mavericks.captivate.fm/episode/146 (#146 Samantha Clarke, CEO and Author of ‘Love It Or Leave It', on the New Way of Leading) https://www.instagram.com/anesecavanaugh/?hl=es (Anese Cavanaugh's Instagram) https://activechoices.com/ (Active Choices) https://blog.anesecavanaugh.com/subscribe (IEP.io) Connect with the podcast: https://colossal-designer-2784.ck.page/40ada1483a (Join the Hospitality Mavericks newsletter): https://rb.gy/5rqyeq (https://rb.gy/5rqyeq)   A big thank you to our sponsor Bizimply who are helping progressive leaders and operators making every shift run like clockwork. Head to our website at https://www.bizimply.com/?utm_source=partner&utm_medium=referral&utm_campaign=mavericks (www.bizimply.com) or email them directly at advice@bizimply.com. This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy Chartable - https://chartable.com/privacy

Bonni Stachowiak: Teaching in Higher Ed Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Lucus asked us for advice on his reading habits as he makes the transition to CEO. Elizabeth wondered the best way to address issues where experienced employees appear resentful about her giving them direction. Beth sent us a question about drawing the line between being a friend and a manager. Resources Mentioned 13 Crucial Books That Every Leader Should Know Drive* by Daniel Pink Readwise Day One Seven Principles for Leading People Older Than You, with Bonni Stachowiak (episode 59) How to Manage Former Peers, with Tom Henschel (episode 257) Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Related Episodes Three Steps to Soliciting Feedback, with Tom Henschel (episode 107) How to Make Deep Work Happen, with Cal Newport (episode 233) Tie Leadership Development to Business Results, with Mark Allen (episode 435) How to Help People Thrive, with Jim Harter (episode 532) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Burnout is a real problem across the globe. In fact, the World Health Organization identified burnout as a workplace phenomenon in 2019. Jennifer Moss joins Kevin to discuss the why of burnout (it's not just workload) and ways to prevent it. This episode was recorded during Virtual LeaderCon 2021. Key Points Jennifer shares why burnout is a problem. The 6 major causes of burnout and what each means. Workload Lack of agency Lack of community Lack of fairness Values and skills mismatch Lack of recognition and rewards Meet Jennifer Name: Jennifer Moss Her Story: Author of The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It. Jennifer is a nationally syndicated radio columnist, reporting on topics related to happiness and workplace well-being. Worth Mentioning: Jennifer sits on the Global Happiness Council – a small group of leading scientists and economists that support the UN's sustainable goals related to global well-being and the Annual Global Happiness Policy Report. She is also a freelance writer whose articles have appeared in HuffPost, Forbes, the Society of Human Resource Management (SHRM), Fortune, and Harvard Business Review. Her book, Unlocking Happiness at Work, received the distinguished UK Business Book of the Year Award. To acknowledge her contributions to business and public service, Moss was named a Canadian Innovator of the Year, an International Female Entrepreneur of the Year, and recipient of the Public Service Award from the Office of President Obama. https://www.jennifer-moss.com/ https://www.amazon.com/Burnout-Epidemic-Rise-Chronic-Stress/dp/1647820367/ref=sr_1_1?dchild=1&qid=1625669192&refinements=p_27%3AJennifer%20Moss&s=books&sr=1-1 https://twitter.com/jennifermossinc https://www.facebook.com/JenniferMossInc https://www.instagram.com/jennifermossinc/ This episode is brought to you by… The Daily Email, daily inspiration for leaders sent Monday-Friday every week. Kevin writes a short message to inform, inspire, engage, and focus you on becoming the best you and the best leader you can be. Book Recommendations The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It by Jennifer Moss A Little Life by Hanya Yanagihara Related Podcast Episodes Leadership Resilience with Ama Marston. Wellbeing at Work with Jim Harter. Beating Burnout at Work with Paula Davis.

This week, we're talking about The Four-Day Work Week. Co-host, Britton Rice returns to join Chas Quirk. SOURCES: "The Impact of Working a 4-Day Week" (Amy Fontinelle, Investopedia, 10/11/2021), Wikipedia, "The Pros and Cons of a 4 Day Working Week" (Cahange Recruitment Group), "These companies have a 4-day workweek. Here's what they've learned" (Michelle Fox, CNBC, 10/22/2021), "Opinion: Should the U.S. Adopt a 4-Day Workweek?" (Lindsay Lyon, US News, 10/19/2021), "Workers are crying out for a four-day week. It's time for their bosses to pay attention." (By Alison Morrow CNN, 11/17/21), "Goodhire: The Meaning of Work in 2021 — A Generational Divide" (Sara Korolevich, Good Hire, 11/09/2021), "U.S. Employee Engagement Reverts Back to Pre-COVID-19 Levels." (Jim Harter, Gallup, 10/16/2020), "The 40-hour workweek isn't working. Reducing it could help with productivity." (Ruth Tam, NPR, 10/2021), "4-Day Workweek Boosted Workers' Productivity By 40%, Microsoft Japan" (Bill Chappell, NPR, 11/2019). RESOURCES: "The 4 Day Week: How the Flexible Work Revolution Can Increase Productivity, Profitability and Well-being and Help Create a Sustainable Future" (Andrew Barnes), "Shorter: Work Better, Smarter, and Less—Here's How" (Alex Soojung-Kim Pang). "Deep Work: Rules for Focused Success in a Distracted World" (Cal Newport). MUSIC: "Working for the Weekend" (Loverboy), "Lofi Loner Night Chill Jam Track in A Minor" (Chusss Music). ©2021 Charlie Quirk, Britton Rice.

How many hours do you work each week? How do you feel Friday afternoon? Who decided the norm was a 40-hour work week? Joe Sanok joins Kevin to discuss how we could work less hours and be more productive and more creative. Key Points Joe shares the origins of the 9-5 workday and why this plays into the “great resignation” we are seeing. The definition of an industrialist mentality and why we need to think about an evolutionary model. As we move toward post pandemic, we have the opportunity to make a case for the 4-day work week. Tips to start the 4-day conversation in your organization. Meet Joe Name: Joe Sanok His Story: Author of Thursday is the New Friday: How to work fewer hours, make more money, and spend time doing what you want. He is a keynote and TEDx speaker, business consultant, and podcaster. Worth Mentioning: Joe has the #1 podcast for counselors, The Practice of the Practice Podcast. Joe is also writer for PsychCentral, has been featured on the Huffington Post, Forbes, GOOD Magazine, Reader's Digest, Entrepreneur on Fire, Smart Passive Income Podcast, and Yahoo News. He is the author of five books and has been named the Therapist Resource top podcast, consultant, and blogger. www.joesanok.com http://thursdayisthenewfriday.com/ https://www.practiceofthepractice.com/ LinkedIn: https://www.linkedin.com/in/joseph-sanok-8b140023/ Twitter: https://twitter.com/joesanok Instagram: https://www.instagram.com/practiceofthepractice/ Facebook: https://www.facebook.com/PracticeOfThePractice This episode is brought to you by… Future of Work Newsletter, a free weekly e-newsletter. It's full of articles and resources to help you, your team and your organization be more successful in the ever-changing remote work environment. Quote Say you're the CEO and you're talking to your C suite. To be able to have conversations with the CFO and say what do you hate about your job. If you can't have that level of intimacy and discussion with your leadership, you're not a good leader. (Tweet This) Book Recommendations Thursday is the New Friday: How to Work Fewer Hours, Make More Money, and Spend Time Doing What You Want by Joe Sanok The Untethered Soul: The Journey Beyond Yourself by Michael Singer Related Podcast Episodes Leadership Productivity Principles with Maura Thomas. Leadership Whitespace with Juliet Funt. Wellbeing at Work with Jim Harter. Beating Burnout at Work with Paula Davis.

A four-day work-week structure has been a topic of renewed debate, and some organizations are reconsidering it. But is this the best way to keep and better manage their best talent? What pros and cons of implementing a four-day week should employers be aware of? Dr. Jim Harter, chief scientist for workplace management & wellbeing at Gallup and coauthor of Wellbeing at Work, joins the podcast to discuss what he has found in his research.

A four-day work-week structure has been a topic of renewed debate, and some organizations are reconsidering it. But is this the best way to keep and better manage their best talent? What pros and cons of implementing a four-day week should employers be aware of? Dr. Jim Harter, chief scientist for workplace management & wellbeing at Gallup and coauthor of Wellbeing at Work, joins the podcast to discuss what he has found in his research.

A four-day work-week structure has been a topic of renewed debate, and some organizations are reconsidering it. But is this the best way to keep and better manage their best talent? What pros and cons of implementing a four-day week should employers be aware of? Dr. Jim Harter, chief scientist for workplace management & wellbeing at Gallup and coauthor of Wellbeing at Work, joins the podcast to discuss what he has found in his research.

Are you exhausted? Maybe you are feeling a bit cynical? These can be signs of burnout. Paula Davis defines burnout as the manifestation over time of chronic workplace stress. Paula is the author of BEATING BURNOUT AT WORK: Why Teams Hold the Secret to Well-Being and Resilience. She tells Kevin that pre-pandemic, we were suffering high levels of burnout and, it has only accelerated during the pandemic. Although we typically associate burnout at the individual level, Davis suggests that this is an organizational issue. Leaders first need to recognize their role in causing or preventing burnout. You can influence change at the team level, where leaders can do small things that create a culture of well-being. In this episode, Paula: Differentiates burnout vs. stress. Shares why team are the secret. Talks about how to diagnose burnout. This episode is brought to you by… Unleashing Your Remarkable Potential, Kevin's free weekly e-newsletter. It's full of articles and resources to help you become a more confident and successful leader. Additional Leadership Resources Book Recommendations: Beating Burnout at Work: Why Teams Hold the Secret to Well-Being and Resilience by Paula Davis A World Without Email: Reimagining Work in an Age of Communication Overload by Cal Newport Connect with Paula Davis: Book Website | Twitter | LinkedIn | Instagram Related Podcast Episodes: Leadership Resilience with Ama Marston. The Hot Sauce Principle with Brandon Smith. Wellbeing at Work with Jim Harter. Follow the Podcast Don't miss an episode! Follow this podcast through the options below. Apple Podcasts Stitcher TuneIn Soundcloud RSS Or your favorite podcast app. Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Join Our Facebook Group Join our Facebook community to network with like-minded leaders, ask us questions, suggest guests and more. We welcome your wealth of experience and hope you will join us in sharing it with others on their leadership journey. You can join the group here: facebook.com/groups/RemarkableLeadershipPodcast/

Help. One syllable, four letters, and hard to ask. Chester Elton suggests asking for help doesn't mean you have given up. It's just the opposite. Chester is the co-author of the New York Times and #1 USA Today and Wall Street Journal bestselling leadership books, All In, The Carrot Principle, and The Best Team Wins. His latest book, with Adrian Gostick, is Anxiety at Work: 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done. He joins Kevin to talk about the #1 issue in the workplace, anxiety. Over the past few years, more people are reporting anxiety at work and leaving jobs for mental health reasons. Chester explains there is a generational difference in dealing with anxiety, and younger generations are more comfortable discussing this. Chester shares strategies for leaders at any level to help normalize the conversation and build trust with your team. In this episode, Chester talks about Anxiety levels. The pandemic's effect on leaders. Being an ally at work. The responsibility of a leader in mental health. This episode is brought to you by… From Manager to Remarkable Leader, Kevin's Flagship workshop based on his proven leadership model. Additional Leadership Resources Book Recommendations: Anxiety at Work: 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done by Adrian Gostick, Chester Elton The Heart of Business: Leadership Principles for the Next Era of Capitalism by Hubert Joly Digital Body Language: How to Build Trust and Connection, No Matter the Distance by Erica Dhawan The Boy, the Mole, the Fox and the Horse by Charlie Mackesy Connect with Chester Elton: The Culture Works | Chester Elton's Website | Adrian Gostick's Website | Chester Elton's Facebook | Chester Elton's Twitter | Adrian Gostick's Facebook | Adrian Gostick's Twitter Related Podcast Episodes: Love Your Imposter with Rita Clifton/a>. Being Present and Staying Grounded with Scott O'Neil. Wellbeing at Work with Jim Harter. Follow the Podcast Don't miss an episode! Follow this podcast through the options below. Apple Podcasts Stitcher TuneIn Soundcloud RSS Or your favorite podcast app. Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Join Our Facebook Group Join our Facebook community to network with like-minded leaders, ask us questions, suggest guests and more. We welcome your wealth of experience and hope you will join us in sharing it with others on their leadership journey. You can join the group here: facebook.com/groups/RemarkableLeadershipPodcast/

Wellbeing. It's important for you personally, and with only 20% of the workforce engaged, it is important for your team. Jim Harter is Ph.D. is Chief Scientist for Gallup's workplace management and wellbeing practices. He is also the co-author, with Jim Clifton, of Wellbeing at Work: How to Build Resilient and Thriving Teams. He joins Kevin to discuss the 5 essential elements of wellbeing (career, social, financial, physical, and community). Trust may start at the top but happens at the local level. As a leader, you have the most influence on your team. You can have conversations about work/life integration and help improve overall wellbeing, leading to successful teams. In this episode, Jim shares: The 5 elements of wellbeing and importance for leaders. Risks to wellbeing. This episode is brought to you by… 13 Days to Remarkable Leadership, a free leadership video series based on Kevin's book, Remarkable Leadership. Additional Leadership Resources Book Recommendations: Wellbeing at Work by Jim Clifton and Jim Harter Noise: A Flaw in Human Judgment by Daniel Kahneman, Olivier Sibony, Cass R. Sunstein Sapiens: A Brief History of Humankind by Yuval Noah Harari Connect with Jim Harter: Website | LinkedIn | Twitter | Facebook Related Podcast Episodes: The Art of Community with Charles Vogl. Finding and Leading the Talent You Need with Micah Rowland. Becoming the Leader Your Team is Waiting For with Jonathan Raymond. Follow the Podcast Don't miss an episode! Follow this podcast through the options below. Apple Podcasts Stitcher TuneIn Soundcloud RSS Or your favorite podcast app. Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Join Our Facebook Group Join our Facebook community to network with like-minded leaders, ask us questions, suggest guests and more. We welcome your wealth of experience and hope you will join us in sharing it with others on their leadership journey. You can join the group here: facebook.com/groups/RemarkableLeadershipPodcast/

What is the difference between employee engagement and satisfaction with one's job? And how did the COVID-19 pandemic affect Gallup's global engagement trend? Dr. Jim Harter, Gallup's Chief Scientist on Workplace and Wellbeing and coauthor of Wellbeing at Work, joins the podcast to unpack findings from the State of the Global Workplace: 2021 Report.

Dr. Jim Harter shares the key practices that improve wellbeing at work. — YOU'LL LEARN — 1) The five key ingredients to a thriving work life 2) Top tips for developing each area of wellbeing 3) What most organizations get wrong about wellbeing Subscribe or visit AwesomeAtYourJob.com/ep673 for clickable versions of the links below. — ABOUT JIM — Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management and wellbeing practices. He is coauthor of the No. 1 Wall Street Journal and Washington Post bestseller, It's the Manager. He is also the coauthor of the New York Times bestseller 12: The Elements of Great Managing.Dr. Harter's book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup's updated edition of this groundbreaking bestseller.Dr. Harter is the primary researcher and author of the first large-scale, multi-organization study to investigate the relationships between work-unit employee engagement and business results. His work has appeared in many publications, including Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and Time Magazine, and in academic articles and book chapters.Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the University of Nebraska-Lincoln (UNL).• Jim's book: Wellbeing at Work, with Jim Clifton • Jim's LinkedIn: Jim Harter — RESOURCES MENTIONED IN THE SHOW — • Book: Thinking, Fast and Slow by Daniel Kahneman • Tool: CliftonStrengths — THANK YOU SPONSORS! — • RISE. Improve your sleep and energy with the RISE app at risescience.com/awesome • Storyworth. Give Dad a super meaningful Father's Day gift this year at StoryWorth.com/awesome. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this podcast, Jim Harter discussed one of Gallup's most extended run studies to understand the traits of manager. He sheds light on the qualities of a manager and what all tools and resources they need to succeed. Jim discussed his latest book, “Its the Manager” and how the book is a compilation of some common traits of winning manager. Jim also discussed his journey of leading a sizeable data-centric organization and what all it takes to create a research when you are inundated with data. This is an excellent podcast for data-centric leaders trying to understand the future of data. Timeline: 1:36 Jim's background. 4:28 What does Gallup do? 6:57 Designing a research report. 10:07 Perspective on evolution of companies. 14:12 Views on gig workers. 16:53 On the book “It's the manager”. 19:50 Research behind “It's the manager”. 22:23 Researching managers. 27:17 Managerial traits that can be easily worked on. 30:11 Definition of a hallmark company. 34:00 Surprises while researching “It's the manager”. 37:44 Ideal reader for “It's the manager”. 39:21 Thought behind designing “It's the manager”. 41:24 Limiting the charts from the book. 43:36 Sequal for “It's the manager”. 45:00 Jim's success mantra. 47:30 Keeping away from bias. 50:20 Future of research organizations. 54:25 Jim's favorite reads. 57:42 Closing remarks. Jim's Book: The Manager https://amzn.to/2ST3Xbe Jim's Recommended Read: Abram Maslow https://amzn.to/2wu8ERl, Thinking Fast and Slow https://amzn.to/2VdPAkP Peter Drucker https://amzn.to/39LZ3nj Happiness Hypothesis https://amzn.to/2V2Csig Podcast Link: iTunes:https://podcasts.apple.com/us/podcast/jim-harter-gallup-on-defining-winning-traits-manager/id1207582205?i=1000465980445 Jim's BIO: Jim Harter, Ph.D., is Chief Scientist, Workplace for Gallup and co-author of It's the Manager (Gallup Press; May 7, 2019). He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. The bestselling author of 12: The Elements of Great Managing and Wellbeing: The Five Essential Elements, Harter, has also published articles in many prominent business and academic journals. About #Podcast: Work 2.0 Podcast is created to spark the conversation around the future of work, worker, and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: Work 2.0 Podcast, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace,

Dr. Louise Lambert is joined by Gallup Chief Scientist of Workplace Wellbeing, Dr. Jim Harter, and Dr. Paola Ochoa, Research Director at the ESPAE Graduate School of Management. In the is episode, listen to how our wellbeing at work has transformed throughout the pandemic.

Our bonus episodes, coined 'Lightwork' provide a short reflection on our last episode. In Lightwork we share our 'lightbulb' moments and some of the tools and resources that we have used or are currently using on our journey to healing. This weeks tools are the following: Well-Being: The Five Essential Elements by Tom Rath and Jim Harter, PH.D. New York Times bestseller Wellbeing: The Five Essential Elements provides you with a holistic view of what contributes to your wellbeing over a lifetime. Written in a conversational style by bestselling authors Tom Rath and Jim Harter, Ph.D., this book is filled with fascinating research and innovative ideas for boosting your wellbeing in each of these five areas. As a complement to the book, you'll have the opportunity to use Gallup's online Wellbeing Finder to track and improve your wellbeing. https://www.gallup.com/press/176624/wellbeing-five-essential-elements.aspx Care Package: A Path to Deep Healing by Sylvester McNutt III With his bestselling collection Lust For Life, Sylvester McNutt III inspired thousands of readers to walk in their purpose, to manifest abundance, and to keep loving. In Care Package, Sylvester digs deep to uncover pain, moments of fear and relates to the reader's struggles through powerful stories. In Care Package, Sylvester has tackled life's biggest hurdles: shame, guilt, letting go, codependency, lack or purpose, people pleasing, setting boundaries, and negative self-talk. Sylvester guides the reader down the path of healing, the scary journey that is tough to do alone, but with Care Package, the reader is never alone. Sylvester's mission with Care Package is to inspire the reader to heal, to release, to vibrate higher, and to practice self-care every single day. https://www.goodreads.com/book/show/40164186-care-package As always, we thank you for tuning in and remember...FInd ya light, Be a light and Shine ya light!

Jenn Farrer is VP of Coaching at Rewire Inc., a certified executive coach and an award-winning researcher in the field of communication, collaboration and influence. Jenn specializes in matching growth-minded companies and professionals with the right coaches and facilitators to drive authentic, sustainable change in order to achieve their goals.After surviving a brain hemorrhage while on a business trip, Jenn was inspired to help other business leaders become a more positive force in their own lives and in their companies, families and communities.She is a certified coach through the NeuroLeadership Institute and International Coach Federation.In this episode Jason and Jenn discuss:How to focus on what mattersHow business leaders must be a positive force in their own lives as well as the lives of their teams and those around themImproving your relationship with your work impacts your overall happinessStrategy of ServiceKey Takeaways: A Gallup Poll finds that a person's relationship with their work is the number one way to evaluate their quality of life and happiness. What you can do with this informationStrategy of Service explained - strip out all the noise and just serve and help people Reconnect with your purpose. By improving your mindset you improve your ability to bring success to your life. If you focus on helping and serving, the results and success will just happen Book mentioned:  Well Being: The Five Essential Elements by Tom Rath and Jim Harter.Check out our webinar Mentally and Emotionally Strong: Strategies to reduce stress even in seasons of upheaval Connect with Jenn Farrer:Instagram: @jennfarrerWebsite: rewireinc.comEmail: jenn@rewireinc.comLinkedIn: Jenn FarrerAchilles International WebsiteTCS New York City Marathon Connect with Steve and Jason:LinkedIn: Jason or SteveWebsite: Rewire, Inc.: Transformed Thinking Email: grow@rewireinc.com Show notes by Podcastologist: Kristen BraunAudio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.