Podcasts about leapsome

Topline is excited to introduce our newest segment – Topline Spotlight. In this series, our hosts sit down with top B2B tech leaders to explore the biggest challenges they've faced and how they conquered them.   This week Sam, AJ, and Asad are joined by Jenny Podewils, Co-CEO and Co-Founder of Leapsome, to discuss the real-world challenges Leapsome faces in the ever-evolving HR tech scene. Jenny shares her journey, highlighting how AI is a game-changer for team performance and HR efficiency. She talks about Leapsome's bold move into the Human Resource Information System market and what it's like to steer a global company. Jenny's candid insights offer practical takeaways on using AI to transform business operations and why automation is crucial for managing a modern workforce.   Want more from Topline?   Subscribe to Topline Newsletter written and edited by Asad Zaman.   Join the free public Topline Slack channel to engage with hosts, guests, and other listeners. Listen to The Revenue Leadership Podcast with Kyle Norton every Wednesday.  

Mit der auf globalem Parkett erfolgreichen Unternehmerin Jenny von Podewils, Co-CEO des Scale-ups Leapsome, sprechen Olli & Martin heute mal eine ganz andere Perspektive & Kompetenz. Für Ihre expandierende Erfolgsstory zeichnete sie der Startup-Verband letztes Jahr als “Gründerin des Jahres” aus. Die Personalentwicklungs-Plattform Leapsome skaliert sie global und unterstützt damit digital tausende Unternehmen – darunter Spotify, Trivago, Mawave, Porsche, oder Mercedes-Benz. Hier teilt sie mit uns – und Euch – handfeste Best Practices zum Mitarbeiter-Enablement im hochagilen und fordernden Umfeld digitalisierender Industrien und Unternehmen. Wir sprachen unter anderem darüber,weshalb ein Warum als gemeinsame Richtung unersetzlich ist,wie Kindness + Niceness im Management zu ganz anderen Ergebnissen führen,und die Frage: Sind wir strategisch genug?Link zum Artikel "A Survival Guide for Leaders" (Ronald Heifetz, Marty Linsky; Harvard Business Review)Mit freundlicher Unterstützung von PAYBACKLinkedIn:→ Jenny→ Olli→ Martin Hosted on Acast. See acast.com/privacy for more information.

Jenny Podewils, Co-Founderin und -CEO von Leapsome, ist in dieser SAATKORN Podcast Episode zu Gast.

In this latest episode of the Personalization Outbreak Podcast, we talk with Jenny Podewils, co-CEO of Leapsome, about why nearly half of employees today are considering leaving their jobs due to a lack of growth opportunities.Jenny shares valuable insights on how companies can move beyond traditional career paths and start offering personalized growth opportunities. We explore why personalized learning and role crafting are crucial for employee retention and how leaders can foster environments that support continuous development.Ready to rethink how you approach employee growth and retention? Watch now and start transforming your team's potential!----------------------------------------------------------------------------------------------------JOIN THE MOVEMENT:GLLG Company Website: https://www.glennllopis.com/Age Of Personalization Website: https://ageofpersonalization.com/Contact Us: https://www.glennllopis.com/contact-us/Email Us: sandy@glennllopisgroup.comFOLLOW GLENN LLOPIS:LinkedIn: https://bit.ly/3tnBmP9Instagram: https://bit.ly/3fcziRVFacebook: https://bit.ly/33sCg1KTwitter: https://bit.ly/3HVT14B

Jenny Podewils, Mitgründerin und CEO von Leapsome, gibt Einblicke in die Erfolgsgeschichte des Berliner HR-Tech-Startups. Gebootstappt gestartet ist Leapsome auf über 10 Millionen Euro Jahresumsatz gewachsen, um anschließend mithilfe einer 60 Mio EUR Finanzierungsrunde die US Expansion voranzutreiben. Heutzutage befindet sich das ScaleUp auf dem Weg, um auf die 100 Millionen Euro Jahresumsatz hinzuarbeiten.Im Podcast spricht Jenny über die größten Unterschiede im Recruiting von Junior vs. Senior Talenten, sowie die Erfahrungen aus der ersten Zeit nach der US Expansion.Jenny spricht darüber, warum es für Leapsome von Vorteil war, gebootstrapped gestartet zu sein. Ebenfalls spricht sie über die Unterschiede beim Hiring und Leadership von junioren und senioren Mitarbeiter sowie die strategischen Gedanken und Learnings bei der Expansion in die USA.Was du lernst:Warum Bootstrapping dabei helfen kann, schneller einen Product-Market-Fit zu erreichenWelche Unterschiede beim Hiring und Leadership von junioren vs. senioren Mitarbeitern bestehenWie ich als Deutsches Tech-Startup über eine US-Expansion nachdenken sollteWorauf es beim Performance Management von Mitarbeitern ankommtALLES ZU UNICORN BAKERY:https://zez.am/unicornbakery Jenny Podewils:LinkedIn: https://www.linkedin.com/in/jennypodewils/ Leapsome: https://www.leapsome.com/ Angesprochene Links der Folge:Leapsome Meetings (Free): https://drp.li/nGzPF LinkedIn Post von CoFounder Kajetan von Armansperg: https://drp.li/E7SI2 ARRtist on Air (März 2023): https://drp.li/l45bw Unicorn Bakery Whatsapp Broadcast:Hier erfährst du alles, was du als Gründer wissen musst: https://drp.li/jrq5S Unser WhatsApp Broadcast hält dich mit Einblicken in die Szene, News und Top-Inhalten auf dem Laufenden.Marker:(00:00:00) Wo steht Leapsome heute?(00:04:15) Leapsome's Start als Startup ohne Investoren(00:09:59) Fundraising als profitable Wachstumsfirma(00:16:18) Erfahrungswerte zu SaaS Pricing für ein multimodales Produkt(00:19:13) Demand Generation für SaaS(00:22:16) Umzug in die USA, Markt & Herausforderungen vor Ort(00:29:01) Marktstrategie: Deutschland und USA(00:33:10) Stolpersteine & Hürden(00:35:27) Pros & Cons Hiring Berufsanfänger vs. Seniorige Talente(00:42:50) SaaS-Rezession 2023(00:48:43) Effizientes Wachstum vs. Change of Momentum(00:54:36) Wo Leapsome hin will Hosted on Acast. See acast.com/privacy for more information.

Sancar Sahin is the founder of Oliva, which is a healthtech platform offering specialist, on-demand mental health and wellbeing support to employees. The Company raised €13 million from notable investors such as Molten Ventures and was joined by existing investors Stride VC and new backers Alumni Ventures. Angels including Kieran Flanagan, CMO at Zapier, also participated.The raise follows a year where Oliva doubled the size of its team, increased its network of therapists from 50 to over 250, and grew revenues by over 300% year-on-year. Oliva is already used in UK and Key European markets worldwide and is currently available in 38 languages, with existing customers including Marshmallow, Maze, and Leapsome.Where to find Sancar Sahin:• Website: Oliva | Employee Mental Wellbeing Platform & Partner• LinkedIn (18) Sançar Sahin | LinkedInWhere to find Hadi Radwan:• Newsletter: Principles Friday | Hadi Radwan | Substack• LinkedIn: Hadi Radwan | LinkedInIf you like our podcast, please don't forget to subscribe and support us on your favorite podcast players. We also would appreciate your feedback and rating to reach more people.We recently launched our new newsletter, Principles Friday, where I share one principle that can help you in your life or business, one thought-provoking question, and one call to action toward that principle. Please subscribe Here.It is Free and Short (2min).

Anessa Fike, Author & “Queen of Fractional HR”, joined us on The Modern People Leader.  We talked about what's contributed to her success as a fractional people leader, why it's hard to move the needle in HR, and why we need to stop going through motions in HR. ---- If you're an HR leader that's trying to uplevel your managers' 1x1 meetings, check out Leapsome's FREE Meeting's Module. ---- (1:33) Good news stories (8:54) Anessa's story (17:44) The more open you are to the universe, the more opportunities you will see (19:47) What's contributed to her success as a fractional people leader (23:00) The state of the union for HR  (25:50) It's hard to move the needle in HR because it's set up that way (29:06) The Revolution of Work: Fuck the patriarchy and the workplace it built (31:41) Stop going through the motions as an HR leader (38:40) Why CEOs are more prone to listening to a fractional executive over their people leader (40:55) You're allowed to be way bolder as a fractional HR leader (44:20) The real reason she thinks there's a disconnect between CPOs and CEOs (50:27) We need to step away from fear based leadership (52:40) Where to get her new book (53:47) Rapid fire questions ----

Zapier's Wade Foster (Co-Founder & CEO) and Brandon Sammut (Chief People Officer) joined us on The Modern People Leader.  We talked about how they pre-vetted their match in the interview process, why they did a company-wide AI hackathon, and how Zapier's people team is building with AI. ---- If you're an HR leader that's trying to uplevel your managers' 1x1 meetings, check out Leapsome's FREE Meeting's Module: ---- (1:23) Good news stories (7:29) How Zapier found their dream Chief People Officer (12:14) How this CPO pre-vetted the match with his CEO before accepting the offer (15:49) Zapier CEO put all the cards on the table for their Chief People Officer before he took the job (25:04) They swapped their 360 feedback in the interview process (30:33) How they shaped the prioritization of the people team (34:40) Zapier did a company-wide AI hackathon (41:41) What Zapier's People Team is building with AI (44:52) Rapid Fire Questions ----

James Hudson, former TA leader at Nike and Levi's, joined us on The Modern People Leader.  We talked about why the job market is more broken than ever before, why you should be more customer-centric in how you're building talent pipelines, and how to make yourself more discoverable to recruiters on LinkedIn. ---- If you're an HR leader that's trying to uplevel your managers' 1x1 meetings, check out Leapsome's FREE Meeting's Module. ---- (1:58) Good news stories (8:43) His career journey (32:30) The job market is more broken than ever (39:30) Remote jobs are getting 8x the volume of applications (42:24) Build long term talent pipelines by being more customer centric (46:27) How to make yourself more discoverable to recruiters on LinkedIn (52:03) Building a tech stack for the future in recruiting (55:00) Rapid fire questions ----

In this episode of the Dirt, Jenny von Podewils, co-founder of Leapsome, shares the origin and mission of their people enablement platform, designed to help companies retain, develop, align, and engage their workforce. Starting from a personal realization of the gaps in organizational health and culture, Jenny and her co-founder embarked on a journey to create a solution that addresses these challenges. With a background in politics and economics, Jenny's pivot to entrepreneurship led to the development of Leapsome, which has seen remarkable growth and success, including a significant Series A funding. Through a focus on customer feedback, continuous learning, and challenging the status quo, Leapsome has become a crucial tool for companies worldwide, including industry giants like Spotify and Unity.Join Jim and Jenny as they unpack strategies on how to maximize employee engagement for a better culture…3 Key TakeawaysInvest in People Enablement: Focus on retaining, developing and engaging employees as a core strategy for business successEmbrace Feedback & Adaptability: Regularly solicit and act on feedback to improve and meet emerging challengesPrioritize Alignment and Clarity: Ensure that your team understands their roles, expectations, and how they contribute to the company's goalsResourceshttps://www.leapsome.com/ https://www.linkedin.com/company/leapsome/About Our Guest Jenny von Podewils is the co-founder and co-CEO of Leapsome, a people enablement platform backed by Insight Partners, Creandum, and Visionaries Club. Leapsome helps more than 1500 companies (including Spotify, Unity, and monday.com) build high-performing teams by driving employee development, productivity, and engagement.Jenny is an alumna of the Universities of St. Gallen and Oxford. Prior to Leapsome, Jenny led teams in business development, corporate development, and digital transformation roles in media and tech companies. In recognition of her work, Jenny was awarded Female Founder of the Year 2023 in the prestigious German Startup Awards and has been listed as one of the top 50 female entrepreneurs in Germany by Handelsblatt. Jenny lives in New York City with her husband and two children.About The Dirt Podcast The Dirt is about getting real with businesses about the true state of their companies and going clear down to the dirt in solving their core needs as a business. Dive deep with your host Jim Barnish as we uncover The Dirt with some of the world's leading brands.If you love what you are getting out of our show please subscribe.For more information on how we dig into the dirt check out our other episodes here: https://www.orchid.black/podcastAbout Our CompanyOrchid Black is a new kind of growth services firm. We partner with tech-forward companies to build smarter, better, game-changing businesses. Website: https://www.orchid.black Jim Barnish's LinkedIn: https://www.linkedin.com/in/grow-smart-grow-fast/ Orchid Black's LinkedIn:

The Disrupted Workforce's Nate Thompson and Alex Schwartz joined us on The Modern People Leader. We talked about why the future of work is the future of human identity, how HR can lead the change on the AI front, and why everyone needs to have a “Future of Work mindset”.  ---- If you're an HR leader that's trying to uplevel your managers' 1x1 meetings, check out Leapsome's FREE Meeting's Module. ---- (1:57) Good news stories (10:30) The story behind “The Disrupted Workforce” (26:20) The Future of Work is the Future of Human Identity (31:17) What a "future of work mindset" is (39:01) HR can lead the change on the AI front (45:10) HR can shape the new identity of work (48:55) Rapid fire questions ----

In this episode, I had the pleasure of speaking with Jenny von Podewils, co-founder and co-CEO of Leapsome.Leapsome is revolutionising how companies engage with employees and foster a culture of continuous improvement, providing tools for performance management, personalised learning, and employee engagement.TALKING POINTS:Insights into the challenges managers face, especially in a post-pandemic world, and how Leapsome assists in overcoming these hurdles.The evolving workplace expectations and how younger generations prioritise purpose and meaningful conversations.Fostering a feedback culture and the significance of OKRs for transparent and effective management.Jenny's entrepreneurial journey and her approach to building a strong company culture at Leapsome.The importance of clear expectations and alignment in performance management, catering to full-time employees and external talent.The critical role of manager enablement and effectiveness as a top priority for 2024, with a focus on leveraging technology to support managers.LINKS:LeapsomeJenny's LinkedInInterested in me sharing insights on these topics with your team? Book me to speak with your team.Ollie's LinkedInFuture Work/Life NewsletterWork/Life Flywheel: Harness the work revolution and reimagine your career without fear, is out now. You can order your copy HERE (UK) or HERE (US). Hosted on Acast. See acast.com/privacy for more information.

Here's what we talked about in our first ever edition of “Huertanomics”: (0:17) We explain “Huertanomics” (2:12) Good news stories (22:25) Top MPL highlight from the first 50 days of 2024 (33:50) Does going fractional in HR solve the burnout issue? ---- If you're an HR leader that's trying to uplevel your managers' 1x1 meetings, check out Leapsome's FREE Meeting's Module. ----

Leapsome's Luck Dookchitra, VP of People, and Jenny von Podewils, Co-founder & Co-CEO, joined us on The Modern People Leader. We talked about the evolution of the manager role over the last 5-10 years, “Review Jams” at Leapsome, and how to make manager 1x1s better. ---- If you're an HR leader that's trying to uplevel your managers' 1x1 meetings, use Leapsome's FREE Meeting's Module. ---- (1:47) Good news stories (6:55) The story behind what brought Luck to Leapsome (11:58) What Leapsome does (19:23) Defining the Chief People Officer role (26:30) The 3 most important objectives they're working on together as CEO and VP of People (28:37) How Luck has approached her first 4 months as VP of People (30:00) “Review Jams” at Leapsome and where the idea came from (34:56) Going to slow to accelerate (37:00) The product thinking and constant iteration at Leapsome (43:19) The evolution of the manager role (46:50) Commonalities of the best managers (57:06) HR's role in manager effectiveness (59:15) Manager enablement days at Leapsome (1:04:28) The 3 components of meaningful 1x1 meetings (1:09:04) How to make 1x1s better  ----

This episode was recorded live at O.C. Tanner's Influence Greatness back in late 2023. Jason Coffey (Director of Employee Experience) and Emily Abner (Program Coordinator, Employee Experience), joined us on The Modern People Leader.  We talked about how they're overlaying engagement data with patient experience data, their alumni network, and then they showered each other with love. (7:33) The employee experience team at Norton Healthcare (10:00) Finding the moments that matter for their 20k employees (14:07) Overlaying employee engagement data with patient experience data ** (17:05) The alumni network at Norton Healthcare ** (22:08) The “Insights Manager” at Norton (24:30) Jason and Emily shower each other with love ** ---- This episode was brought to you by Leapsome. Learn more at leapsome.com/explore/mpl. ---- If you're interested in going to Transform, here's our partner link which gets you $200 off: https://transform.us/partners/the-modern-people-leader/

Katya Laviolette, Chief People Officer at 1Password, joined us on The Modern People Leader.  We talked about the art of saying “no” in HR, why healthy conflict leads to better business outcomes, and tips for having tough talks. ---- This episode was brought to you by Leapsome. Join their community of 7,500+ HR folks today: People Over Perks ---- (0:54) Good news stories  (6:22) Katya's career journey and her role at 1Password (11:06) Comparing large organization and startup experiences in HR (13:46) Discussing the importance of having experience in both large and small companies for HR professionals (20:57) State of the union for HR (32:21) Embracing a culture of healthy conflict within organizations (42:49) The transition to remote work and the impact of the pandemic on 1Password's operations ----

Adam Horne, Co-Founder at Open Org, joined us on The Modern People Leader.  He shared examples of the most transparent organizations, how to build a business case for more transparency, how to avoid giving employees mixed messages on things like flexible work, and unique ways of becoming more transparent. ---- This episode was brought to you by Leapsome. Explore their intelligent HR platform here. ---- (01:00) Good news stories (08:00) Adam Horne's career journey and entrepreneurship. (16:00) Open Org: Concept and impact. (21:00) Transparency challenges in HR. (34:00) Strategies for HR leaders: Approaching CEOs. (38:00) Diversity and transparency in organizations. (44:00) Decision making and internal transparency. (49:00) Benchmarking companies in transparency. (52:30) Open Org's free resources. (53:00) Reflections from Open Org's cohorts. (55:00) Rapid fire questions ----

Simon Taylor, Head of Organizational Effectiveness at Gap, joined us on The Modern People Leader.  He shared the three steps to building a high performance culture, the three things all leaders need to do really well, and the commonalities that he's noticed among the top performing companies. ---- This episode was brought to you by Leapsome. Explore their intelligent HR platform here. ---- Pre-order his book Build Smart: A Blueprint for Building a High-Performing Organization ---- Timestamps: (1:55) Good news stories (7:50) Chasing his childhood dream of moving to America (11:29) What you do in Organizational Effectiveness (13:12) Why we should be jealous Simon gets to work for the Gap (14:30) Culture change is the number two priority for Global HR leaders right now (18:43) The conflation between values and culture (22:17) The 3 steps to building a high performance culture (27:35) Shoring up sponsorship for culture initiatives with your leaders first (33:30) His experience writing his first book (35:03) Commonalities among the top performing companies  (37:52) The three things all leaders need to do really well (49:04) How Simon identified his playbook for building a high performance organization (50:37) The four pillars of building and managing a high performance organization (53:46) Biohacking (1:03:40) Rapid fire questions (1:07:44) Build Smart: A blueprint for building a high performing organization ----

Our host Jeff Ignacio sits down with Ping Del Giudice, VP of Revenue Operations at Leapsome, to discuss the single source of truth. They talk about the importance of data visibility, accuracy and dashboards. They also delve into how to map out your buyer's journey and develop a roadmap with consistent definitions and metrics. On top of this, they discuss the importance of data-driven decision-making and one-way and two-way doors.

Sunny Grosso, Workplace Wellbeing Igniter & Culture Maven, joined us on The Modern People Leader.  We talked about the current state of happiness at work, why wellbeing starts with your leadership team, transcendence and its role in the workplace, and helping employees find their higher purpose. ---- This episode was brought to you by Leapsome. Explore their intelligent HR platform here. ---- (0:55) Good news stories (04:50) Sunny shares her background, experiences, and how she became a happiness consultant (12:31) A deep dive into yoga's impact on Sunny's personal and professional life (23:22) Sunny discusses her insights into the science of happiness and its relevance in the workplace (30:00) The employer's role in the personal happiness of their employees (35:58) Strategies for embedding higher purpose in organizations for better culture and employee engagement (41:05) Practical advice for leaders to understand and implement concepts for a happier workplace (54:24) Discussing the concept of transcendence and its role in the workplace  (57:38) Rapid Fire Questions ----

Q Hamirani, Chief People Officer at Paper, joined us on The Modern People Leader.  We talked about his first 6 months as a Chief People Officer, why your company should have well-defined focus areas, advice to other first-time CPOs, and tying your HR KPIs to actual business outcomes. ---- This episode was brought to you by Leapsome. Explore Leapsome's intelligent HR platform here. ---- Go check out The PeopleGPT Community. ---- (1:26) How Q's first 6 months as Chief People Officer went (7:45) Good news stories (13:42) What Q's journey as a first-time Chief People Officer has looked like so far (18:45) Setting rigor on backfilling and workforce planning process (21:30) How he describes the role of Chief People Officer (23:08) Why people should aspire to be a Chief People Officer (24:30) Rebuilding trust at Paper (27:30) Why they moved comms under the People Team (30:29) Defining the three areas of focus for the business (39:06) Advice to other first-time CPOs (42:45) Tying HR KPIs to actual business outcomes (46:05) Changing his views on AI in HR (51:47) Why he built the PeopleGPT community (1:03:42) Rapid Fire Questions ----

Jenny von Podewils hat zu Beginn ihrer Karriere etwas erlebt, was viele erleben, und hat daraus – anders als die meisten anderen – Konsequenzen gezogen: In mehreren Unternehmen fehlte ihr die Perspektive. Sie hatte den Eindruck, dass die Art und Weise, wie sie sich selbst, aber auch wie die Firma sich als Ganzes weiterentwickeln kann, eher Zufall war. Und so gründete sie vor sieben Jahren gemeinsam mit Kajetan von Armansperg ein Start-up, das genau dies ändern soll: Leapsome. Die Plattform, die das Unternehmen anbietet, unterstützt Teammitglieder in ihrem beruflichen Werdegang und hilft Führungskräften, eine bessere Unternehmenskultur zu schaffen. Leapsome beschäftigt 170 Mitarbeiter und hat derzeit mehr als 1500 Kunden in Europa, den USA, Asien und Australien – etwa Spotify oder Mercedes-Benz, aber auch deutsche Mittelständler wie CTS Eventim. Jenny von Podewils erzählt Varinia Bernau, was Menschen im Job glücklich macht und wie Künstliche Intelligenz dazu beitragen soll, weshalb sie die Notifications auf ihrem Smartphone ausgestellt – und welche Fehler sie selbst als Führungskraft gemacht hat. Mitarbeit: Florian Pape, Anna Hönscheid *** Das exklusive Abo-Angebot für Sie als WirtschaftsWoche Chefgespräch-Hörerinnen und Hörer: wiwo.de/neu Helfen Sie uns, unsere Podcasts weiter zu verbessern. Ihre Meinung ist uns wichtig: www.wiwo.de/zufriedenheit [Mehr über die Angebote unserer Werbepartnerinnen und -partner finden Sie HIER](http://cmk.wiwo.de/cms/articles/15602/anzeige/podcast-werbepartnerinnen/hier-gibt-s-weitere-infos-zu-den-angeboten-unserer-werbepartner-innen)

This week's guests are Leapsome Co-founders, Jenny von Podewils and Kajetan von ArmanspergLeapsome is an all-in-one intelligent people enablement platform. CEOs and HR teams at more than 1400 forward-thinking companies (including Spotify, monday.com, and Unity) use Leapsome's intelligent people enablement platform to drive employee development, productivity, and engagement.Jenny and Kajetan join James Pringle and Hector Mason in this episode to share what it's like having two CEOs at Leapsome, leading a high-performance organization, cutting through the noise of HR-tech, & so much more.Don't forget to like, subscribe and follow The Riding Unicorns Podcast on our socials and your chosen podcast platform to stay up to date!

Diese Woche steht ganz im Zeichen der Superlative: Die reichsten Menschen der Welt bei der SuperReturn (Lea ist bei den Side Events dabei), das größte inklusive Sportevent der Welt in Berlin (Verena darf mit einer Nation einlaufen), die kleinste Gründung der Lea-Sophie Cramer (sie skaliert jetzt Limonaden), die kürzeste Arbeitswoche der Welt (Verena überlegt, ob sie für die 2-Tage-Woche auf die Straße gehen sollte) das schnellst-ausverkaufte Fußballstadion Hamburgs und Supertante Verena Pausder, die bald möglicherweise Trampolin-Influencerin ist. Dazu passend begrüßen Lea und Verena heute diejenige Gründerin mit der bisher größten Company hier im Podcast: Jenny von Podewils, Mitgründerin und Co-CEO von Leapsome, einer People-Enablement-Plattform, deren Ziel es ist, Arbeit erfüllender zu machen. Jenny gibt einen umfassenden Überblick darüber, wie Unternehmen auf nachhaltige Weise leistungsfähiger, Sinn-getriebener und motivierender für ihre Mitarbeitenden sein können und wie eine Software, die Organisations- und Feedbackkultur messbar macht, dabei unterstützt. Wie funktionieren OKR-Systeme und was sind deren Werte? Was kann eine Software, was Führungskräfte nicht können? Ab welchem Punkt muss die menschliche Komponente wieder herangezogen werden? Jenny erklärt, wie man es schafft, nach der ersten wichtigen Phase dranzubleiben, um gesetzte Ziele auch zu erreichen, und welche Formen von Feedback unerlässlich sind. Wie schon im Gespräch mit Jenny anklingt, ist es im Beruf immer wieder sinnvoll, zu reflektieren, wie wir uns weiterentwickeln und erfüllende Arbeit leisten können. Dementsprechend geht es bei “Was bewegt uns” darum, was uns auf persönlicher Ebene eigentlich erfüllt, wie wir glücklich sein können und welche Parameter dafür stimmen müssen. Wie kann man sein Glück immer wieder selbst für sich neu gestalten und was hat Frederick die Maus schon wieder damit zu tun? Mehr über Leapsome und Jenny von Podewils Tickets für die Olympic World Games, dem größten inklusiven Sportevent der Welt erstmals in Deutschland (17. bis 25.06.23) Hier findet ihr unsere aktuellen Werbepartner: https://linktr.ee/fastandcuriouspodcast 00:00:35 Im “Catchup” sprechen Lea und Verena über Limonaden-Stände, die Special Olympics und warum nicht arbeiten auch eine Lösung ist. 00:09:49 Im “Deep dive” geht es um high performance Teams mit Jenny von Podewils, der beeindruckenden Gründerin von Leapsome. 00:41:14 Bei “Was bewegt uns” sprechen die beiden über “Glück” und warum man es selbst in der Hand hat. 00:51:03 Und das letzte Wort hat heute Verena.

In dieser Folge trifft Marco Jenny von Podewils, Gründerin von Leapsome. Eine Plattform, die sich mit Performance Management, Mitarbeiter Engagement, Zielen und allem, was dazu gehört auseinandersetzt. Jenny treibt die Frage um, was Menschen brauchen, um sich in einem Unternehmen richtig entfalten zu können und sich durch die Arbeit erfüllt zu fühlen. Marco und Jenny diskutieren die Vor- und Nachteile einer OKR Software wie Leapsome und ob sich eine retrograde Planung und Agilität ausschließen. Die beiden sprechen darüber, welche Faktoren den Erfolg von Menschen in der Arbeitswelt positiv beeinflussen und was Alignment und klare Zielvereinbarungen im Hinblick auf die Motivation und die Performance von Mitarbeitenden bewirken können. Ein weitgehendes und tiefgreifendes Gespräch darüber, wie man heute eigentlich arbeitet und wie das Arbeiten von morgen aussehen könnte. Diese Folge findest du auch als Podcast auf: https://murakamy.com/blog/podcast-48-leapsome-jenny-podewils Alle bisherigen Folgen findest Du hier: https://murakamy.com/blog/tag/Podcast Besuche uns auch auf https://murakamy.com Links zu Jenny von Podewils: https://www.linkedin.com/in/jennypodewils/ https://de.leapsome.com/ Links zur Folge: Ben Horowitz “The hard thing about hard things”: https://www.amazon.de/-/en/Ben-Horowitz/dp/0062273205 Dave Logan, John King, Halee Fischer-Wright “Tribal Leadership”: https://www.amazon.de/Tribal-Leadership-Leveraging-Thriving-Organization/dp/0061251321

Jenny von Podewils is the Founder of Leapsome, a people enablement platform that enables organizations to develop a central repository of the collective intelligence of their individuals. Bootstrapped since 2016, you recently raised $60 million in a Series A round as you set out to expand globally.Website: https://www.leapsome.com/Linkedin: linkedin.com/in/jennypodewils/If you like our podcast, please don't forget to subscribe and support us on your favorite podcast players. We also would appreciate your feedback and rating to reach more people.We recently launched our new newsletter, Principles Friday, where I share one principle that can help you in your life or business, one thought-provoking question, and one call to action toward that principle. Please subscribe Here.It is Free and Short (2min).

Leapsome ist aktuell auf G2 unter den Top 100 aller globalen Software Tools bewertet - das feiern wir!

We've all at some point heard about or felt some flavor of imposter syndrome. That feeling where you are quite certain you don't belong and you're moments away from everyone figuring out you're a fraud.And after talking with today's guest, I'm more convinced than ever that hint of doubt, that nagging imposter syndrome, is actually a really good thing.Our guest today is Ping Del Giudice, Vice President of Revenue Operations at Leapsome. Ping was recently named to The Top 100 Revenue Operations Leaders of 2022, and still, even she has her own version of imposter syndrome.In our conversation, we talk about losing all of your institutional knowledge when you leave your job, the inherit vs. build decisions you have to make on a new team, and the major project she found herself signing up for on just her second day on the job.Like this episode? Be sure to leave a ⭐️⭐️⭐️⭐️⭐️⭐️ review and share the pod with your friends! You can connect with Sean on Twitter @Seany_Biz and @DriftPodcasts, and Ping on LinkedIn.

Kennt noch jemand das gute, alte "Mitarbeitergespräch"? Das waren ja früher wahlweise etwas verklemmte oder übertrieben positive Veranstaltungen und ob sie jemals irgendwas gebracht haben, das darf man bezweifeln. Aber wie so vieles im digitalen Zeitalter, so kann man auch das durch Software verbessern. Wie und warum, das besprechen wir heute mit Jenny von Podewils, Co-Gründerin von Leapsome. Das Unternehmen nennt sich selbst "People-Enablement-Plattform" und zählt inzwischen u.a. Spotify, Babbel und Payfit zu seinen Kunden.

"Coming to America" isn't just a great Eddie Murphy movie from the '80s. It's also the rallying cry for many European companies looking to grow their bottom lines in the world's biggest economy. Enter Leapsome out of Germany who is the latest industry player to make their way across the Atlantic, opening up and promising to hire well over 50 people in New York City this year alone. As you expect, there's very little agreement with the move being a good one or not. Then the boys play a little Buy-or-Sell with iFeel, Vektor and Surfboard. (Spoiler alert: There's almost no agreement by anyone.) Closing the show is a discussion on a recent court decision out of France that ruled companies can't fire their workers for failing to be sufficiently "fun." Well, that's no fun! This episode, however? Loaded with fun! Enjoy!

"Coming to America" isn't just a great Eddie Murphy movie from the '80s. It's also the rallying cry for many European companies looking to grow their bottom lines in the world's biggest economy. Enter Leapsome out of Germany who is the latest industry player to make their way across the Atlantic, opening up and promising to hire well over 50 people in New York City this year alone. As you expect, there's very little agreement with the move being a good one or not. Then the boys play a little Buy-or-Sell with iFeel, Vektor and Surfboard. (Spoiler alert: There's almost no agreement by anyone.) Closing the show is a discussion on a recent court decision out of France that ruled companies can't fire their workers for failing to be sufficiently "fun." Well, that's no fun! This episode, however? Loaded with fun! Enjoy!

Jenny von Podewils ist Co-Gründerin des Tech-Startup Leapsome. Sie ist eine Alumna der Universitäten St. Gallen und Oxford, sowie der Singularity University, und arbeitete zuvor in strategischen und digitalen Transformations- Rollen in Medien-, Clean-Tech- und Tech-Unternehmen. Leapsome unterstützt Firmen darin, ihre Agilität zu erhöhen indem sie eine agile Feedback- und Lernkultur aufbauen. Mitarbeiter werden in ihrer Entwicklung kontinuierlich unterstützt. Die KI-gestützte Softwareplattform, die von Technologieunternehmen wie FlixBus und Großunternehmen genutzt wird, unterstützt kontinuierliches Feedback, agiles Performance Management, Puls-Mitarbeiterbefragungen und personalisiertes Lernen. Wir sprechen außerdem über Familie und Vereinbarkeit und über den anstehenden Move nach New York - mit der Family.

Diese Woche im Tech Briefing:Thema der Woche: Cariad ist eine Software-Tochter des Volkswagen-Konzerns und die große Hoffnung des Wolfsburger-Unternehmens. Cariad sollte die Voraussetzungen dafür schaffen, dass Volkswagen in Zukunft nicht von Software-Riesen wie Apple oder Google dominiert wird und sich auch gegen Tesla in Sachen E-Mobilität beweisen kann. Am Montag war Volkswagen-CEO Herbert Diess zu Gast in unserem Schwester-Podcast, Gabor Steingarts Pioneer Briefing. Es ging um Elektromobilität, den chinesischen Markt, den amerikanischen Markt und auch um Cariad. Beim Tech Briefing schauen wir heute genauer hin: Wer dominiert künftig das Betriebssystem des Autos?Dazu: Vor welchen Herausforderungen steht die Software-Tochter? Warum ziehen die Premium-Marken Audi und Porsche nicht immer am selben Strang? Und kann aus dem traditionellen Autobauer schnell genug ein Tech-Konzern werden, um sich gegen die Angreifer aus den USA und China zu behaupten? Interview der Woche: Jenny von Podewils spricht in der Female Founders Edition mit Lina Behrens. Jenny ist mit Kajetan von Armansperg Co-Gründerin und Co-CEO von Leapsome. Leapsome bietet Kunden eine KI-gestützte Software-Plattform für Feedback, 360° Performance Reviews, Onboarding, Mitarbeiterumfragen, agiles Ziel-Management und personalisiertes Lernen an. Die Vision des Unternehmens: Arbeit für alle erfüllend zu gestalten und Unternehmen dabei zu helfen, ihre Mitarbeiterinnen und Mitarbeiter zu entwickeln und ihr Geschäft zu skalieren.Plus: Die wichtigsten Nachrichten aus der Welt der BigTech, Startups und Technologie Die Economy Edition unseres Tech Briefing Newsletters können Sie hier kostenlos abonnieren.Ab sofort steht die neue The Pioneer Podcast App kostenlos im Apple App Store und im Google Playstore zum Download bereit.Haben Sie Fragen? Schreiben Sie uns gerne eine Mail an kontakt@mediapioneer.com.Moderation: Christoph Keese und Lena Waltle Redaktionsassistent: Clara Meyer-Horn Produktion: Till Schmidt See acast.com/privacy for privacy and opt-out information.

In der Mittagsfolge sprechen wir mit Frederic Krahforst, CEO und Co-Founder von TradeLink über die erfolgreiche Finanzierungsrunde in Höhe von 12 Millionen Euro. TradeLink hat eine Plattform entwickelt, mit der sich Mitarbeitende der Lagerlogistik untereinander vernetzen können. Zudem kann die Kommunikation um die Lieferanten, Spediteure und Kunden erweitert werden. Durch die Plattform wird die Zusammenarbeit in der Lieferkette zwischen allen beteiligten Partnern verstärkt und somit die Kommunikation der Logistik vereinfacht. Das LogTech wurde im Jahr 2020 von Frederic Krahforst und Tobias Nendel in München gegründet. Das Startup beschäftigt 60 Mitarbeitende aus 7 Ländern. Mittlerweile nutzen bereits über 1.000 Unternehmen die Lösung der Logistik-Plattform. TradeLink hat nun in einer Finanzierungsrunde 12 Millionen Euro eingesammelt. Neben den Bestandsinvestoren Point Nine und Fly Ventures hat sich auch der Risikokapitalgeber Insight Partners aus New York an der Runde beteiligt. Zu seinem Portfolio gehören u.a. Trivago (Exit), Delivery Hero, Tumblr (Exit), Shopify (Exit), HelloFresh, Twitter (Exit), Shutterstock, Udemy, Docker, Salesloft, OneTrust, Calm, Lightricks, JFrog, Armis, Bullhorn, Diligent, Avo, Canditech, CompanyCam, Leapsome, Landing AI, Metabase, Monolith, MotorQ, Rattle, Rewind, Rudderstack, Slice, Shelf, Taxbit, Kira, CloudBolt und AnyDesk. Außerdem haben Business Angels, wie u.a. der ehemalige Finanzvorstand der Deutschen Bahn Alexander Doll, der CEO von Sennder,David Nothacker und der ehemalige CFO von TeamViewer Stephan Kniewasser in das Münchener Startup investiert.

In der Nachmittagsfolge sprechen wir heute mit Robert Lacher, Founding-Partner bei Visionaries Club. Der Visionaries Club ist ein in Berlin ansässiger VC-Fonds mit Fokus auf Startups in der Seed- und Early-Growth-Phase, der im Jahr 2019 von Robert Lacher und Sebastian Pollok gegründet wurde. Neben der finanziellen Unterstützung hat er sich zur Aufgabe gemacht, den Gründerinnen und Gründern das Wissen und den Zugang der Investoren bereitzustellen. Zu den Limited Partners des Visionaries Clubs gehören zahlreiche europäische Founder wie u.a. Hakan Koc von Auto 1 Group, Jochen Engert und Daniel Krauss von Flixbus, Johannes Reck von GetYourGuide, Dominik Richter von Hello Fresh und Florian Gschwandtner von Runtastic. Der Visionaries Club ist in zwei Mikrofonds unterteilt. Der eine Fonds bedient junge Unternehmen in der (Pre-)Seed-Phase und der andere Fonds ist ein Frühwachstumsfonds, der europäische B2B-Unternehmen ab der Serie B unterstützt. Zu den Investoren der Fonds gehören u.a. die Familienunternehmen von Markus Swarovski, Shravin Mittal, Felix Fiege, Christian Miele, Max Viessmann sowie Mitglieder der Familien Siemens, Henkel und Bitburger. Beide Fonds weisen jeweils ein Kapitalstock von 85 Millionen US-Dollar auf. Mit den Fonds wurde bereits in 31 Startups investiert. Dabei hat der VC bei Hakuna, Pledge, Acapela, Automaited und Trana die Finanzierungsrunden angeführt. Zu den weiteren Investments gehören u.a. GetHenry, Yokoy, Leapsome, Tacto, Tactic, Insify, Taxdoo, Vay, Gtmhub und Qonversion.

In der Nachmittagsfolge sprechen wir heute mit Jenny von Podewils, Co-Founder und Co-CEO von Leapsome. Die Personalentwicklungsplattform hat eine Series A in Höhe von 60 Millionen Dollar abgeschlossen. Wir sprechen mit ihr aber nicht nur darüber, sondern auch etwas ausführlicher über Themen wie Bootstrapping und Teamkultur. Ein hoch spannendes und umfangreiches Gespräch also! Leapsome verfolgt seit seiner Gründung 2016 das Ziel, Unternehmen besser zu rüsten, um gegen große Resignation anzukämpfen und ihren Mitarbeiterinnen und Mitarbeitern eine bessere Unternehmenskultur zu bieten. Hierfür haben sie eine Plattform entwickelt, die bei Personalentwicklungsprozessen – einschließlich Feedback, OKRs, Mitarbeiterengagement und kontinuierlichem Lernen – unterstützen soll. Nach eigenen Angaben konnte Leapsome den Umsatz 2021 mehr als verdreifachen. Nun hat die Personalentwicklungsplattform ihre erste externe Investitionsrunde abgeschlossen. An der 60-Millionen-Dollar-Serie A sind Insight Partners, Creandum und Visionaries Club beteiligt. Das Startup möchte mit dem frischen Kapital das internationale Wachstum und die Entwicklung der People Enablement-Plattform beschleunigen. One more thing wird präsentiert von Sastrify – Die smarte Lösung für das Management eurer Software-Verträge. Erhaltet jetzt eine kostenlose Analyse eurer SaaS Tools und alle weiteren Informationen unter https://www.sastrify.com/insider

Tarek Müller ist zurück aus der Sommerpause! In der zehnten Ausgabe von Think with Tarek spricht der Co-Founder von About You mit OMR Report Chefredakteur Rolf Hermann über Human Resources. Wie sieht der Recruitungprozess bei About You aus? Welche Unternehmenskultur leben sie bei AY? Wie messen sie die Zufriedenheit der Mitarbeiter:innen und was tut man um gegenzusteuern, wenn es mal nicht optimal aussieht? Bei AY besteht großer Personalbedarf. Acht Jahre nach der Gründung beschäftigt das Unternehmen mittlerweile bereits 1.800 Mitarbeitende und stellt monatlich ca. 60-70 neue Leute ein. Tarek verrät wie die Abteilungen wachsen, wie hoch die Fluktuationsquote ist und erklärt warum sie Stellen mit leicht veränderten Beschreibungen mehrfach ausschreiben. Wie zu erwarten geht AY auch in der HR recht datengetrieben vor. Personalakquise wird im Grunde wie Performance Marketing mit Return on Investment behandelt. Tarek geht darauf ein welche Software sie nutzen und gibt Tipps mit welchen Tools die AY HR das nächste Level erreicht hat. Mit Rolf spricht er zudem über die Rolle der Brand und Außenwahrnehmung, den Umgang mit Home Office und welche Faktoren die Angestellten langfristig glücklich machen. Außerdem Wie AY Jobmessen durch Neukundenakquise via Rabattcodes an den Ständen refinanziert, wie ein Musikfestival fast beiläufig zu einer gigantischen Fläche für Arbeitgebermarketing wird und warum Tarek Büro bei AY aussieht wie eine Jungs WG und ganz bewusst am unruhigsten Ort der ganzen Firma platziert ist. Tarek weiß wie immer bestens zu unterhalten und liefert in dieser Folge zahlreiche spannende Insights für alle Online-Marketer, die mit Teams oder externen Dienstleitern arbeiten, nach neuen Leuten suchen, oder Personalverantwortung tragen. Wie immer gilt: Reinhören und lernen! Tarek spricht über: Peakon, Leapsome, Personio Rolf bei LinkedIn: https://www.linkedin.com/in/rolf-hermann/ Tarek bei LinkedIn: https://www.linkedin.com/in/tarek-müller/ OMR Education bei LinkedIn: https://www.linkedin.com/showcase/omr-education-/ About You bei LinkedIn: https://www.linkedin.com/company/about-you-gmbh/ OMR Jobs: omr.com/de/jobs/ OMR Reviews: omr.com/reviews Diese Episode wird unterstützt von: MessengerPeople: www.messengerpeople.de/education-playbook Storyblok: https://www.storyblok.com/omr

Welcome to another episode of the People Over Perks podcast by Leapsome. Each episode features an HR and People Operations leader, sharing behind-the-scenes details about their role and the processes they've put in place to build a high-performance culture in their company. We'll also discuss the future of work and how to make workplaces more humane and diverse.In this episode, we speak with Matt Bradburn, co-founder of The People Collective. Matt covers many topics including frameworks for career progression, how to build processes for professional development, how to develop in the world of People Ops, and more. Enjoy. ----------Subscribe to the People Over Perks newsletter: https://www.leapsome.com/en/newsletterJoin the People Over Perks Slack community:https://www.leapsome.com/en/slack-communitySubscribe to the People Over Perks podcast on your favorite podcast player:https://www.leapsome.com/en/podcast

Welcome to another episode of the People Over Perks podcast by Leapsome. Each episode features an HR and People Operations leader, sharing behind-the-scenes details about their role and the processes they've put in place to build a high-performance culture in their company. We'll also discuss the future of work and how to make workplaces more humane and diverse.In this episode, we speak with Jennifer Samreny, HR Business Partner at Pinterest (http://pinterest.com). Jennifer tells us about the road to her current role, her criteria on how she evaluates opportunities, cultural differences she has experienced in the US vs. Europe, as well as working at a start-up vs. a scale-up. She offers career advice to HR professionals, talks about the importance of implementing frameworks, and much more.----------Subscribe to the People Over Perks newsletter: https://www.leapsome.com/en/newsletterJoin the People Over Perks Slack community:https://www.leapsome.com/en/slack-communitySubscribe to the People Over Perks podcast on your favorite podcast player:https://www.leapsome.com/blog/people-over-perks-podcast

Steve Pockross has been the CEO of Verblio for nearly five years. As CEO, he applies leading marketplace and SaaS principles to create an industry-leading content creation platform with 3,000 U.S.-based writers supporting the creation of premium content at scale in every niche. Verblio has grown over 400% in the last four years. So, Steve is sharing his insight on why it's important to lead by putting people first and how that contributes to your agency's growth as a whole. 3 Golden Nuggets Exhibit your agency's values. Don't just say what your values are but actually exhibit them. Lead by example and personify the company culture you wish to set. The key to finding great talent is marketing to them. Treat your recruitment like you would a client. Write a unique job description that appeals to the right person and then market to them. Attract agency talent the way you would attract customers for your clients. Three keys to putting people first: (1) willingness to sacrifice other areas, (2) constantly seek feedback, (3) reward people who identify holes in the culture.   [smart_track_player url="https://traffic.libsyn.com/secure/jasonswenk/How_to_Lead_Your_Agency_Team_By_Putting_People_First.mp3" ] Sponsors and Resources Verblio: Today's episode of the Smart Agency Masterclass is sponsored by Verblio. Check out Verblio.com/smartagency and get 50% off your first month of content creation. Our team loves using Verblio because of the ease in their process and their large pool of crowd-sourced writers. Subscribe Apple | Spotify | iHeart Radio | Stitcher | Radio FM Leading Your Agency Team By Putting People First Jason: [00:00:00] What's up beautiful agency owners! I'm excited. I have another amazing podcast guest who actually has been back several times. I don't know why we keep inviting you back. No, I'm just kidding. He's a good friend of mine and, uh, we'll provide lots of value. And we're going to talk about leading with people first for your agency. Now, before we jump into the show, I want you to do something. I want you to take a screenshot off your phone, listening to the podcast, upload it to Instagram, tag us. And give us a shout-out on Instagram. And then I can shout you back and say, Hey, thanks for listening to the show. So let's go ahead and get an episode. Hey Steve, welcome to the show. Steve:: [00:00:40] Hey Jason. Good to be back. Jason: [00:00:42] Yeah. I don't know. Like I said, I keep inviting you back, I guess you do well each time. So now we'll welcome back for the people that have not checked out the other episodes and we'll link those. Into the show notes of the episodes to make sure you guys go to JasonSwenk.com and check those out. Tell us who you are and what do you do? Steve:: [00:00:58] So I'm Steve. I am the CEO of Verblio. Oh, we are a Denver-based marketplace, content creation platform. So we have a network of highly curated, fantastic writers that we put together with our unique business model and put it on our platform so that we can do high quality content at scale for any niche. And we work primarily for agencies. Jason: [00:01:19] Awesome. Well, welcome back. And let's kind of jump into it, right? So, Let's talk about what does it mean to lead with people first and a growing company? I mean, you guys are, I think, 30 plus employees on your team. And I think a lot of agencies will relate to this. Steve:: [00:01:37] We've been fortunate to have some really high power growth in the last. So I took over as CEO four and a half years ago, and we were talking about what are some of the lessons that we could really pass on to agencies to help them with their growth as well, that can relate between the type of business that we do and the type of work that agencies do. And so one of those big strategies is putting people first. And that might sound like the most cliche strategy of all time. Going back to "Good to Great." Put the right people on the bus first. I think we took a really, well, we think about it and brought it to every aspect of our business. And so I think bringing it to life is really interesting. And hopefully, some of these nuggets that helped us can really help others. And has helped us grow 400% over four and a half years as a bootstrap startup. So with no investment in order to fund that growth, all being organic growth. And it's also helped us grow when I first started, we were 11 people for the first three years. And over the last two years, we've gone from 11 to 30. So how do you accelerate that growth with the right people strategy? And then also, how do you ensure that it continues to build, even as you're expanding rapidly? Jason: [00:02:38] Yeah. A lot of times I see kind of people, they get to certain stages of climbing the mountain, and they kind of backtrack. Right? And like, I'm looking at growing any business or really growing an agency. And it kind of like six phases, right? Like you got staging base camp, the climb, the crux, the crest, and then obviously the summit. And each one of them you're focused on different things. Like at the very beginning, you're focused on how do I build this company and then like, what do I need to focus on? How do I get further ahead, all that kind of stuff. So when you came in and you guys were 11 people, what was the main thing that you were focused on? And what was the big challenge that you were trying to overcome? Steve:: [00:03:18] Well, it's hard to boil it down to just one, considering anybody who's ever taken over a company or a division knows that you're kind of moving into somebody else's house. It's kind of like this: I'm very grateful to have this house. It's really beautiful. I'm excited to live here. And then you question every single choice made about that house. Why are the carpets on the floor? Why are their sconces all over the place? And so I think a lot of those decisions are really frequent to that. So number one is to keep an keep in mind that a lot of people put in a big deal in order for you to get there. And the second is to question everything. So the first thing that was most important to me was instilling my values in the company and then making them not like imposing them, but creating an, "our values." So I knew that whatever I started with, there are things that are just deal breakers for me, like follow up on what you say. If you commit to it, you're going to do it, or you're going to create a natural distrust throughout your organization. And so the very first thing I said at the meeting when people ask me: What would new leadership be like? We started creating those values. And the most important thing was less to say what they were, but really to exhibit them. That I follow up on everything that I'm standing for. That I bring enthusiasm and excitement to my meetings and my projects. That I plan them out. And my very first hire was Paul, who, you know, very well. Whereas partially 'cause I knew he was an amazing marketer, but we really invested very little in marketing at the beginning because we wanted to focus too much on the product. And the most important piece was that Paul exhibited all the values to every other new member of the team. This is what good looks like. The CEO can be there all the time and having members of your team that just emulate those values for you and can start bringing them to life is critical. So that was my first big investment. Jason: [00:04:55] Well, I think you just brought him on because he looked like Will Ferrell. Well, you said a couple of really cool things and a lot of us, I think, you said question everything. And this was for you coming in from an outsider with no emotion coming into it. Now, most people that are listening to the show, they've created it from the ground up. And a lot of times, kind of, what I want you guys to unpack is: you should question everything that you've made the decision to get here. And question everybody on your team as well on an ongoing basis. I mean, I almost think it's kind of quarterly. Like, I live and die by 90 days rather than the year. Sure. We have yearly goals, but I'd rather be able to adjust quicker and, you know, I try to question everything as well. I think that's really good. And then the other thing I love that you mentioned was, you know, marketing. That's one of the first things I tell people is like, you gotta bring in marketing, you know, in the early stages, in order to really build that pipeline. And then, you know, marketing should break sales and sales should break operations and blah, blah, blah, and so on and so on. So I love it. What are some surprising things that happened to you about, you know, building this culture? Steve:: [00:06:13] I think one of the most surprising things was that the values that I, that I set out to create took their own form. They really bonded with the people that we brought on board. So I always talk about my management style as being, I want to run my company like  run my ultimate Frisbee team, so I want it to be incredibly, it's funny cause the ultimate Frisbee teams are the maximum size of 30 people and I just hit 30. So I don't know what I'm going to say now. But it's being super collaborative. It's rooting on for people. It's focusing when you're in your huddles and you're down 12 to 2, you get into the huddle and you talk about how much fun we're going to have and how much enjoyable this is gonna be. And cheer for each other. As opposed to going around and talking about all of the different processes you're going to create  to win the game. It just brings everybody down. And so I really wanted to call it the spirit of the game value and the rest of my team. Uh, there are almost no athletes and they all refer to it these sports is "sports ball," so they captured it. And they basically said that even we, we played like can ultimate Frisbee team, even though 73% of our company doesn't know what a sport is. And then kind of wrote it up in our own really distinct way. It's really interesting how culture is not you. Culture is how all of you make it together. And then when, before we leave the 90 day feedback thing, I think you said something really important. One of my favorite, most important concepts to me of 90 days is every new person, especially if you're an agency owner. You started this place, you're going to have a very distorted view of your reality, because this is yours. This is your baby. And so 90 days is such a great time. Every new hire that comes onto your company, to ask them a really explicit. What happened to the company that wasn't what you expected to happen? How was the setup for you ahead of time? How are we not living up to the things we talk about? Cause I can't see these things. So the question that I asked my teammates and every one on one. And I talked to, I have a one-on-one with everyone in the company, at least quarterly is what are the things that you're seeing that you think I would want to know? Jason: [00:07:59] I love that. Well, you know, I talk with someone recently and we talked about everyone says they have an open door policy. But most of your team members are not going to step through that door. You actually have to go out after them and ask those direct questions like you just did. Be like, what are you seeing that I'm not? Because they're going to see things differently than management and leadership. Talk a little bit about, you know, especially coming in from the outside and having a team of 30. Are you more the mentality now, like when you came in, were you focused on kind of like the what and the, how? Or were you focused on the who? Like, who do I bring in? I know you mentioned bringing in, you know, Will Ferrell. Literally. I wish I had a little overlay right now. I could pop side by side. Like everyone would like, yeah. He's Will Ferrell. I really don't think he looks that much like Will Ferrell, but.. Steve:: [00:08:52] I know you're the only one that doesn't. Jason: [00:08:54] Could we do a vote on your podcast to have people write in. We should, we should. We we'd literally. What we'll do is we'll put a picture of a, him and Will on the very bottom. And then, uh, or maybe we'll put it on Facebook when we post it up. I think that's what we'll do. Steve:: [00:09:12] So back to your actual question. Yes. So you get the what, the how. A lot of people refer to that in another business framework for the exact same question is, do you focus first on the people, the product or the processes? Because these are the three ways you can address all problems. To me, you have to focus on the people first because they decide the processes. They decide the product. They're the ones who are going to be taking your vision 10 levels down and making every decision to bring it to life. And so hiring became our absolute priority of making sure we were bringing on the right people and not making mistakes. And then our second became making sure we kept these people. So our churn levels are just ridiculously low. We waste very few cycles. They say that every person churned might be worth double the amount of their salary in lost time. And the third benefit of having a great culture is you get incredible amounts of productivity and excitement out of it. So we definitely focused on the who first. Jason: [00:10:04] Very cool. Which leads me to kind of the next question is, how do you find really good people? And how do you know when you find really good people? I think that's what a lot of people, you know, in the agency, world struggle. Steve:: [00:10:19] So our hiring strategy and a couple of the things that have that I think have been keys to access. And a lot of these were learning and iterative as we went along. Uh, one of the things that's really important to me that I think everybody can do. And it's all in your power, is to write the most unique killer job description that just attracts the type of people you're looking for. Our job descriptions are fun. I want to read them. I want to laugh at least three times is what I tell my people as they're running them. But I also really want to feel what the job is. So we write killer job descriptions and they'll stand out. How many people actually put that in. That's a big part of your marketing. You are marketing to talent. Most people only market to the roles and responsibilities and the experience. That's a huge way to stand out. The second is to create the criteria of what you're looking for. And if you can be very specific on it and also make it different from what others are looking for. So the hardest way to get talent is to hire, been there, done that. Those are the most expensive, they're most of the competitive. You're going to be fighting in a red ocean for the exact same people. All the other agencies are looking for. Are there qualities that you like in people? For us it's curiosity, creativity, and passionate about something that is not their work. So my number one question in an interview is, if you're ever interviewing with me is what's a class that you took an undergrad that you didn't think you'd be excited about, that you became unbelievably passionate about and why? And somebody who can be passionate about something that's not the job function to me shows distinct curiosity. And I think that's particularly important to marketers out there. So there was a study like most of the skills in marketing in the last three years are different than they were the five years before. Which means you need people who are going to constantly looking for how to improve their skillset. And to me, curiosity is that way to get there. How do you find somebody who just wants to do it and be passionate? So find your unique skill set that other people looking for, make yourself unique, market to them, and then have those as your criteria when you're interviewing. Jason: [00:12:14] Yeah, I would have failed that question. I'd been like, Steve, I hated every class I ever had. Steve:: [00:12:20] That's not true. I refuse to believe Jason: [00:12:23] it's pretty true. But then again, I tell people, I still want to get this shirt going "I'm retired because I'm unemployable." I'm retiredfrom working for someone else. So that would be a good t-shirt. Now that Verblio is 30 plus people. What are some things that you're doing to maintain? You know, the environment, maintain the culture? Because it starts to get out of control. Steve:: [00:12:49] It gets completely out of control. So it's interesting there. Um, so startups like agencies, I mean,  we're all kind of at the same ilk, which is that we start at a certain size and we go through these growth phases, which you coach a lot of your agencies on. So there's the right amount of process for each phase. And someone told me that when you're, uh, when you're a startup, it's like wearing the wrong size clothing all over your body all the time. You either have too much or too little at all times. And so we're working on our people in culture processes really diligently. We brought in a couple of much more process driven people who are much better at this than I am to focus on how do we bring it to life? And we're focused on a few areas. One is we just had to have a platform it's all consolidated in one area. We found an ingenious, one called Leapsome. If anybody's looking for one that brings together so many of these disparate HR platforms. As everybody only seems to be able to do one thing on an HR platform, which I don't know why. One of the most critical factors was be really clear about reviews. What we're looking for are. Creating a much better goal setting platform. So everything rolls up in our OKR style, to very top five goals of the company. So everyone knows what their role is. They update them quarterly basis. It's really process driven and it's way outside my sweet spot. It's not what I like to do. And the last is it has cultural surveys. Every month we send out 10 questions that takes less than 10 minutes to get the feedback from our team. We started this there was no one more than two levels below me. And now there are people five levels below me. How am I going to get that information? How are we going to make rational decisions about what we think is our culture? What we think our communicating, conveying versus what people are actually feeling at different levels of the company. And the last for me is those one-on-one meetings, which is I meet with everyone at least quarterly. But we do probably more one-on-ones at Verblio than anywhere I've ever been. It's a huge investment in time. It means that you're putting people first. This is really key to how we bring this to life. We could be spending that time doing more sales calls. We could be spending that time doing more platform, but we're making sure that we're empathizing with our team or understanding where they're at and we're really communicating. So we're, so we're all working more coherently together. And I think that's an investment that pays off. Jason: [00:14:55] Yeah. You know, it's kind of like when you start having a bigger team or as you start to grow that team, you're all thinking about like, how do I build the right team? And then once you build that right team, you're kind of like, how do I become that leader to them? And then, you know, the next is, is like, how can I actually grow the leaders? Especially when you have that many different layers of going well, I need to make the decision-making spread out. So it's not all flowing to us, you know, and then I'm the toll booth or even my leaders. It's like, how do I create many layers of decision-making power and freedom? And, you know, I was chatting with one agency, and, uh, he was the biggest bottleneck on the operations for a while. And he said, for many years, it was a big struggle on it because on himself, on his family, even on the agency. And then finally, he just got to a point where it was like, I'm going to document 50% of what I know. And then the team could use that as a foundation to build upon and then innovate from that. And it changed everything for him. Uh, and now they're well in the eight-figure mark and just flying to wherever they actually want to go. So, love it. What are some three tips for the listeners who want to make a decision to focus on culture and really kind of catapult them to the next level? Steve:: [00:16:21] I'll see if, I'm going to start talking and see if it ends up being three. So the first tip is what are you sacrificing when you say you want to put culture first? You're going to have to deprioritize something. We invested in an executive coach. When I'm investing in people. And I'm basically trying to find junior talent that has never done it before. What's the one area they're not, they're going to lack is that level of executive coaching. So I sacrificed the salesperson. We didn't bring on a professional salesperson until last year, after growing 300% before we did. So then we focused on an executive coach first. Cause I thought that was more important. That's a big call. That's a hard thing to tell, if you're the owner, then it's a hard thing to tell yourself. And if you have a board like I do, it's a hard thing to argue to them. So how much time is it going to take and work backwards? It's really easy to say, this is my number one priority. It's not easy to say this is my number one priority, and I'm not going to do these three things because of it. So that's my number one. My number two is to get constant feedback. It's really similar to your 90 days, like check in, do surveys. How do you keep yourself honest so you don't believe it? Come up with the right set of questions of celebration. And then number three is every opportunity you can. One of my favorite podcast guests recently, he was telling me about the hardest thing to be a CEO is to not just say one thing once. You have to say it a hundred times and keep repeating yourself until you're bored, is to keep repeating your values. This is an example of why this reflects my values, reward the people publicly. If somebody comes to you with criticism about your culture, where you're not living up to your own values. And you worked really hard to ask people, to give you a feedback, call out that person at the all hands, give them a reward and say, thank you. You are right. You're going to get a better culture, a more curious and critical thinking culture. And you're going to get less yes-people in your company. Jason: [00:18:10] Yeah. I mean, you said it. You got to kind of stand by your values. You know, just literally a little while ago, I was chatting with one of our team members and we, unfortunately, had to ask one of the mastermind members to leave. A new member over two months, there's just too many red flags, just didn't mesh. And we just didn't want it to pollute the rest of the culture. And so it hurts to say no to reoccurring revenue, but at the end of the day, you gotta know you're gonna stand on your values and not sacrifice that. And be kind of a whore for sacrificing it, which a lot of people, you know, do. Steve:: [00:18:53] There could be very few things that are more powerful to a company than fire a client that's been abusive to your people. I think one of the things I've gotten the most positive feedback on is when there was a client that was kvetching about my, uh, some of my people while they were in the room. And I just told him that was absolutely unacceptable on the call. And I think it really, like everyone on the team felt supported. Like they could do whatever they wanted and I'd have their back. But it's hard. I feel that in the moment, especially when somebody is paying your bills and you really need them. Jason: [00:19:21] Oh, yeah. But you know, you get to the kind of the next stage where you're like, I'm not going to sacrifice us. We'll figure it out. And it's just going to be that much better because yeah. Your people are everything. And if you don't have their backs, well, then they're not going to have yours. Like literally they'll hang on until they find the BBD, right? The bigger and better deal. Steve:: [00:19:46] So we've talked about kind of hiring as a people strategy, investing in people and bringing culture to life. And I think the last piece is thinking of, uh, thinking of all of the people related to your company, as your stakeholders, as your clients. For me, it's my writers. We need to treat them special. And like, I want them to have the best writing gigs in the industry so that they feel like this is the place they want to be.. Cause the more excited they are about their job, better the writing and the product will be for our clients. And all around. And so if you it's a virtuous cycle, you bring on the good people who are empathetic and excited and creative and passionate. And they start feeling all the other stakeholders in your business the same way. Jason: [00:20:22] Love it. I love it, steve. Where can people check out more about Verblio? Especially if, uh, if they need some help around content writing, which I highly recommend you guys. You guys rock and are awesome and use you guys for so many years. Steve:: [00:20:36] Cool. Thank you so much. So you can find us at Verblio.com. And you can find my podcast, the Yes and Marketing Podcast, about 54 episodes, which is a broader marketing leadership and people who bring creativity into marketing. And then we have a special offer for jason Swenk listeners out there: get 50% off your first month at Verblio.com/smartagency telling me you heard about this on the Jason's Swenk show, and we'll give you two months of free onboarding as well to help you out. And which we hope is an easy process, but we know that's a big lift for some of you. Jason: [00:21:09] Awesome. Well, thanks so much, Steve. And thanks for coming on the show. And if you guys enjoyed this episode, make sure you comment below. Make sure you subscribe, so you don't miss out a new episode and make sure you actually take Verblio up on that offer. I mean, that's killer, they're giving you 50% off the first couple of months, so it's amazing. Thanks so much for doing that. And if you guys want to leave a comment or review, that will help us out to reach more people, especially if you listen to the whole way through. And until next time have a Swenk day.

Welcome to another episode of the People Over Perks podcast by Leapsome. Each episode features an HR and People Operations leader, sharing behind-the-scenes details about their role and the processes they've put in place to build a high-performance culture in their company. We'll also discuss the future of work and how to make workplaces more humane and diverse.In this episode, we speak with Jessica Hayes, VP People & Talent at Whereby (www.whereby.com). Jessica tells us about her experience of being a VP People in a remote business, how she is building up "people ops as a product", how she approaches building her HR budgets and a lot more.

Welcome to another episode of the People Over Perks podcast by Leapsome. Each episode features an HR and People Operations leader, sharing behind-the-scenes details about their role and the processes they've put in place to build a high-performance culture in their company. We'll also discuss the future of work and how to make workplaces more humane and diverse.Our guest on this episode is Ulrike Schadeberg. Ulrike is the Head of People & Global Executive Recruitment at Cherry Ventures. In this episode, we discuss how Ulrike balances wearing multiple hats, how she supports the early-stage startups from the Cherry portfolio with all HR topics, and much, much more. Enjoy the discussion.----------Subscribe to the People Over Perks newsletter: https://www.leapsome.com/en/newsletterJoin the People Over Perks Slack community:https://www.leapsome.com/en/slack-communitySubscribe to the People Over Perks podcast on your favorite podcast player:https://www.leapsome.com/blog/people-over-perks-podcast

Welcome to the People Over Perks podcast by Leapsome. Each episode features an HR and People Operations leader, sharing behind-the-scenes details about their role and the processes they've put in place to build a high-performance culture in their company. We'll also discuss the future of work and how to make workplaces more humane and diverse.In this episode, we sit down with Till Neatby, the Co-Founder and Head of Culture at Marley Spoon. Till shares why the Head of Culture role was created, the big levers that have helped them scale their culture as they have they've grown to over 1,500 people, how they run employee engagement surveys, and a whole lot more.-------Show notes: - Till's book recommendation: 'The Five Dysfunctions of a Team: A Leadership Fable' by Patrick Lencioni.- The Slack App that Marley Spoon uses to schedule coffee meetings with colleagues is called 'Donut'.-------Subscribe to the People Over Perks newsletter: https://www.leapsome.com/en/newsletterJoin the People Over Perks Slack community:https://www.leapsome.com/en/slack-community

Welcome to another episode of the People Over Perks podcast by Leapsome. Each episode features an HR and People Operations leader, sharing behind-the-scenes details about their role and the processes they've put in place to build a high-performance culture in their company. We'll also discuss the future of work and how to make workplaces more humane and diverse.In this episode, we have a conversation with Krystall Fierens-Lee, Chief People Experience Officer at Proxyclick. We cover many topics, including how Krystall is creating a consistent employee experience across Proxyclick's global offices, how she would advise someone looking for their first role as a Head of People, and the differences between working in HR in a corporate environment compared to startups and scaleups.----------Show notes:- Books that Krystall mentions: 'The Hard Thing About Hard Things' and 'What You Do Is Who You Are', both by Ben Horowitz- Krystall mentions Claude Silver, Chief Heart Officer at VaynerMedia as a great person to follow on social media.- Krystall recommends the Getting Things Done method by David Allen https://gettingthingsdone.com/- Krystall also recommends training by https://www.marshallgoldsmith.com/----------Subscribe to the People Over Perks newsletter: https://www.leapsome.com/en/newsletterJoin the People Over Perks Slack community:https://www.leapsome.com/en/slack-community

Listen in as Dawn Shuler interviews Jenny Podewils, co-founder of Leapsome, a company devoted to feedback, employee engagement, and individualized learning. We had a spirited discussion on the challenges that many organizations face (lack of alignment, speed of learning, and organizational health and culture). Some great soundbites:  “Feedback is the accelerator for leadership effectiveness” and “Feedback is the basis of all learning.” And, of course, we talked about the Coronavirus and how her company is dealing with it as well as how their clients are handling the new normal.  (Hint: there are some fantastic suggestions, especially with regard to teleworking and maintaining a positive company culture!) Other related podcast episodes:  Employee engagement is a two-way street About Jenny Podewils Jenny von Podewils is a Co-Founder and Managing Director of Leapsome. Leapsome supports fast-growing companies such as Spotify, Trivago and Babbel in building high-performing teams with its continuous performance management & employee engagement software. Jenny is an alumna of the University of St. Gallen, University of Oxford and a fellow of Singularity University. Prior to Leapsome, Jenny led teams in business development, corporate development, and digital transformation roles in media and tech companies. In recognition of her work, she was recently honored as one of the 44 women to watch in Germany’s tech industry.

So wie sich die Arbeitswelt verändert, so verändert sich auch die Kommunikation in Unternehmen. Und besonders das alljährliche Mitarbeitergespräch wird zunehmend durch andere Formate abgelöst: Anbieter wie Leapsome oder Kununu Engage entwickeln Software, die hier neue Wege eröffnen soll. Wege, die zeitgemäßer, niedrigschwelliger und wirksamer sein sollen. So ermöglichen sie Feedback in alle Richtungen – nicht nur von der Führungskraft zum Mitarbeitenden, sondern eröffnen auch Rückkanäle, über die die Mitarbeiter auch ihre Vorgesetzten und ihre Kollegen und Kolleginnen feedbacken und bewerten können. „Am Ende ist es eine wirtschaftliche Entscheidung gewesen“, sagt Jan Holste über die Einführung von Leapsome. Er ist Director People & Culture bei PlusDental, einem Start-up im Bereich Zahnmedizin. HR-Abteilungen professionalisierten sich durch den Einsatz von Software, ist er überzeugt. Denn das, was sie mit der Software tun, das wäre auch manuell möglich - doch eine solche Software bietet die Möglichkeit, Mitarbeiterumfragen oder Feedback ressourcenschonend einzuholen, ohne dass man jeder Rückmeldung einzeln hinterherlaufen muss. Außerdem ist Holste überzeugt, dass solche Abfragen zu einem höheren Engagement der Mitarbeitenden führen, weil es sie motiviert – und das mache sie produktiver. Wichtig sei dabei aber, dass sie auch das Gefühl haben, dass ihr Feedback umgesetzt werde, sagt er.

Feedback als Schlüssel zum kontinuierlichen Lernen? Ja, bitte! Aber wie? Jenny von Podewils, Gründerin von Leapsome, packt aus: Welche Feedbackarten in welchem Mix braucht eine erfolgreiche Organisation in der VUKA-Welt? Wie schaffen wir neue Gewohnheiten für das Nehmen und Geben von Feedback? Wie kann Instant Feedback das Stärkenprofil mitgestalten? Das alles und einiges mehr in dieser Episode der NEW WORK LOUNGE. Viel Spaß dabei wünscht Dir Deine Anna-Sophie

“Woran liegt es, dass lebenslanges Lernen nicht in der Kultur von Firmen steckt?” Jenny Podewils hat Volkswirtschaftslehre und Politik in St. Gallen und Oxford studiert. Sie benennt Ihren Lehrer im Leistungskurs Politik und eine Professorin im Coaching Mentoring Programm in St. Gallen als mitverantwortlich dafür, dass Sie schon sehr früh davon überzeugt war, dass sich soziales Engagement und Unternehmertum nicht widersprechen müssen. Während ihres Studiums hat sie Praktika bei den United Nations und in Indien gemacht. Nach dem Studium war sie zunächst im Bereich Vertrieb und Business Development bei einem Clean-Tech Start-Up und dann beim Zeit Verlag tätig. Zusammen mit Kajetan von Armansperg hat sie danach Leapsome gegründet. “Ich habe einen fantastischen Mitgründer.” so fasst Jenny die Beziehung zu Kajetan zusammen. Dieser Satz klingt aus ihrem Mund extrem glaubwürdig, denn Jenny macht in unserem Gespräch mehrfach deutlich, wie sehr sie daran glaubt, dass diese kleinen “Expressions of Gratitude” dabei helfen, dass sich eine Organisation kulturell und leistungsmäßig immer weiter entwickeln kann. Genau darum geht es dann auch bei Leapsome. Das Kernprodukt ist eine Software, die dabei helfen soll, die Feedback- und Lernkultur in Unternehmen zu verbessern. Leapsome triggert die Feedback Interaktion. Jeder Mitarbeiter kann von jedem Kollegen Feedback anfordern oder auch ungefragt Feedback geben. Das erfolgt “one to one” und unter Nennung des Klarnamens. Darüber hinaus hilft Leapsome dabei, Mitarbeitergespräche vorzubereiten und transparente Zielprozesse (z.B. OKR´s) darzustellen, zu kaskadieren und den Zusammenhang der individuellen Mitarbeiterziele zum großen Ganzen zu verdeutlichen. Ein Analytics Tool hilft dann dem individuellen Mitarbeiter fortlaufend dabei, seinen eigenen Weiterbildungsbedarf zu ermitteln. Jenny und Ihren Partner treibt dabei die Vision, jeden Mitarbeiter in den Driverseat seiner persönlichen Entwicklung zu setzen. Wir sprechen mit Jenny außerdem über Ihre Zeit an der Singularity Universität, an der sie mit Hilfe eines Google Stipendiums am Gründer- und Accelerator-Programm teilnehmen konnte. Dort hat sie unter anderem einen umfassenden Einblick in das Thema Künstliche Intelligenz bekommen. Sie spricht mit uns über die Gefahren vor allem aber auch über die Chancen, die sie in ihrem Unternehmen zu nutzen versucht. Wir stellen staunend fest, dass es Jenny in ihrem Leben gelungen ist, aus ihrer Begeisterung für das Lernen einen Beruf und eine Technologie zu entwickeln. Und ja, wir sind begeistert und ab sofort Mitglieder im “Fanclub Jenny Podewils”. Shownotes Stell dich einmal vor, was hast du bisher gemacht? (ab 2:20) Wie kommst du dazu, dich so jung mit dem Thema Social Impact auseinander zu setzen? (ab 4:30) Wie kommt es, dass du - trotz Wirtschafts- und Politikstudiums in Sankt Gallen, deinem Social Impact getriebenen Ansatz treu geblieben bist? (ab 6:30) Was machst du mit deinem Unternehmen? (ab 11:00) “Two Sentence Pitch” - Was macht ihr konkret? (ab 17:10) Welche Tools nutzt ihr, um solche Feedbackgespräche auszulösen und zu gestalten? (ab 23:10) Ist euer Tool auch geeignet, um “One to Many” zu kommunizieren?(ab 31:40) Nutzt ihr .gifs und Emojis? Wie ist deine Sicht auf dieses Thema? (ab 34:10) Was sind Themen, die du aus dem Silicon Valley mitgenommen hast und wie setzt du diese in Deutschland um? (ab 35:05) Wie implementiert ihr Machine Learning? (ab 37:40) Was ist deine Blick auf KI und die Auswirkungen davon auf die aktuelle Arbeitswelt? (ab 42:10) Was waren deine Einblicke zum Thema Robotic im Silicon Valley? (ab 46:00) Hat sich die Singularity University für dich gelohnt und würdest du sie noch einmal machen? (ab 48:40) Wie seid ihr als Firma organisiert? (ab 49:50) Was machst du privat für den Ausgleich? (ab 56:10) Welche Bücher haben dich am Meisten beeinflusst? (ab 58:00)

Durch Permanentes Feedback zu besserer Leistung, höherer Motivation und individuellen Weiterbildungsoptionen im Beruf. Jenny von Podewils von Leapsome, stellt im Gespräch mit Digitalkaufmann.de eine Platform vor, die sich dem Thema Performance und kontinuierliches Lernen annimmt.