Podcast appearances and mentions of maddie grant

AI is the new social media—exciting, risky, and in need of guardrails. In this episode, we explore what makes a good AI policy and how to navigate the powerful tools reshaping our world. From confidentiality to data reliability, we cover key considerations for using AI responsibly.Joining the conversation is digital strategist Maddie Grant from Propel. She shares insights on crafting effective AI policies, testing their strength, and understanding where we stand in this fast-moving AI era. Tune in for essential guidance on shaping AI policies that protect and empower your organization.ResourcesMaddie Grant, Culture Designer & Digital Strategist at PropelJourney of Accountancy article, "Generative AI and risks to CPA firms" by Sarah Beckett Ference, CPA

Join host Maddie Grant on Empowering Workplaces as she engages in an insightful discussion with Gallup's Global Practice Leader, Ed O'Boyle. Together, they explore the profound linkages between workplace culture and the art of recognition. Discover the transformative power of authentic acknowledgment, its impact on employee engagement, and how fostering a culture of recognition resonates at every organizational level. Tune in to unravel the fabric of recognition's influence on workplace dynamics and organizational success.

In this episode of Empowering Workplaces, hosts Maddie Grant and Sanja Licina engage in an insightful conversation with Zoe Peterson-Ward, Chief Customer Officer at Workhuman. They talk about the significance of the season of giving and discuss strategies to support employees during the holiday season.Zoe shares her background, experiences, and insights on fostering recognition, rewards, and a culture of appreciation within organizations. The discussion explores the impact of recognition programs on employee engagement, the importance of tying rewards to company values, and strategies to design effective recognition initiatives. 

Join hosts Sanja Licina, PhD, and Maddie Grant in an eye-opening conversation with Jordana Confino, a certified professional coach and positive psychology professor, on the risks of perfectionism. Jordana, founder of JC Coaching & Consulting, shares her personal journey of breaking free from the shackles of perfectionism, revealing insights and actionable strategies.In this episode, Jordana examines into the misconceptions surrounding perfectionism. She distinguishes between healthy drive and the relentless pursuit of unrealistic standards driven by fear. Drawing from her own experiences as a lawyer, she identifies the negative impact of perfectionism on mental health, wellbeing, and overall success.Don't miss out on this fantastic episode!

In this episode of Empowering Workplaces, hosts Sanja Licina, PhD, and Maddie Grant welcome Cassie Holmes, a professor at UCLA's Anderson School of Management and author of the best-selling book “Happier Hour: How to Beat Distraction, Expand Your Time, and Focus on What Matters Most.”This episode might just transform the way you think about time and happiness in your professional and personal life. Discover the surprising findings from Cassie's research, including the relationship between discretionary time and happiness, the power of turning routines into rituals, and the importance of savoring everyday moments. You'll leave this episode with practical insights to invest your time more wisely and find joy in the ordinary.

Join Sanja Licina, PhD, and Maddie Grant as they engage in a thought-provoking conversation with Janet Pogue McLaurin, Gensler's Global Director of Workplace Research, in this episode of Empowering Workplaces. Explore the transformative insights from Gensler's 2023 Workplace Survey Report, uncovering the evolving needs and desires of employees in the post-pandemic era.Discover the balance between remote work and in-person collaboration, as well as the crucial role of thoughtful office design in boosting productivity and enriching experiences.

Join hosts Sanja Licina, PhD, and Maddie Grant in this enlightening episode of Empowering Workplaces as they dive deep into the world of imposter syndrome with their esteemed guest, Aoife O'Brien, founder of Happier at Work. Discover how organizations can support job seekers in overcoming imposter syndrome and unleash their true potential. Aoife shares her personal journey from the fast-moving consumer goods industry to becoming an expert on workplace culture, imposter syndrome, and podcasting. Learn how imposter syndrome affects visibility, novelty, and representation, and gain insights into recognizing and managing these challenges.

In this thought-provoking episode of "Empowering Workplaces," hosts Sanja Licina, PhD, and Maddie Grant engage in a fascinating conversation with the esteemed guest, Juana Bordas. As a leadership and diversity expert, author of "The Power of Latino Leadership," and the founder of Mestiza Leadership International, Juana brings a wealth of knowledge and experiences to the discussion.The conversation delves into the impact of multiculturalism in today's workplace and its evolution over time. Juana emphasizes the importance of embracing diversity and intersectionality, as well as the value of young generations in revitalizing the workforce. With millennials and Gen Zs shaping a new electorate and identifying as multicultural, the hosts explore how these emerging leaders can bring hope and positive change to society.

Join us in today's episode as we venture into the intriguing world of the Future of Work, together with our special guest Al Adamsen, CEO of My Future of Work and author of the Future of Work Study. This time, we explore the profound implications of technological advancements, AI, automation, and globalization on both organizations and individuals.Throughout our conversation, we emphasize the importance of evidence-based decision-making, effective governance, and integrated approaches within organizations. Moreover, we delve into the advocacy for a purpose-driven workplace experience that aligns individual, team, and organizational goals, all while addressing the crucial aspects of diversity, equity, and inclusion.

In this episode, Maddie Grant reports from on-site in San Diego at the WorkHuman conference ("the world's most transformative HR conference"), where she interviews Tom Libretto, President at Workhuman, Khalil Smith,  Vice President, Inclusion, Diversity, and Engagement at Akamai Technologies, and Peter Church, Chief People Officer at Point32Health,  about how to empower humans in the workplace and what's top of mind for these industry experts.

 In this episode of Empowering Workplaces, hosts Maddie Grant and Sanja Licina, PhD, sit down with Jim Frawley, bestselling author of "Adapting in Motion" and TEDx Speaker, to discuss the exciting world of AI and how individuals and organizations can adapt to the changes it brings. They delve into Jim's insights on executive development, the impact of AI on different industries, and the need for continuous adaptation. Discover how to navigate the evolving landscape of AI and harness its potential to transform work and unleash creativity. Join the conversation and learn how to embrace change in an AI-driven world.

In this episode of Empowering Workplaces, hosts Sanja Licina, PhD and Maddie Grant discuss the impact of managers on employee mental health with Dr. Richard Safeer, Chief Medical Director of Employee Health and Wellbeing at Johns Hopkins Medicine and author of A Cure for the Common Company. The conversation centers around the surprising data point that 69% of employees say their manager has a big impact on their mental health, which is equal to the percentage of respondents who said their spouse has a big impact.The discussion touches on the responsibility of managers to show up for their people with empathy and compassion, and the role of organizations in equipping managers to support employee wellbeing. Dr. Safeer provides insights and tips for creating a healthy workplace culture that empowers employees and leaders to prioritize mental health and wellbeing.

Maddie Grant, Culture Designer with Propel, joins the Association Transformation family for a deep dive into culture with Elisa and Andrew. A commitment to maintaining a strong, positive organizational culture is no longer an optional soft skill. From internal staff culture to member and volunteer culture, it doesn't have to be scary or overwhelming. Maddie walks us through measures of cultural disfunction and success, defines important cultural markers, explains employee net promoter scores and the difference between a cultural assessment and engagement analysis. We hope episode 73 is the first of many conversations that pull back the curtain on the spectrum of organizational culture within the nonprofit sector.Read Maddie's article in Associations Evolve 2023 and visit www.propelnow.co to learn more about Maddie's culture assessment and design processes.Support the show

Welcome to Empowering Workplaces! If you care about making work better, as a leader or an employee - and helping yourself and others navigate the evolving nature of the business world, you are in the right place!  Empowering Workplaces is hosted by Maddie Grant, a culture designer and co-founder of a firm called PROPEL, that helps organizations design evolutionary and disruption-proof cultures that are truly loved by their employees, and Sanja Licina, Ph.D., an organizational psychologist and President of QuestionPro Workforce, where we help companies better connect with, and understand their employees, to create the absolute best culture and experience for all those who are a part of their organization.We are two friends who created this podcast to talk to all kinds of fascinating people about how to empower BOTH employees and companies to create the kinds of human, empathetic, happy workplaces we all aspire to have.We talk to people doing big things inside a variety of companies, as well as authors, consultants, coaches and other individuals who have a story to share or really inspirational research. We really love data so we always share new and interesting data and insights related to the topic at hand!If you have ideas about people we should have a conversation with, or maybe that's you! Let us know! You can find us at empoweringworkplacespodcast.com.

How can we achieve more humanity in the workplace? If this is something that you are passionate about, you have come to the right place! In this episode, we bring you an enlightening conversation with Dr. Sanja Licina and Maddie Grant on achieving a human-centered workplace. Dr. Sanja Licina is an organizational psychologist and the president of QuestionPro Workforce. She has dedicated her entire career to helping companies create cultures that employees love to be part of. Maddie Grant is the co-founder of Propel, as well as an expert culture designer and digital strategist, focusing on helping organizations unlock the power in their culture. She is also the author of a number of books including Humanize: How People-Centric Organizations Succeed in a Social World, which was surprisingly ahead of its time when it was published over a decade ago. After covering Sanja and Maddie's no-straight-path stories, we talk about creating systems to better support humanity in the workplace in spite of business objectives and capitalist constraints. We discuss the importance of empathy as a leader, how well-being is more front and center than ever before, and how important flexibility of location and time is to workplace culture and employee retention. Tune in for this fascinating conversation! Links Mentioned in Today's Episode: Dr. Sanja Licina  Maddie Grant Work @ Life  Work @ Life — 'How a Successful Career Path Can Be Anything but Linear' Hubspot Creators Program QuestionPro Workforce Propel Humanize: How People-Centric Organizations Succeed in a Social World  When Millennials Take Over: Preparing For The Ridiculously Optimistic Future Of Business  The Non-Obvious Guide To Employee Engagement (For Millennials, Boomers And Everyone Else) Ashley Menzies Babatunde Ashley Menzies Babatunde on Instagram

Depending on who you ask, you are likely to get very different responses to the question “what is happiness”? Some believe that it's about the journey, while others are focused on the destination. Regardless of how you define happiness, most of us are often looking for more of it. So, how do we go about feeling happier? Join Sanja Licina, PhD and Maddie Grant as they discuss the meaning of happiness, fulfillment and purpose and how it all intertwines with work and our personal lives.

On this week's episode of Inside Outside Innovation, we sit down with Maddy Grant, Cofounder of Propel. Maddie and I talk about the changing dynamics of workplace culture and what companies need to be doing to navigate the new future of work. Let's get started. Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.Interview Transcript with Maddy Grant. Co-founder of PropelBrian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today, we have Maddie Grant. She is the Co-founder of Propel, which focuses on helping organizations prosper through cultural change. Welcome to the show Maddie. Maddie Grant: Thank you so much for having me.Brian Ardinger: I'm excited to have you on the show. There's a lot going on when it comes to workplace culture and the future of work. For those in our audience who may not have run into your work yet, you're also in addition to working at Propel, you're an author of several books, including Humanize, When Millennials Take Over, and I think your most recent book is The Non-Obvious Guide to Employee Engagement. You know, this whole concept of work culture, work culture is being disrupted. You know, we hear about the great resignation or the great reassessment or the great return to work. Whatever the next great thing seems to be out there. You know, what are the biggest challenges and changes that you're seeing when it comes to the world of work? Maddie Grant: What's interesting is I've been kind of researching culture change in the workplace for quite a long time. For a couple of decades. So long before the pandemic, the workplace was changing in terms of needing to be more digital. You know, advent of social media changed a lot of stuff about managing and leading in the workplace, not just, you know, marketing and communicating with your customers.So, it all started with basically the digital age. And my particular interest is actually on organizations that need to transition from the old way to the new way. Right. So, I'm not so much about startups who could basically create their own culture from the get-go. What I'm interested in is how do you take like a hundred-year-old museum and change, you know, and get them like up to the digital age. And then the pandemic happened. Right? So, a lot of the things that I was exploring in my books and my research basically happened really quickly overnight. And the big disruptor beyond of course the pandemic itself was to me, the idea that all of a sudden there was a really good reason to change how we work. Right. Right. Because if you didn't, people might lose their lives, literally. So in that respect, you're going to go remote. Like, even if you said that you couldn't or only, you know, very special VIP people could take like one half afternoon off of work on a Friday. Well, all of a sudden everybody's working from home and oh, guess what? It's actually working pretty well. It's actually, you know, people are doing their jobs and they're, they're managing, you know, what they need to manage. And they've got kids, dogs, all the rest of it at home. So, there's all these new external factors coming into it. But the work is still getting done.Brian Ardinger: So, talk a little bit about we're in a weird space now, because for lack of a better term, a lot of the pandemic's talk has, has gone by the wayside and people are returning to work. And you're seeing this push again to trying to go back to the old normal. What are you seeing when it comes to that push and pull and, and that desire to go back to the way things were and what's working, or what's not working when it comes to that?Maddie Grant: What we're seeing is that the people who want things to go back to the way they were, are almost always senior level people. So those are the people who got to where they are in the old system. And those are the ones who are very, very keen to go back to how it was. But like my partner Jamie Nadder likes to say the toothpaste is out of the tube now. So, there's some things that just cannot go back.So for example, saying that people can't do their work, can't achieve their goals or their project targets or whatever from home, you can't say that anymore because there's so much data that people were completely able to do that, you know, for the past two years. However, what I think is really interesting is there is actually value to coming back to the workplace. But that value, you know, everybody talks about, you know, the water cooler conversations and, and building relationships.And, you know, seeing people in person is better than online. You know, all of these kinds of things. But they're not defining why those things are important. Like why do we care about water cooler conversations? And in fact, water cooler conversations are actually not an equitable way of building relationships or coming up with random ideas that turn into that next multimillion dollar revenue source, because not everybody has access to the water cooler, right? Some people are not supposed to get up out of their desks for X number of hours. So that's just one example, but I think some of the most interesting work that we're doing right now is actually around the hybrid workplace. And so we wrote this eBook that was basically the four culture decisions that you need to consider when returning to the workplace.And the four are Customizing the Employee Experience. Like how much are you willing to customize? Second one is What is the Value of the Workplace, the physical workplace. Third one is Defining Collaboration and the fourth one is Supervision and Accountability. Like, so you know, that people have been able to achieve their work from home. So how does that change, how you supervise and hold them accountable in the future? And these four things are all very interrelated. But the idea is that really smart organizations will take this opportunity to rethink actually what's important about bringing people together. And they will redesign their workplace, for that purpose. And it could be multiple purposes. But you might have a group of people inside your organization who really need the workplace for quiet time. So, it's actually not about collaborating. It's about having time away from the dog and the three-year-old. For other people, it's about collaborating, but in larger brainstorming teams. So, you know, collaborating with people outside of your department. So not your regular work with your team but getting together with others that you don't normally get together with. Sometimes it might be actually very social. Like what if the workplace was now like the big cafeteria where people came in literally to eat and have coffee, and that's where you start to, you know, run into people randomly, that kind of thing.For all of those things, the reason it works or doesn't work is that you've defined that that is the reason you want people to be interacting in person. You know, so just having that thoughtfulness about why you care about getting people back to the workplace. It's not just to sit in a cubicle and be on your laptop on Zoom. Right. But now possibly with a mask on depending where you live. That doesn't make sense to anybody. And it doesn't make sense, and a lot of C-suite people will see this very quickly if they don't already, to drive like an hour into town for your meeting and then lose another hour, getting back home to get back on Zoom for your other meetings. It's so inefficient compared to what it used to be. Brian Ardinger: Let's talk a little bit about, I've had a conversation with a lot of companies and some of the challenges revolve around existing managers, not having the tools, resources, or training to really know how to interact or deal with remote employees. Again, a lot of people were just dumped into this and were never given an opportunity to learn new ways of connecting and communicating and collaborating in a remote kind of environment. Do you have any tips or tricks or things that you've seen that can help manage that transition better? Maddie Grant: There's technologies available for all of the above. Two minutes on Google and you can find tools and platforms for online meetings and for all kinds of different whiteboards and you know, whatever your needs might be. So it's not the technology, that's the issue. I think it literally just goes back to really defining why are you meeting. For what purpose is each meeting. And what are the different formats that they need to be. And how do you build relationships throughout the year through these different kind of connection points. And when is it better for it to be a one-on-one meeting versus a group? And when do you have your camera on or your camera off? Right? These are all very nuanced things and they're all culture things. But once you sit down to really just audit all of the meetings that you do and really define which kinds of meetings are for what purpose that enables all kinds of people, both on the management side and, you know, the individual practitioner side, contributor side, to really, you know, be on the same page about what these meetings are for.Brian Ardinger: Have you seen any examples of companies doing this well and, or different ways that if I'm thinking about this, should this be top ground driven, thinking about like how do we actually calculate the meetings and figure this out. Should be done from the bottom-up team by team? What are some of the best practices you've seen out there?Maddie Grant: I don't believe in best practices. I am a culture person who believes that every organization has the right culture for them. And that may be very different than for your competitor who does exactly the same work in the same market. But it's just a different company. So, for me, it's about that blueprint that works for you as an organization. The ability to define what the guidelines are for you.And this is going back to what I was saying about defining collaboration, for example. You know, if you really understand as a company, why you want people to get together and have kind of a guiding principle that literally writes out, you know, we value collaboration because X, Y, Z, then those kinds of statements, which is similar to core values, right, but they're just a bit more granular. But the point of them is that anybody in the company should be able to get behind that and to understand it, no matter where sit. So, yes, it's top down. And yes, it's bottom up. Like it's got to go both ways. I will say it will not work if it's only bottom up. Like the power of the CEO, you know, no matter what the CEO might say, the core values are, or the culture is if their actions don't match with other words, they can destroy a culture really easily. But they can also really set the tone. And they have a lot of power to model the behavior that they're looking for. And I think the really fascinating thing about this whole great reshuffling is that there are people out there who fit every kind of culture. So, for example, we were talking to a lobbying firm. They need people, their lobbyists to be in person, because they go and meet with politicians. And if there's three people on zoom and three people in the room with the politician, you know, guess who's going to get the most attention. They just cannot do their jobs equally well on Zoom versus not.So, for a company like that, then yes, they have a really good reason for wanting everybody to be in the office. I don't at all believe that everybody should be remote or anything like that. But the idea is just to really kind of understand and specifically define what those guiding principles are. You know, we do our work better because X. Brian Ardinger: Tactically, how do you start breaking that apart? Is this something that the C-suite should sit down and think through this. Should every team be thinking through and mapping this out on a board saying here's how we work best together. And here are the rules of engagement. And talk to me, tactically, how that can be done. Maddie Grant: The simplest way to start is with a culture assessment. It'll just help you break down into categories the, the different topics for discussion. And any culture assessment will do. Obviously, we created one that I like the best, but whatever. The point is just starting the conversation. But just as an example, our assessment measures things like agility and innovation and inclusion, transparency, collaboration, solutions which is like employee focus versus customer focus. And a couple more. So, there's eight markers and they're pretty legit from the standpoint of eight big topic areas that you can talk about. And when you start having those conversations and it is literally what you just said, like, how do we do innovation here, for example. What we've seen in our data is some really, really fascinating results. So, for innovation, I have to tell you this one, because of this podcast topic. For innovation, there's what we call a culture pattern, which appears across many, many different companies. It is where the scores for the concepts of innovation, so things like creativity, passion, and purpose, like learning, you know, ability to bring in resources for learning.All these kinds of things tend to score high. But the structural pieces of innovation tend to score low. So, these are things like risk taking, experimentation, right? So, it's like, we like to talk about innovation, right. But we don't necessarily have the structures in place in our company where it's okay to innovate. And to take risks. And to measure.We're not measuring the experiments that we're trying. So that's a pattern that comes out in this kind of data that you can immediately start to fix. If your goal is to be much more innovative as an organization, literally the data tells you every single department needs to have a way to measure how many experiments per month you're doing. And not just the results, but how many you tried. Like the failures are as important as the ones that worked, because if you're not failing enough, with trying things then you're not trying enough things. Brian Ardinger: Yes. Great insight there. And I think that's very true. I think a lot of companies have a lot of innovation theater where they like to think they're innovative, but when it comes down to like you said, the actions don't necessarily match up with the reality of that.All these changes are obviously affecting every company out there. And this war for talent is becoming now global. Used to be where you could find your talent in your backyard. And now everybody's competing for every job around the world. What can companies do to better position themselves for attracting and finding the best talent today?Maddie Grant: Yeah. So, I think that your differentiator is your culture. And of course, I'm a culture consultant. So, culture hammer, everything is a culture nail, right. But I do think there's a great lack of good description of what your culture is. Like good authentic description. And for every company that is losing people because of whatever their culture is, there are other people leaving cultures that are the opposite because there's so many different companies with different cultures. Being able to really accurately describe what it is, what it feels like to work there. You know, how people collaborate there. How much people are expected to integrate their external life into the workplace. You're a startup and you want people to live and breathe the startup life. Cool. If, if I'm, you know, 25 and my parents pay my rent. Like, yay, I'll go do that. But I'm 50. Can't do that anymore. But the point is there are people out there that will actually gravitate to your culture no matter what it is. So being able to really understand it and describe it to me is the key. Absolute key. And all the rest of it falls to the wayside. The salaries, benefits, all that stuff is almost irrelevant to me. Brian Ardinger: You talk a lot about how you customize the employee experience for employees to do their best work. Can you talk a little bit more about how do you customize an employee experience? Maddie Grant: Yeah. So just an example, based on what we've been talking about, the whole, you know, remote working. So, we worked with a group that owns their own building, a beautiful building. So of course, they were very insistent on trying to get everybody back in. And what they did was they said, okay, everybody needs to come in twice a week. And then each department gets to pick which two days. Like that sounds fabulous.Okay, cool. But in actual fact, within every department, there are people who want to come in five days to get the quiet or to, you know, because they miss everybody. There are people who want to come in, never like you couldn't pay me enough to come back in because I do my work really well from home.And then there's a lot of people somewhere in the middle, like, I'll come in two days, if you want, but I really don't want to come in Mondays or Fridays. Right. But now everybody comes in Tuesdays and Wednesdays and Thursdays. So the traffic is absolutely horrible. So, you know what, actually I'd rather work from home.So, you know, if you get down to like the people's real lives, it's about the ability to really kind of gather everybody together. And balance a collective need or an organizational need for, in person collaboration with individual needs. People who want to be in all the time are out all the time or somewhere in the middle. You know, some people moved away and so they can't actually come in. Right. That's definitely happened a lot. The idea of customizing, it's all about the best way to do your best work. And so literally just asking the question of everybody, of how they best prefer to work. But it's also not just, we're trying to appeal to everybody's individual needs. There's also an organizational piece to it.And if we've defined, you know, that collaboration is important to this organization because it helps us build relationships long term, which helps us do better work you know, in these other ways, you have to get all those inputs and then design the experience of your employees in a way that balances both. Like you'll never please, everybody. That's not what you're trying to do.Brian Ardinger: Yeah. It's very much mosaic that you have to put together to make it look good on all fronts. Both for the employee and for the company itself. Maddie Grant: It might also really change your ultimate plan. So, this organization we worked with, they wanted everybody in two days a week, but it turns out that what they really, really wanted was those opportunities to build relationships and to run into people. Brian Ardinger: Right. So, can you do that in other ways? Maddie Grant: Right. Having random people in two days a week was actually not the way to do it. Instead, it was having everybody in for like a social day. Yeah. Like twice a month. And that they would bring in food trucks and they would bring in maybe a speaker or two and have some activities. But also just have some open time where people could just hang out.For More InformationBrian Ardinger: It's definitely a fascinating topic. If people want to find out more about yourself or the books or the company, what's the best way to do that?Maddie Grant: Yeah. So, my company's called Propel. The URL is propelnow.co. And all my books are on Amazon. So, When Millennials Take Over is probably the easiest one to Google for.Brian Ardinger: Well, Maddie, I really do appreciate your time coming on Inside Outside Innovation and sharing your insights on the world of work. I'm sure we'll have you back on because the world is changing quite fast. Maddie Grant: Thank you so much for having me. Brian Ardinger: Thank you very much.That's it for another episode of Inside Outside Innovation. If you want to learn more about our team, our content, our services, check out InsideOutside.io or follow us on Twitter @theIOpodcast or @Ardinger. Until next time, go out and innovate.FREE INNOVATION NEWSLETTER & TOOLSGet the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HEREYou can also search every Inside Outside Innovation Podcast by Topic and Company.  For more innovations resources, check out IO's Innovation Article Database, Innovation Tools Database, Innovation Book Database, and Innovation Video Database.  Also don't miss IO2022 - Innovation Accelerated in Sept, 2022.

Whether it's in our personal lives or at work, practicing empathy and compassion is not as simple as it initially seems; that's because every single human is different in subtle ways, and what works for a person might not for someone else. Indeed, in the workplace, effectively connecting with others can take different forms and it's crucial to learn the most effective one for your business—one that is finely tuned to your culture. Join Sanja Licina, PhD and Maddie Grant in this episode, where they discuss how compassion will become an increasingly important skill and how leaders can effectively develop it to lead teams and grow businesses.

One of the first things we learn as workers is that in many organizations talking about how much we earn is not something that happens — and, unfortunately, this old taboo only hides the fact that some companies have a huge pay gap, as well as other economic and gender-based inequities. That is why, for a long time, organizations and thought leaders have asked themselves: “Should we have full transparency about pay? Is purpose and the greater good more important than pay? Or is pay simply king?” In today's episode, Sanja Licina, PhD, and Maddie Grant, tackled the concept of pay from the increasingly important angles of recruiting, attracting, and retaining talent — and, of course, building a sense of community at work.

While many organizations strive to have a unified culture, employee experience can be anything but uniform. In today's episode, hosts Sanja Licina, PhD and Maddie Grant, highlight relevant datapoints from a survey study of over 3,000 workers across the globe, and why it's important to understand the differences between how managers and individual contributors may experience a company culture to make well-informed decisions about your strategy.

Maddie Grant, Co-founder of Propel, Author, Digital Strategist, and Culture Designer joins The Association Podcast to talk about what it means to design an organizational culture.  We discuss what success means in digital transformation, and it might not be what you think it is.Please check out all of the incredible resources that Maddie has at www.propelnow.co.

Maddie Grant, CAE is co-founder of Propel and an expert culture designer and digital strategist who focuses on helping organizations prosper through culture change. She has specific expertise in digital transformation and generational differences in the workplace. Even though associations have been talking about digital transformation for years, the pandemic forced the topic to the forefront. Associations had the realization that they actually could think outside the box and use technology to continue serving their members and staff. It also provided a window of opportunity to think about the ultimate change, the transformation, more than the technology. With so much information and so many definitions out there, we're bringing it back to the basics of what associations really need to know right now to fully embrace the "digital first" concept -- including the difference between being digitized and being digital. I'd really appreciate it if you would click the like button above and leave a review if your favorite podcast app has that ability. Thank you! Visit https://www.marybyers.com/contact/ for links to join the conversation on our social sites. © 2021 Mary Byers

In this episode, Jamie and Maddie talk about redefining engagement and culture, the challenges of returning to the office, the critical importance of metrics and measurement, and the value of technology in creating collaboration, transparency, inclusion, and innovation.Jamie Notter helps leaders create stronger cultures and upgrade their workplaces, based on a deeper understanding of their organizational genetic code. He brings twenty-five years of experience in conflict resolution, generational differences, leadership, and culture change to his work with leaders around the world. A sought-after keynote speaker, Jamie also serves as adjunct faculty at Georgetown University. Maddie Grant is an expert digital strategist and culture designer whose superpower is skillful shepherding of organizations through cultural and digital transformation. Maddie was the founder of SocialFish, a successful digital strategy consulting firm and home of one of the most visited and respected blogs written for nonprofit and association executives. Together Jamie and Maddie run PROPEL, a coaching and consulting company that helps companies achieve culture-driven growth, impact, and success. They have written three books together: Humanize: How People Centric Organizations Succeed in a Social World (2011)When Millennials Take Over: Preparing for the Ridiculously Optimistic Future of Business (2015)The Non-Obvious Guide to Employee Engagement (2019).Silicon Valley based company Innovation Minds takes a crucial step in helping  solve the new challenges of the post-pandemic global workplace by launching this podcast, in which we interviews a diverse offering of business leaders from around the planet on how to use innovation to engage the workforce, as well as how to innovate engagement using technologies like artificial intelligence and machine learning to humanize relationships in the new distributed workplace.Innovation Minds is a leader in using AI-driven technology to engage employees through their philosophy of Innovation At the Edge, and decided to launch this podcast to promote the urgent need for engagement at this delicate time.Guests for our first season include corporate HR leads, world-class consultants, best-selling authors, and employee engagement and innovation experts working across a wide range of industries: Clint Pulver, Themba Chakela Jamie NotterMaddie Grant Delano Johnson Shawn Nason Luke Jamieson Coonoor Behal Jeff Tobe Niven Postma Adriana Bokel Herde Sindhu Joseph and Dickson TangYou can read more about our season one guests at our website, and sign up for reminders to make sure you never miss an episode. 

A fresh take on work, life, culture, and the employee experience - exploring hot topics from both the individual and organizational perspective. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share surprising data points and creative solutions with you every episode. This week, we kick off Season 2 with a data-heavy exploration of the First Female Recession.

As we wrap up our Alport Awareness Series, I am so excited to welcome to the show, Grant Bonebrake & Maddie Martin, Volunteer Patient Advocate Alport Foundation.  About Grant: Grant Bonebrake is a high school senior in San Diego, CA. He was misdiagnosed with the wrong kidney disease until age 11 when he experienced hearing loss that led to proper diagnoses of Alport syndrome, a rare genetic kidney disease. His involvement with Alport Syndrome Foundation led him to become an active patient advocate. In December 2020, Grant received the national RareVoice Award (Teen Category) for Legislative Advocacy from the EveryLife Foundation for Rare Diseases. He also volunteers with the Young Adult Representatives of Rare Disease Legislative Advocates program, and National Kidney Foundation. Grant is currently working with other teens to document the experiences and insights of young people living with Alport syndrome. About Maddie: Maddison Martin just turned 22. She was originally misdiagnosed with Glomerulonephritis at age 2 before receiving a formal diagnosis of Alport syndrome, via kidney biopsy, at 4-years-old. At the age of 20, she received the Gift of Life in the form of a kidney transplant from her high school attendance secretary, Tammy. Inspired by her Alport journey, Maddison is currently a nursing student and enjoys spending free time with her family. Listen in as Maddie & Grant share their personal journeys, the physical & emotional aspects of being a teen with rare disease and how they have embraced their diagnosis.  #AlportAwareness   

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is burnout and what we can do about it.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is pay satisfaction and the feeling of self worth.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is financial literacy and managing financial stress at work.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is about how to manage mental wellbeing in the workplace.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is a hot one - relationships at work!

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is collaboration and communication in the workplace.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is vulnerability in the workplace - with surprising data about the pervasiveness of the stereotypes about vulnerabilty.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is work-cation - what is it and is it a good thing or a bad thing?

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is personal versus professional advice - who do you turn to? The results of our quick poll are surprising.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is reimagining workplace culture in a virtual environment - something very close to our hearts. With surprising data!

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, Ph.D., President, Workforce at QuestionPro and Maddie Grant, author, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! This episode's topic is Impostor Syndrome and International Women's Day - with special guest Shana Glickfield, partner at Beekeeper Group.

Kicking off 2021 with a fresh take on work, life, culture, and the employee experience. Sanja Licina, PhD, President, Workforce at QuestionPro and Maddie Grant, co-founder and culture designer at PROPEL are ready to share one of a kind insights with you every week! 

QGEN Podcast ซีรีส์นี้ เราจะหยิบยกหนังสือที่ถือว่าเป็นสุดยอดด้าน Talent Management ซึ่งคัดสรรโดย คุณบี อภิชาติ ขันธวิธิ Managing Director ของ QGEN Consultant เพื่อสรุปเนื้อหาและ Practice สำคัญที่ทุกผู้บริหารและ HR สามารถนำไปปรับใช้กับองค์กรได้ . สำหรับ EP.2 เราจะคุยกัน ถึงหนังสือที่มีชื่อว่า When Millennials Take Over: Preparing for the Ridiculously Optimistic Future of Business โดย Jamie Notter และ Maddie Grant . หนังสือเล่มนี้พูดถึง Generation Millennial ที่เป็นส่วนผสมระหว่างช่วงปลาย Generation Y และช่วงต้น Generation Z ซึ่งเกิดขึ้นในยุคที่เทคโนโลยีเข้ามามีบทบาทกับชีวิตของคนกลุ่มนี้ตั้งแต่อายุยังน้อย และมีความสามารถในการเข้าถึงข้อมูลต่าง ๆ ผ่านเทคโนโลยีที่อำนวยความสะดวกได้อย่างง่ายดาย . หนังสือเล่มนี้จะช่วยให้คุณเข้าใจเรื่องราวของชาว Millennial ได้มากขึ้น และวิธีการที่องค์กรและ HR สามารถนำไปใช้ เพื่อบริหารการจัดการคนทุก Generation ให้ทำงานร่วมกันได้อย่างมีความสุข #QGEN #QGENPodcast

Jamie is an author and culture consultant who helps leaders drive growth and engagement by aligning workplace culture with success. Author of three popular business books, Jamie has a Master’s in conflict resolution from George Mason and a certificate in OD from Georgetown, where he serves as adjunct faculty. Human Workplaces is a culture management firm created by Maddie Grant and Jamie Notter that uses culture analytics and customized consulting and resources to help organizations align culture with growth, engagement, and innovation.

In the realm of topics that just won’t go away there is “employee engagement;” we continue to talk, discuss and debate.  Is there anything “new” to say? Our guests this week, Jamie Notter and Maddie Grant, think there is! Join Mike and Robin as they chat with Jamie and Maddie (from Human Workplaces) as we discuss: Why culture is more important than engagement and what the relationship is between the two. How to define employee engagement in a way that connects directly to what makes both your organization and your employees more successful. Why engagement surveys are so flawed and how to dig into your culture to go beyond “symptom” metrics. Why do we persist with the generational stereotypes? (OK – that’s Robin’s question/hot point!) Jamie and Maddie are authors of The Non-Obvious Guide To Employee Engagement (For Millennials, Boomers And Everyone Else)(available now for pre-order).   @DrivethruHR @MikeVanDervort @RobinSchooling  

Why is it important for associations to understand their online communities? What are some of the ways associations are using their online communities and what are the resources needed to manage them effectively?  Meet the organizers for this year's Community Manager Appreciation Day, who each have their own special perspective to add to this discussion.  Ask your questions and we'll share some solid advice on how to make your online communities even stronger! Special guests include: Susan Cato Maddie Grant Ben Martin Susan Cato is a visionary leader and innovator in the world of digital strategy, online communications, and community engagement creating award-winning websites, applications, online publications and online communities for more than 15 years. Susan’s superpower is leveraging her deep understanding of digital processes, content, branding, and structures to deliver innovative and meaningful experiences for members and customers. Maddie Grant is the Lead Editor at SocialFish, a widely-read blog about social media and social business strategy. Her recent consulting work focuses on digital transformation and internal and external engagement. She’s also a Founding Partner of WorkXO, a software platform that enables companies to improve their workplace culture. Ben Martin is the Chief Engagement Officer at Online Community Results, a consultancy dedicated to helping nonprofit organizations achieve their missions and ROI using online communities. He has worked with organizations like IEEE, University of Pennsylvania Health System, Toastmasters International, and the Specialty Food Association. KiKi L’Italien is the CEO and founder of Amplified Growth, a digital marketing consultancy specializing in SEO, social media, and content strategy. She also hosts the hugely popular Association Chat live-streamed vodcast, a weekly association-centric news and education outlet which has run since 2009.

Celisa Steele interviews Maddie Grant, co-author of Humanize and When Millennials Take Over about the implications of social media on associations, how it has led to organizations becoming more human-centric (including the impact millenials are having on this), and the important role of learning in organizational culture. Madddie is a digital strategist and thought leader who is an expert at helping organizations use social media to transform organizational culture and become more human-centric. She is also well known for her work on organizational culture at WorkXO, as well as for her role as editor of the SocialFish blog. Show notes available at http://www.leadinglearning.com/episode61.

My guest this week, Maddie Grant, recently wrote a post on Linkedin titled "Why We've Got It Wrong About Bringing Our True Selves To Work" and it gave us food for thought. Even with our true, authentic selves we still need to take a mindful approach to when and how we share, and what level of our true self is appropriate to put out there. Learn more at: http://bit.ly/2jCGzzg --- Support this podcast: https://anchor.fm/jfouts/support

This Podcast is a Guest post on Brian Carter's Website BrianCarterGroup.com. Jamie Notter and Maddie Grant have written a book that profiles many different companies that are ready for the coming Millennial Storm and are ready to grow with the Millennial mindset. It also teaches you how to pivot to be ready to leverage the Millennial skillset and understanding of the world. Listen and enjoy!  

Maddie Grant and Jamie Notter have written a book called Humanise - How People Centric organizations succeed in a social world. Maddie is a well-known blogger and partner in a successful social media consulting firm working with associations and non-profits, SocialFish, and she spent some time with me on this podcast. We discussed how organisations are becoming more engaged with social media and this is creating an environment of transparency. We now want understand the company from the inside out. We want to connect on a deeper and more human level. We explore this changing landscape. What it means to business and the larger community. Resources: Book Humanise Test your organisation

Interested in launching a dynamic social learning experience for your audience? Want to make the leap from social media not just as a tool for communication, but as a platform for leadership? Then you will definitely want to tune into this episode of Learning Revolution with Maddie Grant. In it we discuss the new Private … The post Social Leading, Social Learning with SocialFish’s Maddie Grant appeared first on Learning Revolution.

  Catherine Johns and Michele Rempel interview Beth Campus,Assistant Director, Public Relations at Northeastern Illinois University about the Empowering Through Technology Day 3.0 on October 25th.   Northeastern Illinois University (NEIU) will host the third annual Empowerment Through Technology (NETT) Day Conference, “Social Media and Global Education,” on Thursday, Oct. 25.   NETT Day 3 will be located at Northeastern Illinois University's main campus, 5500 N. St. Louis Ave. in Chicago. The conference will begin at 9:25 a.m. and conclude with a keynote presentation by Jamie Notter and Maddie Grant at 7 p.m. Notter and Grant will speak about their book “Humanize: How People-Centric Organizations Succeed in a Social World.”   Sponsored by:     Making you more Magnetic - http://www.catherinejohns.com Simplifying Social Media - http://www.mediavinemarketing.com  

Maddie Grant of DC-based SocialFish has done a lot of thinking about connecting online audiences with speeches, panels and presentations. More to the point, she's done a lot of doing, including convening one of the most ambitious online conference approaches I've seen: NTC Online, the digital version of the Nonprofit Technology Conference held every year by NTEN.In our conversation, she offers some great advice for event organizers, speakers and anyone who wants to use digital tools to help online and offline audiences learn. And after you've heard our conversation, check out these links:Maddie Grant on Twitter, LinkedIn, Google+ and FacebookSocialFish on Twitter, LinkedIn and FacebookMaddie has cowritten two books: Open Community (disclosure: I cartooned for it) with Lindy Dreyer, and Humanize with Jamie NotterHere's a terrific post from Maddie's blog on hybrid (i.e. online and offline) eventsTodaysMeetStorify