Podcasts about rto

Geanne Weaver-Hepler (Director of EX, Charlie Health), Allison Vendt (VP, People Ops & Head of EX at Dropbox), Nick Freeman (Co-CEO, Marco), and Brian Elliott (CEO, Work Forward) joined us to talk about what's broken with employee connection—and how to fix it. We explored practical frameworks for offsites, hybrid team building, and creating meaningful connection moments across distributed workforces.---- Sponsor Links:

Welcome to the Daily Compliance News. Each day, Tom Fox, the Voice of Compliance, brings you compliance-related stories to start your day. Sit back, enjoy a cup of morning coffee, and listen in to the Daily Compliance News. All, from the Compliance Podcast Network. Each day, we consider four stories from the business world, compliance, ethics, risk management, leadership, or general interest for the compliance professional. Stories include: Trump wants to punish banks. (WSJ) When ABC becomes corrupted. (FT) Is the Comic Sans font evil? (FT) Microsoft is going RTO. (Business Insider) You can donate to flood relief for victims of the Kerr County flooding by going to the Hill Country Flood Relief here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Hier reden Olli und Steffen über die große und kleine Luftfahrt aus Pilotensicht. In dieser Folge: Olli und Steffen berichten, Side Stick Technik von BAE, Steffen als Star Trek-Captain, Boeing und Berater, Alaska Airlines Unfallbericht, Startprobleme in Stuttgart, Nose Gear dreht sich, Johannes' Erlebnis, Fahrwerksbilder, MD-11 Unfall in Seoul, Takeoff-Warnung, Fragen zum RTO, Tiefflug aus Hongkong, eine 747-8F im Video – und die Verabschiedung.

As an advertising creative, Ben Levy pulled all-nighters at agencies like StrawberryFrog, HAVAS, and RTO&P. His work for brands including Coca-Cola, Boost Mobile, New Balance, Jägermeister, Virgin America, and others occasionally earned him shiny things.As a presentation coach, Ben's taught the fine art of persuasion to everyone from creative freelancers to agency execs. He's spoken to and coached folks at shops like Mischief, Droga5, GREY, Ogilvy, Digitas Health, FCB, VML, etc.He's trained in three forms of martial arts, can slow his heart rate on command, and has an encyclopedic knowledge of Looney Tunes.Don't be too impressed though, he also managed to fail a Salsa class.

Tony chats with Bill Martin, President & CEO at Plymouth Rock Home Assurance in a friendly debate about the merits of remote vs a full return-to-the-office (RTO).Bill Martin: https://www.linkedin.com/in/billmartiniv/

Welcome back to Snafu w/ Robin Zander.  In this episode, I'm joined by Brian Elliott, former Slack executive and co-founder of Future Forum. We discuss the common mistakes leaders make about AI and why trust and transparency are more crucial than ever. Brian shares lessons from building high-performing teams, what makes good leadership, and how to foster real collaboration. He also reflects on raising values-driven kids, the breakdown of institutional trust, and why purpose matters. We touch on the early research behind Future Forum and what he'd do differently today. Brian will also be joining us live at Responsive Conference 2025, and I'm excited to continue the conversation there. If you haven't gotten your tickets yet, get them here. What Do Most People Get Wrong About AI? (1:53) “Senior leaders sit on polar ends of the spectrum on this stuff. Very, very infrequently, sit in the middle, which is kind of where I find myself too often.”  Robin notes Brian will be co-leading an active session on AI at Responsive Conference with longtime collaborator Helen Kupp. He tees up the conversation by saying Brian holds “a lot of controversial opinions” on AI, not that it's insignificant, but that there's a lot of “idealization.” Brian says most senior leaders fall into one of two camps: Camp A: “Oh my God, this changes everything.” These are the fear-mongers shouting: “If you don't adopt now, your career is over.” Camp B: “This will blow over.” They treat AI as just another productivity fad, like others before it. Brian positions himself somewhere in the middle but is frustrated by both ends of the spectrum. He points out that the loudest voices (Mark Benioff, Andy Jassy, Zuckerberg, Sam Altman) are “arms merchants” – they're pushing AI tools because they've invested billions. These tools are massively expensive to build and run, and unless they displace labor, it's unclear how they generate ROI. believe in AI's potential and  aggressively push adoption inside their companies. So, naturally, these execs have to: But “nothing ever changes that fast,” and both the hype and the dismissal are off-base. Why Playing with AI Matters More Than Training (3:29) AI is materially different from past tech, but what's missing is attention to how adoption happens. “The organizational craft of driving adoption is not about handing out tools. It's all emotional.” Adoption depends on whether people respond with fear or aspiration, not whether they have the software. Frontline managers are key: it's their job to create the time and space for teams to experiment with AI. Brian credits Helen Kupp for being great at facilitating this kind of low-stakes experimentation. Suggests teams should “play with AI tools” in a way totally unrelated to their actual job. Example: take a look at your fridge, list the ingredients you have, and have AI suggest a recipe. “Well, that's a sucky recipe, but it could do that, right?” The point isn't utility,  it's comfort and conversation: What's OK to use AI for? Is it acceptable to draft your self-assessment for performance reviews with AI? Should you tell your boss or hide it? The Purpose of Doing the Thing (5:30) Robin brings up Ezra Klein's podcast in The New York Times, where Ezra asks: “What's the purpose of writing an essay in college?” AI can now do better research than a student, faster and maybe more accurately. But Robin argues that the act of writing is what matters, not just the output. Says: “I'm much better at writing that letter than ChatGPT can ever be, because only Robin Zander can write that letter.” Example: Robin and his partner are in contract on a house and wrote a letter to the seller – the usual “sob story” to win favor. All the writing he's done over the past two years prepared him to write that one letter better. “The utility of doing the thing is not the thing itself – it's what it trains.” Learning How to Learn (6:35) Robin's fascinated by “skills that train skills” – a lifelong theme in both work and athletics. He brings up Josh Waitzkin (from Searching for Bobby Fischer), who went from chess prodigy to big wave surfer to foil board rider. Josh trained his surfing skills by riding a OneWheel through NYC, practicing balance in a different context. Robin is drawn to that kind of transfer learning and “meta-learning” – especially since it's so hard to measure or study. He asks: What might AI be training in us that isn't the thing itself? We don't yet know the cognitive effects of using generative AI daily, but we should be asking. Cognitive Risk vs. Capability Boost (8:00) Brian brings up early research suggesting AI could make us “dumber.” Outsourcing thinking to AI reduces sharpness over time. But also: the “10,000 repetitions” idea still holds weight – doing the thing builds skill. There's a tension between “performance mode” (getting the thing done) and “growth mode” (learning). He relates it to writing: Says he's a decent writer, not a great one, but wants to keep getting better. Has a “quad project” with an editor who helps refine tone and clarity but doesn't do the writing. The setup: he provides 80% drafts, guidelines, tone notes, and past writing samples. The AI/editor cleans things up, but Brian still reviews: “I want that colloquialism back in.” “I want that specific example back in.” “That's clunky, I don't want to keep it.” Writing is iterative, and tools can help, but shouldn't replace his voice. On Em Dashes & Detecting Human Writing (9:30) Robin shares a trick: he used em dashes long before ChatGPT and does them with a space on either side. He says that ChatGPT's em dashes are double-length and don't have spaces. If you want to prove ChatGPT didn't write something, “just add the space.” Brian agrees and jokes that his editors often remove the spaces, but he puts them back in. Reiterates that professional human editors like the ones he works with at Charter and Sloan are still better than AI. Closing the Gap Takes More Than Practice (10:31) Robin references The Gap by Ira Glass, a 2014 video that explores the disconnect between a creator's vision and their current ability to execute on that vision. He highlights Glass's core advice: the only way to close that gap is through consistent repetition – what Glass calls “the reps.” Brian agrees, noting that putting in the reps is exactly what creators must do, even when their output doesn't yet meet their standards. Brian also brings up his recent conversation with Nick Petrie, whose work focuses not only on what causes burnout but also on what actually resolves it. He notes research showing that people stuck in repetitive performance mode – like doctors doing the same task for decades – eventually see a decline in performance. Brian recommends mixing in growth opportunities alongside mastery work. “exploit” mode (doing what you're already good at) and  “explore” mode (trying something new that pushes you) He says doing things that stretch your boundaries builds muscle that strengthens your core skills and breaks stagnation. He emphasizes the value of alternating between  He adds that this applies just as much to personal growth, especially when people begin to question their deeper purpose and ask hard questions like, “Is this all there is to my life or career? Brian observes that stepping back for self-reflection is often necessary, either by choice or because burnout forces a hard stop. He suggests that sustainable performance requires not just consistency but also intentional space for growth, purpose, and honest self-evaluation. Why Taste And Soft Skills Now Matter More Than Ever (12:30) On AI, Brian argues that most people get it wrong. “I do think it's augmentation.” The tools are evolving rapidly, and so are the ways we use them. They view it as a way to speed up work, especially for engineers, but that's missing the bigger picture. Brian stresses that EQ is becoming more important than IQ. Companies still need people with developer mindsets – hypothesis-driven, structured thinkers. But now, communication, empathy, and adaptability are no longer optional; they are critical. “Human communication skills just went from ‘they kind of suck at it but it's okay' to ‘that's not acceptable.'” As AI takes over more specialist tasks, the value of generalists is rising. People who can generate ideas, anticipate consequences, and rally others around a vision will be most valuable. “Tools can handle the specialized knowledge – but only humans can connect it to purpose.” Brian warns that traditional job descriptions and org charts are becoming obsolete. Instead of looking for ways to rush employees into doing more work, “rethink the roles. What can a small group do when aligned around a common purpose?” The future lies in small, aligned teams with shared goals. Vision Is Not a Strategy (15:56) Robin reflects on durable human traits through Steve Jobs' bio by Isaac Walterson. Jobs succeeded not just with tech, but with taste, persuasion, charisma, and vision. “He was less technologist, more storyteller.” They discuss Sam Altman, the subject of Empire of AI. Whether or not the book is fully accurate, Robin argues that Altman's defining trait is deal-making. Robin shares his experience using ChatGPT in real estate. It changed how he researched topics like redwood root systems on foundational structure and mosquito mitigation. Despite the tech, both agree that human connection is more important than ever. “We need humans now more than ever.” Brian references data from Kelly Monahan showing AI power users are highly productive but deeply burned out. 40% more productive than their peers. 88% are completely burnt out. Many don't believe their company's AI strategy, even while using the tools daily. There's a growing disconnect between executive AI hype and on-the-ground experience. But internal tests by top engineers showed only 10% improvement, mostly in simple tasks. “You've got to get into the tools yourself to be fluent on this.” One CTO believed AI would produce 30% efficiency gains. Brian urges leaders to personally engage with the tools before making sweeping decisions. He warns against blindly accepting optimistic vendor promises or trends. Leaders pushing AI without firsthand experience risk overburdening their teams. “You're bringing the Kool-Aid and then you're shoving it down your team's throat.” This results in burnout, not productivity. “You're cranking up the demands. You're cranking up the burnout, too.” “That's not going to lead to what you want either.” If You Want Control, Just Say That (20:47) Robin raises the topic of returning to the office, which has been a long-standing area of interest for him. “I interviewed Joel Gascoyne on stage in 2016… the largest fully distributed company in the world at the time.” He's tracked distributed work since Responsive 2016. Also mentions Shelby Wolpa (ex-Envision), who scaled thousands remotely. Robin notes the shift post-COVID: companies are mandating returns without adjusting for today's realities.” Example: “Intel just did a mandatory 4 days a week return to office… and now people live hours away.” He acknowledges the benefits of in-person collaboration, especially in creative or physical industries. “There is an undeniable utility.”, especially as they met in Robin's Cafe to talk about Responsive, despite a commute, because it was worth it. But he challenges blanket return-to-office mandates, especially when the rationale is unclear. According to Brian, any company uses RTO as a veiled soft layoff tactic. Cites Elon Musk and Vivek Ramaswamy openly stating RTO is meant to encourage attrition. He says policies without clarity are ineffective. “If you quit, I don't have to pay you severance.” Robin notes that the Responsive Manifesto isn't about providing answers but outlining tensions to balance. Before enforcing an RTO policy, leaders should ask: “What problem are we trying to solve – and do we have evidence of it?” Before You Mandate, Check the Data (24:50) Performance data should guide decisions, not executive assumptions. For instance, junior salespeople may benefit from in-person mentorship, but… That may only apply to certain teams, and doesn't justify full mandates. “I've seen situations where productivity has fallen – well-defined productivity.” The decision-making process should be decentralized and nuanced. Different teams have different needs — orgs must avoid one-size-fits-all policies, especially in large, distributed orgs. “Should your CEO be making that decision? Or should your head of sales?” Brian offers a two-part test for leaders to assess their RTO logic: Are you trying to attract and retain the best talent? Are your teams co-located or distributed? If the answer to #1 is yes: People will be less engaged, not more. High performers will quietly leave or disengage while staying. Forcing long commutes will hurt retention and morale. If the answer to #2 is “distributed”: Brian then tells a story about a JPMorgan IT manager who asks Jamie Dimon for flexibility. “It's freaking stupid… it actually made it harder to do their core work.” Instead, teams need to define shared norms and operating agreements. “Teams have to have norms to be effective.” RTO makes even less sense. His team spanned time zones and offices, forcing them into daily hurt collaboration. He argues most RTO mandates are driven by fear and a desire for control. More important than office days are questions like: What hours are we available for meetings? What tools do we use and why? How do we make decisions? Who owns which roles and responsibilities? The Bottom Line: The policy must match the structure. If teams are remote by design, dragging them into an office is counterproductive. How to Be a Leader in Chaotic Times (28:34) “We're living in a more chaotic time than any in my lifetime.” Robin asks how leaders should guide their organizations through uncertainty. He reflects on his early work years during the 2008 crash and the unpredictability he's seen since. Observes current instability like the UCSF and NIH funding and hiring freezes disrupting universities, rising political violence, and murders of public officials from the McKnight Foundation, and more may persist for years without relief. “I was bussing tables for two weeks, quit, became a personal trainer… my old client jumped out a window because he lost his fortune as a banker.” Brian says what's needed now is: Resilience – a mindset of positive realism: acknowledging the issues, while focusing on agency and possibility, and supporting one another. Trust – not just psychological safety, but deep belief in leadership clarity and honesty. His definition of resilience includes: “What options do we have?” “What can we do as a team?” “What's the opportunity in this?” What Builds Trust (and What Breaks It) (31:00) Brian recalls laying off more people than he hired during the dot-com bust – and what helped his team endure: “Here's what we need to do. If you're all in, we'll get through this together.” He believes trust is built when: Leaders communicate clearly and early. They acknowledge difficulty, without sugarcoating. They create clarity about what matters most right now. They involve their team in solutions. He critiques companies that delay communication until they're in PR cleanup mode: Like Target's CEO, who responded to backlash months too late – and with vague platitudes. “Of course, he got backlash,” Brian says. “He wasn't present.” According to him, “Trust isn't just psychological safety. It's also honesty.” Trust Makes Work Faster, Better, and More Fun (34:10) “When trust is there, the work is more fun, and the results are better.” Robin offers a Zander Media story: Longtime collaborator Jonathan Kofahl lives in Austin. Despite being remote, they prep for shoots with 3-minute calls instead of hour-long meetings. The relationship is fast, fluid, and joyful, and the end product reflects that. He explains the ripple effects of trust: Faster workflows Higher-quality output More fun and less burnout Better client experience Fewer miscommunications or dropped balls He also likens it to acrobatics: “If trust isn't there, you land on your head.” Seldom Wrong, Never in Doubt (35:45) “Seldom wrong, never in doubt – that bit me in the butt.” Brian reflects on a toxic early-career mantra: As a young consultant, he was taught to project confidence at all times. It was said that “if you show doubt, you lose credibility,” especially with older clients. Why that backfired: It made him arrogant. It discouraged honest questions or collaborative problem-solving. It modeled bad leadership for others. Brian critiques the startup world's hero culture: Tech glorifies mavericks and contrarians, people who bet against the grain and win. But we rarely see the 95% who bet big and failed, and the survivors become models, often with toxic effects. The real danger: Leaders try to imitate success without understanding the context. Contrarianism becomes a virtue in itself – even when it's wrong. Now, he models something else: “I can point to the mountain, but I don't know the exact path.” Leaders should admit they don't have all the answers. Inviting the team to figure it out together builds alignment and ownership. That's how you lead through uncertainty, by trusting your team to co-create. Slack, Remote Work, and the Birth of Future Forum (37:40) Brian recalls the early days of Future Forum: Slack was deeply office-centric pre-pandemic. He worked 5 days a week in SF, and even interns were expected to show up regularly. Slack's leadership, especially CTO Cal Henderson, was hesitant to go remote, not because they were anti-remote, but because they didn't know how. But when COVID hit, Slack, like everyone else, had to figure out remote work in real time. Brian had long-standing relationships with Slack's internal research team: He pitched Stewart Butterfield (Slack's CEO) on the idea of a think tank, where he was then joined by Helen Kupp and Sheela Subramanian, who became his co-founders in the venture. Thus, Future Forum was born. Christina Janzer, Lucas Puente, and others. Their research was excellent, but mostly internal-facing, used for product and marketing. Brian, self-described as a “data geek,” saw an opportunity: Remote Work Increased Belonging, But Not for Everyone (40:56) In mid-2020, Future Forum launched its first major study. Expected finding: employee belonging would drop due to isolation. Reality: it did, but not equally across all demographics. For Black office workers, a sense of belonging actually increased. Future Forum brought in Dr. Brian Lowery, a Black professor at Stanford, to help interpret the results. Lowery explained: “I'm a Black professor at Stanford. Whatever you think of it as a liberal school, if I have to walk on that campus five days a week and be on and not be Black five days a week, 9 to 5 – it's taxing. It's exhausting. If I can dial in and out of that situation, it's a release.” A Philosophy Disguised as a Playbook (42:00) Brian, Helen, and Sheela co-authored a book that distilled lessons from: Slack's research Hundreds of executive conversations Real-world trials during the remote work shift One editor even commented on how the book is “more like a philosophy book disguised as a playbook.” The key principles are: “Start with what matters to us as an organization. Then ask: What's safe to try?” Policies don't work. Principles do. Norms > mandates. Team-level agreements matter more than companywide rules. Focus on outcomes, not activity.  Train your managers. Clarity, trust, and support start there. Safe-to-try experiments. Iterate fast and test what works for your team. Co-create team norms. Define how decisions get made, what tools get used, and when people are available. What's great with the book is that no matter where you are, this same set of rules still applies.  When Leadership Means Letting Go (43:54) “My job was to model the kind of presence I wanted my team to show.” Robin recalls a defining moment at Robin's Café: Employees were chatting behind the counter while a banana peel sat on the floor, surrounded by dirty dishes. It was a lawsuit waiting to happen. His first impulse was to berate them, a habit from his small business upbringing. But in that moment, he reframed his role. “I'm here to inspire, model, and demonstrate the behavior I want to see.” He realized: Hovering behind the counter = surveillance, not leadership. True leadership = empowering your team to care, even when you're not around. You train your manager to create a culture, not compliance. Brian and Robin agree: Rules only go so far. Teams thrive when they believe in the ‘why' behind the work. Robin draws a link between strong workplace culture and… The global rise of authoritarianism The erosion of trust in institutions If trust makes Zander Media better, and helps VC-backed companies scale — “Why do our political systems seem to be rewarding the exact opposite?” Populism, Charisma & Bullshit (45:20) According to Robin, “We're in a world where trust is in very short supply.” Brian reflects on why authoritarianism is thriving globally: The media is fragmented. Everyone's in different pocket universes. People now get news from YouTube or TikTok, not trusted institutions. Truth is no longer shared, and without shared truth, trust collapses. “Walter Cronkite doesn't exist anymore.” He references Andor, where the character, Mon Mothma, says: People no longer trust journalism, government, universities, science, or even business. Edelman's Trust Barometer dipped for business leaders for the first time in 25 years. CEOs who once declared strong values are now going silent, which damages trust even more. “The death of truth is really the problem that's at work here.” Robin points out: Trump and Elon, both charismatic, populist figures, continue to gain power despite low trust. Why? Because their clarity and simplicity still outperform thoughtful leadership. He also calls Trump a “marketing genius.” Brian's frustration: Case in point: Trump-era officials who spread conspiracy theories now can't walk them back. Populists manufacture distrust, then struggle to govern once in power. He shares a recent example: Result: Their base turned on them. Right-wing pundits (Pam Bondi, Dan Bongino) fanned Jeffrey Epstein conspiracies. But in power, they had to admit: “There's no client list publicly.” Brian then suggests that trust should be rebuilt locally. He points to leaders like Zohran Mamdani (NY): “I may not agree with all his positions, but he can articulate a populist vision that isn't exploitative.” Where Are the Leaders? (51:19) Brian expresses frustration at the silence from people in power: “I'm disappointed, highly disappointed, in the number of leaders in positions of power and authority who could lend their voice to something as basic as: science is real.” He calls for a return to shared facts: “Let's just start with: vaccines do not cause autism. Let's start there.” He draws a line between public health and trust: We've had over a century of scientific evidence backing vaccines But misinformation is eroding communal health Brian clarifies: this isn't about wedge issues like guns or Roe v. Wade The problem is that scientists lack public authority, but CEOs don't CEOs of major institutions could shift the narrative, especially those with massive employee bases. And yet, most say nothing: “They know it's going to bite them… and still, no one's saying it.” He warns: ignoring this will hurt businesses, frontline workers, and society at large. 89 Seconds from Midnight (52:45) Robin brings up the Doomsday Clock: Historically, it was 2–4 minutes to midnight “We are 89 seconds to midnight.” (as of January 2025) This was issued by the Bulletin of Atomic Scientists, a symbol of how close humanity is to destroying itself. Despite that, he remains hopeful: “I might be the most energetic person in any room – and yet, I'm a prepper.” Robin shared that: And in a real emergency? You might not make it. He grew up in the wilderness, where ambulances don't arrive, and CPR is a ritual of death. He frequently visits Vieques, an island off Puerto Rico with no hospital, where a car crash likely means you won't survive. As there is a saying there that goes, ‘No Hay Hospital', meaning ‘there is no hospital'. If something serious happens, you're likely a few hours' drive or even a flight away from medical care. That shapes his worldview: “We've forgotten how precious life is in privileged countries.” Despite his joy and optimism, Robin is also: Deeply aware of fragility – of systems, bodies, institutions. Committed to preparation, not paranoia. Focused on teaching resilience, care, and responsibility. How to Raise Men with Heart and Backbone (55:00) Robin asks: “How do you counsel your boys to show up as protectors and earners, especially in a capitalist world, while also taking care of people, especially when we're facing the potential end of humanity in our lifetimes?” Brian responds: His sons are now 25 and 23, and he's incredibly proud of who they're becoming. Credits both parenting and luck but he also acknowledges many friends who've had harder parenting experiences. His sons are: Sharp and thoughtful In healthy relationships Focused on values over achievements Educational path: “They think deeply about what are now called ‘social justice' issues in a very real way.” Example: In 4th grade, their class did a homelessness simulation – replicating the fragmented, frustrating process of accessing services. Preschool at the Jewish Community Center Elementary at a Quaker school in San Francisco He jokes that they needed a Buddhist high school to complete the loop Not religious, but values-based, non-dogmatic education had a real impact That hands-on empathy helped them see systemic problems early on, especially in San Francisco, where it's worse. What Is Actually Enough? (56:54) “We were terrified our kids would take their comfort for granted.” Brian's kids: Lived modestly, but comfortably in San Francisco. Took vacations, had more than he and his wife did growing up. Worried their sons would chase status over substance. But what he taught them instead: Family matters. Friendships matter. Being dependable matters. Not just being good, but being someone others can count on. He also cautioned against: “We too often push kids toward something unattainable, and we act surprised when they burn out in the pursuit of that.” The “gold ring” mentality is like chasing elite schools, careers, and accolades. In sports and academics, he and his wife aimed for balance, not obsession. Brian on Parenting, Purpose, and Perspective (59:15) Brian sees promise in his kids' generation: But also more: Purpose-driven Skeptical of false promises Less obsessed with traditional success markers Yes, they're more stressed and overamped on social media. Gen Z has been labeled just like every generation before: “I'm Gen X. They literally made a movie about us called Slackers.” He believes the best thing we can do is: Model what matters Spend time reflecting: What really does matter? Help the next generation define enough for themselves, earlier than we did. The Real Measure of Success (1:00:07) Brian references Clay Christensen, famed author of The Innovator's Dilemma and How Will You Measure Your Life? Clay's insight: “Success isn't what you thought it was.” Early reunions are full of bravado – titles, accomplishments, money. Later reunions reveal divorce, estrangement, and regret. The longer you go, the more you see: Brian's takeaway: Even for Elon, it might be about Mars. But for most of us, it's not about how many projects we shipped. It's about: Family Friends Presence Meaning “If you can realize that earlier, you give yourself the chance to adjust – and find your way back.” Where to Find Brian (01:02:05) LinkedIn WorkForward.com Newsletter: The Work Forward on Substack “Some weeks it's lame, some weeks it's great. But there's a lot of community and feedback.” And of course, join us at Responsive Conference this September 17-18, 2025. Books Mentioned How Will You Measure Your Life? by Clayton Christensen The Innovator's Dilemma by Clayton Christensen Responsive Manifesto Empire of AI by Karen Hao Podcasts Mentioned The Gap by Ira Glass The Ezra Klein Show Movies Mentioned Andor Slackers Organizations Mentioned: Bulletin of Atomic Scientists McKnight Foundation National Institutes of Health (NIH) Responsive.org University of California, San Francisco

This week on Tapod we sit down with the ultimate Swiss army knife of talent—Jo Vohland—to discuss exactly WTF is going on in the Talent Industry. Focusing on the ‘State of TA Report' commissioned by ATC, we look at rumour vs reality. There is no issue left off the table, and we cover AI, DEI, RTO (a lot of acronyms), the future-looking recruiter, and much more. It's a fascinating deep dive into real issues, challenges, and successes—we hope you'll join us. Thanks to Paradox for your support this month. 

We'd love to have your feedback and ideas for future episodes of Retail Unwrapped. Just text us!The retail industry stands at a crossroads where artificial intelligence threatens to eliminate millions of jobs while simultaneously creating new opportunities—but only for those retailers smart enough to adapt. Rather than competing with AI, forward-thinking executives are discovering how to amplify human skills like negotiation, empathy, and conflict resolution in collaboration with technology. Join Shelley and Kevin Finnegan from Global Recruiters of Lowcountry as they expose a new reality: 59 percent of retail workforces will require retraining by 2030, and ironically, AI may be the solution for upskilling employees. They also tackle how companies implementing return to office (RTO) policies without understanding underlying cultural shifts are discovering that younger workers simply won't tolerate mandates—they'll just leave and find new jobs instead with a 14 percent spike in employee turnover.  While physical stores remain the ultimate competitive advantage, most retailers are treating their retail associates as expense lines rather than revenue-generating assets capable of creating memorable customer experiences. The future belongs to retailers who can humanize their brand experience with an upskilled workforce while leveraging technology strategically. Special Guest: Kevin Finnegan, from Global Recruiters of LowcountryFor more strategic insights and compelling content, visit TheRobinReport.com, where you can read, watch, and listen to content from Robin Lewis and other retail industry experts, and be sure to follow us on LinkedIn and Twitter.

In this crossover episode of The Consumer Finance Podcast and Payments Pros, Chris Willis, Jason Cover, and Taylor Gess expand on the Point-of-Sale Finance Series to focus on leases and rent-to-own (RTO) models. This conversation spotlights the legal frameworks and best practices for structuring these models and integrating alternative financial options into point-of-sale offerings for goods and services. They also discuss market trends driving the creation of innovative products that are becoming increasingly popular, including virtual RTOs, solar panel leasing, and short-term renewable transactions for ride-share programs.

On this episode of Alternative Power Plays, Buchanan's Alan Seltzer and John Povilaitis welcome Jon Gordon, Director at Advanced Energy United. Advanced Energy United (AEU) is an industry association and advocacy group that represents the full range of advanced energy technologiesand services, both grid-scale and distributed. In his role, Jon leads AEU's work to increase wholesale electricity market access for advanced energy technologies, including related transmission expansion.The conversation centers around PJM, the regional transmission organization (RTO) that coordinates the movement of wholesale electricity in 13 states and Washington, D.C. In February, AEU published a report examining the results of PJM's capacity auction for 2025-2026, which saw prices surge to $14.7 billion, an increase of $12.5 billion from the previous auction. The three discuss the results of that report and how it will impact customers, what's driving high prices, what additional reforms and remediation are needed to improve interconnection, and more.On a previous episode of Alternative Power Plays, Seltzer and Povilaitis sat down with Gordon's colleague, Ryan Gallentine, Managing Director of Advanced Energy United where they discussed what policies Gallentine is focused on to help move electric vehicle adoption forward. To hear that conversation, visit: https://share.transistor.fm/s/f8e6940d. To learn more about Advanced Energy United, visit: https://advancedenergyunited.org/  To learn more about Jon Gordon, visit: https://advancedenergyunited.org/about/team/jon-gordonTo learn more about Alan Seltzer, visit: https://www.bipc.com/alan-seltzer To learn more about John Povilaitis, visit: ⁠https://www.bipc.com/john-povilaitis

RTO mandates lead to higher employee turnover, particularly among women and skilled workers, with a 14% increase in turnover at major firms. That's the key take-away message of this episode of the Wise Decision Maker Show, which discusses how RTO mandates catalyze brain drain in top firms.This article forms the basis for this episode: https://disasteravoidanceexperts.com/rto-mandates-catalyze-brain-drain-in-top-firms/

A pronatalist policy that ignores the need for workplace flexibility is self-defeating—without remote options, the $5,000 baby bonus becomes a short-term perk that fails to support long-term family growth or retain key talent. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes how the administration's RTO crusade smothers its pronatalist promise.This article forms the basis for this episode: https://disasteravoidanceexperts.com/the-administrations-rto-crusade-smothers-its-pronatalist-promise/

In this episode of FEO on the Air-Experience Ontario- hosted by Dave MacNeil, we are joined by Chuck Thibeault from RTO 6 and Troy Young from Attractions Ontario as we "experience" Ontario's Central Counties. Today we Experience the Ontario Ontario's Central Counties of the Province of Ontario. We talk about festivals or events you really need to experience in person, other attractions in the area that will keep visitors in the Region for longer periods of time and what Ontario's Central Counties (RTO 6) has to offer in terms of both outdoor and indoor activities. Here are their official websites: https://centralcounties.ca/ https://attractionsontario.ca/ https://www.vaughanfilmfestival.com/ https://www.richmondhill.ca/en/index.aspx

Health Affairs' Jeff Byers welcomes Ryan Golden, Senior Reporter at HR Dive, to the pod to discuss workforce trends within the health care space pertaining to artificial intelligence, recruitment, overtime eligibility requirements, pay transparency, noncompete agreements, remote work, RTO policies, and more.This week, Health Affairs released their second Insider trend report focusing on the health care workforce, titled "The Health Care Workforce: A Challenge In Sustainability."Become an Insider today to get access to our trend reports, events, and exclusive newsletters. Related Links:What HR pros need to know about AI in the workplace (HR Dive)

Remote work productivity surged during the pandemic, with studies showing a strong link between increased telework and industry-wide efficiency, cost savings, and TFP growth—challenging the push for full return-to-office mandates. That's the key take-away message of this episode of the Wise Decision Maker Show, which discusses the government research that reveals the remote work productivity revolution.This article forms the basis for this episode: https://disasteravoidanceexperts.com/government-research-reveals-the-remote-work-productivity-revolution/

【このPodcastについて】News Connect（ニュースコネクト）あなたと経済をつなぐ5分間1日1つ、5分間で、国際政治や海外のビジネスシーンを中心に、世界のメガトレンドがわかるニュースを解説。朝の支度や散歩、通勤、家事の時間などにお聴きいただけるとうれしいです。▼出演：野上英文（ジャーナリスト）　https://twitter.com/Hi_noga3▼出演番組「必達！ 仕掛け人──企業ブランディングの舞台裏」https://open.spotify.com/episode/13hCIbc4bblXICfk84xj48「日本全国やぶから訪」https://open.spotify.com/show/6fyn6fAwXoYhVY4N3Eb6ae「定時までに帰れるラジオ」https://podcasters.spotify.com/pod/show/jobpicks/▼支援プログラム「Chronicleサポーター」については、こちらをご参照ください。https://chronicle-inc.net/support/https://note.com/t_nomura/n/n43e514e703b4▼参考ニューススターバックス、週４日のオフィス勤務義務付け－出社３日から増やす（Bloomberg）https://www.bloomberg.co.jp/news/articles/2025-07-15/SZEUMRT0G1KX00?srnd=cojp-v2The work from home gender gap is wider than ever as women continue to resist RTO efforts（Fortune）https://fortune.com/2025/07/15/work-from-home-gender-gap/The CEOs of Starbucks and Chipotle hit the gym together each morning—they bounce ideas off each other at 5 a.m. between sets（Fortune）https://fortune.com/2025/06/16/chipotle-ceo-scott-boatwright-starbucks-ceo-brian-niccol-hit-the-gym-together-5-am-bounce-ideas-ai-protein/

Černošín na Tachovsku o víkendu voněl benzínem. Konal se 4. ročník Srazu historických vozidel. Přijelo 120 vozidel a motocyklů. Největším tahákem byl asi autobus RTO s lodí.

Helen Russell, Chief People Officer at HubSpot, joined us on The Modern People Leader. We talked about how HubSpot is fostering an AI-first culture, why belonging is so important right now, and what HR leaders can do to move fast without losing their humanity.---- Sponsor Links:

Two years ago, the Oxide team encountered data corruption during a fairly simple network data transfer. The ensuing debugging sessions uncovered a truly bizarre bug involving CPU speculation! Bryan and Adam were joined by colleagues John and Rain to discuss the discovery and circuitous hunt to track down the bug.In addition to Bryan Cantrill and Adam Leventhal, speakers included John Gallagher, and Rain Paharia.Previous episodes mentioned:OxF s03e09 - Get You a State Machine for Great GoodOxF s03e20 - Shipping the first Oxide rack: Tales from ManufacturingOxF s04e25 - RTO or GTFOOxF s02e38 - A Debugging OdysseySome of the topics we hit on, in the order that we hit them:The Update FrameworkOmicron Issue #3441 (Oxide Computer GitHub)Omicron Pull Request #3455 (Oxide Computer GitHub)stlouis Issue #454 (Oxide Computer GitHub)Changing psrset.out.txt (Oxide Computer)Commit 5ec2885322423c0cca0d006611b5c9ac94b0f588 (Oxide Computer)Omicron Pull Request #3560 (Oxide Computer GitHub)If we got something wrong or missed something, please file a PR! Our next show will likely be on Monday at 5p Pacific Time on our Discord server; stay tuned to our Mastodon feeds for details, or subscribe to this calendar. We'd love to have you join us, as we always love to hear from new speakers!

The return-to-office (RTO) mandates have created an unexpected wave of reluctant landlords—homeowners who never planned to rent out their properties but are now forced to due to changing job demands and high interest rates. Selling doesn't make financial sense, leaving many to navigate the challenges of rental property ownership for the first time. Learn more about your ad choices. Visit megaphone.fm/adchoices

The Office Return Mandate could harm federal workforce productivity. Research shows telework boosts efficiency by 12%, with fewer distractions and better task allocation. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about the office return mandate for federal staff.This article forms the basis for this episode: https://disasteravoidanceexperts.com/the-office-return-mandate-for-federal-staff-solves-a-problem-that-doesnt-exist/Speaker page for Dr. Gleb Tsipursky https://disasteravoidanceexperts.com/speaking/   Dr. Gleb Tsipursky bio https://disasteravoidanceexperts.com/glebtsipursky   Dr. Gleb Tsipursky LinkedIn (send message when connecting) https://www.linkedin.com/in/dr-gleb-tsipursky/    Dr. Gleb Tsipursky's latest books:    "ChatGPT for Thought Leaders and Content Creators: Unlocking the Potential of Generative AI for Innovative and Effective Content Creation" is available at https://amzn.to/3YI2vuc   "Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage" is available at https://disasteravoidanceexperts.com/hybrid/   "Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters" is available at https://disasteravoidanceexperts.com/nevergut   "The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships" is available at https://disasteravoidanceexperts.com/blindspots  

Today on the Scoop, the team from TaPod brings you your weekly round-up of all the TA & Recruitment news… Both Lauren & Craig are in Northern Wales after the opening night Oasis concert and getting ready for Recfest. But there was also plenty of news, including AI recruiting being infiltrated for the North Koreans, RTO vs. WFH, pay transparency or I'll leave the interview, US techies fleeing to Oz, Gen Z saving big bucks, and much more. Thanks to Indeed for your ongoing support. 

Hello and welcome back to the show! Today Ryder Lee joins us to discuss his documentary A Clockwork Shining! This Documentary dives deep into the occulted symbolism within many of Stanley Kubrick's films with shocking revelations about The Shining! I hope you enjoy this one as much as I did!To watch the Documentary, click the link below!https://www.amazon.com/gp/video/detail/B0DLSLPMP7/ref=atv_dp_share_cu_rTo check out more from Ryder Lee, click the link below!https://podcasts.apple.com/us/podcast/raised-by-giants/id1573364573

В този епизод Кив и Тулечки обсъждат няколко технологични теми от последните седмици:

There have been rolling blackouts in Louisiana and people are scratching their heads, especially when they started hearing about an RTO called MISO. Who is MISO? When you find out who they are it will lead you to a trail of bureaucracy you were not aware of. This episode explains it all.   Get HUGE Savings  with this Promo code "WWFA" at www.MyPillow.COM/wwfa   2. Switch to Patriot Mobile And get Free Activation, better coverage, and competitive rates on your  Cell phone service with an America First Company at… www.patriotmobile.com/wwfa SUPPORT MY SHOW WITH THE PURCHASE OF FREEDOM MERCHANDISE  AT  www.williamwallis.net   FIND MY OTHER SHOWS ON ALL PODCAST APPS, RUMBLE, FACEBOOK,   INSTAGRAM, AND CLOUTHUB AT ... “WILLIAM WALLIS FOR AMERICA” Follow me  ON X @WALLIS4AMERICA 

For years, the conversation around remote work has been stuck in binary debates. Home vs. office? Productivity vs. flexibility? Control vs. chaos? But what if we zoomed out and asked a better question: What kind of future is possible if people could actually work from anywhere? This week, Rodney and Sam sit down with Raj Choudhury (Harvard Business School professor and author of The World Is Your Office) to explore what happens when companies stop fixating on location and start designing for freedom, trust, and real human needs. From engineering serendipity to reimagining hybrid models, they unpack how truly distributed work changes everything: how we meet, how we lead, how we grow talent, and how we build a more equitable future. Learn more about Raj and his work by following him on LinkedIn and reading his new book: The World Is Your Office: How Work from Anywhere Boosts Talent, Productivity and Innovation. -------------------------------- Let's work together: ⁠⁠https://www.theready.com/working-together⁠⁠ Get our newsletter: ⁠⁠Sign up here⁠⁠⁠⁠. Follow us: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠ ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ -------------------------------- Mentioned References: US Patent Office study TEAPP (Telework Enhancement Act Pilot Program) Sid Sijbrandij and GitHub episode: BNW Ep. 35 Darren Murph The Allen curve homophily Tulsa Remote Zapier and "Wade Bot" algorithm aversion 00:00 Intro + Check-In: What's your favorite aspect of being able to work from anywhere? 03:49 Central focus: How do organizations access distant talent? 08:20 How work from anywhere is different from work from home 11:08 Rethinking in-person days 19:23 The data doesn't support RTO mandates 24:13 Dispelling productivity concerns 27:15 Unlocking digital twins in the workplace 34:05 Small towns being competitive for talent 38:04 AI's role in work from anywhere 45:09 Where to look ahead for the next 5 years 47:10 Wrap up: Leave us a review and share this show with a coworker! Sound engineering and design by Taylor Marvin of ⁠⁠⁠⁠⁠Coupe Studios⁠⁠⁠⁠⁠.

Victims of RTO policies include older workers, individuals with disabilities, and women, who face barriers to workplace participation. Forced office returns undermine workforce diversity, economic growth, and inclusivity. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about the unseen victims of RTO policies.This article forms the basis for this episode: https://disasteravoidanceexperts.com/the-unseen-victims-of-rto-policies/

In this episode of TECHtonic, TSIA Executive Director Thomas Lah sits down with Micah Remley, CEO of Robin, to unpack one of the most contentious workplace debates of our time: the future of remote, hybrid, and in-office work. With major tech players issuing return-to-office mandates, Micah shares why simply reopening the office doors isn't enough—and why companies must be intentional about designing a hybrid experience that actually works.From fixing hiring strategies and rethinking office space usage to leveraging real-time data and AI, this conversation dives deep into what makes a flexible work environment truly effective. Micah reveals how Robin has transformed its own workplace, and how companies can avoid the common pitfalls of poorly executed RTO strategies. If you've ever asked, “Why am I commuting just to sit on Zoom calls?” this one's for you.Tune in to learn:Why the real RTO debate is about redefining “hybrid”How intentional design creates vibrant, collaborative officesWhat data can tell you beyond just badge swipesWhy AI will make in-person work even more vitalWhether you're leading a team or rethinking your company's office strategy, this episode will give you the clarity and tools to make hybrid models succeed.

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Dr. Joanne Hebert, Adjunct Professor in Management and Business at Walsh College and Gogebic College, who talks about the tension between executives' desire for RTO while managers and employees prefer remote.You can learn about Walsh College and Gogebic College at www.walshcollege.edu and www.gogebic.edu

Wanna start a side hustle but need an idea? Check out our Side Hustle Ideas Database: https://clickhubspot.com/thds Hooters filed for bankruptcy in March with $376 million in debt after closing dozens of locations, but an unlikely hero has emerged in the form of Hulk Hogan's Real American Beer brand. Hogan's rapidly-growing beer company—now the claimed "#2 light beer in America" plans to acquire and revitalize Hooters. So what are the details and will it work? Plus: Google's next RTO move and Chipotle is opening way more locations. Join our host Jon Weigell as he takes you through our most interesting stories of the day. Follow us on social media: TikTok: https://www.tiktok.com/@thehustle.co Instagram: https://www.instagram.com/thehustledaily/ Thank You For Listening to The Hustle Daily Show. Don't forget to hit subscribe or follow us on your favorite podcast player, so you never miss an episode! If you want this news delivered to your inbox, join millions of others and sign up for The Hustle Daily newsletter, here: https://thehustle.co/email/  If you are a fan of the show be sure to leave us a 5-Star Review, and share your favorite episodes with your friends, clients, and colleagues.

Esteemed Colleague Kathy asked for some tips when it comes to working from home with pets.  My thoughts may (or may not) surprise you.  :)    Join the newsletter if you're feeling fancy: askanassistant.substack.com I always love to hear from you: askanassistant.com Book a 1:1 with me: jesslindgren.com/coaching Lay your comments, questions, thoughts, and concerns on me.  Have an awesome week!  xo Jess Want a note from me and my IBM Selectric II typewriter?  Write to me here and I'll type back soon: Jess Lindgren 4465 E Genesee Street STE 114 Syracuse, NY 13214

In this episode, Amir sits down with Suzanne McGovern, Chief People Officer and HR veteran, to explore how the employee-employer relationship has fundamentally changed. From the aftermath of COVID-19 and rise of remote work to shifting generational expectations and the role of company culture, they dig into what leaders need to do to build trust, adapt to new work models, and attract talent in a post-pandemic world.

The GAO's 2025 report titled “Telework: Private Sector Stakeholder and Expert Views" proves that remote work trumps RTO. Flexible work boosts talent retention, cuts costs, and raises productivity, making it a smarter choice than rigid office mandates. That's the key take-away message of this episode of the Wise Decision Maker Show, which discusses the federal report that shows that remote work trumps RTO.This article forms the basis for this episode: https://disasteravoidanceexperts.com/federal-report-shows-remote-work-trumps-rto/

This week's episode of The PR Week podcast comes to you from PRWeek's Women of Distinction event at The Lighthouse at Pier 61 in New York City.PRWeek's associate news editor Diana Bradley and reporter Julia Walker discuss this year's Women of Distinction and Women to Watch honorees. Additionally, they give highlights from a panel held with comms execs from Wendy's, McDonald's and Merck on coping with RTO mandates as moms and a talk with Baked by Melissa CEO and cofounder Melissa Ben-Ishay.The episode also includes conversations with honorees from on and off the stage at the event. Follow us: @PRWeekUSReceive the latest industry news, insights, and special reports. Start Your Free 1-Month Trial Subscription To PRWeek

What if employment as we know it has already died—and we're just pretending not to notice?In Part One of this three-part series, Josh Drean—Harvard MBA, startup founder, and co-author of Employment is Dead(Harvard Business Review Press)—joins Vince to dissect the slow death of traditional work. From the failure of annual engagement surveys to the false promise of “people-first” slogans, Josh makes it clear: the current system was built for the factory floor, not the future.We trace Josh's journey from studying psychology to working in corporate consulting during the pandemic, and now building the Work3 Institute to help leaders redesign employment itself. Why is HR still feared? Why are employees called “assets” but treated like expenses? And how can new technologies like Web3 create better human systems?Part Two digs into how a cold outreach led to an HBR publishing deal—and the 10 principles Josh says every modern worker wants now.Key Highlights of Our Interview:Why Engagement Surveys Are a Broken Ritual“Surveys are the dumbest way to build a relationship. They're not designed for honesty—and most leaders don't really want the truth.”The False Math of ‘People Are Our Greatest Asset'“If people were really assets, they'd show up on the balance sheet. But they don't. They're an expense—and treated like one.”The Pandemic Wake-Up Call“I started consulting right as COVID hit. It forced companies to rethink safety, remote work, and what their employees actually needed.”The HR Dilemma: Protector of People or Risk Manager?“Most employees still associate HR with layoffs. That's a brand problem—and a system design failure.”From Assembly Lines to AI: Why Taylorism Is Still Haunting Us“Modern work still clings to an industrial-era model—check the box, don't ask questions. That doesn't fit the information age.”How Psychology Led Josh Into Web3 and DAO Culture“My reason for doing this never changed—it's about building better experiences. But tech gave me the tools to scale that.”Meet the Digital Native Workforce (a.k.a. Your Kids)“My 8-year-old builds real friendships through Fortnite. If you think digital community isn't real—you're already behind.”The 10 Operating Principles of Work3“From flexibility and autonomy to interoperability and ownership—these are the non-negotiables for the next generation of work.”Why Forcing People Back to the Office Will Backfire“Employees don't want the typewriter factory version of work. RTO is a backwards step—and they know it.”From Psychology Grad to HBR Author: Josh's Journey Begins“I didn't have a tenured chair or a best-selling track record. Just a cold outreach, a clear message—and a broken system to fix.”_________________________Connect with us:Host: Vince Chan | Guest: Josh Drean  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.EdTech Leadership Awards 2025 Finalist.18 Million+ All-Time Downloads.80+ Countries Reached Daily.Global Top 1.5% Podcast.Top 10 US Business.Top 1 US Careers.>>>170,000+ are outgrowing. Act Today.

Mark Dixon, Founder and CEO of IWG, which he started in 1989 as Regus, discusses workplace evolution and flexible work trends. He shares insights from building IWG's 18-brand network serving 8 million users across 120+ countries. A serial entrepreneur, Mark shares how evolving workforce needs and digital tools shape location-agnostic office strategies. He emphasizes structuring real estate portfolios to empower employees and align with their work, and critiques outdated RTO policies. Mark discusses reshaping onboarding and productivity practices across roles and generations. He debunks in-office apprenticeships in today's tech-facilitated world.      TAKEAWAYS    [01:36] Mark Dixon find school too slow and leaves to start getting involved in business.    [02:39] After his first—sandwich—venture, Mark travels the world to gain more experience.    [02:59] Mark builds a successful hotdog business, then co-living apartments in Belgium.    [03:45] Exploring entrepreneurial opportunities in Europe lays the foundation for IWG.   [05:37] Mark's struggles securing office space in reveals a market need for flexible workspaces.   [06:07] On a hunch, the first center opens in 1989, based on simplicity, speed, and outsourcing needs.   [07:21] Companies want flexibility, speed, and capital-light solutions—not real estate complications.   [09:32] IWG's first clients are mostly large enterprises, while half now are SMEs and entrepreneurs.    [10:31] All clients' reasons are the same: efficiency off the balance sheet with flexibility and speed.    [11:19] IWG's 18 brands offer diverse options from flexible warehouse space to a private members' club.   [13:07] A hospitality mindset is key—providing functioning workspaces with good internet and support.    [14:05] Technological advances enable management at distance, where employees have support.   [15:32] Workers increasingly self-optimize office usage: hourly, daily, or long-term team project space.   [16:50] Good management skills, not location, drives productivity and effective team outcomes.   [18:49] More projects and fractionalized work are driving demand for short-term collaboration spaces.   [20:58] IWG supports distributed workers and teams globally with platform-like flexible access.    [21:23] Businesses shift to convenient offices near where people live to reduce commute strain.   [23:30] RTO mandates are based on leaders responding to questions with data support.    [24:00] 80% of Fortune 500 companies are becoming more distributed, often providing offices nearer to where people live.     [25:22] Virtual onboarding and apprenticeships are effective supported intentionally with technology.    [28:45] Workspace purchasing shifts from real estate to procurement, finance, and HR departments.   [29:30] Many companies want offices which are convenient for the people they want to hire.    [30:00] Organizations are focused on their balance sheet and being capital light and flexible.    [31:54] IWG spends significant resources studying work design for customers and IWG employees.    [32:48] Design investments encompass tech needs and usage and evolving user expectations.   [33:52] IMMEDIATE ACTION TIP: To optimize work and location for outcomes, structure your portfolio, not your policy, and give people the best support for the jobs they are doing.      RESOURCES    Mark Dixon on LinkedIn  IWG's website  Some IWG brands' websites: Regus, Spaces, HQ workspaces  The Hybrid Working Calculator white paper  The Future of Work – A trends forecast for 2024 white paper      QUOTES    “Business people in general understood the value of capital light - focus capital on core business, not on peripheral activities. The value of service. The value of immediacy. I can just take it--the value of flexibility.”    “Companies are understanding that they're in the job of supporting people to be more productive. That's the job. They're very focused on their balance sheet. They're very focused on capital light. They're very focused on flexibility.”    “In a modern tech-facilitated world, you structure your portfolio, not your policy. It's not a question of RTO or not—it's about enabling the best support for the people for the job they're doing.”    “80% of Fortune 500 use us, and the majority of them are moving to a more distributed workplace.”    “We used to deal with just property directors. Now we are talking to procurement, human resources. and to finance people.”    “Companies are understanding that they're in the job of supporting people to be more productive.” 

RTO mandates are rolling out across many corporations like Uber and JP Morgan Chase, but are they actually having the desired effect on employee productivity? We're discussing RTO policies today with Darian Woods from NPR's The Indicator podcast to find out why RTO policies are so popular now and how workers are reacting. Plus: Mark Cuban leaves Shark Tank for sports and Spotify removes 200 fake podcasts from its service. Join our host Jon Weigell as he takes you through our most interesting stories of the day. Get our Side Hustle Ideas Database: https://clickhubspot.com/thds Follow us on social media: TikTok: https://www.tiktok.com/@thehustle.co Instagram: https://www.instagram.com/thehustledaily/ Thank You For Listening to The Hustle Daily Show. Don't forget to hit Subscribe or Follow us on Apple Podcasts so you never miss an episode! If you want this news delivered to your inbox, join millions of others and sign up for The Hustle Daily newsletter, here: https://thehustle.co/email/  Plus! Your engagement matters to us. If you are a fan of the show, be sure to leave us a 5-Star Review on Apple Podcasts https://podcasts.apple.com/us/podcast/the-hustle-daily-show/id1606449047 (and share your favorite episodes with your friends, clients, and colleagues).

A balance is possible when you're thinking of a future workforce that wants to WFH yet the company is pushing for RTO.

A CMO Confidential Interview with Evan Wittenberg, Chief People Officer of VuMedi, formerly CPO of Ancestry and Box, Google's Head of Leadership Development, and a Saturday Night Live Page. Evan discusses why HR has become a much tougher position over the last 5 years, AI's negative impact on leadership development, and the similarities between marketing and HR. Key topics include: his belief that every function should have a dedicated people partner; why "the burden of proof" is often higher for marketers; why he always interviews for "learning agility;" and why "doing the job you are hired for is better for your career than trying for "the next job." Tune in to hear questions marketers should ask in an interview and a great behind the scenes story from SNL Season 18.⸻

On this episode of Inclusion in Progress, we resume our Distributed Work Expert Series. With this series, we're  highlighting some of the world's leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work. Our goal is to start highlighting distributed work leaders in companies to help forward-thinking leaders like you to: Navigate remote and hybrid work challenges with real-world examples Draw inspiration to find a distributed work model that is best suited for your teams Reimagine your workplaces with research-backed insights from experts at the forefront of the future of work conversation For this episode, we're joined by Leah Knobler, VP of People at Help Scout, who shares their company's commitment to accessibility, transparency, and intentionality — as a fully remote-first organization since 2012.  Leah shares how Help Scout continues to double down on their distributed work model — in spite of the current RTO (return-to-office) trends — and how their remote-first approach has allowed them to continue to grow globally year on year.

Trump's RTO Mandate was falsely framed as popular. Only 43% backed it, but the poll's numbers were spun and amplified by partisan pipelines posing as trusted local news. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes how misleading polling inflates support for Trump's RTO mandate.This article forms the basis for this episode: https://disasteravoidanceexperts.com/misleading-polling-inflates-support-for-trumps-rto-mandate/

Naoki Hiroshima さんをゲストに迎えて、日本語入力、Apple vs Epic, Switch 2, RTO, NotebookLM などについて話しました。 Show Notes JISキーボード Buy Galaxy S24 Unlocked 128GB Smartphone Samsung One UI 7 A judge just blew up Apple's control of the App Store Apple updates App Store Guidelines to allow links to external payments Apple approves Spotify app update that allows US users to access pricing info, external payment links Daring Fireball: Apple Lost But That Doesn't Mean Epic Won Anything Equality & Equality: Cartoon Gallery Amazon has no choice but to display tariffs on prices now 'Legend of Zelda' Live-Action Movie to Release in 2027 バーチャルゲームカード｜Nintendo Switch Waltz was photographed using Signal during Trump's Cabinet meeting a day before his removal Google's NotebookLM expands its AI podcast feature to more languages Spotify Wrapped Sycophancy in GPT-4o: what happened and what we're doing about it Preventing Elected Leaders from Owning Securities and Investments (PELOSI) Act 遅延理由書 (PDF)

From malfunctioning WiFi to epic commutes and offices mysteriously out of toilet paper, the “return to office” era is serving up workplace absurdity on a silver platter. Jason and Amy blow past the corporate spin and get Radically Candid about the “back to the office” push: why it's often more about control than collaboration, how companies overlook basic human needs, and the ways these policies can quietly erode trust, productivity, and psychological safety. From generational gripes to the myth that face time means innovation, they call out the real reasons so many leaders want butts in seats—and why those reasons rarely hold up. Who's actually benefiting from all this office hoopla? Because at Radical Candor, we believe real leadership means listening, adapting, and making work suck a whole lot less—even if it means challenging the status quo. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Cockroaches And Working In A Closet: Inside Trump's Return-To-Office Order | Reuters No Toilet Paper And No Privacy: Returning To The Office, Federal Workers Walk Into Chaos | The New York Times Return To Office. Not Sure What To Do, A Bit Stressed. : R/Fednews What Happened At Your Org After They Implemented Their Return To Work Policy? : R/Jobs The Official List Of Every Company's Back-To-Office Strategy | Hubble Federal Workers Ordered Back To Office Find Shortages Of Desks, Wi-Fi And Toilet Paper Does Returning To The Office Support Your Company's Strategy? | HBR How To Get Return To Office Right | McKinsey RTO Mandate Trends In 2025: Why Forcing Employees Back To The Office Hurts Business | Hub Staff New Research Suggests Remote Jobs Are Best For Company's Bottom Line | Forbes The Strength Of Weak Ties | Stanford Report Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Jason and Amy introduce the episode's topic on return to office trends. (00:01:28) The Radical Candor Remote Philosophy Why the company is remote-first and the downsides of in-person work. (00:06:41) Office Productivity & Innovation Whether productivity and innovation improve when in office.  (00:10:27) Navigating Unwanted Change Advice for employees facing unwanted return-to-office changes. (00:16:13) Should You Stay or Should You Go? Evaluating if you should start job hunting or try to adapt to the new reality. (00:19:17) Burnout, Hybrid, and Hidden Costs Research on burnout and the importance of workplace social connections. (00:24:19) The Cost of Constant Interruptions Challenges with distractions and productivity in office environments. (00:30:22) Generational and Gender Gaps Differences in RTO satisfaction in different demographics. (00:32:07) Having Effective RTO Conversations Advocating for your needs and establishing new office processes. (00:35:29) Radical Candor Tips Tips for employees and managers navigating return-to-office mandates. (00:39:48) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Federal RTO mandates have sparked chaos across agencies—disrupting veteran care, driving out working moms, and straining infrastructure. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes how federal RTO mandates are backfiring on productivity and public service.This article forms the basis for this episode: https://disasteravoidanceexperts.com/federal-rto-is-backfiring-on-productivity-in-public-service/

Today, John is back to discuss the state worker RTO mandate, takes your calls to hear your thoughts on the matter, and touches on the use of AI to generate questions on the California State Bar.

Today, Bill Portanova fills in for John in the studio to talk about the return to office, RTO, mandate, due process, and takes your calls to to hear your thoughts on the matter.

The staffing giant's chairman and CEO lays out the opportunities and risks in the fast-changing and fragmented labor market. Riding the genAI wave, addressing workers' career development needs, RTO and flex-work, international talent flows, and the up-skilling imperative in the face growing polarization.

In this episode of Masters of Moments, host Jake Wurzak sits down with Micah Lacher, founder of Anchor Investments, for a deeply personal and wide-ranging conversation about real estate, entrepreneurship, and the power of second chances. From growing up in a struggling household in North Memphis to building a respected investment and development firm in Nashville, Micah's story is both gritty and inspiring. They begin with Micah's early exposure to real estate, sparked by a life-changing move that took his family from an unsafe neighborhood to one of the best public school districts in Memphis—secured through an unlikely deal involving two Delta Airlines plane tickets. That experience set the tone for a life shaped by faith, hustle, and resilience. Throughout the episode, Micah shares how he transitioned from a brokerage role at Cushman & Wakefield into real estate development, thanks to the mentorship of Bob Tull, a former Walmart developer. He recounts launching Anchor in the depths of the 2009 financial crisis, raising capital deal-by-deal to purchase distressed assets when few others had the conviction to buy. They also discuss: - The high-stakes risk of personal guarantees during the Great Financial Crisis   - How Micah structured deals, underwrote for worst-case scenarios, and still found upside   - The transition from broker to principal and the influence of early mentors   - Raising children without entitlement while building wealth   - Using his business as a platform for purpose and service to the community   Micah's outlook is rooted in gratitude and long-term thinking, with a focus on character, consistency, and building something that matters. This episode is a must-listen for anyone navigating the intersection of values, leadership, and real estate. Links: Micah on LinkedIn - https://www.linkedin.com/in/micah-lacher-1366151/ Anchor Investments - https://www.anchorinv.com/ Connect & Invest with Jake: Follow Jake on X: https://x.com/JWurzak 1 on 1 coaching with Jake: https://www.jakewurzak.com/coaching Learn How to Invest with DoveHill: https://bit.ly/3yg8Pwo Topics: (00:00:00) - Intro (00:01:14) - Micah's upbringing (00:08:03) - Early career (00:13:19) - Mentors, marriage, and breaking phone addiction (00:19:17) - The fear of raising entitled children (00:22:16) - Learning the brokerage game (00:30:14) - Transitioning from broker to principal (00:39:24) - Developing “Walmart shadows” and experiencing the GFC (00:45:06) - Raising capital in 2009 (00:51:51) - Thoughts on RTO (00:53:42) - How do you think about your business today, given how you started? (00:57:30) - Using the business to effect change (01:10:37) - Establishing a competitive edge (01:13:08) - Developing hotels in Nashville - and giving away the profits (01:23:11) - The Nashville market (01:27:34) - What's your favorite hotel?

Return to Office? Honey, At What Cost?!In this episode, we're breaking down the real price of trading sweatpants for slacks. From $18 salads to skyrocketing childcare and grooming costs, heading back to the office could be draining your bank account by nearly $3,000 a month. But wait—there's more! We're spilling the tea on who really benefits from RTO (spoiler: it's not you). From big biz to real estate moguls, we unpack the money trail behind the push to fill those cubicles. If you've ever asked yourself, “Is this desk job worth the dry cleaning bill?”—this one's for you.Takeaways: The RTO economy is giving Real Housewives drama—everyone's got a stake, from your boss to the billionaire behind the office leaseBetween gas, grub, grooming, and a sitter, going back to the office can cost more than Tay-tay floor seatsYour neighborhood café and dry cleaner miss your weekday meltdown lattes—local businesses are as thirsty for your return as you are for the hot barista behind the counterKnow the hidden costs so you don't end up broke and bitter—negotiate benefits like you're Olivia Pope in PradaOffice buildings are the clingy exes of the economy—they need you back to feel whole againPerks like transit stipends and childcare credits may be buried in your HR handbook like an Easter egg—go on a treasure hunt, babyShow Topics:00:06 – Sweatpants to Pay Pants: The Cost of Comfort00:16 – Who's Really Profiting from Your Office Comeback?06:11 – Desk Jobs & Dollar Signs: The RTO Ripple Effect09:39 – Latte Gaps & Local Crashes: Pandemic Fallout IRL12:04 – Office Life on a Budget: Slay, Don't Pay13:32 – HR Secrets: Unlocking the Perks You Deserve

Today, John discusses a new proposal to allowed homeless college students to sleep in their cars on campus, the new problems with Newsom's RTO, return to office, mandate, and takes your calls to hear your thoughts on the matter.