Podcast appearances and mentions of shane metcalf

Shane Metcalf, Co-founder of 15Five, joins The Strengths Whisperer to share his journey of starting the company and building it into a successful platform that helps organizations build highly engaged and high performing teams. He discusses his personal growth and how playing to his strengths as a leader contributed to the success of the company. Together, we talk about the importance of healthy conflict in teams and how leveraging diverse strengths can create healthy conflict.   Additional Resources: Email Brandon@34strong.com to learn your top 5 strengths Follow Shane on LinkedIn Check out 15Five Learn more about PeopleForward Network 

How do you leave a legacy that outlasts your tenure? There's no magic formula, but Shane has certainly left his mark on 15Five in his decade with the company. From “Question Fridays” to offering ketamine-assisted therapy as a benefit to employees, he's built a culture that fosters not only the growth of the organization but also of our people themselves. As Shane transitions out of his role as Chief People Officer, we are excited to welcome Adam Weber as the new host of HR Superstars. Adam is an author, speaker, former Chief People Officer, and currently hosts the popular HR Superstars Community. So he's kind of the perfect person for the role. In his debut episode, he talks with Shane about legacy, building a culture that fosters growth, and unlocking human potential. Join us as we discuss: [01:52] Transforming what it means to be an employee [10:09] Going beyond professional and social identities [16:58] Being the vehicle for the realization of people's dreams [31:39] Leaving a legacy that outlasts your tenure For the entire interview, follow HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Original podcast track produced by Entheo. Want to connect with thousands of other strategic HR leaders like you, join the HR Superstars Community! Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.*

On this show you get to hear from truly stellar people leaders and how they think about running extraordinary companies and cultures. While Shane occasionally shares some of his ideas alongside them, we thought we'd switch things up a bit and give you a glimpse into how he thinks about the world of progressive HR, people operations, and doing business a little differently than it's ever been done before. In this episode, Shane shares gratitude for his eclectic career journey. You'll learn: How workplaces are dojos for our own highest potential Why no single role will define your career Why work is never just the means to an end

Oscar Trimboli: The sophisticated and paradoxical power of deciding if and when to listen. G'day, It's Oscar, and today we have a question from a Deep Listening Ambassador in Japan. Shaney: Hi Oscar. This is Shaney from Tsukuba Ibaraki, Japan, and my question is about listening as a leader. Do you have any suggestions about how to continue to listen deeply as a leader when you tend to receive comments, suggestions, and ideas from so many people all day every day. It can be quite surprising for people who are new to leadership positions to realize just how much time leaders spend listening to people and how tiring it can be when the fourth or the eighth person in a day asks you if you have a minute and then launches into a rant or a criticism or a suggestion of how to improve something. Listening is so very important to leadership, but it can also be really, really hard to listen to comments and suggestions all day long, especially because you feel a personal obligation to fix the problems that people bring to you.   Oscar Trimboli: Thanks, Shaney. This is a wonderful paradoxical and universal question independent of organization, culture, location, or country. My favorite kind of question, if you like Shaney, have a question about listening in the workplace, email  podcast@oscartrimboli.com This question, it's a question about choice and timing. It could be about when to listen and when NOT to listen. It's also a question about attention and your listening batteries. When it comes to your listening batteries throughout the day, you need to check and notice what's your battery level right now is a green, yellow, red. You need to check what color your listening battery is before you start listening. Something I learned from James Clear in episode 67, advice is often context dependent. Shaney, I'm going to avoid giving you advice here as James points out questions can help you navigate beyond the context. Let's listen to how James explained it.   James Clear: And one of the women that as a reader of mine and I talked to as I was working on the book, she lost a lot of weight, and she had this really great question that she carried around with her. Questions are often more useful than advice in the sense that advice is very context dependent. It's like, "Oh, it works in this situation, but what if you find yourself in a different situation now it doesn't apply as much." And the question that she carried around with her was what would a healthy person do? And so she could go from context to context and sort of have that question to reinforce the identity. That's actually in many ways, more useful than having a good workout program or a good diet plan because that you can only do once. But no matter where you're at, you can ask what would a healthy person do?   Oscar Trimboli: Shaney, I'll share with you four types of questions, four categories of questions for groups of questions that have helped my other clients. It's important to understand that the question you are asked is very, very common and it's amplified when you're in a leadership role. The categories of the four questions are what, when, how, and who. Let's start with WHAT. What would make this a good conversation? What would make this a great conversation? What would make this an effective conversation? What do you want from this conversation? In the book, how to listen, we cover off the use of this question throughout the book, creating a listening compass for you and the other participants. It's a great way to hack the conversation to make it much shorter for you and for them. The reason we want to ask a WHAT question right up front is you want to understand the context for them and for you, because shortly I'm going to invite you to make a choice about when you should think about answering this question, Shaney. So let's move to WHEN Here's a group of questions to think about. When is the best time to discuss this with you? When is the best time for us to discuss it? And finally, although I'd love to discuss it right now and listen to you, I don't think I can effectively listen to what you want to achieve in this conversation. Can we discuss this at another time? Professor Cal Newport is very particular about the value he places on his time. And rather than dealing with each individual and their specific question, request feedback experiment, he encourages each of his students or peers to attend a regular weekly meeting. In that meeting, everybody can bring their request or their question along. He does this for three very specific reasons. 1. he has a defined time and more importantly, a defined process for dealing with these random rants, as you call them, Shaney, or the feedback or any of the other issues he's dealing with. He's placing them in space, time, and context where he can arrive with his listening batteries fully charged. 2. he creates the environment where others can participate. Others can listen to the range of questions that Professor Newport is asked, as well as listening to the way he thinks about answering these questions. 3. he thinks about his time being multiplied in a group context with many of the participants either self-solving when hearing others' answers, resolving their question with other participants, helping them in doing so. Newport is building a culture of mutual support. He's making himself independent of the process, and ultimately Newport explains how he would approach thinking about the issue rather than his recommendation to the other person or group about how to solve the issue. Shaney, one of the things I invite you to think about is if you feel like you need to fix, give them a simple framework to think it through rather than giving them an answer. In adopting this approach, Newport creates a sustainable listening process ensuring his listening batteries are fully charged before arriving at this regular meeting, whether it's face to face or virtual. Shaney, back in episode 61, when I discussed this issue with Professor Stefan Van der Stigchel from Utrecht University, he's written multiple books on the importance of attention. He reflected on his more direct approach when students or peers approached him with a question.   Stefan Van der Stigchel: People come into my room when I'm on my work quite often to ask me questions or to talk about a certain experiment. And of course, when you're in your working environment, they're things are not always positive, right? What I've tried to learn is that communicate to, if people enter my room to say, this is not the right moment. I cannot listen to you. My mind is not open, my working memory is full, I'm worrying about something. And I've started to realize that people actually appreciate that if you say it in the past, there are too many occasions in which I was claiming to be listening and they ask me questions and I just noticed my mind is somewhere else. My mind wandering about the meeting before, and then I simply have to admit that I have no idea what they're talking about. And that's quite embarrassing and it's frustrating what I've learned from my peers that there are people who can acknowledge that they can acknowledge if somebody walks into the room, ask them a scientific question, please, not now. It's good to have a culture and in a work environment when you can admit that although I might be looking at you right now, I am honestly not listening. And this is not due to you. You're very interesting and you're probably a very interesting question. But what's happening to me right now is that my mind is wandering, and I'm not ready to receive your information. Again, my environment, people have to learn that's a possibility and that they can come back at a later time, but it's not something personal. Previously what happened to me is that I was sort of almost afraid to tell the other person because I was afraid that they were going to take it personally, right? That you are not interesting to me. And I try to make sure that it's not about them, but it's simply that the current situation is for some reason not appropriate.   Oscar Trimboli: Shaney, when thinking about the WHEN of listening, the most generous thing, the most sustainable outcome for you, and the person asking the question, the rant, the person wanting to bounce something off you. The most generous thing I think you can do is NOT listen. When you're listening, batteries are drained when they're moving from yellow to red or from red to black. It doesn't help them, you or the organization you lead by listening, transactionally, listening superficially, bouncing between level one and maybe level two, listening for symptoms rather than moving between level two, three and four and listening for systemic implications. Listening is a skill, it's a practice, it's a process and ultimately a way to impact systemic change in a sustainable way for the organization you'd lead. As I mentioned earlier on, Shaney, the question you pose is a universal leadership issue. It's a common question my clients ask me. This is an interview with Katie Burke, who is the leader of people and culture at HubSpot, an organization where she's responsible for 6,000 employees globally. In this interview with Shane Metcalf, Chief People Officer for 15Five an employee engagement software company from June 21, it was called Reviving the Art of Listening with HubSpot's Katie Burke. Listen carefully as Katie describes how she manages her energy to make a bigger impact with her listening. Notice how she conserves her listening batteries and shares the difficult and draining parts of listening with other leaders and members of her team.   Katie Burke: In my own journey on this front, I think a few things that have really worked for me, I got some really tough feedback my first few years as CPO that I was distracted and I was, and it was because I was trying to be everywhere at once and be all things to all people. And so the biggest tack for listening that I know is I say NO to almost everything, including I don't get a ton of energy from doing one-on-one coffee chats with people. I've just learned over the years. I feel like I'm saying the same thing over and over again. And also just I got emotionally worn down. It was just tiring. And so I don't do our new hire welcome as a group anymore because it just felt a little tiring. And then I don't do a ton of coffee chats both internally and externally. And the reason I don't do that is not because I don't enjoy doing that occasionally, it was because it was starting to really interfere with my ability to listen and be a great leader for my team. Great listening actually starts with being intentional around what you say no to. So you can be present for the people in your org and be the best leader possible when you're there.   Shane Metcalf: It's so interesting around our own energy management, our own state is going to dictate are we able to listen? Especially HR is often the punching bag in an organization because HR people, we are the recipient of so much feedback, positive and negative, humans get flooded with emotion. When we're in a fight or flight state, there's a physiological change that happens in our ears and we actually stop listening. What I'm hearing from you is you needed to set boundaries and create the experience for you to do work that energizes you so that you could actually listen.   Katie Burke: I personally think there should be much more discussion for CHROs, for HR business partners, for anyone who bears the emotional breadth of an organization, of talking about how I think people talk a lot about self-care and break and rest. Those are all great, but don't get to the core fix. And I think what I had to learn is I have to actually just be really disciplined around my schedule because it creates space for me to do the things that I know make me a better listener. And for me, that's getting outside once a day, getting my run in the morning. I'm a much better person, leader, manager, you name it. If I get outside and get a workout in. And then the other thing is just being intentional around what gives you energy and being honest about that. I grew up very much a people pleaser. It was a really hard habit for me to break, and I don't think people love that. It's my habit. I've had to get really comfortable with the fact that it is the only thing that allows me to keep listening, to HubSpotters and being a good leader for my team.   Shane Metcalf: It's a worthwhile process for all of us to check in. Am I actually in a state where I can listen? Because I've gone through this, I've gone through periods where I'm like, I don't want to hear any more feedback. I'm sick of it. People just complain. We're never going to make people happy. I'm in the pretty negative state and then I have no receptivity to actually listen to what my people are saying and anything they say will probably be viewed through that lens of I don't want to hear it.   Katie Burke: Agreed. I've also just had to say no. There are times when I think taking a meeting does you want to listen to someone. If you're not, there is actually a bad use of both of your time. And so one of the things I've said to some people is. Hey, I'm actually not in a great spot to really have the conversation I think we need to have, and so I need to wait until tomorrow. I need to wait until I'm in a better spot or I think someone on my team is better suited to have this conversation given that they can really understand and empathize where you are because I think when people are in an acute state, they need someone to listen to them a 100%. I need to be honest if you're not there. The other thing is just that's where I come back to you're not going to make everyone happy. I used to hold myself to a really high bar. I wanted to think that everyone who, if we had a tough meeting to listen to people that everyone would leave saying like, "Wow, our people operations team is great." What I've started doing is now leaving those meetings where the goal is just to make people feel heard, not to make them feel better, just to make them feel heard. That takes some of the pressure off because the other thing is I'm a bias for action person. I tend to lean into how do we solve things? It takes the pressure off to solve it because my only job there is to be present to what they're feeling.   Oscar Trimboli: Shaney, the most impactful, sustainable, and generous listening could be when you choose NOT to listen in that moment, reacting and trying to fight the urge to fix, kind of showing up like the shrewd listening villa from our listening quiz, becoming conscious that your ego wants to fix, solve, and answer. It's great in the moment, but it doesn't drive systemic change. Create a phrase that works for you. The four A's at this point, ask, acknowledge, assess, and agree. Ask what would make this a good conversation or outcome? Acknowledge their point and issue or even question, or problem Assess when is the most effective time for a sustainable, impactful discussion? Agree, when or who to meet with to progress it. Shaney, we've covered the what and when. I just want to quickly talk to you about how and who. These additional categories of questions are really useful when the conversation happens. First, let's talk about HOW. How would you like to discuss it? How will we allocate our time exploring the past and the future? How long have you been thinking about this? How will we know if we've made progress? Let's move on to the WHO Who else noticed this issue originally? Who else does it impact? and Who needs to be involved in discussing or resolving it? Shaney, to make this very practical, very pragmatic, and actionable for you. My go-to question for the random rant, the curious question, or the feisty feedback, What would make this a good conversation for you? They will either tell you they want to have a rant with no outcome, or they may request you to be their thinking partner, or more likely than not, they'll try and put the problem-solving monkey back on your back. At this point, Shaney, notice the pattern in their questions three or more of the same kinds of questions. You're probably dealing with a systemic issue, and I speculate you probably can't solve it alone, or at least in the pair that are discussing the problem. Define an allocated time on a regular basis for you to triage all of these kinds of discussions into one context where your listening batteries are fully charged. As Katie mentioned, sometimes people just want you to hear them out rather than fix, especially when you don't have the listening batteries available to listen and fix in the moment. Finally, every conversation doesn't and can't be a process of deep listening. You can't always deeply listen. You need to be flexible and adjust accordingly in the situation. Sometimes just being present and allowing them to be heard will be enough. This makes your listening light and easy and it doesn't drain your listening batteries. A quick reminder, your role as a listener is not to comprehend everything the speaker says. It's your role to help the speaker better understand what and how they're thinking about an issue and ultimately help them to understand what they mean and where they want to progress. Shaney, thanks for the brilliant question. G'day. It's Oscar. This podcast episode is an experiment in a few parts and one of the things that's happened in between the time Shaney sent me the question, I recorded the responses that I sent it back to her in draft format to ask her for a few reflections. I gave her four questions to ponder. Shaney listened to what I sent her and shared it with her team, and I've asked her to reflect on four questions. Also, in between that time I have been completely flat on my back with a virus for seven days, so my voice is probably sounding a little different. What you'll hear next is Shaney reflecting back on the questions I posed to her. Let me know what was most helpful in what I've explored.   Shaney: I don't need to fix, solve, or answer anything when I'm listening to people. I just need to make sure that people are heard. When I played it for my team, they really reacted positively to the concept of a listening battery and also to the idea that not every conversation can or should be a process of deep listening.   Oscar Trimboli: Which one of these will you experiment with? Which one will be easy for you to implement? and What will be sustainable in the context in which you leave?   Shaney: I will definitely be trying to remember not to go into conversations with the intent to solve anything. This will be very hard for me as I have a lifetime habit of doing just that. I think that this is very important and as a leader, I really need to try to help the people that I'm talking to find ways to solve their own problems instead of trying to solve them for them. People take more ownership of decisions and outcomes when they come to their own conclusions, so I'd like to learn more about how I can suppress my urge to fix things. I need to do a better job of listening to ensure that my colleagues are heard and that they're supported in finding solutions that work for themselves in their own context rather than just me giving advice to them that may or may not work because I may or may not have fully accounted for the context that they're working in. In my team, we talked about how saying no can be quite difficult in our context as one of our goals is to be approachable and available to the students, parents, and staff members at our school. We talked about how we can conserve our batteries by acknowledging the person and their query and actively deciding whether or not this is the best time to have the conversation. We think that can work well with students and parents, but we're still not sure how to say no in a compassionate way that doesn't make our colleagues feel like they're being ignored or rebuffed when they approach us to talk about something that may be, for example, personal or professional. The when is difficult for us. It's pretty difficult for some of my colleagues to have control over when their conversations happen with their colleagues. They can set appointments for students and parents, but conversations with colleagues happen all the time. Two of the colleagues that were in the meeting with me have an office that is in a rather public area, so people walk by and talk to them all the time, and that can be really tiring and they can often get involved in conversations about both professional topics and personal topics, and they mentioned that it can be tiring to switch back and forth between the professional and the personal conversations. We decided as a team that we might experiment with having a set time in our meetings where our colleagues can bring up the professional issues that have come up through the week. This could be one way to say, not now kindly, at least when the issue is professional, by acknowledging the issue and saying, let's talk about it at the next meeting. What would be easy to implement? It would be relatively easy to implement the idea of having a pre-conversation with the person we're speaking with to determine what would make the conversation a success. It could even happen during or after the conversation, or it could be something that we try to remember to ask ourselves as we enter into various conversations throughout the day, And finally, what would be sustainable in the context that we lead? In my context, it's sustainable for me to become more conscious of how my ego is reacting to whatever is being said and to remember to have an awareness of both the state of my listening batteries and that I can choose not to listen deeply at that moment if that is the more considerate and humane response because my batteries are particularly low at that moment. Oscar, I can't believe you made an entire podcast for me and my question. I loved every second of it. I sincerely feel that all of it was useful and productive. You really listened to my question. You heard it and you understood the heart behind the words.   Oscar Trimboli: If you like Shaney, have a question about listening in the workplace or you'd like me to pose a few questions or reflections or framework rather than just answering your question, podcast@oscartrimboli.com. And if you don't have a question yet, you learn something from the question Shaney posed today and possibly hers or her team's reflection, email me podcast@oscartrimboli.com Let me know what was useful in this episode, the format, the interaction, the questions rather than the answers, and what possibly is transferable and useful into your workplace. I'm Oscar Trimboli and along with the Deep Listening Ambassadors, we're on a quest to create a 100 million Deep Listeners in the workplace and you've given us the greatest gift of all. You've listened to us. Thanks for listening. Shaney : Hi Oscar, it's taken a while, but over the past couple of days, I've been able to catch myself in conversations and work on directing my listening The first step -- self-awareness is so hard, but so crucial as you can't take any other steps until you're actually aware that you're in a situation where you need to test out your new conscious listening paradigm. In at least three conversations over the past two days, I've been able to get to that level of self-awareness that allows me to pause and remind myself not to try to solve any problems for anyone else, and instead try to ask myself what would make this conversation a success. This is revolutionary, the whole flavor of conversations changes. I'm able to relax and actually listen to the person if I don't have to feel the pressure of solving anything. Conversations are also shorter because people feel heard more quickly and are okay with moving on, so I'm ever so grateful to you and your podcast for opening up my eyes to this whole new world.

On this show you get to hear from truly stellar people leaders and how they think about running extraordinary companies and cultures. While Shane occasionally shares some of his ideas alongside them, we thought we'd switch things up a bit and give you a glimpse into how he thinks about the world of progressive HR, people operations, and doing business a little differently than it's ever been done before. In this episode, Shane shares his opinion on compensation philosophies and what it takes to retain top talent. You'll learn: Compensation can't be done in a vacuum; it requires collaboration Why comp programs aren't just revenue opportunities, they are opportunities to retain and attract top talent How we're all partners in the business when it comes to accomplishing goals

On this show you get to hear from truly stellar people leaders and how they think about running extraordinary companies and cultures. While Shane occasionally shares some of his ideas alongside them, we thought we'd switch things up a bit and give you a glimpse into how he thinks about the world of progressive HR, people operations, and doing business a little differently than it's ever been done before. In this episode, Shane shares why he's taking a sabbatical and why 15Five created a sabbatical program in the first place. You'll learn: The power of making space to just be a human being How time off inspires innovation and creativity Why companies should think about giving employees time to be 

On this show you get to hear from truly stellar people leaders and how they think about running extraordinary companies and cultures. While Shane occasionally shares some of his ideas alongside them, we thought we'd switch things up a bit and give you a glimpse into how he thinks about the world of progressive HR, people operations, and doing business a little differently than it's ever been done before. So here it is. Your first sneak peek into Shane's brain and his take on the power of believing. You'll learn: How we shape other people at the same time they shape us The value of external championing, especially in the form of mentorship Why recognition gives you the push to give your gifts 

We know that having an early educational foundation rooted in social-emotional intelligence helps children to grow and develop in their early stages. However, we cannot under-estimate the impact that a robust early childhood education can have on our ability to problem solve and build solutions for ourselves later on in life, as well.  Take today's episode guest, for example. Shane Metcalf is the founder of 15Five, an HR platform aligned to the latest positive psychology research. Though he is now the founder of a multimillion dollar tech company, life was not always easy for Shane. His experience of growing up in an uprooted, impoverished family inspired his drive for helping others to develop beyond their immediate means in order to achieve their full potential.  However, were it not for his parents' commitment to quality early education, he may have found this pathway much more difficult to navigate. Despite a tumultuous upbringing, Shane's mother, a social worker highly invested in her family's local community of Taos, New Mexico, provided him with a highly progessive early childhood education through a micro-school. This early exposure to social-emotional skills helped instill in Shane the coping mechanisms necessary to propel himself through generational trauma and poverty struggles and become the successful entrepreneur he is today.  In my conversation with Shane, we'll discuss his upbringing and life in Taos, and how his parents' struggles, coupled with their deep love and progressive attitudes, shaped his adult mindset. We talk about the importance of promoting healthy emotional development and how so often these skills come from ensuring access to high quality early childhood education. We also get into some of the treatments for mental health that Shane advocates for and why it is so important to keep in touch with your social and emotional needs throughout your life.   In this episode you'll hear: What inspired Shane to become an advocate for mental and emotional health The benefits of procuring a growth mindset in your early years The importance of smaller, diverse models of education on the emotional wellbeing of adults Resources from this episode: Website for Shane's company, 15Five *** EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com.

"We all want to be seen, heard, and recognized." Abby Hamilton, Chief People Officer, LiveIntent   We're Only Human -- Episode 131   When it comes to performance processes at most companies, the expected outcomes are compliance and completion. But in this episode, Ben talks with Shane Metcalf of 15Five and Abby Hamilton of LiveIntent to understand what it takes to create not just a process, but a true culture of performance within an organization. Shane and Abby share ideas, insights, and suggestions that every employer can leverage to create a better and more equitable performance process.    Resources:  Check out the HR Superstars podcast: https://podcasts.apple.com/us/podcast/hr-superstars/id1551858336  Connect with Shane on LinkedIn: https://www.linkedin.com/in/shane-metcalf-55620213/  Connect with Abby on LinkedIn: https://www.linkedin.com/in/abbyhamilton/  See the We're Only Human show archives and more: https://lhra.io/podcast 

A paradigm shift is taking place. As younger generations enter the workforce, employees desire better integration of life and work—and if they don't receive it at their current job, they aren't afraid to leave. As a result, companies are becoming more aware of the emotional and psychological well-being of their people. David Hassell and Shane Metcalf, Co-Founders of 15Five and hosts of the HR Superstars podcast, join the show to discuss how organizations can make psychological safety a top priority. We discuss: HR challenges that business leaders are facing today The benefits and impacts of psychological safety Strategies for fostering a psychologically safe environment How to communicate clear cultural expectations   The Employee Safety Podcast is hosted by Peter Steinfeld, SVP of Safety Solutions at AlertMedia.  You can find this interview and many more by subscribing to The Employee Safety Podcast on Apple Podcasts, Spotify, or here.  Listening on a desktop and can't see the links? Just search for The Employee Safety Podcast in your favorite podcast player.

How do you build a sense of community as a hybrid or fully remote organization? After multiple years of remote work, David Hassel and Shane Metcalf have learned a thing or two about creating a strong remote culture. David, CEO, and Shane, Chief People and Culture Officer at 15Five, share how they've cultivated a successful remote-first organization and managed to sustain its energy. Join us as we discuss: - [04:30] Practices for building healthy and successful remote cultures - [15:00] Listening to your people - [25:00] Holding energizing virtual events For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.

There's no universal blueprint for personal and professional development. However, breaking your values into principles and guideposts can provide the focus and freedom your people need to grow. David Hassell, CEO, and Shane Metcalf, Chief People and Culture Officer at 15Five, walk us through 15five's values and explain how they're broken into clear principles. T hey also explain why the Great Resignation and Great Reshuffling have been a long time coming and aren't just a product of the pandemic. Flexibility, vulnerability, and purpose matter. As a leader, it's your job to empower your people to find those values in their careers. Join us as we discuss: - [04:30] Radical commitment to growth and development - [09:30] Developing awareness of your strengths and blind spots - [22:00] Cultivating well-being For the entire interview, Subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.

If you've ever heard a friend or family member on a work call you may have noticed they have a “work voice.” A lot of people feel the need to sound more professional so they change their tone, sanitize their language a bit, and are a pared down version of themselves. All because they want to be seen as a professional. But the reason for this might be because the company chooses to see their people as professionals first and humans second. It could be that they're part of a transactional company culture and not a transformational one. A transformational culture puts the human first and encourages them to bring their whole selves to work. Their own distinct views, values, and thoughts. And ultimately the goal of the company is to have each employee leave the company a better version of themselves than when they started. In turn, people will want to go that extra mile and will bring their own unique ideas to their work. On this episode I spoke with Shane Metcalf from 15Five about why building a transformational culture is one of the most important things you can do for your people. We also spoke about his unconventional background for a tech founder and the new sabbatical program that they're rolling out. About our guest: Shane Metcalf, Co-founder of 15Five, is a keynote speaker on building a world class workplace and one of the world's leading pioneers in the space of cultural engineering and positive psychology. His insights have been featured in Inc, Fast Company, Business Insider, Washington Post, Tech Crunch, and Bloomberg. You can contact Shane on LinkedIn at linkedin.com/in/shane-metcalf-55620213/, and on Twitter at @shane_metcalf.

Shane Metcalf is the co-founder and CCO of 15Five, a human-centered performance management platform that creates effective managers, highly engaged employees, and top-performing organizations. Shane and his co-founders started 15Five to help companies bring out the best in their people. Prior to his role as CCO, Shane worked as the Director of Customer Success, and later as the Vice President of Customer Success, where he won the company customers for life by building self-service and high touch programs that helped unlock the full potential of the product. Before 15Five, Shane was an executive coach in the Bay Area for more than 12 years, where he worked with tech and social entrepreneurs to create new levels of high performance, productivity and organizational health.

Shane Metcalf is the Chief Culture Officer at 15five. We talked about how the great resignation now underway in the labor market is affecting companies ability to attract and retain workers as well as what you can do about it for your organization.

In this brief final episode of #Insights, Santi shares about the acquisition of Emplify by 15Five, and how you can join him and Adam on Episode 18 of the HR Superstars Podcast to learn all about it... Adam, Santi, and 15Five cofounders, David Hassell and Shane Metcalf, will share about how they successfully joined two founding teams, two complimentary products, and two cultures to create more engaged and higher performing workplaces for thousands of organizations.  You can listen by visiting 15Five.com/podcast or by searching for "HR Superstars" on the platform where you're listening right now.  Please subscribe for access to this and other phenomenal interviews with people leaders from companies like Siemens USA, Eventbrite, and Twitter.  Thank you for listening and we hope you'll join us on HR Superstars!

After the honeymoon breaks down and the insane roller coaster of building a company ramps up, you're left with the hard task of crafting a transformational culture. If you fail at this task, you'll have a fractured leadership team and a toxic workplace. Since we started our company, we've had plenty of breakdowns, and we've learned how to turn those breakdowns into breakthroughs for our team. What's the key to creating an extraordinary workplace culture? In this episode of HR Superstars, hosts David Hassell and Shane Metcalf explore how relational mastery drives cultural transformation. What they talked about: The value of empathy before agreement. Hatching the antidote to toxic workplaces. How to maximize the impact of intentional energetic presence. For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website.

Just as we want to create a transformational outcome for our customers with our products and services, we want to create a transformational employee experience. In fact, the two are inextricably linked. As we've crafted our culture, one of the foundational aspects that we know is critical to creating transformation and improving people's lives is our relationships. How do we build a transformational culture where people feel valued? In this episode of HR Superstars, hosts David Hassell and Shane Metcalf dive into the topic of relational mastery. What they talked about: How creating space for hard conversations leads to healthier culture. How to communicate clearly and compassionately. Practices that are key to conflict resolution. For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website.

Shane Metcalf is the Chief Culture Officer and cofounder of 15Five.  He started 15Five to help companies bring out the best in their people.  This podcast episode was recorded just before the Covid happened.   Little did we know...15Five is a human-centered performance management platform that creates effective managers, highly engaged employees, and top-performing organizations. From engagement surveys and 1-on-1 tools to performance reviews and OKRs, 15Five is the most complete solution that combines software, education, and community to develop successful managers and unlock peak employee performance. Built using the Positive Product Design™ method, 15Five is the only platform that offers software aligned to the latest positive psychology research. Through it’s HR Superstars community and podcast, 15Five aims to empower every leader to create highly engaged, high-performing organizations by helping people become their best selves.

This is Shane Metcalf's and my follow-up conversation about 18 months after our first chat in 2019. We focus on the ups and downs and the challenges he and his company experienced during the COVID-19 pandemic, the aftermath of the George Floyd murder and what they did to keep their noteworthy company culture strong while meeting their business objectives. Shane speaks of the influences he had that molded his thinking about organizational culture and leading people in a way that honors their individual traits and talents while encouraging them to become their best and highest selves both at work and in life. Some of those influences will surprise you, by their unconventionality. They might literally blow your mind as some might say. Here are some ways that Shane can be found: His LinkedIn Profile Company website Twitter: @shane_metcalf Email: shanermetcalf@gmail.com HR Superstars Podcast: https://www.15five.com/podcast/ Best Self Management Podcast: https://podcasts.apple.com/us/podcast...

Shane Metcalf is the co-founder & Chief Culture Officer of 15Five, a people and performance platform that empowers people to become their best selves, wherever they work. Named one of the top 100 software companies by G2Crowd, 15Five combines employee engagement, continuous performance management, and manager effectiveness software with education, services, and community for customers including Capital One, Credit Karma, Hubspot & more. On this episode of the Strategy & Leadership Podcast, Shane joins us to share his advice for leaders and discuss the power of questions, self-reflection, and much more. Here's a breakdown of our conversation: - The journey of creating 15Five - Be aware of leadership hierarchies - Questions for leaders to ask themselves - Questioning the role of the manager - His big challenge right now as a leader Get our FREE Strategic Planning Workbook template here: www.smestrategy.net/strategic-plann…mplate-workbook Shane's podcast, HR Superstars: https://www.15five.com/podcast/ Enroll in our strategic planning course to learn our process for creating a strategic plan successfully (without hiring anyone): www.smestrategy.net/strategic-plann…ng-steps-course Are you looking for someone to facilitate your strategic planning process? Book a complimentary consultation to learn more about our approach: www.smestrategy.net/contact Want a software to track & monitor your strategic plan? Get a free trial for Cascade Strategy: go.executestrategy.net/trial?fpr=smestrategy // WEBSITE & RESOURCES: Website ► www.smestrategy.net/ Blog ► www.smestrategy.net/blog Strategy & Leadership Podcast ►www.smestrategy.net/podcast Alignment Book ► www.smestrategy.net/alignment-book Contact ►www.smestrategy.net/contact // FOLLOW US ON SOCIAL MEDIA: Facebook ► www.facebook.com/Smestrategy/ LinkedIn ► www.linkedin.com/company/2866558 Instagram ► www.instagram.com/anthonyctaylor/ Twitter ►twitter.com/smeinsights // ABOUT SME STRATEGY CONSULTING: SME Strategy is a management consulting firm that specializes in helping organizations develop and implement their strategic plans. We work with teams to facilitate conversations about strategic direction and business strategy so that our clients can focus their energy on what will move them forward faster. Based out of Vancouver, BC, we've worked with organizations all over North American and beyond in various industries including nonprofits, universities & government organizations. #PowerOfQuestions #CultureTransformation #SelfAwarenessSkills

Shane Metcalf reveals his top research-based do's and don'ts for being a great manager. — YOU'LL LEARN — 1) The one meeting a manager should always make 2) The teambuilding technique for great teams from the get-go 3) How and why to keep an employee dossier Subscribe or visit AwesomeAtYourJob.com/ep643 for clickable versions of the links below. — ABOUT SHANE — Shane Metcalf is a keynote speaker on building a world class workplace and one of the world's leading pioneers in the space of cultural engineering and positive psychology. His insights have been featured in Inc, Fast Company, Business Insider, Washington Post, Tech Crunch, and Bloomberg. As the Co-founder of 15Five, Shane and his team support HR Executives with data-driven continuous performance management. 15Five has won numerous awards for their company culture, including the prestigious Inc Best Workplaces award, and is ranked #3 in the U.S. on GlassDoor. Follow Shane on Twitter and LinkedIn, and listen to him co-host the Best-Self Management Podcast. • Blog: 15Five.com/blog • Company: 15Five • LinkedIn: Shane Metcalf • Podcast: HR Superstars — RESOURCES MENTIONED IN THE SHOW — • Book: An Everyone Culture: Becoming a Deliberately Developmental Organization by Robert Kegan • Book: Managing Up: How to Move up, Win at Work, and Succeed with Any Type of Boss by Mary Abbajay • Book: The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work by Teresa Amabile • Book: Think Again: The Power of Knowing What You Don't Know by Adam Grant • Past episode: 275: How to Manage Your Manager with Mary Abbajay • Past episode: 582: The Five Behaviors That Make You an Indispensable “Go-to” Person with Bruce Tulgan • Strengths Survey: VIA Character Strengths — THANK YOU SPONSORS! — • LinkedIn Jobs. Post your first job for free at linkedin.com/awesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Shane Metcalf, Chief Culture Officer and cofounder of 15Five and co-host of the 15five business podcast, has built a company voted the third best place to work on Glassdoor because it focuses on people. What do companies need to do to create a culture for people to thrive? Shane says it starts with a mindset and to come from an intention to be of service.  For more happiness, visit www.management30.com 

HR is not just about processes and checking boxes. It's about building relationships and helping individuals on their own personal hero's journey. 15Five wants to help HR leaders be able to do what matters most by developing their workforce and facilitating those heroes' journeys. To aid this goal, they started a podcast. In this inaugural episode of HR Superstars, Rita Richa, a producer at Sweet Fish Media, talks with Shane Metcalf and David Hassell, CCO and CEO of 15Five, a leading continuous performance management and engagement solution, about what led them to start this podcast. They also discussed: -Shane and David's professional backgrounds (everything from tech to kite surfing!) -The heart and vision behind HR Superstars. -How 15Five drives employee performance and engagement. -What you can expect in future episodes (we'll cover everything from meeting business performance needs to the science behind interpersonal relating!) For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or, tune in on our website.  

“Without nature, we can't be fully alive. Without being fully alive, we can't actually give our greatest gifts to the world. We can't really deliver on what we're here to do, if we aren't vitalized, if we aren't engaged in the majesty of this planet that we live on...” – Shane Metcalf   Shane Metcalf is a keynote speaker who advises on how to build a world class workplace and is one of the world's leading pioneers in the space of cultural engineering and positive psychology. His insights have been featured in Inc., Fast Company, Business Insider, Washington Post, Tech Crunch, and Bloomberg. As the Co-founder of 15Five, an 8 figure technology company, Shane and his team support HR Executives with data-driven people management. 15Five has won numerous awards for their company culture, including the prestigious Inc. Best Workplaces award and is ranked #3 in the U.S. on GlassDoor.   Your Key Takeaways The Foundational Truth of Nature – Understanding the deeper connection Finding Nature in the Small Ways – How to be more intentional in our time Retuning to the Natural World by Disconnecting From the Human World The Power of Deep Immersions into Nature – A super easy trick to get started! The Root of Life – The importance of being fully present in nature   In what ways can nature cleanse and renew you?   Resources For more information on Shane & his team at 15Five   Connect with Shane Metcalf Social Media: Twitter: @shane_metcalf LinkedIn: Shane Metcalf Podcast: Best Self Management Podcast   Connect with Darren For more information on the Nature Advantage visit natureadvantageshow.com   Darren’s Social Media Instagram Facebook LinkedIn

“Part of the beauty and the power of spending time in nature is that it connects us to our more essential nature. It connects us to a deeper origin of where our consciousness and where these bodies actually come from...” – Shane Metcalf   Shane Metcalf is a keynote speaker who advises on how to build a world class workplace and is one of the world's leading pioneers in the space of cultural engineering and positive psychology. His insights have been featured in Inc., Fast Company, Business Insider, Washington Post, Tech Crunch, and Bloomberg. As the Co-founder of 15Five, an 8 figure technology company, Shane and his team support HR Executives with data-driven people management. 15Five has won numerous awards for their company culture, including the prestigious Inc. Best Workplaces award and is ranked #3 in the U.S. on GlassDoor.   Your Key Takeaways Shane Metcalf’s Non-Linear Path – Following the road less traveled 15Five’s Continuous Performance Management - Transforming the workplace and organizational experience by reinventing performance management  Nature-Deficit Disorder – How nature connects us to our more essential nature Biomimicry – Taking notes from the design book of nature The Shift to Nature - Shane’s unexpected transformation away from the city  How do you find your connection to nature in your present living environment?   Resources For more information on Shane & his team at 15Five   Connect with Shane Metcalf Social Media: Twitter: @shane_metcalf LinkedIn: Shane Metcalf Podcast: Best Self Management Podcast   Connect with Darren For more information on the Nature Advantage visit natureadvantageshow.com   Darren’s Social Media Instagram Facebook LinkedIn

A lot of leaders fear having a remote dispersed workforce will hurt productivity. Learn about this and more on today's podcast with Shane Metcalf.

The 15Five Solution: Shane Metcalf.......Our guest on this episode is Co-Founder and Chief Culture Officer of 15Five, Shane Metcalf. He is a champion of building healthy cultures that ultimately leave the people in them better off. He's spent his life studying personal growth and transformation and has applied those learnings into building an unconventional company that helps other organizations achieve high performance by helping people become their best selves. His insights have been featured in Inc, Fast Company, Business Insider, Washington Post, Tech Crunch, and Bloomberg. He is the co-founder of a company that has won numerous awards for their company culture, including the prestigious Inc Best Workplaces award, and is ranked #3 in the U.S. on GlassDoor Shane Metcalf. More on Shane and 15Five: https://www.15five.com.......Because Unified meaning is the one single monolithic difference between mediocrity and greatness for all individuals and companies, today more than ever, it is time to upgrade your leadership. Find out how you can hire Dov Baron, "The Dragonist", as a speaker or strategist for yourself or your organization: DovBaron.com See acast.com/privacy for privacy and opt-out information.

Best-Self Management is returning for Season 5 on August 12th! In this season, David and Shane will be talking with HR leaders from some of the largest, most successful, and most progressive companies in the world, including Twitter, Okta, and Siemens. We'll discuss culture, people strategy, and how to thrive during turbulent times, for which there is no roadmap.   On the Best-Self Management podcast, we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. What is Best-Self Management? A proven, research-based methodology proposing that when leaders build cultures that support people in being their best selves, high performance and engagement naturally result. Who are the hosts? David Hassell and Shane Metcalf have a uniquely healthy and productive cofounder relationship which they have leveraged to build 15Five into an 8-figure business, with a stellar culture that’s rated #3 in the country on Glassdoor! Why should I listen? You love interviews with top business and HR leaders who are revolutionizing our understanding of human performance and explain how to build thriving cultures that succeed by guiding every employee towards greatness. Links Listen to Seasons 1 - 4 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Today I am joined by Shane Metcalf, co-founder of 15Five, a company that provides a leading performance management software that helps to unlock each company's highest potential. Impactful topics we discussed: Giving others their freedom in order to give yourself the freedom The harmfulness of spiritual high horse Building a company based on love Making the choice to stick with your principles during COVID Keeping your culture healthy when working remote Disentangling people from a corporate culture of fear Thinking of your people as human beings, not just resources The "selfish reason" to help your employees become their best selves How to ask the right questions of your employees Where his desire to serve comes from

Shane Metcalf from www.15five.com joins me to have a discussion about communication, sales and leadership strategies, and unlocking human potential. Also, I'm giving my listeners an offer to fill out an in-depth assessment so that I can provide a 3 to 5 minute audio response custom-based on what you said in the survey. I am limiting it to the first 50 people. Here's a link: http://billcaskey.com/2xgroup

In a time when employee engagement is down, many leaders are re-envisioning the roles inclusivity, purpose, and personal growth play in the workplace. What does best-self management really mean and how might it benefit your organization? What does the future of organizational development and company culture look like in a remote environment? With the help of David Hassell and Shane Metcalf, co-founders of the industry-leading performance management software company, 15Five, we tackle the tough questions surrounding employee growth, fulfillment, and morale, as well as the responsibility all leaders have right now to address how their own growth journey and mindsets affect their teams. See show notes and get free tools and guides at AllowedPodcast.com.

Shane Metcalf is co-founder of 15Five and one of the world’s leading pioneers in the space of cultural engineering and positive psychology and an expert in remote workplaces and workflow management. PLEASE NOTE: DUE TO ONLINE PLATFORM BANDWIDTH DEFICIENCIES DURING THIS PANDEMIC, THERE ARE SOME AUDIO DROPOUTS DURING THIS EPISODE. In this episode, Audrey, Lee and Shane discuss:  ·          The combination of two qualities you HAVE to have or your remote teams will feel paranoia and fear. ·          Specific team exercises to help boost engagement ·          How to tell if your team is struggling with remote workplace setups ·          Questions to ask your team to help those not coping well with remote workplace setup, technology and/or culture   "You as a manager need to do everything possible to increase the amount of trust and also accountability particularly during a pandemic.” – Shane Metcalf   Join hosts Audrey Strong and C. Lee Smith every week as they dive into the aspects and concepts of good business management. From debunking sales myths to learning how to manage with and without measurements, you'll learn something new with every episode and will be able to implement positive change far beyond sales.     Connect with Shane Metcalf 15five.com https://twitter.com/shane_metcalf   Connect with the hosts of Manage Smarter:  ·         Website: ManageSmarter.com  ·         Twitter: @ManageSmartPod  ·         LinkedIn: Audrey Strong                                                                  ·         LinkedIn: C. Lee Smith    Connect with SalesFuel:  ·         Website: http://salesfuel.com/  ·         Twitter: @SalesFuel  ·         Facebook: https://www.facebook.com/salesfuel/  Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode I have a conversation with Shane Metcalf, Chief Culture Officer and Co-Founder of 15Five. Shane is a popular keynote speaker and a fellow creator, hosting the Best-Self Management Podcast. This was a conversation I didn't know I needed as much as I did, and came away feeling rejuvenated and reinvigorated by our ability to trust the change.

"We can change culture if we change behavior." - Dr. Aubrey Daniels Different isn't bad or good....it's just different.  None of us like change but it's our attitude that makes the difference in our ability to get the job done.  We're all living different right now and that may require a shift. On this episode I get to talk with culture expert, Shane Metcalf, on what culture is and how you can make the shift you need to in order to keep your team engaged and still on the team.  It was a fun conversation with TONS of take aways that you can use right now.  I know you'll dig it! CHEERS! More on Shane... Shane Metcalf is a keynote speaker who advises on how to build a world class workplace and is one of the world’s leading pioneers in the space of cultural engineering and positive psychology. His insights have been featured in Inc., Fast Company, Business Insider, Washington Post, Tech Crunch, and Bloomberg. As the Co-founder of 15Five, an 8 figure technology company, Shane and his team support HR Executives with data-driven people management. 15Five has won numerous awards for their company culture, including the prestigious Inc. Best Workplaces award and is ranked #3 in the U.S. on GlassDoor. 15Five has worked with thousands of corporations from around the globe like HubSpot, Spotify, and Citrix to systematically scale authenticity and create extraordinary cultures. As a keynote speaker, Shane can help any HR Executive with employee disengagement to maximize organizational health and create more cohesive leadership teams. Follow Shane on Twitter and LinkedIN, and listen to him co-host the Best-Self Management Podcast. Check him out HERE!

Best-Self Management is returning for Season 4 on April 28th! This upcoming season is devoted exclusively to exploring the brave new world of remote work and how leaders can adapt to changing conditions to not only preserve but strengthen their cultures. With a long history of building culture for a remote team, David and Shane will share what's worked for 15Five, while also featuring more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  On the Best-Self Management podcast, we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Seasons 1 - 3  of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Decision Vision Episode 59, “How Do I Work at Home Effectively?” An Interview with Shane Metcalf, 15Five Because of “shelter in place” directives, millions of employees are now working at home for the first time and asking themselves, “how do I work at home effectively?” In this edition of Decision Vision, host Mike Blake […] The post Decision Vision Episode 59, “How Do I Work at Home Effectively?” An Interview with Shane Metcalf, 15Five appeared first on Business RadioX ®.

On this episode of Scaleup Valley, Mike Dias speaks with Shane Metcalf, CO-Founder & Chief Culture Officer of 15Five, about his experience scaling up this performance management software.

Remote companies know that culture is important. But few companies spend as much time investing in culture as 15Five. Shane Metcalf, the company’s Co-Founder and Chief Culture Officer, believes that personal development and professional development are the same things. In today’s episode, we talked to Shane about building a culture that values individuals and how 15Five retreats are nearly as fun as Burning Man.

The Science of Group Flow, Creating Positive Environments and Exceptional Leadership with Shane Metcalf the co-founder of 15Five.  Learn what fundamentally motivates people, how to architect high performance, and which principles and rituals create “self-organizing cultures”. http://www.mattbelair.com/ & http://bit.ly/luciddreamingguide (Free E-Book and Guide to Lucid Dreaming) Shane's website: http://www.15five.com Support the show for as little as $1

Doug Fine and Shane Metcalf are both in San Francisco and go deeper during this long-form interview. Shane is the Co-Founder and Chief Culture Officer of 15Five, a continuous performance management software platform for companies with knowledge workers. 15Five makes continuous employee feedback simple to drive high performing cultures. Shane discusses his background and operating philosophies and practices that help 15Five's client and makes their own workplace and culture extraordinary. How many companies in the world would pay for a ticket to Burning Man for their people? I would venture, only one. 15Five did that. Come to our interview with an open and receptive mind and I think you will really enjoy this interview. You will see the mindset that this young entrepreneur has and how he manifests it in his live and in his business. 15 Five's Website: https://www.15five.com/ Shane's LinkedIn Page: linkedin.com/in/shane-metcalf-55620213

Doug Fine joins Shane Metcalf in San Francisco for a rapid fire interview. Shane is the Co-Founder and Chief Culture Officer of 15Five, a continuous performance management software platform for companies with knowledge workers. 15Five makes continuous employee feedback simple to drive high performing cultures. Shane discusses the basics of this business as well as advocates for building more human business cultures through all the conversations had within an organization. I think you will really enjoy this interview. 15 Five's Website: https://www.15five.com/ Shane's LinkedIn Page: linkedin.com/in/shane-metcalf-55620213

David and Shane tease a little bit of what's to come when Season 3 of Best-Self Management returns on January 14th. This upcoming season will feature David and Shane going deeper on the pillars of building an incredible culture, plus more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Seasons 1 and 2 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

In episode 101 of HR Works Podcast, we tackle the performance review: an issue that is sometimes hotly debated. Some organizations still believe in yearly reviews, others on informal discussions, and still others believe that there should be no reviews at all. Today’s guest is an expert on performance reviews, especially the 1 on 1 meeting. We are pleased to have Shane Metcalf, Co-founder & Chief Culture Officer, at 15Five. Shane is a seasoned executive coach and speaker who is obsessed with building healthy organizations, and creating the opportunity for people to have meaningful work and meaningful relationships. Driven by his deep belief in the potential of our species, Shane co-founded 15Five, industry-leading performance management software that is unlocking the potential of the global workforce. As Chief Culture Officer, Shane understands what fundamentally motivates people, how to architect high performance, and which principles and rituals create “self-organizing cultures.” This episode is sponsored by 15Five (https://www.15five.com/podcast).

Performance is a result or an outcome, not something that can be managed directly. In this episode, Shane Metcalf, the Co-Founder and Chief Culture Officer of 15five, joins Cameron Herold to talk about extraordinary results and company success through best-self management. Shane and Cameron discuss the power of simple questions and the importance of weekly … The post Ep. 83 – Extraordinary Success Through Best Self-Management With 15five Co-Founder & Chief Culture Officer, Shane Metcalf appeared first on COO Alliance.

Motivation bleeds into everything we do, and it helps us choose where to focus in our busy lives. We have motivations for why we’re in relationships, listen to certain podcasts, and even how we work. Where we derive our motivation is connected to how we expend our energy long-term. Intrinsic motivation is the sustainable way to drive employee performance. It’s all about incentive and deriving pleasure from the activity itself (e.g., a genuine interest in a project or strategic initiative) rather than because of any external benefits that might be obtained. In other words, doing an act that is intrinsically motivated means you are doing it to achieve a deeper, more personal reward than money or any other external validation can offer.  External motivators can only go so far to drive someone’s performance in life and in business. Personal fulfillment doesn’t come from a paycheck or the end-goal five years down the road; true motivation comes from waking up day-to-day excited to use our unique strengths and capabilities. In this episode of the Best-Self Management Podcast, co-founders David Hassell and Shane Metcalf examine what lies behind intrinsic motivation in the workplace and why it’s a far more powerful way to encourage performance. We also discuss: Why external motivators fall short of intrinsic ones The formula for keeping your team intrinsically motivated What happens when we don’t take time to build relationships  Crafting a purpose that goes beyond profitability Honing potential and mastery to tune into your zone of genius So, how do you connect your company’s vision to the work that your people do? Share with us in the comments!   Quotes “Most people don’t reach their full potential because they don’t know what their full potential is.” [5:34] “Paired up against each other, a team that’s intrinsically motivated is going to out-perform a team that is externally motivated every day of the week.” [6:19] “Everybody's unique genius and perspective are different. The things that I’m incompetent at or don’t give me energy can actually be someone else’s zone of genius and things they do exceptionally well.” [21:00] “If you’re not tuned into whether your employees are having an experience where they can continue to grow, you’re at risk of losing people.” [29:12]   Links Primed to Perform by Neel Doshi and Lindsay McGregor Drive by Dan Pink Simon Sinek TED Talk   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Join us for an inspiring conversation with Shane Metcalf, Chief Culture Officer at 15Five, an industry-leading performance management software company. Shane will share his insights into how businesses are approaching people management differently and why. He'll also describe how 15Five has intentionally built its company culture and how those intentions have positively impacted business performance and team dynamics.

If you’ve ever wondered how different your workplace experience would be if your day was full of positive emotional interactions, then you’re ready to hear about the philosophy that drives our company ethos. Tune in today for an overview of our philosophy which we call “Best-Self Management.” We’re explaining the principles and notions that we believe point the way to a better way of working. leading, and developing our people so that we can thrive as companies, individuals, and ultimately as a society. We’re David Hassell and Shane Metcalf, co-founders of 15Five, a leading continuous performance management software company with a strong focus on creating healthy and thriving workplaces. On today’s episode, you’re going to hear us tell you why and how we came up with our philosophy of Best-Self Management and how it can make all the difference in any workplace. We delve into how the workplace has changed in recent years and why we need to change along with it. We explain how our experience with promoting Best-Self Management in the workplace has been a true win-win for everyone in our company and how it contrasts with the historical norm. Really, our goal here is to show how we bring out the innate greatness in our people so that they can thrive, and in doing so, our company can too. How can your work environment support your people in becoming their best selves? Reach out and let us know!   In this episode What becomes possible if we focus on supporting our employees in becoming their best selves The history of workplace culture and why our thinking about it needs to change What it looks like when people show up every day as their best selves Helping your people understand what they are truly capable of and harness that power Five of the main themes of Best-Self Management; psychological safety, motivation, strengths, positivity, and growth   Quotes “Best-Self Management is a mindset. It’s a shift in thinking from one where we believe that to be successful in business we have to get as much as we can from our people to a shift towards a belief that says we’re going to be successful if we support our people in thriving.”[1:35] “Now we’re in an environment where what matters is innovation and creativity and people being passionately engaged in service to the company. It’s not the output of an employee. It doesn’t come from how fast they can type on a keyboard or how many hours their butt is in the seat. It’s what they can create, the knowledge work, the innovation.” [4:35] “How much better, more productive, happier and fulfilled would you be if you were able to go to work and actually have more positive emotional interactions than negative ones on a day-to-day basis?” [12:22] “Why we work influences how we work. Why we do anything is going to determine how well we do that thing.” [25:44]   Links Via Strengths Survey Gallup Strengths Finder   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

David and Shane tease a little bit of what's to come in Season 2 of Best-Self Management which will feature more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Season 1 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Join us for an inspiring conversation with Shane Metcalf, Chief Culture Officer at 15Five, an industry-leading performance management software company. Shane will share his insights into how businesses are approaching people management differently and why. He'll also describe how 15Five has intentionally built its company culture and how those intentions have positively impacted business performance and team dynamics.

Listen to Shane Metcalf, Co-founder of 15Five, discuss how companies can help employees live up to their true potential.

Realizing our potential to become fully developed adult human beings is not an easy task and it doesn’t just happen on its own. At 15Five, we feel strongly that company retreats provide the opportunity for levels of growth and connection that people need to become their best selves. A retreat layered with emotional renewal and peak experiences, which Abraham Maslow believed was necessary to achieve self-actualization, can make all the difference for individuals as well as the company culture and overall business success. Today, we’re exploring the importance of retreats. We’ve been putting these together since the start, even when there were only a handful of us here launching the company. We still hold them every year and the benefits have been substantial! We explain the many benefits we have seen as the result of our company retreats and how to get your employees enthusiastically involved. The term "Corporate offsite" makes us cringe, and retreats are something completely different. They bring everyone together to align around the mission and company priorities, and also to build camaraderie and connection in a setting away from the office. We also see retreats as a way to strengthen a company’s culture and values. We talk about how we design our retreats to do this. Success here involves many factors such as choosing an inspiring location, creating effective content, facilitating deeper connections on the team, and delivering peak experiences along with time afterward for integration. Have you had transformational experiences as the result of a company retreat? Tell us about it in the comments!   In this episode: The ROI that comes with a retreat that can’t easily be quantified Presenting the retreat to your employees so that they understand its real purpose - to accelerate business growth Retreats as times to truly reflect on and celebrate all the accomplishments that your business and employees have made The detailed structuring of a company-wide retreat including where to do them and what to focus on each day Candid and inspiring reflections that our employees have had about our retreats Taking advantage of great settings, activities, and places that will help inspire and excite your employees What happens when the retreat doesn’t go as planned Retreats as a space for your employees to connect to their own personal dreams and ambitions   Quotes: “We really credit the retreats we’ve created, company-wide, the leadership team, and for departments, as one of the key drivers for building an extraordinary culture.” [1:55] “Take a moment to really smell the roses, to celebrate. In this start-up game it's so easy to constantly be focusing on the next mountain to climb and never actually sit down, have a cup of tea, look back over everything you’ve already done.” [9:05] “Get some time outside; be inspired by the natural world. We now know that being immersed in nature changes our entire brain chemistry and helps us shift gears into a different way of being.”  [25:16] “You want to create an arc of experience. You want to create these emotional highs followed by space for integration.” [33:44]   Links: Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   A.H. Maslow, A Theory of Human Motivation Gallup Strengthsfinder Assessment Via Character Strengths Double Double by Cameron Herold

How can you have the life that you want, finding satisfaction in each moment through your work and experiencing a sense of flow and of purpose? This podcast is all about celebrating being your full self in the workplace. Too often we’re limiting our human potential in some very avoidable ways. Maybe your employees are worried about appearing too vulnerable to communicate what’s best for themselves or the company. Perhaps the leadership team isn’t modeling a supportive culture. Whatever it is, there are solutions! We’re David Hassell and Shane Metcalf, co-founders of 15Five, a leading continuous performance management software company with a strong focus on creating healthy and thriving workplaces. We started 15Five back in 2011. We're now in a high growth phase, hitting some pretty big revenue milestones, and recognized by Inc. Magazine as one of the Best-Places to Work. All of this while helping our 130+ employees become the best versions of themselves. We credit our many successes to the Best-Self Management methodology, which is based on the latest research in the fields of social science and positive psychology. By supporting people in being and becoming their best selves, higher and ever-increasing performance becomes a natural by-product, not to mention uncommon levels of passion, commitment, and loyalty. We’re here to share with you the many important lessons we’ve learned over the last eight years. In our first episode, our guests will be... ourselves! We interview each other about where we went right over the years and where we went wrong. We started with a belief that there’s a different way to do business and that the key to creating a thriving, sustainable company in the long term was supporting our people. Coming off our latest all-company retreat, many employees shared how unique an experience they had of connection with others and of a shift in mindset around what’s possible for their growth in a business setting. We also discuss the influence that managers can have via clear and regular communication with employees because managers have the greatest line of sight to a person’s motivations and challenges. Candid communication develops the trust required to have authentic relationships so that you can help employees succeed without being stymied by their own limiting belief systems. And of course, none of this is possible without having solid practices in place for your leadership team. For example, doing transformational personal development work is critical for having the types of epiphanies that inform the creation of a thriving culture. How can your workplace create an atmosphere in which employees feel comfortable sharing more openly? Tell us in the comments!   In this episode: Creating intimacy in a room to cultivate vulnerability and deeper relating so that information and issues get shared Envisioning a company in which employees are given the support to become their best Moments of personal and professional growth that have influenced our workplace The belief and compassion necessary to help someone have the vision to change their life Creating a climate of psychological safety and trust so that everyone can feel comfortable sharing their fears and doubts Focus on the individual relationships between members of the leadership team to model a healthy working environment for all employees   Quotes: “We had a really clear intention that we believed that there is a different way to do business and that the key to creating a thriving, sustainable, high-performing company for the long-term was that we felt if we could create an environment where people were supported and becoming their best selves and unlocking their potential, then things would take care of themselves.” [3:24] “I came to the realization prior to 15Five that it’s possible to grow and change and transform, that we’re not fixed and we’re not stuck with the life that we have, that we can actually go out and change ourselves and change the world if we want to.” [8:54] “You can’t see the potential in somebody unless you have experienced those moments of transcendence where you actually get to see that you yourself are capable of more than you think you are. That allows you to have faith that somebody is capable of more than they are currently demonstrating.” [13:05] “We’re typically terrified of truth. We’re typically terrified of feedback and hearing about negative experiences that other people might have of us. And yet it is the secret to good relationships to lean into that truth.” [28:38]   Links: Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   The Speed of Trust by Stephen M.R. Covey The Five Dysfunctions of a Team assessment

Welcome to the Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Find out more about how 15Five can help your staff become their best selves Follow 15Five on Facebook | Twitter

Join us for an inspiring conversation with Shane Metcalf, Chief Culture Officer at 15Five, an industry-leading performance management software company. Shane will share his insights into how businesses are approaching people management differently and why. He'll also describe how 15Five has intentionally built its company culture and how those intentions have positively impacted business performance and team dynamics.

Shane Metcalf is the VP of Customer Success at 15Five, a company that has a fantastic product that helps keep employees engaged with managers, and provides a platform for performance management and communication. Kristen was a customer of theirs for years, and 15Five is now a customer of Kristen's business, The Success League! Shane and Kristen discuss how to engage CSMs and help them build their careers in the field of Customer Success.

Your company is not just the building and the equipment in it. Your company is built with the people that come in every single day. Focus on the building of the people that make your company and you will have the most prosperous business ever! SUPPORT ON PATREON: https://www.patreon.com/theatsjr