Podcasts about talent economy

Spanning more than 220 countries and territories, Booking.com provides millions of unforgettable journeys with its straightforward travel and accommodation services every year. A team of hybrid employees enables its customers' adventures and has contributed to a thriving workplace. Booking.com was recognized for providing the Best Leadership Teams and Best Global Culture in 2023 by Comparably, a site for employees to rate companies. It was also included on Fortune's World's Most Admired Companies list for 2024 and was named one of Forbes' World's Best Employers in 2023. As Chief People Officer and SVP, Paulo Pisano guides the exceptional work environment at Booking.com. Arriving at the company in early 2020—just as the pandemic began to cause significant upheaval in the tourism industry—Pisano helped employees navigate this turbulent period and flourish in a new hybrid work setting. Since 2021, he has also served as Executive Vice President and CHRO of Booking Holdings, the parent company for Booking.com, KAYAK, OpenTable, Priceline and Agoda.Joining Michelle Labbe on The Talent Economy podcast, Pisano talks about what he has learned over the last few years, his expectations for the future, and how the experiences and cultural enrichment that Booking.com provides to its customers plays into company culture.Some Questions Asked:What unique travel benefits and experiences does Booking.com offer to its employees?How does Booking.com maintain and promote a unified company culture across its diverse portfolio of brands?How does Booking.com intend to utilize AI?In This Episode, You Will Learn:Why Booking.com benefits from hiring early-career talent.How to coordinate a global workforce in a hybrid environment. How managing the HR of a parent company offers different challenges and opportunities than other HR roles.Links:Paulo Pisano - LinkedInBooking.com - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Gena Smith, Chief Human Resources Officer of LVMH North America, joined Michelle Labbe, Chief People Officer of Toptal, on the latest episode of The Talent Economy podcast.LVMH Moët Hennessy Louis Vuitton, is a renowned luxury goods conglomerate headquartered in Paris. The company's diverse portfolio of brands includes household names such as Moët & Chandon, Hennessy, Louis Vuitton, Christian Dior, Fendi, Givenchy, Dom Pérignon, and TAG Heuer. LVMH operates as an ecosystem where each brand maintains its unique DNA and heritage while benefiting from synergies within the group.Smith plays a key role in fostering LVMH's signature culture of creative excellence among the company's 40,000 North American employees. Prior to joining LVMH in 2011, she spent more than a decade working closely with leading retail and luxury brands through notable industry consultancies. Based in New York City, Smith also serves on the board of the Fashion Scholarship Fund, a nonprofit association that supports young talent as they seek to realize their career ambitions in the fashion industry.Some Questions Asked:How is LVMH leaning into internal mobility?How do you make employees feel safe enough to take creative risks and contribute their ideas?How do you ensure that LVMH's heritage brands remain relevant and inspire people today, while still honoring their history?In This Episode You Will Learn:The core values of LVMH and how they are honored.How LVMH manages talent and creativity by engaging the next generation of craftsmen in the luxury industry via programs like Métiers d'Excellence, DARE, internal mobility and much more.How LVMH maintains its dedication toward diversity, equity, and inclusion (DE&I).Links:Gena Smith - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Jordan Fisher, founder and CEO of Standard AI, joined Michelle Labbe, Toptal's Chief People Officer, at Collision in Toronto on The Talent Economy podcast. Fisher discussed the company's groundbreaking “checkout-free” shopping solution and other achievements of Standard AI. With a diverse background spanning computational fluid dynamics, securities regulations, video games, machine learning, and retail, Fisher has dedicated his career to product research and development. Standard AI has reached many significant milestones under his leadership as the field of artificial intelligence becomes increasingly competitive. With Standard AI, customers no longer need to scan their items or pay at a kiosk. Instead, they simply scan their phones at the exit and a series of AI-powered cameras generate a receipt based on the items that customers picked up.Utilizing its next-generation technology, Standard AI aims to continue augmenting human interactions within physical spaces while providing tailored product experiences. Its approach has the potential to revolutionize retail and expand to other industries.Some Questions Asked: Why is it important for entrepreneurs and early-stage startups to attend tech conferences?How does Standard AI define its vision, and what are the company's next goals?What does the future of retail look like from Standard AI's perspective?In This Episode You Will Learn: How society has shifted from “humans adapting to technology” to “technology adapting to humans.”Why “data is dead.”How AI opens up possibilities for new experiences in brick-and-mortar stores. Links: Jordan Fisher - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Life is Good is the original positive lifestyle brand, dedicated to spreading the power of optimism through art and messaging. Co-founders and brothers Bert and John Jacobs originally set out to design T-shirts that inspired people to celebrate simple pleasures, and focus on what's right in the world and our lives instead of what's wrong. In 1994, after five years of disappointing sales and with just $78 to their names, Bert and John designed their first Life is Good tee and discovered how those three simple words could help people to focus on the good. For almost 30 years, Life is Good has been building a “culture of optimism” through its online shop and 4,500 retail stores. Life is Good's mission “to spread the power of optimism” isn't just a marketing angle—it influences every part of the brand, from company culture to philanthropy.Tom Hassell, president of Life is Good, joined Toptal's Chief People Officer Michelle Labbe on The Talent Economy podcast. For the past three years, Hassell has overseen the Life is Good e-commerce business as it has grown from $30 million in annual revenue in 2017 to over $86 million in 2020. Outside of his role at Life is Good, Hassell has served in leadership roles at a diverse group of companies, including Lord & Taylor, Perry Ellis, Ann Taylor, and Eastern Mountain Sports. He is thrilled to have the opportunity to serve as the President of Life is Good, where spreading the power of optimism is both the company mission and his personal passion. In this episode, Hassell discusses his journey in the apparel industry, his work at Life is Good, the power of optimism, Life is Good's social work through the Life is Good Playmaker Project, and more.Some Questions Asked:How does Life is Good maintain its optimistic culture throughout all levels of the company? (8:26)Who develops Life is Good's creative designs? (17:57) Among the positive letters the company often receives from its customers, is there a particular story that moved you? (21:24) In This Episode, You Will Learn:How Life is Good believes in rational optimism. About Life is Good's social work, the Life is Good Playmaker Project. How founders Bert and John Jacobs continue to lead the company. Links:Tom Hassell - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

The current Hollywood writers strike is the highest profile example of shifting dynamics in the entertainment industry. Studios are spending less to produce more content. Fees paid to writers have plummeted. Generative AI is only accelerating the trend. This has profound implications for the future of storytelling.Today's guest is an expert in the entertainment industry having founded Divisadero Pictures in 2011 to advise entertainment companies from Disney to Comcast to Microsoft on strategy and finance topics. Daniel Davila received his MFA from USC and his MBA from Stanford. For historical perspective, today is only the second episode in more than 190 where we've discussed AI and the future of the work in the entertainment industry. For long-time listeners the last time was episode 87 back in April 21 with Michael Solomon and Rishon Blumberg, authors of Game Changer: How to be 10x in the Talent Economy, who  managed Bruce Springsteen and John Mayer in a previous life.Thank you to friend of the podcast Matthew Perez for the introduction to Daniel.Listen and learn...The history of media consumption patternsThe economics of the entertainment industryHow AI is changing the entertainment industryHow Daniel used generative AI tools to write a 70-page movie scriptDaniel's pitch to Francis Ford Coppola about the role of AI in movie-makingThe impact of streaming on media production and consumptionThe bias inherent in text to image tools like MidjourneyReferences in this episode...Michael and Rishon, Bruce Springsteen's former managers, on AI and the Future of WorkDivisadero PicturesThe Hollywood writers strike

Episode Notes The open talent economy — a borderless workforce where companies have access to a global talent pool and workers can work from anywhere — is already transforming the future of work. On this episode of Talent Experience Live, we're joined by Jay Eardly of Pontoon Solutions, who will help us unpack the ideology of the open talent economy, technology's role in fostering the possibilities, and how to embrace this shift from traditional organizational structures to dynamic networks. Get notified for all upcoming TXL episodes here: https://lnkd.in/ezPXtghE

Toptal is a network of the world's top talent in business, design, and technology that enables companies to scale their teams on demand. Founded in 2010 and now the world's largest fully remote company, Toptal has served more than 21,000 clients and has a global network of talent in 140+ countries.Kimberly Hall, Toptal's VP of Revenue Operations, sat down with Toptal's CEO Taso Du Val at Toptal's Women in Tech Lounge at Web Summit 2022 in Lisbon. Du Val shares insights into the future of work, Web3, the financial benefits of implementing a remote workforce, and more.Some Questions Asked:Why was this a key year for Toptal to take part in the Web Summit conference?What was the inspiration behind the creation of Toptal's Women in Tech Lounge? Will Toptal continue to lean into the Web3 space? In This Episode, You Will Learn:What companies should be thinking about as the workplace evolves.What the future of the talent economy looks like.The financial benefits of implementing a remote workforce.Links:Taso Du Val - LinkedInKimberly Hall - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Valerie Bowden, Founder, and Director at CRDLE,  joins host James Mackey to dive into the exciting world of African talent. Discover the benefits that African talent brings to the table and why more companies are embracing it. Explore the best countries in Africa to source talent from and the various types of talent available. Get insights into how the global talent economy is changing and the impact it has on the cost of hiring. Our host James Mackey, SecureVision CEO Listen to our full episode list here:https://www.talenttrends.io/Follow us:https://www.linkedin.com/company/82436841/Our YouTube channel:https://www.youtube.com/@securevision1677#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Suzy is a leading global consumer insights platform that integrates quantitative and qualitative research with high-quality audience insights into a single connected research cloud. In this episode of The Talent Economy podcast, Anthony Onesto, Suzy's Chief People Officer, speaks with Toptal's Chief People Officer, Michelle Labbe.Some Questions Asked:How do you incorporate the book Radical Candor into Suzy's cultural philosophy? 6:42What is the importance in challenging directly and allowing for contrarian ideas? 10:21How does Suzy support employees who have a side hustle? 15:45 In This Episode, You Will Learn:How Onesto decided to implement Radical Candor into Suzy's culture.How Onesto came up with the idea for his comic series, “Ella the Engineer.”How Suzy is using data and analytics in the benefits space. Links:Anthony Onesto - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Functioning as an all-remote company requires a unique set of skills, including flexibility, understanding, and streamlined communication. As Chief People Officer of the innovative DevOps platform GitLab, Wendy Barnes knows how to identify and promote these skills. In this episode of The Talent Economy, Barnes shares insight on remote work, recruitment, retention, and employee well-being. Barnes brings more than 20 years of HR experience to GitLab. Prior to joining the tech company, she served as CHRO at Palo Alto Networks, helping scale processes as their employees grew in number from 750 to 5,000. With her keen problem-solving skills and experience with diverse, global companies, she cultivates a positive and inclusive work environment. Some Questions Asked:What does it mean for GitLab to be open source? 6:25How has being an all-remote company factored into GitLab's ability to attract and retain talent, especially over the last two years? 11:24How did GitLab choose their company values and communicate them to current and future employees? 17:40 In This Episode, You Will Learn:About the Family and Friends program that improved productivity and morale. How GitLab supports the health and wellness of employees.Why GitLab uses informal communication to build culture. Links:Wendy Barnes - GitLabWendy Barnes - LinkedInGitLab - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Listen to the latest podcast in the HRO Today Educational Podcast Series Episode 61: The Talent Economy: Cracking the Code on Hard to Fill Jobs - How Employers Can Get More Intentional about Securing High-Value Talent

Rishon graduated from the Wharton School with a degree in entrepreneurial management. From concert promotion, to co-founding Brick Wall Management, 10x Management and 10x Ascend, he has imbued his passions with purpose. Rishon's first book published by HarperCollins Leadership was released in Sept 2020. Game Changer: How To Be 10x in the Talent Economy, reveals the strategies companies and individuals can take to become 10x. Rishon Blumberg https://10xmanagement.com/ (Rishon's Website) Rishon graduated from the Wharton School with a degree in entrepreneurial management. From concert promotion, to co-founding Brick Wall Management, 10x Management and 10x Ascend, he has imbued his passions with purpose. Rishon's first book published by HarperCollins Leadership was released in Sept 2020. Game Changer: How To Be 10x in the Talent Economy, reveals the strategies companies and individuals can take to become 10x. https://instagram.com/10xmanagement (@10xmanagement on Instagram) https://www.facebook.com/10xManagement (Rishon's Facebook group) https://twitter.com/10xmgmt (@10xmgmt on Twitter) Copyright (c) 2020-2022 Kirstin Gooldy

Laisser un message vocal personnalisé (via Vodio.fr) à Jean-François."Les freelances sont comme un éléphant dans la pièce...il faut arrêter!""Il faut une vision ou une stratégie pour ses talents externes"Dans cette interview Jean-François Dinant nous explique aussi la différence faite entre "Gig Economy" / "Talent Economy"Pour recevoir la newsletter de Nextconomy, voici le lien qui vous conduit à l'inscription en ligne.Si vous êtes copywriter freelance passionné par le monde RH et le futur du travail, francophone, et que vous avez LA belle plume : Jean-François recherche des collaborateurs.Un podcast un peu plus long que nos 30 minutes de moyenne habituelles mais les échanges sont tellement riches avec ce passionné de communication que je n'ai pas souhaité écourter l'interview et je dois avouer que nous n'avons pas peu aborder tous les thèmes que je souhaitais aborder avec lui. Lors d'une prochaine interview, qui sait ? À moins que, avec notre support, Nextconomy ne sortent bientôt son propre podcast sous ses couleurs !Note : Ce podcast est disponible en format vidéo (liens dans le séquençage de l'épisode) et pour cette version nous n'avons presque pas appliqué de coupures pour garder un maximum d'authenticité. Dites nous si vous appréciez cette approche mais en vous proposant les deux types de formats : un audio avec plus d'édition, et une vidéo plus "brute", nous devrions rencontrer les attentes de tous et toutes.Séquençage de l'épisode : 00:20 Introduction00:34 Du rêve d'adolescent à ce jour : aligné ?03:00 Comment on passe de la communication aux monde RH ?05:41 Pour quelle(s) société(s) travailles-tu ?07:42 Le défit ?09:06 Depuis quand Nextconomy existe ?09:38 Où est actif Nextconomy ?10:26 Une réponse à un besoin spécifique sur le marché Belge ?11:44 Et les intrapreneurs ?13:21 La fin du CDI et l'Uberisation du contrat de travail ?15:07 Comment fonctionne Nextconomy ?16:17 Quel type de contenu ?18:51 Les coworking et le futur du travail21:14 Les valeurs et le "Value-Washing"22:39 De la théorie à la mise en pratique, plus d'aptitudes aux changement après la pandémie ?24:26 La pénurie des talents, une note salée ?25:36 Changements et agilité27:22 Le futur du travail : le lien vers le site Internet pour la newsletter28:29 Nos trois questions RH : quelle est ta vision du RH ?31:43 Un effet Waouh !33:47 Un message pour tous les RH/DRH/Patrons qui nous écoutent34:57 Clôture du podcast

Michael Solomon is an established entrepreneur with a strong desire to help people, a sharp eye for business, and a desire to make a difference. The four organizations he's helped found — for-profit and nonprofit alike — share a common goal of improving people's lives. He began his career working with Jon Landau Management on several Bruce Springsteen tours, followed by a three year stint at Epic Records and Sony Music. Then at age 25, his entrepreneurial spirit took over and he's never looked back. He co-founded four companies, three by the time he was 30. Most recently, Michael Solomon is the author of Game Changer: How To Be 10x in the Talent Economy (HarperCollins; September 2020), which reveals the secrets to becoming a “10xer” for anyone in any industry.Michael remains at the center of the tech-talent conversation, frequently appearing on TV (MSNBC, Bloomberg, BBC) and in print (The New York Times, Mashable, The New Yorker, Forbes, and The Economist).We talk about:Talent developmentCulture that enables othersFeedback as a key to personal growthInspiration as a motivatorMaking peoples jobs fit personal narrativesWays managers can become coaches that empower their team to accomplish amazing results. The unconventional business environment 10xers need for massive productivity, including deep flow states, greater autonomy and ownership, and work time flexibility.Offering work flexibility, increased autonomy, and a variety of previously unheard-of freedoms is a small ask compared to the results 10xers deliver

Rishon graduated from the Wharton School with a degree in entrepreneurial management. From concert promotion, to co-founding Brick Wall Management, 10x Management and 10x Ascend, he has imbued his passions with purpose. Rishon's first book published by HarperCollins Leadership was released in Sept 2020. Game Changer: How To Be 10x in the Talent Economy, reveals the strategies companies and individuals can take to become 10x.  Here are some key insights from this week's show: How doing small things, minute by minute, can change one's life. How seeing your team as talent and not employees unlocks bigger opportunities. How to follow the platinum rule: Treat others the way they would like to be treated. Prefer to watch the video? Watch it here: https://youtu.be/8ZPwmFDTsmU

“Cal Newport, author and associate professor of computer science at Georgetown University, has coined the term “deep work,” which he describes as “professional activities performed in a state of distraction-free concentration that push your cognitive capabilities to their limit.” In other words, the kind of work that only 10xers can handle.” - Excerpt From Michael Solomon & Rishon Blumberg. “Game Changer.” In this episode of PCTY Talks, Rishon Blumberg and host Shari Simpson discuss: The 10x concept Talent market changes Employee Motivation Guest: Rishon Blumberg co-founder of 10x Management, 10x Ascend, Brick Wall Management, and co-author of Game Changer Rishon Blumberg is co-founder of 10x Management, a talent agency for tech professionals that has rocketed to the forefront of the tech industry, carving out its place as a trusted and exclusive resource for companies seeking the best and most coveted freelance tech experts. Rishon is, first and foremost, an entrepreneur. It's what he studied — graduating from the Wharton School of Business with a degree in entrepreneurial management in 1994. It's what he's lived, and it's what he loves. For more than 25 years, he's harnessed that spirit to create and lead successful organizations based in tech, entertainment, and the nonprofit sphere— finding new solutions to long-standing and emerging challenges. Resources mentioned in this episode: Game Changer by Rishon Blumberg and Michael Solomon 10x Management 10x Ascend Brick Wall Management

Welcome to Humanly Possible, a podcast focused on the game changing potential of creating human centric workplaces.  I'm joined by co-authors of Game Changer: How To Be 10x in the Talent Economy. Michael Solomon and Rishon Blumberg join me to talk about how to multiply your own impact and your talent's impact by 10 - even through talent market trends like “The Great Resignation?”  We'll explore what 10x talent is and how to best identify, attract, vet, employ, and retain talent that will make a difference in the future world of work. Learn More: Game Changer: How to be 10x in the Talent Economy (harpercollinsleadership.com) --- Send in a voice message: https://anchor.fm/humanlypossible/message Support this podcast: https://anchor.fm/humanlypossible/support

Chavaz Kingman is a consultant, coach, entrepreneur, and speaker. He has been featured in Fortune Magazine, Business Management, Talent Economy, and more. It was a delight to catch up with him to talk about the relationship between business and creative arts, the power of the human connection factor, and more. Chavaz Kingman is a consultant, coach, entrepreneur and speaker known for his incomparable ability to both recognize and realize individual and organizational talent and potential.Chavaz is known for his ability to simplify the complex, putting both personal and professional problems into easy to understand, digestible and achievable solutions. Combining his unique background in the arts with his career in technology, finance and healthcare, Chavaz provides an incomparable approach to creativity, productivity, and goal achievement.By focusing on the human aspects of being a professional, Chavaz Kingman serves fellow professionals by helping them uncover and maximize their innate talent. Multimillion dollar corporations, their teams, and leaders know Chavaz as their go-to person because he provides individual attention, unyielding commitment to excellence, and a communication style that is authentic, memorable, engaging, and enriching.To connect with Chavaz, check out his website here.Visit Creative Peacemeal Podcast on social media, browse podcast swag, and continue the creative conversations via the blog!Website https://tstakaishi.wixsite.com/musicInstagram @creative_peacemeal_podcastFacebook https://www.facebook.com/creativepeacemealpod/***To make a donation to Dachshund Rescue of Houston click here! Support the show (https://www.patreon.com/creativepeacemeal)

If you Google the word ‘talent' and click the news tab, hundreds of articles pop up about the tightest labor market in people's lifetime. This environment has been changing hiring practices, starting wages, and caused many companies to send out desperate cries for new workers, hoping to find talented individuals to fill the gap. However, many employers are still unsatisfied with the amount of qualified applicants they're receiving, despite the hundreds of thousands of workers still looking for a job. One way to tackle the issue that you won't find being discussed as much in the news, is employers' ability to provide spaces to attract and develop talent. This is something Michael Solomon and Rishon Blumberg understand well and have weaved into the very fabric of their company, 10x Management, an agency that connects the worlds best developers with projects around the workforce. WIth both starting in the music industry working with legends such as Bruce Springstein, Sony Music, Epic Records, and Live Nation, representing, coaching, and developing talent is what these two specialize in. In 2020 they released their book, Game Changer: How To Be 10x in The Talent Economy diving into how companies, individuals, and teams can create a space where people can develop from good, to great, to 10x. This is another one of those episodes that are super timely, so with that...let's bring it in!

Throughout the month of November, we're  shining the spotlight on a number of nonprofit organizations who are doing some really significant work in the world. My first guest in the November nonprofits series is Michael Solomon. Michael was previously featured on the SIMPLE brand podcast episode 46. He's the co-founder of 10X Management, and he's the co-author of Game Changer: How To Be 10x in the Talent Economy.But we're not here to talk about that. We're here to talk about the organization Michael founded over 20 years ago: Musicians On Call.Musicians On Call brings live and recorded and virtual music performances to the bedsides of patients in healthcare facilities all across the U.S. Think for a moment what music does in your life, and in your family members' lives. Music can change and shape your day. It can help shape your mood and your energy and your outlook. It adds to your memories.Because of those reasons, Musicians On Call knows they have no choice but to bring music to people that need it most.RESOURCES FROM THIS EPISODEMusicians On Call SiteWays for you to help Musicians On Call 

Conversation 59: 10xing with Michael Solomon Okay so first things first, is there a Brazilian fire ant? Yes there is! We spend a lot of time discussing 10x people and Michael does a great job of explaining it but here is a little piece of information to add to the discussion. Michael mentioned following a non profit path and worked with a group to create The Kristin Ann Carr Fund to provide grants to research Sarcoma. Michael and Rishon founded 10x Management to provide 10xers in tech with talent management akin to artist management for musicians. Michael mentions going into a flow state. If you want to know more about Flow state, I recommend reading Flow: The Psychology of Optimal Experience by Mihaly Csikszentmihalyi. Michael and Rishon also own 10x Ascend and Brick Wall Management I loved Michael's annual anonymous feedback solicitation. I went searching for more on this idea – a 360 survey of self. If you are interested in Michael and Rishon's book, it is Gamechanger: How to be 10x in the Talent Economy

Today we get the incredible opportunity to interview Rishon Blumberg and Michael Solomon. They founded 10x Management, a first-of-its-kind talent tech agency that has been featured in CNN and The New Yorker. On top of that, they are two of today's top thought leaders in the talent economy and future of work. Most recently, Rishon and Michael published their first book, Game Changer: How to Be 10x in the Talent Economy. If you're thinking about growing your business at all, this book will be foundational for you. It will give you the mindset and framing you need to launch forward and scale. In this episode, we discuss some of the amazing ideas and topics from Game Changer. We talk about everything from what a 10xer is, how to create a 10x culture in your company, and how to be a 10x leader yourself. This is one of those episodes you'll want to listen to over and over again so tune in now to get started. In this episode, you will hear: What Rishon and Michael's book, Game Changer, covers. Why we're in a talent-starved economy. Why company culture is so important. Why it's crucial to know your “why” and communicate it to your employees. How to create an environment that shifts the culture of incoming employees and helps leaders maintain high expectations. Why employee customization is necessary. When to get rid of “bad apples” in your organization. Who a 10xer is. The importance of humility and vulnerability. Subscribe and Review Share your thoughts and ideas with us and email me at stephen@experienceleadership.com. If you like what you're hearing, please subscribe to this podcast. Each week, Experience Leadership Podcast shares coaching tips as well as new facts, figures, and cutting-edge theories and thoughts about leadership to help grow your business. We also feature stories of successful people so you learn from real people, and not just from theory. I'd love for you to give me a review over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Supporting Resources: Game Changer: How to Be 10x in the Talent Economy 10x Management Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com

About Michael Solomon and Rishon Blumberg :Michael Solomon and Rishon Blumberg have collectively co-founded 3 for profit and 3 not for profit companies. In September they published their first book Game Changer: How to be 10x In The Talent Economy via HarperCollins which distills the lessons of having managed talent across many fields.Get their book: gamechangerthebook.com Work with Michael and Rishon : 10xmanagement.com, 10xAscend.comConnect with Michael and Rishon :http://linkedin.com/in/rishon-blumberg-3222119          http://linkedin.com/in/michaelsolomon10xIf you haven't checked yet please check out our past interview together Michael Solomon and Rishon Blumberg where we discuss all about their book and how to attract, hire and retain the best talent out: SU81: https://show-up-with-priyanka.simplecast.com/episodes/su81-how-to-attract-hire-and-retain-the-best-talent-out-with-founders-michael-solomon-and-rishon-blumberg-------------------------------------------------------------CONNECT WITH ME:>>You can follow me atFacebook PageInstagramLinkedinPlease send me your feedback , your key takeaways, any topics you would like me to cover, any concerns and questions at showupwithpriyanka@gmail.comWORK WITH ME:As a Director of Operations and Business Growth Strategist with 12 years corporate experience as a Senior Engineer,  I help multiple 6 figures or more impact driven, heart centered entrepreneurs  to scale  by smart systems, empowered teams and streamlined operations to increase revenue and eliminate the chaos. Curious , learn more at http://scaleupwithpriyanka.com/Let's talk about making the crazy go away in your business: Book a call with me calendly.com/scaleupwithpriyanka/discoverPODCAST LAUNCH RESOURCE:>>If you are looking into launching your own podcast - check out this course which I went through to launch my podcast in 28 days to Top 60 rated show on Itunes 'Entrepreneurship category'. This is my affiliate link to sign up for the podcast course :  https://aff.podcastprofitlab.co/17187/60011

In this show Michael discussed some tips, tricks and techniques to build a strong career. He shared some platforms that professionals could use to gain growth faster. He also shared the importance of networking and discussed how to do networking effectively. Bio: For two decades, Michael Solomon and Rishon Blumberg have been revolutionizing the field of talent management, first guiding the careers of rock stars, then bringing their unique managerial acumen to tech talent and entrepreneurs. They founded Brick Wall Management in 1995, representing musicians like John Mayer, Citizen Cope, Vanessa Carlton, and others. As the decline of the record industry in the first decade of the twenty-first century became apparent, Rishon and Michael set their sights on expanding into the tech world. With the creation of 10x Management in 2012, they changed the way top-level programmers could find work in the fast-moving tech landscape. They are the authors of Game Changer: How To Be 10x in the Talent Economy (HarperCollins; September 2020), which reveals the secrets to becoming a “10xer” for anyone in any industry. Michael's Book: Game Changer: How to Be 10x in the Talent Economy by Michael Solomon, Rishon Blumberg, Daniel Weizmann https://amzn.to/36Aaz5K Discussion Timeline: 2:12 Bringing the creative and tech talent together. 4:19 Parallels between creative talent and tech talent. 6:41 Incentivizing tech talent. 9:46 The need for an ecosystem supporting tech talent. 14:14 Demoncratizing technology to the non-tech workforce. 19:12 Who's responsible for keeping the workforce underprepared for tech disruptions? 25:31 Pros and cons of a highly specialized workforce. 27:50 The ideal reader for "Game Changer". 32:40 Tenets of a "10x" professional. 35:02 Concept of a super visionary leader. 37:52 Empowering employees in the times of temp and gig workforce. 46:15 Who's responsible for empowering talent in the times of gig/remote workforce. 50:48 The ideal reader for "Game Changer". 53:07 Rapid fire. 1:00:18 Michael's success mantra. 1:02:56 Michae's favorite reads. 1:05:04 Closing remarks. About TAO.ai[Sponsor]: TAO is building the World's largest and AI-powered Skills Universe and Community powering career development platform empowering some of the World's largest communities/organizations. Learn more at https://TAO.ai About WorkPod: Work Pod takes you on the journey with leaders, experts, academics, authors, and change-makers designing the future of work, workers, and the workplace. About Work2.org WorkPod is managed by Work2.org, a #FutureOfWork community for HR and Organization architects and leaders. Sponsorship / Guest Request should be directed to info@tao.ai Keywords: #FutureofWork #Work2.0 #Work2dot0 #Leadership #Growth #Org2dot0 #Work2 #Org2

Co-authors of the book Game Changer: How to Be 10x in the Talent Economy, Michael Solomon and Rishon Blumberg, share with Sarah and listeners insights on how to navigate working remote, the demand for innovative and fast responses to customer needs, virtual-only experiences, and high unemployment rates

This is The Founders' List – audio versions of essays from technology's most important leaders, selected by the founder community. When the economy eventually normalizes, demand for labor will recover, and work will recover, but the shifts in supply and demand will result in a new and sizable set of unmet market needs for job placement. Online marketplaces will be a critical tool in getting people back to work quickly, efficiently, and at scale. They will also enable new ways for people to build the skills they need to succeed, and for them to work in an increasingly remote and distributed fashion. Listen to Pete Flint's essay on the 4 trends in the next generation of online labor marketplaces, including greater complexity, improved experience, tech-enabled labor, and re-skilling and upskilling. Read the full NFX essay here - https://www.nfx.com/post/labor-marketplaces/

Rishon Blumberg isn't just any other game-changer in the world of talent acquisition and talent management. Rishon sources "rockstar" quality talent on demand, or what he calls 10X. His recent book is appropriately titled Game Changer: How To Be 10x in the Talent Economy which reveals the strategies companies and individuals can take to become 10X. What's 10X and what does it take to acquire 10X talent? (You'll have to listen for that tip!) Rishon is, first and foremost, an entrepreneur. It's what he studied, graduating from the Wharton School of Business with a degree in entrepreneurial management in 1994. From concert promotion to co-founding Brick Wall Management, 10x Management and 10x Ascend, he has imbued his entrepreneurial passions with purpose. 10x has rocketed to the forefront of its industry, helping its clients acquire “rock star” talent on demand. In doing so, he's carved out a place as a trusted and exclusive resource for companies seeking the best and most coveted freelance tech experts. Rishon joins Geeks Geezers Googlization Show this week to share how companies must reimagine top talent acquisition, how to best manage 10X talent, and the biggest trends in the future of work. During the 2nd segment, host Ira S Wolfe shares the 3 recruitment reports he believes should be on the top of every recruiter's dashboard.

Today I am interviewing Rishon Blumberg and Michael Solomon who founded 10x Management.   We explored how to optimise and maximise your talent in your organisation with Rishon and Michael, and what I love about these guys, is that they are walking the talk with all what they are doing. Since they shared how they have managed throughout this tough year of the pandemic with their own company and staff, from making sure they are intentional with their conversations with their team and keeping authenticity at the heart. Along with ensuring they are providing an environment for the team to flourish and share through weekly check-ins, meditation classes and regular 1-2-1 conversations - keeping well-being as a high priority. They both share valuable insights from their book - Game Changer: How to Be 10x in the Talent Economy - this book provides proven strategies on how your company can create the right environment for top talent and breakthrough success by upending traditional business practices. It also reveals how individuals can evolve from good to great to 10x, and enjoy the many perks and rewards this status brings.   You can watch this interview on YouTube: https://www.youtube.com/watch?v=q1L8WsINhrg   Connect with Rishon & Michael LinkedIn Rishon:  https://www.linkedin.com/in/rishon-blumberg-3222119/ Email Rishon: rishon@10xmanagement.com LinkedIn Michael: https://www.linkedin.com/in/michaelsolomon10x/ Email Michael: michael@brickwallmgmt.com Website: https://www.10xmanagement.com/   If you want support in helping your organisation thrive, do get in contact with me: https://www.julianrobertsconsulting.com

Rishon Blumberg and Michael Solomon are our guests this week- they founded 10x Management, the first of it’s kind tech talent agency, and are thought leaders on the Talent Economy and the Future of Work. They’ve been featured everywhere from The New Yorker and CNN to Last Week Tonight with John Oliver, and most recently published their first book, Game Changer: How To Be 10x in the Talent Economy (HarperCollins Leadership).Rishon is, first and foremost, an entrepreneur. It’s what he studied — graduating from the Wharton School of Business with a degree in entrepreneurial management in 1994.It’s what he’s lived and it’s what he loves. For more than 20 years, he’s harnessed that spirit to create and lead successful organizations based in tech, entertainment, and the nonprofit sphere— finding new solutions to long-standing and emerging challenges.Michael Solomon is ​an established ​entrepreneur with a strong desire to help people, a sharp eye for business, and a desire to make a difference. The four organizations he’s helped found — for­-profit and nonprofit alike — share a common goal of improving people’s lives. He has a passion for personal and professional growth and views optimizing himself and all that he works on as a personal mission.https://www.harpercollinsleadership.com/game-changer/https://www.10xmanagement.com/https://twitter.com/10xmgmthttps://www.linkedin.com/company/10x-managementLifestyle Calculator:  https://10xascend.com/calculator/Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.Subscribe today on your favorite podcast player!  We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/We love to hear from our listeners!  Send us questions or comments at kyleroed@gmail.comRebel On, HR Rebels!Support the show (https://www.patreon.com/rebelhumanresources)

In this episode of the HR Leaders podcast, I'm joined by my guests Michael Solomon & Rishon Blumberg, co-authors of Game Changer: How to Be 10x in the Talent Economy.Thanks to Paylocity for supporting the show!Download the Deloitte report to see the potential savings a human capital management solution offers in ten core human resource responsibility areas: https://bit.ly/3uw465WEpisode highlights00:00 - Intro00:35- About the authors04:24- Working with friends05:36 - Defining a 10Xer07:40- How to manage high achievers10:16 - Common mistakes in managing them16:07- How to know if your company is ready for 10X talent18:34- Success stories22:55 - How do 10X employees come about26:09- Top tips for maanging & retaining 10XersIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

Two firsts this week on the podcast: first time we’ve had a two-guest interview and first time we’ve had guests who aren’t native to the tech industry. Rishon Blumberg and Michael Solomon are pioneers in the talent management space having worked with A-list celebrities like Bruce Springsteen and John Mayer. A decade ago they set out to bring what they learned in entertainment to the tech talent economy.They’ve since published the popular book Game Changer: How to be 10x in the Talent Economy and have been busy helping the tech community find gigs.Listen and learn...What it takes to be 10x better at everything.The unique personal attributes that separate "10xers" from everyone else.What the guys learned managing Bruce Springsteen.How one 10xer changed the world...starting with energy bars.Why managing rock stars is a lot like managing tech talent.The guys advice for entrepreneurs: "...when hustling fails grit is what gets you back to hustling again."References in the show:Rishon's TED talk10x ManagementMusicians On CallEthos Water and Charity Water

In this episode we speak with Michael Solomon and Rishon Blumberg, founders of 10X Management, and hear about their new book, Game Changer: How To Be 10X In The Talent Economy, and discuss the role of coaching in their approach to managing top talent in a range of different fields.

Sue Bethanis hosts Michael Solomon and Rishon Blumberg, co-authors of "Game Changer: How To Be 10x In The Talent Economy" and cofounders of 10x Management, the world’s first tech talent agency that has rocketed to the forefront of the tech industry, carving out its place as a trusted and exclusive resource for companies seeking the best and most coveted freelance tech experts. 10x matches top contract technology experts, designers, and brand innovators with companies ranging from startups to the Fortune 500. Customers include American Express, HSBC, Google, Verizon, Yelp, and more. Michael, Rishon, and Sue discuss: - How the crisis has changed the talent economy - How to navigate the stress of hiring in uncertain times - How to multiply the performance of your employees - How to adapt to the changing relationship between managers and talent - How the role of the manager is changing

Everyone is talent. Your team, your bosses, and you. Today Kevin sits down with Rishon Blumberg, co-author of GAME CHANGER: How to Be 10x in the Talent Economy and co-founder of 10x Management. Rishon discusses 10x talent and 10x companies. The talent not only knows their stuff, but they can also share information at the human level. 10x companies create an environment hospitable to exceptional talent. Finding the right people is not an issue. Attracting, retaining, and managing your talent help your organization become more innovative and more responsive to experience growth. You need to know your talent and show commitment by playing to their strengths. This episode is brought to you by… Unleashing Your Remarkable Potential, Kevin's free weekly e-newsletter. It's full of articles and resources to help you become a more confident and successful leader. Additional Leadership Resources Book Recommendations: Game Changer: How to Be 10x in the Talent Economy by Michael Solomon and Rishon Blumberg The Predators' Ball: The Inside Story of Drexel Burnham and the Rise of the Junk Bond Raiders by Connie Bruck Connect with Rishon Blumberg: Book Website | Website | LinkedIn Related Podcast Episodes: The Power of Corporate Culture with Chris Dyer. The Expertise Economy with Kelly Palmer. The Hospitable Leader with Terry Smith. Turning Culture into Competitive Advantage with Jeff Grimshaw. Subscribe to the Podcast Don't miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app.

Rishon Blumberg is co-author of GAME CHANGER and co-founder of 10x Management, a talent agency for tech professionals that has rocketed to the forefront of the tech industry, carving out its place as a trusted and exclusive resource for companies seeking the best and most coveted freelance tech experts. Rishon is, first and foremost, an entrepreneur. It’s what he studied — graduating from the Wharton School of Business with a degree in entrepreneurial management in 1994. It’s what he’s lived and it’s what he loves. For more than 25 years, he’s harnessed that spirit to create and lead successful organizations based in tech, entertainment, and the nonprofit sphere— finding new solutions to long-standing and emerging challenges. Rishon has presented at TEDx, been published in the Harvard Business Review, and was featured on the cover of the Wharton Alumni of New York Magazine. On this Episode: Rishon talks about how his early childhood exposure to the music industry set up his entrepreneurial journey with his still business partner, Michael Solomon.  Rishon tells Travis how they kept running into the same problem with hiring tech professionals and why that turned into their business of a talent agency. Rishon and Travis talk about the hybrid aspect of his business and how it came about. Rishon tells Travis about his business partnership and the influence it has had on his life. Rishon discusses his new book, Game Changer: How to Be 10x in the Talent Economy. Key Takeaways: Evaluate your skill sets to see if they fit other tangent industries Seek guidance from others Match your IQ with your EQ (emotional intelligence) to truly connect! Tweetable Quotes: “Other people can very often see things in you that you don’t really know about yourself.” - Rishon “Who you know is not enough. It’s who you are and who you know.” - Rishon Rishon Blumberg: Take the 10x Quiz @ gamechangerthebook.com (https://gamechangerthebook.com) As well as find more info about the book, and find links to all of Rishon’s connections!  Resources: Follow along with me on Instagram- @travischappell Visit my website: https://travischappell.com (https://travischappell.com/) Join the Facebook group to find community: https://travischappell.com/group (https://travischappell.com/group)

Michael Solomon discusses the fundamental skills that keep game-changers above the rest. — YOU'LL LEARN — 1) The one thing that leads to exponential career growth2) An overlooked skill that sets any professional apart3) The most dangerous thing you can do to your careerSubscribe or visit AwesomeAtYourJob.com/ep611 for clickable versions of the links below. — ABOUT MICHAEL — Michael Solomon is the cofounder of 10x Management, the world's first tech talent agency. 10x matches top contract technology experts, designers, and brand innovators with companies ranging from startups to Fortune 500 clients like American Express, HSBC, Google, Verizon, Yelp, and more. He has appeared on CNBC, BBC, Bloomberg TV and spoken at SXSW. He founded Brick Wall Management, a talent agency representing multi platinum and Grammy award-winning recording artists, songwriters, top record producers, and filmmakers. Michael also co-founded Musicians On Call, a nonprofit that brings live music to over 700,000 people in health care facilities across the U.S. and remains an active member of its Board of Directors. • Michael's book: Game Changer: How to Be 10x in the Talent Economy, with Rishon Bloomberg • Michael's email: Michael@10XManagement.com • Michael's site: GameChangerTheBook.com • Company: 10X Ascend • Company: 10X Management • Quiz: Are You 10X Quiz • Tool: Lifestyle Calculator — RESOURCES MENTIONED IN THE SHOW — • Concept: Johari Window Model • Plugin: Dictation for Gmail • Book: The Anatomy of Peace: Resolving the Heart of Conflict by The Arbinger Institute — THANK YOU SPONSORS! — • Blinkist. Learn more, faster with book summaries you can read or listen to in 15 minutes at blinkist.com/awesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

During 2020 more than 50 million freelance workers will enter the workforce. By 2025 open talent systems are predicted to be the predominant employment model.  Re-source is a new consulting business run by Barry Matthews who has a track record of spotting disruptive trends and launching businesses that enable them. 2020 has seen the world of work transform before our eyes.  The global freelance workforce has been augmented by millions of skilled workers looking to engage in new, creative ways while businesses look to reduce their fixed costs and move to flexible, resilient, as-a-service delivery models.  A diverse range of technology platforms match this supply and demand, enabling immediate access to the best global talent and competitive advantage for those that get it right Sourcing models are being disrupted, intelligent automation is rapidly maturing and open talent eco-systems are accelerating fast.  Accessing the power of the crowd alongside more traditional internal, freelance, outsourced and automated delivery models requires a new way of thinking and a new way of sourcing Barry and I chat about the potential of the open talent economy to transform global business and how and why he believes re-source can help them to do it.

Future-Prepping Your Career Something we all need to wrestle with is this: how are we preparing ourselves for the future? With the continuing advancements in AI and automation, how can you continue to set yourself up to be relevant in a future of disruptions? Michael Solomon joins us to talk about his new book Game Changer: How to be 10x in the Talent Economy. Michael shares his perspectives on what it means to be a 10xer--someone who provides out-sized results--and how that prepares you for whatever is coming next. Learn more about Michael at 10xmanagement.com/. You can find the Lifestyle Calculator that Michael talks about in the interview at 10xAscend.com/Calculator. Join Us for our Virtual Project Management Training Program! Learn how to improve your ability to lead and deliver! Join us this fall for the same project management program we deliver in-house at organizations around the world! Learn more at PeopleAndProjectsPodcast.com/learning. Use a coupon code of VirtualPM20 to save $150 USD on the entire program! Let's Stay In Touch! I hear from listeners almost every day and I love it! How about you and I connect on LinkedIn? Go to https://PeopleAndProjectsPodcast.com/LinkedIn and Follow me (I've maxed out the connections but if you Follow me, I'll Follow you back!) Also, all of our other workshops and keynotes are available in a virtual format. Whether you have a live or virtual event, we can help you invest in your team. Learn more at https://i-leadonline.com/keynotes. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Leadership Banana Bread Break by The Polish Ambassador is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License Vienna Beat by Blue Dot Sessions is licensed under a Attribution-NonCommercial License 1.21 Gigawatts from Back to the Future available on YouTube at youtube.com/watch?v=f-77xulkB_U We Don't Need Roads from Back to the Future II available on YouTube at youtube.com/watch?v=fCjsUxbNmIs  

Michael Solomon and Rishon Blumberg know firsthand about talent. They founded 10x Management, a first-of-its kind talent agency that matches cream of the crop tech talent with companies ranging from fledgling startups to global titans like IBM, Verizon, BMW, Amex, and Google. 10x talent brings at least 10 times the value to an organization. Game Changer: How to Be 10x in the Talent Economy teaches you how to become and manage the most sought-after, highly skilled employees necessary to bring massive growth to your business.   Sign up for our newsletter at leddingroup.com/newsletter to get the latest articles, videos, and updates from Dr. Leddin and Leddin Group.

This week, Nick is joined by Michael Solomon and Rishon Blumberg, the co-authors of ‘Game Changer: How To Be 10x In The Talent Economy’, a work designed to help you "identify, attract, vet, employ, manage, and retain—or become—the game-changing talent that will make a difference in the work world of tomorrow”. Now more than ever, there has never been a more important time to refine the talent we acquire, and to become the valuable talent that others hope to attract.   KEY TAKEAWAYS If you are determined enough to succeed and play the long game in any kind of business, then eventually things will lean into your favour, and allow you to be a force for good in your sector. It is not enough for a person to simply add value in terms of revenue. To truly integrate, they must also seek to align with a company’s values. 10x’ers always work best when they are not treated as a simple cog in the machinery. Leaders must strive to treat their organisations as human beings in order to generate the best from each person. There will always be a need for bureaucracy, but it must never impede progress or competitive advantage for an organisation. If this occurs, then the organisation runs in a detrimental way. We must streamline bureaucracy in order to put forth the right message and gain agility.   BEST MOMENTS ’The art is in the execution' ‘When you want something done, you go to the busiest person in the room’ ‘Luck is the cross-section of opportunity and preparedness’ ’It’s really about a people-centric management policy as opposed to a “cover your ass” management policy' ‘Rent fast – hire slow!’   VALUABLE RESOURCES Scale Up Your Business – scaleup.vip/podcast Join the free Scale Up Your Business community: scaleup.vip/community Generate 20 New Leads in 20 Days - download your free 5-step guide to put in place my top-performing customer creation strategies:  scaleup.vip/20leads   Michael Solomon - https://www.10xmanagement.com/michael-solomon/ Rishon Blumberg - https://www.10xmanagement.com/aboutus/rishon-blumberg/ Game Changer by Michael Solomon and Rishon Blumberg (Amazon)   ABOUT THE HOST My name is Nick Bradley. I’m an entrepreneur, author, speaker and investor. My background is in growing and scaling VC and Private Equity backed businesses. Having successfully built, bought and sold a number of companies, and removed myself from day-to-day operations, my focus now is on helping entrepreneurs get to where they want to be, in business and in life. As well as investing in growth businesses and backing turnarounds - with the ultimate aim of creating value from significant capital events. I’m passionate about personal and professional development - showing up and being the best version of myself ... every day.   My bigger vision is to help bring entrepreneurial skills, experience and mindset to people in developing nations - so they can follow their dreams, live life more on their terms - utilising entrepreneurship as a global force for good.   CONTACT METHOD   Nick’s Facebook Page: https://scaleup.vip/FB   Nick’s LinkedIn: https://scaleup.vip/LI   Nick's Instagram: https://scaleup.vip/IG   Nick’s website: https://scaleup.vip/NB   Scale Up Your Business website: https://scaleup.vip/suyb See omnystudio.com/listener for privacy information.

Wanna know how to uncover your blind spots? Matt @mattgottesman sits down with Rishon Blumberg (Co-Author of Game Changer: How to Be 10x in the Talent Economy and Co-Founder of 10x Management) and they go all in on learning how feedback can help uncover blind spots, understanding why we have blind spots, or “blocks” in general, having a coach/mentor/manager who can give you hard feedback, how to seek feedback often, with curiosity and not defensiveness, how the role of the manager is changing from making demands of an employee to understanding their dreams, why maximizing deep flow states is essential for managing ourselves and our talent, especially 10x talent, his co-authored book GAME CHANGER: How to Be 10x in the Talent Economy and much more…   Follow Me: Instagram: https://instagram.com/mattgottesman  Instagram: https://instagram.com/hdfmagazine Website: https://mattgottesman.com Facebook: @mattgottesmanofficial   Featured Guest: Rishon: https://medium.com/@rishonblumberg Website: https://www.10xmanagement.com/   Podcast: Subscribe: https://ampl.ink/dZ2Xd

My guest today is Michael Solomon, the cofounder of 10x Management, the world's first tech talent agency. 10x matches top contract technology experts, designers, and brand innovators with companies ranging from startups to the Fortune 500. Customers include American Express, HSBC, Google, Verizon, Yelp, and more. The topic is his book Game Changer: How to Be 10x in the Talent Economy. In this episode of Trend Following Radio we discuss: Music Industry Talent is talent 10x Mindset Millennials and Generation Z Remote Work Flow State of Mind Jump in! --- I'm MICHAEL COVEL, the host of TREND FOLLOWING RADIO, and I'm proud to have delivered 10+ million podcast listens since 2012. Investments, economics, psychology, politics, decision-making, human behavior, entrepreneurship and trend following are all passionately explored and debated on my show. To start? I'd like to give you a great piece of advice you can use in your life and trading journey… cut your losses! You will find much more about that philosophy here: https://www.trendfollowing.com/trend/ You can watch a free video here: https://www.trendfollowing.com/video/ Can't get enough of this episode? You can choose from my thousand plus episodes here: https://www.trendfollowing.com/podcast My social media platforms: Twitter: @covel Facebook: @trendfollowing LinkedIn: @covel Instagram: @mikecovel Hope you enjoy my never-ending podcast conversation!

This week we chat with Rishon Blumberg—founder of 10x Management and author of upcoming book "Game Changer: How to be 10x in the Talent Economy"—about what it means to be 10x across all aspects of your life. He shares his 25 years of experience protecting talent, starting with rockstars at Brick Wall Management, then "rockstar developers" at 10x Management. We also give you a sneak peek into his upcoming book, as well as a behind-the-scenes look at what the non-fiction writing and publishing process looks like.If you want to learn more, check out:10x Management: https://www.10xmanagement.com/Game Changer: https://www.harpercollinsleadership.com/game-changer/Brick Wall Management: https://www.brickwallmgmt.com/

Today we’re talking with John Winsor on the open talent economy. John Winsor built a big publishing business around sports and fitness. He saw the business changing and started crowdsourcing articles from athletes. That got him interested in open talent — otherwise known as ‘work outside of full-time employment,’ which includes the freelance and the gig economy. Three years ago, John joined the faculty at Harvard Business School as a visiting executive and founded Open Assembly, an organization that hosts conversations about the future of work. In this conversation with Tom, John describes the shift to open talent. Corporations are interested in this shift because of the potential to get work done faster, better, and cheaper. Individuals like the flexibility and variety. Tom and John also talk about the new social contract that would be needed to support open talent markets.   Key Takeaways: [:10] About today’s episode with John Winsor. [1:05] Tom welcomes John to the podcast. [1:11] John shares how and why he went to Colorado College. [2:28] Is Colorado College still a ‘big block’ school? How did the way that the college was organized aid John in his learning? [3:44] John reflects on receiving his MBA in Marketing at the University of Denver. Tom and John also discuss how both CC and UoD have evolved over time. [7:07] How John got into the publishing business. [9:48] About John’s interest in racing and cycling. [12:33] How and where John became interested in the idea of open talent and the future of work. [15:38] John defines what open talent is. [16:52] Should everyone be in the ‘open talent’ space? Or is it something that complements full-time employment? What does John see, five to 10 years from now, for the open talent space? [19:15] How it could be possible to create an open talent economy that is equitable for everyone. [25:00] Ways to help the open talent economy scale in an equitable way. [27:17] Advertising opportunities available through Getting Smart. [27:47] Three years ago, John founded Open Assembly, an organization that produces content around open talent and more. John shares what they have accomplished so far with Open Assembly and what they’re trying to accomplish, going forward. [31:12] What high school education for a market of open talent should look like. [33:46] Does John agree with Ryan Craig’s advice around giving a “hard sprint to a good first job”? [37:55] Will an open talent economy lead to the widening income and wealth gap? [40:30] How we can all play a part in creating the foundation for an open talent economy. [43:02] Tom thanks John for joining the podcast!   Mentioned in This Episode: John Winsor Harvard Business School Open Assembly Diffusion of Innovations, by Everett M. Rogers Spark: Be More Innovative Through Co-Creation, by John Winsor Flipped: How Bottom-Up Co-Creation is Replacing Top-Down Innovation, by John Winsor Crowdsourcing: Why the Power of the Crowd Is Driving the Future of Business, by Jeff Howe Info@GettingSmart.com — Email Jessica to learn more about sponsorships and advertising opportunities with Getting Smart! Toptal Getting Smart Ep. 264: “Ryan Craig on Putting America Back to Work” “1,000 True Fans,” by Kevin Kelly “One Thousand True Fans: All You Need to Know about Marketing in a Single Article,” by Jeroen Riemens   Get Involved: Check out the blog at GettingSmart.com. Find the Getting Smart Podcast on iTunes, leave a review and subscribe.   Is There Somebody You’ve Been Wanting to Learn From or a Topic You’d Like Covered? To get in contact: Email Editor@GettingSmart.com and include ‘Podcast’ in the subject line. The Getting Smart team will be sure to add them to their list!  

Musicians are suffering and venues have closed. Rishon Blumberg of Brick Wall Management explores how artists are adapting to stay afloat during this global pandemic and navigate a world without touring. From Instagram livestreams to drive-in theater style concerts, what’s working to fill the gaps? How are live albums and concert merch changing in the time of livestreaming? Artists are using this time to write and record loads of new material- but who’s to blame if their streaming payouts amount to pennies?  Where does Rishon fall on Daniel Ek’s controversial statement on releasing new music constantly? How are top tech talents like rock stars? Find out how Rishon translated his artist management experience into 10x Management, the first tech talent agency. His new book with co-founder Michael Solomon explores how to get the tenfold value that top talent can provide, and become a little more 10x yourself. “Game Changer: How to be 10x in the Talent Economy” is out 9/22/2020. The Music Tectonics podcast goes beneath the surface of the music industry to explore how technology is changing the way business gets done. Visit MusicTectonics.com to learn more, and find us on Twitter, Facebook, and Instagram. Let us know what you think!

In this HRchat episode, we hear from Paul Estes, an unstoppable advocate for the Talent Economy who's dedicated to creating opportunities for everyone, reskilling by doing, and bringing diversity to our work. For 20 years, Paul struggled to balance his home life with fast-moving leadership roles at Dell, Amazon, and Microsoft, where he led a team of progressive HR, procurement, and legal trailblazers to launch Microsoft's Gig Economy freelance program. Hiring his first virtual assistant transformed the way he lived and worked.Paul is the Editor-in-chief of Staffing.com by Toptal, a destination dedicated to driving a conversation through expert-driven content and thought leadership. Staffing.com is a centralizing force l for understanding the dynamic future within the rise of remote work, the expansion of the freelance economy, and the future of staffing. Paul is the former host of the Gig Mindset podcast and current host of The Talent Economy podcast (the official podcast of Staffing.com).Listen to the interview to get Paul's answers to questions including: 1. What do you think the COVID-19 crisis means for the gig economy? Is it an opportunity?2. Are in-person relationships really that important to get the job done?3. As many countries navigate out of the first wave of COVID-19, do you believe that hiring managers will be looking to supplement their workforce with consultants and freelancers rather than full-time employees?4. For those leaders and HR pros looking to hire freelancers over the remainder of 2020, can you offer some tips to ensure they hire the right people? 5. Why is now a great time for people to take a hard look at their careers and consider the merits of reskilling and pivoting into new careers?

The Art of Opportunity: Know Your WhyHave you ever thought about an organization as a living entity? Think about it. Much like our bodies’ organizations, as Parker Lee describes, are “living, breathing networks with integrated holistic systems that will thrive in a networked fashion” and can build the necessary defenses to fight off any type of invasion or, in their case, innovation—making it challenging to enact even the slightest change.Parker Lee, Global Managing Partner at Territory Global, says it’s essential that companies are clear about their WHY: the reason(s) they want to enact change. He joins Paul for a conversation about the Work Forward movement and how Territory helps companies structure a plan of action (the HOW), and provides insight on how the future of work can be embraced today.Connect with Parker:LinkedInThe Art of Opportunity: How to Build Growth and Ventures Through Strategic Innovation and Visual Thinking (by Marc Sniukas, Parker Lee, Matt Morasky)Learning Done Right & Done RemotelyContact TerritoryWork Forward: Get InvolvedTranscript of this episodeParker Lee:I'm so tired of people talking about the future of work because the future can be achieved right now. It's not about the let's look way out there and maybe we'll get there, or what new shiny little toys are there. It's about taking advantage of all the different tools, and approaches, and resources, et cetera that exist today.Introduction:There's a revolution taking place right now. Talent and intelligence are equally distributed throughout the world, but opportunity is not. The talent economy: the idea that at the center of work is the talent, is the individual.Paul Estes:Companies today face a global war for talent. High-skilled talent is demanding flexibility around the way they work and the way they live. This podcast brings together thought leaders, staffing experts, and top freelancers to talk about the evolving nature of work and how companies can navigate these changes to remain competitive, drive innovation, and ensure success. Welcome to The Talent Economy Podcast. I'm your host, Paul Estes.Today, my guest is Parker Lee, managing partner at Territory Global. Parker joins us today to discuss a new way of working and the impact that a collaborative, co-creative working environment can have on both talent and the organization.Parker Lee:As you said, I'm managing director at Territory. I love speaking about working forward transformation, about helping people and teams achieve better outcomes and results.Paul Estes:Now, before we get into your organizational behavior background, long-range planning, your journey to Territory Global is quite an interesting one, to say the least. Tell me a little bit about your love for music and how that took you to Caesars Palace.Parker Lee:I had been in music and passionate about it since a little boy and played piano and trumpet. And then all through school, drum major of the Cal Aggie Marching Band when I was at UC Davis. Formed my own little madrigal group, had a barbershop quartet, did a lot of singing, and that. Upon getting out of UC Davis, broke my parents' heart when I told them instead of being president of the United States, I was going to sing on the streets of San Francisco and I was a busker.That led to getting a night in a club, and then multiple nights, then quitting my job and doing that. We became the number one club act, did five national tours, got on MTV. It was a remarkable experience.I figured at that point in your life, if... You can't do that when you have a family and later, so I said, "Now's the time." It was remarkable. It was a very different time than it is right now.Paul Estes:It was back when MTV actually played music on television, right?Parker Lee:That's the only way we got the video on the... They needed content, and it was all they do. It was a running video, quote, "show." So it was their very beginning, and it was a blast. This was in '80, '81, somewhere in there.I did find the love of my life, got married, had our first child. I went out on tour at three months. Came back at six months, and my daughter rolled over in the crib when I walked into the room and started crying. I said, "That's it. I'm out."The next day, I got a phone call from a friend of mine from UC Davis who had gotten a job at Caesars Palace. He had engineered a transition there to be in charge of advertising, entertainment, and PR, and he needed somebody he could trust. He picked up the phone and called me and said, "Would you come down and run the entertainment department of Caesars Palace?" I interviewed, said, "There's no way," and then he said, "You don't get it, Parker. It's the same thing you've been doing. You just need to put butts in the seats. That's the goal. Just a few more zeros after the contracts from what you've been doing." I went, "Okay, I'm in."It was amazing. I was able to take advantage of my passion for arts, and performing, and entertainment. I met Frank Sinatra on my first day on the job, and Diana Ross, Rodney Dangerfield, Tom Jones, Wayne Newton, Crosby, Stills & Nash, James Brown, et cetera. Some are still alive, some aren't. But it was great. Then I did the special events. Grand Prix auto racing in the parking lot, boxing matches. It was insane.Paul Estes:How did you get from that to really understanding organizations and how collaboration and co-creative working environments unlock innovation?Parker Lee:My passion when I was in school was... and I wrote my own major because that's what I wanted to understand better... was in organizational development, long-range planning, and organizational design. I started studying it. Because there wasn't a program there, UC Davis had a way where you could write your own major. So I was just researching on my own.I said the form of education is actually flawed greatly because it has just rote learning and you just regurgitate back stuff that you're passed passively. I said, "There is a better..." You have to be engaged. Learning is lifelong. Learning is not passive, it's active.I had an idea for a research center on campus run by students that would enable students to get grants for doing independent learning and to do programs that would enhance education and their community and have engagement. I got a grant, one of only two student grants from the federal government, and that program was started. So my passion started in school. I just took a little detour in music.Now, that said, while in music and then I went into sports marketing, I still was studying and watching how do organizations improve, find engagement, do planning, do transformation, change management, build innovative programs. I left that life when... Just like Jerry Maguire, I was a sports agent briefly. I got fired, came back to the Bay Area at the beginning of technology, and started getting into how do you grow small businesses, entrepreneurial businesses. How do you start them, grow them, manage them, do the sales and marketing, do the business development, and do the innovation programs? I've been doing that for now 25 years.Paul Estes:Now, when you look at organizations and the rise of technology and distributed teams, I mean, one of the things we talk about on this podcast often is sort of anti the construct of an organization. Not completely, but it starts to push against this idea of a hierarchical organization. How do you see the evolution of organizations in the work that you do today or from when you first started studying this in college up to today?Parker Lee:Well, it's funny. In college, and you've got to keep in mind, I was in school in the '70s, which brands me right there for the use of alternative ways of getting enlightenment. However, while there, one of the things that came into my brain was organizations are living. They are organisms. They're alive so that they... They have systems, they have processes, they have a life cycle, and they have to have everything moving in an integrated fashion for health and growth. I think that still holds true. There are in fact books now called The Living Organization and other things.So it is seeing them as not hierarchical, as linear, but seeing them as integrated holistic systems-based groups that will thrive in a networked fashion. The infusing of technology in that is what has put it on steroids, where there is the capability of doing this even more effectively now, I believe.Paul Estes:What are some examples where you think in your studies, in the journey that organizations have gotten this concept right? Where they've looked at an organization not as an org chart per se, but sort of a living, breathing network.Parker Lee:I sadly can think of a few on a huge multinational basis that have done it well. There are bright lights of that and pockets of it where they'll start innovation programs, or teams of people operate in a Holacracy or in an integrated team-based approach that is flat, that relishes and encourages experimentation, that uses remote working to its advantage.But I don't know any organizations of the large ones that are doing it. There are many startups that do this. Part of that is scale. It's hard. The larger you get, the more you are building rigor mortis into the organization, just because like a body, it naturally fights innovation, because innovation is like an invasion coming into the well-oiled parts of your body that's invading it. It's finding a way to not make that so it's a negative disruption, but it's a positive disruption, I think.Paul Estes:In your work, what are some of the things that you coach organizations on as they aspire to have a more innovative or co-collaborative environment? Because I've experienced companies saying, "I want innovation. I want all of these things," and then when you actually go to put the program in place, I think to the point you made earlier, it's like an invasion. It is so foreign to the living body of the large organization, that they didn't know what they were getting into.Parker Lee:Yeah, you're exactly right. This comes into our transformation practice, change management, et cetera. It is destined to fail if there is not. There are a few key things that have to happen. Support from the top. If there is no full endorsement and backing and understanding at the very top leadership, executive leadership, it'll fail, because you'll be creating something below it, and it starts to rise and it gets squashed. Either budgets pulled away, people get moved to other areas, and it falls apart. I've seen that half a dozen times. That's number one.Number two, it can't be done by a consultant. The consultant can be the Sherpa or the guide and help, but it has to be organically bred, and developed, and nurtured internally, which means there has to be... And there's another part of it. There needs to be a shared vision. Where are we going? Why do we want to get there? There has to be an understanding of what are the resources required internally and externally to get there. There has to be an understanding of what are the things that are going to prevent us from getting there. Which can be anything from systems, process, technology, talent, any of that. And there has to be a plan. It takes resources to do this. It takes focus and resources. It's like running a campaign that has... It should have a start and a stop. There have to be measures. How do we know when we're going to get there? What does it look like when we get there? How do we know as we're progressing, and measure that?Those are some of the key elements, but most organizations will look at that academically but then can't put it into practice. That's where it will fail.Paul Estes:Sometimes, companies don't know why. When you talk to companies and you outline all of the items that you just mentioned, how many of them actually know the why behind what they're aspiring to do?Parker Lee:The five whys, as we say. Very few. Usually, that needs to be established obviously right at the get-go, because there has to be a case for change. There's a compelling reason. Sometimes, it's external factors. Sometimes, it's internal. More commonly, it's a combination of the two. But that needs to be understood, otherwise, you can't garner the champions or the advocates. That's another thing that has to happen.When you're breeding this internally within the organization, again, it can't be done by a consultant. There have to be people that have the passion, have the understanding, and have the "This is why we have to do this." There has to be a reason to do it. It’s oftentimes our culture, it’s toxic, or it has to be competition coming in, or the world around us is changing way too rapidly, and if we don't, we're going to be ostriches with our heads in the sand. It's usually a combination of all of those, and then clearly seen, so that now build a plan, design a plan.But it's designed by the people in the org. They have to get it. Because it's the context of the organization that drives how you're going to accomplish it.Paul Estes:Now, you talked about the high-level management buying it. So the main leader who's going to give permission for a team to do maybe work differently. Maybe say, "Hey, look, this team's going to work in a distributed fashion. We're going to bring on-demand people into the organization so we can get the expertise that we need to accomplish this goal." How do you educate those middle managers that are going to be impacted? Because now you're asking them to do something new and, to your comment earlier, to do something risky. There's an old saying that no one was ever fired for hiring IBM, right? I mean, just that-Parker Lee:Amen. There you go.Paul Estes:... general idea. So middle managers are not, in many cases, incented to embrace new ideas. What do you tell those groups when you actually go and implement an innovation program from Territory?Parker Lee:That's one of the rocks, one of the barriers that has to be gotten around as you look at the culture of the organization and the decision-making process and governance understanding. There needs to be an acknowledgment from upper management, middle management, and the people that are actually doing all the work that that situation exists. Then you create tools and processes, and endorsements, and systems that will give them an alternative path, and reinforce that, and reward it.It will be different with every organization. Sometimes, it's literally in the compensation system. Sometimes, it's in the technology that's used. Sometimes, it's in the way that they conduct meetings. Sometimes, it's in the actual workflow and governance of how work is approved, and executed, and delivered. All of that is... Again, it comes back to this holistic look at it with the organization determining what those are.What we found, though, it's very few organizations that have the knowledge and understanding. So how do you do that? The how is the most important part. That's where you usually do bring in somebody like Territory or otherwise, that says, "We've done this in lots of places. Here are the best practices. Now, which ones are going to work for you? You decide you embrace it. We'll help you build some of the tools, but you're the ones that are going to have to pick up that hammer and start putting together that new house. It's not us." Otherwise, it doesn't stick.Paul Estes:I want to plug your book because when we first met, I got a copy of it, The Art of Opportunity. If people have not seen the book, it's more of a practitioner's guide to finding opportunities than it is a textbook that I would read. One of the things that stuck out to me is how visual it was.When I was going through the book, it explains to me how to think about driving transformation and change, but in a very visual language. I know you're also passionate about design thinking. Tell me a little bit about what inspired the book and how you think of innovation as it relates to visual thinking.Parker Lee:It's crucial. Humans are visual creatures since cave people. It's how we... You drive, you may find you do everything. Storytelling is one of our core areas. We believe you'll accelerate understanding, clarity, action by having visualization in there.In the book, we have five key principles. One of them is visualization and storytelling. So we practice what we preach in saying, "It will help you get to that goal, or objective, or outcome faster, better." And it brings people along because storytelling is very emotional. It gets to a different place in your brain. Because we believe in that as a core principle, we said, "We have to have the book emulate that." That's why we designed it in a visual way. The table of contents is a reader's journey, so you see what you're going to experience, what you're going to use, and get there.We use that in everything that we do: in how we engage with our customers and our clients from the very first conversation to the end of it, to the deliverables. It's because it's what we believe is more effective and impactful.Paul Estes:It was also a very approachable book, the topics in the book around opportunity and business model. I mean, there were some meaty topics in the book, but the book itself was approachable. Like you said, it took me through a journey that says, "Hey, problem-solving." It was a visual journey on problem-solving, which I found very interesting and very engaging. So if there's anyone who is thinking about innovation and thinking about transformation, The Art of Opportunity is a good starting point.I also found myself jumping into different places and being equally as engaged no matter where I landed. So it was kind of an interesting experience as compared to sort of a standard business book.Parker Lee:By intent, designed that way. It's funny, even one of our senior facilitators just picked it up recently and used it for one of the engagements he had, where he cherry-picked three or four of the activities that are in there. Because he was able to put them together in a very different pattern, but use them to get the outcomes that he needed to achieve. So it's fun that you're able to let people kind of use it in their own context. That was another intent, it's saying, "You may be a startup, you may be a huge multinational. There isn't a prescriptive path. Here are lots of jewels, and gems, and ideas. Put them together in your own pattern."Paul Estes:Yeah, the patterns in the book were, I think, one of the things that resonated with me because I've been in both large companies and small companies. There were a lot of commonalities and like you said, brain food in the book… that made me think… so it's a great workbook.On Territory's LinkedIn page, it states that Territory helps you break free of well-worn yet ineffective or unsatisfying approaches to problem-solving. Help me be specific. What are the ones today or this year or last year that you see next year that are the main challenges blocking organizations from really taking advantage of opportunity?Parker Lee:I believe it's in conducting business in the same way and thinking it will give you the same outcomes. We've had a lot of strategy sessions where they have us do, an offsite or otherwise, and we attack that even in the practice what we preach, where we say, "We are basically facilitating their ability to observe and see the obstacles, the barriers, and the context of the world as it's working, both in the organization and outside them, to then lay a path for what are the critical initiatives we have to undertake for us to succeed." So it is in a combination of strategy.I think the other thing that we're all seeing right now is, with coronavirus, et cetera, a lot of heat and spotlight on remote working. It's how do we weave that into the way of having teams be more effective? One of our core principles is about diversity, and not just in diversity of race or other, it's the diversity of thought and diversity of personality in ways of thinking. That implies team-based. With a more diverse team, you have better outcomes, because it makes the ideas... They become battle-tested, and new ideas will surface. That's some of the other stuff that we try to put forward is bring in a group. Our approach, in what you were describing and what Territory says, is much of it workshop-based, whether it's remote or in person, it's visual-based, and it's taking a different tact on going after the problem that you're addressing so that you'll have a different outcome.Paul Estes:You do both in-person consulting and remote consulting. Tell me the difference between the two.Parker Lee:Radically and significantly different. We are huge proponents of remove the technology and eyeball to eyeball because we as humans thrive on the kind of social aspects of creating ideas and building off of each other, et cetera. You don't always have that luxury. With climate change and with now coronavirus, et cetera, you can't always be in the same place and take advantage of that. So the design of the experience has to change dramatically.When you can be in one place, and I think there are times when it's mandated otherwise, you take advantage of that. When you can't, you can either do the hybrid of a few pockets of people, or one group is in one place and then others dial in, or you have everybody 100% remotely. In each one of those scenarios, you design and architect the meeting differently. There are different roles that are required. Sometimes, for example, when there are more remote working, you need to ensure that there is a scribe, there's a digital manager of the technology that's going on that keeps things going, there's somebody that's taking care of questions and how to order that, there's the facilitation or lead of what's going to happen with the experience, there's the preplanning and how that's done either as a group or independently, and there's the communication of what happens in and then outside of the session. You try to get the same outcome. It's just the process has to be different and designed.Paul Estes:I think you said something really important. Actually, I experienced this earlier this week here in... We live in Seattle. My wife works at Microsoft, and everybody's working from home. For the first two days, she was getting... She's got a team. They work in Azure, the cloud. They were working in the same way that they would work at the office. You could see her coming down, getting kind of frustrated, and then she started to realize, "I need to change the way I work. I can't be in back-to-back meetings from 9:00 to 5:00," and she needed time to get up and do different things. She needed time to write things down.There's a different way of working when you're working with distributed teams. I think many organizations try to apply the way they work when they're all located in the same hallway to a distributed working environment. To your point, you have to adapt the way you work to who you're working with and the modality by which you're working.Parker Lee:Completely right. I just did a post. I'm working in our Work Forward site on writing an article about working remotely and the barriers and the challenges and how to overcome those and get there. It takes a different way of working.Paul Estes:Yeah, and we'll make, we’ll post that in the show notes. Tell me a little bit about the Work Forward Summit.Parker Lee:It came from an... I met with Jim Kalbach from MURAL. We were having a beer in New York about a year ago. I said, "I'm so tired of people talking about the future of work because the future can be achieved right now. It's not about the let's look way out there and maybe we'll get there, or what new shiny little toys are there. It's about taking advantage of all the different tools, and approaches, and resources, and time-shifting, et cetera that exist today."The other thing that I brought up is that you talk with any company, you bring up Microsoft. They say, "The future of work is Teams, and is Surface Hubs, and are in our SharePoint platform." Okay, you're smart. Then MURAL would say, "Well, it's asynchronous, synchronous creative platforms that are in the cloud." Steelcase would say, "You have to have the right physical situation." WeWork says, "Well, it's being able to be flexible and get in when you want. Sometimes together and sometimes apart." You're all pretty children. The answer is it's all of that.Paul Estes:That's right.Parker Lee:That's when we said, "Okay, so how do we tackle that and talk about it?" I said, "Well, Jim, let's bring together a group of smart people that can go through a day of trying to articulate: So what are we talking about here? What does it look like? How might we address it? And how do we maybe create the tools or the ways people can become and activate the conversation at their own organizations for what they might do about it?" That was the genesis of the Work Forward Summit. We held it last... I think it was in October. And came out with, "What does work look like? What are the work activities? What is it today? What can it be? And then what can we do about it to try to make it better?"We now have a site and we're trying to, quote, "build a movement." The people that all showed up, we finished the summit and said, "What's next? What do we do?" They all said, "There's a 'there' there. This is big. We're signing up for being a part of the founders of the movement. Let's make this thing viral and go." So there's a Work Forward site now. Go to workforward.co. That's where it is.We're just starting. I, we, Territory doesn't plan on doing all the work. It is people. Sign up on a Slack channel. We're trying to get new events, and create assessments, and build other tools, and have further delineation of what does Work Forward look like. I'm really excited about it, obviously. You can tell that, right?Paul Estes:I can.Parker Lee:Yeah. But I think there's something there for us because it is making the business of work better. That's what it is. It's not that there's a single answer. You have a passion about the gig economy, which is part of working forward, but it's the sole answer. It's a critical answer, but it's not the only part. We all have a place to play in this.Paul Estes:That's one of the things that I've liked about your work is bringing together both the physical, and the remote, and the various technologies that are all trying to give a value proposition. I like to say often the future of work is here. It's just not evenly distributed. That's how I think about it. Because I run into people that are way ahead of me, and then I run into people that are way behind me, and then I run into a lot of people who are kind of in the same ballpark that I'm in as it relates to adopting technology and really pushing against the standard ways that work gets done.Parker, thank you so much for taking time to chat with me today. If somebody wants to learn more about you, The Art of Opportunity, Work Forward, or anything else at Territory, what's the best way to get in touch?Parker Lee:We have a contact form on the Work Forward site, on Territory's site. Reach out to me on LinkedIn. Any of those would be great.Paul Estes:Sounds great. We'll keep all that information in the show notes. Thanks again.Parker Lee:It's been great. I appreciate your candor, your honesty, and your curiosity. Keep doing the work that you're doing.Paul Estes:I'm your host, Paul Estes. Thank you for listening to The Talent Economy Podcast. Learn more about the future of work and the transformation of the staffing industry from those leading the conversation at staffing.com, where you can hear from experts, sign up for our weekly newsletter, and get access to the best industry research on the future of staffing. If you've enjoyed the conversation, we'd appreciate you rating us on iTunes or wherever you get your podcasts, or just tell a friend about the show. Be sure to tune in next week for another episode of the Talent Economy. See acast.com/privacy for privacy and opt-out information.

Benjamin Perrin est copywriter freelance et le créateur de la newsletter Plumes With Attitude, dédiée à l'écriture et au fait de vivre de sa plume. Retrouve tout mon contenu dans ma newsletter Dans cet épisode, on parle de l'importance de l'écriture et la création de contenu quand on est indépendant, des différentes manières de se démarquer, notamment sur des secteurs de plus en plus concurrentiels comme la rédaction mais aussi de l'évolution de nos activités de freelance pour faire la transition de la "talent economy" vers la "passion economy". Retrouvez Benjamin sur Twitter et LinkedIn -- Si tu apprécies le podcast, ce qui m'aide le plus pour le porter aux oreilles d'un maximum de freelances c'est que tu prennes 10 petites secondes pour me laisser une note sur Apple Podcast ou sur Itunes. N'hésites surtout pas aussi à : 

The Talent Economy and the Benefits of Hiring FreelancersTechnology is moving faster than it ever has before—and as slow as it ever will again.Technology makes productivity essentially limitless. The ability to access global talent and hire skilled freelancers means that there are no restrictions around what work can get done, and when.In this episode, I talk with Cara Bedford, director of marketing at CompuVision, who is also the managing editor of Disruption Magazine and the product owner of Taskify. With all of this on her plate, Cara manages hundreds of projects at a time—all of which are successfully completed through the help of freelancers.Over the last few years, Cara unwillingly shifted away from working with agencies to hiring freelancers, which ended up being the best change she could imagine. In our conversation, Cara shares her early experiences with the talent economy, how to hire a freelancer, and what lessons she’s learned through trial and error. Cara also offers advice about key characteristics to look for to find the best freelancer available.Get ready to learn from Cara about the benefits of hiring freelancers and her best practices in finding the best talent for the job.Some questions I ask:How did you get started in marketing?What did you learn from working with a freelancer who failed to meet expectations?Why isn’t bidding for work the best practice?In this episode, you will learn:Why Cara will always choose to hire on-demand experts instead of local agencies.About Cara’s early experiences working with freelancers.How to find and hire freelancers for your company.What to expect when hiring your first freelancer.How freelancers function like mini-agencies.What qualities to look for in a freelancer.Connect with Cara Bedford:LinkedInTwitterCompuVisionResources:Bold by Peter DiamandisDisruption MagazineTaskify See acast.com/privacy for privacy and opt-out information.

Talent Economy with Jonny Dunning: Show NotesJumping into the talent economy can definitely feel like a daunting step. There’s a stigma around leaving a cushy full-time corporate job to jump into the uncertainty of the freelance world.Look at it this way: You don’t know what you’re missing until you give it a shot.With the explosion of freelance workers and the imminent decline of full-time work, nothing is really as “secure” as it seems. At this point, it’s just as risky to stay in a full-time corporate job as it is to freelance.In this episode, I talk with Jonny Dunning, the founder and CEO of the on-demand workforce management system Talon. This talent management platform helps freelancers live up to their fullest potential while helping companies find the experts they need to survive and thrive in the changing world.Jonny and I talk about the risks and rewards that come with diving into the freelance lifestyle, how companies utilize on-demand workers, and what the future of freelancing with these on-demand talent platforms looks like. Throughout our conversation, Jonny shares insights into why more and more companies are shifting away from using staffing firms to hire talent, how a workforce management system benefits the freelancer and the company, and how the future of work affects every generation of workers differently.Get ready to learn about the shifting nature of work and figure out if it’s the right time for you to dive into the talent economy.Some questions I ask:How did you make the decision to leave college and start traveling?How did you get your job at Jobsite?Have you seen a change in the way that people are looking at working?How do you help companies navigate their need for faster access to talent?What led you to found Talon?What’s the difference between freelancing and staffing programs?What do the next five years look like for Talon?In this episode, you will learn:Why it’s important to buck the trend and test your limits once in a while.How the shift to on-demand work spans generations.How global workforces like Toptal integrate with staffing companies and freelance management systems.Why companies are now shifting to hire talent based on quality rather than cost.How the job board markets and on-demand talent economy are evolving in similar ways.Connect with Jonny Dunning:LinkedInTalonResources:CWS SummitTrance by Adam SouthwardAbout The Talent Economy Podcast:Companies today face a global war for talent. Highly skilled on-demand talent demand flexibility around the way they work and live. This future of work podcast brings together thought leaders, staffing experts, and top freelancers to talk about the evolving nature of work, the future of freelancers, and how companies can navigate these changes to remain competitive, drive innovation, and ensure success. See acast.com/privacy for privacy and opt-out information.

In February 2015, Roger L. Martin joined us to talk about innovation, incentive, and inspiration. This is the stuff that drives teams to face the most complex, stubborn challenges with surprising and creative solutions.That episode quickly cemented itself as one of our most listened-to episodes in the nine years that we have been producing this show. Roger effortlessly demonstrates the kind of approach to change that has become foundational to our work at Teibel Ed. We're not solving problems, we’re navigating uncertainty.In his time as Dean of the Rotman School at the University of Toronto, he managed to enroll his best educators to help him solve a seemingly intractable recruiting challenge. The story he tells of this experience is at once bold and charming, and it carries our central message this week: what does it mean to be part of the solution, not part of the problem?Professor Martin's work in Harvard Business Review, "The Rise — and Likely Fall — of the Talent Economy," lays out the case for the disconnect of high salaries to performance in knowledge work. But can the same case be made for the impact of significant financial goals on cultivating our best creative solutions from our most engaged and willing teams?From Howard Teibel's work with institutions in administrative and academic reviews and Professor Martin's work as an academic and business leader comes a conversation that addresses the competencies of our teams, inspiring our best players to do their best work in the face of the significant challenges before them.Links & NotesRoger L. Martin — rogerlmartin.com@RogerLMartin — Twitter"The Rise (and Likely Fall) of the Talent Economy" — hbr.org"What Threatens the Talent Economy" — Innovation HubAbout Roger L. MartinProfessor Roger Martin is a writer, strategy advisor and currently #1 ranked management thinker in the world. He is the former Dean and Institute Director of the Martin Prosperity Institute at the Rotman School of Management at the University of Toronto in Canada.

How can learning leaders stay on top of everything they need to succeed today and tomorrow? I discussed that question in depth with Sarah Kimmel, VP of Research for Human Capital Media, a division of MediaTec Publishing, which publishes Chief Learning Officer, Talent Economy, and Workforce magazines. Sarah was the lead researcher on an unprecedented report called "The Role of CLO: What's next?" Even our talent champions in HR without direct responsibilities for learning will want to hear Sarah's great insights.

Mike Prokopeak is vice president and editor in chief for Human Capital Media (HCM), an integrated information services and market-intelligence company focused on the business of human capital management and workforce development. In his role, he leads a team to create content for the award-winning Chief Learning Officer, Talent Economy, and Workforce magazines and their associated digital media and events. And most recently, he is the proud co-host of a recently launched podcast, the CLO Breakfast Club. In this episode of the Leading Learning podcast, Jeff talks with Mike about the evolution of the Chief Learning Officer role, how CLO’s can effectively position themselves for success, and how leaders of market-facing learning businesses may be able to partner with their corporate counterparts. Full show notes available at https://www.leadinglearning.com/episode158.  Our sponsor this quarter is ReviewMyLMS, a collaboration between our company, Tagoras, and 100Reviews, the company that is behind the very successful ReviewMyAMS site. As the name suggests, ReviewMyLMS is a site where users can share and access reviews of learning management systems, and the focus is specifically on systems that are a good fit for learning businesses, meaning organizations that market and sell lifelong learning. Contribute a review and you get access to all existing and future reviews—there are already more than 100 on the site. And, if you don’t have a review to contribute, there is also a subscription option. For details, check out reviewmylms.com

Sue Bethanis hosts Dr. Martin Lanik, author of the business bestseller The Leader Habit: Master the Skills You Need to Lead–in Just Minutes a Day and CEO of Pinsight. His habit-forming career development solutions focus on 5-minute practice sessions woven throughout the day. Martin’s research-based formula has helped thousands of executives achieve the results they want. More than 100 companies – including AIG and CenturyLink – have implemented his programs, which received awards from Chief Learning Officer and Brandon Hall. Martin’s work has been featured in Forbes, Fast Company, Chief Learning Officer, Talent Economy, and Monster.com. Martin has contributed articles to outlets like Chief Executive, Business Management Daily, HR People + Strategy, and HR.com. Martin and Sue will discuss: -How leadership is a series of habits -How to master the skills you need to lead -How to focus on developing one skill at a time -How to encourage new skills in others

In February 2015, Roger L. Martin joined as a guest to talk about innovation, incentive, and inspiration that drives creative solutions to complexity. In 2017, Roger was named the world's #1 management thinker by Thinkers50, a biannual ranking of the most influential global business thinkers. This episode quickly cemented itself as one of our most listened-to episode in the eight years that we have been producing this show. Roger effortlessly demonstrates the kind of approach to change that has become foundational to our work at Teibel Ed. We're not solving problems, we're navigating accelerating change and uncertainty. Just wait to hear Roger's approach to faculty pay as Dean of the Rotman School at University of Toronto and enrolling his best educators to help him solve a seemingly intractable recruiting challenge.   “In tasks of the mind, monetary incentives don't improve performance.” So says today's guest Roger L. Martin, and in doing so he provides the foundation for our conversation on the role of incentives in delivering powerful creative solutions to our institutions' most challenging problems. Much of the work we do in facing the new normal in higher ed involves financial objectives. Shared services? Tenure? Consolidation? Program expansions or cuts? Whether you're in senior administration, staff, or academics, you're likely addressing these challenges (and more) through the lens of a financial goal. Professor Martin's latest work in Harvard Business Review, "The Rise — and Likely Fall — of the Talent Economy," lays out the case for the disconnect of high salaries to performance in knowledge work. But can the same case be made for the impact of significant financial goals on cultivating our best creative solutions from our teams? From Howard Teibel's work with institutions in administrative and academic reviews, and Professor Martin's work as an academic and business leader, comes a conversation that addresses the competencies of our teams, and inspiring our best players to do their best work in the face of great challenge before them.

The C-Suite holds the keys to changing the relationship between HR and every member of the company’s workforce. Digital transformation alone will not change perceptions of HR, says Dr. Patti Fletcher.

Hello, everyone, this is the Leadership with Heart podcast and this is Heather Younger, your host with our first episode. So, why did I decide to do a weekly podcast? Why did I call it Leadership with Heart? Why should anyone listen in? My why for rolling out this podcast has a lot to do with my why for the work that I do and how I interact with those around me. I believe everyone’s voice is important. I believe that when people are able to express their true selves, they will change their organizations and their lives for the better. I enjoy helping people find their true voice by asking the right questions, being intuitive, and guiding them to their truth. I just happen to be an employee engagement and leadership strategist. This podcast is just another way to reveal the voices of employees and leaders around the world and help us all find our truth in what we hear. My wish is that everyone listening will take away just one thing they can do as leaders to improve the lives of those they lead. Most of the time I will have a leader on that I have handpicked or has come to me from a referral. Other times, it may be just me sharing a new insight with you or I might bring on a frontline employee to talk about the impact a leader with heart had on them. I named this podcast Leader with Heart because leaders are the one that predominantly drive employee experience, engagement, and loyalty. Those leaders who purposely exercise their power to be more emotionally intelligent in their communications and interactions show much more heart in the process. This display of heart keeps their team members and coworkers bonded to them and drives increased employee engagement loyalty. Leaders with heart are more endearing to those around them. When this type of leader is on a path, others naturally want to follow. Let me give you a couple examples. The first one is about the best boss I ever had; the second is an exchange I had with a team member. In my role as a leader in a particular organization, the person I reported to was a leader with heart. He happened to have a lot of emotional and social intelligence. This did not mean he never disagreed with me or didn’t occasionally caution me when I might be going down the wrong road, or even maybe slap my hand when he needed to. What it did mean is that he was very aware of my mental state and showed a great amount of empathy and compassion. He was interested in growing me as a leader, which was evidenced in him providing the opportunities to shine and to learn new skills. He listened very well to every story I had to tell. He would take the time and just be with me and not for any particular agenda or for any particular reason. I recall how he would just stop by my office and chat. In short, he made me feel important. I would have gone to war for him. He was the best boss I ever had. So, some years back I was interviewing a prospective employee and I had a team member in the room with me. And the prospective employee asked my team member, “What’s so great about your team? Why should I join your team in particular?” So, I was kind of impressed by the question and I was a little nervous about what my team member might say. So, he paused for a minute and it seemed like it was forever. And he looked up and he said, “This lady, right here,” and I looked behind me and I almost fell off my chair and said, “What?” And he says, “Yes, you, and let me tell you why. Before she came, no one would stop by and say hello to us. No one would ever ask us what it was we needed to make our jobs easier. No one really took the time to just see how things were going. We were like numbers in a distant universe. But then when she came along, she immediately began to set up one-on-one conversations with us, weekly. She would ask us what we were doing and what she could do to remove any barriers in our way, she even tried to grow us and help us move along in our career path. She really just showed that she cared.” Okay, I have to say, after I heard all of this I was humbled, I was shocked, but I do have to say that I thought about everything I’d done over the years to become that better leader and it prepared me to receive the message I was hearing right at that particular time. Do you notice he didn’t mention anything about money or perks or anything that cost a thing? He didn’t. And it was because employee experience is significantly more about emotions than anything else and those leaders who drive those positive emotions are the ones who are able to engage their people more and this story exhibits that. So, these are the types of stories I will uncover in this podcast and I will bring them to you. They will both teach us and inspire us. Let’s have some fun. About Your Host Heather R. Younger, J.D., is the founder and CEO of Customer Fanatix. Her organization’s mission is to inspire and train leaders to put their culture and employees first. This includes leadership development training, coaching and facilitation, employee focus group moderation, and consulting with organizations on strategies to improve employee engagement. Heather is an active member of the organizational development community. She is a member of the Society for Human Resources Management, a DISC® certified trainer and coach, a contributing author for Talent Economy’s Talent Influencer Network, and she has a law degree from the University of Colorado at Boulder School of Law.

Veterans are not a problem needing to be solved. Veterans are the solution to employers’ problems. Companies will only truly understand this if they take the proper and necessary time to research their target audience. This may require going outside of the corporate walls to learn what drives Post 9/11 Veterans. If employers’ do not do this properly, well then, they are wasting the veteran’s time with recruitment efforts and within 18 months most likely the veteran will find another job anyway. Employers need to first establish ‘the why ‘to their marketing strategy. Why do they want to hire veterans? This is vital to properly executing any sort of recruitment plan that will bear fruit. Carin R. Sendra, USAF Post 9/11 Veteran. A veteran and former Department of Defense contractor, Carin R. Sendra is an enthusiastic writer and supporter of the military community. Her passions include discussing those topics that may get overlooked on veteran challenges. Carin writes thoughtful and informative material through her Ph.D. dissertation work; ‘Veteran turnover intention in the workplace’ as well as contributed to the following; Work of Honor, Veterans Voices Magazine, The Talent Economy, GotUrSix Radio, KSON Employment after Deployment and BRAVE radio. Her current endeavors include volunteering as a board member with a new nonprofit called VETFILMS.org which encourages therapeutic expression through screenplays and acting in veteran made films. Carin advocates authenticity in leadership and encourages veterans to assess their worth when moving into job opportunities post service. Veterans should not be discouraged if assessed as a poor fit within an organization-they should only seek an organization which appreciates them as they are. Further Insight: Connect here: www.linkedin.com/in/carin-r-sendra Website: www.vetfilms.org

Welcome to the Talent Economy—a 21st century economy characterized by unprecedented innovation, connectivity, disruption, and opportunity. Unfortunately, the positive attributes of this economy have been largely overshadowed thus far. With job satisfaction declining across three decades, employee turnover costing organizations billions, profitability shrinking, and millions of Boomers retiring, the impetus to close the widening gap between talent-development practices and business impact has never been greater.  For too long, we’ve just assumed there is no other way. But Sarah Sladek proves there is another way. Drawing from documented workforce and talent-development research, as well as her own ongoing study of generational impacts, her presentation cites numerous examples of organizations that have been capable of engaging employees in this era of disruption—what they did, why it worked, and how it’s made a difference to the organizations’ outlook and bottom line. Sladek proves that it’s possible to create an organization designed to engage talent, and she provides audiences with the guidance to do it. About the Author Sarah Sladek was leading the charge for organizations and companies to adapt to younger generations long before anybody else. Concerned about declining engagement in our nation’s membership associations, non-profits, and workplaces, Sarah Sladek founded XYZ University in 2002 and her fifth book, Talent Generation, will be published this year. https://www.xyzuniversity.com/talentgen Association Chat (est. 2009) is an online community and weekly chat that takes place on Tuesdays at 2pm ET on https://www.crowdcast.io/kikilitalien. You can connect with the association community throughout the week on Twitter using the hashtag #assnchat or through the Facebook Group.   Find out more about Association Chat at http://associationchat.com/. (*"Cheekily" hashtagged from the beginning! #assnchat – yes, we know what it looks like and no, we aren't changing it.*)   KiKi L'Italien serves as host for the chat with regular guests and quarterly live events along with creative collaborations with industry thought leaders. Where to Subscribe/Get Involved/Learn More Website: http://associationchat.com/ Facebook Group (private): https://www.facebook.com/groups/AssociationChat/ YouTube: https://youtu.be/RWiKUrUWxcg iTunes: https://itunes.apple.com/us/podcast/association-chat-podcast/id1221431539   Google Play: http://bit.ly/googleassnchat Stitcher: http://www.stitcher.com/podcast/association-chat-podcast Soundcloud: https://soundcloud.com/kiki-litalien Watch Live: https://www.crowdcast.io/kikilitalien Vimeo: https://vimeo.com/amplifiedgrowth

“In tasks of the mind, monetary incentives don't improve performance.” So says today's guest Roger L. Martin, and in doing so he provides the foundation for our conversation on the role of incentives in delivering powerful creative solutions to our institutions' most challenging problems. Much of the work we do in facing the new normal in higher ed involves financial objectives. Shared services? Tenure? Consolidation? Program expansions or cuts? Whether you're in senior administration, staff, or academics, you're likely addressing these challenges (and more) through the lens of a financial goal. Professor Martin's latest work in Harvard Business Review, "The Rise — and Likely Fall — of the Talent Economy," lays out the case for the disconnect of high salaries to performance in knowledge work. But can the same case be made for the impact of significant financial goals on cultivating our best creative solutions from our teams? From Howard Teibel's work with institutions in administrative and academic reviews, and Professor Martin's work as an academic and business leader, comes a conversation that addresses the competencies of our teams, and inspiring our best players to do their best work in the face of great challenge before them.

Roger Martin, former dean of the Rotman School of Management, on why talent's powerful economic position is unsustainable.​