Podcast appearances and mentions of thomas malone

MIT Professor Thomas Malone sits down with Kara Miller for a discussion about the intersections of business and computer science. Find a full transcript of this podcast and more at cap.csail.mit.edu

In this Real Estate News Brief for the week ending January 1st, 2022... investor hot spots for single-family homes, insurance premium price hikes, and Zillow's list of most popular search areas.Hi, I'm Kathy Fettke and this is Real Estate News for Investors. If you like our podcast, please subscribe and leave us a review. Economic NewsWe begin with economic news from the last week of 2021. The year closed with fewer people asking for unemployment benefits. Initial jobless claims were down to 198,000, which is close to a 50-year low. Continuing claims also dropped. Government figures show they were down by about 140,000 to 1.72 million people. The numbers reflect a labor shortage and companies that are not eager to lay anyone off because it might be difficult to replace them. According to MarketWatch, economists are predicting the labor shortage will continue in 2022, but will not be so pronounced. (1)Pending home sales for November were down for a third month in a row. The National Association of Realtors says they were down 2.2% from October. That's more than the .8% drop in pending home sales that MarketWatch had forecast. On a year-over-year basis, they were down 2.7%. NAR'S chief economist, Lawrence Yun, blames the dip on a tight supply of homes which continues to push home prices higher. He also expects to see higher inventory levels in 2022 which will help slow the price growth. (2)The latest report from the S&P CoreLogic Case-Shiller 20-city price index shows an 18.4% year-over-year gain in home prices for October. The national index shows a 19.1% annual gain. Both are slightly “lower” than they were in September. But some cities are showing extremely strong price growth, such as Phoenix. Year-over-year home price growth there is 32.3%. Tampa and Miami are also very high due to the strong housing market in Florida. (3)Mortgage RatesMortgage rates moved slightly higher, but the average 30-year fixed-rate mortgage is still hovering slightly above the 3% level. Freddie Mac says it rose 6 basis points last week to 3.11%. The 15-year was up 3 points to 2.33%. (4) Freddie Mac's chief economist, Sam Khater, says: “Mortgage rates have been effectively moving sideways despite the increase in new Covid cases.” (5)In other news making headlines…Investors Want Single-Family HomesThe buying spree continues among investors who are snapping up single-family homes, and it's not just the more affordable areas they are interested in. According to CoreLogic, California is experiencing a rebound in single-family homes that are purchased by investors. (6)CoreLogic economist, Thomas Malone, says: “After a decade of moving away, investors are coming back to California.” He says: “The California rise is likely due to large investors, who seem less deterred by the high prices found in the area.”Those California metros include the Silicon Valley region and San Francisco in the North, and the Los Angeles area and the counties of Riverside and San Bernardino in the South. Other metros attracting investors are Atlanta, Phoenix, and the McAllen-Edinburg-Mission region of Texas down near the Southern tip of the state. Las Vegas, El Paso, Memphis and Salt Lake City are also attracting a large share of investors.Insurance Premiums Are ClimbingThe cost of homebuilding materials and climate change risks are turning into higher insurance premiums, and that's giving some property owners sticker shock. The Insurance Information Institute says that premiums are up about 4%, with an average annual premium of $1,400. Realtor.com reports a warning from insurance companies, that premiums will be going even higher. (7)Realtor.com says the cost of rebuilding a home is going up because of higher prices for building materials in general. But, it says, homeowners with the biggest increases are those in disaster-prone areas. Chief economist of the National Association of Home Builders, Robert Dietz, says that building material prices are pushed higher after a natural disaster for six to nine months, while people are, of course, scrambling to rebuild their homes.Most Searched for Real Estate in 2021 The rise of remote work has put a popular vacation area in the spotlight. According to page views on Zillow, South Lake Tahoe was the most popular city last year. Zillow says it catapulted into the number one position because of a high number of page views for each listing – about 5,500! (8)Calabasas in the Los Angeles area ranked as the most popular small town. But it isn't your typical small town. Calabasas is known for having many celebrity residents with homes that are valued at an average of $1.5 million. California's Big Bear Lake also attracted a lot of page views, which Zillow ranked as the most popular vacation town. Other hot spots include Newport, Oregon as the most popular beach town; Tempe, Arizona as the most popular college town; and Lavallette, New Jersey, as the most popular retirement community.That's it for today. Check the show notes for links. And please remember to hit the subscribe button, and leave a review! You can also join RealWealth for free at newsforinvestors.com. As a member, you have access to the Investor Portal where you can view sample property pro formas and connect with our network of resources, including experienced investment counselors, property teams, lenders, 1031 exchange facilitators, attorneys, CPAs and more.Thanks for listening. I'm Kathy Fettke.Links:1 -https://www.marketwatch.com/story/jobless-claims-drop-to-198-000-and-stick-near-52-year-low-amid-labor-shortage-11640871335?mod=economic-report2 -https://www.marketwatch.com/story/pending-home-sales-slide-as-buyers-grow-more-cautious-11640790608?mod=economic-report3 -https://www.marketwatch.com/story/the-pace-of-home-price-growth-is-slowing-but-buyers-arent-catching-a-break-11640700715?mod=economic-report4 -http://www.freddiemac.com/pmms/5 -https://magazine.realtor/daily-news/2021/12/30/year-end-mortgage-rates-at-3116 -https://magazine.realtor/daily-news/2021/12/27/investors-continue-buying-sprees7 -https://magazine.realtor/daily-news/2021/12/28/homeowners-experience-sticker-shock-on-insurance-premiums8 -https://www.zillow.com/research/tahoe-zillow-most-popular-2021-30479/

In this Real Estate News Brief for the week ending December 4th, 2021... the $2 trillion real estate milestone, the homebuyer's search for suburban homes, and the brick-and-mortar store comeback.Hi, I'm Kathy Fettke and this is Real Estate News for Investors. If you like our podcast, please subscribe and leave us a review.Economic NewsWe begin with economic news from this past week. Pending home sales surged higher in October. The National Association of Realtors says they were up 7.5%. That's substantially higher than the .7% predicted by MarketWatch economists. Contract signings were higher in all four U.S. regions, but the Midwest had the biggest gain of 11.8%. (1) Home price growth has cooled off a bit. The S&P CoreLogic Case-Shiller 20-city price index shows a 19.1% year-over-year gain in September. That's a half a percent lower than it was in August, which is not much of a decline. Craig Lazzara of the S&P DJI says that housing prices continue to show remarkable strength. He describes the change of pace as “deceleration.” (2)The weekly unemployment report shows that initial claims jumped back above the 200,000 mark. Just two weeks ago, the number of applications hit a 52-year low of 194,000. It could be that some people decided to wait until after Thanksgiving to file for their benefits. (3) The U.S. jobless rate has fallen again, from 4.6% to 4.2%. MarketWatch reports that almost 600,000 people rejoined the workforce in November, and the participation rate of 61.8% is now the highest it's been since the beginning of the pandemic. (4)If we look at job growth for the construction industry, builders added 31,000 positions last month. Specialty contractors created the most with 13,000 new positions. Civil and heavy engineering accounted for the rest. First American economist Odeta Kushi says: “It was a strong month for construction.” (5)Mortgage RatesMortgage rates didn't move much this last week. Freddie Mac says the 30-year fixed-rate mortgage was up just 1 basis point, to 3.11%. The 15-year was down 3 basis points, to 2.39%. (6)In other news making headlines…$2 Trillion in Real Estate Deals for 2021?Real estate transactions could hit a huge milestone this year. CoreLogic says they topped $600 billion in the second quarter. That's after $750 billion in transactions for the first quarter. Researchers say if the trend continues, we'll hit the $2 trillion mark by the end of the year. (7)CoreLogic economist, Thomas Malone, says it's a combination of high home prices and the migration to bigger homes in more expensive areas. He says: “The value of transactions has skyrocketed despite sales volumes continuing a relatively normal growth trend.”The report also shows that if you look at the last four quarters from the second half of 2020 to the first half of 2021, real estate transactions have already hit the $2 trillion mark. CoreLogic says the total value for that time period was $2.25 trillion.Suburbs Are Not Losing Their AppealThe desire for a home in the suburbs is still going strong, even as many people return to the cities. Realtor.com says that 62% of the online home views in September were for suburban homes while the other 38% were for urban areas. (8)Realtor.com's chief economist, Danielle Hale, says the pre-pandemic suburban vs. city dynamic is changing because of remote work options and high rents in the city. She says: “The price premium is shrinking between notoriously expensive urban housing and suburban for-sale homes, typically known for more bargains.” Inventory levels also reveal the difference. They were down 13% annually in September for suburban areas and only 8% for cities.More Stores Opening Than ClosingE-commerce may have disrupted the retail environment and put a lot of brick-and-mortar stores out of business. But now, the opposite appears to be happening. According to a new analysis by the IHL Group, there are more store openings than closures for the first time in four years. And many of those new openings are due to e-commerce websites wanting a brick-and-mortar presence. (9)As reported by the Wall Street Journal, Levi Strauss is one example. The clothing company plans to open 100 U.S. stores over the next five years. Dick's Sporting Goods is another example, with plans to open more than 800 stores under several brand names. And of course, there's e-commerce giant Amazon which is planning to open its own department stores.For 2021, IHL expects that 4,361 more stores will have opened than were shut down.That's it for today. Check the show notes for links. And please remember to hit the subscribe button, and leave a review!You can also join RealWealth for free at newsforinvestors.com. As a member, you have access to the Investor Portal where you can view sample property pro-formas and connect with our network of resources, including experienced investment counselors, property teams, lenders, 1031 exchange facilitators, attorneys, CPAs and more.Thanks for listening. I'm Kathy Fettke.Links:1 -https://www.marketwatch.com/story/pending-home-sales-surge-higher-in-october-will-the-new-covid-variant-trip-up-the-real-estate-market-11638198301?mod=economy-politics2 -https://www.marketwatch.com/story/home-price-growth-slows-even-as-the-cost-to-buy-continues-to-hit-records-11638281060?mod=economy-politics3 -https://www.marketwatch.com/story/jobless-claims-climb-28-000-to-222-000-in-thanksgiving-week-11638452207?mod=economy-politics4 -https://www.marketwatch.com/story/coming-up-u-s-jobs-report-for-november-11638537320?mod=economy-politics5 -https://www.housingwire.com/articles/residential-construction-jobs-slowly-return/6 -http://www.freddiemac.com/pmms/7 -https://www.corelogic.com/intelligence/2021-is-on-pace-to-be-the-first-multi-trillion-dollar-real-estate-market/8 -https://magazine.realtor/daily-news/2021/11/29/suburbs-remain-popular-even-as-cities-stage-comeback9 -https://magazine.realtor/daily-news/2021/11/29/first-time-in-4-years-more-store-openings-than-closures

On July 1st, Virginia makes history as the first southern state to legalize recreational marijuana. In this episode I had the pleasure to discuss the business aspect of what these new changes mean. As a tragic result of the war on drugs, countless numbers of people have been incarcerated and labeled as felons for the non-violent crime of possessing of marijuana as an illicit substance. Thomas Malone, GMU undergrad Alum & UVA Law Alumni, Founder of Arena Group, shares some great information and resources on how we can help these people get their lives back. Arena group is also an excellent medium for budding cannabis businesses. Janay Brown is a self made business woman located in Suffolk, Virginia. She is the hands on Owner of the Hemp and Fruit based rolling paper company, Growf. I had the pleasure of sitting down with her to record an interview for the "Love to Legalize it!" minisode of Love Letters To Virginia Podcast. As a Northern Virginia native, Janay truly knows the meaning of diversity and inclusivity and has grand designs for her brand and business rolling forward July 1st. Watch the full interview to hear more from this lovely, passionate and savvy young entrepreneur and don't forget to Follow and subscribe to Love Letters to Virginia Podcast on your preferred platform! Link to Growf: https://www.truegrowf.com/shop-1 Link to Arena Group VA: https://www.arenagroupva.com/ Link to Love Letters to Virginia Podcast Website: https://www.loveletterstovirginia.com/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/loveletterstovirginia/message Support this podcast: https://anchor.fm/loveletterstovirginia/support

Sponsored by the IAFF Financial Corporation | www.iaff-fc.com In 1978, fire fighters in Memphis were one of several groups of fire fighters across the country to go on strike in protest of the way they were being treated by their cities. IAFF 14th District Vice President Danny Todd and Memphis Fire Fighters Local 1784 President Thomas Malone tell the story of the conditions leading up to the strike, the obstacles they faced on the job and how fire fighters in Memphis reached their boiling points and walked off the job twice in the summer of 1978.

Govert Van Sandwijk is the Managing Partner of Time to Grow Global. He is the Best Selling Author of The Power of Professional Closeness and a Global Leadership Development Coach. In this episode you will learn from Govert: What is Professional Closeness How to Listen to your prehistoric radar Understanding trigger points and how the different parts of the brain work together Why listening to your gut feel is so important. Govert's top leadership hacks Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Join our Leadership Hacker Tribe and connect with us: Twitter Instagram Facebook LinkedIn (Steve) LinkedIn (The Leadership Hacker) Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Find our more from Govert Van Sandwijk Govert Van Sandwijk – LinkedIn The Power of Professional Closeness – Book Time to Grow Global Website Click below for the full transcript   ----more----   Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you. On today's show, we have Govert Van Sandwijk. He is the managing partner of Time to Grow Global. He is also the author of The Power of Professional Closeness, before we get to speak with Govert. It is The Leadership Hacker News.   The Leadership Hacker News Steve Rush: We reported on the last show that folk were using toilet roll to increase the fun factor in the face of adversity. That is no different this week, David Faulkner, who's a florist from Blossom's events in Truman, Arkansas, has created bouquets of loo roll to put a smile on the face of his customers. These arrangements are in response to the limited supply caused by the global pandemic at the moment. David tells us each bouquet comes with a dozen deluxe toilet rolls, fully customizable. David told GMA, We just want to lighten the mood. Well, I say, good on you, David. In other news, researchers have shown that if we ask ourselves these six questions I am about to share with you, it will improve our self-care and self-care right now is incredibly important not only to us, but to those that we lead to, here is the six questions. Number 1. What am I grateful for today?   Number 2: Whom I am checking on, or connecting with today?   Number 3: What expectations of normal life, I am letting go today?   Number 4: Am I getting fresh air today?   Number 5: How I am moving my body or exercising today?   Number 6: What contribution am I making to others today?   Six great questions that will improve our self-care and as leader's resilience and well-being start with us engaging the body and the mind, the first step in clarity for leaders be the fittest leader you can be. That has been the Leadership Hacker News. If you have any news insights, let us know through our social media sites.   Start of Interview Steve Rush: I am joined today. By best-selling author of The Power of Professional Closeness. Founding Partner of Time To Go Global. Who has had assignments, in over 50 countries already. So truly is an international leadership development coach, Govert Van Sandwijk. Welcome to the show Govert. Govert Van Sandwijk: Nice to be here, Steve. It is a pleasure and an honour. Steve Rush: So you started your journey, not in a traditional business sense, but coming from a neurological background. You started your journey, right. As genius psychologist? So tell us how you ended up from genius psychologist to international leadership development coach. Govert Van Sandwijk: Okay, I will go further. Let's say the comeback journey and I can talk hours about this now. Actually, when I was just from university, the market for, you know, psychologists or this kind of background was really limited. Basically I found myself at the opportunity to have a job as a junior psychologist with the firm that was doing some work for the judiciary system. And basically, the task was to assess whether or not a suspected criminal was suffering of any kind of ontology, and basically, that was my first job out of the university. And one of the things actually, when I got into it is that I found it was super, super difficult to kind of maintain a more distant position in trying to do an assessment based on objective data and facts while all the time my gut was telling me something else. I kind of just started to become a little bit of a problem back then where I found and I really kind of got the meaning of it much later in my career. But at that moment I found, hey, there's so much going on emotionally with me when I do this work, but I'm not able to use these emotions and to use these feelings about what I'm seeing, what I'm observing, etc. Because I am always being told, you know, you have to maintain your distance. And this was basically the mantra as well that we learned in a UNI. Created kind of attention and a feeling where I thought I am not doing my job in the best possible way, and that led me to think, okay, then probably this is not for me, you know. I went on to the next job where essentially I stepped into the headhunters game, so to speak, where I could use my psychological knowledge. But I started to learn more about, let's say, a business context, which was a huge step for me. And also super interesting because as a recruiter or a headhunter back then, you have to learn a lot about a certain organization or a certain business in the shortest possible time. So you get to know a lot of different businesses and maybe on a pretty superficial level, but still you get to see in a lot of different kitchens, and basically that got me hooked, really hooked on, let's say, the organizational life and organizational practice as an area to work in. Steve Rush: There is a massive shift there isn't there between being in a psychological role where you're faced with lots of emotions that you haven't express? Conversely, then moving into a role where you reliant on that gut feel and using that intuition and emotion, can you recall a time where that really played out for you? Govert Van Sandwijk: Yeah, to be honest, I remember this very distinct moment and I was sitting in this…I think it was an old nunnery converted into a, you know, a place where they had young criminals, let's say between 18 and 22. It was not a prison, but it was somewhere in between, like a holding, and I was interviewing I was assessing this guy, and he must have been three years or four years younger than I was at back at that moment. The guy was suspected of pretty heinous things involving kids, and for me, this was kind of a turning point, and I was really young, to have kids myself. I just had father, my first daughter, well, first daughter, my daughter. But that moment for me, that really is the example where I felt I am really not able to do my job without properly listening to my emotions as well, and I felt at that moment, this is not the place for me, so I have to do something. So basically it was a fleeing of a certain situation that kind of let me start to look around me again, and then I ended up into the recruitment classic practice. But I wasn't that aware at that moment kind of the awareness about what was happening, that came much later. Steve Rush: When was it you found first relying on that kind of professional closeness that you've come to create as almost your own now? Govert Van Sandwijk: Yeah, that is a good question. The emotions, of course, you know, really working with the emotions that came actually in the job right after because, you know, you look at people's resumes. You look at their backgrounds. You talk to them and you know a lot about your client's context as well. Then there is only so far that you can really kind of tick boxes on. While a lot of it is also relying actually on all your senses in terms of yeah, will this person be a right fit for this context? So then, you need to start to sense and to listen to your emotions, which was completely different I would say from before when the mission was, you know, use all the instruments and then maybe afterwards try to listen to your emotions as well. But the awareness, the real awareness about this, actually I think that started to develop pretty late, actually, after I started my own firm, which was probably five or six years later when I was 32. In the meanwhile, I have progressed from this recruiting firm to a Consulting Company, where I was leading the assessment centre practice, and at some point, they asked me, hey, do you want to become partner with our firm? And that was for me to triggering moment to say, okay, if you guys think I can become a partner in this firm, maybe it's time for me to consider to become partner of my own firm. I am 32, so I am young enough. If it all blows up within a year, I will have a huge experience to learn from, and then I can just pick up where I left off and I will find a job. Basically, that never happens, and now we are, I think what it is, 18 years almost down the line. I am still super happy with that start back then, when I was 32. Steve Rush: And super busy, of course, if folk were listening around the whole concept of professional closeness, how would you describe that to somebody you would never really experienced? The whole philosophy of professional closeness before. Govert Van Sandwijk: For me, professional closeness, first of all, it is a sort of a concept, but it's also really a lot like a mind-set. The concept or the mind-set itself in terms of what it really is, for me still maturing, but what I think helps is by looking at the opposites, first of all, and this is a well describes concept, which is called professional distance. You know, doctors, lawyers, a lot of people in professional roles, they get this mantra of you need to stay objective, meaning don't let you let your emotions get the best of you, don't get drawn in. Don't feel basically I mean, to a certain extent, I can completely understand this, but my learning of these last 20 years is, is that your emotions. What you feel is not only making you able to connect better to the people around you and that you work with, but it also serves as a, let's say, a prehistoric radar for things that might be happening all around, but you're not yet 100 percent aware. So listening to these emotions, using them, and leveraging them in order for creating better workplace relationships, having a better sense of what is happening in your contexts. Yeah, for me it has become, let's say what I describe, the power of professional closeness and as a leader this starts with, let's say, really, really daring to start to listen to those emotions, but also start to show those emotions and opening up to the people that is closest around you. Steve Rush: I love the whole principle of prehistoric radar because we all have the same kind of brain that has evolved over the last fifty thousand years. Some parts of evolved a little more than others, right, but we this tool to use, don't we. How do you use the kind of psychology background to help you understand how different parts of the brainwork and how the decision-making process is impacted by that with your clients. Govert Van Sandwijk: Yeah, I love the question and to be honest, when I was studying psychology back, let's say this is over 25 years ago. So back then, when it came to neuroscience, neuroscience was much less evolved than it is right now. We didn't have that much less factual background on how the brain works and how that translates into behaviour and how psychology, which is, you know, the study of studying the mind, but not necessarily from a biological perspective. So how did came together, I think is only something that started to really, evolve over the last 10 years. To be honest, I started to read up on it a lot and started to become fascinated by the fact that now we start to understand our brain. A lot of those old school and old fashion psychological concepts start to make sense. Some others, you know. Absolutely not anymore, but nowadays, the knowledge we have is at the level that we can also use it to monitor our own behaviours, to use it in the boardroom, to use it when leading. I think, you know, having this background or having this knowledge, it is an obligation to spread that knowledge as well from a leadership perspective, when we are doing our type of work. Steve Rush: In your experience Govert, of working with executives and leaders, how much value would you put on them understanding their own behaviours from a neurological perspective? Govert Van Sandwijk: Yeah, I talk about this in the book quit a lot. I think for me it is a cornerstone that should be, you know, if that would be a university or a school of leadership, like like a proper MBA, something like that. Then I think neuroscience and what it means would be one of the cornerstones, because really understanding trigger points, the unconscious behaviours, the defensiveness, how the different parts of the brain work together and how this translates into your own behaviour. I think that is an invaluable insight for everybody useful to be honest. I think it is one of the most valuable lessons that you can learn and it helps, of course, also to understand what is it that I can actually try to steer and to control and what is it that I need to kind of monitor and to react to. Steve Rush: If I was a leader of a team or a line manager and I was really struggling to create that professional closeness, the, you know, getting that connectivity and understanding my team at a much deeper level. What, strategies would you share with me, that might be helpful to make that happen? Govert Van Sandwijk: Well, first of all, I think the first thing is the acknowledgement of saying, okay, if you are leading a team, let's say as a manager, you always have a responsibility or a mission or an assignment or a task. What I always think is the first thing is understand that your task, your mission or your assignment is not actually the mission itself, but it is making sure you create a team that is able to perform or delivered that mission. That is the first task, so it is all about human interactions and it is all about having everybody be at their best. Also working together towards that same mission. For you as a manager, your first responsibility should be looking at the people instead of looking at what is my mission. That is the first awareness I think needs to have before you can even start to think about developing anything that comes close to professional closeness. Second of all, I think once you have this awareness you need to start to be able to understand your own behaviour triggers or peculiarities in terms of your reactions. Once you understand that, I think the third thing is show the people around you who you really are. To kind of take off your office face or your mask and show the people around you who you really are, because once they start to see, you know, you as a human being instead of as a manager with an assignment and a role and a status, then you have the right starting point in place. Then afterwards, I think there is a lot of different things that you might be able to do, but that depends also on the context. So there's tons of strategies and tips, so it comes down to daring to be you in front of your team. Steve Rush: And I guess that also creates the more you give of yourself, the more people are likely to reciprocate, aren't they? Govert Van Sandwijk: Yeah, and that I think is the most important thing. It is really leading by example, you know, creating these conversations that have a certain depth and openness, which for me does not mean that you have to always be sharing your deepest secrets, but you have to be willing to share your real doubts about the things that you are doing and experiencing. And that can be about the professional context, but, you know, once you're in that place where you can really say, hey, you know, we are coming across this challenge and I've never done it. I am really unsure on how to attack this, so I need the help of all you guys. You know, once you are really, really kind of letting go of this idiotic idea that as a manager, you need to know everything. You need to have all the answers and you can start to work from that place. I think you already have made a big shift. Steve Rush: That sounds great, thank you Govert and in me, kind of get into a little bit more about you over the past few weeks and months. It is fair to say you have done quite a lot of research around the whole kind of getting smart people together. It is often referred to as collective intelligence, and you did some research that says really just getting smart people together is just not enough. What would be the reason for that? Govert Van Sandwijk: Yeah, this was something kind of struck me while I was doing the research on Book, and I was thinking, of course, you know. You know, what is the point of professional closeness in a business context? It is about creating a better atmosphere and also about creating better results for the company, right. I started to look into this concept of collective intelligence, and basically it says, first of all, if you have a bunch of really, really highly intelligent individuals and you put them into a room and they start to work together, this is not guaranteeing that you will have the most collectively intelligence team. And a collectively intelligent team is a team that is able to respond and react, and let's say be informed of all the challenges that they are facing. It is really the flexibility and the adaptiveness of the team to be functioning on a high performing level all the time, no method to call. What I found out actually is that there is three indicators being described as well in the book by Thomas Malone, which is called Super Minds. Number one, it is social perceptiveness, basically social perceptiveness and the ability of the members of the team or the members of the group to read the emotions of others that are in that team. So being aware of the emotions of others in the team while you are working and while you are working together, which is the first indicator, and so if that is not there or if that's, let's say not there enough. You will never be able to tap into all those highly intelligence people because it will be still a fragmented bunch of very smart people together. The second part is the degree of equality in participation, which basically comes down to if you have one or two people hogging the conversation all the time. This means that all the time, other people are basically not contributing to the conversation and not letting their brains work at the same problem as well, that was number two. Then number three, as I think is the most interesting one, and also from the perspective that we've just had, the International Women's Day, it is actually the number of women in the group.  It has been shown that the higher the number of women in the group, the higher its collective intelligence. To be honest, it is a bit of a combination of the first two factors, because women are a little bit more than men are generally more socially perceptive, and they are also less likely to harbour a conversation because they normally are already a little bit more about having everybody participate. I think it is very interesting if you look to these three points and you look, for instance, at your management team or your board. What is it that you see, how are we doing on those three indicators? Do we really see what is going on the faces of others? Do we monitor and do we see their emotions? Are we making sure that everybody has an equal say and that everybody is contributing? And in the end, are the women in the team, and of course, this is just the basic prerequisites. Well, it is a very, very strong starting point. Steve Rush: It is really interesting, actually, because in my experience of having led board facilitation exercises and activities and coached executive teams where I see more diverse boards, I, you know, diverse in sexual orientation, in gender, and in thinking actually, the less group think, you also get right. Govert Van Sandwijk: Yeah, the less group think, the more you need to really join forces and look at the situation at hand and trying to solve it in the optimal way, the best possible way given the circumstances, which is something else than letting your egos prevail, and I think that diversity in any sense will help a lot. Then again, diversity only is not enough, you have to also be willing as a leader to see, okay, are we using that diversity? You know. If it is still, you know, the most diverse group but it is only a couple of people who is doing the talking all the time. Then you are still stuck in not using everybody to their best. Steve Rush: You are right, and I think it's incumbent on us all as leaders however large or small our team is, is to just be aware and notice whether or not we have got full participation and unlocking that opportunity to have a broader conversations. Govert, at this point of the show, we can ask our guests to share some of their top leadership hacks, so what would be your top leadership hacks? You could share with our listeners. Govert Van Sandwijk: That is actually great timing for the question because the first one connects back to what we have been talking about just now. If you are a leader, a team leader or a CEO, it does not really matter. And you are leading your meeting or your bi weekly meeting and you're looking at the team and you're thinking somewhere in the back of your mind is this voice that is saying, hey, what a passive bunch. Once you hear this thought, you should be aware that probably you are doing too much talking. I have seen this over and over again. If you hear this, what a passive bunch in your minds, you need to sit down, zip it and really create space for others to start participating. That is for sure, my first act. Steve Rush: What would be your next hack? Govert Van Sandwijk: Yeah, the next one I would say it is actually connected to daring to listen to your gut feeling in a very literal sense. So let's say you're doing something and suddenly you start to get this turning feeling in your stomach and it makes you feel really, really uncomfortable, and your primary impulsive reaction would be I want to get rid of this discomfort. The heck I would say if you start to feel something like this. Train yourself to endure this discomfort, and to use this discomfort as an indicator. Of, hey, what is happening might be something new, so actually, it is super good because we want to innovate, so we are entering into a space that triggers me to become uncomfortable, but this is great because it really is an indicator that we are doing something new? But it can also be an indicator of that you are experiencing something that you don't want to do, but still might be the best thing to do for the company or for a given situation. I think always listen to your gut feeling and to endure it instead of to, you know, get rid of it right away.  Steve Rush: And I did some research when I concluded my book, actually, and research suggests that your got feelings is about four out of five times, right. Because it scans those unconscious thoughts and memories that we all kind of had for many, many years, right? Govert Van Sandwijk: Yeah, I absolutely agree. Steve Rush: We ask our guests to think about hacks that they have learned from times in the past where things have not worked out so well. Perhaps what they screwed up or they have been disadvantaged. Have you got anything that you could share with our listeners, which would be your hack to attack? Govert Van Sandwijk: Yeah, so the hack to attack for me is basically be always prepared for the worst and be prepared emotionally. The first time that I kind of really, really experienced this in a bad way. The company was a couple of years old and then we had been working internationally on a huge assignment and we had like I think two and a half or three hundred thousand euros, which was in the pipeline of being paid. And at some points the company said we have compliance issues and we need to stop every single payment until we have figured it out or if something is wrong, you can forget about the money. This situation really kind of stopped, but what I learned from it is really to prepare yourself when something like that happens that actually you cannot really anticipate. Make sure that you train yourself to not be blown out of the water emotionally, because if you train yourself to be prepared emotionally and that you can handle, hey, yes, this is bad, but this means that I need to start acting in a different way. And instead of allowing myself to sit in these negative emotion of feeling victim to the situation, that is for me one of the biggest things and whether you are a leader, an entrepreneur or whatever. Make sure you are always prepared emotionally for the worst. Steve Rush: It sounds academically dead easy, does not it, to get prepared emotionally, but how physically can I do that. What would be the one or two things that would help me train to get myself prepared emotionally? Govert Van Sandwijk: Yeah, I think that is a great question, and it comes back to one of my hacks, actually. It is basically once something small, let's say surprising and not so nice happens, and when you start to have this emotional reaction, really use those moments to feel what is happening inside of your body to make a note of it mentally and really, write it down. So what do I experience? What do I feel? Look at the contexts and see at that exact same moment what helps you to calm down or to mitigate that feeling? And if you do that quite a lot of times in situations where the stakes are not so high, you basically train yourself to react in a certain way. Then when something happens, when the stakes are really high, you have I would say a coping making mechanism already installed that will prepare you for when that situation really happens. Steve Rush: Got it, so it is about setting down some tactile foundations, really, that unconsciously you create over time. Govert Van Sandwijk: Exactly, absolutely. Steve Rush: Super. Last question for you today is. If you were able to do a bit of time travel, go back to when you were 21 and bump in to your 21-year-old self. What will be the one bit of advice that you would give Govert then? Govert Van Sandwijk: This is very much about my own journey. So what I would say to my 20-year-old self, I would say, hey Govert, don't rush into responsibilities. Use the time that you have right now to learn about cultures, to learn about social skills, to look around you, to learn about the world, but don't rush into responsibilities, trying to be, let's say, trying to live the adult life. Use this time right now when you actually don't have a lot of things to think about, when your backpack is relatively empty. Steve Rush: It is great advice, thank you Govert. Folks probably listening to you speak, and we have mentioned your book, The Power of Professional Closeness. How can they find that a little bit more about the work that you are doing at the moment? Govert Van Sandwijk: Yeah, I would say always good to take a look at our website, which is a timetogrowglobal.com and if you want to check out the book, just hop on over to Amazon - The Power of Professional Closeness - Govert Van Sandwijk and it's available. Read about it in the reviews to see if it is something for you, and of course, I will be happy to help if anybody wants to reach out directly. Steve Rush: And we will also put a link in our show notes to make sure that people listening to this can go straight away. Click on those links as well Govert. Thank you for spending some time with us today. It has been delightful talking with you. Govert Van Sandwijk: It was it was a great pleasure, and I am really happy to be part of, you know, your first five or 10 shows and I will be looking forward to have the podcast will evolve over time.  Steve Rush: Thanks Govert. Thanks for joining us. Closing Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers. Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler there @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.

Ian Thomas Malone is published in the following academic work about Star Trek Voyager https://mcfarlandbooks.com/product/exploring-star-trek-voyager/ Ian’s Amazon author page: https://www.amazon.com/Ian-Thomas-Malone/e/B00N0Z89L4 Ian’s transgender manifesto: https://www.amazon.com/Transgender-Manifesto-Ian-Thomas-Malone/dp/0692954023/ref=sr_1_1?keywords=ian+thomas+malone&qid=1582471626&sr=8-1 Ian’s Rotten Tomatoes movie reviews: https://www.rottentomatoes.com/critic/ian-thomas-malone/movies

Ian Thomas Malone is published in the following academic work about Star Trek Discovery: https://mcfarlandbooks.com/product/exploring-star-trek-voyager/ Ian’s Amazon author page: https://www.amazon.com/Ian-Thomas-Malone/e/B00N0Z89L4 Ian’s Rotten Tomatoes movie reviews: https://www.rottentomatoes.com/critic/ian-thomas-malone/movies About Yevgeny Zamyatin: https://en.wikipedia.org/wiki/Yevgeny_Zamyatin

Fox Day 2019 arrived, and then almost ended before the official tweet announcing a new album and four concerts (BABYMETAL AWAKENS - THE SUN ALSO RISES - Jun 28-29 Yokohama Arena; BABYMETAL ARISES - BEYOND THE MOON - LEGEND -M- - Jul 6-7 Portmesse Nagoya). Two of which are the much-anticipated Legend M shows. We chat about these developments, rumors and evidence of a soon-to-be released single, and an epic pair of interviews in PMC magazine. Be sure follow us on twitter, twitter.com/babymetalpdcast, and join the discussion on discord, discord.gg/F6x2kcZ. Rate and listen on iTunes: apple.co/2OW1xV9 Rate and listen on Spotify: spoti.fi/2FAZSoJ Rate and listen on Google Play: bit.ly/2MQWjL2 -------------------------------------------------------- Links: Official tweet announcing the album and upcoming shows: https://twitter.com/BABYMETAL_JAPAN/status/1112716327989317632 Archive of Thomas Malone’s translations (previously on Google Plus) announced: https://twitter.com/BABYMETAL_News_/status/1114518826425704448 PMC magazine vol 13: https://www.amazon.co.jp/dp/4835640349 Scans: https://imgur.com/a/w78T4cf Fan translation: https://docs.google.com/document/d/1gA6u_vNzaDoHCA0EeQcNMR6VSJOf2dfaaakNVs51Z5I/edit

Brian & Professor Thomas Malone from MIT's Sloan School of Management discuss Superminds, his latest book, and the impact of artificial intelligence in our world. It's a fascinating discussion and one you don't want to miss!

In this episode: How the right AI algorithms can help organizations evolve into “superminds” that are smarter than their individual members. Thomas Malone is a professor of management at MIT’s Sloan School of Management, founder and director of the MIT Center for Collective Intelligence, and author of the 2018 book Superminds: The Surprising Power of People and Computers Thinking Together. The book explores the different ways groups of people make decisions, and how new forms of artificial intelligence, especially machine learning, can help. Malone predicts that AI, robotics, and automation will destroy many jobs—including those of high-skilled knowledge workers—while at the same time creating new ones. By investing in the right kinds of AI, he says, organizations can help keep workers productive and happy—and make sure our “superminds” are actually smarter than our regular minds. This episode is sponsored by Citrix, the company powering the digital transformation inside organizations of all sizes. In the second half of the show, Citrix's global chief technology officer Christian Reilly explains why machine learning is now a “force multiplier” making all kinds of consumer and enterprise applications more useful. Business Lab is hosted by Elizabeth Bramson-Boudreau, the CEO and publisher of MIT Technology Review. The show is produced by Wade Roush, with editorial help from Mindy Blodgett. Music by Merlean, from Epidemic Sound.

IAFF 1784 President Thomas Malone discusses firefighters wage proposal for FY-2018, City of Memphis.

Way back in 1987, when the Internet was still a novelty, Thomas Malone predicted the advent of electronic buying, selling, and outsourcing. Then, just a few years later, he coined the term "E-lancer" to describe the new crop of freelance workers emerging in the information economy. And in 2004, he published a book called The Future of Work. In this edition of Up Next, Malone, who is a professor of management at the Massachusetts Institute of Technology, considers how, if at all, workers will be able to survive and thrive in the decades ahead. Series: "Career Channel" [Business] [Show ID: 29840]

Way back in 1987, when the Internet was still a novelty, Thomas Malone predicted the advent of electronic buying, selling, and outsourcing. Then, just a few years later, he coined the term "E-lancer" to describe the new crop of freelance workers emerging in the information economy. And in 2004, he published a book called The Future of Work. In this edition of Up Next, Malone, who is a professor of management at the Massachusetts Institute of Technology, considers how, if at all, workers will be able to survive and thrive in the decades ahead. Series: "Career Channel" [Business] [Show ID: 29840]

A conversation about the theory and practice of collective intelligence, with emphasis on Wikipedia, other instances of aggregated intellectual work and on recent innovative applications in product development for both large and small businesses. Thomas Malone, founding director of the MIT Center for Collective Intelligence, will anchor the discussion. Thomas W. Malone is the Patrick J. McGovern Professor of Management at the MIT Sloan School of Management. He is also the founder and director of the MIT Center for Collective Intelligence and author of the book The Future of Work. Malone has published over 75 articles, research papers, and book chapters and is an inventor with 11 patents.