Podcast appearances and mentions of tsedal neeley

In 2010, Japan's largest e-commerce platform Rakuten was rapidly expanding into global markets when CEO Hiroshi Mikitani made a surprising announcement: Rakuten's internal language would be changing to English. That meant that all meetings, emails, and other communications would have to be conducted in English. The company's employees had two years to become proficient in the language or be demoted. In this episode, Harvard Business School professor Tsedal Neeley discusses her case, “Language and Globalization: ‘Englishnization' at Rakuten,” and explains why Mikitani introduced this new mandate and what results it achieved. You'll also learn about the early challenges that accompanied this enormous change, including loss of productivity and employee skepticism, as well as how the shift to English shaped Rakuten's long-term working culture.Key episode topics include: strategy, global strategy, globalization, cross-cultural management, language, communication, leadership, transformation, organizational culture. HBR On Strategy curates the best case studies and conversations with the world's top business and management experts, to help you unlock new ways of doing business. New episodes every week. · Listen to the original HBR Cold Call episode: Language and Globalization: The Mandate to Speak English at Rakuten (2017)· Find more episodes of Cold Call· Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org]]>

If a diverse workforce makes a better company, why don't more businesses hire internationally? Innovation and migration strategist Johann Daniel Harnoss details the advantage of global talent and how to best build the systems and culture to welcome immigrants to your staff. After the talk, leadership expert Tsedal Neeley joins Modupe for a conversation on what successful hiring practices can look like.

How much do I need to know about technology to be successful in the workplace? How can AI improve human to human communication? In this episode, Paul answers these questions and more. What You'll Learn: 1. How you can implement technology to improve communication in your organization. 2. How to see challenges as learning opportunities.  3. How to use technology most effectively as a tool. 4. The difference between human intelligence and artificial intelligence. 5. Why a digital strategy has to come from the bottom up. 6. The benefits of being flexible in our role in the workplace. 7. How psychological safety allows for experimentation. Who is Paul Leonardi? At UC Santa Barbara Dr. Leonardi is chair of the technology management department whose programs are all aimed at teaching engineers and other technical leaders how to build and run innovative companies. In addition to his extensive speaking and consulting work, he has published over 80 articles and chapters in peer reviewed journals and management outlets, including Harvard Business Review and Sloan Management Review. He's also the author of three books on innovation and organizational change. And he has won major awards for his research, including from very well respected organizations like the Academy of Management and the American Sociological Association. His most recent book, The Digital Mindset: What It Really Takes to Thrive in the Age of Data, Algorithms, and AI, explores digital literacy, the roles technology can play in our organizations, and how we can adapt with it. Follow Paul: LinkedIn: https://www.linkedin.com/in/paul-leonardi-45b67321/ Mentions: The Digital Mindset: What It Really Takes to Thrive in the Age of Data, Algorithms, and AI by Paul Leonardi and Tsedal Neeley https://www.amazon.ca/Digital-Mindset-Really-Thrive-Algorithms/dp/1647820103  Humble: Free Yourself from the Traps of a Narcissistic World  by Daryl Van Tongeren https://www.amazon.ca/Humble-Yourself-Traps-Narcissistic-World/dp/1615198571  The Right Kind of Wrong: The Science of Failing Well by Amy Edmondson https://www.amazon.ca/Right-Kind-Wrong-Science-Failing/dp/1982195061  More of Do Good to Lead Well: Website: https://craigdowden.com/ LinkedIn: https://www.linkedin.com/in/craigdowden --- Send in a voice message: https://podcasters.spotify.com/pod/show/craig-dowden/message

Pratt Wiley is the CEO of the Partnership, a 35 year old organization whose mission is to provide leadership development for professionals and executives of color across every stage of a professional's career life cycle. In this episode we will hear about the incredibly impactful work The Partnership has done, and continues to do, to change the lives of many talented people – and the  communities in which we live.   We love our listeners! Drop us a line or give us guest suggestions here. Big Ideas/Thoughts/Quotes The Partnership provides leadership development for professionals and executives of color across every stage of a professional's career life cycle.   We work with companies and organizations to help craft and influence corporate culture, which is what we believe is truly the most important competitive advantage that an organization can have.   We focus on what we call community - - being very intentional creating relationships of peers and mentors and sponsors and advocates, who are important for both professional advancement as well as personal fulfillment.  BoardLink BoardLink started with nonprofits knocking on our door asking us if we had any board candidates that we could share with them. They were looking to diversify their board, but they weren't sufficiently connected to networks to be able to identify and recruit diverse talent themselves, and so that's what BoardLink is.   It is taking these networks of incredibly talented and accomplished executives of color and connecting them with organizations, nonprofits and for-profits that are looking for great board candidates and especially those who are people of color.   Impact The Partnership was formed in 1987, since then 35 years of programs and 6,500 alumni who have gone through those programs, and you'd be hard pressed to find a prominent leader of color in Massachusetts - in a lot of corporate spaces - who aren't either a graduate of our program or one of the folks who helped create it in the first place. There are a number of ways that we measure impact. The easiest to measure -  probably one end of the spectrum - is retention and advancement.   We don't want to look at these programs as golden handcuffs, and so our folks advancing professionally is another piece of data that we look at, and we have similar numbers there.   Our alumni are CEOs and Chief Justices. They're entrepreneurs. They're leading Fortune 100 companies. They are leaders in healthcare and consumer products and financial services   To an extent the real value of an organization like The Partnership, that thing that we can provide that no one else provides, is this safe space that can serve as a safety net for so many of our participants that both catches you when you fall, but even more so encourages you to take greater risks knowing that there is that support system behind you.   Family Impact My mother took over The Partnership after it had been in existence for about three or four years. There had not been a proof of concept in terms of, is this an economically viable organization. It was on the verge of bankruptcy. It was a moment not too dissimilar from this one where you had corporate leaders who were saying, "You know, we've tried this for a couple of years, and now it's time for us to move on to something else." My sister and I still remember that it might not have been her first day, but it was one of her first days. She picked us up from school and then we went back to the office, and I started unpacking boxes and putting files away in the cabinet and I joked that The Partnership really was built on child labor for a number of years. When I moved back to Boston I had this weird existence where not a week would go by where someone wouldn't stop me on the street and say, "I went through The Partnership when your mom was running it, and it changed my life." or "I was at this crossroads in my career and your mom had coffee with me and she helped me see the direction that I should take." or  "I had gone through a major setback and your mom, or my dad as well, they were the ones who picked up the phone and called so-and-so and said, 'Hey, I've got a great candidate for you.'"     Impact of the Pandemic Prior to the pandemic, the first 30-plus years of our existence, our programs were always in a physical location. By the time I took over, we would be hosted by many of our client companies.  Starting in 2020, we could no longer do that, and so everything moved onto Zoom - - and I had never heard of Zoom before.   I sent an email to my board letting them know that we were going to be working remotely for the next couple of weeks as the pandemic sort of runs its course.  One of my board members is Tsedal Neeley, a professor at Harvard Business School, and one of her areas of expertise is remote work.   She called me up and she's like, "Look, I am getting phone calls around the clock from executives who are trying to figure out how to do remote work. I've got two minutes for you," and her advice was, "Meet people where they are. Dogs are going to bark, doorbells are going to ring, kids are going to scream at the worst time, just meet people where they are. Find a space where you can focus and where you can turn on and turn off,  and then lastly, that the further we are, the closer we need to be. We really do need to focus on people."   Pushback on DEI In the private sector, we are seeing challenges to ESG plans in general and ESG investing in particular. There's a concerted effort - within The Partnership we call it the new DEI of divide and exclude and isolate.

Jim Harter: Culture Shock Jim Harter is Chief Scientist for the Workplace at Gallup. He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. He's the bestselling author of 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, Wellbeing at Work and the #1 Wall Street Journal bestseller It's the Manager. Jim has also published articles in many prominent business and academic journals. He's also the author now of Gallup's book with Jim Clifton titled Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time*. Virtually every professional team is navigating some aspect to return to office and how that works best for their organization. In this episode, Jim and I highlight the key findings from Gallup that have emerged in the data since the pandemic started. Plus, we explore the questions that managers can ask in order help this transition work better for everyone. Key Points Managers should consider these key questions to help employees and teams move towards smart autonomy: Which parts of your job can you do best at home? Which parts of your job can you do best at the office? When have you created exceptional value for our customers? When do you feel most connected to our organization's culture? In addition: Less than 5% of people in the United States worked from home in 2019. Today the number is six times larger and nearly seven in 10 full-time employees in the United States prefer some type of remote work arrangement. Number of days in the office is important, but matters less than other factors. Most associated with high levels of employee engagement is the practice of a work team deciding together (the option companies used the least). Splitters and blenders represent two different ways of approaching work and the populate tends to divide equally on this preference (even across generations). Knowing where people land will help engage them better in the workplace. Managers account for 70% of the variance in team engagement. A key habit for a manager is one meaningful conversation per week with each employee. Less important is the time of interaction and more important it the quality. Smaller amounts of time discussion recognition, goals, and strengths can be more impactful than more time that doesn't do this. Resources Mentioned Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Effective Hybrid Team Management, with Hassan Osman (episode 570) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

This is a re-airing of episode 192. New episodes return on Monday, August 14th. Susan Gerke: GO Team Resources Susan Gerke has been the president of Gerke Consulting & Development. She has worked with global teams and has certified facilitators around the world to deliver management, leadership, and team offerings. Susan is co-creator of GO Team, a training suite for organizations to power team performance. Key Points Don't create guidelines yourself and give them to the team. A starting point for how to create team guidelines is what did not work well on a previous team. The interpersonal dynamics that emerge are more critical than the guidelines themselves. Aim to create no more than 8 guidelines. Disagreement is the sign of a healthy team. Continue to revisit guidelines in future meetings and team milestone (new members join or the team, change to team composition or purpose) Resources Mentioned GO Team Resources Related Episodes The Four Unique Types of Teams, with Susan Gerke (episode 138) How Great Teams Find Purpose, with David Burkus (episode 481) How to Engage Remote Teams, with Tsedal Neeley (episode 537) How Top Leaders Influence Great Teamwork, with Scott Keller (episode 585) How to Help Team Members Find the Right Work, with Patrick Lencioni (episode 610) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Twitter is now accusing Facebook parent Meta of “systematic” and “unlawful misappropriation” of trade secrets following the launch of its Threads service. Max Tani, Semafor media reporter, discusses the lawsuit against Meta and why some users are unhappy with Twitter. June's jobs report is here! The U.S. labor market might be cooling, but the Fed is likely still on track for another hike in July. In other workforce headlines, a report from Goldman Sachs suggests that AI could displace 300 million full time jobs and simultaneously boost GDP.  Tsedal Neeley, Harvard Business School professor, and Jaclyn Rice Nelson, CEO of Ai consulting firm, discuss the impact of A.I. on hiring trends, how companies can implement the new technology, and more. Plus, the FDA has granted full approval to Alzheimer's drug Leqembi, Treasury Secretary Janet Yellen is halfway through her trip to China, and Amazon CEO Andy Jassy is speaking up on his company's long term AI strategy. In this episode:Max Tani, @maxwelltaniJaclyn Rice Nelson, @tribe_aiTsedal Neeley, @tsedalJoe Kernen, @JoeSquawkBecky Quick, @BeckyQuickCameron Costa, @CameronCostaNY

Read just about any business history and you realize just how much a firm's success depends on its culture. Without the right culture, you can't have successful innovation. You can't compete successfully. You can't thrive over the long term. So, if you want to lead your organization into a future that features generative artificial intelligence, you need to build the right culture for it. In this episode, How Generative AI Changes Organizational Culture, HBR editor Amy Bernstein speaks to two experts, Nitin Mittal and Tsedal Neeley, about how to adopt generative AI effectively and ethically within your organization. Mittal leads Deloitte's global AI business and cowrote the book All-in On AI: How Smart Companies Win Big with Artificial Intelligence. Neeley is a professor at Harvard Business School and wrote the HBR article “8 Questions About Using AI Responsibly, Answered.” They discuss the risks, challenges, and emerging best practices of adapting organizational culture to generative AI. How Generative AI Changes Everything is a special series from HBR IdeaCast. Each week, HBR editor in chief Adi Ignatius and HBR editor Amy Bernstein host conversations with experts and business leaders about the impact of generative AI on productivity, creativity and innovation, organizational culture, and strategy. The episodes publish in the IdeaCast feed each Thursday in May, after the regular Tuesday episode. And for more on ethics in the age of AI, check out HBR's Big Idea on implementing the new technology responsibly.

In this era of global business and hybrid work, managers must find ways to unify teams that are geographically and culturally separated. Harvard Business School professor Tsedal Neeley breaks down how one real-life manager, who she profiled in a business case, approached the challenge of leading a hugely diverse, underperforming group back to success.

Der Text in der  Harvard Business Review HRB :  “How to lead your organization into the age of data, algorithms, and AI”  Basiert auf dem Buch:  “Developing a Digital Mindset”  -Tsedal Neeley , Paul Leonardi  Der Druck „digital zu sein“ ist größer denn jemals zuvor, aber müssen sich der Herausforderung stellen.  Die digitale Revolution verändert, wie Arbeit erledigt wird, wie Branchen strukturiert sind und wie Menschen aus allen Lebensbereichen arbeiten. Um in einer von Daten angetriebenen und Algorithmen angetriebenen Welt bestehen zu können, müssen wir umlernen. Wir müssen ein digitales Mindset entwickeln.  In dem text der Harvard Business Review, basiert auf dem Buch “Developing a Digital Mindset”   der gleichen Autoren Tsedal Neeley , Paul Leonardi versuchen die Autoren die Antwort zu geben, wie ein digitales Mindset entwickelt werden kann.  Ich habe den Artikel gelesen und ich habe das Buch gelesen und ich fasse in dem Podcast die wesentliche Punkte aus dem Artikel zusammen. ich halte den Artikel für einen guten Artikel und das Buch auch. Deine Take aways: digitale Fähigkeiten: Unerlässlich, aber nicht hinreichend, Was ist ein “digitales Mindset”?, Was bedeutet: “Kultur des kontinuierlichen Lernens”?, Auswirkungen einer digitalen Denkweise auf Erfolg und Zufriedenheit, Erfolgsfaktor: Identifizierung mit Unternehmer, Erfolgsfaktor: Tools mit überlegenen Leistungen, Change Prozess: Bedeutung des “mutigen Schlages”, Change Prozess: “Signal der neuen Ordnung” Change Prozess: “langer Marsch” Change Prozess: was bewirken “Buy-ins” , Entwicklung digitales Mindset: Influencer, Entwicklung digitales Mindset:  Storytelling, Moderna: Covid 19 Impfstoff: Die Erfolgsfaktoren  

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How can we rethink hybrid work so it brings out the best in both in-person and distributed employees? Leadership expert Tsedal Neeley shares the changes that we need to make in order to create workplaces that actually work -- no matter where you're located.

How can we rethink hybrid work so it brings out the best in both in-person and distributed employees? Leadership expert Tsedal Neeley shares the changes that we need to make in order to create workplaces that actually work -- no matter where you're located.

How can we rethink hybrid work so it brings out the best in both in-person and distributed employees? Leadership expert Tsedal Neeley shares the changes that we need to make in order to create workplaces that actually work -- no matter where you're located.

How can we rethink hybrid work so it brings out the best in both in-person and distributed employees? Leadership expert Tsedal Neeley shares the changes that we need to make in order to create workplaces that actually work -- no matter where you're located.

Comment faire pour que le travail hybride soit une réussite pour les collaborateurs en présentiel et hors site ? Experte en leadership, Tsedal Neeley présente les tactiques à adopter pour créer un espace de travail qui se veut optimal, où que vous soyez.

¿Cómo podemos reinventar el trabajo híbrido así saca lo mejor de ambos ambientes, en persona y distribuidos? Experta en liderazgo Tsedal Neeley comparte los cambios que tenemos que hacer en orden de crear ambientes laborales que funcionen... no importa tu ubicación.

We debate the choice of Qatar as the host of FIFA's World Cup. Was it a mistake to hold the tournament in a country that criminalizes homosexuality? Was this exactly the right thing to do? Who is to judge? Mihir, Felix and their colleague Tsedal Neeley struggle with the question when to say no to countries' hosting ambitions. Plus, we debate the ongoing workplace revolution. Where will it all end? Did hybrid really win?

Gustavo Razzetti: Remote Not Distant Gustavo Razzetti is the CEO and founder of Fearless Culture, a culture design consultancy that helps teams do the best work of their lives. For more than 20 years, he has helped leaders from Fortune 500s, startups, nonprofits, and everything in between. He is also the creator of the Culture Design Canvas, a framework used by thousands of teams and organizations across the world to map, assess, and design their culture. In addition to his consulting work, Gustavo regularly speaks with leaders and teams about culture change, teamwork, and hybrid workplaces. He is the author of four books on culture change. His most recent book is Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace*. In this conversation, Gustavo and I explore the critical nature of trust for building belonging on hybrid and remote teams. We examine the principles of psychological safety and how this matters just as much in digital collaboration. Perhaps most importantly, we look at several tactics to open up trust that will help us pave the ways towards team belonging. Key Points Hybrid work environments have the potential to be the best of both words, but in some places it is now worse. Trust is between individuals. Psychological safety is about how safe we feel with a team. It's helpful to think of building psychological safety like climbing a ladder. Ironically, the higher you go on the ladder, the safer you feel taking risks. Welcoming questions such as “What's your superpower?” and “What's your kryptonite?” can be useful starting points for building trust. Metaphors are often a powerful way to entire into more complex, emotional discussion without feeling unsafe. Resources Mentioned Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace* by Gustavo Razzetti Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Create Team Guidelines, with Susan Gerke (episode 192) How to Build Psychological Safety, with Amy Edmondson (episode 404) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tsedal's links:WebsiteRemote Work Revolution bookDigital Mindset bookTwitterLinkedInYouTubeInstagram

In a tight vote after a weekend vote-a-rama, the Senate passed the Inflation Reduction Act, sending the legislation to the House. Brian Sullivan and Ylan Mui discuss the climate, health care, and tax bill as a “zombified” Build Back Better bill, and White House CEA member Jared Bernstein explains how the Democratic party envisions its impact on inflation, American families, and corporate players. Plus, workers are returning to the office en masse–or are they? Harvard Business School professor Tsedal Neeley and “employee whisperer” Jason Greer discuss the expectations from both employees and employers as the extended WFH season comes to a close.  In this episode:Tsedal Neely @tsedalJason Greer, @LaborDiversityJared Bernstein, @econjaredYlan Mui, @ylanmuiBrian Sullivan, @SullyCNBCAndrew Ross Sorkin, @AndrewrsorkinKatie Kramer, @Kramer_Katie

Johnson & Johnson beat analysts' estimates on the strength of its pharmaceuticals unit despite the company cutting its profit forecast due to a stronger dollar. CFO Joseph Wolk blamed the forecast cut on currency fluctuations, pointing to the parity between the euro and the dollar. As the job market starts to cool down and companies begin to look for ways to save with a possible recession on the horizon, there is a renewed return-to-office debate. CNBC's Hugh Son reports on slowed hiring at Goldman Sachs, and Harvard Business School professor Tsedal Neeley whether business leaders need to keep hybrid work to retain top talent, and if remote workers are at higher risk of being cut.  In this episode:Hugh Son @Hugh_SonTsedal Neely @tsedalBecky Quick @BeckyQuickJoe Kernen, @JoeSquawkAndrew Ross Sorkin, @AndrewrsorkinKatie Kramer, @Kramer_Katie

What is a digital mindset? Why is it important? And can non-technical people really contribute in digital roles? In this week's episode of The Mind Tools L&D Podcast, Ross D and Ross G explore these questions with researcher, consultant and author of Digital Mindset, Dr Paul Leonardi. We discuss: How anyone can adopt a digital mindset The importance of collaboration, computation and change How much you need to know to ‘sniff test' statistical claims. The Digital Mindset: What It Really Takes to Thrive in the Age of Data, Algorithms, and AI, by Paul Leonardi and Tsedal Neeley, is available now. In 'What I Learned This Week', Ross D shared a tweet from Adam Grant: twitter.com/AdamMGrant/status/1523656067838021632 Ross G shared the paper: Brucks, M. S., & Levav, J. (2022). Virtual communication curbs creative idea generation. Nature, 1-5. Available online at: nature.com/articles/s41586-022-04643-y Paul discussed the paper: Shih, K. (2017). Do international students crowd-out or cross-subsidize Americans in higher education?. Journal of Public Economics, 156, 170-184. Available online at: sciencedirect.com/science/article/abs/pii/S0047272717301676  For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work. You can find out more about Paul at: tmp.ucsb.edu/people/paul-leonardi Find out more about Tsedal Neeley at: tsedal.com Connect with our speakers If you'd like to share your thoughts on this episode, connect with our speakers on Twitter: Ross G - @RossGarnerMT Ross D - @RossDickieMT Paul Leonardi - @PLeonardi1

Ford is cutting 580 U.S. salaried and contract employees as it restructures to focus on EVs. The automaker also reported a net loss of $3.1 billion in the first quarter, largely due the loss in value of a 12% stake in electric vehicle start-up Rivian Automotive. Facebook parent Meta surged 15% after the company reported better-than-expected profit in the first quarter. Rich Greenfield, LightShed Partners co-founder, breaks down how the platform is evolving, and how Mark Zuckerberg's attitude has shifted. Archegos founder Bill Hwang is free on bail after being formally charged over accusations of a massive stock market fraud. Elon Musk's bid for Twitter remains contentious, particularly among employees; Alan Guarino, Korn Ferry vice chairman, Tsedal Neeley, Harvard Business School professor, and CNBC's Jon Fortt discuss Elon Musk's recent tweet criticizing Twitter's top lawyer, and whether Musk's leadership style will drive current Twitter employees away. As a reminder, you can watch Berkshire Hathaway's annual shareholders meeting on April 30 on CNBC.com! The Omaha, Nebraska, event gives shareholders a chance to hear Buffett and Munger discuss investing and their economic and life outlooks.In this episode:Jon Fortt, @jonforttTsedal Neeley, @tsedalRich Greenfield, @RichLightShedAndrew Ross Sorkin, @andrewrsorkinJoe Kernen, @JoeSquawkCameron Costa, @CameronCostaNY

Pour bien télétravailler, une bonne connexion, du bon matériel et une grande vigilance à la sécurité sont nécessaire. Mais cela n'est pas suffisant. Il faut aussi - voire surtout - un management adapté, de la confiance et... de la complicité.Or cette complicité ne peut se créer que si on se rencontre physiquement, que si on se connait, qu'on a pu "se sentir" dans la vraie vie. D'où l'importance des séquences de travail au bureau... garantes de la réussite du télétravail par la suite.C'est en tout cas le point de vue de Pierre Pfister, Directeur Général d'Adista. Adista, c'est un opérateur télécom pour les entreprises, spécialisé dans la communication, le cloud et les services informatiques et voix.Un livre qu'il vous recommande pour aller plus loin sur le sujet : Remote Work Revolution, de Tsedal Neeley.Vous pouvez consulter notre politique de confidentialité sur https://art19.com/privacy ainsi que la notice de confidentialité de la Californie sur https://art19.com/privacy#do-not-sell-my-info.

The pressure to "be digital" has never been greater, but you can meet the challenge.The digital revolution is here, changing how work gets done, how industries are structured, and how people from all walks of life work, behave, and relate to each other. To thrive in a world driven by data and powered by algorithms, we must learn to see, think, and act in new ways. We need to develop a digital mindset.But what does that mean? Some fear it means that we all need to become technologists who master the intricacies of coding, algorithms, AI, machine learning, robotics, and who-knows-what's-next.That's not the case. You can develop a digital mindset, and this book shows you how. It introduces three approaches--Collaboration, Computation, and Change--and the perspectives and actions within each approach that will enable you to develop the digital skills you need. With a digital mindset, you'll ask the right questions, make smart decisions, and appreciate new possibilities for a digital future. Leaders who adopt these approaches will be able to develop their organization's talent and prepare their company for successful and continued digital transformation.Award-winning researchers and professors Paul Leonardi and Tsedal Neeley will show you how to do it and let you in on the surprising and welcome secret: developing a digital mindset isn't as hard as you think. Most people can become digitally savvy if they follow the "30 percent rule"--the minimum threshold that gives us enough digital literacy to understand and take advantage of the digital threads woven into the fabric of our world.A digital mindset will future-proof you, your career, and your organization. Learn how to develop one here.Support Independent book sellers and get the book here:  https://wellingtonsquarebooks.indiecommerce.com/book/9781647820107

We look at this book from Harvard Business Review Press which looks at digital transformation. You can see more about the book on their website and also on Amazon too. The Digital Mindset: What It Really Takes to Thrive in the Age of Data, Algorithms, and AI, reviewed This is a timely book, written in an approachable way by author Paul Leonardi and Tsedal Neeley. As it becomes less and less likely to successfully operate without a digital profile and a strategy about how you wish to appear and communicate online, this book aims to offer you a guide to help you navigate your way in the virtual, but deeply tangible and important world. The book is practical and focussed on offering applied and relevant actions and insights. It also reminds the reader of the need to get things out and live, rather than endlessly tweaking offline content, which can do nothing to help you until you get it online. The authors then provide insights into navigating algorithms to ensure optimal results. The book tackles a variety of topic, in accessible and understandable ways. We would recommend it to those looking to get up to speed quickly in this important area. See more about the book here The pressure to “be digital” has never been greater, but you can meet the challenge. The digital revolution is here, changing how work gets done, how industries are structured, and how people from all walks of life work, behave, and relate to each other. To thrive in a world driven by data and powered by algorithms, we must learn to see, think, and act in new ways. We need to develop a digital mindset. But what does that mean? Some fear it means that we all need to become technologists who master the intricacies of coding, algorithms, AI, machine learning, robotics, and who-knows-what's-next. That's not the case. You can develop a digital mindset, and this book shows you how. It introduces three approaches—Collaboration, Computation, and Change—and the perspectives and actions within each approach that will enable you to develop the digital skills you need. With a digital mindset, you'll ask the right questions, make smart decisions, and appreciate new possibilities for a digital future. Leaders who adopt these approaches will be able to develop their organization's talent and prepare their company for successful and continued digital transformation. Award-winning researchers and professors Paul Leonardi and Tsedal Neeley will show you how to do it and let you in on the surprising and welcome secret: developing a digital mindset isn't as hard as you think. Most people can become digitally savvy if they follow the “30 percent rule”—the minimum threshold that gives us enough digital literacy to understand and take advantage of the digital threads woven into the fabric of our world. A digital mindset will future-proof you, your career, and your organization. Learn how to develop one here. See more book reviews here.

قسمت چهارم فارکست کتاب: انقلاب دورکاری: موفقیت از هر کجا Remote Work Revolution: Succeeding from Anywhere این کتاب درباره چیه؟ آیا ممکن است در دوران پساکرونا دورکاری همین‌طور ادامه پیدا کند؟ دورکاری چه چالش‌هایی را می‌تواند برای مدیران کسب‌وکارها و رهبران سازمان‌ها به وجود بیاورد؟ الزامات و ضرورت‌های استفاده کارآ از دورکاری چیست؟ خانم سدال نیلی(Tsedal Neeley)، استاد دانشگاه هاروارد، توی کتاب جدیدشان «انقلاب دورکاری» از چالش‌های دورکاری مثل اعتمادسازی بدون تماس شخصی و به هم خوردن تعادل کار و زندگی شخصی گفتن و نقشه‌راهی را برای برقراری ارتباط مؤثر و اعتماد توی فضای دیجیتال مطرح کردن. لینک اصل کتاب: https://books.google.com/books/about/Remote_Work_Revolution.html?id=fa_sDwAAQBAJ&source=kp_book_description راوی این قسمت: راوی این قسمت خانم دکتر سارا بانکی استاد دانشکده مدیریت و اقتصاد دانشگاه صنعتی شریف است. حوزه تخصص ایشان منابع انسانی و رفتار سازمانی‌ است و در این زمینه مطالعات و تجربه‌های ارزنده‌ای دارند. حامی این قسمت: شرکت مشاوره مدیریت رهنمان سردبیر: دکتر محمدامین نادریان ناظران علمی و برنامه‌ریزان: دکتر فرهاد نیلی، دکتر سید فرشاد فاطمی تهیه‌کننده: دکتر هستی ربیعی کارگردان: علی نقیبی تدوین: محمد اسماعیل نوایی، سیاوش مهرآیین گرافیک: نعیمه وجدان فخر تولید شده در استودیو دانشگو https://zil.ink/daneshgoo

Keith Ferrazzi: Competing in the New World of Work Keith Ferrazzi is the founder and chairman of Ferrazzi Greenlight, a management consulting and coaching company that works to transform many of the largest organizations and governments in the world. A graduate of Harvard Business School, Keith rose to become the youngest chief marketing officer of a Fortune 500 company during his career at Deloitte and later became CMO and head of sales at Starwood Hotels. He has contributed to Harvard Business Review, Forbes, Fortune, and The Wall Street Journal and is The New York Times number one bestselling author of Who's Got Your Back, Never Eat Alone, and Leading Without Authority. He is the co-author with Kian Gohar and Noel Weyrich of Competing in the New World of Work*. In this conversation, Keith and I discuss what his team and him have learned from the most resilient teams they've supported. We explore some of the most useful strategies to build a more resilient team and highlight key actions that will help leaders and teams through challenging times. Key Points Resilient teams have compassion and empathy for each other. They show care through both success and failure. Humility is the ability to ask for help. Resilient teams have a culture that supports and encourages this. Many leaders espouse candor for their teams, but far less actually have teams with candor. Resilient teams speak truth — and it's up to leaders to show them the way. Resourceful teams develop solutions at a higher velocity. They use systems and structures to move past challenges and doubts more quickly. Resources Mentioned Competing in the New World of Work* by Keith Ferrazzi, Kian Gohar, and Noel Weyrich 7 Strategies to Build a More Resilient Team* Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How Great Teams Find Purpose, with David Burkus (episode 481) Leadership Means You Go First, with Keith Ferrazzi (episode 488) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

This week, Andrew talks with Harvard Business School professor and author of Remote Work Revolution Tsedal Neeley to dig into remote work – and how to make it work for you. Follow Tsedal on LinkedIn  Follow Andrew on LinkedIn and join the Get Hired community at https://lnkd.in/ghpodcast Have you had a job search win? Email us a voice memo at gethired@linkedin.com so we can celebrate your success!

Today, Kristen and Russell review the book Remote Work Revolution: Succeeding From Anywhere by Tsedal Neeley. This research isn't just based on the Covid era, but dates back over a decade. Join Kristen and Russell to find out if it's worth the read.Our next book is The Effective Hiring Manager by Mark Horstman.  Be sure to subscribe, so you don't miss it!

Hassan Osman: Hybrid Work Management Hassan Osman is a director at Cisco Systems (his views are his own) where he leads a team of project and program managers on delivering complex projects across the world. He's also served as a management consultant at EY, where he led projects and programs for the largest enterprises. Hassan the author of several Amazon bestselling books about team management, including his most recent book, Hybrid Work Management: How to Manage a Hybrid Team in the New Workplace*. In this conversation, Hassan and I examine the new reality and popularity of the hybrid workforce. Many leaders are now managing teams that are both co-located and remote, with individual team members regularly migrating between the two. We explore useful practices that will help you support effective teamwork and progress, regardless of physical location. Key Points Recent statistics from many sources are indicating that a majority of employees desire (and are beginning to expect) some kind of hybrid work arrangement. Lead with a remote first culture so that there isn't a two-tier class of employees in your organization. Conduct all meetings online, regardless of the location of attendees. Use technology to provide a seamless experience whether somebody is co-located or remote. Batch meetings together and, if possible, align work days to allow from in person interactions, when ideal. Be cognizant of offline decisions. Involve remote employees in conversation that start offline and inform them about updates and decisions that might have occurred outside virtual interactions. Resources Mentioned Hybrid Work Management: How to Manage a Hybrid Team in the New Workplace* by Hassan Osman Hybrid Work Management: How to Manage a Hybrid Team (Udemy course) Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Transitioning to Remote Leadership, with Tammy Bjelland (episode 509) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Hyflex Learning (Teaching in Higher Ed podcast) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Today, Kristen and Russell review the book Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact, written by Liz Wiseman. This book explores how workers can really make a difference for their clients and their teams. Join Kristen and Russell to find out if it's worth the read.Our next book is Remote Work Revolution: Succeeding From Anywhere by Tsedal Neeley. This research isn't just based on the Covid era, but dates back over a decade. Be sure to subscribe, so you don't miss it!

We keep hearing work is changing for good. This is the era of the employee. And no one knows what the future looks like or what it'll take to make workers happy.Professor Tsedal Neeley says this is not actually a mystery.  She is a Senior Associate Dean and Professor at Harvard Business School.  She believes remote work -- in some form -- is here to stay. And she's been studying best practices since well before the pandemic. She has advice for the best way to get the job you want, hire the employees who will really fit, and grow with the changing economy.Here she gets into what's behind ‘the great resignation', labor shortages, zoom fatigue, tech exhaustion, and why young people may have a surprising advantage in the modern workplace. Professor Tsedal Neeley has worked in strategy and global customer experience roles at major companies, received academic awards from Harvard and Stanford, is fluent in four languages, and holds a patent for her software simulation on global collaboration. Neeley's latest book is “Remote Work Revolution”.Professor Tsedal NeeleyTwitter: twitter.com/tsedalInstagram: instagram.com/tsedalneeleyWebsite: tsedal.comYou can follow Jessica Yellin here:Instagram: instagram.com/jessicayellin​Twitter: twitter.com/jessicayellinFacebook: facebook.com/newsnotnoiseWebsite: NewsNotNoise.comNewsletter: newsnotnoise.bulletin.comSupport this work:patreon.com/NewsNotNoiseJessica Yellin is the founder of News Not Noise, a channel dedicated to giving you news with real experts and providing information, not a panic attack. Jessica is a veteran of network news, traveling the globe, covering conflict and crisis. A former Chief White House Correspondent for CNN, she reported from around the world and won awards. Now, Yellin uses her voice to break down the news, calmly and clearly for you -- free of punditry, provocation, and yelling.

This episode of Work Talks features contributions from international thought leaders Tsedal Neeley, Harvard Business School and Noah Askin of INSEAD ahead of their keynote presentations at the Ibec HR Leadership Summit taking place on 21 October. The Ibec HR Leadership Summit is well established as one of the most significant thought leadership events in the corporate calendar.Tsedal and Noah join Maeve McElwee, Ibec Director of Employer Relations, to discuss the theme of this year's Summit;  The evolving workplace – achieving a sustainable balance.The themes of organisation design and culture have never been more important as companies reconstruct their operations in a post pandemic environment.  The demands for remote and flexible models of working have accelerated tenfold.  The challenge for every leader is to design and create a culture and work environment that is sustainable, so that their organisations can thrive and succeed. Enjoy the episode and book your place at the Ibec HR Leadership Summit now at www.hrleadership.ie 

Many companies are preparing to return to the office this fall, but how is that going to work? Will the way we do our jobs be forever changed because of the pandemic? Do American workers have the motivation – and opportunity – to change the status quo? These are all questions we had, so Recode's Rani Molla asked them for us. She talked to Tsedal Neeley, a professor of business administration at Harvard Business School, and here is part of their conversation. Read a print version of the Q&A here. Enjoyed this episode? Rate Recode Daily ⭐⭐⭐⭐⭐ and leave a review on Apple Podcasts.   What do you want to learn about on Recode Daily? Send your requests and questions to recodedaily@recode.net. We read every email!    Subscribe for free. Be the first to hear the next episode of Recode Daily by subscribing in your favorite podcast app.   Learn more about your ad choices. Visit megaphone.fm/adchoices This episode was made by:  Host: Rani Molla Producer: Sofi LaLonde Engineer: Melissa Pons (Hemlock Creek Productions) Support Recode Daily by making a financial contribution to Vox! bit.ly/givepodcasts Learn more about your ad choices. Visit podcastchoices.com/adchoices

In April and May of this year, 7.6 million people quit their jobs. It's been dubbed The Great Resignation. In a poll released last month, Gallup reported that almost half of employed Americans are thinking about changing jobs. The report suggested that The Great Resignation might better be called The Great Discontent. This, despite some very shaky economic times caused by the COVID-19 pandemic. According to the Congressional Research Service, in the first four months of 2020, as COVID 19 took hold, the American economy shed 22.1 million jobs. Congress has stepped in repeatedly with massive funding bills to stabilize families and businesses across the economic spectrum. As of today, 13 million of those jobs have been recovered, but there are still more than 9 million people out of work. That doesn't mean there aren't jobs out there. It's just that we can't seem to match the openings with the people who are available. Many industries - from trucking to retail, from health care to hospitality - are experiencing severe labor shortages.And more and more companies are finding it hard to keep workers who have grown increasingly dissatisfied with their jobs.What effect has remote work had on these historic trends? How are people thinking about work differently, and what are people expecting that work will offer them in their lives, in addition to a paycheck? To help us answer these questions, we've invited two leading business economists to join us today. Tom's first guest is Dr. Robert McNab, an economist on the faculty of Old Dominion University, where he directs the Dragas Center for Economics and Policy. Professor McNab joins us on Zoom. Then, Tom speaks with Dr. Tsedal Neeley. She is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School, and the author of Remote Work Revolution: Succeeding from Anywhere.   Professor Neeley also joins us on Zoom. How are you feeling about your job, and how have those feelings changed during the pandemic? We welcome listeners to the conversation... See omnystudio.com/listener for privacy information.

Tsedal Neeley, professor at Harvard Business School, has been studying remote work and global teams for years. In episode 732 early in the pandemic, she shared how managers could lead their teams while many team members worked from home. Now, as more people return to more in-person work, she's back on the show to help managers lead their teams effectively in a hybrid workplace, a mix of working from home and the office. Neeley is the author of the book "Remote Work Revolution: Succeeding from Anywhere", and the HBR article “15 Questions About Remote Work Answered.”

Tsedal Neeley: Remote Work Revolution Tsedal Neeley is a professor at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She has published extensively in leading scholarly and practitioner-oriented outlets and her work has been widely covered in media outlets such as the BBC, CNN, Financial Times, NPR, The Wall Street Journal, and The Economist. She was named to the Thinkers50 On the Radar list for making lasting contributions to management and is the recipient of many other awards and honors for her teaching and research. She is the author of Remote Work Revolution: Succeeding from Anywhere*. In this conversation, Tsedal and I explore what the research shows us about productivity and fear around remote work. We highlight three key principles that leaders can lean in on in order to engage remote teams better. Plus, Tsedal provides practical examples on how almost any leader can put these principles into action. Key Points The research has been clear for decades that employees are more productive working remotely. Surveillance software and services are almost always a poor direction for leaders and organizations. Leaders should structure unstructured time for informal interactions — and should be the ones who initiate these conversations. Emphasize individuals and individual differences, even more so than you might in person. Avoid referring to people by their membership in subgroups. In addition to not shutting down conflict, leaders in remote settings need to force it, so the best ideas can emerge on the team. Resources Mentioned Remote Work Revolution: Succeeding from Anywhere* by Tsedal Neeley Tsedal Neeley's website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Build Psychological Safety, with Amy Edmondson (episode 404) Transitioning to Remote Leadership, with Tammy Bjelland (episode 509) The Way Out of Major Conflict, with Amanda Ripley (episode 529) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tsedal Neeley: Remote Work Revolution Tsedal Neeley is a professor at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She has published extensively in leading scholarly and practitioner-oriented outlets and her work has been widely covered in media outlets such as the BBC, CNN, Financial Times, NPR, The Wall Street Journal, and The Economist. She was named to the Thinkers50 On the Radar list for making lasting contributions to management and is the recipient of many other awards and honors for her teaching and research. She is the author of Remote Work Revolution: Succeeding from Anywhere*. In this conversation, Tsedal and I explore what the research shows us about productivity and fear around remote work. We highlight three key principles that leaders can lean in on in order to engage remote teams better. Plus, Tsedal provides practical examples on how almost any leader can put these principles into action. Key Points The research has been clear for decades that employees are more productive working remotely. Surveillance software and services are almost always a poor direction for leaders and organizations. Leaders should structure unstructured time for informal interactions — and should be the ones who initiate these conversations. Emphasize individuals and individual differences, even more so than you might in person. Avoid referring to people by their membership in subgroups. In addition to not shutting down conflict, leaders in remote settings need to force it, so the best ideas can emerge on the team. Resources Mentioned Remote Work Revolution: Succeeding from Anywhere* by Tsedal Neeley Tsedal Neeley's website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Build Psychological Safety, with Amy Edmondson (episode 404) Transitioning to Remote Leadership, with Tammy Bjelland (episode 509) The Way Out of Major Conflict, with Amanda Ripley (episode 529) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Tsedal Neeley is Professor of Business Administration at the Harvard Business School. Her work focuses on how leaders can scale their organization by developing and implementing global and digital strategies and regularly advises top leaders who are embarking on virtual work and large-scale change that involves global expansion, digital transformation, and becoming more agile. The rapid changes brought on by Covid-19 were unprecedented but remote work (and the concerns that accompany it) are not new. In her new book, Remote Work Revolution, Neeley provides evidence-based answers to these pressing concerns as well as practical guidance for internalizing and applying best practices. In a conversation with Martin Reeves, Chairman of the BCG Henderson Institute, Neeley introduces a trust palette and a “trust curve” to understand which types of trust are particularly challenging in a remote setting and how they develop over time, and explains how agile teams can (perhaps surprisingly) still thrive in a remote setting. *** About the BCG Henderson Institute The BCG Henderson Institute is the Boston Consulting Group's think tank, dedicated to exploring and developing valuable new insights from business, technology, economics, and science by embracing the powerful technology of ideas. The Institute engages leaders in provocative discussion and experimentation to expand the boundaries of business theory and practice and to translate innovative ideas from within and beyond business. For more ideas and inspiration, sign up to receive BHI INSIGHTS, our monthly newsletter, and follow us on LinkedIn and Twitter.

Many Americans are headed back to the office this summer, but fault lines are emerging between some companies' expectations for in-person work and their employees' desire to continue working remotely. Tsedal Neeley, PhD, a professor at Harvard Business School and author of “Remote Work Revolution: Succeeding from Anywhere,” discusses the future of the post-pandemic office, how the pandemic has changed office culture and how employees and companies can both thrive in the new world of remote and hybrid work. Listener Survey - https://www.apa.org/podcastsurvey

 More than half of all American adults have been vaccinated, according to the Biden administration, and life is seemingly speeding back to normal. But offices aren’t quite sure how to approach bringing back employees, especially now that so many jobs can be done from home in pajamas. “There's gonna be a desire to really have a more hybrid and flexible schedule that works with the rhythms of a person's day and person's week, instead of simply saying that every single person, no matter the type of work that they do, should be going to and from the office at a certain hour every day,” says Anne Helen Petersen, author of “Out of Office.” Harvard Business School professor Tsedal Neeley says, “If people think more broadly about redesigning and reimagining the future of work, they can actually begin to expand the talent pool and hire people who may live in rural parts of the country and still have them be a thriving member of their community,” Neeley says

In this hour Stephen Henderson talks with Tsedal Neeley about remote work, and whether it will stay even as workplace rules ease and employers begin to re-open. Plus, Chad Livengood and Annalise Frank of Crain's on the huge pension obligations that will be facing Detroit government in a few years. Where will the money come from?

Tsedal Neeley is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She regularly advises top leaders who are embarking on virtual work and large scale-change that involves global expansion, digital transformation, and becoming more agile. Her forthcoming book, “Remote Work Revolution: Succeeding from Anywhere” provides remote workers and leaders with the best practices necessary to perform at the highest levels in their organizations. Her award-winning book, “The Language of Global Success: How a Common Tongue Transforms Multinational Organizations” chronicles the behind-the-scenes globalization process of a company over the course of five years. ————————————————————————— For podcast transcripts and show notes, visit *salt.org/talks* ( http://salt.org/talks ) Watch this video on YouTube: *https://youtu.be/MCBKoCRLmDg* ( https://youtu.be/MCBKoCRLmDg ) Developed, created and produced by SALT Venture Group, LLC. Moderated by Anthony Scaramucci.

So your boss or HR has emailed you, and in no uncertain terms it’s time to head back into the office.  How do you feel? Elated at the prospect of being near your colleagues or deflated at the prospect of putting on pants with an actual waistband and an hour each way on the train.  Or both? According to Professor Tsedal Neeley from Harvard Business School employers may have a battle on their hands to turn the ship on remote work. And peak performance researcher Dr Adam Fraser explains how rituals around a “third space” can help us make the transition back to the office a little easier. Tsedal’s book, Remote Work Revolution. Adam’s book, The Third Space. Do you have the right to work from home? from our sister show Life Matters Producer: Maria Tickle

(4/16/21) The rapid changes brought on by COVID-19 have led to a major boom in remote working, leaving managers and employees scrambling to adjust. After experiencing the benefits of working from home, many companies, including Twitter and Google, have plans to incorporate telecommuting permanently. But as Naylor Fitzhugh Professor of Business Administration at Harvard Business School Tsedal Neeley explores in her new book Remote Work Revolution: Succeeding from Anywhere, virtual work has it challenges, leaving many employees feeling lost, isolated, out of sync and out of sight. Join us for at look how to maintain professional connections and a healthy work/life balance while working remotely in this installment of Leonard Lopate at Large on WBAI.

Tsedal Neeley is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School, an accomplished scholar and author, and award-winning teacher. Her new book, Remote Work Revolution: Succeeding from Anywhere, could not have arrived at a more auspicious moment. Her previous book, The Language of Global Success: How a Common Tongue Transforms Multinational Organizations, chronicles the behind-the-scenes globalization process of a company over the course of five years. Tsedal has also published extensively in leading scholarly and practitioner-oriented outlets about virtual work and large scale change. Her HBS case, “Managing a Global Team: Greg James at Sun Microsystems”, is one of the most used cases worldwide on the subject of virtual work.In this episode, Stew talks with Tsedal about the pros and cons of remote work -- for performance, well-being, and relationships in all parts of our lives -- and what we’ve learned about these pushes and pulls during the disorienting world of the pandemic. Drawing on research evidence across a number of fields, Tsedal describes tools any organization or individual can use to learn to thrive in remote work and offers insights about what the future of work will look like. Stew and Tsedal both talked about the great Richard Hackman’s profound influence on their research and teaching. Here then is an invitation, a challenge, for you, once you’ve listened to the conversation. How can you use relaunching as a tool for improving the effectiveness of a team with which you are involved? Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. See acast.com/privacy for privacy and opt-out information.

Tsedal Neeley (@tsedal) is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She regularly advises top leaders who are embarking on virtual work and large-scale change that involves global expansion, digital transformation, and becoming more agile. Neeley’s award-winning book, The Language of Global Success: How a Common Tongue Transforms Multinational Organizations, chronicles the behind-the-scenes globalization process of a company over the course of five years. She has also published extensively in leading scholarly and practitioner-oriented outlets such as Academy of Management Journal, Organization Science, Management Science, Journal of International Business, Strategic Management Journal and Harvard Business Review, and her work has been widely covered in media outlets such as BBC, CNN, Financial Times, NPR, the Wall Street Journal, and the Economist. Her HBS case, Managing a Global Team: Greg James at Sun Microsystems, is one of the most used cases worldwide on the subject of virtual work. (from tsedal.com) Goodreads: https://www.goodreads.com/book/show/56925006-remote-work-revolution Audio production by Graham Stephenson Episode music: Caprese by Blue Dot Sessions Rate, review, and subscribe to this podcast on Apple, Anchor, Breaker, Google, Overcast, Pocket Casts, RadioPublic, and Spotify

Tsedal Neeley (@tsedal) is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She regularly advises top leaders who are embarking on virtual work and large-scale change that involves global expansion, digital transformation, and becoming more agile. Neeley's award-winning book, The Language of Global Success: How a Common Tongue Transforms Multinational Organizations, chronicles the behind-the-scenes globalization process of a company over the course of five years. She has also published extensively in leading scholarly and practitioner-oriented outlets such as Academy of Management Journal, Organization Science, Management Science, Journal of International Business, Strategic Management Journal and Harvard Business Review, and her work has been widely covered in media outlets such as BBC, CNN, Financial Times, NPR, the Wall Street Journal, and the Economist. Her HBS case, Managing a Global Team: Greg James at Sun Microsystems, is one of the most used cases worldwide on the subject of virtual work. (from tsedal.com) Goodreads: https://www.goodreads.com/book/show/56925006-remote-work-revolution Audio production by Graham Stephenson Episode music: Caprese by Blue Dot Sessions Rate, review, and subscribe to this podcast on Apple, Anchor, Breaker, Google, Overcast, Pocket Casts, RadioPublic, and Spotify

Anyone who's worked from home this past year knows the experience brought many joys & also many sorrows. The upsides included nonexistent commute times, the freedom to dress as we liked, the constant companionship of our pets – and more time spent with our family members (just as long as they lived in our same […] The post Tsedal Neeley: Navigating The Remote Work Revolution appeared first on Mark C. Crowley.

Anyone who’s worked from home this past year knows the experience brought many joys & also many sorrows. The upsides included nonexistent commute times, the freedom to dress as we liked, the constant companionship of our pets – and more time spent with our family members (just as long as they lived in our same […] The post Tsedal Neeley: Navigating The Remote Work Revolution appeared first on Mark C. Crowley.

My guest today is Tsedal Neeley, the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School. She's an expert on virtual and global work, digital tools, leading global and digital transformation. The topic is her book Remote Work Revolution: Succeeding from Anywhere. In this episode of Trend Following Radio we discuss: Remote Work and Productivity Future of Remote Work Digital Work Tools Synchronous and Asynchronous Communication The Typical Student Real Estate Valuation Digital Transformation and Technology in Covid-19 Home Ownership Process v. Outcome Remote Team Goals and Identity The New Normal 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!

The rapid and unprecedented changes brought on by Covid-19 have accelerated the transition to remote working, requiring the wholesale migration of nearly entire companies to virtual work in just weeks, leaving managers and employees scrambling to adjust. This massive transition has forced companies to rapidly advance their digital footprint, using cloud, storage, cybersecurity, and device tools to accommodate their new remote workforce. Experiencing the benefits of remote working—including nonexistent commute times, lower operational costs, and a larger pool of global job applicants—many companies, including Twitter and Google, plan to permanently incorporate remote days or give employees the option to work from home full-time. But virtual work has it challenges. Employees feel lost, isolated, out of sync, and out of sight. They want to know how to build trust, maintain connections without in-person interactions, and a proper work/life balance. Managers want to know how to lead virtually, how to keep their teams motivated, what digital tools they’ll need, and how to keep employees productive. Providing compelling, evidence-based answers to these and other pressing issues, Tsedal Neeley gives essential insights for navigating the enduring challenges teams and managers face. Her new work is filled with specific actionable steps and interactive tools, this timely perspective will help everyone deliver results previously out of reach. Bio: Tsedal Neeley is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School. She’s an expert on virtual and global work, digital tools, leading global and digital transformation. In this episode of Trend Following Radio: Remote Work and Productivity Future of Remote Work Digital Work Tools Synchronous and Asynchronous Communication The Typical Student Real Estate Valuation Digital Transformation and Technology in Covid-19 Home Ownership Process v. Outcome Remote Team Goals and Identity The New Normal

Tsedal Neeley is a Professor at Harvard Business School. She is the author of Remote Work Revolution: Succeeding from Anywhere.

Virtuality was going to be the future, but no one would have ever guessed that it would be to this magnitude and scale. In this episode, Tsedal Neeley, the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School, joins Dr. Diane Hamilton in discussing this timely topic of working remotely and succeeding virtually. Tsedal and Diane also talk about the future of work and the dynamics that organizations need to consider as they transition to remote work. Finally, Tsedal digs into the preparation people need to undergo not only during this disruption but also after. Tune in and learn how to mix it up and be a leading player in this virtual remote setup.Love the show? Subscribe, rate, review, and share!Here’s How »Join the Take The Lead community today:DrDianeHamilton.comDr. Diane Hamilton FacebookDr. Diane Hamilton TwitterDr. Diane Hamilton LinkedInDr. Diane Hamilton YouTubeDr. Diane Hamilton Instagram

New digital tools can allow us to combat loneliness as the world transitions to a predominately remote workplace. But can technology create an experience where people feel a deeper source of connection with one another? Can it mimic the face-to-face environments of the past? One thing we do know: The only way we will be able to overcome this pandemic is if we do it together. But in a time of such intense isolation, how do we reclaim togetherness to solve the problems that plague us? In this episode, host Gautam Mukunda is joined by President Biden's nominee for Surgeon General, Dr. Vivek Murthy, and Professor of Business Administration at the Harvard Business School and award-winning author, Dr. Tsedal Neeley to discuss how humans will thrive in the post-pandemic, new world of work. “Deep human connection is built not through grand gestures, but through those small moments when we stop by and look into someone's lives, allow them to glimpse into what is happening in our lives, and through those moments of authenticity, of transparency, we forge a deep connection.” — Dr. Vivek Murthy Follow @GMukunda on Twitter   Books Referenced: Together: The Healing Power of Human Connection in a Sometimes Lonely World, by Vivek Murthy Remote Work Revolution: Succeeding From Anywhere, by Tsedal Neeley The Language of Global Success: How a Common Tongue Transforms Multinational Organizations, by Tsedal Neeley Competing in the Age of AI: Strategy and Leadership When Algorithms and Networks Run the World, by Karim R. Lakhani and Marco Iansiti Tribe: On Homecoming and Belonging, by Sebastian Junger Braving the Wilderness, by Brené Brown Trust: America’s Best Chance, by Pete Buttigieg   Guest Info: Dr. Vivek Murthy was confirmed by the Senate in 2014 to serve as the 19th Surgeon General of the United States and currently serves as co-chair of the President-elect's COVID-19 Advisory Board. A renowned physician, research scientist, entrepreneur, and author of the bestselling book Together: The Healing Power of Human Connection in a Sometimes Lonely World, Dr. Murthy is among the most trusted voices in America on matters of public health. As “America's Doctor,” Dr. Murthy helped lead the national response to a range of health challenges, including the Ebola and Zika viruses, the opioid crisis, and the growing threat of stress and loneliness to Americans' physical and mental wellbeing. Prior to his tenure as Surgeon General, Dr. Murthy co-founded VISIONS, a global HIV/AIDS education organization; the Swasthya Project, a rural health partnership that trained women in South India to become community health workers and educators; TrialNetworks, a technology company dedicated to improving collaboration and efficiency in clinical trials; and Doctors for America, a nonprofit mobilizing physicians and medical students to improve access to affordable care. His scientific research has focused on vaccine development and the participation of women and minorities in clinical trials. And as an internal medicine doctor at Brigham and Women’s Hospital and Harvard Medical School, Dr. Murthy cared for thousands of patients over the years and trained undergraduates, medical students, and medical residents. Raised in Miami, Dr. Murthy received his bachelor of arts degree from Harvard, his Master’s in business administration from the Yale School of Management, and his MD from the Yale School of Medicine. He lives in Washington, DC with his wife, Dr. Alice Chen, and their two children. Vivek Murthy @vivek_murthy on Twitter   Dr. Tsedal Neeley is the Naylor Fitzhugh Professor of Business Administration at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She regularly advises top leaders who are embarking on virtual work and large scale-change that involves global expansion, digital transformation, and becoming more agile. Tsedal heads and teaches in the first-year required Leadership and Organizational Behavior course in the MBA program that focuses on how to lead effectively; the curriculum addresses group behavior and performance, organization design, change, and how to align people behind a common vision. With Bill George and Krishna Palepu, she co-chairs the executive offering, Leading Global Businesses, which helps top leaders develop emerging and mature market strategies in a global and increasingly digital economy. She also teaches extensively in executive programs such as Harvard Business Analytics Program. Tsedal is a recipient of the prestigious Charles M. Williams Award for Outstanding Teaching in Executive Education and the Greenhill Award for outstanding contributions to Harvard Business School. She serves on the Board of Directors of Brightcove, Brown Capital Management, Harvard Business Publishing, and the Partnership Inc. Her forthcoming book, Remote Work Revolution: Succeeding from Anywhere (2021, Harper Collins Business), provides remote workers and leaders with the best practices necessary to perform at the highest levels in their organizations. Her award-winning book, The Language of Global Success: How a Common Tongue Transforms Multinational Organizations chronicles the behind-the-scenes globalization process of a company over the course of five years. She has also published extensively in leading scholarly and practitioner-oriented outlets such as Academy of Management Journal, Organization Science, Management Science, Journal of International Business, Strategic Management Journal, and Harvard Business Review, and her work has been widely covered in media outlets such as BBC, CNN, Financial Times, NPR, the Wall Street Journal, and The Economist. Her HBS case, Managing a Global Team: Greg James at Sun Microsystems, is one of the most used cases worldwide on the subject of virtual work. Prior to her academic career, Tsedal spent ten years working for companies like Lucent Technologies and The Forum Corporation in various roles, including strategies for global customer experience, 360-degree performance software management systems, sales force/sales management development, and business flow analysis for telecommunication infrastructures. A sought-after speaker with extensive international experience, she is fluent in four languages. She holds a patent for her software simulation on global collaboration and is a member of Rakuten’s Advisory Board. Tsedal received her Ph.D. from Stanford University in Management Science and Engineering, specializing in Work, Technology, and Organizations. Tsedal was named to Thinkers50 2018 On the Radar list for making lasting contributions to management, honored as a Stanford Distinguished Alumnus Scholar, and was a Stanford University School of Engineering Lieberman award recipient for excellence in teaching and research. Dr. Tsedal Neeley @tsedal on Twitter

As a Black female CEO, Shellye Archambeau is no stranger to adversity. Now she faces her most critical leadership decision. The software company she leads, MetricStream, is losing customers, hemorrhaging cash, and struggling to make payroll. Harvard Business School professor Tsedal Neeley discusses Archambeau’s leadership style and the importance of developing resilience, particularly when managing through a crisis.

Tsedal Neely is a Professor of Organizational Behavior at the Harvard Business School and founder of the consulting firm Global Matters. Her book The Language of Global Success can give you the tools you need to understand how language shapes multinational and multicultural organizations. She talks to Scott about her upcoming book "Remote Work Revolution: Succeeding from Anywhere.: How will virtual work and global work change how YOU work?Remote Work Revolution: Succeeding from Anywhere

Merck Chairman and CEO, Ken Frazier—one of only four Black CEOs in the Fortune 500—joins HBS Professor Tsedal Neeley. Topics include the necessity of putting science ahead of politics in the search for a cure for Covid-19 and steps corporate leaders need to take if they are to counter structural racism. He advises Black professionals on the importance of mentors and acquiring the “psychological armor to defend ourselves against the racism that’s all around us.” He also shares his personal story, including “hav[ing] only one generation between me and slavery.”

The wholesale shift to remote work in response to Covid-19 is a radical change and most organizations are scrambling to adapt to the complex realities. Harvard Business School professor Tsedal Neeley has spent decades studying distributed organizations. Author of the forthcoming book Remote Work Revolution, she explains that getting it right depends on clear communication, routine, work-life boundaries, common purpose, and inclusion. She also discusses the pandemic’s disproportionate toll on African Americans and other minorities, and the systemic change needed to bring more diversity to businesses, particularly the upper echelons of professional organizations.

Harvard Business School Professor, Tsedal Neeley, joins the Talent Angle to discuss how companies can adjust to a remote work environment due to the COVID-19 crisis. Neeley offers guidance for leaders and managers to maintain employee productivity and wellbeing amid a global pandemic.

Are you suddenly working from home? Dan and Alison answer your questions with the help of Tsedal Neeley, a professor at Harvard Business School. They talk through how to be productive at home whether you’re alone or distracted by children, how to care for your newly remote team and make sure they still get work done, or how to adapt when your job requires going outside and seeing people face-to-face.

En Oppenheimer Presenta hablaremos del futuro del trabajo después del coronavirus. Lo discutiremos con Tsedal Neeley, profesora de la escuela de negocios de la Universidad de Harvard; José Narro, exministro de salud de México, y el Dr. José Abadi, psiquiatra y psicoanalista argentino.

Tsedal Neeley, a professor at Harvard Business School, says that there are simple ways leaders can help their employees stay productive, focused, and psychologically healthy as they work from home during the current global pandemic. The right technology tools and clear and constant communication are more important than ever. She recommends that managers do an official remote-work launch, carefully plan and facilitate virtual meetings, and pay extra attention to workers' behavior. For individual contributors, it's critical to maintain a routine but also embrace flexibility, especially if you're in the house with family.

You want to move abroad. But how do you start? In our first episode, host Dylan Thuras is joined by Tsedal Neeley, a Harvard professor of business administration, and Lindsey Tramuta, a Paris-based American journalist, to discuss how working abroad can be personally and professionally advantageous. They’ll tackle everything from résumé boosting to the cognitive benefits of adapting to a new culture.

The BBC's Kizzy Cox in New York tries out the developers at tech firm Waverly Labs say can translate between any of 20 spoken languages in just a couple of seconds. Harvard Business School professor Tsedal Neeley describes what happened when one Chilean company switched from Spanish to English overnight. And Melanie Butler, editor of the English Language Gazette, explains why there's a global shortage of English teachers. Producer: Laurence Knight (Photo: Hello in different languages, Credit: Getty Images)

Japanese e-commerce firm Rakuten required its global workforce to be proficient in English or be demoted. Harvard's Tsedal Neeley examines this strategy in her book. See acast.com/privacy for privacy and opt-out information.

Tsedal Neeley, a professor at Harvard Business School, and Paul Leonardi, a management professor at UC Santa Barbara, talk about the potential that applications such as Slack, Yammer, and Microsoft Teams have for strengthening employee collaboration, productivity, and organizational culture. They discuss their research showing how effective these tools can be and warn about common traps companies face when they implement them. Neeley and Leonardi are co-authors of the article "What Managers Need to Know About Social Tools" in the November-December 2017 issue of Harvard Business Review.

For nearly three decades, English has been the lingua franca of cross-border organizations, yet studies on corporate language strategies and their importance for globalization have been scarce. In her new book, The Language of Global Success, my guest today Tsedal Neeley provides an in-depth look at a single organization—the high-tech giant Rakuten—in the five years following its English lingua franca mandate. Neeley's behind-the-scenes account explores how language shapes the ways in which employees who work in global organizations communicate and negotiate linguistic and cultural differences. We discuss the following:Her new book: The Language of Global Success: How a Common Tongue Transforms Multinational OrganizationsHow to bring together a team whose members are geographically and culturally dispersed?How organizations can become more globalized How to overcome the challenges of cross-cultural communicationWhat about facilitating dialogue amongst individuals from people who fundamentally hold different values from youThe attitudes and behaviors that are necessary to make a successful global employeeWhat went into her TEDx Talk: Why Global Success Depends on Treating Language And Culture SeparatelyResources Mentioned In This EpisodeWebsite: http://www.tsedal.com/Tsedal's Book: The Language of Global Success: How a Common Tongue Transforms Multinational Organizations: https://www.amazon.com/Language-Global-Success-Multinational-Organizations/dp/0691175373Tsedal's TEDx Talk: https://www.youtube.com/watch?v=B8VoxpR08Vg&t=744s See acast.com/privacy for privacy and opt-out information.

Japan’s largest online retailer Rakuten is rapidly expanding into global markets. In order to ensure the success of the organization, but also to break down linguistic and cultural boundaries in Japanese society, CEO Hiroshi Mikitani mandates English proficiency within two years for all employees. Harvard Business School professor Tsedal Neeley discusses the thinking behind Mikitani’s mandate and why there’s such a strong connection between language and globalization.

Increasingly, almost every team is a global team in some capacity. This presents a difficult challenge for managers everywhere, and especially for high-potential leaders who want to take their careers to the next level: how do you bring together a team whose members are geographically and culturally dispersed? Harvard Business School professor Tsedal Neeley discusses her case of a real-life executive charged with corralling a hugely diverse, underperforming group and leading it back to success on a global scale.

Tsedal Neeley, Harvard Business School professor, explains how globally distributed teams can collaborate better together.

Tsedal Neeley on Why We Need to Think of the Office as a Tool, with Very Specific Uses