Podcasts about work institute

In this clip, the Democracy at Work Institute's Julian McKinley speaks at the 2025 Employee Ownership Ideas Forum. For a transcript and additional resources, visit our website: https://www.aspeninstitute.org/videos/the-democracy-at-work-institutes-julian-mckinley-speaks-at-the-2025-employee-ownership-ideas-forum/ Or subscribe to our podcast and listen on the go: https://creators.spotify.com/pod/profile/aspeneop/For other session videos, visit the Aspen Institute Economic Opportunities Program on YouTube: https://www.youtube.com/@aspeneopThe 2025 Employee Ownership Ideas Forum took place on April 9-10, 2025, virtually and in Washington DC. The Forum is proudly co-hosted by the Aspen Institute Economic Opportunities Program and the Institute for the Study of Employee Ownership and Profit Sharing at Rutgers University.This year's theme, “From Workers to Owners,” highlights how the experience of ownership changes the reality of work for workers. The forum highlights companies in a range of business sectors and explores how employee ownership fits their business strategy and approach to business leadership. We also discuss the particular role employee ownership can play in supporting business success, and we consider the role institutional investors can play in improving capital access for employee ownership conversions and expansions.For more information about the Employee Ownership Ideas Forum, including our speakers, agenda, and additional resources, visit our website: https://www.aspeninstitute.org/events/employee-ownership-ideas-forum-2025/

Este episodio marca un hito muy especial para nosotros: ¡hemos llegado al número 200! Desde aquel primer episodio en junio de 2016 hasta hoy, hemos sido testigos —y partícipes— de una profunda evolución en el mundo laboral. Para celebrarlo, nos reunimos los tres socios de Future for Work Institute, las personas que episodio a episodio hacemos posible este podcast, para hacer una pausa, mirar hacia atrás y reflexionar sobre el camino recorrido… pero también para proyectarnos hacia adelante. En este episodio especial, abordamos la evolución de los grandes cambios globales que han moldeado el contexto laboral en estos años: desde el envejecimiento demográfico y el ascenso de Asia, hasta las crisis recientes como la pandemia, la guerra en Ucrania o la inflación. También reflexionamos sobre cómo estos fenómenos están tensionando instituciones y estructuras tradicionales y generando nuevos retos para las organizaciones. Otro eje clave de la conversación son los cambios sociales: el surgimiento de nuevas generaciones con expectativas distintas, el auge del activismo social, la creciente demanda de flexibilidad, salud mental y sostenibilidad. Todo esto está redefiniendo no solo la forma en la que trabajamos, sino también lo que esperamos del trabajo. También, hablamos de tecnología: desde la aparición de la transformación digital al crecimiento imparable de la inteligencia artificial. Exploramos cómo esta transformación tecnológica está reconfigurando nuestras organizaciones, los estilos de liderazgo y los perfiles profesionales más demandados. Y, por supuesto, no podía faltar una mirada a los aprendizajes acumulados durante estos años. Hablamos sobre cómo ha evolucionado el rol del área de personas, y nuestra visión de cómo podemos acompañar a empresas y profesionales en un contexto de cambio permanente desde Future for Work Institute. 200 episodios después, seguimos convencidos de que el futuro del trabajo se construye con diálogo, pensamiento crítico y colaboración. Gracias por acompañarnos en este viaje. Gracias a las personas invitadas que han compartido generosamente su experiencia y a quienes nos escuchan en cada episodio. Seguimos adelante, con la misma curiosidad e ilusión del principio. Más episodios en http://futureforwork.com/podcasts    

Today's episode is one I'm especially excited to share with you. Whether you're an Executive Function expert or you're just starting out learning about these essential life skills, you'll want to listen because we have not one but *two* Executive Function leaders featured.First up, I'm so happy to have been joined once again by the OG of Executive Function awareness, Ellen Galinsky, who sat down with me on Focus Forward in March of 2024 when her book, The Breakthrough Years, came out. Ellen is the President of the Families and Work Institute and the elected President of the Work and Family Researchers Network (WFRN). She also serves as senior research advisor to AASA, the School Superintendent Organization. Previously, she was the Chief Science Officer at the Bezos Family Foundation and faculty at Bank Street College. Her research has focused on the impact of work-life on families, child and adolescent development, youth voice, child-care, parent-professional relationship, and parental development. Ellen's work has contributed deeply to how we understand children's learning and development - and how we, as adults, can nurture it. Our second Executive Function leader is Dr. Megan McClelland, an internationally recognized expert on school readiness and self-regulation in very young children. She is the Katherine E. Smith Professor of Human Development and Family Sciences at Oregon State University, where she also directs the Hallie E. Ford Center for Healthy Children and Families. Megan's research focuses on optimizing children's development, especially as it relates to children's self-regulation, early learning, and school success. Her recent work has examined links between self-regulation and long-term outcomes from early childhood to adulthood and intervention efforts to improve these skills in young children. She is currently involved with multiple national and international projects to develop measures of self-regulation and improve school success in young children. Megan is also the co-author of Stop, Think, Act, a book all about how we as educators and parents can help our kids strengthen their EF skills through play.Today, you'll hear us talk about why executive function skills matter and how we can help kids strengthen them through everyday activities - Megan and Ellen help parents and educators see that we learn when we play! Whether you're a parent, educator, or just someone who cares about kids' success in the long run, this episode is full of insights you won't want to miss.I hope you enjoy listening! Here are the show notes from the episode: Learn More About Ellen GalinskyEllen Galinsky's Websitewww.ellengalinsky.comThe Breakthrough Yearshttps://ellengalinsky.com/the-breakthrough-years/Mind in the Makinghttps://www.mindinthemaking.org/Families and Work Institutehttps://www.familiesandwork.org/Learn More About Megan McClelland, PhD.https://health.oregonstate.edu/directory/megan-mcclellandStop, Think, Act by Megan McClelland and Shauna Tomineyhttps://www.amazon.com/Stop-Think-Act-Integrating-Self-Regulation/dp/0415745233Executive Function ResourcesVroomwww.vroom.orgInstitute for Education Sciences: "Preparing Young Children for School" - A research-based guide with specific tips and activities for educators.https://ies.ed.gov/ncee/wwc/practiceguide/30Focus Forward Ep 23: Parenting for Success: How to Nurture Executive Function Development in Early Childhoodhttps://www.beyondbooksmart.com/podcast?wchannelid=y1lzulxlcs&wmediaid=rgbq6nrrvfFocus Forward Ep 26: Navigating Stress, Parenting, and the Brain: A Conversation with Dr. Alison Royhttps://www.beyondbooksmart.com/podcast?wchannelid=y1lzulxlcs&wmediaid=oygnbqkqqq

Para explorar el futuro siempre fue útil comprender el pasado. No para proyectar lo que ocurrió en otros contextos si no para tener una mirada más amplia respecto a todo lo que deberíamos considerar cuando pensamos en futuros posibles y especialmente deseables. Hablamos del futuro de la función de RRHH y lo haremos con todo un experto con décadas de experiencia, sólido prestigio y una mente inquieta que orienta sus decisiones profesionales desde muy joven. Santiago García es Cofundador del observatorio independiente Future for Work Institute, docente, consejero asesor y autor de varios libros, entre ellos: RRHH ¿Dónde estamos? ¿Dónde vamos? de reciente publicación con Libros de Cabecera. Con Santi conversamos sobre los retos y el futuro de la función y especialmente de las oportunidades y responsabilidad que las áreas de personas tienen en los tiempos singulares de la historia que nos toca vivir. https://www.santigarcia.net/ https://www.linkedin.com/in/santiagogarcia/ http://futureforwork.com/ https://librosdecabecera.com/autores/santiago-garcia/

The former senator Sherrod Brown, of Ohio, joins Tyler Foggatt to discuss the tumult that Trump's tariffs have inflicted on the global economy, and why progressives should not merely oppose the President's trade policy but offer a clear alternative. “I've heard economists talk about these tariffs upending the global order on trade. Well, to a lot of workers, anything's better than the global order on trade. It's our policy problem as a country, and it's our political problem for Democrats,” Brown says. They also discuss his latest project, The Dignity of Work Institute, a think tank dedicated to advocacy for the working class. This week's reading: “‘I Am Seeing My Community of Researchers Decimated,'” by E. Tammy Kim “The Other Side of Signalgate,” by Rozina Ali “The Trump Show Comes to the Kennedy Center,” by Katy Waldman “At the Smithsonian, Donald Trump Takes Aim at History,” by David Remnick To discover more podcasts from The New Yorker, visit newyorker.com/podcasts. To send feedback on this episode, write to themail@newyorker.com. Learn about your ad choices: dovetail.prx.org/ad-choices

Last week, former Sen. Sherrod Brown announced the formation of the Dignity of Work Institute. The goal, he says, is to help Democrats and Republicans better understand the lives of American workers. It also keeps him in the spotlight as he considers whether to run for office again.

Body of missing 13-year-old girl found in Toledo; Central Ohio middle school coach placed on leave amid accusations he had sex with a student; in compliance with state law, Columbus City Schools change records of transgender students to reflect gender they were assigned at birth; former Senator Sherrod Brown announces the establishment of the Dignity of Work Institute.

Over 80% of the UK's SMEs believe apprenticeships are at least partly the solution to the UK's skills gap crisis, with a further 69% of the view apprenticeships are a ‘valuable alternative to university' Four in 10 (44%) feel not enough is being done to encourage young people to consider apprenticeships. The findings are taken from the latest independent research commissioned by Close Brothers Asset Finance and are in support of National Apprenticeship Week (NAW), which highlights the positive impact that apprenticeships make on individuals, businesses and the wider economy. According to a survey by the Learning and Work Institute, around 70% of employers reported a skills shortage in their workforce. The Close Brothers Asset Finance research confirms that 50% of business owners are concerned there's a skills gap in their sector while a further 16% say the issue is regionally based. Over a third (37%) of responding firms report having an apprenticeship scheme of their own, with many (65%) stating that if financial assistance were available from either the government or the private sector to help contribute towards wages and/or training, they would put someone from their company forward to participate in an apprenticeship scheme. The National Apprenticeship Service states that 96% of employers with apprentices have experienced at least one benefit from taking on apprentices, and most can count at least eight benefits. In addition, 74% of employers say that apprentices improved products or service quality, and 78% say that they improved productivity while 73% say that staff morale is improved by having apprentices. Steve Gee, CEO of Close Brothers' Asset Finance's Industrial Equipment Division, said: “As a funder of a number of sectors that rely on apprentices, we've long seen the need and value of apprenticeship schemes, which encourage new talent into industries that really need them.”  “As part of our commitment to the SME community, we've been funding an apprenticeship scheme since 2015, in partnership with the University of Sheffield's Advanced Manufacturing Research Centre (AMRC). Under the scheme, we contribute towards the wages of the apprentices in both the first and second year, with all training costs also covered. “The reality is, it's not cheap for an SME to invest in apprentices – and its important small business owners see it as an investment and not a cost. Handled correctly, apprenticeships can help an SME flourish and, at the same time, develop the individual apprentice.” “I believe we all have a duty to look at where, as ‘UK PLC', we need to concentrate our efforts and money. I would strongly encourage firms to support apprentices – we know first-hand what a hugely positive impact they can have.” Nikki Jones, Director of the University of Sheffield AMRC Training Centre said: “At the AMRC Training Centre, we're transforming lives through apprenticeships. We combine classroom learning and shop floor industrial experience to equip new, young talent with all the skills they need to become the advanced engineers of tomorrow. 

En este episodio de nuestro podcast, entrevistamos a Santi García, socio de Future for Work Institute, sobre el presente y futuro de la función de RRHH. Con motivo de la publicación de su último libro, Recursos Humanos: ¿dónde estamos? ¿a dónde vamos? (Libros de Cabecera, 2025), analizamos cómo ha evolucionado la gestión de personas y qué cambios son necesarios para que la función siga siendo relevante en un mundo laboral en transformación. Santi nos explica cómo RRHH ha llegado a un punto de inflexión. Mientras algunas empresas han logrado consolidar un enfoque estratégico, en otras la función sigue atrapada en la burocracia y la ejecución de procesos operativos. Esta realidad plantea lo que Santi califica de "disyuntiva histórica": o RRHH evoluciona o corre el riesgo de quedar relegada a un papel secundario en las organizaciones. En nuestra conversación repasamos algunas de las principales "asignaturas pendientes" de RRHH, reflexionamos sobre el futuro de la función y hablamos de los cambios necesarios para poder seguir aportando valor en los próximos años. Santi enfatiza la necesidad de los profesionales de RRHH de desarrollar una visión sistémica, que les permita comprender mejor el negocio, anticiparse a los cambios del entorno y contribuir a la resiliencia organizativa. Asimismo, subraya la necesidad de los profesionales de la función, empezando por sus líderes, de parar y pensar sobre su aportación de valor a sus organizaciones, y también de ayudar a sus organizaciones a que paren y piensen. +++ NOTA: Si compras el libro a través de la web de la editorial Libros de Cabecera (accede desde este enlace), obtendrás un 5% de descuento, y envío gratuito si realizas tu pedido desde España, Argentina, Brasil, Chile, Colombia, Ecuador, Guatemala, México, Perú o Uruguay.

The listeners of this podcast are likely to know that credit unions are financial cooperatives — an identity that some credit unions lean into and others don't talk about much. Amongst the general U.S. population, our understanding of cooperatives is limited, at best. Most people are ill-equipped to distinguish between, say, a consumer co-op, like a credit union, and a worker co-op, like PixelSpoke!  We'd like to change that, and we think that credit unions can play a crucial role, not only in expanding our general understanding of what co-ops are and why they matter, but also in supporting the broader cooperative ecosystem. We're excited to be joined by two guests who have made it their life's work to expand access to ownership through the cooperative business model. Frank Cetera is the Business Transfers Program Director for the Democracy at Work Institute, which helps communities overcome accelerating economic and social crises through worker ownership, and also a Board Member of local CDFI, Syracuse Cooperative Federal Credit Union. Stacey Smith is SVP and Head of Programs at Project Equity, which helps raise awareness of broad based employee ownership and supports businesses transitioning to employee ownership. Frank and Stacey help us tackle this month's BIG Question: How can credit unions more broadly support a cooperative economy, and what specific needs can they address for co-ops in their communities?

February 6, 2025 Everything Co-op inaugurates its Black History Month series. The theme for the 2025 Black History Month, as designated by the Association for the Study of African American Life and History (ASALH), is "African Americans and Labor." This theme emphasizes the significant and varied ways in which different forms of labor—both free and unfree, skilled and unskilled, vocational and voluntary—intersect with the collective experiences of Black people. Vernon begins his of African Americans and Labor in a discussion with Julian Hill, an abolitionist and lawyer who specializes in the solidarity economy. Julian Hill is an assistant professor at Georgia State University College of Law. Hill is a teacher, lifelong learner, community organizer, artist, and attorney who knows that the world we deserve, though both possible and necessary, is not inevitable. Hill regularly advises worker cooperatives, collectives, nonprofits, and small businesses on a range of matters, including governance, contracts, regulatory compliance, and corporate law matters. Hill is also known to partner with community-based organizations to co-facilitate political education and co-develop policies and campaigns. They have facilitated workshops, both in English and Spanish, on worker cooperatives and the solidarity economy with Law 4 Black Lives, the U.S. Federation of Worker Cooperatives, Democracy at Work Institute, the New York City Network of Worker Cooperatives, and the Federation of Southern Cooperatives, among others. They have prepared and delivered testimony before both the New York State Assembly and the New York City Council on issues facing worker cooperatives and small businesses in New York City. Hill is licensed to practice law in Georgia, New York and Washington, D.C.

In this very special roundtable episode of Psychologists Off the Clock, our cohosts Debbie Sorenson and Emily Edlynn gather a panel of experts—including Tracy Dennis-Tiwary, Ellen Galinsky, and Devorah Heitner—to discuss an issue many parents face today: the impact of smartphones and social media on children's mental health.  Bringing their unique perspectives together, they look at the often-alarmist messages surrounding technology use in youth, offering a balanced and hopeful perspective rooted in evidence-based science and field and personal experience.  Some of the key topics they talk about include addressing parental stress around technology, shifting from rigid monitoring to supportive mentoring, and how cultivating digital literacy and independence in our children.  Please tune in for thoughtful, evidence-based strategies that prioritize your children's well-being and growth and reassure you that healthy digital citizenship is within reach without having to resort to fear-based tactics.  Listen and Learn: Meet the experts - Emily Edlynn, Tracy Dennis-Tiwary, Ellen Galinsky, and Devorah Heitner What are the effects of alarmist tech narratives? How do extreme views impact youth mental health? Lessons from public health campaigns on tech use Parents and community roles in digital literacy: How can we work together? Navigating the pressures of intensive parenting around tech Understanding the complex link between tech and mental health What science really says about technology's impact on kids Recognizing data cherry-picking in tech research Teen suicide and the importance of careful data interpretation Key findings from the National Academy on social media How do teens really feel about tech? Harnessing positive peer influence on tech habits The critical role of sleep in teen well-being School tech policies: What can parents do? Ways to involve kids in creating tech solutions How fear-based messaging affects kids Parental roles: Monitoring vs. mentoring Building executive function skills through balanced tech use Resources:  Tracy's New York Times review of The Anxious Generation: https://www.nytimes.com/2024/03/26/books/review/jonathan-haidt-the-anxious-generation.htm Devorah's Newsweek article: https://www.newsweek.com/everyone-wants-save-children-social-media-what-about-rest-us-opinion-1922435  Emily's debate with Jonathan Haidt:  You can watch it in its entirety here or this clip on YouTube. And you can follow the story of her participation in the debate on her Substack newsletter here https://emilyedlynn.substack.com/p/david-meet-goliath and here https://emilyedlynn.substack.com/p/sextortionist-rings-and-other-fear  The Surgeon General's advisory on Parental stress: https://www.hhs.gov/surgeongeneral/priorities/parents/index.html  A commentary by Emily, Debbie, and Yael on the advisory: https://emilyedlynn.substack.com/p/is-parent-stress-breaking-news  About our panelists:  Tracy A. Dennis-Tiwary, Ph.D. is a professor of psychology and neuroscience and Director of the Emotion Regulation Lab at Hunter College. Ellen Galinsky is President of Families and Work Institute and the elected President of the Work and Family Researchers Network. Devorah Heitner, PhD is the author of Growing Up in Public: Coming of Age in a Digital World and Screenwise: Helping Kids Thrive and Survive in the Digital World. Emily Edlynn, PhD is a psychologist and the author of Autonomy-Supportive Parenting: Reduce Parental Burnout and Raise Competent, Confident Children and the emotions journal for kids, In Your Feels. And of course you all know her as a cohost of Psychologists Off the Clock.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Join host Chris Tompkins as he sits down with renowned child development expert Ellen Galinsky. Ellen, president of Families and Work Institute and acclaimed author, brings a wealth of insights on youth development. Known for her groundbreaking book, Mind in the Making, Ellen's latest release, The Breakthrough Years, dives into the complexities of adolescence with a fresh perspective. Her expertise in executive functioning, skill-building, and adolescent growth makes this episode a must-listen for anyone invested in understanding today's youth. This engaging conversation offers both practical advice and inspiration for parents, educators, and leaders. 

Listen as Dr. Shelley MacDermid Wadsworth discusses the importance of conducting research of military and veteran families to improve their overall well-being.  She discusses the Military Family Research Institute's Operation Military Experience, a nationwide study that looks at the experiences of families who have faced a parental deployment.    This podcast is made possible by generous funding from the USAA Foundation.   Audio mixing by Concentus Media, Inc., Temple, Texas.   Show Notes:   Resources:   The Military Family Research Institute https://www.mfri.purdue.edu/   Operation Military Experience https://opme.mfri.purdue.edu/   Bio: Dr. Shelley MacDermid Wadsworth is a Distinguished Professor of Human Development and Family Science at Purdue University, where she directs the Military Family Research Institute, which she co-founded, and serves as Director Emerita of the Center for Families. Dr. MacDermid Wadsworth holds an M.B.A. in Management and M.S. and Ph.D. degrees in Human Development and Family Studies from The Pennsylvania State University.   Her primary research interest is the relationship between work conditions and family life, with special focus on military families. She is an author of over 140 articles and chapters. Her research has been supported by the National Institutes of Health; the Departments of Defense, Veterans Affairs, and Agriculture; state governments; and numerous private philanthropies.   Dr. MacDermid Wadsworth is a recipient of the Work Life Legacy Award from the Families and Work Institute and a fellow of the National Council on Family Relations, from which she also received the Felix Berardo Scholarship Award for Mentoring (2018) and the Burgess Award for continuous and meritorious contributions to theory and research in the family field (2022). She has served on federal advisory committees for the National Academies of Science and the Department of Defense and has testified in Congress on multiple occasions regarding military and veteran families.    In 2016, Purdue University received the Kellogg Award from the Association of Public and Land Grant Universities and the Higher Education Civic Engagement Award from the Washington Center in recognition of the work of the Military Family Research Institute. Dr. MacDermid Wadsworth is a recipient of the Morrill Award, Purdue University's highest faculty honor, for outstanding career achievements that have had an impact on society and has been named a “Top Ten Extraordinary Contributor” among work-family researchers worldwide.

Dean Radin, MS, PhD, is Chief Scientist at the Institute of Noetic Science (IONS) and Associated Distinguished Professor of Integral and Transpersonal Psychology at the California Institute of Integral Studies (CIIS). He has degrees in electrical engineering, physics and psychology and has been involved in research on the frontiers of consciousness for over 30 years. Dean is the author of many scientific papers, book chapters and books including Supernormal, The Conscious Universe and Real Magic. Dean's work opens up the possibility for the unification of science and spirituality through the lens of quantum mechanical principals. His work on how conscious attention and intention impacts quantum-level events is paving the way for our understanding of our role in the unfolding of the world around us.Please consider subscribing to my Substack to support the podcast and get deeper insights into these topics. https://ricciflow.substack.com/Dean's Work:Institute of Noetic SciencesBooksFollow Me:WebsiteSubstackConsultationInstagramYoutubeTwitter/XSpotifyAppleLinktree

My guest this week is Cheryl Fields Tyler, CEO and Founder of Blue Beyond Consulting. We are talking about the challenges – and rewards – of having multiple generations in the workforce (Baby Boomers, Gen X, Millennials, Gen Z). Cheryl tells about the key takeaways from her research – both for younger workers and those who lead them – including the skills you need to work in a multi-generational work environment, the differences and commonalities in workers' needs and requirements, and how to leverage a range of strengths in a diverse workplace. Cheryl has worked for more than 30 years in helping organizations build cultures where both the business and the people thrive. She has been featured in media including CNBC, BBC, Fast Company, and Forbes. In 2020, Cheryl received the For All Leader Award from the Great Place to Work Institute, and under her leadership, Blue Beyond has been repeatedly recognized as one of the Best Small & Medium Workplaces by FORTUNE and as an Inc. 5000 company. You can find Cheryl Fields Tyler at:www.bluebeyondconsulting.comlinkedin.com/in/cherylfieldstyler Want a copy of Cheryl's research?https://www.bluebeyondconsulting.com/winning-on-the-people-side-of-business/ Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth.  If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

In this groundbreaking episode I dive deep into the dynamics of the glass ceiling and the glass floor, specifically focusing on how men in tech can play a pivotal role in fostering inclusive workplaces. With detailed statistics and compelling arguments, I highlight why inclusive cultures are essential for financial growth, innovation, and overall business success.I unpack the metaphors of the glass ceiling and glass floor, exploring how systemic barriers impact career advancement for underrepresented groups. Through five actionable strategies, I guide men on how to leverage their positions of power to break these barriers, creating a more equitable tech industry.For all my women in tech, this episode is also for you. It is a gift and call to action ll to stop self-blame and recognize the invisible systems you navigate. Learn what you can do to advocate for yourself and others.20 stats for why inclusive leadership matters for the business and your career: 1. Higher Financial Performance: Companies with more women in leadership positions are 25% more likely to have above-average profitability. (McKinsey, 2020)2. Increased Innovation: Diverse companies are 1.7 times more likely to be innovation leaders in their industry. (Josh Bersin Research, 2020)3. Greater Revenue from Innovation: Firms with inclusive teams are 45% more likely to report improved market share and capture new markets. (Center for Talent Innovation, 2013)4. Better Decision-Making: Inclusive teams make better business decisions up to 87% of the time. (Cloverpop, 2017)5. Improved Team Performance: Diverse teams outperform individual decision-makers 66% of the time. (Cloverpop, 2017)6. Higher Employee Retention: Inclusive workplaces have a 50% lower employee turnover rate than less inclusive companies. (Deloitte, 2017)7. Higher Return on Equity (ROE): Companies in the top quartile for gender diversity on executive teams were 21% more likely to experience above-average profitability. (McKinsey, 2020)8. Enhanced Company Reputation: 67% of job seekers consider diversity an important factor when evaluating companies and job offers. (Glassdoor, 2020)9. Increased Employee Engagement: Companies with higher diversity scores have 2.3 times higher employee engagement levels. (Gartner, 2018)10. Reduced Turnover Costs: Replacing an employee costs 33% of their annual salary; inclusivity reduces turnover, leading to substantial cost savings. (Work Institute, 2021)11. Faster Problem Solving: Diverse teams solve problems faster than cognitively similar people. (Harvard Business Review, 2016)12. Better Customer Understanding: Companies with more diverse management teams have 19% higher revenue due to innovation. (BCG, 2018)13. Market Performance: Ethnically diverse companies are 36% more likely to outperform competitors in market share. (McKinsey, 2020)14. Increased Workforce Productivity: Inclusive companies are 1.4 times more likely to outperform less inclusive organizations in terms of productivity. (Deloitte, 2017)15. Reduced Absenteeism: Inclusive cultures see absenteeism rates drop by 75%. (Deloitte, 2017)16. Lower Legal Risks: Companies that foster inclusivity face fewer discrimination claims and lower associated costs. (EEOC, 2020)17. More Competitive Talent Pool: 78% of companies that prioritize diversity attract top talent more easily. (PwC, 2017)18. Improved Company Sustainability: Firms with more diverse boards of directors are more likely to prioritize sustainability and environmental goals. (Harvard Business Review, 2019)19. Higher Customer Loyalty: Diverse teams are better equipped to understand and cater to a broader customer base, leading to increased customer loyalty. (Gartner, 2018)20. Better Performance During Crises: During the COVID-19 pandemic, companies with more women in leadership roles outperformed their peers. (Fortune, 2020)To submit your question for me to answer on an upcoming episode, send me an email at Nicole@TrickSteinbach.comYou can be a woman in tech and enjoy your career. When you build the skill of bravery, you will stress less, work less, and then earn more. Check out the following resources designed to help you thrive in your career: Check out my websiteJoin my mailing list for more insights, opportunities, and inspirationConnection with me on LinkedIn If you are an established woman in tech who is creating results and making an impact at work so your workload and stress just keep growing but promotions and salary bumps remain a distant dream, it is time for change. Listen, we all know the tech industry has dramatically changed. It's time your career approach did too. You don't need cookie-cutter programs or dusty advice from outdated playbooks, because what works for tech bros, won't work for you. You need individualized, bespoke support to build your brave career. One that reflects who you are as a woman in tech. I invite you to explore career coaching with me. Get all the details, including prices and client results, at TrickSteinbach.com.You can stress less, work less, and earn more. You've already earned it. Let's make it happen. 

Ellen is the President @ Families & Work Institute, a nonprofit organization dedicated to providing research for living in today's changing workplace, changing family, and changing community. Families and Work Institute practices civic science in addressing the most pressing problems in work life, family life, and children's/adolescents' development.

September 12, 2024 Vernon conducts live interviews with Mavery Davis, Treasurer of the Board of Directors at the U.S. Federation of Worker Cooperatives, and Zen Trenholm, Director of Employee Ownership Cities and Policy at the Democracy At Work Institute, during the 2024 Co-op Worker Conference. They discuss the services offered by both organizations, as well as the various sessions and presenters at the conference. The Worker Co-op Conference is the only national event where worker-owners from across the United States gather to learn and build power together. For the last 20 years, this conference has brought together a thriving community of new, experienced, and aspiring entrepreneurs. The conference cultivates a network of interconnected and interdependent worker owners, business developers, policymakers, funders, and labor organizers, all driven toward a common goal of improving the lives of workers and their families. WCC24 will foster relationships and strategies within the worker co-op community and knit attendees closer to other labor movements. The United States Federation of Worker Cooperatives is the national grassroots membership organization for worker cooperatives. As a membership and advocacy organization, the Federation connects worker cooperative members to benefits, to each other and to the larger cooperative and economic justice movements. The Federation amplifies its members' voices to advocate for worker cooperatives at the local, state and national level, and provides consulting and technical assistance to cooperatives old and new. And through the education, training and organizing work of its partner organization, the Democracy at Work Institute, the Federation is committed to ensuring cooperative business ownership reaches those who need it the most. The Democracy at Work Institute expands the promise of cooperative business ownership to reach those communities most directly affected by social and economic inequality. It was created by the USFWC to ensure that worker cooperative development in economically and socially marginalized communities is adequately supported, effective, and strategically directed. It is the only national organization dedicated to building the field of worker cooperative development, through strategic research, creation of tools and standards, leadership development, direct technical assistance and advocacy for worker cooperatives as a community economic development strategy. The Institute brings both a birds-eye view of the national stage and an experiential on-the-ground understanding of cooperative business, making sure that our growing worker cooperative movement is both rooted in worker cooperatives themselves and reaches new communities of worker-owners.

#199 Today's guest is Ellen Galinsky— president of the Families and Work Institute and author of several popular books researching adolescents and teenagers, including the bestselling parenting guide, Mind in the Making, and her recently published work, The Breakthrough Years. Over her career, her research has focused on work-life, children's development, youth voice, child-care, parent-professional relationships, and parental development. In this episode, we discuss:+ Common emotional experiences teenagers face today + The unique pressure that teenagers are under & how adults can play a role in this + Popular misconceptions & stereotypes that society has about teenagers + Ways that Gen Z can thrive amidst the mental health crisis + The importance of finding a sense of purpose as a teenager + How parents & peers can best support a teen who is struggling + Parenting advice for building your teen's independence without micromanaging+ Navigating screen time & social media as the parent of a teenager + Advice on how teens & parents can communicate about mental health + What she wishes all teenagers knew Ellen's Instagram: https://www.instagram.com/ellenmgalinsky/MENTIONED+ Mind in the Making+ The Breakthrough Years+ LA Times Article+ CHOP Research Institute + Kids Online Health and Safety+ Ellen's WebsiteSHOP GUEST RECOMMENDATIONS: https://amzn.to/3A69GOCSTARBUCKS GIFTCARD GIVEAWAY: Want coffee on me?! Each month I'll be randomly choosing a winner to receive a Starbucks giftcard! To enter this giveaway, all you have to do is leave a review of the podcast on Spotify and/or Apple Podcasts and DM me on a screenshot of your review on Instagram. Win bonus entries by tagging the podcast on your Instagram story or TikTok! Good luck!LET'S CONNECT+ Instagram (@shepersistedpodcast)+ Website (shepersistedpodcast.com)+ YouTube (Sadie Sutton: She Persisted Podcast)+ Twitter (@persistpodcast)+ Facebook (@shepersistedpodcast)+

Imagine seeing teenagers not as a bundle of challenges but as a wellspring of untapped potential. That's exactly what our guest Ellen Galinsky, President of Families and Work Institute, invites you to do in this episode, through her book 'The Breakthrough Years: A New Scientific Framework for Raising Thriving Teens ' which challenges the negative cultural narratives about teenagers by presenting a new scientific framework that underscores teens' strengths and capabilities.  Guiding us in understanding adolescent brain development, Ellen talks about the advantages of positive risk-taking, the role of executive function skills and offers a fresh perspective on adopting an approach to problem-solving that promotes autonomy. You'll also hear how to navigate the turbulent waters of social media. Curious about how you can make the most of your teen's toughest years? Tune in to learn some game-changing wisdom that could totally shift your perspective—and theirs! Listen and Learn:  Challenging the negative stereotypes of teenagers Insights from the "Breakthrough Years" study on teens' voices and development Why risk-taking in adolescence is crucial for growth How risk-seeking in teens fosters bravery and examples of how you can encourage positive risk-taking  Using autonomy-supportive caregiving to transform parenting and problem-solving with teens Why shifting from an adversity mindset to a possibilities mindset can transform your parenting How executive functioning—focus, working memory, reflection, and self-control—shapes success Finding a balance of autonomy and structure in social media use and how this can support healthy teen development Resources:  The Breakthrough Years: A New Scientific Framework for Raising Thriving Teens Ellen Galinsky: https://ellengalinsky.com/ The Great Rewiring of Our Lives: Have We Ruined Childhood Forever? https://iai.tv/video/the-great-rewiring-of-our-lives?time=420 Connect with Ellen on Social: https://www.facebook.com/ellen.galinsky/ https://twitter.com/ellengalinsky https://www.linkedin.com/in/ellen-galinsky-2512a95 About Ellen Galinsky Ellen Galinsky is President of Families and Work Institute. She's conducted research on child-care, parent-professional relationship, parental development, work-family issues and youth voice. She also serves as senior science advisor to AASA, the School Superintendent Organization and as senior advisor to the Immediate Office of the Assistant Secretary of Youth Mental Health at the Administration for Children and Families, U.S. Department of Health and Human Services. Ellen is the author of the best-selling Mind in the Making, more than 100 books/reports and 300 articles.  Other highlights include serving as a parent expert in the Mister Rogers Talks to Parents TV series; as child care expert on Dr. T. Berry Brazelton's TV series What Every Baby Knows; being the elected President of the National Association for the Education of Young Children (NAEYC); and being elected to the National Academy of Human Resources. In 2018, the Work and Family Researchers Network established the ongoing Ellen Galinsky Generative Researcher Award. She holds a Master of Science degree in child development and education from Bank Street College of Education and a Bachelor of Arts degree in child study from Vassar College.  Related Episodes:  342. Youth Sports and Raising Athletes with Kirsten Jones 337. Puberty Is Awkward with Cara Natterson and Vanessa Kroll Bennett 332. Middle School Superpowers with Phyllis Fagell 324. Toxic Achievement Culture with Jennifer Wallace 319. Autonomy-Supportive Parenting with the AMAZING Emily Edlynn 317. Growing Up in Public with Devorah Heitner 304. The Emotional Lives of Teenagers with Lisa Damour 253. Free Range Kids with Lenore Skenazy 240. Talking to Kids and Teens with Big Feelings with Adele LaFrance (EFFT Part 1 of 2) Learn more about your ad choices. Visit megaphone.fm/adchoices

Guests:   Olga Prushinskaya and Jamie Pockrandt, Democracy at Work Institute  Summary: The second most common form of employee ownership in the United States is the worker cooperative where workers participate in both the financial success and governance of the firms. Today there are over 750 worker cooperatives in the United States, which is triple the amount that existed in 2012. How do we know these numbers? Unlike the number of ESOPs which can be tracked using publicly available data generated by the government, there is no public entity that tracks worker cooperatives. Instead, it has been nonprofit groups that have filled in this gap in knowledge. On this episode I speak with Olga Prushinskaya and Jamie Pockrandt of the Democracy at Work Institute, a national organization committed to worker cooperative development – which includes gather data on worker cooperatives. We talk about their soon to be released State of the Sector report and what it found regarding worker cooperatives as well as other projects they have been working on which aim to better understand the impact that employee ownership is having on workers, companies, and communities.   Further Material  Learn about DAWI's work here: https://institute.coop/   Existing datasets mentioned in the show: https://institute.coop/core-research     Guest Info:   Jamie Pockrandt, Data Architect, Democracy at Work Institute:   Email: jpockrandt@institute.coop | Phone: (415) 379-9201 Ext. 19  Olga Prushinskaya, Metrics and Impact Analyst  Email: olga@institute.coop | Phone: (415) 379-9201 Ext. 17    SUPPORT THE SHOW: We make all episodes of Owners at Work free and never place them behind a paywall. But they take time and money to produce. Consider making a DONATION today to help keep our work going.   WE WANT TO HEAR FROM YOU: We are always looking for new employee ownership stories to tell. Please contact us with your story at oeoc@kent.edu   ---------------------------------------------------------------------        

July 4, 2024 Vernon interviews Julian Hill, an abolitionist and lawyer specializing in the solidarity economy. Vernon and Julian explore key insights from Julian's experience working with cooperatives, collectives, nonprofits, and small businesses. Julian Hill is an assistant professor at Georgia State University College of Law. Hill is a teacher, lifelong learner, community organizer, artist, and attorney who knows that the world we deserve, though both possible and necessary, is not inevitable. Hill regularly advises worker cooperatives, collectives, nonprofits, and small businesses on a range of matters, including governance, contracts, regulatory compliance, and corporate law matters. Hill is also known to partner with community-based organizations to co-facilitate political education and co-develop policies and campaigns. They have facilitated workshops, both in English and Spanish, on worker cooperatives and the solidarity economy with Law 4 Black Lives, the U.S. Federation of Worker Cooperatives, Democracy at Work Institute, the New York City Network of Worker Cooperatives, and the Federation of Southern Cooperatives, among others. They have prepared and delivered testimony before both the New York State Assembly and the New York City Council on issues facing worker cooperatives and small businesses in New York City. Hill is licensed to practice law in Georgia, New York and Washington, D.C.

In this edition of the EMS One-Stop podcast, host Rob lawrence welcomes Todd Stout and Mike Taigman of FirstWatch as they introduce the 2024 Jack Stout Fellow, Mary Meeks, district chief of night shift at Chatham Emergency Services. The Jack Stout EMS Fellowship, endowed by FirstWatch, aims to empower emerging EMS leaders by equipping them with the knowledge and skills necessary to guide EMS systems effectively in the future. Developed by FirstWatch in cooperation with the Fitch EMS Foundation, the Fellowship underscores the commitment to leadership development and community service. Named in honor of Jack Stout, a pioneer in high-performance EMS systems, the Fellowship teaches principles such as people-centered leadership, data-driven decision-making, improvement science and systems thinking. As the chosen Fellow, Meeks will attend the 2024 Pinnacle EMS Leadership Forum, participate in either the Fitch Ambulance Service Manager or Communication Center Manager program, and benefit from a customized mentorship led by Mike Taigman, renowned for his contributions to EMS quality improvement. This comprehensive program not only honors Jack Stout's legacy but also ensures that his visionary principles continue to shape the future of EMS. Additional resources IHI Framework for Improving Joy in Work | Institute for Healthcare Improvement The Jack Stout EMS Fellowship, endowed by FirstWatch Pinnacle EMS leadership conference

It is not productive to think negatively of our children's teenage years. Instead we need to find ways to embrace this time period and support the changes they're experiencing while giving them room to grow, learn, and fail with us.  But it seems like all the literature out there is designed to scare and dishearten parents as their children reach these later years. What should we be reading?  Thankfully, Ellen Galinsky decided it was time to share the positive side of parenting teenagers.  Ellen is President of Families and Work Institute, elected President of the Work and Family Researchers Network (WFRN), and senior research advisor to AASA, the School Superintendent Organization. Previous jobs include Chief Science Officer at the Bezos Family Foundation and faculty at Bank Street College. Her life's work revolves around identifying important societal questions, conducting research to seek answers, and turning the findings into action.  Her research is focused on work-life, children's development, youth voice, child-care, parent-professional relationship, and parental development. She's the author of the best-selling Mind in the Making and The Breakthrough Years. She's also authored 90 books/reports and 360 articles. Career highlights include serving as President of NAEYC, a fellow of the National Academy of Human Resources, a parent expert on the Mister Rogers Talks with Parents TV series, receiving a Distinguished Achievement Award from Vassar College and the 2022 Lifetime Achievement Award from WFRN. Listen as Ellen shares more about the research she's done and how we as parents can lean into the teenage years in such a way that provides our children with opportunities to practice autonomy and self-determination.  In this episode, we discuss:  What teens want most from us as parents. Ways to give teens autonomy support. What shared solutions are and how we can use them to help our teens build their executive function. The five basic needs teenagers have. Resources: Message 1 Understanding Adolescent Development -https://ellengalinsky.substack.com/p/understanding-adolescent-development Message 2 Talk With, Not At Teens -https://ellengalinsky.substack.com/p/talk-with-not-at-teens Listening is Where Love Begins -https://ellengalinsky.substack.com/p/listening-is-where-love-begins A Skill-Building Approach: Don't Hold the Leash Too Tight-https://ellengalinsky.substack.com/p/a-skill-building-approach-dont-hold Shared Solutions: An Autonomy Supportive Approach -https://ellengalinsky.substack.com/p/shared-solutions-an-autonomy-supportive Introducing a Possibilities Mindset -https://ellengalinsky.substack.com/p/introducing-a-possibilities-mindset Message 3 The Power of Positive Risk Taking -https://ellengalinsky.substack.com/p/the-power-of-positive-risk-taking Beyond Queen Bees, Wannabees, Masterminds, and Wingmen -https://ellengalinsky.substack.com/p/beyond-queen-bees-wanabees-masterminds Age Discrimination Hidden in Plain Sight -https://ellengalinsky.substack.com/p/age-discriminationhidden-in-plain Understanding Adolescent Development -https://ellengalinsky.substack.com/p/understanding-adolescent-development Questions:  What do teens most want from their parents? What are teenagers' 5 basic needs? What are shared solutions? How can these help our teens with executive function? How to support our kids with risk taking? Disclaimer: This podcast does not provide medical advice. The information on this podcast is for informational purposes only. No material on this site is intended to be a substitute for professional medical advice, diagnosis or treatment.  Learn more about your ad choices. Visit megaphone.fm/adchoices

As I'm sure I've said on the show before, there's no amount of money that could convince me to go back and relive my teenage years. But I do genuinely love and have so much empathy for kids in this phase of life and all that it entails, which is why I'm so happy to share today's conversation on the show. I had a chance to sit down with renowned parenting and childhood development expert Ellen Gallinsky, who has just published a phenomenal book called The Breakthrough Years: A New Scientific Framework for Raising Thriving Teens. Ellen spent nearly ten years talking with teenagers about what they think about, what they would like to know, how they feel, and perhaps most interestingly, what they would like adults to understand about them. She shares her discoveries in The Breakthrough Years, and through it, offers a paradigm-shifting comprehensive understanding of adolescence. So in this conversation, we explore some what Ellen shares in her book, including why this phase of life is clouded by so many negative stereotypes and misconceptions, the pivotal brain development and skill acquisition happening during the teen years, the power of "shared solutions" problem-solving in fostering life and executive function skills, and what Ellen learned about teens' need for belonging and how we can support this essential aspect of their development.   About Ellen Galinsky Ellen Galinsky is President of Families and Work Institute, President of the Work and Family Researchers Network (WFRN), and senior advisor at ACF at HHS. Previous jobs include Chief Science Officer at the Bezos Family Foundation and faculty at Bank Street College. Her life's work revolves around identifying important societal questions, conducting research to seek answers, and turning the findings into action. Her research is focused on work-life, children's development, youth voice, child-care, parent-professional relationship, and parental development. She's the author of Mind in the Making and The Breakthrough Years. She's also authored 90 books/reports and 360 articles. Career highlights include serving as President of NAEYC, a fellow of the National Academy of Human Resources, a parent expert on the Mister Rogers Talks with Parents TV series, receiving a Distinguished Achievement Award from Vassar College and the 2022 Lifetime Achievement Award from WFRN.   Get Exclusive NordVPN deal here → https://nordvpn.com/tilt - It's risk-free with Nord's 30-day money-back guarantee!   Learn more about your ad choices. Visit megaphone.fm/adchoices

"Just wait until they're teenagers!" That's the warning we've likely said or heard about the challenge of dealing with adolescents. But what if it doesn't have to be that way? Our guest is child development expert Ellen Galinsky, with her new book THE BREAKTHROUGH YEARS:  A New Scientific Framework for Raising Thriving Teens. In her role as President of Families and Work Institute, she challenges assumptions about the teenage years, offering new ways for parents and others to better understand and interact with adolescents in ways that help them thrive.

Barry Winkless is the Chief Strategy Officer at Cpl Group & Head of the Future of Work Institute. He is based in Dublin, Ireland. Barry is speaking at the CX Outsourcers conference in Atlanta on May 1/2. In this conversation with Mark Hillary he gives a preview of his keynote talk about making companies - and countries - more attractive locations for investment and improving the ability to attract talented people. https://www.linkedin.com/in/barry-winkless-7357094/ https://www.cpl.com/ie https://cxoutsourcers.com/  

The workplace can be a setting where people see their worth and have it honored by others. It can also be a hub of discouragement, aimlessness, and a lack of encouragement.  On this episode of Being Human, host Steve Cuss welcomes Jeff Haanen, author of Working from the Inside Out. Haanen, who is the founder of the Denver Faith and Work Institute, sheds light on how inner work can shape outer work and what it looks like to live out Christianity in jobs and careers. He provides listeners with a starting point for thinking theologically about their work and gives pastors some tips for helping their congregants feel seen in their work lives. Cuss and Haanen talk about dignifying all types of honest work, the value of physical labor, and what it looks like to work unto the Lord when career and passion don't align.  Resources mentioned in this episode include:  Denver Institute for Faith and Work Working from the Inside Out: A Brief Guide to Inner Work That Transforms Our Outer World by Jeff Haanen The Center for Faith and Work  Lesslie Newbigin Charlotte Institute for Faith & Work Nashville Institute for Faith and Work Made to Flourish “God of the Second Shift” Treatment Technology Babette's Feast “Being Human with Steve Cuss” is a production of Christianity Today Executive Produced by Erik Petrik and Mike Cosper Produced and Edited by Matt Stevens Associate Producers: McKenzie Hill, Raed Gilliam, and Abby Perry Theme song by Dan Phelps Original Music by Andy Gullahorn Mix Engineer: Kevin Morris Graphic Design: Amy Jones Learn more about your ad choices. Visit podcastchoices.com/adchoices

The workplace can be a setting where people see their worth and have it honored by others. It can also be a hub of discouragement, aimlessness, and a lack of encouragement.  On this episode of Being Human, host Steve Cuss welcomes Jeff Haanen, author of Working from the Inside Out. Haanen, who is the founder of the Denver Faith and Work Institute, sheds light on how inner work can shape outer work and what it looks like to live out Christianity in jobs and careers. He provides listeners with a starting point for thinking theologically about their work and gives pastors some tips for helping their congregants feel seen in their work lives. Cuss and Haanen talk about dignifying all types of honest work, the value of physical labor, and what it looks like to work unto the Lord when career and passion don't align.  Resources mentioned in this episode include:  Denver Institute for Faith and Work Working from the Inside Out: A Brief Guide to Inner Work That Transforms Our Outer World by Jeff Haanen The Center for Faith and Work  Lesslie Newbigin Charlotte Institute for Faith & Work Nashville Institute for Faith and Work Made to Flourish “God of the Second Shift” Treatment Technology Babette's Feast “Being Human with Steve Cuss” is a production of Christianity Today Executive Produced by Erik Petrik and Mike Cosper Produced and Edited by Matt Stevens Associate Producers: McKenzie Hill, Raed Gilliam, and Abby Perry Theme song by Dan Phelps Original Music by Andy Gullahorn Mix Engineer: Kevin Morris Graphic Design: Amy Jones Learn more about your ad choices. Visit podcastchoices.com/adchoices

Bret Keisling shares a brief clip from the "Owner to Owner" podcast. Host Jesse Tyler is joined by Matt Cropp, the executive director of the Vermont Employee Ownership Center (https://veoc.org/), to discuss the VEOC 22nd Annual Conference which will take place on May 31, 2024, at the University of Vermont's Dudley H. Davis Center in Burlington, Vermont and will feature keynote speaker Melissa Hoover from the Democracy at Work Institute.   Attendees will gain invaluable knowledge from industry experts, thought leaders, and pioneers in the field of employee ownership. They will learn about the latest trends, best practices, and innovative strategies shaping the landscape of shared ownership, and create relationships with experts, advocates, and employee-owners at Vermont-based EO Companies. Head to our website for the transcript of this episode, with links to the VEOC 22 registration and more: https://www.theesoppodcast.com/post/mini-cast-259-the-veoc-22nd-annual-conference

Hi everyone! It's a special day for us here at Focus Forward. Today marks our 40th episode, just days ahead of our two-year podcast anniversary. I want to thank our amazing team at Beyond BookSmart and of course, you, our listeners. It means so much to us to know that so many are finding the work that we are doing here at Focus Forward helpful.Today's episode is also really special because I had the ultimate privilege and joy of getting to sit down with Ellen Galinsky. Ellen is the OG of researching and writing about Executive Function skills, parenthood, and child development. In addition to being the author of many books, she also founded the Families and Work Institute along with many other life accomplishments you can read about in her bio. You may have heard of or read her book “Mind in the Making” which explores seven life skills young kids need to thrive - and these life skills are Executive Function skills! In her books, she takes the brilliant work done by researchers all over the world and writes about it in a way that we non-researchers can understand and use in our lives. She's done the same in her new book, The Breakthrough Years, which comes out in a couple of weeks on March 26. The Breakthrough Years teaches us more than just how to help our teenagers thrive, it helps us understand them. As you'll hear Ellen explain, she asked teenagers what they want people to know about them and the messages that teens want us adults to hear make up the five chapters of the book. So tune in and learn how to help raise thriving teens through a deep knowledge of what drives them and through the application of Executive Function strategies. Learn More About Ellen GalinskyEllen Galinsky's Websitehttps://www.ellengalinsky.comThe Breakthrough Yearshttps://ellengalinsky.com/the-breakthrough-years/Mind in the Makinghttps://www.mindinthemaking.org/Families and Work Institutehttps://www.familiesandwork.org/Other Parenting Resources I've Been Loving LatelyLisa Damour's books and "Ask Lisa" podcastAliza Pressman's book and "Raising Good Humans" podcastNever Enough by Jennifer Breheny WallaceAdam Grant's books and “Rethinking” podcast (not parenting-focused, but still very much applicable!)Kenneth Ginsburg's book, Congrats - You're Having a Teen! Contact Us!Reach out to us at podcast@beyondbooksmart.comIG/FB/TikTok @beyondbooksmartcoaching

  Join us in our next Design Your New Life in Retirement group program. _________________________ Today's Building Block: Personal Growth If you're planning for retirement, you're well-versed in figuring out how to balance work and life. You may be tempted to think you won't need to worry about that once you retire. But not so fast. If you're planning an active retirement, you'll need to be thoughtful in balancing the different domains of life and creating harmony among them. Several practices from Stew Friedman's Total Leadership model can help you be  intentional about your next phase of life. Start with Stew Friedman's free tool at Total Leadership.org: Create Your Four Circles Picture Stew Friedman joins us from suburban Philadelphia. _________________________ Bio Stew Friedman, founder and CEO of Total Leadership, is an organizational psychologist at the Wharton School of the University of Pennsylvania, where he has been on the faculty since 1984.  He worked for five years in the mental health field before earning his PhD from the University of Michigan.  As founding director of The Wharton Leadership Program, in 1991 he initiated the required MBA and Undergraduate leadership courses.  He also founded Wharton's Work/Life Integration Project in 1991.  Friedman has been recognized by the biennial Thinkers50 global ranking of management thinkers every cycle since 2011 and was honored with its 2015 Distinguished Achievement Award as the world's foremost expert in the field of talent. He was listed among HR Magazine's most influential thought leaders, chosen by Working Mother as one of America's most influential men who have made life better for working parents, and presented with the Families and Work Institute's Work Life Legacy Award. While on leave from Wharton for two-and-a-half years, Friedman ran a 50-person department as the senior executive for leadership development at Ford Motor Company. In partnership with the CEO, he launched a corporate-wide portfolio of initiatives designed to transform Ford's culture; 2500+ managers per year participated.  Near the end of his tenure at Ford, an independent research group (ICEDR) said the LDC was a “global benchmark” for leadership development programs.  At Ford, he created Total Leadership, which has been a popular Wharton course since 2001 and is used by individuals and companies worldwide, including as a primary intervention in a multi-year study funded by the National Institutes of Health on improving the careers and lives of women in medicine and by 135,000+ students in Friedman's first MOOC on Coursera.  Participants in this program complete an intensive series of challenging exercises that increase their leadership capacity, performance, and well-being in all parts of life, while working in high-involvement peer-to-peer coaching relationships. His research is widely cited, including among Harvard Business Review‘s “Ideas that Shaped Management,” and he has written two bestselling books, Total Leadership: Be a Better Leader, Have a Richer Life (2008) and Leading the Life You Want: Skills for Integrating Work and Life (2014), now being taught as a MOOC on Coursera. His third Harvard Business Press book was Parents Who Lead: The Leadership Approach You Need to Parent with Purpose, Fuel Your Career, and Create a Richer Life (2020). In 2024, The Wharton School Press published a new edition of his landmark study of two generations of Wharton students, Baby Bust, 10th Anniversary Edition: New Choices for Men and Women in Work and Family.  Work and Family – Allies or Enemies? (2000) was recognized by the Wall Street Journal as one of the field's best books.  In Integrating Work and Life: The Wharton Resource Guide (1998) Stew edited the first collection of learning tools for building leadership skills for integrating work and life. Winner of many teaching awards, he appears regularly in business media (The New York Times cited the “rock star adorati...

Today on the show I interview Ellen Galinsky, the President of Families and Work Institute and the elected President of the Work and Family Researchers Network. She serves as a senior advisor to the Immediate Office of the Assistant Secretary of Youth Mental Health at the Administration for Children and Families and between March 2016 and September 2022 was Chief Science Officer of the Bezos Family Foundation. Her research has focused on work-life, children's development, youth voice, child-care, parent-professional relationship, and parental development. Galinsky is the author of Mind in the Making and The Breakthrough Years. She's also the author of 90 books/reports and 360 articles for books, journals, magazines, and the Web. We discuss her work with women and children, her upcoming book, The Breakthrough Years, and what the most common thing kids wish for their parents. ‌The book she recommended was: Demon Copperhead: A Pulitzer Prize Winner by Barbara Kingsolver  Girls on the Run Rio Grande is a social and emotional development program, driven by an evidence-based curriculum that helps 3rd-5th grade girls build confidence, kindness and decision-making skills. Dynamic lessons instill valuable life skills including the important connection between physical and emotional health. We operate in Sandoval, Valencia and Bernalillo counties. In our 12 years of operation, we have never turned a girl away based on her ability to pay. Our programming is delivered by our incredible volunteer coaches, which we are in need of! The impact of a Girls on the Run volunteer coach is as boundless as it is beautiful. As a coach, you will also reap countless benefits, including deepening your leadership skills, finding joy in helping others, and earning new perspectives – just to name a few! Girls on the Run coaches are: · Trained to lead small teams through engaging lessons that build confidence, inspire healthy habits and foster meaningful connections · Not required to be runners or athletes · Fully prepared and supported by GOTR · Available for practice once or twice week for 90 minutes for the 10-week season · Compassionate and empowering leaders who want to support the next generation of change-makers. Our coaches bring our evidence-based curriculum to life and are at the heart of what makes Girls on the Run one of a kind. At every practice, their encouragement inspires girls to activate and reach their limitless potential. Remember: We provide coaches with all the training and supplies necessary, so prior experience is not required! Lead the way for more girls in your community and watch your own life transform. If you have any questions about our program, its impact or volunteering, please contact us. Our website is Girls on the Run Rio Grande or check us out on instagram and facebook @girlsontherunriogrande. The Well Woman Show is thankful for support from Collective Action Strategies - a consulting firm that supports systemic change so that women and families thrive, and by the Well Woman Life Movement Challenge Quiz at wellwomanlife.com/quiz As always, all the links and information are at wellwomanlife.com/325show

Corey Rosen is the founder and an active staff member of the National Center for Employee Ownership, a private, nonprofit membership, information, and research organization. The NCEO is widely considered to be the authoritative source on broad-based employee ownership plans. He cofounded the NCEO in 1981 after working five years as a professional staff member in the U.S. Senate, where he helped draft legislation on employee ownership plans. Prior to that, he taught political science at Ripon College. He is the author or co-author of over 100 articles and numerous books on employee ownership, and co-author (with John Case and Martin Staubus) of Equity: Why Employee Ownership is Good for Business (Harvard Business School Press, 2005) and (with Hohn Case), Ownership: Reinventing Companies, Capitalism, and Who Owns What (Berrett-Kohler, 2022). He has lectured on employee ownership on six continents. He has a Ph.D. in Political Science from Cornell University. He previously served on the Board of Directors of the Great Place to Work Institute (creators of the “The 100 Best Companies to Work for in America” list). He currently is on seven ESOP company boards, with fees going to support the work of the NCEO. In 2009, he was awarded the Txemi Cantera Social Economy Award, given annually in Spain. Episode in a Tweet: Employee ownership is about giving your employees the opportunity to participate in the company's wealth creation. Through ownership, your employees can generate enough wealth to live more secure lives. And your company will do better, too, because everybody has a stake in the future. Background: I've had the pleasure of knowing Corey for almost a decade now. I met him at my first NCEO summit for ESOP companies where I learned all the mistakes you can make when setting up an ESOP, way back in 2013. It was an eye-opening and exciting seminar; I left motived to make StoneAge an ESOP company. Now, almost a decade later, I relish the opportunity to interview Corey, who along with his team at the NCEO, has reshaped the way we look at employee-owned companies. During the episode, Corey articulately explains why employee-ownership is a powerful succession model and how ESOPs work. He shares stories of how remarkable leaders have reshaped the way companies are run by being transparent, generous, and creative. This is a powerful episode that everyone can benefit from, even if you are not an employee-owned company. How to find Corey: Company website: www.nceo.org Ownership: Reinventing Companies, Capitalism, and Who Owns What, https://www.nceo.org/publication/ownership-reinventing-companies-capitalism-and-who-owns-what www.esopinfo.org LinkedIn: https://www.linkedin.com/in/corey-rosen-3a8a8a4/ Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Joey Coleman helps companies keep their customers and employees. As an award-winning speaker, he shares his first 100 Days® methodology for improving customer and employee retention with organizations around the world, for example, Whirlpool, Volkswagen Australia and Zappos.   His Wall Street Journal #2 best-selling book, Never Lose a Customer Again: Turn Any Sale into Lifelong Loyalty in 100 Days, shows how to turn any sale into a lifelong customer. And his upcoming book, Never Lose an Employee Again: The Simple Path to Remarkable Rention, details a framework companies around the world can use to reduce turnover and increase employee engagement.   Questions •  Could you tell us a little bit about that book – (Never Lose a Customer Again)? And then we can go into the new one that you recently launched. •  And your book (Never Lose an Employee Again) focuses on the phases that you should use to try and retain these employees. And those phases are Assess, Accept, Affirm, Activate, Acclimate, Accomplish, Adopt and Advocate. So, can you just give us maybe a brief summary on each of those and why it's relevant?  •  Could you share with us what are some of your favourite things you've seen brands do to create the kind of culture that you're talking about where employees are advocates? •  What is the one online resource, tool, website or app that you absolutely cannot live without in your business? •  Can you also share with us maybe one or two books that you have read, could be books that you read like a long time ago, or even ones that you've read recently, but they have had a great impact on you. •  Now can you also share with us what's the one thing that's going on in your life right now that you're really excited about? Either something you're working on to develop yourself or your people. •  Where can listeners find you online? •  Now, Joey, before we wrap our episodes up, we always like to ask our guests, do you have a quote or saying that during times of adversity or challenge, you will tend to revert to this quote if for any reason you got derailed or demotivated, it kind of helps to get you back on track.   Highlights   About Joey's Books – Never Lose a Customer Again & Never Lose an Employee Again  Me: So, let's start off with a little bit about your first book, Never Lose a Customer Again, for those of our listeners that may have just recently started listening to our podcasts and unfortunately weren't able to tap into that awesome episode. Could you tell us a little bit about that book? And then we can go into the new one that you recently launched.   Joey shared that so about 5 years ago, he wrote a book called Never Lose a Customer Again: Turn Any Sale into Lifelong Loyalty in 100 Days. And the premise of this book is that we spend so much time trying to find new customers that we forget to pay attention to the customers that we've already acquired, people who have already raised their hand and said, “I want to do business with you.” The premise of that book is based on some staggering research that they both did, and came across that showed that somewhere between 20% and 70% of new customers will decide to stop doing business with you before the 100 day anniversary of becoming a customer.  So, as quickly as you're bringing customers in the front door, they're running out the back door. And the book outlines a framework that's based on 20 plus years of his experience as a consultant and speaker and agency owner. And it outlines a framework for how do we navigate our customer through eight phases of a journey, where we're creating the kind of remarkable experiences that will keep them coming back for more.    Me: Alright, so before we actually started the official recording, you and I were kind of having an informal discussion as it relates to employee experience and your new book, Never Lose an Employee Again: The Simple Path to Remarkable Rention, really focuses on what are some strategies, what are some tools, you've provided us with a great framework as to how it is that organizations can keep talent that is really impactful to the organization and they won't leave, because at the end of the day, the employees grow, the company grows. So, can you tell us a little bit about this book? And then I have some more specific questions I want to ask you based on my own reading as well.   Joey shared that he often thinks of customer experience and employee experience as being two sides of the same coin. We can't expect to have a remarkable experience for our customers if our employees aren't delivering that remarkable experience.  And the way our employees deliver remarkable experience is they have a context for what that is and they have a framework for how to continue to deliver that to the people they serve. Interestingly enough, when he set out to write this book, he had that first 100 days research from his first book in mind, and when he went and looked at the parallels in the world of employee experience, he found that they were shockingly similar, that same significant percentage of people who leave as a new customer in the first 100 days was mirrored in the world of employees who start a new job, and then quit that job before the 100 day anniversary.  In fact, depending on which research you looked at, it was again somewhere between 20% and 70%. And these numbers he found to be absolutely staggering. He thinks many organizations have felt the pain of an employee leaving, but very few organizations are paying attention to the speed at which employees are leaving, and the myriad reasons why employees are leaving so that we can hopefully develop frameworks and structures and philosophies and methodologies that will keep our employees engaged and retained for the long term.    Never Lose an Employee Again – Phases You Should Use to Try and Retain Employees Me: Yes, and your book (Never Lose an Employee Again) focuses on the phases that you should use to try and retain these employees. And those phases are Assess, Accept, Affirm, Activate, Acclimate, Accomplish, Adopt and Advocate. So, can you just give us maybe a brief summary on each of those and why it's relevant?    Joey stated absolutely. And he'll try to go through these quickly because there are 8 of them, we could spend an entire podcast talking about any one of these phases. But for context before he describes them, the reason they all start with the letter A is he wanted folks to kind of have this thought that if your employees felt you were succeeding in each of these 8 phases, it's like getting straight A's on your report card in school, you're doing a great job, and you're worthy of continuing to be advanced, because you're delivering a great experience.  So, the first phase is the Assess Phase. This is when a prospective employee is trying to decide whether or not they want to come work with you. They're looking at your job descriptions, your want ads, the about us page on your website, the careers page on your website. They're submitting an application, they're going through your interview process, they're sharing their resume, you're doing reference checks, all the things that lead up for an employer to decide whether or not they want to hire this specific person. And the time period where the potential employee is also assessing whether or not they want to join your enterprise.  We then come to phase two the Accept Phase. In this phase, the employer extends an offer, and if we're lucky, that desired candidate accepts our offer.  We then move to the Affirm Phase. Now, this phase occurs immediately after the new employee has decided to accept the job offer. And he's sure all of Yanique's amazing customer experience experts are very familiar with the concept of buyer's remorse. What they may not be as familiar with is the concept of new hires remorse. It's the same thing as buyer's remorse, it's scientifically proven that this happens anytime someone accepts a job offer, they begin to doubt the decision they just made. And in the affirm stage, we need to reaffirm their choice to counterbalance that fear and doubt and uncertainty they're naturally feeling and in their new hires remorse stage.  We then come to phase four, the Activate Phase. Now, of all the 8 phases, this is the only phase that is limited in its duration, first day, and that day is the first official day on the job.  What is it like you come to work for that first day?  And in the immortal words of country music legend Bonnie Raitt, “Have you given us something to talk about?” Because every employee is going to go home that night to their spouse, their significant other, their children, their parents, their roommate, whoever it is in their life, and that loved one, the first question they're going to ask when they come through the door is, how was your first day at work?   How are your employees going to answer that question? Have you created such a remarkable experience on that first day that they have something to talk about?  We then come to the Acclimate Phase, phase 5. Now, the acclimate phase starts on the second day on the job and can last for weeks or even months as the new employee gets used to your way of doing business. They learn the various roles and responsibilities they're going to have, they understand better the requirements of what they're supposed to do, they understand the relationships with their co-workers and colleagues, and how all those pieces fit together for them to be great at their job. They're also learning your tools and your cadence of communication, and the chain of command and the various things of how your business operates. We need to hold our employees hands while they acclimate to the job and too many employers just kind of push the employee into the deep end of the swimming pool and say, “Well, just go ahead and swim.” Instead of taking care of them and making sure they understand what's happening.  We then come to phase 6, the Accomplish Phase. This is when the new employee achieves the goal they had when they originally decided to accept your job offer. See, every employee has a vision of what this new career will be like. Whether that will be more responsibility, more autonomy, more opportunities to develop new skills, they have a vision of what they're hoping to accomplish. The challenge is most employers not only don't know what that vision is, but they're not paying attention to the employees progress as they track towards achieving those goals. If we don't do that as organizations, we can't celebrate with our team members when they accomplish their goals.  We then come to phase 7, the Adopt Phase, this is when the employee becomes loyal to you and only you, they're committed, they're not going to look for jobs elsewhere, they're not listening to those calls from head-hunters or recruiters that want to hire them away. Almost every business on the planet desires adopters. But what's fascinating is very few businesses do anything to acknowledge when an employee becomes an adopter. We have a tendency to take those employees for granted, even though they are the lifeblood of our enterprise. And if and only if, we've helped to hold our employees hands through those first 7 phases do we have the right, the privilege, the honour of having them transition to the eighth and final phase.  The Advocate Phase, where our employee becomes a raving fan for us, singing our praises far and wide. They're going on glass door and writing reviews. Anytime we have a new position open, they're recruiting their best colleagues, the people they've worked with in the past, the smartest humans they know to come apply for this job because they know it's a great place to work and they want amazing people to work there with them.  The way he always test with business owners who say to him, “Oh, Joey, a lot of our teammates are advocates. And so many of our people are advocates.” He'll say, “Great. Here's a little test to see if that's true or not. The last time you had an open position in your organisation, what percentage of the candidates you interviewed were direct referrals from your existing team members?”   What's interesting is those people who were previously saying, oh, everyone's an advocate….kind of go, well, actually, no one. So, he's like, well, then you really don't have as many advocates as you think you do.  So, those are the 8 phases and the last thing he'll say on this is that when an employee is promoted, they go back to the beginning, they go back to that assess phase, trying to decide, “Is this a promotion I want? What am I going to do? Okay, I'll accept the promotion. Oh, should I have accepted the promotion, I liked my old job. But this new job even though it maybe comes with more money or a better title, it also comes with a lot more responsibility and a new learning curve.” And then we've got to hold their hand and acclimate them. And what happens is the longer an employee is with the organization, the more they cycle through these phases, yet, most organizations aren't paying attention to the fact that the employee is going back to the beginning. And we have an opportunity to reengage and reconnect with them as they navigate through the 8 phases the next time.    Me: I love those phases and I love that question that you asked, like that really puts them on the spot and makes them practically say, “Okay, do we really have advocates in this organization?”   What Brands Joey Has Observed Creating a Culture Where Employees are Advocates  Me: Now, Joey, could you share with us what are some of your favourite things you've seen brands do to create the kind of culture that you're talking about where employees are advocates, especially in this remote driven world that we have, I mean, the pandemic and COVID has definitely changed how organizations are approaching their business models, many of them are taking on a more hybrid approach. I know, for example, in Kingston, Jamaica here, you do have some forward thinking organizations who genuinely recognize that their employees can still be just as productive or even more working from home but then you find you have some dinosaurs who still believe people need to physically sit in traffic and go to work from 8:00 am to 5:00 pm, and they just need to see the people in the office to know that they're doing the work. But what are your thoughts on that?   Joey stated that Yanique is correct. There's still a lot of dinosaur era thinking going on in many organizations today, despite the fact that we have proven both statistically and across almost every industry on the planet, that remote work is just as effective, if not more effective than in person work. In fact, most of the research and the studies show that when employees work from home, they are more productive, they are more engaged, they are happier, and they feel a stronger connection to the fact that they are able to balance their work with their life.  So, if your organization isn't actively pursuing, at the very least hybrid, if not pure, remote work, he can set a stopwatch for how much longer you're going to be in business. It's just the reality that the landscape has changed. If we were to roll the clock back, and he was to say to you, “Yanique, you can still run your business, but you're not allowed to use the internet.” Most businesses would be like, “Oh, my God, how am I supposed to function?” This is a fundamental aspect of business, remote work, work from home, non-centralized, come to an office work. When we get about, he thinks 10 years down the road, it's going to feel like saying to someone, you can't use the internet, saying to someone you have to come to the office is going to be the equivalent of a shock to the system and a foolish statement as saying, you have to run your business without using electricity, or the internet or a phone. The ship has sailed, this is over.  Now, when you asked him about his favourites, it's kind of a tough question because there are over 50 case studies in the new book from all 7 continents. And so, asking him to pick a favourite is kind of tough, but here's what he will tell you is a common thread, especially amongst the organizations that are recognizing the benefits of hybrid and or remote work. And that is that in an increasingly digital era, the smartest companies in the planet are making sure to invest in analogue interactions to attach to and be compatible with their digital interactions. What does he mean by that?   Well, if you've got everyone working remotely, and you're not having that office water cooler time, and you're not having everybody come to the same office, while it is beneficial for your productivity and your engagement and your employee happiness, they're still humans. So we need to find ways to build additional connection with them, that transcends the digital sphere. So, that could be sending gifts to their house, it could be hosting in person events every once in a while maybe, a group gathering twice a year, most of the research shows that if you have a fully remote team, you should strive to get together in person at least twice per year with the whole team.  But here's the secret on that, it's not about getting together in person to have meetings and to do work, it's about getting together to create connection. So, one of the companies that he profiled in the book is LEGO Corporation. Most folks listening are familiar with LEGO the children's toy, or the adult toy in his case, he loves building, he was building LEGO sets this weekend. And his 2 boys who are younger came up and they were like, “Daddy, can we help build too?” To show you, he was building on his own and then they wanted to play and he included them, and it was great fun.  But LEGO does something where every year they have a play day. Now, LEGO is a company that makes toys. So, of course they believe strongly in the concept of play. And every year they shut down all of their offices globally, for a full day, all their stores, all their corporate headquarters, all of their factories, and everyone comes together and what do they do that day?  They play, that's all they do.  They don't have team meetings, they don't talk about the vision of the future, they just play. And in interviews with LEGO employees globally, when you ask them what one of their favourite kind of traditions or rituals within the organization, they say that the LEGO Play Day is something they think about all year leading up to it. Humans are not that complicated, we like the idea of social interaction, we like the idea of play, we like the idea of getting to know people personally so we can have a personal and emotional connection with them, not just a work connection.   Me: I agree. That kind of dovetails nicely into my next question, Joey because with your new book, Never Lose an Employee Again and I find a lot of times when I talk to some of my clients, especially not necessarily those who are in a HR function, but even the business owners themselves. They will grapple or struggle with the fact that if they're losing employees, they believe it's a lot of times monetary. And I have found that a lot of times when an employee has reached a point where they're resolute in their decision to say I want to leave this company and go somewhere else, even if they're offered more money, they still wouldn't stay, they'd still leave. So, I believe that a lot of them would look forward to more non-monetary benefits, like simple to the example you gave about LEGO, a simple play day something that people look forward to, it's our sense of community, you get to meet and connect with people. And to me, there is no dollar value that you can put on those types of experiences. So, I guess my question is do you agree with me?   Joey stated that only 100% does he agree with everything Yanique just said. It's really fascinating, if we look at the research that has been done on why employees leave, the typical study on why employees leave is based on a sample set of somewhere between 200 and 500 respondents. Now, if you know anything about statistics or anybody listening has experience with statistics, a sample set of 200 to 500 results is not nearly as robust, as if that number were larger, and arguably significantly larger.  In doing the research for the book, they came across some studies that had been done by the Work Institute, where they interviewed 234,000 employees who were quitting their jobs and asked them, “Why are you quitting?”   Now, many business owners around the world will say, “Well, my employee quit because they got more money somewhere else are someone's going to pay more money somewhere else.” They make it all about the dollars, all about the money. But the research doesn't show that to be true. Only 9% of employees globally, quit for more money.  So, then that led him to wonder what about the other 91%?  Why are those people quitting?  And what this research found from the Work Institute was that the number one reason, the greatest reason given 23% of the respondents, so almost two and a half times the number of people quit for this other reason. And that reason was, they didn't see a clear path forward for their career at that organization. They didn't know what their next job was going to be. So, when we as employers, an employee comes in, and they're like, “Oh, I'm going to leave” and we're like, “Oh, we'll pay you more, we'll give you more benefits, we'll give you a better title.” These are not the things they're looking for. So, it's kind of like we're offering them things that at this point in the game really don't matter as much. And it almost feels insulting, because we're not listening to why they're leaving.  Instead, we need to move the conversation forward. We need to have the conversation before they come to us saying, “I want to quit” and have a conversation around…. “What are your goals as an employee? We have goals for you as your employer, things we'd like you to do. But what are you hoping to accomplish in your life? Are you trying to get out of debt? Are you trying to be more fit? Are you trying to start a family? Are you trying to buy a house? Are you trying to take care of ageing parents? Are you trying to go on vacation? What are the things that are goal? Are you trying to run a marathon? What are your goals? What are the things you're hoping to achieve?"  And then as employers, we need to look for opportunities to support our people in those goals as well. See, for all too long, he thinks we've had this belief, “we” meaning most organizations globally, that well, there's business and there's personal. And when you're at work, we've just want you to focus on the business, don't bring your personal life to work. But what's interesting is almost every employer on the planet expects you to think about work when you're not at work. They expect you to answer emails, to have your phone on you, we need you to work a couple hours late or if you're going on vacation, we might need you to do one or two calls.  The business has no problem asking the employee to chip into their personal time to do business related work. But God forbid we ask the business to allow the employee to chip into their business time to do personal things. For some reason we think that's offensive or improper.   Humans are humans, he would posit this, the employer of choice in the future is going to be the employer who pays as much attention to what happens in their employee's life between 5:00 pm and 9:00 am as they do compared to what happens in that employee's life between 9:00 am and 5:00 pm.    Me: Agreed 100% Joey, I am there with you.   App, Website or Tool that Joey Absolutely Can't Live Without in His Business When asked about online resource that he cannot live without in his business, Joey shared that since the last time they had a podcast was about 5 years ago, he must confess he's not 100% sure of all the specific answers he gave then. But the one online tool that he's using right now that he finds increases efficiency and productivity, but also makes for he thinks a pretty great experience is the online scheduling tool Calendly.  And the reason why he loves it, because often, as he's sure you do, he has folks saying to him, “Joey, we'd like to arrange a time to connect, we want to have a call, we want to talk about a project, we want to talk about a future speech.” Because he spends most of his days giving speeches. “We want to interview you for a podcast.” Whatever it may be, when he can send them a link that allows them to see the days he's available and it syncs up beautifully with his calendar, it makes everybody's life faster, and more efficient, and more seamless. There isn't the back and forth of, “Well, what about next Tuesday at three?” “Oh, I can't do that.” “What about Thursday at nine?” “Nope, I can't do that.” “What about the following Tuesday?” And it makes things work better, so he's a big fan of Calendly.   Books that Have Had the Biggest Impact on Joey When asked about books that have had a great impact, Joey jokingly stated that this is a completely unfair question only because he loves reading books. He tries to read a book a week, there are so many wonderful, wonderful books out in the world that he absolutely loves. So, he'll give an example of a book that is in the customer experience space, because he knows a lot of listeners spend most of their time in the CX space. And then he'll give one that's in the employee experience space since that's what they've been talking about.  So, in terms of the customer experience, he absolutely loved the book Creating Superfans: How To Turn Your Customers Into Lifelong Advocates by Brittany Hodak. An amazing book, it's been out not even a year yet, it came out earlier this year in January of 2023. Fantastic book, incredibly well written, Brittney Hodak is very much an emerging but also a well-established voice in the CX space. She's smart as a whip, she's got an amazing story. She's incredibly talented. If you're not paying attention to Brittney Hodak and if you haven't read her book, Creating Superfans, go check it out, you will not be disappointed.  Now, on the employee experience side, he would look to the book, How to Work with (Almost) Anyone: Five Questions for Building the Best Possible Relationships by Michael Bungay Stanier. Now, what he loves about Michael's book is it helps us with very practical tools for creating better connection, and better relationships with the people we work with. It's a fast read, but it's a powerful read, how to work with almost anyone.  Michael is smart as a whip, he's an amazing human being, he's been there, done that, got the T-Shirt. And he just has a really tactical, yet powerfully thoughtful premise in this book, that we need to be spending more time investing relationships we create with our colleagues and our co-workers and really diving into the relationship side instead of just, “Oh, well they work at the same place as I do. And so, we have to interact with each other.” He's about building the relationships. So, How to Work with (Almost) Anyone by Michael Bungay Stanier is absolutely fantastic.    What Joey is Really Excited About Now! When asked about something that he's really excited about, Joey shared that there's so many. He's an excitable guy, you probably pick up on that and anybody who's listening to the conversation. There's so many things he's excited about, right now he would say the thing that he's most focused on is getting the word out about this new book. He's so excited about the response, the book debuted at number 5 on the Wall Street Journal Bestseller list. There is clearly a need for employee experience enhancement globally. And just the chance that he gets to speak at events, to do workshops for individual companies to help them get better at both engaging and retaining their people has him incredibly excited.  They're delving into exploring creating some customized workbooks that folks will be able to avail themselves of and purchase that are going to really bring the ideas in the book. He likes to think the book stands alone by itself and that it gives you as Gary Vaynerchuk would say, it gives a high picture strategy, but it's also tactical on the ground thing you can do. One of the challenges of writing the book is that you can't fit everything you want into the book because otherwise the book would be 10,000 pages long. So, he's excited to create more tactical tools that people can use on an almost weekly basis. Like what is the thing we're going to focus on making our employee experience better this week and give people those kinds of ideas and suggestions so that we can make it more fun to go to work. We can create more play, we can have more excitement with the things we do.  Yeah, you mentioned something about Gary Vaynerchuk just now, but you chipped out for a bit. So, could you repeat that part for me, please? Joey stated that he was going to say, Gary Vaynerchuk has this really interesting concept of dirt and clouds. This idea that we want things that are very tactical and practical that we can do down in the dirt, but we also want big picture strategy. We want things that are kind of in the clouds, kind of the 35,000 foot view and it's something that he really tried to create in the book, which is there is strategy in the book, but there are also really tactical things you can do. One of the things he's excited about is adding even more examples on the tactical side available as workbooks and downloads and things like that that people can access to continue to work at enhancing their employee experiences on an ongoing basis.    Where Can Listeners Find Joey Online? Never Lose an Employee Again: The Simple Path to Remarkable Retention – Hardcover – e-book – Audiobook Website – www.joeycoleman.com LinkedIn – Joey Coleman               Quote or Saying that During Times of Adversity Joey Uses When asked about a quote that he tends to revert to, Joey stated that he doesn't necessarily have a quote that he comes to, but in those scenarios, he likes to try to get very clear on what the situation is they're dealing with. Let him explain that a little bit. He used to be a Criminal Defense Lawyer, and so his job used to be to keep the wrongfully accused out of prison. And if he misspoke, now he's a full time professional speaker, but in those days, speaking in the courtroom, if he misspoke, someone went to prison. And that usually meant they went to prison for a long time. So, whenever he's faced with a challenging situation, he asked himself two questions. Number one, “Did anyone die in this scenario we're dealing with? Is there a death that has happened?” And thankfully it's very rare that he would ever answer that question yes, usually no one has died. The second question that he ask is, “Did anyone go to prison without the possibility of parole in the future?” Because if you go to prison without the possibility of parole, you've got a really big problem. If someone has died, you've got a really big problem. But if no one died and no one went to prison without the possibility for parole, you actually don't have that big of a problem. You've got a situation, you've got a circumstance, you've got something you maybe need to focus on or address.  But he finds that that criteria of evaluating the situation allows him to keep some perspective on how much he should be getting worked up or frustrated or angry about a scenario. And instead say, “This could be a lot worse. This is a challenging time to move through. But the consequences aren't that terrible and irrevocable that we're not going to be okay on the other side.”   Me: I like it. I've asked this question to over 150 guests because we're approaching close to 200 episodes for this podcast. And it's amazing that most guests would give maybe a motivational quote, not necessarily ask themselves a question. So, it's interesting the perspective that you take because then you're able as you identified to really recognize is this really an issue that we need to be raising our blood pressure and losing our mind, or can we just adjust our approach and decide, okay, we're going to tackle it this way, these are steps we're going to take and this is how we're going to approach it.  Joey stated that's definitely what he tries to do because he agrees with Yanique. There are very few things that we should be raising our blood pressure in a negative way. If your heart's beating faster because you're inspired, you're eager, you're in love, you're feeling those things, great. But if your heart rate is raising because of stress, because of worry, because of fear, he thinks there's an opportunity to approach the situation from a different perspective to kind of keep things a little more calm.   Me: Thank you so much for coming back on our podcast. I just want to express my greatest gratitude to you. And of course, congratulations again on your new book, Never Lose an Employee Again. I think it really will be a great complement to your original book, Never Lose a Customer Again. You brought up some excellent points, really practical stuff that employees and employers across different parts of the world in different industries can definitely think about, hope everyone that listens to this episode will go and grab a copy of your book as you mentioned in whatever version they like to listen to it in, whether it be audio or e-book or the physical book where they read. But it was really, really insightful. I love these types of conversations that get me excited, it doesn't even feel like I'm doing a podcast, it feels like I'm sitting down with a friend having a cup of coffee or a nice glass of lemonade and just having a great conversation. And these types of conversations really fulfil my soul, makes me feel good inside. So, I hope it was as fun for me as it was for you.    Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest   Links ·  Never Lose a Customer Again: Turn Any Sales inot Lifelong Loyalty in 100 Days by Joey Coleman ·  Never Lose an Employee Again: The Simple Path to Remarkable Retention by Joey Coleman ·  Creating Superfans: How To Turn Your Customers Into Lifelong Advocates by Brittany Hodak ·  How to Work with (Almost) Anyone: Five Questions for Building the Best Possible Relationships by Michael Bungay Stanier   The ABC's of a Fantastic Customer Experience Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners  Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.” The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience!  

Our children go through developmental stages from the moment they are born, but did you know that parents also go through stages of development? In this episode, Ellen Galinsky, co-founder and President of Families and Work Institute discusses her book "The Six Stages of Parenthood." She shares that when she had her first child, she understood his development, but she didn't understand her own. Understand more about parent development and the six stages in this episode with Ellen! Click here for the full show notes. --- Support this podcast: https://podcasters.spotify.com/pod/show/ann-mckitrick/support

Empowering Employees From the First 100 Days and Beyond Shep Hyken interviews Joey Coleman, an award-winning speaker and author of Never Lose an Employee Again: The Simple Path to Remarkable Retention. He shares why employees leave and how organizations can create a meaningful work culture that supports longevity. Top Takeaways:   ·      You can only expect to deliver a remarkable customer experience if you have remarkable employees. People think that customer experience and employee experience are two different silos. The better way to look at it is that they are two sides of the same coin because we need to work on both.   ·      The first 100 days are the most important time in the entire relationship with an employee because this is where the foundation is laid. How we onboard employees and make them feel part of our organization's community can differentiate whether they will be long-time employees or leave as fast as they came.   ·      When onboarding and acclimating your employees, the number of days you're willing to spend teaching them, showing them the ropes, and “holding their hand” is directly proportional to the number of months they will stay as an employee.   ·      Work Institute did a massive survey of exit interview investigations, and here's what they found - Top 5 reasons why employees leave:   ·      Reason #1 Career - 24% of the employees leave because they couldn't see a clear career path.   ·      Reason #2 Job - Stress, lack of resources, training, and empowerment.   ·      Reason #3 Health and Family - Their personal health or a responsibility to care for kids or aging parents.   ·      Reason #4 Work-Life Balance - Travel, commute, or scheduling.   ·      Reason #5 Rewards - Only 9% of employees leave for a bigger paycheck.   ·      Employers may care about their employees, but the employees themselves may not know it. Your employees probably have no idea of all the time and effort you're spending thinking about making payroll, advancing their careers, and making sure people don't suffer burnout. Share it with them, but when you do, spend a little less time telling and a little more time showing.   ·      Plus, Joey shares the two of the eight phases of the employee journey that every organization needs to ace. Tune in! Quotes:  “If you're not painting a clear path for your people and expecting them to manage and figure out their careers on their own, then you deserve to lose them.”   About:   Joey Coleman is the creator of the First 100 Days® methodology for improving customer and employee retention. He is the author of Never Lose a Customer Again: Turn Any Sale into Lifelong Loyalty in 100 Days and Never Lose an Employee Again: The Simple Path to Remarkable Retention. Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio. Learn more about your ad choices. Visit megaphone.fm/adchoices

​Gary M. Ross is president of INSIDE COMMS, a training, coaching and consulting firm focused on internal communication. Over his 30+ year career, Gary has worked as a consultant, corporate executive and Emmy-nominated broadcast journalist. With INSIDE COMMS, Gary works to make corporate life better by advancing the way organizations and their people communicate with one another. Gary's recent engagements have included consulting and coaching CEOs, C-level executives and internal communications teams on corporate transformations and integrations, M&A and change. His experience reaches from the upper ranks of the FORTUNE 500 to small non-profits and academia. Gary is also a principal at thoughtLEADERS, LLC, a leadership development training, coaching and consulting firm conducting programs at client locations around the world. Based on real-world experience, he specializes in change management, change communications and strategic thinking concepts and processes that clients can implement immediately in their organizations.Prior to his training, coaching and consulting work, Gary served as vice president of corporate communications for Fortune Brands Home & Security, the parent company of Moen, Master Lock and other familiar consumer brands. He also led corporate communications at CDW, a leading provider of technology products and services to business, government, education and healthcare. Gary also led corporate public relations for Chicago-based Hyatt Hotels Corporation. Previously, Gary held a variety of public relations positions, including a post in the Department of University Relations at Northwestern University in Evanston, Ill. Before joining the PR profession, Gary worked as a reporter and substitute anchor for WCBD-TV in Charleston, S.C., where he was nominated for an Emmy Award in investigative journalism, traveled overseas with the U.S. military and reported from the eye of Category Four Hurricane Hugo. He began his career at the former WRKL-AM in the New York City area as an anchor and reporter.Gary has been a guest speaker on communications and change for such organizations as the Healthcare Businesswomen's Association, PRWeek (UK), Public Relations Society of America, Federal Communicators Network, Northwestern University, DePaul University, The Conference Board, and the Great Place to Work Institute (authors of FORTUNE magazine's “100 Best Companies to Work For” list). Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/

The Emotional Intelli-Gents Podcast had the privilege of interviewing Steven Fitzgerald, co-founder and President of Canada-based Habanero Consulting.  Habanero Consulting operates at the cross-section of people and technology.  Dedicated to the bettering the employee experience, Habanero guides organizations on how to develop a thriving culture and purpose.  Steven Fitzgerald is a true thought partner and visionary regarding the world of work.  He has spent his life examining what motivates us as human beings and how to build strong successful teams.  Steven is known for his ability to inspire others and help move ideas with his unique perspectives.  Though the area of people and culture can be abstract, Steven brings forward coaching strategies and consulting skills to help teams take their ideas and turn them into action. Steven is often asked to write and speak as the voice of the future of work, and for this reason, we feel very lucky to have Steven on the Emotional Intelli-Gents Podcast.  We covered a number of relevant and notable topics in Episode 11 of the podcast.  Purpose: Steven shares his perspective on purpose and what he believes the meaning of work should be for all of us.  He discusses how, over the last 27 years, he has been able to take this passion and put it into action at Habanero.  The results of his approach are evident at Habanero, which has now been named the #1 place to work in Canada four times by the Great Places to Work Institute.  Psychological Safety:  The interview also focuses on psychological safety.  Steven explains what safety is, and how organizations can analyze whether psychological safety exists within their teams. New Age of Work:  Steven shares his insights on the future of work in the post-pandemic era.  He discusses where he sees the larger workforce headed, and how employers will need to respond to create employee experiences that will best serve organizations as we enter this new era of work.  Feel free to send us an email at info@emotionalintelligents.com and share your thoughts or visit us at https://linktr.ee/emotionalintelligents

In this episode of LWWYA, Dia Bondi talks with Angela Roseboro, an award-winning diversity, equity, and inclusion strategist, about her career journey, leadership philosophies, and advice for founders. Angela shares her operating principles and experiences in culture transformation, having worked for and with recognized brands such as Whirlpool, T. Rowe Price, and Dropbox. In her most recent role as Chief Diversity Officer at Riot Games, she led the company's cultural transformation from being at the center of a cultural reckoning around bad behavior in the gaming industry to being certified in 2022 as a "Great Place to Work" by the Great Place to Work Institute.Dia and Angela discuss the key transitions founders experience as they level up and how to confront what it means to go from Founder to CEO. Angela also shares one of her peak moments in her professional life, which surprisingly was a failed initiative, and how she turned it into a peak experience as a leader.Listeners will gain valuable insights into how to bring empathy and grace to their work, create successful human capital strategies, and lead with who they truly are.Don't forget to subscribe to LWWYA on your favorite podcast platform and share the show with leaders and innovators who lead with who they truly are.Find Angela Roseboro on LinkedIn.Weather her TEDx Talk: The Gaming ConnectionCheck out all things Dia Bondi here.

Paul Thallner is a Principal and member of the global leadership team at Daggerwing Group, a change consultancy that works with Fortune 100 companies. Previously, Paul led major culture integration, transformation, and workplace analysis projects as a Partner at the Great Place to Work Institute and at his own firm, High Peaks Group. He has over 25 years working with executive teams to identify and implement strategic change initiatives, and in that time, he's held leadership positions in non-profit, government, and private-sector organizations. He is also the author of Reinventing Resilience: How Organizations Move Beyond Setbacks and Grow Through Challenges. Click here to purchase Reinventing Resilience. Learn more about your ad choices. Visit megaphone.fm/adchoices

¿Existe la plenitud? ¿Existe la felicidad en los negocios y el equilibrio entre estos dos términos tan importantes? En este capítulo de Las 3 R´s, Simón Cohen quien es Licenciado en Comercio Internacional egresado del Tecnológico de Monterrey, Campus Monterrey (1996). Reconocido como una de las personalidades más inspiradoras de México por “Those Who Inspire”. Consejero de empresas a nivel nacional e internacional, entre las que destacan: A partir de 2015 Henco, es considerado el operador logístico con mayor volumen en México por la terminal portuaria de contenedores de Lázaro Cárdenas. Durante doce años consecutivos, ha sido certificada por Great Place to Work Institute como la “Mejor Empresa de Logística para Trabajar en México” está considerada en el ranking de las mejores empresas para trabajar en América Latina, es autor del libro “PLENO” el cual ha sido el libro de liderazgo más vendido en Amazon y nombrado por EY como el empresario más feliz del mundo. Hoy nos cuenta sus secretos como empresario que, buscando éxito encontró la felicidad. Conoce más del trabajo de Simon Cohen en:   IG - https://www.instagram.com/simoncohens/ Sígueme en mis redes para más contenido:   Instagram - https://bit.ly/3c6lvLv TikTok - https://bit.ly/3fYWwLd Spotify - https://spoti.fi/38gi6Y9 Youtube - https://bit.ly/3mvQreaiada

Gary M. Ross is a highly experienced consultant, coach, and corporate executive who has spent over 30 years in internal communication. As the president of INSIDE COMMS, Gary helps organizations improve their communication practices. He has worked with clients ranging from Fortune 500 companies to small non-profits and academia, assisting with corporate transformations, integrations, M&A, and change. In addition to his work at INSIDE COMMS, Gary is also a principal at thoughtLEADERS, LLC, a leadership development firm that provides clients with real-world experience in change management, change communications, and strategic thinking concepts and processes. Gary has held senior communications positions at companies such as Fortune Brands Home & Security, CDW, and Hyatt Hotels Corporation. He has also spoken about communications and change at events hosted by organizations such as the Healthcare Businesswomen's Association, PRWeek (UK), and the Great Place to Work Institute. Gary holds a Bachelor of Science in journalism degree from Northwestern University, and he currently resides in the Chicago area. Learn more here: https://www.insidecomms.com/

In this podcast, I talk to Vijay Anand, Senior Vice President at Intuit, about his career path. In his role, Vijay engages with all global product development sites and guides them on the strategies for the future aimed at delivering Intuit's mission to power prosperity around the world. Vijay also leads Intuit's Tech Culture initiative with the objective of transforming Intuit into a world-class technology company and is the executive sponsor for the Women in Tech. During his 10-year tenure, Vijay is credited with building Intuit's India Development Center in Bangalore where over 1000+ talented employees deliver game-changing innovations across Quickbooks, TurboTax, and Mint and delight millions of customers around the world. Vijay has extended Intuit's global presence with a new global development center in Israel that is accelerating our journey on AI, Machine Learning, and Information Security. Back in 2010, Vijay created a set of tenets called the Global Engineering Principles based on his experiences building successful global product teams. These principles coupled with Vijay's servant leadership style of management have been the foundation for Intuit's success in attracting the best talent in the world's talent hotspots and keeping them highly engaged. As a result, Intuit is consistently ranked as one of India's Best Companies to Work For by the Great Place to Work Institute and The Economic Times including the #1 ranking in 2017. Intuit is also recognized as an industry leader in India when it comes to Diversity and Inclusion as well as the Most Innovative in the Industry. For his work at Intuit, Vijay received the Bill Campbell Coach's Award in 2017 and the CEO Leadership Award in 2013. Out and Equal recognized his championship of workplace equality with their Champion Award in 2014. Vijay was also invited to serve on AnitaB.org's US Board of Trustees in 2015. He serves on the board of technology startups and social ventures in India as well as in Silicon Valley and actively mentors (and is mentored by) entrepreneurs, women technologists, and next-gen talent. Prior to Intuit, Vijay built large R&D centers for Sun Microsystems and Oracle in India. Vijay was an entrepreneur for the first 14 years of his career in the US, first at Transarc (acquired by IBM in 1993) and later, NetDynamics (acquired by Sun Microsystems in 1998). At Sun, Vijay led the Application Server team and subsequently the e-commerce platform at iPlanet, a Sun-Netscape alliance. Vijay has a graduate degree in Computer Science from the University of Arizona and a degree in Mechanical Engineering from the Indian Institute of Technology, Madras, India. I got to know Vijay at Sun Microsystems while he was running the large Sun India Research Center. I was building and running teams across multiple sites, with India being my largest. Vijay was always there, supporting me as needed and giving me feedback at each step along the way. I hope you enjoy!

In this podcast, I interview Vijay Anand, Senior Vice President responsible for Global Development Centers and based in Intuit's headquarters in Mountain View, California. In this role, Vijay engages with all global product development sites and guides them on the strategies for the future aimed at delivering Intuit's mission to power prosperity around the world. Vijay also leads Intuit's Tech Culture initiative with the objective of transforming Intuit into a world-class technology company and is the executive sponsor for the Women in Tech. During his 10-year tenure, Vijay is credited with building Intuit's India Development Center in Bangalore where over 1000+ talented employees deliver game-changing innovations across Quickbooks, TurboTax, and Mint and delight millions of customers around the world. Vijay has extended Intuit's global presence with a new global development center in Israel that is accelerating our journey on AI, Machine Learning, and Information Security. Back in 2010, Vijay created a set of tenets called the Global Engineering Principles based on his experiences building successful global product teams. These principles coupled with Vijay's servant leadership style of management have been the foundation for Intuit's success in attracting the best talent in the world's talent hotspots and keeping them highly engaged. As a result, Intuit is consistently ranked as one of India's Best Companies to Work For by the Great Place to Work Institute and The Economic Times including the #1 ranking in 2017. Intuit is also recognized as an industry leader in India when it comes to Diversity and Inclusion as well as the Most Innovative in the Industry. For his work at Intuit, Vijay received the Bill Campbell Coach's Award in 2017 and the CEO Leadership Award in 2013. Out and Equal recognized his championship of workplace equality with their Champion Award in 2014. Vijay was also invited to serve on AnitaB.org's US Board of Trustees in 2015. He serves on the board of technology startups and social ventures in India as well as in Silicon Valley and actively mentors (and is mentored by) entrepreneurs, women technologists, and next-gen talent. Prior to Intuit, Vijay built large R&D centers for Sun Microsystems and Oracle in India. Vijay was an entrepreneur for the first 14 years of his career in the US, first at Transarc (acquired by IBM in 1993) and later, NetDynamics (acquired by Sun Microsystems in 1998). At Sun, Vijay led the Application Server team and subsequently the e-commerce platform at iPlanet, a Sun-Netscape alliance. Vijay has a graduate degree in Computer Science from the University of Arizona and a degree in Mechanical Engineering from the Indian Institute of Technology, Madras, India. I got to know Vijay at Sun Microsystems while he was running the large Sun India Research Center. I was building and running teams across multiple sites, with India being my largest. Vijay was always there, supporting me as needed and giving me feedback at each step along the way. I hope you enjoy!

The food and agriculture industries are major contributors to today's social and environmental crises. Companies across all industries are being forced to rethink the way they do business, and food and agriculture are no exception. Businesses big and small want to do better and become more resilient, but how? In this episode, we take you on a journey through a few existing and emerging alternative business models that companies and farmers are exploring today that decentralize power, distribute value more equitably across all stakeholders, and aim to have a better impact on our planet.  This week we explore: Different ways of doing business, including cooperatives, B Corps, perpetual purpose trusts, stewardship ownership, DAOs, NFTs, and open source How these models may work better than the norm for the people working withinWhy a better deal for food and agriculture employees can benefit all of usBarriers to entry to these models and how to break them downThe potential failings of emerging business models and the risk of building the wrong thing with good intentionsThe challenge of applying models that have been successful on a small scale, to large food corporationsHow Western business tactics have impacted emerging market farming communitiesBusiness model inspiration from emerging marketsHow sharing knowledge publicly can remove friction for small businessesThe appetite to fund these kinds of businesses Our guests include: Katherine Miller, author and founder of Table 81, formerly of the James Beard Foundation; author and regenerative business pioneer Carol Sanford; farmer and activist Jon Jandai; Adrian Rodrigues, co-founder and managing director at Provenance Capital group and formerly of Patagonia; Snaxshot founder Andrea Hernandez; and Nigel Teh, founder of Next Billion Burgers. *Giveaway Details* We've teamed up with our partners at New Hope Network to offer ALL of our listeners an exclusive 25% off discount for an Expo West 2023 badge and ONE lucky listener will have the opportunity to win a free booth at Expo West 2024 ($8k value). To enter, do the following by February 17th: Head to New Food Order's show page on Apple PodcastsMake sure you are subscribedLeave us a review - good or bad - but hopefully good! Scroll to the bottom of the page to do so.Screenshot the review and email it to Meg at meg@savageimpacts.com - if you're interested in the 25% discount to this year's Expo, please call it out in the email.  Lastly, head to newfoodorder.org - select newsletter - and register to receive our newsletters. In addition to New Food Order content, AgFunder and Food+Tech Connect publish the leading newsletters for the food and agtech community.Those who follow New Hope Network, Food + Tech Connect and AgFunder on Instagram, Twitter, and LinkedIn will receive double entry. Show Notes: Zebras Unite Co-op: https://zebrasunite.coop/ Democracy at Work Institute: https://institute.coop/ ZingTrain: https://www.zingtrain.com/ Purpose (steward ownership & perpetual purpose trusts): https://purpose-economy.org/en/ Billionaire No More: Patagonia Founder Gives Away the Company: https://www.nytimes.com/2022/09/14/climate/patagonia-climate-philanthropy-chouinard.html What Co-ops and DAOs Can Learn From Each Other: https://www.fwb.help/editorial/what-co-ops-and-daos-can-learn-from-each-other Flyfish Club: https://www.flyfishclub.com/ FriesDAO: https://fries.fund/ Subscribe to our newsletters that track all of the business, tech, and investment trends in food: https://tinyurl.com/nfonewsletters Follow us on Instagram: @newfoodorderpod Follow us on Linkedin: @agfunder & @foodtechconnect This series is sponsored by Foodshot Global & New Hope Network And a huge thank you to everyone who helped us bring this podcast to life:  Production: Cam Gray, Cofruition, Anna de Wolff Evans Audio Editing: Tevin Sudi Original Music: Rodrigo Barbera 

Please join us for a LIVE Q&A with the hosts of the All Things Co-op podcast on Friday, January 27! Learn more and RSVP: https://www.democracyatwork.info/ask_live_all_things_co_op In this episode of All Things Co-op, Kevin talks to movement lawyer and Clinical Law Professor Julian Hill. Julian's research and teaching focuses on how law can be used as a tool to support the solidarity economy and social movements. Kevin and Julian discuss Julian's background and how they got involved in cooperatives and the solidarity economy, what a movement lawyer is, the many contradictions of laws and lawyering, what the solidarity economy needs in order to grow, some resources around co-ops and movement lawyering for interested listeners to explore, and more. About our guest: Julian Hill is currently an assistant professor at Georgia State University College of Law, but they're also a lifelong learner, community organizer, artist, and attorney. Julian joined Georgia State after completing a two-year fellowship as a Clinical Teaching Fellow and Supervising Attorney with the Social Enterprise and Nonprofit Law Clinic at Georgetown University Law Center. They have also partnered with community-based organizations to co-facilitate political education and co-develop policies and campaigns, facilitating workshops, both in English and Spanish, on worker cooperatives and the solidarity economy with Law 4 Black Lives, the U.S. Federation of Worker Cooperatives, Democracy at Work Institute, and the New York City Network of Worker Cooperatives, among others. To learn more: https://law.gsu.edu/profile/julian-m-hill/ To learn more about the Solidarity Economy Graphic: https://designforsustainability.medium.com/thriving-communities-the-solidarity-economy-464ef874f51f

Through the Portal is a podcast from the Social Justice Portal Project, a national collaborative think tank hosted by the Social Justice Initiative at the University of Illinois Chicago. Each month, grassroots activists and radical scholars will give voice to community struggles, national strategies and sustainable alternatives for the future. The guest speakers, who are also Portal Project participants, explore what it means to walk through the portal of the current moment by centering racial and social justice issues. On Episode 2, Dame and cohost Teresa Cordova of UIC talk Economic Democracy with Esteban Kelly. Esteban is Executive Director for the US Federation of Worker Cooperatives and is a worker-owner and co-founder of AORTA (Anti-Oppression Resource & Training Alliance), a worker co-op that builds capacity for social justice projects through intersectional training and consulting. He breaks down how building a worker coop might be easier than you think, the ways that we have to reclaim concepts of structure and organization from the capitalist class, and what he imagines the great labor awakening of today turning into. SHOW NOTES Learn more about Esteban's work - http://Aorta.coop Clark Arrington - https://www.heroes.coop/post/clark-arrington Philadelphia Area Cooperative Alliance - https://philadelphia.coop/ The Working World - https://www.theworkingworld.org/us/ The US Federation of Worker Cooperatives - https://www.usworker.coop/home/ Democracy at Work Institute - https://institute.coop/ The CIA reads French theory: on the intellectual labor of dismantling the cultural left - https://thephilosophicalsalon.com/the-cia-reads-french-theory-on-the-intellectual-labor-of-dismantling-the-cultural-left/ Cyborg Manifesto - https://theanarchistlibrary.org/library/donna-haraway-a-cyborg-manifesto ROC USA - https://rocusa.org/ EB PREC - https://ebprec.org/ Kensington Corridor Trust - https://kensingtoncorridortrust.org/ Collective Courage by Jessica Gordon Nembhard - https://www.psupress.org/books/titles/978-0-271-06216-7.html The Revolution will not be Funded - https://www.dukeupress.edu/the-revolution-will-not-be-funded When to Talk & When to Fight: The Strategic Choice between Dialogue & Resistance - https://bookshop.org/books/when-to-talk-and-when-to-fight-the-strategic-choice-between-dialogue-and-resistance/9781629638362 Dragonfly Partners - https://www.dragonfly-partners.com/ Learn more about the Portal Project: https://sjiportalproject.com/