Podcasts about work motivation

Send us a textIn his second appearance on Happy at Work, Andrew Soren explores the complex relationship between meaningful work and well-being. Drawing from recent research, he reveals surprising findings about how highly meaningful work can sometimes lead to decreased well-being, and discusses practical ways to balance purpose with personal sustainability.In This Episode, You'll Learn:Why meaningful work doesn't always correlate with increased well-being, particularly in highly purpose-driven professionsThe six different motivations people have for finding work meaningful, according to researcher Michael PrattHow diversity in work motivations can strengthen teams and organizationsWhy an ecosystem approach (individual, team, organization, society) is necessary to address burnout in meaningful workThe importance of regular check-ins about how work aligns with personal meaning and purposeQuotable Moments: "Half of everything that's been written about meaningful work has been published basically in the last year... The amount of people writing and thinking about this topic is just doubling basically every single year.""If we go to them and are just like, 'hey guys, you just need to develop some more self-compassion here... you need to build your resilience skills'... there is nothing that will result in more moral outrage than kind of saying like, 'just take another meditation class.'"Practical Takeaway: Consider implementing regular check-ins with team members about how their work aligns with their sources of meaning, whether that's utility, status, passion, service, kinship, or mastery. Remember that these motivations can change over time and that having diverse motivations within a team can create stronger organizational dynamics.Resources Mentioned:"The Call of the Wild" study by Bunderson and Thompson (2009) about zookeepers - linkMichael Pratt's research on meaningful work motivations - linkCarol Riff's model of psychological well-being - linkConnect With Our Guest:Connect with Andrew Soren on LinkedInEudaimonic by DesignMeaningful Work MattersListen to Andrew's first appearance on Happy at Work here!To stay connected and continue the conversation, be sure to follow us on LinkedIn. And don't forget to check out our previous episodes for more tips and strategies to boost your workplace happiness. You can find them on your favorite podcast platform or on our website. If you have any questions, comments, or topic suggestions for future episodes, please reach out to us. We'd love to hear from you!Stay inspired, stay motivated, and stay happy at work!

Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: How do you address temporary slump in work motivation?, published by Vaipan on March 8, 2024 on The Effective Altruism Forum. I suppose this is familiar: you have some defined tasks for the week, they are inherently interesting (and reasonably impactful!), you have the right level of competence to achieve them (although these tasks are kind of learning-by-doing, since it's a start-up kind of task), you have a good working environment (silence and food, for me). And yet you feel that slump, you have opened the document and you have booked your Focusmate, and it should go into this deep flaw state. But it doesn't. You feel bland, neutral, and have nothing to report to your Focusmate partner because you haven't been able to write a damn word. But it's not a permanent thing--it's a 'it's been a few day' thing. Any resource? Thanks! Thanks for listening. To help us out with The Nonlinear Library or to learn more, please visit nonlinear.org

Welcome to The Mental Wellbeing College! In this episode, we dive into the concept of workplace wellbeing and share valuable strategies to enhance work satisfaction and fulfilment. Discover effective ways to boost employee satisfaction and create a positive work environment for your employees and colleagues.

Hard Work and Smart Strategies: Mark Cuban's Guide to Achieving Goals Mark Cuban, Work Motivation, Success, Entrepreneurial Advice, Business Goals, Hard Work, Smart Strategies, Professional Success, Business Excellence, Work Philosophy, Success Mindset, Motivational Insights, Productivity, Perseverance, Decision Making, Inspiration, Roadmap to Success, Work Approach, Dream Achievement, Cuban Wisdom, Entrepreneurial Success, Corporate Ladder, Work Ethic, Goal Pursuit, Business Strategies Learn more about your ad choices. Visit megaphone.fm/adchoices

Sometimes being motivated is a challenge – especially when it comes to work. However, lack of motivation at work can be a problem. Fortunately, there are things that you can do to help your situation. Tune in to learn more. Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ

Do you often find yourself cribbing about long working hours and wonder how to strike a work-life balance? What if you need to work 70 hours a week, just as Infosys founder Narayana Murthy thinks it should be? Tune into this Health Shots InFocus podcast with Radhika Bhirani, editor of Health Shots, to get some tips to improve your productivity even while working limited hours in a day!

For 9 years, Tracy Hawkins led workplace strategy at Twitter as they scaled from 700 to 13,000 employees.  Today, she's Grammarly's Global Head of Workplace Experience and Connection.  In this episode, she will share Grammarly's formula for hybrid work and how deeper levels of research and experimentation help them create better outcomes for work and the workforce.Tracy also explains how impactful company culture can be, relating a story of how a hashtag at Twitter emerged from employees supporting a coworker with cancer and evolved into an influential mantra. For Tracy, mission-driven, people-focused cultures are key when seeking new roles.Click here to get your FREE copy of the Imagine a Place journalFollow Imagine a Place on LinkedInConnect with Doug Shapiro on LinkedIn 

Chances are you can't really remember the last time you were busy at work but not overly stressed. But did you know stress can actually be a good thing. In this Episode we look at multiple studies conducted showing the positive impact of stress and why what you think about stress actually impacts how you deal with stress. Listen and learn. Ted Talk mentioned in the episode: https://www.youtube.com/watch?v=RcGyVTAoXEU Want to get help with your specific situation? Let's schedule a coffee chat. I offer a limited number of 1:1 coffee chats each week. There is no charge for this call so spots fill up fast.  Grab time on my calendar at http://lindsaylymancoaching.com/call and let's get you feeling unstuck today.

Today I give you a little insight into the schedule changes I've been implementing to optimize my motivation levels and get the "harder tasks" done. I go into how my super extra morning routine drained me and how I approach things today instead.   Experimenting with different schedule organization, and changing things around frequently to see what works BEST for you is KEY! I always felt so pressured to do  routines other people were following but it really is a super personal vibe. And it takes a lot of trial and error and willingness to let the things that aren't working GO even if they have become a habit.   Please be a doll and leave a rating, review and share on your story if you vibed with this episode xoxo   If you'd like me to personally support you on your biz journey, I have private mentorship spots available, apply with the link below. Apply for Private Business Mentorship  Follow me on insta

How do you get motivated for work?Outro Inttro

In this fascinating conversation, Leoni van der Vaart shares valued insights on the art and science surrounding the measurement and management of work motivation and performance. The two concepts are mutually reinforcing in the workplace and play a crucial role in ensuring that people are inspired by what they do and, based on this drive, demonstrate the necessary actions to remain contributing members of an organisation. Corrigendum. Xander indicated that he mistakenly referred to introjected regulation (doing things out of fear of shame) throughout the podcast, while he intended to refer to more autonomous forms of external motivation (doing something because of a personal conviction in the importance of a stated goal). Leoni generously work around Xander's misconception in the podcast and her references to self-determination theory throughout, by contrast, is correct.

You playing it small doesn't benefit you. It doesn't serve you. And it doesn't help you. Friends, now is the time for you to stop playing it small. Need to feel inspired before the new year? Listen to this 5 minute Soul Work Session some motivation! I hope this episode encourages you to shine your light for all to see in 2023. Let's stay connected! IG: @SoulWorkTherapy Twitter: @SoulWorkTherapy Email: SoulWorkSessions@gmail.com --- Send in a voice message: https://anchor.fm/soulworksessions/message

Join our Discord! Engage with other like-minded, motivated students to achieve your goals and rise above the rest. https://discord.gg/eeQVqEKgEat, Sleep, Work, Repeat! Advice I wish I could tell my Younger Self! If you feel stuck, you need to hear this. Keep going. Be alive.Speakers:Keshav BhattTom BilyeuMat WilsonMusic:Paul ElhartReally Slow Motion Hosted on Acast. See acast.com/privacy for more information.

On this episode of Doing Well: The Wellbeing Science Insights Podcast, host Lu Ngo is joined by Dr. Gavin R. Slemp who brings us expert knowledge about the relationship between work motivation and wellbeing. Gavin is a Senior Lecturer in the Centre for Wellbeing Science at the University of Melbourne, having earned his doctorate at Monash University. His research interests include the predictors of autonomous motivation and employee wellbeing, including job crafting, leadership, personality, and employee health interventions, such as mindfulness and coaching. Gavin's research has attracted widespread media attention, with invited appearances on ABC radio and ABC radio national, as well as coverage in popular media outlets such as the Scientific American, New York Magazine, Futurity, My Science, and the Australian Teacher Magazine. Gavin is currently Associate Editor of Journal of Occupational and Organizational Psychology, and is a former editor of the International Journal of Wellbeing. Gavin also sits on the editorial board member of seven journals, including Journal of Vocational Behavior, Stress and Health, and Motivation and Emotion. Gavin's publications have appeared in top-tiered multi-disciplinary applied psychology journals such as Educational Psychology Review, Journal of Vocational Behavior, Journal of Occupational and Organizational Psychology, and International Review of Sport and Exercise Psychology. In addition to his research activity, Gavin leads subjects in the Centre for Wellbeing Science that has been voted as amongst the best at the University of Melbourne. From 2018 to 2021, Gavin served as Program Director of Undergraduate Education at the Melbourne Graduate School of Education and is a subject co-leader within the Master of Applied Positive Psychology. Prior to joining the University of Melbourne, Gavin worked in management consulting in the areas of leadership development and executive training. Follow Gavin's work via https://findanexpert.unimelb.edu.au/profile/635663-gavin-slemp. Produced by the Wellbeing Science Labs, a division of LMSL, the Life Management Science Labs.  Explore LMSL at https://lifemanagementsciencelabs.com/ and visit http://we.lmsl.net/ for additional information about Wellbeing Science Labs. Follow us on social media to stay updated: YouTube: https://www.youtube.com/@wellbeingsciencelabs  Facebook: https://www.facebook.com/wellbeing.science.labs/  Instagram: https://www.instagram.com/wellbeing.science.labs/  LinkedIn: http://linkedin.com/showcase/wellbeing-science-labs  Twitter: https://twitter.com/WeScienceLabs  TikTok: https://www.tiktok.com/@wellbeing.science.labs   Pinterest: https://www.pinterest.com.au/wellbeingsciencelabs/  You can also subscribe and listen to our podcasts on your preferred podcasting platforms: Apple Podcasts: https://podcasts.apple.com/us/podcast/doing-well-the-wellbeing-science-insights-podcast/id1648515329  Spotify: https://open.spotify.com/show/63Gni7VN4Ca6IicSuttwQL  Amazon: https://music.amazon.com/podcasts/7cd001d1-b7ba-4b22-a0f3-17c1a9c6e818/doing-well-the-wellbeing-science-insights-podcast  iHeart Radio: https://www.iheart.com/podcast/338-doing-well-the-wellbeing-s-102890038/  Podbean: https://wellbeingscienceinsights.podbean.com/  PlayerFM: https://player.fm/series/3402363  Podchaser: https://www.podchaser.com/podcasts/doing-well-the-wellbeing-scien-4914859  Google Podcast: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL3dlbGxiZWluZ3NjaWVuY2VpbnNpZ2h0cy9mZWVkLnhtbA 

Have you heard the term QUIET QUITTING before? During this conversation, Pastors Steve and Mitch discuss this growing situation within the work environment and how we, Christians, should deal with it!

Consciously manifesting is easy: you have a desire, you focus on it, you become determined in your rituals, you practice surrender/gratitude and *boom* it shows up. But what if your manifestations are not coming in? Well, there might be some sh*t beliefs in the way. You are ALWAYS manifesting, consciously and unconsciously. Have a sucky pattern in your life and you don't know why you can't get out of a certain situation? You might be unconsciously manifesting it. Time to whip out the shadow work journal and remove the obstacles from your conscious manifestation game. www.gillianbakker.com Instagram TikTok Buy 'The Champion in You' - Out now on Amazon --- Send in a voice message: https://anchor.fm/taketheleapgillianbakker/message

WARNING: PLEASE DO NOT DRIVE OR OPERATE ANY MACHINERY WHILE LISTENING TO HYPNOSIS. please listen to my recording for work motivation in hypnosis. Listen to it as much as you feel necessary. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

You've been working for a while now. Maybe you're at the top of your game, but you're feeling stagnant. You might be wondering: where has my motivation gone? This happened to Marissa Dacay as she was rising in the marketing division at Adobe. But instead of finding greener grass at a new company or in a new role, Marissa worked with her employer to pivot within Adobe. We talk about how she did that - and speak with organizational psychologist Allison Gabriel about three keys all employees need to keep their passion for the job. Send us your best piece of career advice! Email aswework@wsj.com, or leave us a voicemail at 212-416-2394. Further Reading: ‘I'm Still Under Construction'; Six Tales of Lifelong Learning  Employers Want to Train Workers but Are Swimming in Options  Forget Positive Thinking: How Sweatpants Managers Can Stay Motivated  WSJ Workplace Report 

In this episode Blair and Emily go through the productivity hacks to help you set up a efficient work routine. They talk about work motivation and how to stop procrastinating at work so you can get your business time fine tuned.See our resource website at: https://www.emilyandblair.com To view the episode on YouTube, go here: https://youtu.be/Fc0RAB9YvwERemember to subscribe to our YouTube channel to watch our episodes. https://www.youtube.com/channel/UCWzmflXPcJlmMyAC2TBG_BA 

Kitty and Sasja explore what changed their minds about Australia Day and are reminded to be thoughtful, sensitive, respectful, and kind. They then dive into their own definitions of sex work and explain why they dedicate time and energy to continuing Behind Closed Doors. There is also a sneaky preview of what is to come for the month of February.

Howdy!Today we discuss Covid, church concerts, the restaurant business, snap camera filters, new podcast setups, relationships, unique ways to grow your book of business as a Realtor or any business person for that matter, Gary Keller's 3 bullet points of thinking with service that every business person should practice, Mike Mathew's new book, Muscle for Life, etc.I hope that you enjoy this episode!- Chris "I'm Friendly" CusimanoWatch the VLOG Versionhttps://youtu.be/W4c5UNvjGdwStephen Michaud @str8_up_ghttps://www.facebook.com/stephen.mich...Bobby Millette: @bobbymillettetv https://www.facebook.com/JoshVegaBotFree + Shipping 4 Marketing Secrets Book Mailed To Your Doorhttps://www.suitupagents.com/freebookOur Free Facebook Grouphttps://www.facebook.com/groups/suitu...My Instagram/Facebook & other linkswww.hicusi.comFREE most Tuesday night Zoom Traininghttps://suitupagents.zoom.us/meeting/... 

EPISODE HIGHLIGHTS:Busting stereotypesSex without a partnerReconnecting with your own bodySkin hunger & selfcareThe truth about PlayboyShifting the way we consume mediaNew relationships mindsetsNew sexual trendsScheduling sexEthical Non-Monogamy Normalizing sexIf you or someone you know is a survivor of sexual violence and needs help, call the National Sexual Assault Hotline at 1-800-656-4673GUEST LINKS:Dr. Megan Stubbs WebsiteFollow Dr. Megan Stubbs on InstagramALLISON'S LINKS:Visit Allison's websiteFollow Allison on InstagramCheck out Allison's blogListen to The Podcasters' Journey PodcastAllison's Favorites - And some great deals for you!Weekend Podcaster - Launch Your Podcast in 3 days!

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Do you luuurve your job? Before you answer, get honest. There isn’t a right or wrong answer to this question. Not everyone who goes to work loves their job. And that’s okay. The WHY we work can be more important. What motivates you to go to work? Links Jennifer Nini @jenniferbnini - https://www.instagram.com/jenniferbnini/ . Eco Warrior Princess @ecowarriorprincess - https://www.instagram.com/ecowarriorprincess/ . The Space Instagram @thespace_podcast and https://bit.ly/thespace_instagram. Review The Space on Apple Podcasts and https://bit.ly/review-the-space. Credits Host: Casey Donovan @caseydonovan88 Content: Amy Molloy @amy_molloyExecutive Producer: Elise CooperEditor: Adrian WaltonSee omnystudio.com/listener for privacy information.

Welcome back to another Focus Break with the #1 expert on focus and attention in the workplace, Curt Steinhorst.What is the key to having an impact on the lives around you? How can you ensure you're welcome in other's hearts, homes, or workplaces? What makes your friends and family feel things are always better when you're in the room? In this week's Focus Break, Curt Steinhorst pays tribute to his Uncle Gary – a man defined by the impact he made on others' lives. Tune in to learn what Gary did – that most of us don't do – to create extraordinary relationships.Learn more about Curt Steinhorst's work:Keynote SpeakerFounder of FocuswiseForbes ColumnistBest-Selling AuthorFocusFit ChallengeProfessional Speech Coach

Listen to part 2 of our summer series on "heart work-" common issues for those in ministry. What keeps us motivated and excited for disciple-making? Listen in as we share three biblical "why's" to motivate us for this work, and some practical tips for renewing our motivation.Three "big picture," biblical "why's" for missions and disciple-making:1- God's Glory.2- The reality of lostness.3- Simple obedience to the Great Commission.Practical tips for renewing our motivation regularly-1- Daily time in the Word and in prayer.2- Fellowship with like-minded colaborers.3- Time in the harvest, sharing God's love with the lost.Connect with us:The Coworkers Podcast websiteInstagram: thecoworkerspodcastEmail: coworkersstudy@gmail.com

024 Work Motivation Subscribe to the Women In STEM Career & Confidence Podcast on your favourite platform and stay tuned. Resources: Join hundreds of Scientists and Professional Women in Breakthrough Unleashed on Facebook: www.facebook.com/groups/breakthroughunleashed/ Visit my Website: https://hannahnikeroberts.com/ Connect with me on LinkedIn: https://www.linkedin.com/in/hannahrobertscoaching/ Follow me on Twitter: https://twitter.com/HannahNikeR Follow me on Facebook: https://www.facebook.com/drhannahroberts Connect with me on Instagram: https://www.instagram.com/drhannahroberts/ Download Your FREE Guide: https://drhannahroberts.lpages.co/whats-next-guide  

Die Digitalisierung verändert unser Arbeitsumfeld und auch das Verständnis von Arbeit. Der Begriff „Neue Arbeit“ oder auch „New Work“ beschreibt diese Transformation. Sie steht für Flexibilität und rückt Mitarbeiterinnen und Mitarbeiter ins Zentrum. Wie motiviert man sie? Wie fördere ich Zufriedenheit als Führungskraft? Und welche Rolle spielen hierbei hybride Arbeitsmodelle, eine starke Unternehmenskultur und diverse Teams? Diesen Fragen geht die achte Folge des Porsche Podcasts mit Raffaela Rein, Unternehmerin und Vorstandsmitglied im Bundesverband Deutsche Startups, und Andreas Haffner, Personalvorstand der Porsche AG auf den Grund. Moderiert wird sie von Dr. Sebastian Rudolph.

Host Allison talks to author and ultra marathon David Richman. After finding himself miserable in a failing relationship, the death of a sibling, being over weight and a smoker, David became an author, ultra marathoner and a keynote speaker. David reveals the inflection points and moments that turned it all around. It's a very personal episode of Culture Changers.EPISODE HIGLIGHTS:"Middle Of The Pack" theory.Dealing with the emotional phase of trauma and figuring out a way to talk to people about the emotional stuff.Understanding what people are going through vs. understanding what they have already gone through.Cycles Of Life: Showing people how they can handle emotions and ultimately improve their relationships with othersEmpathy: giving people the opportunity to feel the way they want to feel in a safe space where they can talk about itRESOURCES:David's websiteFollow David on InstagramFind Allison everywhere at Allison’s Linktree.Follow Allison on InstagramWeekend Pocaster - Launch Your Podcast in 3 days!Sign up for Sticky Notes BlogClick for a free Podcast Equipment and Recording Checklist

Spring has sprung, guys! The warmer weather is here and we love it...except the rain that's coming along with it. Changing of the seasons is always hard, but spring might be the most unpredictable. We talk about the muddiness, mistiness and the pollen! Going hand in hand with Spring is yard work. Has anyone else gone through as many lawnmowers as Kellie? Do yourself a favor and just hire yourself a landscaper. Be nice to yourself! We all need some motivation. How do you stay motivated and what do you need motivation for? Follow us on Insta @ ItIsThatHard. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Chad German came on the pod and oh boy the things we learned. Topics discussed included speedos, Keeping your mind off the negative, Being a self motivated worker, & more.   Find Chad on instagram @Utah_Electrician & @Nationwideelectricaledu --- Support this podcast: https://podcasters.spotify.com/pod/show/deltasparkspod/support

COVID era working situations has led to new challenges for staying motivated in an all-digital, work-is-life, environment. Derry and Jeff talk about their experiences with motivation since starting work, and strategies they've heard or come up with to deal with the unique circumstances we're all in right now.

HINDI MOTIVATION - Featured on the speaker Show.

This week on Going On A Tangent Podcast your host Kiki gets real about how the Rona impacted her job, and her motivation to be at work. Kiki talks about how to turn it all around by creating a business mindset and investing in yourself. Let's talk about it!

Analise Garcia's IG - @analise_gorgeousLashes IG - @aubeautylashes GET YOUR MONDAY MOTIVATIONAL EMAILS FROM BOTTOMLESS MOMOSA HERE RECAPWe know  there is not a lot of time in the day. One thing Analise does is time blocking where she blocks off time for the non-negotiable's such as family time and self care.  Setting routines and having systems in place can help you feel motivated by just allowing your mind to feel at ease but also allowing every day activities to seem easier.  Separate your personal and professional goals because these are two different avenues of your life.  Be sure to fit in self care!!! We cant stress this enough ladies. You need to fill your cup so you can be present in a positive way with the people around you   

Rewards in our job and roles and how they link to our measures of wellbeing at work #motivation #burnout #moneymindset

Target. Validate. Create. Launch. Stop getting in your own way by over complicating starting your business or side hustle. The journey to success comes with many pits and peaks. Courage is the price of admission. Your success is inevitable when you do the work. Join the waitlist for my BETA course to help you launch your biz within 6 weeks:https://neshavfrazier.com/work-with-meGet your free one-page business plan template:https://neshavfrazier.com/resources

Bobby - A media Supervisor for post production T.V talks work, motivation and behind the scenes. Bobby has worked on some pretty interesting projects, has he's own comedy sketch show and even has credits for his work on Geordie Shore. He tells Jerry what post production work is like and how quickly his company had to adapt to the Covid-19 conditions. Enjoy YouTube link: https://youtu.be/gG28F8GvF4c

wwta.info --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

IO Psychologists are experts of workplace science – Prof. Tanja Bipp from the University of Wuerzburg explains in this clip the important interrelations between motivation and health – this is extremely important as these factors highly affect the performance of organizations. Multimedia-Link: https://wijo.pageflow.io/wueconomics-outside-the-box-campus#225967  

In this episode, I answer these 3 questions: Is there a speed on a treadmill desk that inhibits work production? Is motivation a myth? What are the best tools and apps for working with clients? Want to ask a question? Comment in the feeds, tag BehaviorFit, or email Nick directly at nick@behaviorfit.com Thank you to Jon Wassner, Erin-Lusby Donovan, and Amanda Muse for their questions! --- Send in a voice message: https://anchor.fm/behaviorfit/message

Learn how your voice changes when you talk to someone attractive; how the cinchona cure for malaria turned into a popular cocktail; and how to figure out whether your work is a job, a career, or a calling. In this podcast, Cody Gough and Ashley Hamer discuss the following stories from Curiosity.com to help you get smarter and learn something new in just a few minutes: Your Voice Changes When You Talk to Someone Attractive — https://curiosity.im/2EekKk6 Here's How a Malaria Cure Turned Into Your Gin and Tonic — https://curiosity.im/2StDCPb Is Your Work a Job, Career, or Calling? — https://curiosity.im/2Eg6XJX If you love our show and you're interested in hearing full-length interviews, then please consider supporting us on Patreon. You'll get exclusive episodes and access to our archives as soon as you become a Patron! https://www.patreon.com/curiositydotcom Learn about these topics and more on Curiosity.com, and download our 5-star app for Android and iOS. Then, join the conversation on Facebook, Twitter, and Instagram. Plus: Amazon smart speaker users, enable our Alexa Flash Briefing to learn something new in just a few minutes every day!

Use your job to finance your dreams, career and business.

- an invitation to change perspectives

In Part 3 of this series, Marc covers the second feedback session with Sara for her personality assessment.   Key Takeaways: [1:11] Marc welcomes you to Episode 97 of the Repurpose Your Career podcast.[1:23] If you’re enjoying this podcast, Marc invites you to share this podcast with like-minded souls. Please subscribe on CareerPivot.com, iTunes, Google Play and the Google Podcasts app, Podbean, Overcast, TuneIn, Spotify, or Stitcher. Share it on social media, or tell your neighbors and colleagues so Marc can help more people. [1:49] We are rapidly approaching Episode 100 of Repurpose Your Career. Marc is thinking of producing a special episode when he decides what to do! If you have any ideas or can help Marc get unstuck, please email Marc at Podcast@CareerPivot.com. [2:12] Last week in Episode 96, Marc discussed a variety of issues around how they pulled the plug and moved to Mexico. [2:19] This week and next week, Marc will play Parts 3 and 4 of the series “Can Sara Repurpose Her Career?” If you have not listened to Episode 93 and 94, Marc suggests you stop here and go listen to both episodes, first. You will find the reports for these episodes at Careerpivot.com/sara. [3:01] Marc welcomes Sara back to the podcast. Marc notes that Sara is very creative and very orderly — an odd combination. Sara has creative traits and also likes rules. She thinks people see her more as orderly than creative. [4:11] Marc compares Sara with Elizabeth Rabaey from Episode 20. Marc had assigned Elizabeth to start randomly taking art classes and jewelry classes. This allowed her to try things she wouldn’t have thought of. Elizabeth is also highly creative and orderly. [4:49] Marc suggests that Sara should consider taking classes in creative arts. Sara believes she should take creative breaks at work just as she has been taking reading breaks. [5:51] Creatives in the business environment forget about their creativity. Marc encourages Sara to see where she can insert creativity first into her life and then into her job. [6:25] Sara looks at the PWS (workstyles) document. It covers natural management styles, work motivation, self-development, corporate adaptability, and how Sara fits into society. There is also a section on how Sara makes decisions. Sara is a linear concrete thinker, which is not typical for an artistic person. This is probably a superpower. [7:50] It appears that Sara is a fact-based decision maker and process-oriented, yet creative. That is unusual. Marc recalls a client who was artistic and musical but unemotional. Her superpower was the ability to get a quick decision from a group. With her creativity and interpersonal skills, she knew how to get stuff done. [8:45] Marc recalls another interview, Camille Knight, a creative, logical thinker. She now creates Tableau dashboards, using creativity and data analysis. Sara relates to that. [9:33] Sara’s natural management style is knowledge specialist, directive management, delegative management. Sara likes a collaborative relationship with those she manages. Sara refers to the reports from the previous session with Marc. Sara explains her preferred management behaviors. [11:08] Sara is ranked 4/10 in Knowledge Specialist. Knowledge specialists contribute and lead by utilizing personal expertise and knowledge to find solutions. They lead by example. Marc says the vast majority of his clients are ranked much higher as knowledge specialists. They are individual contributors and are paid for what they know. [11:50] Marc has the impression Sara is not expert in what she does but Sara says she is an expert. Sara describes how she leads different team members. In some areas, she is not the knowledge specialist so she leaves it to the team member with guidance. [12:35] Sara is ranked 5/10 in Directive Management. Directive managers have personal, direct involvement in problem-solving, controlling, and implementing. They lead from the front in exercising authority. [13:00] Most of Marc’s clients with high directive management have been in IT. Sara does not see her role as directing people. [13:29] Sara is ranked 4/10 in Delegative Management. Delegative managers utilize plans and strategies, arrange resources and assist coworkers and teams in dealing with resources and implementation issues. [13:48] Sara has never aspired to be a VP. People who are high in delegative management are very comfortable with their hands off the work. Sara’s current role does not call for much delegation and she does not aspire to such a role. [14:32] Sara is Marc’s first client who has had equal values in each of the three management styles. This tells Marc that Sara is very adaptable in her management. Marc wants Sara to consider that this may be a selling point for her. [15:03] Sara looks at the Corporate Styles page in the Preferred Workstyles document. The first area is Work Motivation. Sara is ranked 8/10. Work motivation describes your attitude towards work, what motivates you to work. [15:28] People who score 7 or above seem to enjoy work for its own sake and have a tendency to work well for others, exhibiting responsible attitudes toward work rules and assigned functions. People with lower scores need to have an interest or a buy-in in their work, in order to get motivated. They need to see the value in their assigned work. [15:52] It is important to note that good managers score low, as well as high, on work motivation. [15:59] Marc says people with a 10/10 rank are excited to do any task they are assigned. People with a 1/10 rank always ask why, when they are assigned a task. Marc compares 10s with dogs and 1s with cats. Sara is more ‘dog’ than ‘cat.’ Marc surmises from Sara’s scores that the most important thing at work is the team around her. [17:08] Sara hired her team. When she worked with a team she inherited, things did not go as smoothly as with the team she hired. [18:15] Sara is ranked 10/10 in Corporate Adaptability. Corporate adaptability refers to how a person responds to and level of commitment to the organization. Someone with a 7 or above understands and is prepared to participate in corporate politics. This person is able to identify with the organization as an entity. [18:45] Someone with a score of 3 or lower does not like or choose to participate in the politics of an organization. This person will identify with the people or an individual within the organization, rather than with the organization, itself. [19:08] Marc discusses pride in the corporate mission. A person with high corporate adaptability feels it very important that the corporate mission aligns with their own values. Marc talks about his unhappy experience consulting with EZCorp for IBM Corporate Services. [20:12] Sara is very mission-driven. Marc says that is very common among creatives because they are emotional. Creative people tend to believe in causes. Being very organized, like Sara is, is very unusual for a creative. [20:58] Sara plays corporate politics to some extent when she has to. It is a fact of corporate life in America. She doesn’t like it when it “smacks of” something unethical. [21:56] Sara ranks 9/10 in Self-Development. Self-development measures how much you prefer to learn, advance and develop. A score of 7 or above shows a strong desire to learn skills in classroom settings. A score of 3 or lower suggests a person will learn new skills best through practical hands-on experience. [22:24] Marc substitutes ‘some structure’ for the term ‘classroom settings.’ People who score high should ask about the onboarding process at the organization. Sara will want some kind of structure in her onboarding. Marc gives a client example. [24:39] Sara is ranked 8/10 in Social Adaptability. Social styles describe basic opinions concerning other people in general. A high-scoring individual is generally trusting of other people, as well as being open to new ideas. A low-scoring individual generally feels that trust must be earned and is most cautious in trusting others. [25:27] Low-trust people are stressed in new situations. High-trust people get burned easily. Marc always recommends finding a method for people to earn your trust. Observe how they follow through on commitments. [26:41] Sara is ranked 9/10 in Social Responsibility. Social responsibility describes the tolerance a person has for following social and organizational rules and procedures. A 5 and above indicates a willingness to go along with the rules and a willingness to conform to various expectations society places on us. [27:04] A person with a score lower than 5 will sometimes question the expectations that are put on society. This individual will likely choose to do something only if it is believed to be the right thing to do. [27:23] Marc sees two pieces to this: social rules and organizational rules. Marc makes a guess that from the organizational side, Sara is a pretty good soldier. Sara agrees she is a rule-follower. Sometimes, Sara wishes she would question the rules more. [27:58] Sara has studied music, playing the flute, oboe, and piano. Marc notes that there are two types of musical people, those who play rock and those who play classical. There is only one way to play Mozart. The musicians who play classical music follow the rules to the letter of the law. Marc refers to a client’s case. [30:08] Sara had to take an art class in college. Her final project, while following the rules, turned out wildly different from everyone else’s. [31:20] Sara follows social rules but she questions them more than work rules. [32:50] In the Workstyles document, Sara is ranked 3/10 in Public Contact and 8/10 in Detail. A person high in public contact prefers activities involving social contact, seeks solutions for people and focuses on people being central to organizational effectiveness. [33:31] A person high in detail is concerned for the procedural and detailed aspects of work and is focused on processes as central to organizational effectiveness. [33:42] Marc translates these rankings. Sara shouldn’t be around people all the time. She would be just as comfortable working from home some days. [34:05] Sara is ranked 2/10 in Global and 9/10 in Linear. Global means problem solving that involves a relational and holistic process. Thinking and actions need not follow a sequential pattern. Linear means a preference for activities and tasks that follow a logical, sequential analysis and process. [34:32] Sara likes following and setting processes. Marc tells how one of his clients, an interior designer, created one linear process to follow for all design assignments. Creatives can be linear. [35:14] Sara is ranked 3/10 Conceptual and 8/10 Concrete. A person ranked high in conceptual utilizes abstract information, experience, intuition, and knowledge to find fresh and imaginative solutions. A person ranked high in concrete uses analysis and facts to solve problems. [35:40] Sara likes to use the facts. [35:48] Marc brings up Combinations of Problem Solving. Individuals scoring high on both concrete and linear are practical and action-oriented. Their credo is “Give us the facts and get out of the way.” [36:15] These individuals see the use of logic and hard analysis as valuable and necessary. On the other hand, they are impatient with the planning process and often question its value. They are at their best when the problem to be fixed can be readily analyzed and contains an element of urgency. [36:35] Objective and pragmatic, these individuals are not drawn to problems just because they are problems. The problems need to have practical results if solved. [36:46] This resonates with Sara, especially about problems that can be readily analyzed and contain an element of urgency. Sara needs to have a purpose to the problem-solving. [37:10] Marc gives Sara an assignment to look at three problems she has solved in her personal life and three problems she solved in her work life, write them up, and ask herself how she approached and solved them. Marc guarantees Sara will see a pattern. Marc wants Sara to be able to explain the pattern she finds. [38:12] Marc tells Sara the more she understands how she thinks, the more she will see how differently others think. Global conceptual thinkers come at problems by seeing the big picture and peeling it back in a nonlinear fashion to come to the ‘obvious’ solution. [38:49] Linear concrete thinkers and global conceptual thinkers can be quite complementary, but more likely will “kill” one another. They are polar opposites. It helps to understand your own process in relation to how others think. This will help Sara understand her employees. [40:09] Marc goes over the Birkman map with Sara. The blue asterisks mark the things that give Sara energy when she does them. Sara’s blue asterisks show that she might like to innovate or create, plan how to do things, consider the future, create new approaches, and look at things theoretically. Sara agrees. [41:02] The yellow diamonds indicate how Sara self-describes. Sara’s yellow diamonds show that she is probably careful, focused, low-key, team-minded, and detached. Sara agrees. [41:21] The yellow circles indicate how Sara wants to be treated. Sara’s yellow circles show that she is most comfortable when people around her tell her the rules but invite her input and don’t interrupt her unnecessarily. [41:44] She also responds well to people who give her time alone or with one or two others, don’t overschedule her, and show they appreciate her. This resonates with Sara. [41:57] The yellow squares indicate Sara’s primary stress behaviors. Sara’s yellow squares show that when Sara is stressed she is quietly resistant and impractical. She may also become unsociable, critical, indecisive, and protective. Sara agrees. [42:31] Marc gives Sara the assignment to cut out this section and put it somewhere she will see it frequently. Marc wants Sara to be able to start spotting her primary stress behaviors. If she can spot them early, she can do something about them. [43:25] In the next session, Marc will lead Sara through her Birkman Stress Report that will show her top 30 needs, divided into three sections. With each, there will be eight things she can do to stay out of stress. Marc gives an example from his own stress report. Marc wants to help Sara not to go into stress by doing behaviors good for her. [44:53] Marc describes the homework he will send her. First to turn her usual behaviors into ‘Sara talk,’ and later, into a narrative. This will give Sara a way to quickly tell people about herself based on who she is, not what she does at work. [45:33] The second assignment will be to look at three problems she solved in her personal life and three problems she solved at work. The third assignment will be the career reflection worksheet to tell about her best boss ever, a team she adored, and when she felt the most valued, and explain why. What was the right level of activity? [46:21] Marc wants Sara to think of when things were really good, so she can frame up what she wants for work conditions. Sara wants an orderly, cooperative team, that plays by the rules and plays well together. She likes when people take a risk for the good of the team. [48:34] Marc hopes you can hear the insights Sara is gaining, and how to apply them. [49:42] Check back next week, when Marc will present Part 4 of “Can Sara Repurpose Her Career?” and complete the series.[49:48] Please send in your ideas for special topics for Episode 100 of Repurpose Your Career at Podcast@CareerPivot.com.   Mentioned in This Episode: Careerpivot.com CareerPivot.com/Episode-93 Sara Part 1 CareerPivot.com/Episode-94 Sara Part 2 Sara’s Reports CareerPivot.com/Episode-20 Elizabeth Rabaey CareerPivot.com/Episode-64 Camille Knight Tableau Birkman Assessments   Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon.   Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has six initial cohorts of 10 members in the second half of life. Ask to be put on the waiting list to join a cohort and receive more information about the community as it evolves. Those in the initial cohorts are setting the direction of this endeavor. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, branding sessions and, more importantly, a community where you can seek help.   CareerPivot.com/Episode-97 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment — go to iTunes, Stitcher, Google Play and on the Google Podcast app, Podbean, TuneIn, Overcast through the Overcast app, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.   Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com

I know you don't want to, I know you are tired. I want you to know that it's bigger than work, it's sustaining your well-being. Get Up! Make it happen! You get to go to work today! ---- --- Support this podcast: https://anchor.fm/edtalksdaily/support

In this episode, Marc shares Part 3 of 4 parts of the CareerPivot evaluation process. This is the Preferred Workstyles session, where Marc helps Tim understand his natural management style, corporate adaptability, work motivation, social adaptability, and responsibility. Tim learns his decision-making style and reviews his Lifestyle Grid. Key Takeaways: [2:02] Tim is a 50-year-old who has been stair-stepping himself out of a career and building a side business. Recently he got laid off, which was his trigger to complete his pivot. This episode covers Tim’s preferred workstyles: his natural management style, corporate adaptability, work motivation, and social adaptability and responsibility. [2:43] Marc and Tim will discuss his decision-making style and his Lifestyle Grid. [2:50] If you haven’t listened to Episode 48 and Episode 49, Marc would suggest you stop here and listen to them, first. If you listen on the go, listen first without the reports and then download them from CareerPivot.com/Tim and listen to it again. There is a lot to digest, and Tim is very open about his experiences at work. [3:26] Tim explains why he stayed at his last job so long. They gave him a new position with a new project every two or three years, which suited his need to create, and then move on. Marc calls him a multipotentialite, for having many interests. This is a poor fit for a specialist role that a corporation would want for a professional position. [5:48] Tim puts his next steps on sticky notes, keeping them on a high level for organization. When he gets ready to go into the details, he expands the notes. Tim has a broad spectrum of interests. He likes solving problems but is not process-driven. He only likes rules he develops, that he can break. [6:53] Tim and Marc examine Tim’s preferred work style, as Marc explains the bars. The first bars are Tim’s Natural Management Style: Knowledge Specialist, Directive Management, or Delegated Management. Next are fitting into the Corporate Environment: Work Motivation, Self-Development, and Corporate Adaptability. [7:43] The next two bars are Social Adaptability and Social Responsibility. These relate to fitting into society, and trust. On the right side of the page, the bars are in pairs that add to 11. These are Tim’s decision-making style. He is a linear, concrete thinker. Marc gives Tim an assignment to examine how he solved problems at work and at home. [9:33] Marc expects Tim to be able to understand how he solves problems and to articulate the process to his manager. Marc’s method of assessment is to discuss the results with the client and then see how they apply in the client’s real life. [10:02] Tim is 2 out of 10 a Knowledge Specialist and 9 out of 10 a Directive Manager, Tim is not a specialist, He leads from the front, directing the work. He takes charge. [13:35] Tim should brand himself as an action problem-solving person, and choose clients who will let him be the guide. Tim shares an anecdote of a client relationship that works well for him.They let him lead their teams. Intuitively, he picked the right client.  [15:03] Marc asks Tim to survey that client, once they have a good relationship, and ask why they chose him. This will help him know whom he attracts. Tim tells another client story, where the client doesn’t quite get it yet. Tim’s broad and varied experiences help him connect to clients in various fields. He knows what they do. [16:59] Tim is a 2 out of 10 in Delegative Management. Tim reads the description of his style. He would not want to be a VP because he would rather do the work than a Powerpoint report on work that someone else got to do. [19:29] Tim does not like long meetings. [19:42] Tim and Marc explore Corporate Styles, Work Motivation. Mark is a 6 out of 10. People with scores of 7 or above like work for work’s sake. People with lower scores tend to need a buy-in to get interested in the work. They need to see the value in their work. Marc explains that a 6 score needs some explanation, but not every detail. [22:00] Tim is a 9 out of 10 on Corporate Adaptability. A score of 7 or above means they understand and are prepared to participate in corporate politics. They identify with the organization as an entity. Someone with a low score identifies with a manager or their coworkers, but not the company. The issue for high scorers is that it is very important to find an organization that has a corporate mission that resonates with you. [26:39] Tim is aware of his own skills in playing office politics. [27:16] Tim measures 10 out of 10 in self-development. That indicates he likes classroom learning, but he does not like to sit in a classroom. Onboarding needs to be a process he can follow with a roadmap. [28:49] Tim is a 7 in Social Adaptability. That means he is a trusting person. He used to get dinged for that by bosses. Marc asks clients, whether they score low or high in this, to put in place a system where people can earn trust by keeping their agreements. [31:07] Marc shares an anecdote of a project leader who ran things by intimidation. [32:51] Tim’s Social Responsibility score is 8 out of 10. A score above 7 will go along with the corporate rules and procedures. In Tim’s case, he did so, but didn’t particularly like them. Personal Social Responsibility for Tim is not always following social rules, but seeing both sides of every story. In his own business, Tim will set the rules. [36:34] Marc and Tim examine how Tim makes decisions. Public Contact is 9, Detail is 2. Tim’s score shows he wants to be around people, but not necessarily interacting with them. He could work at a coffee shop with wifi. [40:07] Tim is 4 Global and 7 Linear. Global is relational and holistic. Linear follows a logical sequential process. Tim is more sequential than global. He shares an anecdote about interrupting the conversation with a whiteboard diagram, that gives a starting point. [41:37] Tim is a 4 Conceptual and a 7 Concrete. Marc explains what this means for Tim. Marc happens to be a 10 Concrete. He just wants the data, not the backstory or fluff. [44:53] On the Combinations of Problem-Solving page, Tim is a Concrete/Linear Thinker. This shows he is practical and action-oriented. They want people to give them the facts and get out of the way. Marc gives Tim an assignment around problem-solving. [47:25] Tim’s Lifestyle Grid shows that his Red and Blue interests are very unusual. These are things that when he does, he gets energy. They are things he likes to do, They are solving practical problems, being directly involved, doing things/working with people, organizing tasks while focusing on the people who do them, getting things done. [48:13] Marc notes that this matches clearly with Tim’s side business. These are things Tim needs in his day to be happy. He did not get them all at his last job. [49:08] The Blue diamond shows Tim is Thoughtful,  Reflective, Insightful, and Optimistic. Also, Competitive, Enthusiastic, and Assertive. The things Tim does are very operational. The way he behaves is more on the creative side. Tim is more motivated by the job than by the title or the management aspect of a role. [51:45] The whole point of an assessment is to take the big data from Tim’s years of work experience and find out with it means about him, and the job that is right for him. [52:06] We often go back to what is familiar because it is familiar. It doesn’t mean it’s good for us. Marc tells why that doesn’t work out well. [53:31] The Blue circle shows how Tim wants to be treated. He is most comfortable when people around him show they appreciate him, are interested in feelings, as well as logic, give him time for complex decisions, give him time alone or with one or two others, and don’t overschedule him. He wants to be on a team of people that like him. [54:37] Tim’s Stress Report will help him know what kind of client he wants to deal with. Tim’s Stress Behaviors are Withdrawing, Fatigued, Indecisive, Pessimistic, Overly sensitive to criticism. Marc gives Tim an assignment to place the list where he will see it frequently, and be able to head off these behaviors. Tim engages in negative self-talk. [56:40] Marc recommends Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine. It talks about the sage side of the brain, and the saboteur side. It has exercises to manage self-talk. [58:36] Tim has a lot of self-talk, so he needs to stay around positive people. Marc gives Tim assignments that will lead to a narrative of who he is. The last assignment is to download Marc’s Career Reflection worksheet from the show notes. [59:57] Marc gives Tim questions to answer for next week, about good experiences and why they were good. The next session will be on Tim’s Stress Report, and things he can do to stay out of stress, or to get out of stress if he is in it. [1:02:08] Marc invites listeners to download the assessment for Tim from the CareerPivot website.   Mentioned in This Episode: CareerPivot.com Episode-41 Birkman Assessment CareerPivot.com/Tim CareerPivot.com/Episode-48 CareerPivot.com/Episode-49 Career Reflection Worksheet Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in late October. Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content. Soon Marc will start a wait list for those who want to participate. CareerPivot.com/Episode-50 Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Careerpivot.com Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month. Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot  

These interviews and conversations give a glimpse into some of the people we have been working with at always possible, some of the brilliant organisations we have been championing and some of the latest thinking in leadership, creativity and learning. In this podcast Cat Rose has a conversation with always possible associate Jenni Lloyd about purpose in business, the future of work, understanding motivation and the need for us to value universal human flourishing over the endless pursuit of economic growth. Jenni Lloyd has had a 30 year career in digital product design and development, strategy and coaching with global creative and digital business as well as being an experienced consultant for corporate industry, universities, social enterprises, charities and arts organisations. Jenni now runs PurposeLab following six years as a director of acclaimed marketing agency NixonMcInnes with whom she founded the annual Meaning Conference. Jenni is a Trustee of the Brighton Royal Pavilion Foundation and a non-executive director of Wired Sussex. In 2017, Jenni was announced as the new Chair of Brighton Digital Festival - the UK's largest celebration of digital culture. --- If you enjoyed the conversation, please like, subscribe and review - and share with colleagues. Jenni is one of always possible's expert associates, informing the work we do to power brilliant business. Our company of thinkers, do-ers and problem-solvers is made of specialists in a number of fields, from communications to governance, project management to strategy and planning. If you have want to find out how we help you be brilliant, drop us a line at www.alwayspossible.co.uk --- Useful links: www.thepurposelab.uk www.brighton.meaningconference.co.uk www.brightondigitalfestival.co.uk Dan Pink - DRIVE www.youtube.com/watch?v=u6XAPnuFjJc www.peterkoenig.typepad.com www.donellameadows.org

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Institute of Historical Research Work Motivation Experiments at the Interwar Cocoa Works Michael Weatherburn (Imperial College London) Voluntary Action History