Podcasts about work rules

On this episode of Millennial Teav, Candace, Liz, and Adrienne dive into The Hills Season 1, Episode 6: Boyfriends and Work Don't Mix. Tensions rise between Heidi and Jordan as their relationship hits a rough patch—can they survive the drama, or are they headed for a breakup? Meanwhile, Heidi's job at Bolthouse is on thin ice as her lack of effort starts catching up with her. The trio unpacks Jordan's fiery temper, Heidi's priorities (or lack thereof), and whether this relationship was doomed from the start. Plus, plenty of early 2000s nostalgia and behind-the-scenes tea!(00:01) - Remembering Michelle Trachtenberg(05:25) Episode Discussion begins(09:20) - Celebrating Anniversaries and Work Responsibilities(20:09) - Fashion Show Stress and Work Rules(26:07) - Late Arrival Drama and Work Stress(31:45) - Nightclub Chaos and Runway Surprises(43:19) - Navigating Relationship Jealousy and MaturityInstagram: @millennialteavFacebook: Millennial TeaV podcastTiktok: @millennialteavpodcastE-mail: millennialteav@gmail.comReddit: millennialteavpodcastYouTube: www.youtube.com/@MillennialTeaVPodcast

Eamon Donnelly, Forsa deputy general secretary

More folks added to Fire Aid concert, NFL does not want Kendrick to do Drake diss track, people caught impersonating fire fighters in LA, and the work rules people are willing to break.

Patrick talks about the top work rules Gen Z is comfortable breaking

Podcast Website : ⁠⁠⁠⁠⁠⁠www.NevineRostom.com/Podcast⁠⁠⁠⁠⁠⁠ FREE Resources : ⁠⁠⁠⁠⁠⁠www.NevineRostom.com/Resources⁠⁠⁠⁠

Marianne Hladun, Regional Executive Vice-President for the Public Service Alliance of Canada Learn more about your ad choices. Visit megaphone.fm/adchoices

This week on Build a Vibrant Culture, we're diving into the world of happy workplaces with the delightful Megan Cook, Co-Founder and Chief Administrative Officer of Happy Companies. Megan is passionate about helping others build exceptional teams and believes in the power of understanding to foster deeper connections for personal and professional growth. As a self-professed data nerd, she loves diving into numbers and oversees critical functions like HR, finance, and administrative operations at Happy Companies. Megan collaborates closely with the Happy Science team to enhance workplace behaviors and dynamics through the Happy assessment. Her goal? To ignite passion in everyone, helping them feel understood and empowered to be their best selves. Megan shares how you can transform your company culture from "meh" to magnificent.In this episode, you'll discover:[02:30] Why HR needs to ditch the "principal's office" vibe and embrace people-power[14:45] The secret sauce for building trust and connection (even in remote teams!)[21:30] How assessments can be your BFF in understanding team dynamics[23:00] The power of the Happy Assessment in boosting workplace relationships[44:00] Why AI might actually help us be more human at work (really!)[50:00] The power of being a lifelong learner and book nerd (unite!)Ready to level up your leadership? Try these:[36:15] Schedule intentional connection time with your team (popcorn optional, but recommended!)[24:00] Embrace assessments to decode those tricky work style differences[46:30] Use tech to streamline the boring stuff so you can focus on the people stuff[51:30] Pick up a leadership book and get your learn on!A big thank you to Megan Cook for bringing her enthusiasm, expertise, and infectious passion for creating vibrant workplace cultures to our show. Her insights on building connections, embracing technology, and fostering continuous learning are sure to inspire leaders to create happier, more engaged teams. We're grateful for her time and can't wait to see the positive impact she continues to make in the world of work!Book Nook (aka Resources Mentioned):"Actualized Leadership: Meeting Your Shadow and Maximizing Your Potential" by William Sparks"Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business" by Gino WickmanAnything by Patrick Lencioni (Megan's on a binge!)"Work Rules! Insights from Inside Google That Will Transform How You Live and Lead" by Laszlo Bock"The 5 Levels of Leadership: Proven Steps to Maximize Your Potential" by John Maxwell"Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness" by Robert GreenleafWant more Megan in your life? (We don't blame you!)Connect on LinkedIn: https://www.linkedin.com/in/megancook-hc23/Check out Happy CompaniesTry Happy FREE!! 

This episode of PowerTalks dives into the world of legal and tech within the African startup ecosystem. Osita James Uche, a startup lawyer and founder of Black Crest, joins Suna Ronald to discuss the current trends and challenges faced by founders. Key points covered: The importance of founders prioritizing their well-being alongside their startup's. Common mistakes founders make, such as: Building an MVP without validating customer demand. Hiring a large team too early. Not following a lean approach. Hiring based on emotions or expats in the early stages. Hiring people who don't align with the company vision. Resources for early-stage founders on hiring: "Work Rules! Insights from Inside Google" by Laszlo Block "The Culture of Reinvention" by Netflix The importance of founder involvement in the hiring process, especially for small teams. The ethical implications of hiring practices like Elon Musk's. The high return on investment for attracting and retaining top talent. The need for increased investment in R&D for African companies. Timestamps: 00:00 Introduction and guest introduction 01:47 Osita James Uche's background and experience 03:35 Current trends and challenges in the African startup ecosystem 08:16 Common mistakes founders make, especially with hiring 15:24 Resources for early-stage founders on hiring 18:51 The importance of founder involvement in the hiring process 22:55 Ethical considerations in hiring practices 23:52 The value of top talent and investment in R&D Production Credits Executive Producer: Ssuna Ronald Sound Engineer: Gumisiriza Richard Script Writer: Chinwendu Opara Art Direction: Abdu Latif Okalang Powered By: (No Sponsor/Self funded) Connect via: ⁠⁠⁠LinkedIn⁠⁠⁠ & ⁠⁠⁠Instagram⁠⁠⁠ For Inquiries: ⁠⁠⁠emailpowertalks@gmail.com

Could the Government's new gig-work rules backfire on workers? Vancouver makes another international list of “impossibly unaffordable” cities! What's the solution? Is there an energy shortage looming? Learn more about your ad choices. Visit megaphone.fm/adchoices

A theme we keep coming back to in the Management Café is the importance of context. In each situation there are many variables that influence what happens. For example the company culture, our manager, our team, the particular task and our own capability. Sometimes we have to accept that the current context is not good one for us and we're not going to perform at our best. This can be hard to reconcile, many of us have an expectation that we can handle all challenges. But this realisation, that the context isn't right for us, also brings opportunity. The opportunity to be patient and understanding of ourselves (or others). The opportunity to change the context. Or the opportunity to save ourselves the wasted effort and pain from trying something that will never succeed in that context. So... how do you identify the context that works for you? And can we make progress even from the situations which don't work? Join hosts Tim Burgess and Pilar Orti for coffee and find out! 00:15 mins In episode #74 Pilar shared a story of how a change of context, in this case working with a different team, improved her performance delivering training. 3:30 Acknowledging that the context isn't right for us can open the door to trying something different. 4:30 Tim had an experience recently with a colleague who decided that the organisational culture wasn't a good match. And so they made the decision to leave. This freed the person, and the organisation, to move forward. Pilar references Laszlo Bock's book "Work Rules" and how he incorporated this into the culture at Google. If someone wasn't performing well, then you could work with them directly but also change the context - maybe a different part of the organisation. Or maybe they were best suited to a different organisation. 6:25 Unfortunately companies and employees can sometimes misrepresent or misinterpret their preferred context during the hiring process. Ideally we'd be aware of what environments work best for us and aim for companies and roles that can accommodate us. 7:45 Things can also be quite different to how they appear on the surface. Pilar talks about a case study of a distributed company with a very flat leadership structure. However this organisation had an unofficial hierarchy and a founder dynamic that meant employees struggled to be heard. 10:00 How to identify the context that works for you? It's a big question, especially early in your career. Tim suggests that even a process of elimination, a trial and error process of identifying what doesn't work, is still good progress. 11:15 This is hard to recognise in the moment. But with hindsight we can make sense of what was or wasn't helpful to us. 12:50 We can save ourselves a lot of pain and wasted effort by understanding what will and won't succeed within our context. Pilar shares an anecdote of someone who tried to apply a productivity initiative within an organisation only to violate a cultural norm. This can be one of the big indicators that a context isn't right, when our vision of change is vastly different to the organisation's. We might need to find a new place to work! 16:20 Tim remembers a time when he badly misread the culture of his workplace because his manager had done such a great job of shielding him. A painful lesson which resulted in him being out of a job within 6 weeks of his manager leaving. 17:30 Nini Fritz of The Work Happiness Project shared something that helps her identify when it's worth applying efforts to bring about organisational change. When we see people share our desire for the outcome but they are struggling with implementation, we have the best chance to improve the context. What about you, dear listener? Is this something you think about? How can you tell when the context is right or wrong for you? We'd love to hear from you! Get in touch through our Contact Form https://managementcafepodcast.com/contact/   

Michigan is threatening its economic prosperity by reversing “right to work” laws and forcing employees to embrace union membership. Get the facts first on Morning Wire.

Chapter 1 What's Work Rules Book by Laszlo BockWork Rules! Insights from Inside Google That Will Transform How You Live and Lead is a book written by Laszlo Bock, who was the senior vice president of People Operations at Google. In the book, Bock shares the unique and innovative people management strategies and culture that he helped develop at Google.The book covers a wide range of topics related to work and leadership, including hiring and recruiting strategies, creating a positive work environment, fostering creativity and innovation, managing performance and feedback, and nurturing talent. Bock also shares personal anecdotes from his time at Google, providing real-life examples and practical advice for leaders and employees alike.Work Rules! offers a refreshing and unconventional perspective on work and management, challenging traditional approaches and providing new insights and ideas for creating a successful and fulfilling work culture. It presents a blueprint for leaders and organizations to rethink their approach to work, drawing on Google's experiences and experiments to offer practical advice and guidelines for improving workplaces.Overall, Work Rules! is a thoughtful and thought-provoking book that offers valuable insights and actionable strategies for anyone looking to improve their work environment and leadership skills.Chapter 2 Is Work Rules Book A Good BookYes, "Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead" by Laszlo Bock is widely regarded as a good book. It offers valuable insights and lessons learned from Bock's experience as the Senior Vice President of People Operations at Google. It explores topics such as hiring, culture, management, and innovation, providing actionable advice and strategies for individuals and organizations. Many readers have found it to be informative, thought-provoking, and practical, making it a recommended read for anyone interested in improving their approach to work and leadership.Chapter 3 Work Rules Book by Laszlo Bock Summary"Work Rules!" is a book written by Laszlo Bock, a former senior vice president of People Operations at Google. The book explores the unique organizational culture and the unconventional approach to management practiced at Google.The book starts by highlighting the importance of hiring the right people for a company. Bock emphasizes the need to focus on attributes like learning ability, problem-solving skills, and leadership potential rather than only looking at experience and credentials. He also advocates for creating a diverse and inclusive workforce, as different perspectives can lead to better decision-making and innovation.Next, Bock delves into the importance of giving employees autonomy and trust. He argues that micromanagement stifles creativity and motivation, so leaders should provide clear goals and guidelines while allowing their team members to work independently. Google encourages this through initiatives like "20% Time," which gives employees a portion of their workweek to pursue their own projects and ideas.The book also emphasizes the significance of ongoing feedback and effective communication. Bock believes that regular check-ins, coaching, and candid conversations between managers and their teams are crucial for personal and professional growth. He provides practical advice on how to conduct performance evaluations and deliver feedback in a constructive manner.Furthermore, Bock discusses the significance of creating a supportive and positive work environment. He encourages leaders to foster psychological safety, where employees feel comfortable taking risks, sharing ideas, and challenging the status quo. Google focuses on well-being programs, such as

Shrek was in the studio all morning, breaking work Halloween rules, hiding in the woods to scare people, and is the new Exorcist Believer movie any good?

You got any weird rules you have to follow at work?

Garner and Bryce close out the week continuing to talk about the weird rules you have to follow at work. Some of them don't even sound legal.....

In today's episode, we discuss the National Labor Relations Board's conclusion on the Stericycle  case, addressing evaluation of workplace rules and whether they violate the NLRA. Read Chad's article on this topic here. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Susan Deniker (email) (Steptoe & Johnson PLLC / West Virginia)Guest Speaker: Chad Horton (email) (Shawe Rosenthal LLP / Maryland)Support the showRegister on the ELA website here to receive email invitations to future programs.

In today's deep dive, we’ll learn about how the stricter work requirements for the Supplemental Nutrition and Food Program in Kansas could impact requirements in other states.

Congress expanded work requirements for food assistance during the debt ceiling negotiations, a move that would normally happen in the Farm Bill. Shortly before that, the state of Kansas made similar changes.

Woher weißt du eigentlich, ob du einen guten Job machst? Wie erkennst du Blindspots oder ob du an den richtigen Dingen arbeitest?Das ist eine Frage, die sich jeder im Arbeitsleben mal stellen sollte. Weiß ich, was von mir erwartet wird? Kann ich sagen, wie Erfolg in meiner Rolle aussieht? Bzw. Was ist das ursprüngliche Problem-Statement, welches ich mit meiner Rolle lösen soll? Alles keine einfachen Fragen, jedoch notwendig, um beim nächsten Performance-Cycle und Gehaltsgespräch nicht enttäuscht zu werden.In dieser Episode sprechen wir genau darüber: Wir geben Tipps, wie du eine Art Selbst-Evaluierung zu deiner Arbeitsleistung durchführen kannst oder welche Schritte du gehen kannst, um den Prozess zu starten. Wir sprechen über die Schwierigkeit von gutem Feedback, über Job-Beschreibungen, Peer-Coaching, konkrete Arbeit als Team-Lead, Feedback-Cycle in deinem Job, wie wichtig es ist, das Business-Model der Firma zu verstehen und über Schubladendenken bei Leverage, Neutralen und Overhead-Aufgaben.Bonus: Ob CV Driven Development was schlechtes ist und ob "Da kann man nicht meckern" das Lob der Deutschen ist.Das schnelle Feedback zur Episode:

As the United States tightens its work rules, California is considering loosening them. Also, violence against teachers is up across the U.S., as the number of assault-related Workers' Compensation claims are at a 5 year high. Then, Wayne Resnick joins the show for an all-new edition of 'Do They Have A Case?'!

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Layla and I have discussed “good intentions gone wrong” before - policies that didn't exactly work out as intended. In this episode we discuss some very strange workplace policies we've come across, and can assure you, it will NOT just be us that think some of these practices actually very weird and leave employers looking just bonkers in the harsh light of the internet! What do YOU think? Have you come across any such practices? And are some of these just weird? Let us know in the comments. Be sure to follow Is It Just Me on Apple Podcasn ts, Spotify, etc., to never miss an episode. Fresh ones drop every two weeks. Have an idea for an upcoming episode? Drop us a comment here or let us know on on Instagram, Twitter, or Facebook. And remember, it may not just be you, but it could be! Show notes: The Most Absurd Workplace Rules, According To Reddit (Limeade Listening) 8 Weird Company Rules You Didn't Know Exist (Resume Professional Writers) 30 Craziest Corporate Policies Employees Must Follow (Best Life Online) Workers stunned as bosses ban them from putting milk in breakfast cereal (Daily Record) Episode music credits: Good Morning by MaxKoMusic | https://maxkomusic.com/ Music promoted by https://www.chosic.com/free-music/all/ Creative Commons Attribution-ShareAlike 3.0 Unported (CC BY-SA 3.0) https://creativecommons.org/licenses/by-sa/3.0/  

Alan Henry is a service journalist and editor who writes and commissions stories that help readers make better use of their technology and embrace a healthier relationship with it in their lives. Previously, the Smarter Living editor at The New York Times, the editor-in-chief of the productivity and lifestyle blog Lifehacker, the author of SEEN, HEARD, AND PAID, and is currently senior editor at Wired. In this episode, we chat about how the book came to be, healthy boundaries in the workplace, the new work rules for the marginalized, and so much more! Links Worth Exploring Connect with Alan: Website | Instagram | Facebook | Twitter  Buy Alan's book: SEEN, HEARD, AND PAID Related Conversation: Perrine Farque talks about Inclusion Related Blog Post: Getting Things Done in Tough Places Thanks to all of the sponsors of this episode. You can find all of the sponsors you heard me mention on this episode on our Podcast Sponsors page. Want to support the podcast? Beyond checking out our sponsors, you can subscribe to the show wherever you listen to podcasts. Click on any of the links below to make that happen. Spotify | Apple Podcasts | Google Podcasts | Stitcher You can also click on this link to paste the podcast feed into your podcast app of choice. Thanks again for listening to A Productive Conversation. See you later.

Ever felt stressed over work? Felt anxiety over your job? Bills? Getting ahead? Of course you have! Everyone has felt the grip of “work” on their heart. Everyone has to work but can we be free from its control over our heart and mind? What can we do about it? Listen to this week's message and experience the freedom you need in your relationship with 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: The (Allegedly) Best Business Books, published by Joseph Lemien on September 12, 2022 on The Effective Altruism Forum. Epistemic Status: Mostly my own subjective opinions. You should read this as though each statement has a hidden "in my opinion" or "I think" attached to it. TLDR: I've read a lot of business books, and here I share my impressions of some of the most popular ones. Some are definitely worth reading, depending on what you are looking for and what you already know. There are also several which I recommend avoiding because reading them would be a waste of time. Intro I read a lot, and I often find myself interested in business books. While these books are sometimes directly related to business and can help you be a better manager/leader/employee, some also can help you with self-control, decision making, or other areas of life. This is especially true if you are interested in increasing your competency in some area of life that can be applied to work. Thus, regardless of whether you want to be effective in altruism, in egoism, or in something else, these books might be helpful for you. (I put this together fairly quickly without having anyone review it, so I wouldn't be surprised if there are some typos or other simple errors in it. Please do let me know if you notice something like.) "Business book" is an odd genre. There are several different types: Sometimes it is a sort of curated memoir or biography, either of a company or of a person (like Shoe Dog, or The Ride of a Lifetime) Sometimes it is an attempt to distill and portray the underlying ideas behind a person's success or failure (such as Winning, or Billion Dollar Loser) Sometimes it is moderately good information but it could have been a 5- to 15-page essay instead of a 200-300 page book (The Checklist Manifesto and Measure What Matters both spring to mind) Sometimes it is a slightly more objective/valid/rigorous attempt to share best practices, either as a result of research or experience (First, Break All the Rules is a decent example, as in Work Rules!) Sometimes it is more of a general self-help or self-improvement book that happens to be applicable in some professional contexts (such as What Got You Here Won't Get You There, and Never Eat Alone). Sometimes it is a summary of research, taking years or decades of scientific investigation and making it palatable/digestible to a popular audience (like Influence: The Psychology of Persuasion, and The Power of Habit: Why We Do What We Do in Life and Business) Many of the business books I've read didn't provide me with much value. So what should I do? Well, I'm going to offer my perspectives on some of the most popular and well-known business books so that the people reading this can avoid the bad ones and steer toward the good ones. I'll only write a few sentences about each book, but if you have specific questions about any of the books, feel free to let me know and I'll try to elaborate a bit more. I'm not being particularly scientific about this. I've found a few lists of "best business books" on Goodreads, looked at which ones I've read, and shared my opinions on them. I'll exclude a few that aren't very related to business, but I'll generally try to cast a fairly wide net. I also should note that I am not really doing research for these beyond skimming some reviews to refresh my memory, so most of what I write is from memory, from my notes, or from cursory Google searches. I hate that I feel the need to include a caveat, but this is the internet, so here it goes: just because I dislike a book and you like it, does not mean that you need to get angry and write impolitely. If you loved a book that I hated, that is okay. If you hated a book that I enjoyed, that is okay, too. If you have useful or interesting perspectives to share, please share ...

How do you turn a genuine desire for improving Diversity, Equity and Inclusion into actions that actually change systems, processes, and cultures for the better? In our episode with Kamala Avila-Salmon, the first Head of Inclusive Content at Lionsgate Motion Picture Group—you'll find practical guidance from a luminary who's helped to orchestrate change at scale and across industries.In her talk with Jesse, Kamala describes the influence of black characters on TV early in her life; how she got curious, creative and scrappy to find jobs and create meaningful roles early in her career at spots like RCA and Bad Boy Entertainment; her practical and brave perspective on professional networking; how she pushed the music and television industries to adopt a more inclusive posture as the era of digital transformation took hold; the impact she had on both customer and employee experiences by widening representation in marketing at Google and Facebook; what she sees as the tenants of inclusive marketing; and where the entertainment industry needs to go from here on representation, inclusion, and equity. (3:00) Kamala's early years: drawing inspiration from representation(06:45) Breaking through without direct connections in a ‘who you know' industry(11:47) Reflections from a disruptive time in the music business(15:48) Back to business school & back to her first love: television(17:16) Experiencing the intrapreneurial, energizing culture of Google(21:17) Discovering her tenets of inclusive marketing(25:38) Accepting the role of a lifetime with Lionsgate(28:41) How transforming the workforce makes inclusion possible across systems, processes, and policies Guest BioKamala Avila-Salmon is the first-ever Head of Inclusive Content for the Lionsgate Motion Picture Group, where she develops and implements diversity, equity, and inclusion strategies to reflect a globally diverse audience in the studio's film slate. After pursuing her BA and MBA from Harvard, she has worked across music, movies, TV, tech, and streaming entertainment, leading marketing campaigns for Janelle Monae, The Voice, and Red Table Talk, to name a few. She is an outspoken voice on issues of race, racism, and anti-Blackness, working to diversify the powerful images and messages disseminated by Hollywood. She has penned several Medium articles on DEI in the workplace, and in the entertainment industry specifically; and she hosts the podcast, “From Woke to Work: The Anti-Racist Journey”, geared at helping people go from "woke" feelings to clear, effective action to advance racial justice.Helpful LinksThe Anti-Racism FunnelFrom Woke to Work podcastReferenced in episode: Work Rules by Laszlo BockListen to Janelle MonaeKamala on LinkedIn

Plus,...Andy IS Renting an RV this weekend. Also, price is right as to how much money Andy spent grocery shopping for the July4th Holiday. Finally, Andy talks about growing up in Angola and small town 4th of July Parades.

Keller and Heckman Partner Manesh Rath hosts OSHA 30/30, a webinar series that covers OSHA issues for 30 minutes every 30 days. Mr. Rath is a trial and appellate attorney with experience in general commercial litigation, wage and hour and class action litigation, occupational safety and health (OSHA) law, labor law, and employment law. This month's topic: Review Commission Vacated Lockout Citation Based on Employer Enforcement and Supervision of Work Rules

Two percent of people have never eaten a taco, so Morning Mix listeners told us what they've never eaten. Plus, you won't believe what people have seen on Zoom calls. Listen to The Morning Mix weekdays from 5:30am – 10:00am on 101.9FM The Mix in Chicago, at wtmx.com, and on our free Mix App available in the Apple App Store and Google Play.

WORD TO GO with Pastor Mensa Otabil Episode 740

With an uptick in challenges like the Great Resignation and remote work, companies who are hiring today must understand people—their users—in order to thrive. Tim Pröhm, vice president at the KellyX Digital Innovation Lab, recognizes this opportunity and is using it to introduce agile product thinking and a significant digital transformation to the 75-year-old recruiting firm Kelly. Kelly impacts thousands of workers around the world each year and is setting the example for how to attract and retain talent at a critical moment. In this episode, Tim shares how his team encourages startup strategy in the enterprise world, and how they are bringing the people ops wave to new heights through Kelly's reach.    Follow us on LinkedIn and Twitter to see the latest in Better Product, a show part of the Better Product Community powered by Innovatemap. The community is the connection point for product leaders & practitioners to learn and share what it takes to design, build, market, and sell better products. Learn more at betterproduct.community.    Takeaways:  People ops products only succeed if they are customized to the holistic employee experience.  The job of people ops is to ask, “what do the people in your organization need to be successful?” Things To Listen For:   [1:30] Tim's journey to product & his career intersections with the service industry [3:30] Background on Kelly and its global influence in the staffing & talent industry  [4:30] How technology & product thinking emerged in Kelly's work in recent years [5:00] “It's not about the human interaction anymore” in a digital world  [5:30] Innovation emerged through rapid prototyping, being responsive to users [7:00] Lessons from Laszlo Bock's book, “Work Rules!” on people ops vs. HR  HR focuses on compliance and traditional administration  People ops focus on “the full, real experience” in the organization [8:00] Why you shouldn't exclude people ops leaders from strategic product decisions  [8:30] If you can't retain or attract talent, your org will fail; people ops can help  [11:30] HR professionals tried to “rebrand” as people ops before, but it didn't work  [12:30] COVID made companies realize workforce strategy needs to be holistic [13:30] The reality of “the overwhelmed employee” experience (hint: it's more common than you might think) [21:00] The importance of real-time visibility in business and people ops  [23:00] How automation, hiring, and people ops go hand-in-hand [25:00] The growing importance of qualitative research  [27:00] “Digital transformation is a neverending exercise” [30:00] Why startups and corporations need to “cross-pollinate”

Welcome to the daily nugget, daily property insights across New Zealand, 7 days a week. 1 question, 20 minutes or less. Today's topic: First Home Partner Kāinga Ora Programme. Hosted by Lawrence Lotze and joined by Andrew Armstrong. For any details around Andrew please head over to his website: https://lighthousefinancial.co.nz/

A dad is upset over a list of rules his daughter was given at her job. Twitch agrees with all of them. You? See omnystudio.com/listener for privacy information.

Wondering what great companies do differently than the rest? Tune into this episode for some golden advice. While working across 13 countries as a senior leader at Google, Hiam Sakakini mentored thousands of google managers and watched the company grow from 21 billion to 110 billion in revenue. Now transforming companies' cultures as the CEO and founder of The Culture Equation, Hiam is able to mentor scaleups that are pre or post series B!Without a doubt, Hiam has plenty of valuable knowledge to drop for business leaders and motivated workers who wish to incorporate more value to their teams in their own company and across industries. What you will learn in this episode:How Google's interview process peaked Hiam's interest in leadership developmentWhat the hiring process of Google can teach your business about leadershipWhy it's a pitfall to promote someone who is simply exceeding expectationsPractices your business can do to keep employees happyWhat working across 13 countries can teach you about working with a diverse cultureTools that can help you prioritise tasks in your startupHiam's verdict on on what your business could look like in 20-30 yearsUsing creativity and problem solving to future-proof yourself Notable Quotes:“We've got to think differently about how we promote people into managing other people.”“What's exciting about coaching being the number one attribute of great leaders is that it flips the whole thinking around autocratic leadership to more servant leadership”.“The only way of overcoming those challenges is through your people. Not moving your people around like pawns but actually working through them.”“When they come to you with a challenge rather than giving them what you think is the answer, you ask them the questions that make them come up with the answers themselves. That's what makes them feel more empowered.”“Culture is your autoimmune system. It fights the bad things that try to attack an organism and allows good things in” Resources mentioned:Project oxygen Google's 10 great traits of leaders and managersAsanaVirtual Hub Xero Book recommendations:Work Rules by Laszlo BockMindset by Carol DwaxWhen by Daniel H.  Pink What business would you build on Mars?Now just to confirm when you get to Mars, there's no way back, right? I just can't deal without food and cafe, so it'd have to be a cafe. Maybe martians like food and coffee. Who knows! Flat white - strong. And equal! Maybe that's something that'll bring us together with our hosts on Mars. Maybe they can have their own menu and we can have our own menu and try each other's out. Reach Hiam here:on Linkedinand The Culture Equation:on Linkedin and Facebook 

Episode #166 // Debate is raging about the merits of remote work versus on-site colocation, exposing some real issues for leaders. One of the lighter discussions is on whether people should be allowed to turn their cameras off during Zoom meetings. This has generated some interesting debate in the wake of a research study published recently in the Journal of Applied Psychology.I released an episode a couple of months ago that deals with a few of these types of issues — Ep.154 Return to Work Rules — in which I developed a framework to guide you through the decision-making process. In this episode, I go a little deeper into some of the ways these issues can affect you and your people.I address the Zoom question, in typical “No Bullsh!t” fashion; I give a comprehensive example of what can happen when you let your people take on an air of entitlement; and I give you some rules of thumb for delivering the best outcome for your organization, while still maintaining critical relationships with your people. See acast.com/privacy for privacy and opt-out information.

In this episode of our Global Solutions series, Pietro Straulino-Rodríguez, Carlos Colόn-Machargo, and Shir Fulga address laws regarding remote work in Canada, Mexico, and Latin American countries. The speakers discuss several topics associated with remote work, including workplace safety, employee privacy, the provision of equipment, and expense reimbursement for utilities (e.g., internet service). In addition, the speakers cover the various wage and hour issues involved in tracking employees' hours, paying overtime compensation, and engaging employees only when they are scheduled to work.  (Note: In the time between the recording of the podcast and its airing, the Ontario government introduced a new bill entitled Bill 27, Working for Workers Act, 2021, which, if passed, would mandate the implementation of “right to disconnect” provisions under the Employment Standards Act, 2000.)

Today we'll come full circle on our old "Stranded on a Desert Island Albums" discussion and find out what violation Stump committed at work that caused a companywide staff e-mail. We'll also discuss what our essential gas station food purchases are and find out which one of us sleeps COMPLETELY naked. The Final battle of the Beefcake Brackets and a super politically incorrect installment of "Hot or Not" to wrap the whole mess up. Watch On YouTube: bit.ly/3rCf1Jh Follow/Vote On Instagram: instagram.com/riotatthedogpark Web Site: riotatthedogpark.com Desert Island Album Updates - (13:33) Sleepwear - (20:46) Work Rules - (26:56) Beefcake Brackets - (33:07) Gas Station Snacks - (40:50) Land of the Band - (47:54) Fun Fact - (60:35) Hot Or Not - (62:12)

To support this ministry financially, visit: https://www.oneplace.com/donate/1090/29 Two Personal Finance Hacks That Really WorkRules for Money

The team is working on new episodes of the Gartner Talent Angle podcast, which will start rolling out in a few weeks. In the meantime, new host Dion Love shares some of the team's favorite episodes of the show. This episode originally aired in March 2017. Laszlo Bock believes that giving people freedom and supplementing our instincts with hard science are steps on the path to making work meaningful and people happy. Laszlo joins the Talent Angle to discuss the seminal importance of recruiting, rethinking engagement, creating transparent workplaces, fostering feedback, and so much more.

Episode #154 // As we start to emerge from the Covid-19 pandemic, and governments around the world loosen restrictions, business leaders are faced with the incredibly difficult task of working out how to get their businesses back to a relatively functional state.The imposition of vaccination mandates has been big news in the US in the last few weeks, and major corporations are taking a variety of positions on this complex issue.What are the right risk settings? What rules should be put in place for employees returning to work? And how should leaders strike a balance between their people's individual freedoms and the collective good of customers, suppliers, and the business itself?In this episode, I provide a 5-step decision making framework to help you work through the issues for your own unique circumstances, and have created a handy template for you to work through which you can download for free at https://www.yourceomentor.com/episode154 See acast.com/privacy for privacy and opt-out information.

Louise Karim is the Managing Director of Women@Work. She is an experienced Communication Specialist with more than 17 years' experience in both the international and regional markets. In 2016, Louise joined the Mackenzie Jones group to develop and lead the Women@Work business. Her passion for diversity and inclusion in the workplace and insight into the target market through her own experience as a successful professional and a mother, is what drives Louise to continually build the business.

Reid Lappin is the Founder & CEO at Vokal, a product growth consultancy based in Chicago, IL. Vokal helps non-digital organizations measure and invest like venture capitalists, as well as design, build, & optimize like start-ups. Reid shares how Vokal helps businesses compete in the unique digital economy. Additionally, Reid provides his best tips for attracting top talent and creating a healthy business.   Recently featured in Comparably’s list of Best CEOs, Reid Lapin is the founder of Vokal, a product growth consultancy helping your favorite businesses compete in the digital era. Reid is also a Partner at Fresh from the Hills Produce and a Mentor at the Food Foundry.  Previously, Reid was the Founder of Mobile Makers Academy, an iOS bootcamp in Chicago.   Tune in to hear Reid’s exciting story…  2:19 – What is Vokal? 3 Buckets for Quantitative Growth  3:19 – Being the Best Option vs. Being the Only Option    5:58 – Why you need multiple playbooks  7:30 – Track Record vs. MBA  8:58 – Buyer Behavior…What you need to know  10:48 – Creating a self-generating talent engine   12:10 – Evolving into the modern digital economy   13:23 – Leveraging LinkedIn for outreach  14:20 – Now hiring! Product Engineers, Data engineers, Growth & Performance Marketers, Designers  15:00 – Wealth & Wisdom from the CEO in the recruiting process  16:08 – What’s not working…   18:14 – Engineering your Finances to attract top talent  19:38 – Sharing the upside   22:13- Profit Sharing & Equity Programs   23:55 - Retention through Culture, People, and Momentum  24:50 – The Mission & The Metrics  25:40 – Reid’s Favorite Tools & Books  Resources:   Connect with Reid Lappin…  LinkedIn: Reid Lappin   Website: Vokal.io  Reid’s Favorite Books:  Work Rules by Laszlo Bock (Formerly Senior VP of People Operations at Google, Inc.)  Creativity Inc. by Ed Catmull (President of Pixar Animation & Disney Animation)  Reid’s Favorite Growth Tool:   Creating Content on LinkedIn   ————————————————————————————— Are you getting a steady flow of highly targeted leads from LinkedIn??  If not, I can help…  Get the ultimate guide to generating inbound leads on LinkedIn!   Text 44222 with the word LIGUIDE or visit AskDennisBrown.com/guide  If you enjoyed this episode, please RATE / REVIEW and SUBSCRIBE to ensure you never miss an episode.   Can’t get enough? Connect with me!  AskDennisBrown.com  LinkedIn  Twitter  Instagram [Free Giveaways] 

“To do anything, you have to take risks. ”– Conor CottonConor Cotton (@_conorcotton) is the Commercial Director of Not Going to Uni: one of the UK’s leading early careers companies that gives job opportunities to school and college leavers who are not wanting to go to university. Their providers include the Ministry of defence, the Royal Air Force, and IBM, to name just a few. Conor left school at 18 and made a conscious choice not to go to university, despite getting the grades he needed. After numerous twists and turns, he came to fall in love with the Early Careers sector and has worked his way up to run the day-to-day operations of Not Going to Uni. Aged 26, he now manages a team of seven, many of whom are far older than he is!In our wide-ranging conversation, we discuss how a lad’s holiday turned into a job celebration; the challenges of managing a team remotely; Conor’s tips on how to manage effectively; hiring mistakes; and so much more!You can find Conor at the following:Instagram: @_conorcotton LinkedIn: Conor Cotton Notgoingtouni.co.uk Resources mentioned in this episode:Work Rules! (Insights from Inside Google That Will Transform How You Live and Lead) by: by Laszlo Bockiamsober.commilanote.comcanva.comMy Udemy Course on How to Hire a Virtual AssistantKey Points:Conor’s roles 16 onwards, inherent fears and learning different skills while at it (2:51)How a lad’s holiday turned into a job celebration (8:30)The role of a digital marketing sales executive and Not Going to Uni (10:26)The role as a commercial director (16:19)The challenges of managing a team remotely(18:58)Conor’s tips on how to manage effectively (21:11)Talking about transferable skills (23:54)Dealing with imposter syndrome (26:00)Hiring mistakes (30:47)Conor’s Future Plans (35:00)You are the five people you surround yourself with (40:12)Take risks :) (48:42) Be sure to follow me on Instagram @entrepreneurscanpartyWant to create your own podcast? Sign up with Buzzsprout and get a free $20 Amazon gift card!If you haven't already, please rate and review the podcast on Apple Podcasts!

รีวิวหนังสือ Work Rules เขียนโดย Laszlo Bock หนังสือพูดถึงกฎ 10 ข้อที่ทำให้ Google เป็นบริษัทที่มีความสุขและสร้างนวัตกรรมได้เยอะที่สุด --- Send in a voice message: https://anchor.fm/sakol/message

รีวิวหนังสือ Work Rules : Insights from Google that will transform how you live and lead ตอนที่ 1 เขียนโดย Laszlo Bock หนังสือพูดถึงวัฒนธรรมหรือกฎเกณฑ์เพื่อรักษาสมดุลย์ระหว่างองค์กรที่มีความคิดสร้างสรรค์และการบริหารจัดการโครงสร้างที่ใหญ่ --- Send in a voice message: https://anchor.fm/sakol/message

QGEN Podcast ซีรีส์นี้ เราจะหยิบยกหนังสือที่ถือว่าเป็นสุดยอดด้าน Talent Management ซึ่งคัดสรรโดย คุณบี อภิชาติ ขันธวิธิ Managing Director ของ QGEN Consultant เพื่อสรุปเนื้อหาและ Practice สำคัญที่ทุกผู้บริหารและ HR สามารถนำไปปรับใช้กับองค์กรได้ . สำหรับ EP.1 เราจะพูดถึงหนังสือที่มีชื่อว่า Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead โดย Laszlo Bock อดีต Senior Vice President of People Operations ของ Google, Inc. . โดยหนังสือเล่มนี้เล่าตั้งแต่แนวคิดของ Google ในการที่จะสร้าง Innovation ต่าง ๆ ที่จะเปลี่ยนโลก รวมถึง Policy & Practice ต่าง ๆ ที่จะ Motivate ให้พนักงานทุกคนสร้างสรรค์ Innovation ใหม่ ๆ จนทำให้ Google ก้าวขึ้นมาเป็นหนึ่งในผู้นำด้าน Technology & Innovation ของโลก และเป็น 1 ในบริษัทที่ทุกคนอยากร่วมงานด้วย #QGEN #QGENPodcast

wheels on meals (1984) / loverboy (1989) i can't wait to go back to working in a restaurant so i can beat up the bad guys / get the girl. sammo, jackie, and yuen biao take barcelona, and joan micklin silver shows every young working boy his dream, realized. discussed on malcolm in the middle: bad trip, total recall, ed's tv guide. last week, we wrapped up season 2 of bank check on the patreon, going through the filmography of michael cimino. next week's after-hours episode will be on nicole holofcener's walking and talking (1996) -- https://www.patreon.com/extendedclip

Human beings work more than they do anything else in life. This fact is a great reason to pursue an enjoyable occupation; the kind of work that brings a feeling of accomplishment, pride and if you are really fortunate, a sense of freedom and joy. So why do so many employees see their jobs as just a paycheck or a means to an end? Why do good workers stay in dehumanizing jobs with dysfunctional management and toxic cultures? A handful of the world’s companies have cracked the code on workplace culture. Not surprisingly, Google is one of them. The world’s companies continue to study Google’s culture and ask, “Why are Google employees so happy?” “How does Google create a fun environment for its people?” “What can I do in my own organization to replicate Google’s success?” Laszlo Bock, Google’s innovative Senior Vice President of People Operations, offers his best answers to these puzzling questions in his book Work Rules! Bock shares valuable insights and experiences from 15 years as a leader of Google’s strategy to attract, develop and retain the world’s top talent. He credits Google’s distinctive management philosophies and its unique approaches to people, culture, talent and leadership as the reason why Google is recognized as the most sought-after place to work on the planet. Bock draws on what he believes to be true and the latest research in behavioral economics and human psychology and asserts that any team can be built around the same principles Google has used to become a dynamic workplace filled with happy, creative and productive employees. Work Rules! is a simple playbook for leaders and organizations to strike a balance between creative freedom and structure that generates success in the quality of life as well as market share. And it is easier than you think. Bock himself even admits it’s not rocket science.

A Winning Segement: 3% GDP growth, Work Rules back for Welfare

Note from the New Tech City team: Hello! As you'll hear above, we're renaming our show, and we want your help! OK, on with the regularly scheduled podcasting...  In 2014, only 30 percent of all Google employees were women. Break the numbers down farther, and only 21 percent of Google executives were female; in technical jobs, only 15 percent.   The numbers are even worse for African Americans and Hispanics — and not just at Google, but all over the tech industry. Diversity is a big gaping hole for the companies who claim to be solving the world's problems, and it affects user experience of their products for at least half of the planet's population. So we wanted to go beyond those pretty charts and mea culpas to find out: What are the people ingenious enough to optimize plate size in their company cafeterias actually doing to address the problem baked into our culture? Laszlo Bock, head of Google's People Operations (aka HR), and author of a new book called "Work Rules," gave us three examples of tactics they've have been trying to shrink the gender gap. We're very curious to see how well the new numbers bear them out.  1. Unconscious Bias Training.  Googlers have to go through a training about diversity that starts with optical illusions — two things that look the same, but measured separately, really aren't — and moves on to more concrete workplace scenarios. The idea is, everyone has errors in their judgment. It's not pointing fingers.  "If you go to somebody and talk about diversity or gender issues, the typical reaction is 'Well, I don't have a problem,' or 'Well, I just disagree.' And then there are a bunch of people in the middle who are like 'Oh my God diversity training? Do I really have to spend time on this?'" Bock says, "If you talk about 'we all have these biases,' it totally short circuits this."  2. “The nudge.”  Engineers at Google usually nominate themselves for promotion. Women — surprise, surprise — weren't nominating themselves as often as the men around them. So Alan Eustace, the person who was in charge of engineering at that point, decided to send a little email saying simply, "We've noticed that women aren't nominating themselves and, hey, you should be!" It worked, Bock says, and way more women got promotions. "We did that for about three six month periods and then Alan forgot to send the email. And the rates went back down," Bock says. Just call it nudging, not nagging. 3. Extend family leave. Women were dropping out of Google at a much higher rate than men were after having a kid. So, Google extended its family leave policy from three months to five months.  "This is one where we stumbled into it because it's the right thing to do, and we were fortunate to find the data supported us afterward," Bock says... and women who had been leaving at twice the rate of men before the change, started leaving at the same rate as men. The rate dropped by 50 percent." Another surprise? Paying more for maternity leave saves money. The cost of finding and replacing a good-to-average employee is much, much higher than two extra months of leave for a new parent, Bock says. Google is, of course, the kind of company that can afford to run tests on happiness at the office. So we want to know: For those of you who work with fewer free snacks, what do you think needs to happen to solve gender issues at the office? Let us know in the comments below.  Subscribe to New Tech City on iTunes, or on Stitcher, TuneIn, I Heart Radio, or anywhere else using our RSS feed.