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3 episodes with workplace insights
2 episodes with workplace insights
36 episodes with workplace insights
On this episode of The CityCURRENT Show, host Andrew Bartolotta welcomes Dr. Tracy Brower, sociologist, VP of Workplace Insights at Steelcase and author of The Secrets to Happiness at Work and Bring Work to Life by Bringing Life to Work. Together, they explore the evolving nature of work culture, how organizations can foster more meaningful employee experiences, and why pursuing happiness isn't the same as creating the conditions for it.Dr. Brower shares her “Big 5” conditions for workplace happiness—purpose, connection, growth, performance, and gratitude—and emphasizes that happiness is most sustainable when we're contributing to something larger than ourselves. She challenges traditional notions of work-life balance, favoring a more integrated and navigational approach to work-life harmony.The conversation also covers how community-based office design can combat workplace loneliness, the role of assessments like the Predictive Index, and how leaders can inspire cultural transformation through intentional structure and support. From the impact of volunteering to design strategies that foster collaboration, this episode is a must-listen for anyone invested in improving the workplace.Learn more: https://tracybrower.com/
In this episode, hosts Leon Byker and Peter Brindley are joined by Dr. Elizabeth Viglianti, an assistant professor at the University of Michigan, Pulmonologist and Critical Care Specialist, to discuss the crucial issue of gender based harassment in medicine. Gender-Based Harassment refers to any unwelcome behavior, comment, or conduct that demeans, intimidates, or disadvantages someone based on their gender or gender identity. This can include derogatory remarks, exclusion, stereotyping, unequal treatment, or threats, whether or not the behavior is sexual in nature. In the workplace, it undermines professional dignity and contributes to a hostile or inequitable environment.Dr. Viglianti shares her personal experience that led her to study this field, detailing the prevalence and impact of such harassment. The discussion covers key findings from the National Academies of Science, Engineering, and Medicine's framework on addressing sexual and gender based harassment, gender disparities, organizational factors contributing to harassment, and her research on the topic. Practical steps and recommendations for institutions to mitigate harassment are also explored.00:00 Introduction and Welcome01:08 Personal Experience with Sexual Harassment03:06 Understanding Gender Based Harassment in Medicine05:34 Organizational Factors and Solutions07:50 Gender Disparities in Academic Medicine17:42 Impact on Trainees and Reporting Challenges24:46 Addressing Patient-Perpetrated Harassment28:59 Practical Strategies and Training32:26 Conclusion and Call to Action
Embracing AI Literacy in the Workplace: Insights from John Munsell
In this episode, we dive into Tiffany Rosik's insights on helping women achieve their full workplace potential. Drawing from her experience as a mentor, coach, and leader, Tiffany shares practical strategies and real-world advice to empower women to navigate the challenges they face in the professional world. Key Discussion Points: Bridging the Theory-Practice Gap: Tiffany's motivation behind writing "That's Not the Help I Need" Translating academic research into actionable steps for women in the workplace Overcoming Workplace Challenges: Common obstacles women face in their careers Strategies for assertiveness, self-advocacy, and navigating office politics Developing Successful Mindsets and Behaviors: The importance of confidence, resilience, and self-belief Cultivating leadership skills and taking ownership of one's career Mentorship and Sponsorship: The role of mentors and sponsors in supporting women's professional growth Guidance on building meaningful mentoring relationships Entrepreneurial Transition: Tiffany's journey from the tech industry to founding her own consulting firm Insights on aligning business and technology initiatives for growth Takeaways: Tiffany Rosik's insights and practical advice empower women to take charge of their careers, overcome workplace challenges, and reach their full potential. Listeners will be inspired to adopt a proactive mindset, build supportive networks, and confidently navigate the professional landscape. LinkedIn TGR Management Consulting
It seems that even celebrities are not immune from workplace claims. In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter are joined by their Troutman Pepper Locke employment law partner, Sara Longtain, to discuss the movie It Ends With Us and the real-life lawsuits sparked by it. Tune in as the trio discusses alleged conduct that occurred on set and in the marketing of the film, resulting in lawsuits filed by Blake Lively for sexual harassment and Justin Baldoni for defamation. The conversation focuses on what employers can take away from this competing litigation, including the importance of harassment policies, best practices for avoiding retaliation claims, and how to combat the use of social media as a tool for misconduct. This episode is sure to be interesting for employers in all industries.Troutman Pepper's Labor + Employment Practice Group provides comprehensive thought leadership through various channels. We regularly issue advisories that offer timely insights into the evolving employment law landscape, and maintain the HiringToFiring.Law Blog, a resource spotlighting best practices for employers. Our Hiring to Firing Podcast, hosted by Tracey Diamond and new co-host Emily Schifter, delves into pressing labor and employment law topics, drawing unique parallels from pop culture, hit shows, and movies.
Does your work life feel like a Taylor Swift song? From gender bias and workplace burnout to power dynamics and resilience, Taylor Swift's lyrics capture the essence of modern work life. In this episode, we dive into the connections between her music and the professional world, unpacking themes from The Man to Long Live. Whether it's reclaiming your power, setting boundaries, or celebrating victories, Taylor's words offer inspiration for tackling the challenges we all face at work.What You'll Learn in This Episode:Gender Bias in the Workplace:Insights from The Man and Mad Woman on navigating double standards and reclaiming agency.How to advocate for yourself in environments that undervalue women's contributions.The Struggle for Work-Life Balance:Themes from Midnight Rain and how they reflect societal pressures versus personal ambitions.The rise of flexible work models and how they're reshaping corporate culture.Dealing with Burnout and Quiet Quitting:Lyrics from This Is Me Trying and their connection to setting boundaries and redefining success.Strategies for maintaining well-being in a culture that glorifies overwork.Power Dynamics and Recognition:Lessons from Karma on corporate hierarchies and valuing contributions from all levels.Building resilience when your hard work feels overlooked.Using Humor and Resilience to Thrive: Taylor Swift lyrics for work: “I gave my blood, sweat, and tears for this”– Full article with in-depth insights.Which Taylor Swift lyric captures your work life? Share your thoughts with us! Join the conversation in our LinkedIn Group, and don't forget to subscribe for more insightful episodes, and visit The Future of Commerce for articles and resources on work-life dynamics.
Chapter 1:Summary of The No Asshole Rule"The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't" by Robert I. Sutton explores the impact that toxic individuals can have in the workplace and advocates for the elimination of such behavior. Sutton defines "assholes" as individuals who consistently demean and belittle others, creating a hostile work environment.The book outlines several key points:1. Consequences of Toxicity: Asshole behavior can lead to decreased productivity, increased turnover, and a toxic corporate culture that affects overall morale and performance.2. The Rule: The central premise is to implement a "No Asshole Rule" in organizations to foster respectful and civil interactions among employees. Sutton argues that allowing such behavior to persist can have detrimental effects not only on individuals but also on the organization as a whole.3. Identifying Assholes: Sutton provides strategies for identifying toxic individuals and suggests ways to deal with them, including addressing issues directly, setting boundaries, and promoting a culture of respect.4. Organizational Culture: Creating a civilized workplace requires leadership commitment, clear policies, and encouraging positive behavior through hiring practices and employee training.5. Personal Responsibility: Sutton also emphasizes the importance of individual responsibility, encouraging readers to reflect on their own behavior and its impact on colleagues.Overall, Sutton's work serves as a guide for organizations seeking to cultivate a positive work environment while addressing the challenges posed by difficult employees. It champions the idea that everyone deserves to work in a respectful space, and that organizations can thrive when they prioritize civility.Chapter 2:The Theme of The No Asshole Rule"The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't" by Robert I. Sutton is not a fictional narrative but a non-fiction book that explores the impact of toxic individuals in the workplace, particularly focusing on the behaviors of "assholes" and how they affect organizational culture, productivity, and employee morale. Here are some key points, character development (in terms of concepts rather than fictional characters), and thematic ideas from the book: Key Plot Points1. Definition of an "Asshole": Sutton defines an "asshole" as someone who intentionally behaves in a way that hurts others. He discusses the characteristics and behaviors that define such individuals, emphasizing the negative impact they have on their colleagues and work environments.2. The Cost of Tolerance: The book discusses how allowing toxic behavior to persist can lead to serious financial and emotional costs for organizations. Sutton provides evidence and case studies illustrating how poorly managed behavior can destroy teams and diminish productivity.3. The No Asshole Rule: Sutton introduces the concept of the "No Asshole Rule," advocating for a clear policy of zero tolerance towards toxic behavior in workplaces. He argues that organizations should actively cultivate a respectful and supportive workplace culture.4. Strategies for Implementation: Sutton offers practical strategies for organizations to identify toxic individuals and ways to manage or eliminate their influence. This includes hiring practices, performance evaluations, and promoting a culture of open feedback.5. Coping with Toxicity: He discusses how to deal with an asshole if you're stuck in a workplace that tolerates one. This includes maintaining personal well-being, seeking support from colleagues, and finding constructive ways to cope with the toxicity. Character DevelopmentWhile there are no fictional characters in "The No Asshole Rule," Sutton does explore various archetypes of workplace...
Unlock the secrets to creating a mentally healthy workplace with insights from Andrea Herron, CHRO at WebMD. Listen as Andrea opens up to guest host Bob Goodwin about her book, "There's an Elephant in Your Office," co-written with her sister, which addresses the stigma around mental health and provides practical strategies to support employees. Learn from Andrea's personal experiences and gain a deeper understanding of why it's crucial to recognize behavioral changes in employees, especially in today's era of remote work.Bob and Andrea also discuss why managers, not just HR pros, need to lead the charge in mental health conversations and how this can foster trust and loyalty within teams. Andrea emphasizes the importance of equipping managers with the right tools and language to navigate these sensitive discussions. She shares wellness strategies, such as effective communication practices, resiliency techniques, and valuable resources like Mental Health America and the Veterans Crisis Line. Tune in to enhance your workplace culture with actionable tips and learn how to promote a psychologically safe environment where employees feel comfortable discussing their mental wellness.---Message from our sponsor: Looking for a solution to manage your global workforce?With Deel, you can easily onboard global employees, streamline payroll, and ensure local compliance. All in one flexible, scalable platform! Join thousands of companies who trust Deel with their global HR needs. Visit deel.com to learn how to manage your global team with unmatched speed, flexibility, and compliance.---Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events
Insight, energy and experience – three elements that shine through in this latest Digital Workplace Impact episode, as Corinne Goldberg, an AI data transformation expert at Google, takes the spotlight. In her first podcast ‘appearance', Corinne talks about her dual passions for digital transformation and fitness; both areas that guide people to achieve elevated performance by inspiring the pushing of boundaries. Corinne herself is entering a new career chapter. She's working with enterprise customers to modernize technology infrastructures through AI services, helping to realize opportunities via cloud technology and AI products. Host Nancy Goebel draws on this new chapter and on Corinne's past experiences to lead us through a fascinating conversation which covers three pillars of digital transformation: productivity, operational resilience and competitive differentiation. The discussion also stresses the importance of fostering a data-driven culture within organizations, using what Corinne calls the ‘ARC' principles of accessibility, reliability and creativity. With tantalizing future-gazing around digital transformation, analytics and AI, along with some topical advice for data transformation teams today, there's something for all. So, listen now for fascinating insights from a Google data transformation expert. (Show notes, links and transcript for this episode.) Guest speaker:Corinne Goldberg,AI Data Transformation Expert at Google Hosted on Acast. See acast.com/privacy for more information.
Happiness seems as elusive and subjective at work as empathy. But there is a link between the two, and we're going to get into that today! My guest is Dr. Tracy Brower, a PhD sociologist studying work-life fulfillment and happiness. Today we discuss what happiness at work means, how happiness is linked to empathy, and the research around what happy workplaces experience in terms of engagement, retention, and performance. Tracy shatters the myths of happiness as a constant state. While we can't "make people happy" we can create the conditions for happiness. She shares the five measurable conditions for happiness and we discuss the Paradox of Happiness, the benefits of post-traumatic growth, the current loneliness epidemic and the role workplace cultures can play, and the two important components of what it means to thrive. Tracy offers ways you can create connections as a leader - and you'll love the conversation near the end about how leaders don't have to take on all the responsibility for this in their culture by themselves! To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.com Key Takeaways:Tracy's Big Five conditions for happiness are: Having a sense of purpose, Connection with other people, Opportunity for learning, growth and challenge, Performing really well, and Gratitude.Sometimes you will have to do work you don't want to do. Your work won't always be fulfilling. But that doesn't mean your career or workplace cannot be nurturing, engaging, and fulfilling despite that work.Thriving always includes an element of striving. There are positive challenges, and positive growth that come out of difficult situations. "It's actually counterproductive to measure happiness by itself, and the more we think about happiness as its own end, the less likely we are to accomplish it, statistically." — Dr. Tracy Brower Episode References: The Empathy Edge episodesLogan Mallory: How a Culture of Gratitude Boosts Engagement and Mental HealthJamie Greenwood: Why Empathy for Others Starts with Compassion for YourselfShasta Nelson: Why Successful Leaders Encourage Work FriendshipsFrom Our Partner:Download the 2024 Ninth Annual State of Workplace Empathy study from Businessolver: www.businessolver.com/edge Discover more valuable content from Businessolver on The Benefits Pulse vodcast: www.businessolver.com/benefits-pulse About Dr. Tracy Brower, VP Workplace Insights, SteelcaseDr. Tracy Brower is a PhD sociologist studying work-life fulfillment and happiness. She is the author of The Secrets to Happiness at Work and Bring Work to Life. She is the vice president of workplace insights with Steelcase and a senior contributor to Forbes and Fast Company. Her work has been translated into 22 languages, and you can find her on LinkedIn, X, Instagram, or at tracybrower.comConnect with Tracy Brower:Steelcase: www.Steelcase.com Website: https://tracybrower.com/ X: https://twitter.com/TracyBrower108 LinkedIn: https://www.linkedin.com/in/tracybrowerphd/ Instagram: https://www.instagram.com/tlb108/ Book: The Secrets To Happiness at Work Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemariaAchieve radical success putting empathy into action with Businessolver. Techlology with heart, powered by people. https://www.businessolver.com/edge
Send us a textIn the latest episode of "Lead with Levity," Dr. Heather Walker delves into these unspoken fears with senior executive coach Colleen Slaughter. Colleen's inspiring journey began at age 21 when she moved to Paris with no money, no plan, and no knowledge of French. Since then, she has worked with Fortune 500 companies and Nobel Peace Prize recipients, helping leaders overcome self-doubt and limiting beliefs. Let's explore Colleen's insights on embracing authenticity in the workplace.The Challenge of AuthenticityIn the introduction, Dr. Heather Walker poses several thought-provoking questions:Why do we avoid difficult conversations?What are we afraid of?How can we show up authentically when professionalism seems like a shield to hide behind?These questions set the stage for a deep and meaningful conversation with Colleen Slaughter.Colleen's Journey to AuthenticityColleen recounts her daring move to Paris and how it shaped her career. Working with leaders worldwide, she noticed a common theme: the reluctance to speak up and the internal struggle between professional expectations and personal integrity.Heather shares a similar experience with the language barrier during a trip to Paris, highlighting the universal challenge of connecting authentically despite external pressures.Culture and AuthenticityColleen explains how different cultures perceive authenticity at work. For example, leaders in France and Germany often face hierarchical barriers, whereas Dutch professionals tend to be blunt and direct. She emphasizes that genuine brainstorming and co-creation require leaders to build trust and create an environment where team members feel safe to express their true thoughts.The Role of TrustTrust is fundamental to authentic leadership. Colleen stresses the importance of understanding the different aspects of trustworthiness, such as reliability, intimacy, credibility, and low self-orientation. Leaders must strive to be trustworthy across all these dimensions to foster a genuine and open workplace.Courageous ConversationsOne of the key strategies Colleen discusses is the need for courageous conversations. She encourages leaders to set boundaries and express their true feelings respectfully. This approach not only builds trust but also ensures that team dynamics are honest and constructive.Key TakeawaysSmall Changes Make a Big Difference: Colleen encourages making small, intentional changes to bring more joy and authenticity to everyday life. Practice Self-compassion: Being gentle with oneself creates the foundation for authentic behavior and better relationships.Embrace Courageous Conversations: Honest and respectful dialogue is crucial for building trust and fostering a harmonious workplace.Stay Connected with ColleenFor those interested in learning more about Colleen's work and receiving weekly insights, visit https://www.bouldermoves.com.ConclusionAuthenticity in the workplace is not an overnight achievement. It demands intention, courage, and a commitment to personal growth. By embracing these principles and fostering an environment of trust, leaders can create a more genuine and productive workspace.Support the showDid you have any lightbulb moments while listening? Share it with us on Instagram @leadwithlevity or visit our website leadwithlevity.com so we can talk about it!
This episode of the Earley AI Podcasts features Jason Radisson, an expert in digital transformations who has worked with renowned companies such as McKinsey, eBay, and Uber.Tune in as Jason shares his insights on the misconceptions surrounding AI startups and the importance of having a quality team with enterprise experience. He also highlights the agility of startups in implementing new features and integrations, challenging the notion of slow processes.Key takeaways:-AI startups benefit from having a quality team with enterprise experience, allowing them to be agile and quickly implement new features and integrations.- Non-tech companies often struggle to adapt to automation due to cultural barriers and legacy thinking, despite automation not requiring lengthy change management processes.- The gig economy presents challenges in optimizing large workforces, requiring a balance between employer and employee perspectives to create win-win solutions.- Organizations need to actively seek out innovative strategies and technologies to stay competitive, rather than relying on traditional approaches such as enterprise data warehouses and data lakes.Quote from the show:"The common approach of starting with an enterprise data warehouse and data lake is a fallacy. It's crucial to work backwards from customer-first use cases and focus on initiatives that will drive business value. By making quick developments and enabling additional investment, companies can harness the power of AI and machine learning technologies to transform their operations and stay ahead of the curve." - Jason RadissonLinks:LinkedIn: https://www.linkedin.com/in/jason-radisson/Website: https://www.movo.coWays to Tune In:Earley AI Podcast: https://www.earley.com/earley-ai-podcast-homeApple Podcast: https://podcasts.apple.com/podcast/id1586654770Spotify: https://open.spotify.com/show/5nkcZvVYjHHj6wtBABqLbE?si=73cd5d5fc89f4781iHeart Radio: https://www.iheart.com/podcast/269-earley-ai-podcast-87108370/Stitcher: https://www.stitcher.com/show/earley-ai-podcastAmazon Music: https://music.amazon.com/podcasts/18524b67-09cf-433f-82db-07b6213ad3ba/earley-ai-podcastBuzzsprout: https://earleyai.buzzsprout.com/ Thanks to our sponsors: VKTR Earley Information Science AI Powered Enterprise Book
Join us for a discussion with Andrew Heesacker, President of Arvada Rent-Alls. Andrew has been involved in the rental industry since 2007. Starting his career at a national rental company, he later transitioned to Arvada Rent-Alls, a family-owned business, as a second-generation owner. Andrew's unique perspective is shaped by his non-traditional entry into the industry and his leadership experience, managing the company through its significant technological and operational transformations. In this episode, we cover: Industry Evolution and Personal Journey: Andrew's entry and progression in the rental industry, culminating in his leadership at Arvada Rent-Alls. Competing as a Small/Medium-Sized Business: Strategies for differentiating from larger competitors and effective ways to attract and retain top talent. Leveraging Technology for Growth: How embracing advancements in rental software, telematics, and customer experience enhancements like online payments, customer portals, and digital receipts are pivotal in staying competitive. Mental Health Awareness in the Workplace: Insights from Andrew's participation in a recent webinar on mental health, with takeaways on supporting employee wellness in small and medium-sized businesses. Learn more about Quipli: https://quipli.com/
Negotiate Anything: Negotiation | Persuasion | Influence | Sales | Leadership | Conflict Management
In this enriching episode of Negotiate Anything, host Kwame Christian is joined by expert Jenn Whitmer to delve into the profound nuances of human connection in the workplace. Together, they explore the impact of empathy, self-awareness, and emotional intelligence on professional performance and team dynamics. Jenn shares her insights on the importance of acknowledging the whole person at work and offers actionable frameworks and strategies for fostering deeper connections. Learn how to cultivate a more empathetic and engaged work environment for elevated success and harmony. **Key Takeaways:** - Understand the pivotal role of empathy and the concept of acknowledging the whole person to enhance workplace dynamics. - Discover the "snap" framework for improved self-awareness and connection in just 90 seconds. - Learn practical strategies for fostering genuine connection and overcoming emotional barriers in professional settings. Connect with Jenn Follow Jenn on LinkedIn https://jennwhitmer.com/ Listen to The Joyosity Podcast What's in it for you? Exclusive Advice: Gain insights from top negotiation experts. Community Support: Connect with a like-minded community focused on growth. Personal & Professional Growth: Unlock strategies to enhance every aspect of your life. You deserve to negotiate more of the best things in life, and now you can! Don't wait—be the first in line to experience this game-changing resource.
In this enriching episode of Negotiate Anything, host Kwame Christian is joined by expert Jenn Whitmer to delve into the profound nuances of human connection in the workplace. Together, they explore the impact of empathy, self-awareness, and emotional intelligence on professional performance and team dynamics. Jenn shares her insights on the importance of acknowledging the whole person at work and offers actionable frameworks and strategies for fostering deeper connections. Learn how to cultivate a more empathetic and engaged work environment for elevated success and harmony. **Key Takeaways:** - Understand the pivotal role of empathy and the concept of acknowledging the whole person to enhance workplace dynamics. - Discover the "snap" framework for improved self-awareness and connection in just 90 seconds. - Learn practical strategies for fostering genuine connection and overcoming emotional barriers in professional settings. Connect with Jenn Follow Jenn on LinkedIn https://jennwhitmer.com/ Listen to The Joyosity Podcast What's in it for you? Exclusive Advice: Gain insights from top negotiation experts. Community Support: Connect with a like-minded community focused on growth. Personal & Professional Growth: Unlock strategies to enhance every aspect of your life. You deserve to negotiate more of the best things in life, and now you can! Don't wait—be the first in line to experience this game-changing resource.
Leadership SIMPLIFIED! with Rhonda Delaney, The People Gardener
What if you could cultivate a work environment where every team member feels genuinely valued and motivated? Tune in as Rhonda Delaney, the People Gardener, shares her expert insights on the four fundamental pillars—effort, thought, love, and presence—that can transform your workplace culture. Discover actionable steps to create a thriving business culture whether you're starting from scratch or revitalizing an existing one. Learn how consistent effort, thoughtful consideration, genuine care, and active engagement can inspire your team to flourish, leading to a more productive and harmonious work environment.Stay connected and supercharge your leadership journey by exploring the wealth of resources available on Rhonda's website, rondadelaney.com, and the Raving Fans Society app. From a treasure trove of teaching content and a comprehensive resource library to monthly group coaching sessions and quarterly guest speakers, there's a bounty of tools to help you lead with confidence. A free membership offers a taste, but the full experience at $49 a month unlocks everything you need to cultivate a prosperous people garden. Join Rhonda and become part of a community dedicated to nurturing and growing exceptional workplaces.
Season 05 Episode 09: A prism party and colour cascadeWARNING: This episode presents topics on workplace fatalities and suicide - Listener discretion is advised.Sara announces the publication of a new book of which she is a co-editor, “Healthcare Insights: The voice of the consumer, the practitioner, and the work design strategist.” “The intent,” she explains, “is to empathise and to understand situations from many points of view. It's like holding a crystal to the sky, and seeing different colours refract when you spin it around,” says Sara. Trace concurs, “Storytelling and narratives are prisms to view a different world.” Tracie elaborates on his contribution to a chapter in another book in the Workplace Insights series on Good Work Design, using empathy maps to articulate victim impact statement. “That's golden,” Sara exclaims, “That's from working with me! I love that a past state prosecutor is using empathy maps in storytelling.” Trajce recalls, “We used empathy maps in our safety conference presentation on distributed work emerging from the pandemic”. Alan retorts, “I remember that conference. I think there was some trivialisation of alcohol at that event!”Alan and Trajce reflect on their careers in work health and safety law, and on some critical cases. “The downside of workplace criminal law,” Alan deducts, “is that everyone suffers.” Trajce adds, “This is unintentional crime.” Sara shares a subscriber's, Craig McDonald's, concerns about causational chains of responsibility, especially when governments constrain capital expenditure in transport infrastructure. Conversely, the podcast crew debate the notion of spurious injury claims and the weaponisation of alleged psychosocial harm.Full disclosure: gremlins invaded the studio ghost in the machine, faculty cables during recording caselaw discussion, we know, we know, but the content was too good to omit. Enjoy!
Driving Inclusion, Diversity, and Belonging in the Workplace: Insights from Garry Clarke-Strange Join Priya Bates and Advita Patel, co-founders of 'A Leader Like Me', in an enriching discussion with special guest Garry Clarke-Strange – a talent acquisition expert passion-driven about inclusivity and diversity. Garry the previous Head of Inclusion and Diversity at Green King, sheds light on his journey and his vision to create workplaces where everyone can thrive. Featuring personal stories and expert advice, this episode covers the transformative impact of initiatives such as a peer-on-peer support system and the Green King's 'I'm not prejudiced but...' campaign. The power of employee networks in propelling an organization's inclusivity efforts is also explored. The episode also delves into the concept of 'allyship', the challenges of ensuring that the voices of these groups are heard, and the fatigue and burnout associated with continuous involvement. If you are passionate about fostering inclusivity, diversity, and belonging in your workplace, this episode will provide all the necessary insights and inspiration. You can follow Garry on LinkedIn if you want to learn more about his new consultancy Think Inclusion. I'm not prejudiced video: https://youtu.be/Au4O-hy8Ojc?si=HYip8SiSE7ZxLfpC If you want to transform your culture and build greater inclusion in your workplace, get in touch and let's have a chat on how we can support you: info@aleaderlikeme.com. You can also follow us on LinkedIn and Instagram to keep up with the latest news.
On Episode 364 of The No Limits Selling Podcast, we have Janifer Wheeler. Janifer Wheeler is a rule-breaking entrepreneur on fire. After 25 years of assisting schools and small businesses with process design, internal structure, education, and workplace culture, she founded The JOYFully BadAss Business App™ to help side hustlers & solopreneurs break away from society's BS so they can be more effective in their DO LESS BE MORE productivity mindset. Her international speaking gigs focus on advocacy, empowerment, AND joy - making it easier for introverted entrepreneurs to succeed! #JOYFullProductivity Umar Hameed and Jennifer Wheeler discussed the importance of diversity, equity, and inclusion in organizations, highlighting the benefits of DNI, such as increased profits and a more nimble organization. They emphasized the need for educating employees, providing resources and training, and creating an inclusive workplace culture. Umar Hameed and Speaker 1 also discussed common mistakes organizations make when launching D&I initiatives, including setting unrealistic expectations and neglecting self-care. Jennifer Wheeler shared her insights on expanding D&I initiatives, emphasizing the value of documenting progress and community involvement. Find Janifer Wheeler: LinkedIn, Facebook, Instagram, Website, [EDITOR'S NOTE: This podcast is sponsored by No Limits Selling. It is a fun, fast-paced podcast that delivers hard-fought business advice that you can implement today to improve your sales and performance] Interested In Our Real Estate Coaching Services? Explore Our Website: Link Feeling Not Well Today? You Can Use Our Mindset Boosters App To amp Up Your Mood: Link Find us on Social Media: LinkedIn | Facebook community | Instagram Like what do you listen to? Subscribe to our podcast! Ready to become fearless? We can help you become fearless in 60 days so you accomplish more in your career Schedule A 15 min Call with Umar
In today's episode, we tackle a highly requested topic: navigating work while living with MBC. We explore the complexities of managing a career, discussing when to work, when to consider disability, and how to maintain health insurance and benefits amidst a metastatic diagnosis.Our guest, Abigail Johnston, leads our MBC webinar series and has assembled an incredible panel of women who share their firsthand experiences of working with MBCOur panelists include:Holly, from Portland, who was diagnosed de novo metastatic and continues to work a physically demanding job at the Humane Society.Lisa Hahn, from Alexandria, Virginia, who works for Pew Charitable Trust and has been living with MBC since 2019.Dawn McDaniel, a psychologist who founded Mystical Energies and was diagnosed with MBC in April 2023.Wendy Casper, a psychologist and professor at the University of Texas at Arlington, who has been researching work-life balance and cancer diagnosis communication.The panelists share their unique stories, from disclosing their diagnosis to requesting reasonable accommodations under the Americans with Disabilities Act. They also discuss the importance of self-care and the challenges of balancing work with treatment schedules.We highlight resources like cancerandcareers.org and triagecancer.org, which provide invaluable guidance for those navigating cancer in the workplace. These organizations offer state-specific resources and federal protections under the ADA.Each journey is unique. No one is alone in this experience. We encourage our listeners to reach out with topics or to share their stories on our show.Attend a free virtual SurvivingBreastCancer.org event:https://www.survivingbreastcancer.org/eventsFollow us on InstagramLaura and Will: https://www.instagram.com/laura_and_will/SurvivingBreastCancer.org: https://www.survivingbreastcancer.org/Breast Cancer Conversations: https://www.instagram.com/breastcancerconversations/About SurvivingBreastCancer.org: SurvivingBreastCancer.org, Inc. (SBC) is a federally recognized 501(c)(3) non-profit virtual platform headquartered in Boston with a national and global reach. Through education, community, and resources, SurvivingBreastCancer.org supports women and men going through breast cancer. We provide a sanctuary of strength, compassion, and empowerment, where those diagnosed with cancer unite to share their stories, learn invaluable coping strategies to manage wellness and mental health, and find solace in the unbreakable bond that fuels hope, resilience, and the courage to conquer adversity.Support the show
“It took me forever to learn this. CALM is a superpower.” -Larry Bradley Summary: In this episode of The CEO Mastery Show hosted by Amanda Holmes, CEO of Chet Holmes International, insights are shared on the importance of fostering a calm life and managing stress for improved well-being in the workplace. The discussion begins with revealing data that 75% of C-suites are considering quitting their jobs in search of better well-being, not necessarily for more money or benefits. Larry Bradley, our guest, shares his journey from managing a large national healthcare plan to understanding the vital role of calm, stress management, and innovation for personal and professional growth. The conversation covers the significance of addressing mental wellness, and the impact of awareness and habits on easing the burden of leadership. Larry's experience with applying the Ultimate Sales Machine principles to rethink and expand the scope of his healthcare initiative demonstrates how thinking bigger and focusing on people's health and happiness leads to transformative change in business and society. Episode Highlights: 00:00 The Power of Calm in a Stressful World 00:24 Introducing the Ultimate Sales Machine & Special Guest Larry Bradley 00:58 The Shocking Reality of C-Suite Stress and the Quest for Well-being 01:54 Larry Bradley's Journey: Transforming Healthcare with Branding and Innovation 07:07 Simple Tips to Ease the Burden of Leadership 07:52 The Impact of Stress on Health and the Workplace: Insights and Statistics 08:31 Simple Tips to Ease the Burden of Leadership: Managing Stress 16:20 Awareness and Emotional Management: Key Strategies for Reducing Workplace Stress 24:48 Unlocking the Power of Motion to Ease Stress 26:09 Strategies for Reducing Workplace Stress 27:18 The Impact of Habits on Health and Productivity 29:50 Exploring Mental Health and the Medical System 32:25 Personal Growth and Corporate Leadership Insights 37:28 Transformative Business Strategies and Innovation 42:06 The Journey of Strategic Thinking and Personal Development 45:24 Conclusion: The Future of Healthcare and Personal Growth ------------------------ Connect with Larry: LinkedIn: https://www.linkedin.com/in/lawrence-j-bradley-1b3180aa/ Facebook: https://www.facebook.com/larry.bradley.9047/ ------------------------ Connect with us: LinkedIn: https://www.Linkedin.com/company/chetholmesint Instagram: https://www.Instagram.com/UltimateSalesMachine Facebook: https://www.Facebook.com/UltimateSalesMachine Twitter: https://www.Twitter.com/ChetHolmes ------------------------ Corporate Wellness Course Link: https://www.ultimatesalesmachine.com/wellness1702483845503 ------------------------ Listen to The CEO Mastery Show here: Apple Podcasts: https://podcasts.apple.com/us/podcast/the-ceo-mastery-show/id1589294044 Spotify: https://open.spotify.com/show/1LXkbAtWnCOxdiddkzteGx?si=05aaa25b4afe4c6d Don't forget to share your key takeaways from this episode and tag Amanda, Larry and Troy on socials!
Workhuman, the company revolutionising the way employees celebrate, connect with and appreciate each other in the workplace, has unveiled the latest innovation in its platform - the addition of a generative Artificial Intelligence (AI) Assistant to its cultural [workforce] intelligence tool, Workhuman iQ. Workhuman is launching this tool as many HR and business leaders struggle to access organisational insights, which are often buried in static, incomplete, and cumbersome data analytics systems. Workhuman iQ offers an intuitive generative AI interface that surfaces dynamic and actionable answers and insights powered by an organisation's rich, authentic, and unique Social Recognition programme data, and Workhuman's 25 years of culture and recognition research. Workhuman iQ is the only solution in the industry that provides a comprehensive view of an organisation's people dynamics, performance and skills, state of cultural health, and where and how work is getting done. Workhuman's new AI Assistant within Workhuman iQ leverages the world's first recognition-specific language model, built by Workhuman, and uses data from a customer's own recognition programme to provide real-time insight that can inform decisive actions to maximise people and business results. This innovation allows people managers and business leaders to quickly and easily get accurate and interactive answers to many types of employee, team, department, and organisation-level questions. These include: "Who within the organisation is demonstrating our company values?", "What is the current skills profile of my team?", "What impact is employee recognition having on top-talent or overall retention in my department?" and "Who are the best internal candidates for this role?" The AI Assistant provides highly accurate responses, putting answers at the fingertips of those who need them most without the need for even more technology or data analytics expertise. Transforming the way companies monitor and enhance their culture, Workhuman iQ leverages proprietary algorithms and AI to analyse data within the Workhuman platform, offering leaders and managers clear insights into the state of their culture and talent. Acting as a virtual consultant and a single source of truth, AI Assistant and Workhuman iQ goes beyond reporting, uncovering previously hidden workplace insights and providing unparalleled insights into people dynamics, performance, skills, and more, empowering leaders to make informed and strategic decisions. The manual and labour-intensive process of generating actionable insights is replaced with real-time, on-demand trends, patterns, and precise answers to people and organisational questions. "AI is changing the way work gets done, and with the introduction of generative AI tools within programmes that generate significant data, it opens the door for people without analytics backgrounds to easily access information it would have otherwise taken them days or weeks to uncover," said Kevin Heinzelman, Workhuman Head of Product Management. "Workhuman iQ analyses an organisation's unique recognition data and surfaces personalised, recommended actions based on identified patterns to help managers make informed decisions and foster an encouraging environment - further driving optimal team engagement, retention, and performance. Our solution equips managers with the information they need to better support their team and induces them to take a more proactive role in shaping culture, and our AI Assistant takes those analytics capabilities to the next level." The new AI Assistant comes on the heels of additional innovations in the Workhuman Platform, Admin Hub, and Automated Welcome Awards, which significantly improve and empower the Social Recognition Programme Manager experience. Workhuman iQ empowers HR leaders and people managers to measure recognition programmes, track culture and engagement, measure skills and performance, and actively know how to improve every ...
In this episode of the Future of Teamwork, Dane is joined by LEAD3R partner, Leesa Hill regarding the challenges and importance of diversity, equity, inclusion, and belonging (DEIB) in the workplace. Together, they discuss topics such as the role of employee resource groups (ERGs), system and process integration, and the need for genuine commitment and engagement from leaders and managers. Insightful points are made about the essential nature of DEIB in driving healthy team dynamics, leader effectiveness, and overall business success. Visit Leesa Hill: https://www.linkedin.com/in/leesa-hill-2956b87/ Recap & Key Takeaways:- 00:00 Welcome to the Future of Teamwork Podcast- 00:18 Navigating DEIB in the Workplace: Insights and Strategies- 02:47 Leesa Hill's Personal Journey and Passion for DEIB- 07:08 The Importance of DEIB in Modern Workplaces- 10:58 Understanding Inclusion vs. Belonging- 32:46 The Role of Employee Resource Groups in DEIB Efforts- 38:32 Concluding Thoughts on DEIB and Its Impact on Teamwork
This week, we're thrilled to have Paula Vital, a lawyer turned mindfulness coach and yoga therapist, as our guest. With a rich background that spans continents, careers, and cultures, Paula shares her transformative journey from a high-achieving lawyer to a beacon of mindfulness and balance. Learn about her experiences from the turmoil of Argentina's Dirty War to the high-stress corridors of law firms, and finally, to her profound work in mindfulness and yoga therapy. Paula offers invaluable insights into integrating mindfulness into daily life, transcending the boundaries between work and personal well-being, and the universal quest for inner peace and purpose. In This Episode, You Will Learn: Paula Vital's Journey - From her early life in Argentina during the Dirty War to becoming a highly successful lawyer in Canada, and eventually finding her calling as a mindfulness coach and yoga therapist. The Power of Mindfulness - How mindfulness and yoga therapy helped Paula navigate high-stress environments, achieve personal growth, and discover true contentment beyond external achievements. Integrating Mindfulness into Daily Life - Paula discusses practical ways to incorporate mindfulness into everyday activities, making it accessible to busy professionals and enhancing both personal and professional life. Mindfulness in the Workplace - Insights into Paula's work with the Ontario government, where she leads a mindfulness program serving thousands of civil servants, illustrating the transformative impact of mindfulness in organizational settings. The Universality of Yoga and Mindfulness - Paula's exploration of the universal principles underlying different mindfulness traditions and the importance of finding a personal practice that resonates with individual needs and preferences. Challenges and Triumphs - Paula shares personal anecdotes about the challenges she faced, including her struggle with a specific yoga posture that became a pivotal moment in her practice and her life. Mindfulness as a Tool for Social Change - How Paula's mindfulness practice has informed her approach to broader societal issues, including work-life balance, productivity, and contributing positively to community and workplace culture. Practical Tips for Listeners - Paula offers actionable advice for listeners interested in starting or deepening their mindfulness practice, including the benefits of the "tomato timer" technique for maintaining focus and taking breaks. Guest Bio: Paula Vital is an accomplished lawyer, mindfulness coach, and yoga therapist who has dedicated her life to helping professionals find balance, clarity, and joy through mindfulness and yoga. With an extensive background in high-stakes legal work, Paula uniquely understands the pressures facing today's professionals. Her journey from a successful career in law to mindfulness and yoga therapy is a testament to the transformative power of these practices. Connect with Paula Vital: Website: www.livethepresent.ca Instagram: @paulavitalmindfulness Facebook: Paula Vital Mindfulness LinkedIn: Paula Vital Special Offer for Listeners: Paula is offering a free worksheet on her website titled "Three Steps to Turn Stress into Your Superpower." This practical guide is designed to help you navigate stressful situations with mindfulness and resilience. Download it today to begin transforming your approach to stress and challenges. Links and Resources: Explore Harmony Slater's upcoming retreat in Turkey https://harmonyslater.com/yoga-retreat-turkey Connect with Us: We love hearing from our listeners! Share your thoughts, questions, or feedback with us on Instagram: [@FindingHarmonyPodcast] and [@HarmonySlaterOfficial]. Subscribe to the Finding Harmony Podcast for more inspiring stories and insights on personal development, yoga, and travel. Harmony Slater's Website: http://harmonyslater.com Life Coaching Application: https://harmonyslater.com/harmony-slater-coaching Find Harmony on Instagram Follow the Finding Harmony Podcast on IG Two Minute Breathwork Session
In the dynamic realm of Human Resources, consciousness has emerged as a cornerstone for success and fulfillment. This long-form blog post draws on the wisdom of Paul, a renowned thought leader in HR, who has leveraged consciousness to revolutionize workplace dynamics.The Journey of Consciousness in HR: Paul's Story...01:12Paul's journey in HR is a testament to how consciousness can transform a career. Embracing mindfulness and self-awareness, he shifted from traditional HR practices to a more holistic, people-centered approach. This shift not only made him a respected figure in his field but also demonstrated the power of consciousness in fostering a positive work environment.Crossroads in Life: Guidance from a Conscious Perspective...03:15At various crossroads in life, it's crucial to approach decisions with a clear mind. Paul advises cultivating a habit of introspection and mindfulness. This practice helps in understanding one's true desires and motivations, leading to more fulfilling choices, both personally and professionally.Transforming the “Bad Boss” Experience...06:30Dealing with difficult superiors is a common workplace challenge. Paul suggests tackling such situations with awareness rather than reactivity. By understanding the underlying issues and maintaining emotional intelligence, employees can navigate these situations more effectively, often leading to improved relationships and work environments.Lessons from the Field: Navigating Workplace Dynamics...10:40In counseling numerous professionals, Paul has gleaned valuable insights. He emphasizes the importance of clear communication, empathy, and setting healthy boundaries. Understanding and respecting diverse perspectives is key to a harmonious workplace.Mending Relationships with Compassion...15:18In Paul's experience, compassion is the glue that repairs broken relationships. Whether it's a misunderstanding with a colleague or a fallout with a superior, approaching the situation with empathy and a willingness to understand the other's point of view can work wonders.Seeking Role Models Beyond Hollywood...21:30Paul encourages looking for inspiration beyond the glitz of Hollywood. Community leaders, educators, and even family members can be tremendous role models. Their real-life experiences and wisdom can provide practical and relatable guidance.Deserving a Supportive Boss...25:06A key belief that Paul advocates is that everyone deserves a boss who values and respects them. He encourages employees to not settle for less and to seek employment where their contributions are appreciated and acknowledged.Comfort in Discomforting Times...29:22In challenging periods, Paul offers comforting words. He underscores the importance of staying grounded and connected to one's values. Recognizing that tough times are often temporary and that growth often comes from discomfort can be a source of solace.ConclusionConsciousness in the workplace, as championed by Paul, is about more than just mindfulness; it's about creating a work environment that is respectful, empathetic, and fulfilling. Paul's journey and insights serve as a beacon for anyone looking to navigate the complexities of professional life with grace and awareness.In embracing these principles, individuals and organizations can foster a more productive, harmonious, and satisfying workplace, proving that consciousness is not just a personal virtue but a professional asset.Resources mentioned:Paul's websiteAbout the guest:LinkedInPaul Falcone is a bestselling author and top-rated presenter and storyteller who
Join host Evan Hackel in a thought-provoking episode of Training Unleashed, where the spotlight is on psychological safety in the workplace. Expert guest Mehmet Baha shares valuable insights into creating environments where employees feel secure expressing ideas, concerns, and even making mistakes. Discover the pivotal role psychological safety plays in fostering high-performing teams, driving diversity, equity, and inclusion, and empowering employees to contribute to organizational success. Learn practical strategies and real-world examples that can transform your workplace culture. Don't miss the chance to explore free resources at solutionfolder.com/free-resources for actionable steps towards building psychological safety in your organization. Tune in to unleash the power of trust and inclusion! Learn more about your ad choices. Visit megaphone.fm/adchoices
From debunking attention span and multitasking rumors to unlocking the secrets of human connection, renowned Wharton neuroscientist Michael Platt debunks myths about the brain and uncovers the science behind optimizing workplace performance in the future of work. Learn about cutting-edge studies on brain synchrony, the impact of modern technology on creativity, and how to foster a culture of love in the workplace. Discover how wearable brain monitoring devices can transform your business and elevate employee engagement. Don't miss out on the exclusive tips and strategies shared in this game-changing episode. Tune in now and revolutionize your business today Key Takeaways: 1. Employee connection and engagement: The decline in company loyalty and the epidemic of loneliness and deaths of despair in the workplace are devastating for productivity and innovation. Neuroscience offers hope and reveals how brain synchrony predicts trust and communication. 2. The brain's limited capacity to multitask debunked: Michael Platt shares the impact of phone usage and other distractions on creativity and exploration and emphasizes the importance of disengagement and downtime for brain health. 3. Wearable brain monitoring devices: Michael Platt delves into the potential of wearable platforms for improving brain health, workplace optimization, and nonclinical purposes, addressing privacy concerns. 4. The Power of Habits: With a new year and the proliferation of new year resolutions just a few weeks away, Michael Platt delves into why behavior change is so difficult and adaptability more important than ever. "Habits, you know, are hard to break. [And that's because] one of the first things brains learned to do on this planet was to repeat things that made the world a little bit better for you." Fortunately, our brains are malleable if we follow what neuroscience tells us to do. Additional Resources: Michael Platt Bio The Leader's Brain Wharton Neuroscience Institute Nano Tools
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
The evolving workplace landscape raises questions about enabling a positive remote working experience and redefines traditional office purposes, emphasizing collaboration and socialization. Amidst changing dynamics, companies must foster trust, financial security, and a sense of belonging while embracing coworking spaces' benefits for the future of work. Guest, Kevin Anderson, VP, Enterprise Workplace Solutions at Upflex, joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Welcome to the Purple Patch podcast. This week's episode is all about performance. As you already know, we discuss the topic of performance every week on this podcast. However, in this particular episode, we will mainly focus on ways to enhance your ability to perform better, both in your work and in other areas of life. No matter what aspect of life you are looking to excel in, establishing a robust physical ready-state is crucial to achieving sustained high performance. Whether you're an elite athlete, a time-starved amateur, a parent striving to be the best version of yourself for your children, an executive aiming for stronger leadership skills, or a team looking to achieve business objectives, maintaining excellent health, optimal cognitive function, and stable energy levels are key factors for outstanding performance. When combined with effective strategies and practices, it can lead to exponential results for individuals and teams. This is supported by peer-reviewed research and our observations from assisting individuals and teams to enhance their performance and outcomes. To validate our observations, we surveyed 50 leading C-Level executives to get their perspectives. The results were interesting and insightful. Matt discusses the results in detail. You don't need to be a world-class athlete or a high-level executive to apply these principles to your own performance journey, but we hope that you will feel energized, inspired, and ready to prioritize fitness and health in your pursuit of high performance. Sustained High Performance: A Proven Methodology for Building High-Performing Executive Teams Episode Timestamps 00:00 - 07:25 - Welcome and Episode Introduction 07:32 - 10:18 - Matt's News-ings 10:26 - 58:04 - The Meat and Potatoes - Episode 288: Sustained High Performance in the Workplace: Insights from 50 Leading C-Suite Executives Purple Patch and Episode Resources Purple Patch Video Podcast and More Learn more about the Purple Patch Tri-Squad Join Tri Squad with the code POD10 and get 10% off your first month. Click Here for a special offer and a quick survey to provide feedback on how we can better serve you. More on Purple Patch Bike Live & On-Demand More on the Purple Patch Methodology Get a Free Taste of Purple Patch Strength Join the Purple Patch Team - The Purple Patch Center is Open - Learn More and Schedule a Visit Purple Patch Coaching Consultation Learn more about our Tri Squad Program Send us a message This episode is sponsored by our collaboration with INSIDE TRACKER. Inside Tracker and Purple Patch- Receive 20% off their services with code: PURPLEPATCHPRO20 Ask Matt Anything - Leave a voicemail question for Matt Learn more about Purple Patch Squad High-Performance Training Program Join Bike Squad - Don't just exercise and work out; learn to train with our structured online cycling program Join Run Squad - Increase your running performance through our progressive, multi-sport approach to running Learn more about Purple Patch Fully Customized 1:1 Coaching Learn more about Purple Patch Strength Programming Purple Patch Swim Analysis Stay Up-to-Date with Purple Patch News and Events Purple Patch Upcoming Webinars and Events
According to HP's Work Relationship Index, only 27% of workers say they have a healthy relationship with their work. Their study surveyed over 15,000 respondents across 12 countries, showing that the work life balance is at a concerning strain. Is there a way we can change that to make employees more fulfilled? Today we are joined by Vice President of Workplace Insights for Steelcase & Author Tracy Brower, and Director of UC Strategy & Host of Connected! David Danto about the challenges faced in an employee's relationship with work.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Dr. Tracy Brower is a sociologist studying work life fulfillment and happiness. She is the author of two books: The Secrets to Happiness at Work and Bring Work to Life by Bringing Life to Work. She is also a contributor for Forbes.com and Fast Company, and a Vice President of Workplace Insights with the Applied Research + Consulting group at Steelcase. Dr. Brower explains why employees feel unfulfilled and what brings them happiness at work.
What if your workplace was a destination your employees couldn't wait to arrive at every day? You may think it's a far-fetched idea, but Joe Mull, begs to differ. He's an author, leadership coach, and a passionate advocate for turning workplaces into environments where employees don't just survive but thrive. Joe has a wealth of experience and insights to share, from his background in performing arts and student affairs, to leading learning development for one of the largest healthcare systems in the US. This episode is packed with engaging conversations about upgrading the employee experience, the competitive edge of a four-day work week, and the psychology behind job satisfaction.Ever wondered why some employees stick around while others are quick to exit? Our second segment is dedicated to deciphering just that. We delve into Joe's research-backed findings on retention and turnover, emphasizing the three key areas employers need to win in: ideal job, meaningful work, and a great boss. But that's not all. In the age of remote and hybrid working, the role of managers and leaders is evolving. We discuss how to lead effectively from afar and foster a healthy workplace culture that nurtures trust and loyalty. Joe also introduces his book, Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work, championing a humane approach to the employee experience. If you're searching for fresh perspectives and practical strategies to level up your leadership game, this episode is a must-listen.About JoeKnown as a dynamic, engaging speaker, Joe Mull teaches leaders and business owners how to be better bosses and make work “work for all”. He is the author of three books: Cure for the Common Leader, No More Team Drama, and his latest, Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work. He is founder of the BossBetter Leadership Academy and the host of the globally popular Boss Better Now podcast, ranked in the Top 100 of all management podcasts (Apple). As a thought leader and subject matter expert, Joe brings decades of real-world experience to his writing and speaking. He previously served as head of Learning & Development for Physician Services at the University of Pittsburgh Medical Center (UPMC), where he directed learning strategy and implementation for one of the largest physician groups in the U.S. Prior to his years of service in healthcare, he spent a decade working in leadership and program development roles in student affairs in higher education.Joe holds the coveted Certified Speaking Professional™ (CSP®) designation from the National Speakers Association (NSA). Held by fewer than 20% of professional speakers worldwide, the CSP is the speaking profession's international measure of speaking excWe need your help to get the Lead Culture podcasts in front of more leaders! There are three simple things you can do that truly help us: Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts. Share - let your friends know about the podcast by sharing your favorite episode on social media!
How can we create happier and healthier workplaces that prioritise mental wellbeing? In this episode, Aoife O'Brien sits down with mental health advocate, former rugby player, coach and well-known television pundit, Brent Pope, to discuss strategies for improving mental health in the workplace. Brent shares insights from his experience in mental health advocacy and offers practical tips for individuals and organisations. They delve into the importance of open conversations about mental health, finding purpose in your work, and fostering a supportive work culture. Brent introduces his Elephant in the Room project, which uses art to spark discussions and raise awareness about mental health. This episode encourages listeners to consider the elephant in their own workplace and take steps toward positive change. The main points throughout this podcast include: - The significance of addressing mental health in the workplace. - Strategies for creating a supportive work environment. - Embracing open conversations about mental health. - Finding purpose and meaning in your work. - The importance of connections and support. - Brent's Elephant in the Room project and its impact on raising awareness. “If we know that the three biggest costs in business today for any business across the world is an absentee workforce, people taking days off work, obviously it's a lack of productivity when they're in the workplace. So not achieving sales figures or manufacturing figures. And the third one is the cost involved in training employees that then move on a couple of months later to a new job. If these are the three biggest costs and the three biggest reasons for those costs are mental health. Yeah. And yet the lowest spend and budgets from companies are around mental health. So what am I missing? I always get up. What am I missing here?” Listen Back: Episode 120 with Sharath Jeevan - https://happieratwork.ie/120-the-journey-to-self-mastery-and-success-with-sharath-jeevan/ You tube link of this extended episode: https://youtu.be/Rk7B8QP8l2A Connect with Brent Pope: Website: https://www.elephantintheroom.ie LinkedIn: https://www.linkedin.com/in/brentpope Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you! Connect with Happier at Work host Aoife O'Brien: Website: https://happieratwork.ie Imposter Syndrome Website: https://www.impostersyndrome.ie/ LinkedIn: https://www.linkedin.com/in/aoifemobrien/ Twitter: https://twitter.com/HappierAtWorkHQ Instagram: https://www.instagram.com/happieratwork.ie/ Facebook: https://www.facebook.com/happieratwork.ie YouTube: https://www.youtube.com/channel/UCm0FKS19I5qSlFFmkx1YGqA
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Employees are now being given more choice and flexibility in where and when they work — what value can your office offer to them? Can virtual connections create that same creative spark or collaborative energy as in-person moments? Can you effectively mentor or network remotely? How can a signaling app like Café provide your organization with useful data on space usage and working patterns? Guest, Tom Nguyen, Co-Founder and CEO at Café, joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Who wouldn't want to accelerate mundane tasks, spark fresh ideas, and swiftly create content? Tune into our latest podcast episode where we, your hosts Trey Griggs and Blythe Brumleve, peel back the curtain on how ChatGPT and AI technologies are shaping the world of marketing and sales. We chat about the wonders of ChatGPT and Swell AI, and even guide you on creating large language models using your very own data sets. Rest assured, the conversation is not all tech. We pivot towards the subject of personal growth and its undeniable role in professional success. Joined by the industrious Kameel Gaines from Rigs On Wheels, we delve into how they use cutting-edge marketing strategies to reach drivers. We underscore the significance of curiosity, asking questions, and taking command of our schedules to make room for learning. Ever thought about diversity, equity, and inclusion in the workplace? Eileen Dabrowski, director of learning and development at Reed TMS Logistics, joins us to share her enlightening thoughts on these momentous topics. We also spin the conversation towards alternative content avenues for marketing and sales professionals and the untapped potential of podcast sponsorships. Rounding off the discussion, we chat with David Hoppens and Mike Mikulik on the latest in the brokerage world, starting a podcast, building a brand, and transportation marketing strategies. So gear up for an episode chock-full of valuable insights and practical advice!---------------------------------------------THANK YOU TO OUR SPONSORS!Are you experienced in freight sales or already an independent freight agent? Listen to our Freight Agent Trenches interview series powered by SPI Logistics to hear directly from company's agents on how they took the leap and found a home with SPI. CartonCloud provides easy-to-use Warehouse Management and Transport management software (WMS/ TMS), designed to remove barriers for smaller players in the industry and provide intuitive workflows, data automation, and integrations that allow logistics companies to scale and grow with ease. Maximize your website's performance and security with Digital Dispatch's web hosting and management. ---------------------------------------------ABOUT THE PODCAST: Everything is Logistics is a podcast for the thinkers in freight. Follow the podcast to never miss an episode. Follow EIL host Blythe Brumleve on social: LinkedIn | TikTok | YouTube...
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Is ChatGPT destined to disrupt community building? And/or is it something we have to build into our approach to community building? The design and real estate world are full of tunnel vision - how do we learn to work more cross-sectionally in our approaches and perspectives? Guest, Omar Ramirez, Co-Founder of Collective, joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Tracy Brower has a PhD in Sociology, a Master of Management in Organizational Culture, a Master of Corporate Real Estate with a workplace specialization and the Vice President of Workplace Insights at Steelcase. She's the author of two books – ‘The Secrets to Happiness at Work' and ‘Bring Work to Life by bringing life to work'; a regular contributor to Forbes and the Fast Company - and she's a TedX speaker on the subject of the Hybrid working life. In short, she's the perfect guest to discuss the modern workplace, business culture and strategic thinking. 77% of employers around the world are experiencing difficulties in filling job vacancies, marking the highest talent shortage in 17 years. How are companies dealing with the staff shortage? The youngest of our workforce is restless, doesn't get paid enough to live and needs specialist training for most office jobs - so what are employers supposed to do? We discuss all these issues in the show and provide some solutions for employers and employees Learn more about your ad choices. Visit megaphone.fm/adchoices
In this episode, Dr. Nelva Lee, founder and CEO of MiTio joins us to talk about diversity and Inclusion in the WorkplaceConnect with Mitoo and claim your free trial! https://www.mitio.org/ https://www.facebook.com/MitioFamily/ https://twitter.com/mitiofamily Follow me: FACEBOOK INSTAGRAM TIKTOK YOUTUBE LINKEDIN WEBSITE Timestamps: 0:00-0:54- Intros 0:55-3:05- Readers: Be the Superhero 3:05- 7:11- Where Interpreters Can Be Connected in 20 Seconds 7:12- 9:23- Dei Consulting: The Partnership 9:24-13:39- How to Win the Challenges of Life 13:40-15:24- What is Diversity, Equity, and Inclusion 18:11-19:56- Employee Retention and how to claim your free MiTio trial --- Send in a voice message: https://podcasters.spotify.com/pod/show/wheelwithit/message
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Join us for a LinkedIn Live discussion as we dive into the new era of flexible work and explore the power of data-driven decisions in shaping a workplace that meets the needs of your employees. Discover how sensors can provide valuable insights to help you save costs and enhance the overall workplace experience. Learn how blending diverse data sources can help you plan for the future and present a data-supported plan to accommodate your employees' evolving needs. Speakers: Sandra Panara – Director of Workplace Insights at Relogix Elie Elkaim – Executive Director at Horizant
Is joy too much to ask of work? Viral trends like the Great Resignation and Quiet Quitting have made it seem like work and life are at odds. Having studied the sociology of work for over two decades, Dr. Tracy Brower believes employees can find agency and happiness in the workplace – especially when employers create the right conditions. Dr. Tracy Brower is an author, award-winning speaker, and Ph.D. sociologist with over 25 years of experience studying work and fulfillment. She is the author of The Secrets to Happiness at Work and Bring Work to Life by Bringing Life to Work. Her work has been translated into 16 languages and is featured in Forbes, Fast Company, TEDx, The Wall Street Journal, and Fortune.com, among others. In this episode, Dart and Tracy discuss:- The importance of agency in the workplace- Common myths about work and organizations- Valuing all types of work, and recognizing unique contributions- Creating intentional relationships at work - How employees can find purpose in their work- Creating the right growth opportunities for employees- The challenges of middle management - Employees as a Market of One - Assertive agency vs. aggressive agency in competitive markets- And other topics…Dr. Tracy Brower is an author, award-winning speaker, and Ph.D. sociologist dedicated to studying work-life fulfillment and happiness. She is the Vice President of Workplace Insights and has over 25 years of experience helping global clients reach their business goals. She is also the author of The Secrets to Happiness at Work and Bring Work to Life by Bringing Life to Work. Tracy holds a Ph.D. in sociology, a Master of Management in Organizational Culture, and a Master of Corporate Real Estate with a workplace specialization. Her work has been translated into 16 languages and featured in Forbes, Fast Company, TEDx, The Wall Street Journal, and Fortune.com, among others. Resources Mentioned:The Secrets to Happiness at Work, by Tracy Brower: https://www.amazon.com/Secrets-Happiness-Work-Purpose-Fulfillment/dp/1728230896“Middle Managers Have It Bad,” by Tracy Brower: https://www.forbes.com/sites/tracybrower/2023/03/26/middle-managers-have-it-bad-5-things-they-need-most/?sh=1d577c89617dLean In, by Sheryl Sandberg: https://www.amazon.com/Lean-Women-Work-Will-Lead/dp/0385349947 Connect with Tracy:www.TracyBrower.comSteelcase.com: https://www.steelcase.com/research/articles/topics/wellbeing/happiness-work-lessons-home/ Forbes: https://www.forbes.com/sites/tracybrower/?sh=7ea5a9c35185
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
How can we navigate today's workspace; understand evolving occupancy trends, make data-driven decisions, and invest strategically for lasting success and employee wellness? Guest, Kevin Sauer, Director of Workplace at Join Digital, joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
On this episode of The Design Pop, I sit down with the brilliant Jill Stewart, VP of Business Strategy at Office Revolution. Together, we dive into Jill's journey, starting as a dealer designer to leading a diverse team of designers and workplace professionals today. Jill breaks down what she's learned on this journey and how embracing change just might be the most important skill we can learn in today's fast-moving, tech-enabled, world.We also explore the power of a design team and how to unleash their potential. Jill emphasizes the significance of recognizing and respecting the work of dealer designers, and how their unique ability to connect with people can help elevate your organization.Tune in to this episode to discover how to "get to the table" and take your career to the next level.The Design Pop is an Imagine a Place ProductionConnect with me on LinkedInFollow The Design Pop on LinkedIn
For many teams, virtual used to be the exception. Now, hybrid is the rule. So, how do leaders of large teams successfully foster accountability and engagement? To answer this question, we talked to Justin Jackson, SVP Product Management and Head of Enterprise Payments, Fiserv. Justin leads a large, dispersed cross-functional team with different goals and needs. To unify and engage them, here's what he focuses on: Interdependent goals with mutual accountability Measuring success based on the customer's why Doubling down on customer needs in the end-to-end journey across platforms Employing a win/learn mindset instead of a win/lose mindset
Wouldn't it be great to get to know the naked truth about some companies' culture? No fluff just whatever it is being said by their employees. Google searches related to work culture have increased significantly. People are interested in learning more about a company's employee experience, psychological safety, benefits, flexibility, equality, among other things. While this is great, it can still be time-consuming to delve deeper into cultural challenges and specific companies or industries. However, a new way of finding this information has emerged - A bunch of tech guys working with artificial intelligence are analyzing everything being said on the internet about corporate's work culture by employees. I got the hint to contact one of the founders of Culturama to discuss the creation of the largest encyclopedia of work culture. About Andi Kacperski Andi Kacperski is a Co-Founder of Culturama, an advanced analytics tool for work culture that has been designed to assist leaders and HR teams in improving their people strategy. Connecting with Andi Kacperski LinkedIn: https://www.linkedin.com/in/kacperski/ Trying Culturama Today you can try their data for free but you can also ask the Culturama guys to benchmark your company at https://culturama.is/ Culturama is a tool, offering insights on 130 work-related problems to help employees make informed career decisions and companies to understand where they stand vs. their competition. Our study covers 32 industries, the largest 1500 global organizations, and is based on automated analysis of 4.8 million employee opinions expressed in natural language. What We Discussed in the Episode: - Understanding the purpose of Addressing Work Culture Insights Deficiency - How Culturama Differs from Employer Review Sites - Top Work Challenges on Culturama - Most Sought-After Topics - Gain an Unmatched Edge with Culturama - Learn from Competitor's Strengths and Weaknesses in People Management - Impact of Collaboration in the Workplace - Insights from Culturama's Data - Exploring the Key Traits of Successful Leadership - Insights from Culturama's Data - Enabling Employee Wellbeing in the Workplace - Top Factors Identified - Insights from Culturama's Data - Work Challenges Across Industries - Identifying the Best and Worst Performers - Insights from Culturama's Data READ ALSO THIS -The Most Important Leadership Actions to Engage Employees an article by PeopleKult >> https://www.peoplekult.com/post/the-most-important-leadership-actions-to-engage-employees
The marvellous Sara Pazell joins us in this weeks conversation which is all about ergonomics and human factors. One of the least understood areas for most in safety Sara walks us through the maze of misconceptions to teach us about the benefits of ergonomics, defines what it really is, and how it vastly under utilised in workplaces particularly in the design phase.I learned from our conversation, I know you will too. One of the longest conversations so far and for good reason.Sara Pazell, BAppSci(OT), MBA, PhD, CPESara is the principal work design strategist and managing director for ViVA health at work, leveraging design in all industries (industrial and office work settings). She is here to help when you ask: How to design when humans are part of the system (work, product, technology, or environment) and what is the user experience? What if we did things a little differently? What can we dream that can become a new reality? She helps build capacity to innovate to generate some good stories to tell! Sara consults, teaches, and researches in human factors, human-centred design, and organisational strategy. Sara is affiliated with five Australian universities to advance these ideas for graduate teaching and research. She is also a podcast rabble-rouser with the WhyWork Podcast crew, examining the boundaries of human experiences at work, how this is tested by case law, and the way in which work can be better designed. Sara is part of the international advisory committee for the WELL Movement concept v2 (International Well Building Institute [IWBI]) and their associated project-based committees and an expert faculty member for Australia's only certified Wellness WiseTM Practitioner training program. Sara was the committee chair for the Human Factors and Ergonomics Society of Australia's Good Work Design position paper and supporting resources. Sara is a series co-editor of the Workplace Insights book series by Taylor & Francis and a book co-editor of the Ergonomic Insights book. Her other passions include instructing yoga, Thai massage, and sports & strength conditioning. Thanks for listening. We have some great guests coming up in future pods so get ready to learn. Until next time, enjoy the rest of your week, and stay safe. https://plus.acast.com/s/health-and-safety-conversations. Hosted on Acast. See acast.com/privacy for more information.
Annie Tam is a Licensed Professional Counselor and owner of MEND Counseling. While working in France after college, she discovered her passion for helping others MEND their brokenness and uncover their potential. Since then, Annie has spent the last 17 years working in schools and private practice doing just that—helping individuals connect to themselves and rock their lives with authenticity, grit, and intention. Annie specializes in supporting working mothers, entrepreneurs, and perfectionists in building self-confidence, embracing their identities, and creating a wholehearted life rhythm. She has an active, humorous, and direct approach to counseling and is motivated by seeing change and growth in her clients. Annie is also certified in EMDR which she uses to address trauma, and disordered eating, and enhance performance. On episode 62 of the Dominate Your Day podcast, Annie Tam emphasized the importance of self-care and vulnerability in both personal and professional settings. She discussed her own experience of working in the school system and experiencing multiple autoimmune issues due to stress and lack of boundaries. She emphasized the need for individuals to be aware of their body's signals and prioritize self-care in order to prevent burnout and illness. The conversation also touched on the importance of vulnerability in building meaningful connections with others. According to Annie, we should be open and transparent with trusted friends and colleagues in order to foster deeper relationships and create a culture of growth and support. In the episode, she also shared tips for companies looking to promote employee wellbeing, including creating a culture of growth, offering professional development opportunities, and providing spaces for self-care and meaningful connections. In this episode, you'll learn… The need for individuals and organizations to prioritize self-care and vulnerability in order to create healthy and fulfilling personal and professional lives. The importance of prioritizing and supporting mental health in the workplace, given the long working hours, high-stress levels, and productivity-focused culture that can negatively impact mental wellbeing. Taking the time to identify their own physical and emotional needs, and to create a self-care plan that supports their overall wellbeing. This can include activities such as meditation, exercise, and spending time in nature. Yes, employers, too, have a responsibility to support the mental health of their employees. Click here to listen to my conversation with Annie Tam. We appreciate you being in our community and would LOVE to hear from you on Instagram, LinkedIn, and The Dominate Your Day Podcast. Episode Links: Annie Tam LinkedIn The Strengths Journal Dana Williams Co. Website
Our host Chris is joined by Chris Horton as they speak with this week's guest Tracy Brower, Vice President of Workplace Insights at Steelcase. Tracy is a published author and a regular contributor to Forbes magazine. In this podcast she has come onto to discuss an article she has written about the impact that line managers can have on their employees mental health, with many people indicating that their manager's influence on their mental health is on par with their partner's. Listen now to learn how you can contribute towards creating the conditions for improved mental health by giving employees a reason to care, providing a challenge and allowing employees to have a choice.
Send us a Text Message.Tracy Brower, PhD, visits Why I Left to discuss work life fulfillment and happiness. She is a sociologist and author of "The Secrets to Happiness At Work," and "Bring Work to Life by Bringing Life to Work." Shes also a contributor for Forbes.com and Fast Company.Given the movement in the job market, clearly people are looking for something different. So, I invited Tracy to join the show and share tips on how people can leverage happiness in their current or future work environment.When shes not writing, Tracy is the Vice President of Workplace Insights for Steelcase, an organization leading the way in designing spaces to help people work, learn and heal.Enjoy!Stay connected with our GuestConnect with Tracy on LinkedIn and visit tracybrower.comBuy Tracys Books on AmazonSupport the ShowKey topics discussed (Timestamps):03:00 How work and community connections are everywhere.06:00 The inspiration behind Bring Work To Life.09:00 Important questions on creating great work experiences.15:00 How work expresses our talents and capabilities.18:00 The Great Resignations impact on workplace happiness.21:00 How the Secrets to Happiness At Work creates autonomy for people to choose the right working conditions.27:00 How people get a sense of belonging?33:00 Closing thoughts and resourcesVisit Us: Why I LeftSubscribe on: YouTube, Apple Podcasts, & SpotifyRSS feed: Why I Left RSSFollow us:Instagram: @OfficialWhyILeftLinkedIn: @WhyILeftFacebook: @OfficialWhyILeft#WhyILeftPodcast #GreatResignation #PodcastShoutout to our crew: Why I Left Logo: Ei8htz.B Runs Chicago BetterHelp Online Therapy - Get 10% off your first month and get matched to a therapist. 10% off first order at APodcastGeek.com Visit APodcastGeek.com, sign up, and use code BA10 to get 10% off your first order.Buzzsprout - Let's get your podcast launched!Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the Show.
Tracy Brower, PhD, visits Why I Left to discuss work life fulfillment and happiness. She is a sociologist and author of "The Secrets to Happiness At Work," and "Bring Work to Life by Bringing Life to Work." She's also a contributor for Forbes.com and Fast Company. Given the movement in the job market, clearly people are looking for something different. So, I invited Tracy to join the show and share tips on how people can leverage happiness in their current or future work environment. When she's not writing, Tracy is the Vice President of Workplace Insights for Steelcase, an organization leading the way in designing spaces to help people work, learn and heal. Enjoy! Stay connected with our GuestConnect with Tracy on LinkedIn and visit tracybrower.comBuy Tracy's Books on AmazonSupport the ShowKey topics discussed (Timestamps):03:00 How work and community connections are everywhere.06:00 The inspiration behind Bring Work To Life.09:00 Important questions on creating great work experiences.15:00 How work expresses our talents and capabilities.18:00 The Great Resignation's impact on workplace happiness.21:00 How the Secrets to Happiness At Work creates autonomy for people to choose the right working conditions.27:00 How people get a sense of belonging?33:00 Closing thoughts and resources Visit Us: Why I LeftSubscribe on: YouTube, Apple Podcasts, & SpotifyRSS feed: Why I Left RSSFollow us:Instagram: @OfficialWhyILeftLinkedIn: @WhyILeftFacebook: @OfficialWhyILeft#WhyILeftPodcast #GreatResignation Wear Many Hats: Interviewing Executive Business PeopleInterviewing leading executive business people to Inspire others...Listen on: SpotifyThis episode is brought to you in part by Gaspard Tovar Consulting. Inspiring others, providing clarity to the financial aspects of life, and helping you achieve your financial goals.Gaspard Tovar Consulting Gaspard Tovar Consulting, LLC: Helping manage your finances so you can focus on your business.Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What do employees need to be happy, healthy, and thrive at work? What is an “intuitive workspace”, and what are the limitations of creating a perfect workplace for every employee? How do you encourage companies to invest in a better workplace when there's no guarantee it will attract employees? Guest, Kay Sargent, Senior Principal - Director of WorkPlace at HOK, joins Sandra Panara, Director of Workplace Insights at Relogix, as she hosts discussions around the workplace and corporate real estate.
Devon Bertram is the VP of Sustainability Consulting at Stok, focused on impact at scale, advising clients on how to define, implement, and manage customized sustainability programs and standards for their building portfolios that authentically align with their brand, values, and purpose. Her work aims to reinforce broader strategic goals to enhance ESG initiatives, develop corporate carbon strategies, and improve overall sustainability impact. Former and current clients and partners include SFPUC, Sitecore, Delta Dental, Twitter, Starbucks, Citibank, Subaru, and Sephora. Show Highlights Mapping Stok's direction and impact. Role focuses internally and externally helping align culture to stay true while also helping clients tackle challenging climate issues. Link: The Sustainable Real Estate Program Handbook. Provide integrated solutions for our clients with a sustainability consulting team, workplace solutions team, engineering team and a commissioning team. Latest Stok publication “High-Performance Buildings and the Evolution of the Workplace: Insights for a People-First Approach” comprises survey responses that offer clarity about decisions and changes to the workplace experience that will positively impact employee productivity, retention and wellbeing. Integrating corporate initiatives, not just in building design but how a company works. Working with clients and partners to identify what challenges they're trying to resolve or solve and how to prioritize and identify the right SMEs to help push those solutions. Navigating decarbonization and ESG with clients to set operational goals to shift from hopeful to action. A new goal to “walk and talk” with clients and partners, and move this practice beyond internal team members Understanding there's no bad or wrong questions will drive the green building movement forward. “LEED volume and portfolio-wide sustainability programs help to identify a standard process of education and quality control, and a standard for how you roll that out across a portfolio rather than just on a single building.” -Devon Bertram Get the episode Transcript here!! Show Resource and Information Linkedin Stok The Sustainable Real Estate Program Handbook High-Performance Buildings and the Evolution of the Workplace: Insights for a People-First Approach The Boy, the Mole, the Fox and the Horse by Charles Mackesy Brave New Work by Aaron DIgnan Connect with Charlie Cichetti and GBES Charlie on LinkedIn Green Building Educational Services GBES on Twitter Connect on LinkedIn Like on Facebook Google+ GBES Pinterest Pins GBES on Instagram GBES is excited our membership community is growing. Consider joining our membership community as members are given access to some of the guests on the podcasts that you can ask project questions. If you are preparing for an exam, there will be more assurance that you will pass your next exam, you will be given cliff notes if you are a member, and so much more. Go to www.gbes.com/join to learn more about the 4 different levels of access to this one-of-a-kind career-advancing green building community! If you truly enjoyed the show, don't forget to leave a positive rating and review on iTunes. We have prepared more episodes for the upcoming weeks, so come by again next week! Thank you for tuning in to the Green Building Matters Podcast! Copyright © 2023 GBES
Kamz is joined by Chelsea Cain Maclin, R Labs's brand and community-marketing master. She is also co-founder of R Planet NFTs. Previously, she was Vice President of Marketing for Bumble where she led brand, marketing, and partnerships teams, and helped scale the business to 100M downloads and a $12B IPO. She's also an active angel investor, focusing on womxn and BIPOC founders, within sustainable consumer packed goods (CPG), mental health, and safety sectors. In 2019, Chelsea was named as one of Business Insider's 20 CMOs to Watch. Chelsea and Kamz discuss:
Kamz is joined by Chelsea Cain Maclin, R Labs's brand and community-marketing master. She is also co-founder of R Planet NFTs. Previously, she was Vice President of Marketing for Bumble where she led brand, marketing, and partnerships teams, and helped scale the business to 100M downloads and a $12B IPO. She's also an active angel investor, focusing on womxn and BIPOC founders, within sustainable consumer packed goods (CPG), mental health, and safety sectors. In 2019, Chelsea was named as one of Business Insider's 20 CMOs to Watch. Chelsea and Kamz discuss:
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Is there a difference between co-working and flex working? Is the office becoming primarily a space to collaborate? Guest, Jamie Hodari, CEO and co-founder of Industrious, joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Tracy Brower, PhD is Vice President of Workplace Insights at Steelcase and the author of two books, “The Secrets to Happiness at Work” and “Bring Work to Life”. She is a sociologist studying work life fulfillment and happiness while writing as a contributor for Forbes.com and Fast Company. A frequent guest on the show, Mike Petrusky welcomes Tracy back to discuss the state of the workplace in 2023 and the most important areas that workplace leaders should be considering in the New Year. They explore the value of connections and community for human beings and take a journey through the research and personal experiences related to human thriving at work. Mike and Tracy offer practical advice and musical inspiration for facility management and corporate real estate leaders interested in creating great employee experiences for their organizations. Connect with Tracy on LinkedIn: https://www.linkedin.com/in/tracybrowerphd/ Learn more about Steelcase: https://www.steelcase.com/ Find Tracy's books and other resources for leaders: https://tracybrower.com/ Discover free resources and explore past interviews at: https://www.workplaceinnovator.com/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
How do we navigate through the biggest transformation of any industry in the history of work? How will any tech company convince workers to come back to the office after 2 years of working remotely? What measurements can be put in place to make sure hybrid actually works for you? Guest, Daniel Ryan, Vice President of Real Estate and Facilities at Pegasystems joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
On today's episode, Doug reflects on what we've learned in 2022 and takes a look ahead into what's in store for the Imagine a Place podcast in the new year. As you'll hear from Doug, there's a lot to be excited about in 2023 - great guests, new show announcements, book launches, live events, and more! 2022 was full of amazing milestones and moments, but we have SO MUCH more in store in 2023. And as a quick note of appreciation, we want to thank YOU - the Imagine a Place audience! Thank you for listening, sharing, asking questions, suggesting guests, and well...just being here with us on this journey. Here's to 2023. Click here to get your FREE copy of the Imagine a Place journalFollow Imagine a Place on LinkedInConnect with Doug Shapiro on LinkedIn
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
How did the pandemic impact HR as a field, and the practice of HR on the daily? The future of work is flexibility — allowing individuals to choose where and how they thrive while doing work. Employee centricity – what does that mean for a post-pandemic workforce that doesn't want to return to the office? Guest, William Tincup, President, Editor-at-Large at RecruitingDaily.com joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Are you thriving at work or simply surviving? We spend the majority of our adult lives at work. That is why it's essential to have a career that's not only financially secure but also engaging and makes us feel engaged, fulfilled, and purposeful. Today, J.R. Lowry sits down with Dr. Tracy Brower in an insightful conversation about work-life fulfillment and happiness at work. Dr. Brower is an author and the VP of Workplace Insights at Steelcase. Tune in as they tackle workplace design, productivity, work culture, choosing an organization that aligns with our values, and so much more. Tune in and learn how to thrive at work, manage your work-life boundaries, and achieve fulfillment.Check out the full series of "Career Sessions, Career Lessons" podcasts here or visit pathwise.io/podcast/. A full written transcript of this episode is also available at https://pathwise.io/work-life-fulfillment-and-happiness-at-work-with-dr-tracy-brower.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What role do anthropology and ethnography play in the decision-making functions of CRE professionals? How do different generational attitudes (Millennials and Gen Z's) towards work influence their use of space? Guest, David Gray, SVP of Tenant Rep Workplace Strategy at Colliers International joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What is the metaverse, what is its purpose, does it even exist, is there a dark side to the metaverse? Guest, Henry Massey, Senior Vice President of Workplace Technology & Strategy at Impec Group joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
The Future of the Workplace: Insights from Experts at SteelcaseThis episode is a triple-interview with Sue Harken-Houser, Patricia Wang, and Molly McCoy; thought leaders at Steelcase. We discuss the latest trends, tensions and solutions in today's hybrid work environment, and the associated challenges and opportunities to develop innovative workforces, build trust, sense of optimism, and belonging. From digital design, to more agile workforces to now, coping with hybrid working arrangements, Sue, Patricia, and Molly present top trends facing the workforces of today, and offer salient and compelling insights and solutions for how best to boost innovation, promote worker well-being, and create more purposeful organizations.
When we are faced with challenging life situations, we naturally seek help and good advice from a family member or close friend. But what if they have no experience with whatever we're going through? Today's guest for Coffee with Closers solves this problem every single day. Meet Derek Lundsten - President and CEO at LifeGuides, a transformative platform helping leaders empower their teams to feel at their best. Together with the team, he's been taking peer support and mentorship to a whole different level and de-stigmatizing access to mental health services. Derek is a thought leader and speaker on employee growth and engagement at the intersection of technology, innovation, and learning. He was an early seed investor in LifeGuides for $100,000 and has served smartly as Vice Chairman of the Board, as well as the key strategic advisor to the CEO. Coming up in this episode: ►What are the challenges of building a three-sided marketplace? ►How has the pandemic changed the way people interact with businesses? ►Why is company culture paramount for every business and how can entrepreneurs be proactive about it? ►How can you make sure your employees feel valued and appreciated? Enjoy!
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What has the evolution of the workplace looked like over the past 8 decades? Guest, Francis Saele, an accomplished senior-level corporate real estate, and workplace executive with a broad-based global background joins Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Should workplace professionals & leaders turn towards more experimental methods & decisions in this new era of corporate real estate? Guest: Mark Gilbreath, CEO & Founder of LiquidSpace. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Providing technical and technological support to a vast range of customers is no easy job. It is even harder and stressing for the CTO of a fairly new company to get it all together, manage their team and solve the issues of the clients. This is exactly what Nick Drouet has been doing. Nick is a Chief Technology Officer (CTO) and a Distinguished Engineer for Kyndryl United Kingdom and Ireland. In today's podcast, he talks to Tanjima Elham Khandaker about his work and experience and why more people should build their career in the field of technology. Nick also shares his thoughts and steps he has taken for the LGBTQ+ as a member and advocate of the community. About Nick: Nick Drouet is a CTO for Kyndryl United Kingdom and Ireland, a role in which he serves as the glue which binds the company's technical groups together. Drouet was selected to be part of the inaugural class of Kyndryl Distinguished Engineers, leading innovators who are shaping the future of Kyndryl and driving change in the industry. About Tanjima: Tanjima Elham Khandaker is an MA student of Journalism, studying at the University of Roehampton, and an intern at the Irish Tech News. She is from Dhaka, Bangladesh. Back in her country, Tanjima worked for six and a half years as a journalist, sub-editor and senior sub-editor with a TV channel, an online news portal and a daily newspaper. She plans on becoming a better-skilled newsperson by pursuing further studies in the UK. Tanjima is a tech-enthusiast and dreams of walking on the moon one day.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What are the benefits of on-demand workplaces as opposed to locking into a 10-year lease? Guest: Amina Moreau, CEO and Co-founder of Radious.pro. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Gen Z is the future of work. What does that mean for workplace culture & hybrid working? Guest: Danielle Farage, Director of Growth & Marketing Café. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
The benefits of face to face interaction vs. the flexibility of a digital workplace. Which will come out on top? Guest: Steve Todd Global Head of Workplace at Nasdaq. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Listen to our latest webinar where we discuss the future for FMs and CRE with expert guests and our audience. Guest: Andrew Millar, Relogix CEO & Founder. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
This idea of “new ways of working” is not really new ways of working. People have been talking about it for 20+ years. Guest: Dan Barham, Director of Workplace Strategy. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
'Not your father's workplace' Steelcase workplace expert and author Tracy Browers on the importance for the workers to know about their work environment. Dr. Tracy Brower, PhD, MM, MCRW is a sociologist studying work life fulfillment and happiness. She is the author of two books. The Secrets to Happiness at Work provides insights for joyful work and life and how to choose and create purpose fulfillment. Bring Work to Life by Bringing Life to Work provides new perspectives and alternative ways to consider and achieve work-life “balance” (hint: it's not about balance, it's more than that). Tracy is also a contributor for Forbes.com and Fast Company, and a Vice President of Workplace Insights with Steelcase. Tracy has over 25 years of experience working with global clients to achieve business results. She is the recipient of various speaking awards as well as the Innovative Practices award from the University of Houston Stanford Alexander Center for Excellence in Real Estate and the Constellation Award for top global executives achieving business results. Previously, Tracy was the Global Vice President of Workplace Vitality for M&M Mars (Mars Drinks) as well as the Director of Human Dynamics + Work for Herman Miller and the Director of Performance Environments and Living Office Placemaking for Herman Miller. Over her career, Tracy has had the opportunity to engage with many of the Fortune 500. She has also taught college and university courses and was previously a member of the selection committee for the Rosabeth Moss Kanter Award for Excellence in Work-Family Research. CONNECT & FOLLOW: You can find Tracy on LinkedIn, Twitter, Instagram, Goodreads or here on tracybrower.com. In addition, her amateur photography is available on Unsplash. Or to reach out to Tracy, this contact form is available. Sponsored by Microshare. Listen to our other podcasts on the Manifest Density portal. - Subscribe to DataStream: the Microshare Newsletter - View our LinkedIn page - Contact Us They can also access the podcast on Apple Podcasts, Google Play, PlayerFM, Listen Notes, Spotify, Stitcher, iHeartRadio, Tune In, Podcast Addict, Himalaya, Deezer, and on Podbean. Podcast transcription The transcription of this episode is auto generated by a third-party source. While Microshare takes every precaution to insure that the content is accurate, errors can occur. Microshare, Inc. is not responsible for any errors or omissions, or for the results obtained from the use of this information. Michael Moran [00:00:00] This is manifest density. Hello, everyone, and welcome to this latest edition of Manifest Density. Your host, Michael Moran, here to explore the intersection of COVID 19 global business and society. Manifest density is brought to you by the Global Smart Building and ESG data company Microshare unleashed the data. Well, today I speak with Dr. Tracy Brower, Ph.D.. MB M.S.. RW I got to say, I don't know what that is, is a sociologist, and she is studying work life fulfillment and happiness. She's the author of two books, The Secrets to Happiness at Work, which provides new perspectives and alternative ways to consider and achieve work life balance. Hint, she says in her bio, It's not about balance. It's more than that. Tracy is also a contributor to Forbes.com and Fast Company and a vice president of Workplace Insights at Steelcase. Well, Tracy, welcome to the podcast. Tracy Browers [00:01:01] Thank you. I appreciate it. Looking forward to our conversation. Michael Moran [00:01:05] Well, I wanted to start by asking, you know, what is it that you saw in this discipline, workplace fulfillment, workplace, you know, safety that they drew you and how did you get into this career? Tracy Browers [00:01:22] Yeah, that's a great question, right. It's fun to look back at how we got into it and the interesting path. So I have always been interested in organizational culture and kind of people and the sociology of work. How we affect our work, how it affects us back in place ends up being the stage where so much of that plays out. You know, our work experience, our work environment, the workplace brings people together. So that's really been the thing that's interested me is that it's it's a place where we can really, really understand the dynamics of people, understand the dynamics of leadership, understand dynamics of, you know, some of our fundamental human needs like trust and psychological safety. So I think it's just a really, really interesting lens for all of those aspects that are interesting to me. Michael Moran [00:02:10] So one of the things that happened as a result of the pandemic to our company is that we went from a company that largely interacted with I.T. departments and facilities management teams to installed smart building technology. They were the buyers, so to speak, to now a world where the h.r. Director, the wellness chief wellness and safety officers, as well as other c-suite figures are incredibly interested in the physical safety of the spaces that the workers and employees and customers and tenants are in. Did that did your approach to to your discipline also evolve with them? Tracy Browers [00:03:00] Yeah. So interesting to hear you say that. Yeah, we are absolutely seeing this really interesting connection. And there's actually an organization called Connect, which has been talking about the super nucleus. And this is the intersection of real estate and facilities with i.t. And with h.r. And I think the pandemic has just magnified that that overlap in the middle of the three circles of the Venn diagram of this super nucleus speak to the greater concern for so many departments, kind of figuring out the best way to create a work experience. And so we are definitely seeing more h.r. People at the table h.r. Taking a greater role in the decision making and having a greater influence. Definitely that expanded concern about safety, security, the experience that people are having and how we meet all kinds of needs from that experience, not just engaging and inspiring, which are utterly critical, but how do we help people that feel safe and secure so that they can be comfortable in the space, so they can be part of the culture, so they can be in person to build relationships and perform brilliantly. It's just really interesting the way many of our roles have shifted based on some of those shifting expectations of employees. Michael Moran [00:04:21] Yeah, we've been saying, you know, basically that the pandemic kind of shined a light on the previously taken for granted. Environment in which we sit in the, you know, the what we thought of as just space and air. In fact, it contains, you know, multitudes of things that can be either harmful or or beneficial. You know, things like CO2 and things like, you know, volatile organic, organic compounds, which are really just that the odd gases and smells that come off of things like new carpets and furniture or cleaning materials, all of these things suddenly are in the minds of employees. And what's really interesting is that the tight, tight labor market, which is not just about COVID, I think people mistake that. It's also about demographics. You know, we're the baby boom is no longer booming. And we've got smaller workforces, we've got older workforces and many people retiring so that the labor market has tightened and now employees suddenly have much more leverage and much more ability to demand certain things at a workplace. Is that true? Tracy Browers [00:05:34] Yes. Oh, my gosh. It's so true. I've been listening to so many economists lately and demographers and you're so right. They are saying this talent revolution isn't going anywhere. Anytime soon we're going to be struggling. The statistics the statistics I'm hearing is we're going to be struggling with this talent revolution for probably a good five years or so. And it's about supply and demand, right? Like when there aren't enough workers, workers can demand so much more. And I really think it's such an interesting moment. Right. Like all the things we took for granted are now absolutely explicit and they are thresholds to entry. So, I mean, honestly, I never thought about I know I was a germaphobe before. It was cool to be a germophobe, but I also never thought very much about the cleanliness of my work environment. Of course it was clean, you know. And now I think we've got employees who are looking for a level of security through cleanliness and air quality, like whoever the average employee wasn't thinking about air quality three years ago. Right. And now it's such a fundamental concern, not just in terms of the reality of our cleanliness and security, but our perception of it. So like we're hearing customers saying, you know, instead of the cleaning happening on third shift anymore in the office, it's happening more during the day because we want to you know, we want to see that cleaning happening or we want to walk into a building and feel like it smells clean in a in an appropriate safe kind of, you know, not a heavy scented way, but more in a cleaner kind of scent. And I think that, like, if we look at our Steelcase data about employee expectations, people want a greater level of belonging. They want productivity, they want comfort, they want control, and they want safety. And that is things like psychological safety, but it's also just basic safety that has to do with what we talked about and even, you know, like circulation patterns and density of the environment and the extent to which we have more private spaces where we can kind of be together in a safe way if we feel less safe in an open environment. So all of those expectations are shifting the way we think about the work experience pretty fundamentally. Michael Moran [00:07:51] Tracy I have a colleague here who I will not name, but he listens to the podcast who said I wouldn't buy air quality, who cares? Who cares? And I said, I know you wouldn't buy it, neither would a brontosaurus, but you're a boomer and you don't understand the modern market. I know that in my attempts to hire younger people, they care very much. First of all, where we are, where they have to live, if it's in some place they don't want to live, they're not interested in the job no matter how much I pay them. This is just I think it's a millennial and Gen Y kind of prerogative. It's they're going to create a life as opposed to a career where if someone had told me, you know, honestly, Mike, one of my first jobs in journalism was Newark, New Jersey. I can make fun of Newark because I was also born there. But it's not exactly a garden spot, particularly in the eighties. It wasn't. And I just went there because that's where the job was. And I figured maybe they'll send me to another difficult place next and eventually I'll work my way up like some baseball player going through the minor leagues to the major leagues. But I don't think that that psychology exists anymore. People seem to be very in touch with essentially happiness, the pursuit of happiness. Do you do you see that as well? Tracy Browers [00:09:10] Yes, 100%. There's actually been some really interesting studies on this, where through the pandemic, Americans priorities have shifted very significantly and they've shifted toward an emphasis on family and friends and community. They've shifted toward an emphasis on quality of life. They've shifted toward this. Is really interesting. A greater number of people want more adventure and there are even a greater number of people who want to go skydiving. Right. Like they're really thinking about their experiences outside of work. And this is really interesting. There's so much data about happiness and work and work life. And of course, work is part of a full life. It's not some separate thing. But the thing that a lot of people don't realize is when you're happier outside of your work, you also tend to perceive more happiness inside of your work. We're aware of the opposite about when you're happy you're at work, you tend to perceive greater happiness everywhere. But when you're happier outside of work, that perception of happiness inside of work is is higher as well. So this idea that you're mentioning about, you know, people are creating a life and the thing that we're seeing in the talent revolution is this idea of zoom towns, right? Like people are significantly migrating out of major metropolitan markets and they're going to mid-market because they can, you know, buy a buy more house or more yard or more school district for their money. And they know they can work remote to a greater extent. And so I think part of this idea of like what people need from the work experience has to do with sending a message that we're attending to employee needs. So, yeah, we care about you and therefore we're thinking about your quality, we care about you. Therefore we're thinking about the cleanliness of the environment, we're thinking about the density of the environment. We're attending to those details. And that's really smart in terms of viral control. It's really smart in terms of safety, period, but it's also really smart because it just creates a culture of like caring for employees and respect. It creates and sends a message that employers care about employees. And that's a big part of employee decision making today. You know, where where can I get the best quality of life and where will I be most respected and where will I have the best experience? Those are important business questions today from an attraction retention standpoint. Michael Moran [00:11:33] I'm glad to see that. I'm sorry to have missed it. Tracy Browers [00:11:37] Exactly right there with you. Michael Moran [00:11:40] Hold that thought. We're going to take a quick break to hear from our sponsor. Sponsor [00:11:45] Manifest density is brought to you by Microshare, a world leader in the technologies that they're helping the world return to work safely. Our ever smart suite of smart facility solutions, including indoor air quality monitoring, predictive cleaning and room occupancy solutions, bring safety, wellness, sustainability and operational cost savings to indoor spaces. Learn more at microshare i o. Michael Moran [00:12:14] Okay. I am back with Dr. Traci Bauer, who is studying work life fulfillment and happiness. That sounds like a fun thing to study. Are you fulfilled and happy studying work like fulfillment and happiness? Tracy Browers [00:12:30] Oh, my gosh. That's a great question. Nobody's ever asked me that. I love it. Yeah, absolutely. Oh, my gosh. They say whatever you choose to study, choose well, because you will be talking a lot about it. And this is a perfect time. I have a journalist ask me when my book came out, ask me, you know, Tracy, are you a little tone deaf? Is now really the time to be talking about happiness with all the difficulty? And this is actually the perfect time. You know, interestingly, when things are upside down and inside out and we're facing a lot of difficulty, that is exactly the moment where you can kind of reset, reimagine, assess where you are, reprioritize and kind of create those conditions for happiness. So it's actually a great time. And yeah, it's it's a very fulfilling path to study fulfillment. Michael Moran [00:13:22] So, you know, one of the things that we have done at MICROSHARE is to try to address some of the needs, new demands that have been raised by employers and employees, mostly, actually, but also landlords, people who, you know, interact with customers. All of them are very, you know, conscious of the need to show that they've learned something from the pandemic. You'll see this is obviously evident in the things like the hand sanitizers that are everywhere and little notes about how, for instance, United Airlines I was on the plane the other day and I picked up their their magazine, which I'm surprised still exists since they publish a magazine every month. And it said this magazine cleaned with special microbial something, you know. And so everybody's very conscious of these things. So we've tried to address this with technology. I mean, data driven cleaning, to your point earlier, is something that we really pioneered and, you know, essentially clean. Well, what you need to clean don't go around like patent taking territory in Germany and clean everything in the building if no one's been in that part of the building. Right. So, you know, concentrate on what needs to be, you know, routine of where it used to be that people would show up after work hours and you might say hello in the hallway as you were leaving, but now you want to see those cleaners in the conference room after the conference that you just had is over. All of that new stuff, air quality concern about, you know, utilization of the building. I mean, all of these things we're trying to address with technology. But technology comes with a challenge, right? There's a change management thing. Anytime you hang something on the wall, the first thought everybody has is that's a camera you're watching. It's Big Brother. How do you balance the benefits of technology? Like the like the the solutions that we deploy against the fear or anxiety that such things might create? Tracy Browers [00:15:31] Yeah. That's that's a big one, right? Because it's the perception that you create as much as the reality of what you're doing. And I actually I actually wrote an article about this before the pandemic, and I think it's actually still relevant. It's the article is called like Give to Get or something like that. And the thing that I think is so important is to be really clear with people right away. Like, like we have customers who will install sensors to, you know, measure density will oh my gosh, if people just discover a sensor and they haven't been told about it, they're going to have kind of the worst conclusion, like what are they. Michael Moran [00:16:11] Set up for? Tracy Browers [00:16:11] Right, so. Michael Moran [00:16:12] And so I think off the wall. Tracy Browers [00:16:15] Yeah, exactly. Or we've had stories about, you know, people who are trying to flush them down a toilet or take them apart or I mean, it's just crazy, right? Because because we are often mistrustful and people don't trust what they don't understand. So I think part of the change management pieces like communicating right away, obviously being really transparent, I think to being really clear about the why of what you're doing, being really clear about what information is collected and what's not, being really clear about how the information will be used. But to me, the big thing with kind of neon lights around it is the idea of what the employee gets. We as humans have a real propensity toward reciprocity, so when I receive something, I want to give something and vice versa. That's just part of a human dynamic, a human condition. And so there is this give to get with technology. Like if you're pulling information about me through multiple channels, what am I getting as a result of that? Well, I'm getting better safety or getting, I don't know, better ability to manage my calendar because you're giving me insights about how I'm using my time or you're giving me better development opportunities because I'm entering information into a system about my career goals and my performance capability. Those are examples of kind of that you have to get. So you're going to measure my utilization of the space. If you're going to measure where I am in the space, if you're going to measure, I don't know the quality of the air in the space. And that's going to impact on knowing where I am and how I am moving about the space. I want to know what my guests are out of that. I want to know what the benefits are for me. I mean, it's just so old fashioned, right? Like change management is about people really understanding not just the why, but what's in it for them. But I think it's even more relevant now as technology becomes so ubiquitous. People will trust it more to the extent that they understand what's being measured, how it's being used, and how it benefits them. Michael Moran [00:18:22] Now I want to ask you to hold that thought. And we're going to we're going to come back in a moment after we hear from our sponsor again. But I wanted to ask you, when we come back about, you know, some of the reactions you've seen to to these types of changes and these types of initiatives and how to manage all that. Got back after this word from our sponsor. Sponsor [00:18:47] Microshare is proud to support Manifest Density, the podcast that examines the intersection of COVID 19 business and society. Each week we bring you conversation with global leaders and visionary interveners who are helping the world adapt and apply the tragic lessons of the pandemic so the planet can build back better. Subscribe to Manifest Density on our website microshare. I o or download it on Apple, iTunes, Google Play, iHeartRadio, Stitcher, and a host of other podcasting venues. Michael Moran [00:19:27] Okay. I'm back with Dr. Tracy Brower. Tracy, before we took that break, we were talking about the change management process. We we obviously help our clients in this and we warn them, just hang those sensors up because they will get ripped down. And we try very hard to provide, you know, some kind of a roadmap to how they should do this. We found that one of the things that's useful is all of the kind of back to office or back to work subcommittee that have proliferated, the task forces proliferated all over the corporate world that if you can get the employees involved, they're not just have the CFO and the facilities manager and the director, but actually have somebody represents the interests of the employees. That's very powerful. And when you have an initiative like this, let's say you're putting air quality monitors out. That employee then is the spokesperson for for the employee base. They can go and say, hey, we we've been shown that this is coming. Here's what it does. It's not what you think it is. Is that a is that a viable approach? Tracy Browers [00:20:45] Yeah, 100%. We do so much to work with our clients around change management. So I love where you're where you're going on this and what your emphasizes that employee voice is so important. People are so much more likely to buy in when they feel like the authors of their destiny. And we always say, you know, you can't give everybody a vote, but you can give them a voice. And so that participation in the process of returning to the office, that participation and, you know, giving feedback about what's working in the space, what's not working, the space is so important. It's so great to even have like a liaison committee kind of thing, right? Where you've got liaisons from different departments who are meeting together and getting updates, and then they can have kind of that two way communication from in to their department about things. And I think to really engage in them, right, like, like attention is the most scarce resource today. There's so much coming at us that you like, you don't even know what the attention do anymore. But when we can engage people with curiosity, you know, engage people about, you know, experimenting in the space. And I think the cool thing about experimenting, the cool thing about kind of engaging their curiosity in their participation in something new is that we send the message that we're not stagnating, we send the message that we're a learning, innovating kind of organization. We send the message that we are moving forward and trying new things and we are listening to you as we do that. Those are all really, really powerful ways to engage people and powerful ways to come to better conclusions. Right, because who knows better about the space than the people who are living in it? So that process for employee voice, that process for experimentation, that invitation to curiosity are really great ways to inspire people, not just engage them, but inspire them as well and give them the opportunity to be part of the future. Michael Moran [00:22:41] Well, Dr. Tracy Brower, your most recent book, The Secrets to Happiness at Work, I assume you can get that on Amazon and a number of other places. Someone. Tracy Browers [00:22:51] Yeah. Michael Moran [00:22:52] Where else would someone go to to follow your work and learn more? Tracy Browers [00:22:56] Yeah. Thanks for asking. So Steelcase dot com has tons of great research. Tracy Broadcom. I have all of my articles and books there and resources and content forms. I'm also on LinkedIn. Tracy Brower, Ph.D. And I'm all on all the other normal social media channels. And you can get my books. The Secrets to Happiness at Work is the newest on any of the kind of places where you would buy books Barnes and Noble, Amazon, Target, you indie books, you name it. And so I thank you for asking. That's great. I love it when people reach out and have sharing of their own experiences because we are all learning together. Michael Moran [00:23:34] Well, thanks. And that whole concept of normal social media, but that's a whole other podcast. We'll do. We'll do that. But of course, you can learn more about how microshare or something get the world safely back to work with our ever smart suite of products ever smart solutions, boost efficiency, enable cost savings, and bring safety and reassurance to the people inside your buildings. You can learn more at ww w microshare. Got it. You can also subscribe to this podcast there or you can download it on iTunes and Google Play and iHeart Radio and Spotify and all sorts of other places that I don't ever go. That's going to do it for this week. On behalf of Microshare and all its global employees, this is Mike Moran saying thank you again to Dr. Tracy Brower and to you the audience. So long be well. Thank you for listening.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Balance is key—between hybrid and office working, working alone and working with others—to thriving in the workplace and as an organization. Guest: Neil Usher, Chief Workplace & Change Strategist at GoSpace AI. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What the future of the corporate real estate technology toolbox will—or should—look like. Guest: Susan Spiers, Owner of Spiers Consulting. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Minter Dialogue with Dr Tracy Brower Dr Tracy Brower is a sociologist, dedicated to studying work life fulfilment and happiness. She's an award-winning speaker and the author of two books, The Secrets to Happiness at Work and Bring Work to Life by Bringing Life to Work. Tracy is also a contributor for Forbes.com and Fast Company and has her work featured in TEDx, the WSJ, and Fortune.com. In addition to her day job as Vice President of Workplace Insights with the Applied Research + Consulting group at Steelcase, she's a board member with the United Way of Greater Ottawa County and a council member with the Design Museum Everywhere. In this conversation, we discuss what is and can be happiness at work, how much of yourself you should bring to work, the importance of self-knowledge as a leader and what one can do to bring happiness to the workplace. If you've got comments or questions you'd like to see answered, send your email or audio file to nminterdial@gmail.com; or you can find the show notes and comment on minterdial.com. If you liked the podcast, please take a moment to rate/review the show on RateThisPodcast. Otherwise, you can find me @mdial on Twitter.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
The intersection of real estate and tech. How do we use expertise from both to create better workplaces? Guests : Dror Poleg, Co-Founder and Instructor at Real Innovation Academy and Anthony Slumbers, Co-Founder of Real Innovation Academy. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
We've been driven by the idea that culture attracts talent to an organisation. But is it culture that keeps you there? Guest: Sholem Prasov, Co-Founder, Pandemic Defence Design Initiative. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Welcome to our Feb podcast featuring Dr. Tracy Brower, VP at workplace insight, author of The Secrets to Happiness at Work and Bring Work to Life by Bringing Life to Work and a wonderfully kind and knowledgeable human being. It was after reading and being inspired by her article on Empathy and management in Forbes magazine, that I had to reach out and ask my own questions. We talk about the: work life balance how to be a better leader by understanding employee anxiety and stress why work is a place for us to satisfy our needs for social connections the industrial revolution and the effect this had on our social identity working for money vs working for what you love the key skills of the future how mindfulness will be playing a massive role in accelerating these skills we end on Tracys top three key management skills for the future. Tracy is also a contributor for Forbes.com and Fast Company, and a Vice President of Workplace Insights with Steelcase. For more about Tracy visit https://tracybrower.com/
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
A revolution in real estate is happening now. What will that mean for the next 10 years of real estate? Guest: Dave Cairns, Senior VP of Office Leasing at CBRE Canada. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What is the impact of commuting on the future of work given the urban centralization of the typical corporate office? Guest: Mitch Turck, Transportation Innovation Evangelist. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
It's been said that Facilities Managers don't own workplace strategy. Do you think FM should do strategy? Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate. Guest: Simone Fenton-Jarvis, Workplace Consultancy Director at Relogix.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Our 1st full length episode! What to measure and how to measure it, plus new technologies and jobs emerging in corporate real estate. Join Sandra Panara, Director of Workplace Insights, as she hosts discussions around the workplace and corporate real estate. Guest: Simon Davis, Senior Vice President of Workplace Technology at Impec Group.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
The Great Resignation is coming. What opportunity can be found? What if work could make your employees lives better? Join Sandra Panara, Director of Workplace Insights, as she hosts a workplace consortium on a variety of topics around corporate real estate. Guest: Pam Ross, founder of Blue Rebel Works.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What does your "normal" look like? And how many Zoom meetings do we really need? Join Sandra Panara, Director of Workplace Insights, as she hosts a workplace consortium on a variety of topics around corporate real estate. Guest: Pam Ross, founder of Blue Rebel Works.
Sandra Panara, Director of Workplace Strategy at Relogix, and Robert Kenward, Chief Talent Officer and co-founder of YOU search and select, joins Bold Founder, Caleb Parker, to bring their different perspectives to the future of work conversation. Should not being in the office be an excuse for not building relationships? Will society fall back on tradition because that's what's worked in the past? Will the office continue to be central to creating culture going forward? Is establishing and maintaining culture more about proximity, or is it about curating an environment where people feel they belong? In this episode we talk about the pros and cons of flexible working, the feeling of forced cultures, and how companies and talent should be aligning on shared values. Tune in to hear how they (respectfully!) dual it out! Connect with Sandra Panara on LinkedIn https://www.linkedin.com/in/spanara/ Connect with Robert Kenward on LinkedIn https://www.linkedin.com/in/robertkenwardeventprofs/ Connect with Caleb Parker on LinkedIn https://www.linkedin.com/in/calebparker/ If you have any questions or feedback on this episode, email podcast@workbold.co Value Bombs We are seeing the hospitality and commercial real estate industries colliding – Caleb Parker We don't have to agree on everything, but dialogue and listening are key to understanding – Caleb Parker I think the future is the hybrid working and hybrid for me is a mix of what the employer needs and also what candidates need – Robert Kenward The Monday to Friday 9-5 is gone, it's dead. And I think that's a wonderful thing that should be celebrated – Robert Kenward I think that flexible working has always existed. It's just never been formalized and as widely enjoyed by people as much as it has been in the last two years – Sandra Panara Some companies are using flexible working as a talent attraction & retention tool, and to compete with other companies that are going after the same talent – Caleb Parker What you'll start to see is hybrid working as talent attraction, but it needs boundaries – Robert Kenward Flexible working should be a personal choice - Sandra Panara Decentralization of the office might mean the same amount of space, but just better distributed to address some of the pain points that have been raised by the pandemic – Sandra Panara If you're not offering flexible working then you will lose talent – Robert Kenward Flexible is two way and the employer has to have a say in it – Robert Kenward People don't achieve great things on command – Sandra Panara Companies need to trust their employees more– Sandra Panara Management is still managing based on old school thinking that you have to be in the office because that makes managing people easier – Sandra Panara Resources Relogix website www.relogix.com YOU search and select site www.yousas.co.uk Robert's events industry jobs board: The Hub.jobs https://www.thehub.jobs/cm/employers/about Sandra's podcast: Let's Get Real Shout Outs Fay Sharpe Gabby Austen-Browne About Sandra Panara https://www.linkedin.com/in/spanara/ Sandra is Director of Workplace Insights and Strategy at Relogix, who help companies transform the experience of work using data to inform workplace professionals on space utilization and employee engagement as they transform offices for hybrid working. Sandra has both a deep and wide understanding of corporate real estate and technology with over 25 years hands-on experience, and she applies non-traditional approaches to extract deep learning from the most unsuspecting places in order to drive strategy. Her expertise ranges broadly from commercial real estate portfolio research, analytics and insights, workforce planning, space and occupancy planning, and work place strategy. About Robert Kenward https://www.linkedin.com/in/robertkenwardeventprofs/ Robert is Chief Talent Officer, and co-founder of YOU search and select, a talent acquisition firm for the events industry here in the UK. Robert has over 20 years experience in the recruitment and events sectors, and brings a unique perspective of hiring from all angles as a candidate, a client, and a recruiter. He brings an honest and pragmatic approach to recruitment, matching the personal and career aspirations of candidates to a company's business growth plans. In 2020, he launched The Hub, a global and industry specific people in jobs board to help people in the events industry find work, and for employers and recruiters to find the right industry specific talent. He also helps agencies attract and retain director and C-level talent by providing #executivesearch and selection services through his specialist recruitment business, Fitability®. This bespoke programme enables Robert to match a candidate's personal and career aspirations to a company's growth plan which in turn supports retention. Sponsors Fortune Favours the Bold Bold merges property management & Space-as-a-Service to drive asset value and help office customers grow faster. Now part of NewFlex (www.workbold.co) Future Proof Your Portfolio with NewFlex NewFlex delivers and manages a range of branded solutions for every type of building, in every type of location, for every type of occupier. Including the flexibility to develop your own brand. All enabled by flexible management contracts where we are invested in making money for you. (www.newflex.com) Launch Your Own Podcast A Podcast Company is the leading podcast production company for brands, organizations, institutions, individuals, and entrepreneurs. Our team sets you up with the right equipment, training, and guidance to ensure you sound amazing. (https://www.apodcastcompany.com) Subscribe to the #WorkBold Podcast https://workbold.co.uk/podcast/
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
Is culture dependent on the office? Can it survive when there's no office to connect in? Join Sandra Panara, Director of Workplace Insights, as she hosts a workplace consortium on a variety of topics around corporate real estate. Guest: Pam Ross, founder of Blue Rebel Works.
Let‘s Get Real - Discussions on the Workplace and Corporate Real Estate
What is the role of co-working site in the future of the workplace? Join Sandra Panara, Director of Workplace Insights, as she hosts a workplace consortium on a variety of topics around corporate real estate. Guest: Vik Bangia, CEO of Verum Consulting and OutsourceUSA.
Shelly Avery is a member of Microsoft's Healthcare Solution Acceleration Team, helping Healthcare customers digitally transform their businesses. As you listen to this conversation you'll realize, as we did, that Shelly knows the tech AND the human side of the tech very well! References in this episode: FHIR Tom Scott - There is No Algorithm for Truth Episode Timeline: 4:30 - The high value of customization and integrations in BI in the current era of Middleware, Microsoft Teams and how good it is at connecting humans, The speed of Innovation at MS (some of which is directly customer influenced) 32:10 - Microsoft's FHIR (Fast Healthcare Interoperability) is revolutionizing the rather large problem of interoperability in the Healthcare space 49:30 - Microsoft Viva is born from My Analytics, Rob gets into Headspace, using data for nefarious purposes Episode Transcript: Rob Collie (00:00:00): Hello friends. Today's guest is Shelly Avery. We've had a lot of Microsoft employees on the show and Shelley continues that tradition. The reason we have that tradition is because there are so many interesting things going on at Microsoft these days. And Shelley brought some super fascinating topics and perspectives to our conversation. For instance, she has a deep background and history with the Teams product for Microsoft. And so we got into the question of what is it that makes Teams so special? I really, really, really appreciated and enjoyed her answer. Rob Collie (00:00:31): And given her current focus on the healthcare industry and on health solutions, we talked a lot about how Microsoft's business applications and Power Platform strategy is actually a perfect fit for what's going on in healthcare today. We did touch on some familiar themes there, such as the new era of middleware, how a 99% solution to a problem is often a 0% solution to a problem. How even 100% of a solution itself is a moving target. And my only slightly partisan opinion that may be Microsoft's competitors in all of these spaces should just save themselves the trouble and tap out now. We talk about the virtual teams that exist on the Teams team at Microsoft. Sorry, I just had to work that into the intro. Rob Collie (00:01:17): I learned a new acronym, FHIR, which is the new upcoming regulatory and technological standard for data interoperability in the healthcare space. We talk a little bit about Veeva. Have you heard of Veeva? I hadn't. It's one of those technologies with a tremendous amount of potential to be used in a positive way and maybe a little bit of potential to be misused if we're not careful. And that conversation was also the excuse for our first ever sound effects here on the Raw Data Podcast. We spared no expense. An iPhone was held very close to a microphone. All in all, just a delightful conversation. I smiled the whole time. We also had the ever upbeat and awesome Krissy in the co-pilot's chair for the duration of this conversation. And with that completely unintentional rhyme out of the way, let's get into it. Announcer (00:02:04): Ladies and gentlemen, may I have your attention please? Rob Collie (00:02:11): This is the Raw Data by P3 Adaptive Podcast, with your host, Rob Collie. Find out what the experts at P3 Adaptive can do for your business. Just go to p3adaptive.com. Raw Data by P3 Adaptive is data with the human element. Welcome to the show. Shelly Avery, how are you doing this morning? Shelly Avery (00:02:35): Hey guys, doing good today. Rob Collie (00:02:37): Well, thanks so much for being here. Another brave soul, first time meeting us. You're willing to have it recorded. That's into the breach. I like it. Shelly Avery (00:02:45): It's good to meet you guys. I'm happy to talk to you today. Rob Collie (00:02:48): We brought Krissy today. Krissy Dyess (00:02:49): How's everybody doing? Rob Collie (00:02:51): How are you Krissy? I mean, it's earlier your time. Krissy Dyess (00:02:53): It is early. Yeah. So normally we do these in the afternoon, but it's early. I'm enjoying the sunrise this morning. Rob Collie (00:03:00): Oh, fantastic. Krissy Dyess (00:03:00): Doing good. Rob Collie (00:03:01): Yeah. A cup of joe, maybe. Krissy Dyess (00:03:03): I don't drink coffee. Shelly Avery (00:03:04): I've had two today. Rob Collie (00:03:05): Shelly, I actually already noticed that. I had noticed before we started recording that the color of your coffee cup changed. That, yeah, she just hot swaps the coffee. Shelly Avery (00:03:16): Travel mug to drop off the kids this morning and then real mug once I got back to the home office. Rob Collie (00:03:22): So Shelly, why don't you tell us what you're doing these days. Give us your CV. Shelly Avery (00:03:25): I am at Microsoft now. I am in a new role that Microsoft has created. I am on a team that is called the Healthcare Solution Acceleration team. And our job is to really help our healthcare customers digitally transform their businesses, hopefully using Microsoft technology. But I've been here five years. I started as a technical specialist, helping customers migrate from on-premise server base infrastructure to Office 365, Exchange and SharePoint in OneDrive. And then Microsoft Teams came around because it wasn't around. It didn't exist when I started, and I became a Microsoft Teams technical specialist. I thoroughly enjoyed it. I loved it. Shelly Avery (00:04:12): Teams has really empowered the world to figure out how to do work different. It created lots of opportunities for people to create new ways of solving their business problems. And it was a lot of fun to be able to partner with our customers and really help them understand how technology can be an advocate for them and just help them do things faster and more efficiently and on their own terms. And so that was super fun, especially working with healthcare. I learned through that about some other features that Microsoft had, not that I didn't know, they didn't exist, but Power Platform, Power BI, Power Automate, Power Apps, and then later Power Virtual Agents. Shelly Avery (00:05:00): And using those inside of the UI of Microsoft Teams to even further enhance what Teams does, which is communication and collaboration, but then putting apps, low-code, no-code apps, and BI and data at the fingertips of these individuals to really, really step up their game and how they're solving their business problems. It's just been super fun and I thoroughly enjoy it. And so taking all of that into my new role, specifically working with healthcare and trying to help them accelerate solutions in their organization to solve their business problems. I thoroughly enjoy what I do every day. Rob Collie (00:05:41): Do you think that your recent background in Teams was a selection criteria for going into health? It would really seem to me like that strong basis in Teams is really quite an asset for you in the healthcare specific role. Shelly Avery (00:05:55): Well, I of course would love to say yes. And I think it is for me, that's how I learned. It's a background that I feel like I'm an asset to my customers, but my new team is comprised of people from all different backgrounds. And so what our new team hopes to be is people who are deep in various different technology areas so that we can lean on each other's expertise when a solution isn't bound by Microsoft Teams. So maybe we need to create a bot in Azure and build it off of a SQL database and put it in Teams. And so we're crossing the entire Microsoft stack. And so, yes, I'm deep in Office 365 and Teams and getting much better into the Power Platform, but as soon as I need to build a bot in Azure, I'm like, "What, how do I do that?" Shelly Avery (00:06:59): So I need that other person on my team who is deep in that area. We're here with you guys. I know y'all are deep in Power BI. We have data scientists on our team and experts in Power BI, which I am not that, but I leverage them because when I talk to my customers, they want to create dashboards and reports that they can have actionable insights on. And so I understand the use case or the problem they're trying to solve. And then I work with my data scientists on the team to help. We come together and bring our skills together to help the customer. So it's just a super fun team. We all geek out in our own area. Rob Collie (00:07:38): Yeah. I mean, it is really a perfect little microcosm of what Microsoft is trying to do with the Power Platform in general. Isn't it? Years ago when they renamed, they Microsoft renamed the Data Insights Summit to be the Business Applications Summit, it wasn't really clear what was going on. There just seemed like one of those funky Microsoft renames. You know how Microsoft changes the acronyms for all you folks in the field, every 18 months, just for yucks. It seemed like one of those, but no, that wasn't it at all, right? There actually was a really long-term grand plan that was already clear behind the scenes there, that just wasn't really clear on the outside. Rob Collie (00:08:18): And all of these technologies coming together, the low-code, no-code or rapid development, whatever you want to call it, right? All of these tools, they enable something to come to life that every single environment, every single customer is different and their needs are different. Their fundamental technological systems that they use, all their mind of business applications, all of those are different and unique. They're unique mix. Plus then you add in the unique challenges that are going on in their particular environment. Rob Collie (00:08:45): You want something off the shelf, but at the same time, if it's not incredibly flexible, if it's not incredibly customizable, it's never ever, ever going to meet the needs of that reality. And I think Microsoft has one of the strongest long-term bets I've ever seen Microsoft make. And it's been really interesting to see it come into focus over the years. Shelly Avery (00:09:06): I'm glad you see that and a lot of people do, but we have a lot of customers. I keep saying health because that's who I work with, that there are health care pointed solutions that are out there that have a single purpose and they are off the shelf. And they do usually do a great job at what they do, but they only do one thing. And we find that almost every application or SaaS that they subscribe to or purchase, has to be connected to data or systems or things like that. And then they have 50 different apps all connected to 50 different things, and it becomes complex. And you have service contracts and everything has to be managed. And so we are pushing that we have a turnkey solution. Shelly Avery (00:09:54): We're actually saying the opposite. We have a solution that gets you 80, 85% of the way there, but then that last bit is fully customizable to make it exactly like you want. And so sometimes that's hard to tell a customer that, "Hey, you're going to pay for something and then you have to build it," or, "You have to pay someone else to help you build it." And they have to be able to see the benefit of that to keep costs down and reduce complexity and app sprawl is something that we see a lot. And so being able to streamline that is something that we definitely try to do and help our customers understand the benefit of. Rob Collie (00:10:33): Sometimes 99% rounds to zero. You have a 99% solution to something, but you simply cannot do the last 1%. And a lot of cases, that's just a failure. I think a lot of off the shelf software, even if it got to 99% of what you need, which is a phenomenal number, it's still not doing it. Plus we also got to remember that the 100% target is also not static. Things change. Even if you're 100% today, your needs tomorrow are going to be different. The ability to customize, the ability to create new integrations and new applications, even if they're lightweight within your environment, is an ongoing must. Rob Collie (00:11:16): I think approaching this as a platform while at the same time making that platform very humane, it doesn't require me to sit down and write C-Sharp every single time I need something new, that's just amazing. I think if you zoom back on all of this, it's almost obvious once you know what to look for. All of the individual systems that we buy, and this is even true of our business here at P3. We're, "Best of breed," in terms of all the line of business software that we've adopted. Best of breed, AKA, whatever we stumbled into at that particular point in time. All those little silos, those line of business silos are very competent. Maybe not excellent all the time, but they're very competent at what that silo is supposed to do. Rob Collie (00:11:59): But an overall business environment, an overall team environment doesn't stop at those silos. It's like the whole thing. It's the whole picture. It's the whole organic total across all of those silos. That's where you live. You don't live in one of them. And so integration across them of various flavors. I think we're in this new second or third era of middleware right now. And Microsoft is just so, so, so well positioned in this game. I didn't see this coming. I just woke up one day and went, "Oh, oh my gosh. Look at what my old buddies are up to." Checkmate. It's been really cool to watch. Shelly Avery (00:12:40): Yeah. It's been really awesome to be here and live it. Sometimes when you're in it, you don't see it happening. And then you look back and you say, "Wow, we've come a long way in the last three years or five years." Rob Collie (00:12:52): Yeah. Let's talk about Teams a little bit more before we switch back into health. Shelly Avery (00:12:57): Yeah, sure. Rob Collie (00:12:57): I find the Teams phenomenon to be just fascinating, which is another way of saying that I missed it a little way, right? Back when I worked on the Excel team, every few years whenever office would finish a release, there'd be like this open season of recruiting. People could move around within office, like a passport free zone. You could just go wherever you wanted. I always struggled to get people who had never worked on Excel to come work on Excel. It was scary. Rob Collie (00:13:24): They've been working on things like Outlook or Word or something like that. It's easy to be, "An expert user of Outlook." It's easy to be an expert user of Word. In other words, the difference between the 80th percentile user of those apps and the 99th percentile user of those apps, it's hard to even distinguish. You can't even really tell the difference between them and practical usage. That's not true for Excel though, right? Shelly Avery (00:13:44): Right. Rob Collie (00:13:45): An Excel expert is like a magician compared to an amateur. And so that was really intimidating, I think. That was the fundamental reason why people struggled to take the leap to come to the Excel team. They felt more comfortable where they were, but a pitch I always gave, which were about a 20% success rate, was data fits through a computer really well. A CPU can improve data. It's built for that. Whereas Outlook and Word, even PowerPoint, I've revised my opinion on all of these since then, but this is me in my early 30s. Going, all those other things, those are about ideas, and communication, and collaboration. Rob Collie (00:14:25): And that's all human stuff. And human stuff doesn't really fit through a CPU all that well. It doesn't come out the other side, enriched in the same way that data does it. Hubris in hindsight, right? I said, "There's never an end to how the improvement that can happen in Excel." Whereas something like Outlook or Word, might be essentially nearing its end state. Then comes Teams, right? Teams is the kryptonite to that whole pitch. I hear myself back in the early 2000s, Teams is all about human interaction. I guess that's what it does. Rob Collie (00:15:02): I guess, to me, it's this alien form, Teams has just exploded. People love it. It's everywhere. I mean, this is an impossible question to answer, but I'm going to ask it anyway, because it's fun to do. What is it? Why are people so excited about Teams? For a while there, it's like SharePoint held a fraction of this excitement. It's in a similar spot, the hub for collaboration in the Microsoft ecosystem. It feels like Teams has said, "Here, let me show you what that really looks like." Shelly Avery (00:15:36): Yeah. I'll do my best to try, but this is my opinion. I don't know what anybody else thinks, but I think it takes the best of the consumer world and the best of the enterprise or commercial world and puts it together all in one app. It has things that when you chat with somebody, it's like you're using a text message. So it's no different than, if you're an Apple user, you open your phone and you go to the green text message app or you go to the Teams app and it looks exactly the same. It has gifts and it has reactions, and you can put stickers and memes in there. And so it's super fun. Shelly Avery (00:16:19): But then you take that enterprise and you can also share a OneDrive link or create a meeting or send someone an Outlook invite or whatever. So it takes that enterprise and mushes it with consumerism. And so it's like taking Facebook and LinkedIn and Office and SharePoint and smashing it all into one app. And so you can have fun with it. You can build relationships with your colleagues or even people external to your organization, but then you can also build presentations and dashboards and create, and even use the Power Platform from a low-code dev perspective, right inside of Teams. Shelly Avery (00:17:02): It spans the spectrum of fun to developing brand new stuff. And so everybody can get something out of it and they can use it the way they want to use it for the purpose that they need to work on, whatever they're doing for the day. And so it can be great for various different people in various different ways. Rob Collie (00:17:28): I love that answer. Krissy Dyess (00:17:29): I have a different perspective. I came from a background of data and technical and all of that type of thing, but this Teams, really with everything transitioning to remote in a hurry over the last year, I feel like it really helps with a level of organization and communication and assets that you talked about, Shelly, to centralize all that because in a difference of data coming at you from many places, now we have communications, now we have remote teams. Krissy Dyess (00:18:05): And I love, like you said, it is fun, it's interactive. Here's where I'm struggling a little bit with Teams. I love it, but what is proper Teams etiquette in terms of like meetings and conversations? For example, I'm having a meeting and I don't want to interrupt somebody, so I'm going to put it in the chat. But then sometimes people feel like, well, the chat is still a form of interruption. I see it as a form of participation. And so I think people are still learning how to embrace these tools. Shelly Avery (00:18:38): Yeah. Well, I think that it also comes to culture. Krissy Dyess (00:18:41): Sure. Shelly Avery (00:18:41): And Microsoft has an amazing culture. We have been on a journey through Satya, our CEO, on really changing the culture of inclusivity and a growth mindset. And it's interesting when we interact with customers who don't have a very friendly and open culture. But I think you use it the way it works for you and for the people that you're working with and your culture. So if you're in a small team setting and it's friendly people, you should feel comfortable to use it the way that it makes you feel comfortable. Shelly Avery (00:19:23): But if you're in a quarterly business review with executives, I mean, think about it. If you're going to lunch with your buddies, you're going to act different than if you're going to a formal dinner with executives, right? And so you use the technology in a way that you would use real life. And so if I'm going to lunch with my buddies, I'm going to be cutting up and giving them funny gifts and patting them on the back. And if I'm in a business meeting with executives, I'm going to have my best dress on and my polite manners. So I'm going to act that way in a meeting too. Krissy Dyess (00:19:51): I totally agree with you. I've had the opportunity recently to work with the Microsoft team and I agree there's a completely different culture than what we see, even from my background, even from our culture, I mean, we're all friendly and stuff. Every organization does have their own culture and exactly what you pointed out, even within that organization, there are different levels and cadences. Shelly Avery (00:20:13): Yeah, it's crazy. So I spent the last three years helping IT organizations deploy Microsoft Teams. And I did that in the midst of COVID, in healthcare. So when you say remote work overnight, literally help telecare organizations enable 35,000 individuals for Teams over a weekend. To the question about culture, it was very difficult for some of the IT organizations to say, "Well, what should we allow our users to do?" There's sensitivity that you can set on gifts in a team. You can say, do we want them to be explicit or PG-13 or PG or G? Shelly Avery (00:20:58): And I had one organization that if there was anything to do with a gift that had to do with politics, that was seen offensive, because what if I sent you a Trump gift and you were a Biden person. I mean, how dare you do that? And so that company was very, very sensitive and they would only allow gifts at a G rating. And a G rating were like cartoons and stickers, where other organizations are like, whatever. If you don't like it, don't use it. Shelly Avery (00:21:29): So there's definitely different cultures and different organizations across the country. And so luckily, there are the controls in the back end and the administrative section on those kinds of things. And then for data too, do you want data to be shared externally or do you want people to be able to chat externally or not? And who do they want to be able to chat with? So there's lots of governance and data protection controls in the background. Krissy Dyess (00:21:58): And being a data person, what is really cool about Teams and all these things that you just described is on the backend, all of that stuff is just data. That's why you can control. That's why you can help your organization with these. And I think that's really cool. I am super excited about Teams. I was excited about Power Pivot in Excel, and I was excited with Power BI Desktop, and what you explained too, how it starts to integrate the Power Apps, the bots, all of that into this changing ecosystem of how we work, the ability to bring that from the top level all the way down to the frontline workers, to impact and drive actions, I am super excited about Teams. I can't wait to see how organizations learn more, how that they can adopt these tools, because I think there's so much that people just don't know because it is so new and it's a different way, just like Power BI was. Shelly Avery (00:22:57): I'll give you an example about that. We have this one group inside of Microsoft, it's called the [SLATE 00:23:04] team. And you know how Microsoft is with making acronyms. I have no idea what SLATE actually stands for, but what they do is they work with customers who have a unique idea and they help them build low-code or apps inside a Teams. And they built this one app called the Company Communicator. Basically what it is, is it's like a mass texting app, where I can create a little message and push it out via chat or via a Team to everyone in the organization or to a subset of people. Shelly Avery (00:23:39): And it created a cute little adaptive card where you could put a headline and a picture, and then a little message. After that got so popular, Microsoft built it into the product, right? It started from a customer, it went through a program. It was customer purpose built. Then it got so much organic growth through all of our customers loving this idea of pushing notifications. So we turned it into code and now it's in the product. I think that, that is so cool, how Teams is democratizing the ability for customers to influence product and future releases that now everybody in the world gets to take advantage of. Shelly Avery (00:24:28): So that's another thing that I just, I love about it as a product, but also we call it the Teams team at Microsoft, is they're innovating so fast and I'm just a few months out of that role and I already feel behind. I just saw a blog with what's new in Teams in August. And I'm like, I need to go and read this to make sure I know everything that's new because they just come out with so much new stuff every month. And it closes the gap, Rob, you mentioned earlier, when a product's only 99%, it's really zero. Shelly Avery (00:25:03): I think the bet on Microsoft is, it might be 99% today, but it's probably going to be 100% in a couple of months because we're innovating so fast. And your 99% today, isn't going to be your 99% in six months. And so it's a moving target, not only for the customer, but for Microsoft too. And so we want to catch up with features that are on the backlog, but the backlog just keeps growing and growing. And so the faster we can innovate and build these into the product, we will. Rob Collie (00:25:33): I just feel like if you're watching a really high stakes chess match, which I never do, but imagine that you did, to the untrained eye, this is an even game. And all of a sudden, one of the chess masters just resigned, just tips the king over and says, "Yeah, I've lost." I just feel like as a software industry, we should just take a moment and say, "Hey, Salesforce, all your other, your SAP, do y'all just want to call it, you want to just tip your Kings over, save us all a lot of trouble." I don't even work for Microsoft and I'm looking at this going, "Oh, boy." Remember, I'm not paid to say this. I really think Microsoft has really, really, really dialed it in. Rob Collie (00:26:16): I'd like to also go back to your answer about why Teams is so special. I think it was a perfect answer. Rewind 10 years, 11 years, I'm struggling to explain to people why this whole DAX and tabular data modeling thing that was only present at that time, only in the Excel environment, and only as an add in, it was, in some ways the most primitive exposure possible of this new technology. I was trying to explain to people why this was so special. And it was particularly difficult to explain it to people who had intimately known it's [4Runner 00:26:49], which was the analysis services multi-dimensional. Rob Collie (00:26:52): And really, technologically speaking, there wasn't too much about this new thing that was superior. If you looked that gift horse in the mouth and examined its lines and everything, you'd be like, there's really not much different here or it's clearly better. Now it had one thing that was clearly better, which was the in-memory column oriented compression. And that was pretty sci-fi. That was pretty cool, but it wasn't the tech. It wasn't like one of these was able to make the CPU scream at 500% capacity or something like that. It wasn't that at all. It was that this new tech fit the way humans work so perfectly. It met the humans where they were, whereas the previous one forced the human world to bend to its will. The humans had to come to it and meet it where it was. And this is a very subtle and nuanced point. Rob Collie (00:27:49): But in practice, it is everything. In practice, it means that a company like ours, that operates completely differently than the data consulting firms and BI professional services firms of the past, and really honestly, today, I think most firms are still operating that old way. We're a completely different species of a company. And we exist because these tools work a different way for the humans. And over and over and over again, this is why the ROI from Power BI is so insane when you use it the right way, when you really lean into it strikes. Your explanation about Teams, it echoed that for me. It's professional tool that fits the humans really well. Rob Collie (00:28:36): And you don't typically talk about stuff like that. If you're a technology professional, those kinds of answers, you're always looking for some sort of more hardcore answer. It's capabilities. Look at the check boxes it's got on the box, right? This other description of it fits the humans really well, it's not a good sales pitch, but in reality, it's everything. It's a difficult thing to do, right? Rob Collie (00:28:59): One of its chief strengths is also just, doesn't make a good sound bite or like, oh, okay. So now you have to wait and see it for yourself. You have to experience it. And I think that's what we've seen. Is that the people who've really leaned into Teams, they all have this surprised reaction, or they say, six to 12 months after really getting into it, as they describe how much they like it, there's this undertone of, "Yeah, it's really turned out to be amazing." You can tell that they didn't quite expect it. And now they're a convert. Shelly Avery (00:29:31): Well, I think a lot of IT organizations, they push applications out and Teams to the masses is, oh, it's just another application that IT is forcing us to use. And they're resistant to change because the last app IT pushed out wasn't great. And then they finally get in there and they do what you and I are talking about. They chat in it, they text in it, they meet in it, they have fun in it. And then six months later, they're like, "How did I do my job without this?" They enjoy it. It's easy to use, it's very accommodating and friendly to different personalities and different work types. And it's so unique in the way that you and I and Krissy can all use it all day long, every day, and we use it completely differently, and yet we all have the same opinion of it, is it works great for me. Rob Collie (00:30:30): That's the whole mark of a successful product. And one that spreads itself, right? It develops impassioned evangelists. Again, just like everyone else, I would not have seen that coming. Shelly Avery (00:30:41): You were at Microsoft from an Excel Power Pivot perspective and you now are not, and have started your own business and they're successful in that. I know people that worked at Microsoft and literally quit Microsoft just to be a YouTube star on how awesome Teams is and all the cool stuff you can do with it, and they've made a living out of it because it's a product that does so much and it's never ending in the way that it can be used and how unique it is. It blows me away when I actually saw a gentleman who was at Microsoft as a product manager and I followed him on YouTube, and then one day he said, his YouTube post was, "I am retiring from Microsoft." And he was younger than I am. I'm like, "How are you mean you're retiring?" Krissy Dyess (00:31:32): I followed the same story that you did, Shelly. I know exactly who you're talking about. What I really love, what the appeal of it to me is, is it's always these little things that people don't know that make the biggest impact. And when you're in an environment where you're not exposed to people doing those neat tips and tricks, having the ability of finding somebody out onto YouTube sharing that, and then you can bring it into your organization and start to spread it, it's really impactful because a lot of times people think, "Oh, it needs to be this complicated technical solution." And honestly, it's always the little things that people are like, "Wow, I didn't know I could do that." Shelly Avery (00:32:12): Agreed. Rob Collie (00:32:13): So let's turn the corner. Let's talk about health, Shelly. Where should we start? Shelly Avery (00:32:16): Well, when you were talking earlier about how Microsoft Teams is this new thing, I think people had an aha moment and I think there is an aha moment that is about to come in health. And I'd love to talk about that for a minute. I think it plays into your audience well because it's about data. Rob Collie (00:32:41): Very important question. Are there people involved? Shelly Avery (00:32:43): There are people involved. Rob Collie (00:32:45): Oh, okay then. We're good. We're good. Shelly Avery (00:32:46): Yeah, yeah. Rob Collie (00:32:47): Okay. All right. Shelly Avery (00:32:48): Yeah. There is interoperability of data in health. So think about, from a human perspective, heaven forbid you get in a car accident and you go to an ER and they have to bandage you up. That ER is owned by some health organization and they now have data on you, but it's not the same health organization where you go to see your primary care physician. And so how does your primary care physician know about your ER visit and how do they know what medicines that you were given and whether those had adverse reactions to you or not? Shelly Avery (00:33:22): Well, without interoperability of data, that just doesn't happen. And there is an old version of healthcare interoperability called HL7. Again, another acronym, but the new interoperability standard is called FHIR, Fast Healthcare Interoperability. The idea of FHIR is supposed to be universal so that that ER can digitally transfer that information to your PCP, your primary care physician. And so your medical record and your information can stay up-to-date with all the people that are medically treating you or for even you, like if you move to another city and you want to say, "Hey, I need all my information. I'm going to take it to my new doctor." Shelly Avery (00:34:10): And so this idea of interoperability, it's not a Microsoft thing. It's a healthcare standard that is happening in the industry. But what Microsoft has done is we have gone full steam ahead on this FHIR interoperability and built a stack of technology solutions based on ingesting data through FHIR. And we have a bunch of healthcare APIs, FHIR API being one of them, to now take all those low-code, Power Platform, Microsoft Teams, bots, and hydrate those apps with all of this data from healthcare to now be able to really unleash this data. Shelly Avery (00:35:02): So you need an app to have a rounding solution bedside in a hospital. You now have the ability to suck that data in from Rob, that he's been to the ER and his primary care physician, and now you're in for knee surgery. And so I have all that information that's aggregated from all over, and now it's in this cute little rounding app that we built off of Power Platform, or same thing with Power BI, or a chat bot in Teams. We can chat this health data and say, "Hey, is Rob's labs ready yet?" And the chat bot goes and sucks that data in and says, "Yes, here's Rob's labs. Here's the link to it." Shelly Avery (00:35:44): And so just being able to unleash that and build these apps or bots or experiences for the human to be able to interact with that data is really what we are trying to do. And so I'm super excited about it. This is a new team that I'm on and this is really what we're trying to drive. So I think it's going to be game changer for the industry. Rob Collie (00:36:09): So this is my first time hearing of this new interoperability standard. First of all, FHIR, it sounds cool. I like it. It definitely sounds like it's useful for sharing healthcare and patient information across organizations. Do you also see it as something that's going to be useful even within an organization, like between the silos, between these different systems within a single entity? Shelly Avery (00:36:32): Yes. And it will do that first before it goes across organizations. And- Rob Collie (00:36:37): Okay. Shelly Avery (00:36:38): This is a challenge internally too, because there's software technology that these electronic medical records, that your medical record, my medical records sit in at each of these organizations. And most large healthcare providers have multiple instances of these electronic medical records. Sometimes they have multiple different types through mergers and acquisitions and growth over time, or this department got an upgrade, but the other department didn't. And even amongst themselves, they can't share information with each other. And so if a call center services 10,000 patients, but they have four different electronic medical records, when Rob calls into that call center, how the heck do I know which one you're in and who you are and all that? Shelly Avery (00:37:30): So if we can use this FHIR interoperability to aggregate all of that and have it in a single place, now we've built this great call center app that knows that Rob is calling in and who you are. And I immediately have your information. I could say, "Oh, Rob, are you calling about the meds that you got from your ER visit last week?" It's very personalized. So let's personalize care. Let's have better patient engagement. Let's round with our patients and have the right information where we need it, regardless of where the original data sits. Rob Collie (00:38:01): So it's a new standard, FHIR, right? Shelly Avery (00:38:04): Yes. Rob Collie (00:38:04): And so let's pretend I'm a healthcare organization and I have, again, these, "I've got a best of breed set up." I've got a jillion different siloed line of business systems. Some of them are new, some of them are not. These older systems that I have, they're not going to be playing nice with this new FHIR standard. They haven't even heard of it, that software. So- Shelly Avery (00:38:24): That's correct. Rob Collie (00:38:25): How do I, as an organization, connect those wires when some of my more long-ended two systems aren't going to be supporting the standard natively? Shelly Avery (00:38:36): And that's part of our challenge right now. A lot of the customers that we're talking to, they see the future, they like the vision that Microsoft is painting. They want these human interactions like we're discussing, but they'll say to us, "We aren't ready for FHIR," or, "We haven't made that transition yet." Our comment back to them is we can help you get there. And it is a requirement that they get there by a certain date in the future. So why not have a company like Microsoft help them? Shelly Avery (00:39:11): Now, it's not necessarily an easy task. There are data mappings that have to happen. And a lot of these electronic medical systems are in the old standard, which we can map from the old standard to the new standard. It takes a little bit of manual work, but you only have to do it once, because once you do it once, it's in the standard and now you've unleashed that data. There's also custom fields though. Some developers- Rob Collie (00:39:38): Of course. Shelly Avery (00:39:38): Have gone into these electronic medical records and they built some custom field that doesn't map to FHIR. So then you got to have somebody who knows that. And so there is hard work to do it in the beginning. I'm not trying to say that there isn't, but we do have healthcare interoperability partners, and system integrators, and Microsoft to help these organizations get into that standard. And the new marketed term for all of this is the Microsoft Cloud for Healthcare. Shelly Avery (00:40:10): And so it's all about ingesting that data and then unleashing that data to create these great, either apps or applets, or bots, or scenarios that empower the people who either work at these systems or even for patients to be able to interact with and have better experiences for themselves. And so, you only have to do the hard work once and then it's in there. And so you're right. It isn't a turnkey, there is work that has to be done, but they're going to have to do it eventually. So we'd love to be able to partner with them and help them get to meet those regulatory compliances that are coming in the near future. Rob Collie (00:40:52): Yeah. Another example of where it's good to have a platform, right? Shelly Avery (00:40:55): Right. Rob Collie (00:40:56): If that missing 1% is interoperability, that's a big 1% that a platform like Microsoft is very, very, very prepared to help you connect those dots. It also, it's really helpful that these older systems that we're talking about, if they already had to, as you pointed out, if they already had to play ball with an older interoperability format, that's end sharp contrast to your average line of business software that has no interest in interoperability at all. T Rob Collie (00:41:26): he average line of business system is like, no, no, no, no, no. We are a silo and we like being a silo. And why would we ... Mm-mm (negative), no. We are here to hoard the valuable data that is collected in here. Mm-mm (negative), no. Even though it sounds rightfully like labor intensive, one time investment, compared to the average interoperability game that happens across the world, across all industries, it sounds like there's already a really, really, really strong starting point. That's a big, big, big point in your favor. Plus if it's going to be a regulatory standard in the future, that is unheard either. Shelly Avery (00:42:00): Right. Krissy Dyess (00:42:01): I'm curious though, as to what changed, because honestly, it is one of the reasons why I'm appointment averse, is because every time you go into a different doctor and it's really common for people to move nowadays. And you're like, oh, I got to fill out all the same forms, over and over again. In my mind, I always thought it's somewhere. Why can't it be everywhere? I guess I thought maybe there was some privacy reason that was the blocker. Has something changed there? Shelly Avery (00:42:28): You're absolutely right. And no, there is still what's called the HIPAA regulations. And so the entire Microsoft Cloud for Healthcare is HIPAA compliant. It does meet all of the requirements for that. And so the FHIR standard, FHIR mandate is under that HIPAA compliance. And so that's a U.S. regulation. It's not in the EU or others. They have their alternative to HIPAA around keeping healthcare information protected. And it's important to be able to do that. And so the old HL7 standard of interoperability was highly customizable and the new FHIR standard is less customizable, and that is how it is able to have more liquid interoperability. Shelly Avery (00:43:27): I'll give you an example. Sex and gender are two completely different things. And we know that in this day and age, but in the FHIR standard, there is a born sex and it is one or another, and you can't really change it. But in the HL7, you could add seven or eight or nine or 10 different categories for that. So when you have the FHIR standards met, born sex is a one or a zero, basically. Right now they have the other category of gender that there's a bunch of options there. And then they even have another category. And so it's creating the standard that everyone in healthcare has to meet as opposed to going in and making it where I can make 37 customizations because in my hospital, I allow them to have 37 choices. Shelly Avery (00:44:28): Religion is another one. Religion is huge. I mean, there's endless amounts of religions. In the FHIR standard, there's a set amount and then in other. And so you have to fall into either the set amount or other, and that allows for that more liquid interoperability, or that is the goal. That's the goal of FHIR. Now, I'm getting a little deeper into more of the regulatory compliance and how the standards work. There's tons more deep technical experts on healthcare compliance than I am. I'm more of a technologist than a healthcare compliance expert, but knowing how it works a little bit helps you understand why the technology is empowering or we hope in the future has the potential to empower the industry to be able to do more with this data. Rob Collie (00:45:18): Even that little deep dive there, I mean, that really, for me and for the listeners, you really just certified your bonafides there. If anyone was wondering how deep you were into this stuff. You always got to be careful. You're not the expert on that. There are people who know it much better than you. The fact that you know that much while also being on top about all those other stuff, you're in the right role. Like Holy cow. Shelly Avery (00:45:41): For my role, they did require healthcare expertise. And we have another team that partners with us that actually are folks from the industry. So we have MDs, PhDs, ex-CIOs and nurses with their RNs, from industry that work at Microsoft as the healthcare industry team, that partner with us around more of these deep healthcare needs. And when we're talking to chief medical officers or chief nursing officers, who doesn't like their title to be matched. Shelly Avery (00:46:18): So when we have a chief medical officer like Dr. Rhew at Microsoft, or a chief nursing officer, or ex-CIOs of healthcare organizations to come in and talk to current CIOs, they feel like we're talking to them from their shoes. And so my team partners with that industry team. Not that they aren't technical and don't understand how the technology works, but we are supposed to understand healthcare enough and how the technology fits for those healthcare scenarios and use cases that they need help with. Rob Collie (00:46:52): To use a metaphor, if you're going to build re race cars, it helps to hire some people who drive race cars. Shelly Avery (00:47:00): Exactly. Rob Collie (00:47:00): Right. I've seen this evolution on the Excel team over the years too. There's more and more people on the Excel team who came up not originally as software engineers, but as people in finance and things like that. Whereas I was a computer science major that had to learn Excel in order to work on the Excel team. And so it was, if you populate a team with nothing but me, back then anyway, you end up with a team of mechanics who has no idea what it's like to go into turn three cars ride. I'm using a racing metaphor. I don't even watch racing. I find it incredibly dull, but I love a good metaphor though. Shelly Avery (00:47:40): Sure. Absolutely. I think Microsoft has done that and is continuing to expand that industry team, even our president of health and life sciences comes from the industry. A lot of our leaders from even a marketing perspective or from a product development perspective, they're starting to hire from the industry. Rob Collie (00:48:03): That's wisdom. That's humility. I think 20 years ago, we would've probably seen Microsoft put some up and coming computer science guard in that role. And you still need those people for sure. Someone who grew writing C++ isn't going to know everything that they need to know. It's again, there's this whole notion of collaboration. The thing we keep coming back to. It takes a lifetime to amass the expertise to be truly good at something. Rob Collie (00:48:29): And so, guess what, you're never going to find everything that you need in one person. You're going to need people with different histories in order to be successful. And so it's simple. And yet I don't take it for granted, when I see teams being assembled this way, I've learned to respect it, that it is a necessary and good thing. It's always worth praising even if it seems like it's table stakes. A lot of people don't view it as table stakes. Still, they've got some things to learn. Krissy Dyess (00:48:55): So Teams is empowering, it's a central hub, it's a window into all these other applications, the Power BI that brings the insights, the bots, the Power Apps, the drives actions. Tell me a little bit about the Veeva. I hear about Veeva, that whole human side. Tell me how you're seeing Veeva start to make its way to help balance, I think. Rob Collie (00:49:21): And what is Veeva? Krissy Dyess (00:49:21): Yes. Veeva. Shelly Avery (00:49:23): Yeah, sure. Microsoft Veeva is what we have marketed the name of our employee experience platform. If you're a Microsoft E, you've probably seen in the past years something in Outlook called MyAnalytics. MyAnalytics was the very early stages of what is now Microsoft Veeva. MyAnalytics was a analytics engine that had some AI in it that would give you insights about your day, or your week, or your month. It would tell you, "Hey, Shelly, you were meeting with Krissy like every week for a few weeks and you haven't talked to her in a while. Do you think it's about time to reach out?" And then it will even give you a button that says, chat with Krissy now, or schedule a meeting with Krissy now. Krissy Dyess (00:50:18): And I love that. Shelly Avery (00:50:19): Yeah. It would pop open your calendar- Krissy Dyess (00:50:21): Because I would forget. You have all your lists and you have all your things. And honestly, when those things would come across, I was like, "Oh, yeah, you're right." And I was like, wait a minute. The technology is getting on top of all this stuff that I can't keep track of. It's amazing. Shelly Avery (00:50:34): Yeah. That was the beginning of it. Microsoft also came out with another tool called Workplace Analytics, which was the next step of MyAnalytics, where it would anonymize the data and send it to your manager or to your direct report and it would go up the chain all the way. So if my manager had 10 people on it, he would get a daily or weekly report that said, "Hey, your 10 people, this is what they're doing. They're multitasking in their meetings or they're working after hours. Hey, maybe you should encourage them to close the lid of their laptop at night. Let them have better work-life balance." It provides the manager with insights. Right? Krissy Dyess (00:51:17): That's right. Because these are important. This is important to your overall health of your business, your company, your culture. Shelly Avery (00:51:24): Exactly. So Microsoft Veeva took MyAnalytics and turned it into what is now called Veeva Insights. And then there is Manager Insights and Workplace Insights. And so insights is really just a rebranding and a movement from MyAnalytics in Outlook. And it's now insight of Microsoft Teams. Because Teams has that developer side of it, there's so much more that you can do with that information in Teams than it is within Outlook. And so it gives you nudges also to set focus time on your calendar or set learning time on your calendar, and it updates your status, your green, yellow, red, to focusing or away or things like that. And so it uses AI to help you know maybe when you're overworking or who you might need to collaborate with. Recently, Microsoft made a investment with a meditation company, Headspace. Krissy Dyess (00:52:30): Yes. Yes. See, this speaks to me. I love it. Shelly Avery (00:52:33): Yeah. It's built into Microsoft Veeva. What I use it for is there's a feature called your Virtual Commute. We all used to drive in and drive out of the office and you had, and I forgot about it, but you had that me time in the car. We could listen to a podcast or veg out on the radio or something, but it was some me time while you were in the car, going home from work. And we lost that when we all went remote. It's like I literally shut my computer and then I walk in the kitchen and start cooking dinner. It's like, where is that me time? And so I use the Virtual Commute and I don't use it every day. It's about a five to seven minute decompression. It says, are you ready to wrap up your day? Krissy Dyess (00:53:17): I need this. Shelly Avery (00:53:17): Do you have any last minute emails you need to send? Do you need to create any to-dos? And it integrates with Microsoft to-dos, so you can click on things and say, add to my to-do. And then it walks you through a little meditation. Yeah, Rob's got it on right now. Krissy Dyess (00:53:38): This feels amazing. You just took this conversation to a new place and adding in the music. I'm feeling it. This is just taking work to a new level. Rob Collie (00:53:50): Imagine a world of Raw Data. Data with the human element. Krissy Dyess (00:53:58): No, no. Make it come back. Shelly Avery (00:54:00): Yeah. Krissy Dyess (00:54:00): Oh, no. Can we get that? Rob Collie (00:54:06): I couldn't help it. Krissy Dyess (00:54:08): No. This is what people need. Honestly, when I heard about this, and I'm surprised when I say Veeva, people are like, "What's Veeva?" And I loved your explanation because it gave so much more detail and history, people need this. Think about like, it gives tap it into how long you've been sitting and giving you that balance. This is amazing. Wow. I'm even more excited about this. Shelly Avery (00:54:31): Well, and I think- Krissy Dyess (00:54:33): I think I can make it another 50 years in the work environment now, like [inaudible 00:54:37]. Rob Collie (00:54:37): I said, that was the plutonium battery that you needed. Shelly Avery (00:54:41): Well, and it's so cool because just like there's a Teams team, there's a Veeva team and they are just getting started. They're integrating LinkedIn learning into Veeva learning and all these other learning platforms. So you can learn right in the UI of Teams and you don't have to single sign on and then MFA and forget your password to log into all these other learning tools. And it allows you to share it right inside of Team, say, "Hey, team, I just did this great learning. I think it'd be great for you." Shelly Avery (00:55:11): And customers can upload their own learning modules to it. There's Veeva topics, which is this Wikipedia where it's self-curated information. And what is great, like we've talked about acronyms at Microsoft, every acronym has a topic page now at Microsoft. So anytime you type an acronym, it hyperlinks it. So I'm chatting you in Teams and I say FHIR. And it's like, what the heck is FHIR? You hyperlink it and it gives you an explanation of what FHIR is. Krissy Dyess (00:55:43): That's game changer in itself. Rob Collie (00:55:46): So, does it also pick up pop culture, like if I type IKR, I know, right? And someone else doesn't know what that means. Usually I'm on the receiving end of this. Someone used an acronym yesterday in a chat with me that I'm sitting there going like, "Oh, what new hipsters saying is this?" And it turned out, no, no, no, no, no. That's the customer, Rob. Krissy Dyess (00:56:08): Here's something really weird too. I love this Veeva thing. I love Teams and all this productivity and pulling all the pieces together. Gosh, back in the day, when I moved from back east to Phoenix out west and I started working at the company I was with, they actually had a meditation person that would come in every so often and they would have us stand up and do exercises. And then even to just like little chair massages and it all- Rob Collie (00:56:41): Please continue. Krissy Dyess (00:56:42): Right. Oh, this is just as amazing. I don't even know what track you got, what meditation track, but I just need this in my day. And so many other people do. Rob Collie (00:56:55): Do you see that? I feel compelled to not even hold the phone steady. I have to move it in a circle, a very gentle circle as I play it into the microphone. I didn't even know I was doing that. Shelly Avery (00:57:06): It makes you want to sway. Rob Collie (00:57:11): Yeah. In the middle of the meditation music, you heard my reminder for my next meeting go off. Oh, it really spoiled the mood. Krissy Dyess (00:57:21): And you haven't reviewed that 50 page slide deck. And then- Rob Collie (00:57:25): That's right. Krissy Dyess (00:57:26): Here it goes. Reality comes right back in. You're like, "Oh, okay. Veeva, Veeva, help me." Shelly Avery (00:57:32): I Mean, not to pitch, I'm not selling Veeva anymore. I'm a user of it, but those are also things it does. It gives you alert in the beginning of the day that says, "Hey, Shelly, here's what your day looks like. You got these six meetings. Here's a PowerPoint that you were working on, that might go with this meeting. Do you need to review it?" The Outlook team has also built in, I don't know if you guys have seen this. In Outlook now, you can create 25 minute meetings, 45 minute meetings or 55 minute meetings that either start five minutes late or in five minutes early to give that bio break meeting buffer between meetings. Krissy Dyess (00:58:14): That's right. Shelly Avery (00:58:14): Because when you're fully remote, all I do is sit around and I click the join button all day. I need to go refresh my drink, I need to stand up, I need to stretch. And so, again, we talked about culture at Microsoft earlier, and Satya has been on multiple news outlets talking about how we were the customer zero for Veeva and for this workplace balance. And it's so incredibly crazy to me how much people care about people. It's what we need to do as a human race. We just need to care about people more and allowing technology to play a part in that. It's so cool that we have that. Hopefully organizations take advantage of it for their employees. So more people can have ... It's just the little things- Krissy Dyess (00:59:06): It is the little things. Shelly Avery (00:59:06): You mentioned, Krissy, earlier, it's the little things, like five minute less meetings. It's a sign of respect. Let me use the restroom. Don't be mad at me if I'm not on at the top of the hour. I need two minutes to jump from my last meeting to switch my train of thought to get into the next one. And I think that it's super cool that I get to be a part of a company that's offering that to others. And I hope the rest of the world sees it and gets to take advantage of it. Krissy Dyess (00:59:35): This week, just recently, because I am seeing the five minute grace period, the meetings start five after, but I just, this week, because now people are starting to creep in at 10 after. So it's like everybody expects that five minute because exactly like you said, you're on back-to-back meetings, you don't get a break, but now that five minutes, now it's okay if you're 10 minutes after. Then it's going to be 15. Right? Rob Collie (00:59:59): Yeah. It's like back when I used to teach classes, I would tell people we're going to take a five minute break and we'll resume in 10. Right? Shelly Avery (01:00:08): Yeah. Krissy Dyess (01:00:09): That's right. Rob Collie (01:00:10): But if I tell you it's a 10 minute break, it becomes a 15 minute break. You can't have that. So just say, "Five minute break, but I'll see you in 10 minutes." Krissy Dyess (01:00:17): When I was training, there was no break. So all my students out there- Rob Collie (01:00:20): You just powered through? Krissy Dyess (01:00:22): Because there was so much cool things that I ... I was like, "No breaks. Let's keep going." And they're looking at me. Rob Collie (01:00:28): In the morning, everybody please come in, sit down at a seat that has a book in front of it. And in the bag next to it, is your astronaut diapers for the day. Krissy Dyess (01:00:38): Don't drink water or you might have to go. Rob Collie (01:00:41): Yeah, yeah. We have capitas. Krissy Dyess (01:00:43): I was a different person back then. Now I'm embracing the Veeva and the breaks. I feel sorry for all my students, but that's what I did, because there was so much cool stuff. No breaks. Rob Collie (01:00:52): While we're on this topic, just briefly, this Veeva thing, it seems like one of those technologies that it's not the only thing like it, for sure. But it can be used for good, but it could also be used in a very dark way, if we're not careful. When we were talking to Jen [Stirrup 01:01:08] on a recent podcast, even dashboards reports and things can be used as a form of workplace surveillance. I do see all of the glass half full potential here. Are there any concerns about customers saying, "Yeah, yeah, yeah, we'll use this for the positive, the meditation and the humane," but then they just turn around and roll it out as like the Amazon horror stories of the driver's not allowed to take bathroom breaks. And this is a means of enforcing that. Shelly Avery (01:01:36): Yeah. I think there is fear of that. I mean, I know a ton of people they put duct tape over their cameras and they don't want windows hello because they think the world's spying on them. There are just people that have that fear. Rob Collie (01:01:49): I don't know any of those. Shelly Avery (01:01:51): Yeah. But I think Microsoft is trying to protect customers a little bit in this area, that you are the only one that can see your data. Everything else is anonymous. Now, if you're a team of one and you report to your manager, obviously the manager is going to know it's you or a team of two, there are those things. But as you go up from a manager one to an M two, to a director, to a VP, and then all the way up to HR, unless you're a very, very small company, the data is segregated into demographics, and geographies, and departments, and roles, and skills, and tenure. And they slice and dice that data to learn insights as to how one population is performing or working over another population. Shelly Avery (01:02:42): I think it was one engineering group at Microsoft that was really, really being overworked. Not that they weren't all being overworked. I'm sure everybody is overworked in every position at every company everywhere. But there was this one in particular organization at Microsoft, I think they were putting in like 18 hour days. It was ridiculous. And the feedback they got from these individuals was, "We have to work after hours because we are in meetings all day." And they were individual contributor. They were coders. They needed that three to four hours to get that line of code written or tested or whatever. Shelly Avery (01:03:17): They made a meeting free Wednesdays. They literally wouldn't allow people to have meetings. Now you could collaborate with people and set your own, but no internal or manager type meetings those days. And the productivity of that group after three or four months, just completely changed. And so using the data, that's what the data is meant to be there for. Now, there are people in the world that are just going to make Ponzi schemes. They're just evil people. Data can be used, I'm sure in malicious ways. I think Microsoft is trying their best to make it so they can't be super micromanagement at least down to the individual level. Rob Collie (01:04:02): It's a certainly a very, very challenging frontier for a technology company, right? We're going there as an industry. It's inevitable. It's happening. There's no point in trying to say, "Oh, no, let's put up the firewall here." We're seeing this thing. This goes back to my original, something I said a long time ago in this discussion about how certain things don't go through a computer very well. I think this is one of those examples. We're seeing it with Facebook and YouTube. Technology companies, they're in the position now, these companies, of being the arbiters of truth and there's no algorithm. Rob Collie (01:04:36): There's actually a really great YouTube video, or this one guy in the UK talks about, there is no algorithm for truth, but we've created these platforms that are the primary disseminators of information in the world and they're completely and forever ill equipped to be arbiter of truth. Wow, look at the world that we're in. So, I don't think this particular topic is on that scale. It doesn't have that same reach. I don't think as the other things, but I think it's a cousin of those problems in some ways. It's a more solvable problem, I think, than the Facebook and YouTube problem that we're seeing. But this is where the real stuff is. Is like, how do we deploy these things in a way that is a net benefit to humanity? And not just as a net benefit to shareholders. Shelly Avery (01:05:27): Exactly. Rob Collie (01:05:28): That's attention, especially I think in the United States. It's a very different dynamic like in Europe, for instance. I can imagine the adoption profile of something like Veeva in Europe will be very different than in the USA. Shelly Avery (01:05:40): Well, it will have to meet European standards. European has GDPR around privacy laws. And so there might be different settings or features that can or can't be enabled in a product like Veeva in UK or in Europe to comply with those. Rob Collie (01:05:58): A lot of consumer products in the United States, they have to meet California standards. Shelly Avery (01:06:03): Exactly. Rob Collie (01:06:04): And then because of that, the whole country is California in terms of its standards, because you're manufacturing product. Software's a little different, it can be tuned differently in different places. Shelly, I have really enjoyed this conversation and thank you so much for making the time. You also get a gif of yourself. Why don't have to be mentioned that. Krissy Dyess (01:06:19): A G-I-F not G-I-F-T. Gif. Rob Collie (01:06:22): Right. Not a gift, but it is a gift- Krissy Dyess (01:06:24): It's a gift or a gif. Rob Collie (01:06:29): Or a gif. Yeah. Shelly Avery (01:06:29): Yay. Fun. Rob Collie (01:06:29): Yeah. Krissy Dyess (01:06:29): And you could frame it. Rob Collie (01:06:29): It needs to be a movable frame. We could sell it as a
Martin Flaherty is the witty and outspoken co-host of the podcast Tailgating with Geniuses. Tailgating with Geniuses blends the entertaining personalities of the hosts with some of today's most creative thinkers and leaders.Martin also has some interesting ties to the world of design and construction that are rooted in sustainability. In 2005, he co-founded Eco-Scorecard. At that time, Eco-Scorecard was the industry's first-ever tool to help calculate how different products could contribute to environmental certifications. In this conversation, Martin shares some of his favorite stories, bloopers, and insights that he's gathered after 20 years in the commercial building industry. Connect with Martin Flaherty on LinkedIn: Listen to Tailgating with Geniuses: Learn more about Martin Flaherty and Pencilbox:Sign-up to receive a FREE copy of the newest Imagine a Place journal:Connect with Doug Shapiro on LinkedIn:
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