Podcasts about workquake

LifeBlood: We talked about AI proofing yourself and your company, how to compete in the future of work amid constant disruption, why the most important skill is going to be your ability to learn, how to become more gritty and scrappy, and the mindset to adopt, with Steve Cadigan, Leadership and Talent Strategy Expert, and the first Chief Human Resources Officer at LinkedIn.  Listen to learn why loyalty isn't what it used to be! You can learn more about Steve at SteveCadigan.com, and LinkedIn.  Get your copy of Workquake here: https://amzn.to/43w83vn  Thanks, as always for listening! If you got some value and enjoyed the show, please leave us a review here: ​​https://ratethispodcast.com/lifebloodpodcast You can learn more about us at LifeBlood.Live, Twitter, LinkedIn, Instagram, YouTube and Facebook or you'd like to be a guest on the show, contact us at contact@LifeBlood.Live.  Stay up to date by getting our monthly updates. Want to say “Thanks!” You can buy us a cup of coffee. https://www.buymeacoffee.com/lifeblood Copyright LifeBlood 2025.

Today, I'm joined by Steve Cadigan, and we're discussing why everything you know about work and leadership is about to change. Steve was LinkedIn's first Chief Human Resources Officer and author of the popular book, Workquake. He is a globally recognized talent strategist, board member, and thought leader in the future of work. As the founder of Cadigan Talent Ventures, a Silicon Valley-based consultancy, Steve provides invaluable counsel to a diverse array of innovative organizations, including tech giants, sports clubs, and financial institutions. I'm excited to talk to him about the future of leadership. Show resources: Workquake Book Steve Cadigan on TikTok Steve Cadigan on LinkedIn Steve Cadigan's Website Sponsors: ⁠⁠Cadre of Men⁠⁠ ⁠⁠Farrow Skin Care⁠⁠ ⁠⁠Salty Sailor Coffee Company⁠⁠ ⁠⁠Leader Connect⁠⁠ ⁠⁠The Qualified Leadership Series⁠⁠ ____ Get all of Jon Rennie's bestselling leadership books for 15% off the regular price today! ⁠⁠HERE Learn more about your ad choices. Visit megaphone.fm/adchoices

Steve is a globally renowned talent strategist and advisor, sought after by leaders and organizations around the world. His client roster includes innovative organizations such as Airbnb, Salesforce, the Country Music Association, Manchester United Football Club, the BBC, and the City of Lisbon Portugal.Additionally, Steve is frequently retained by top VC firms and top consulting firms like Deloitte and McKinsey for his expertise.A dynamic speaker and educator, Steve presents at global conferences and teaches at leading universities.Before founding his firm in 2013, Steve spent over 25 years as an HR executive atindustry-leading companies like Cisco Systems and Electronic Arts.His career culminated in his role as LinkedIn's first Chief Human Resources Officer, where he helped grow the company from a private startup of 400 employees to a public powerhouse. His pioneering work in shaping LinkedIn's culture inspired Stanford University to create a graduate-level class based on his strategies.Throughout his career, the teams and cultures Steve has built have been recognized as world-class performers by The Wall Street Journal and Fortune Magazine. He has also been named one of the Top 100 Global Thought Leaders in People and Talent annually since 2021.In 2021, Steve released his acclaimed book Workquake, which explores the future of work and became an Amazon “Hot New Release” upon publication. Today, he serves on the boards of three companies and advises several forward-thinking organizations.To know more about Steve visit his website:www.stevecadigan.comThis episode is sponsored by: The Outlier ProjectWebsite: https://www.theoutlierproject.live/LinkedIn: @theoutlierproject

In this episode of The Future of Teamwork, Dane Groeneveld sits down with Steve Cadigan, first Chief HR Officer at LinkedIn and author of Workquake. Steve shares his unexpected journey from a history major with zero interest in business to becoming a globally recognized HR executive. From recruiting at Esprit to scaling LinkedIn from 400 to 4,000 employees, Steve reflects on the lessons learned across industries and continents. He offers powerful insights on human-driven work and leadership, talent strategy, and what it really takes to build systems from scratch in fast-moving environments. For leaders who want to invest in their people and create stronger teams, this episode offers a fresh perspective.Key Takeaways: 00:00 Introduction to the Future of Teamwork Podcast01:27 Meet Steve Cadigan: Leadership Expert and Talent Strategist02:09 Steve's Early Life and Career Journey08:26 Building a World-Class Company Culture at LinkedIn11:42 The Dynamic Nature of Modern Careers16:26 The Role of AI in Talent Management24:21 The Power of Human Connection in Career Growth29:12 Journey of Self-Discovery29:38 Parental Expectations and Personal Fulfillment30:48 Value and Career Choices31:31 Career Week Controversy33:00 The Gig Economy and Self-Awareness36:02 The Importance of Diverse Experiences37:29 Adapting to Rapid Change40:40 The Future of Learning and Work44:00 The Role of AI in Talent Development52:18 Creating Inspiring Work Environments56:15 Conclusion and Contact Information

Steve is a top talent strategist and leadership expert with 30+ years of experience. He famously led LinkedIn's early hyper-growth phase as its first CHRO, building its world-class company culture from scratch, and scaling the organization from 400 to 4,000 employees in 3.5 years.       As one of the most provocative global thought leaders on the future of work, Steve is hired not only by F500 companies but by entire countries to help them navigate the talent landscape. His clientele spans all the way from Google, X, Slack, BBC, and Intel, to the City of Lisbon, which hired him to develop the startup incubator Unicorn Factory.      His award-winning book Workquake is considered a game changer for leaders and organizations on the future of work in a post-COVID world. He has also written for Forbes and Inc., will soon be writing for Business Insider, and frequently appears on Bloomberg and CNBC to talk about the evolving nature of work, talent management, the Big Resignation, and successful leadership.  He is regularly asked for advice by legacy institutions like Harvard, as well as top VCs and management firms including Accenture, Deloitte, and McKinsey, and today sits on the board of three corporations. 

The workplace is evolving faster than ever — are you keeping up or getting left behind? This week on THRIVE, Gene Marks chats with Steve Cadigan, author of Workquake and LinkedIn's first Chief HR Officer, to break down the new rules of work. From career pivots to building a culture that spans four generations, Steve dives into the seismic shifts redefining the employer/employee relationship. He also offers fresh takes on performance reviews, the value of college degrees, and using AI to empower teams (not replace them). Listen now to discover new strategies and ideas for navigating the future of work. Topics include: 00:00 – Episode preview and welcome 01:22 – Macro trends driving workplace change 02:26 – Changing workforce psychology 03:55 – Steve Cadigan's background 05:10 – Developing culture within a multi-generational workforce 07:59 – Strategies for motivating employees 11:36 – Reevaluating performance reviews 13:43 – The value of college degrees 17:22 – Remote work perspectives 19:49 – Advice for organizations on remote work 23:29 – The impact of AI in the workplace 25:28 – Wrap up and thank you 11 hiring, recruiting, and talent acquisition trends on the rise: https://bit.ly/4gVH2Fo The most pressing HR technology trends that are likely to shape the future of HR in 2025 and beyond: https://bit.ly/4igMG65 DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

In this episode of Partnering Leadership, Mahan Tavakoli speaks with Steve Cadigan, renowned talent strategist, leadership advisor, and author of the acclaimed book Workquake. Steve brings decades of experience shaping talent strategies for some of the most innovative companies in the world, including Cisco, Electronic Arts, and LinkedIn, where he played a pivotal role as the company's first Chief HR Officer during its meteoric rise.Steve Cadigan explores the seismic shifts reshaping the workplace, from the unprecedented power shift toward employees to the increasing necessity for organizations to embrace agility in a high-turnover world. In a lively and insightful conversation, he challenges traditional leadership paradigms, emphasizing the importance of rethinking outdated systems designed for a workforce that no longer exists. Whether it's hiring for potential, fostering cultures of continuous learning, or preparing for the impacts of AI, Steve delivers actionable strategies for CEOs and senior executives navigating the future of work.As the world moves at an accelerating pace, Steve highlights the critical need for organizations to adapt to the realities of shorter employee tenure and heightened workforce expectations. He shares stories and examples from his extensive career to illustrate how leaders can position their organizations to thrive by creating environments where people want to stay—not because they have to, but because they're inspired to.Actionable Takeaways"You'll learn why the war for talent is over—and why talent has already won." Hear Steve Cadigan explain how the power dynamic has shifted to employees and what leaders must do to create an environment where people want to stay."Discover why long-term employee tenure is a thing of the past." Explore how leaders can move away from outdated systems and embrace agile workforce strategies for a high-turnover reality."Hear how to attract top talent without relying on higher salaries or perks." Learn why building a culture of meaningful work and belonging is the ultimate competitive advantage in today's job market."Find out why hiring for potential beats hiring for experience." Steve shares why adaptability and learning velocity are more valuable than traditional resumes in a fast-changing world."Explore how leaders can thrive in high-turnover environments." Steve reveals strategies used by innovative companies like Google and Tesla to foster creativity and innovation despite short employee tenures."Learn how to build alumni networks that amplify your brand." Discover why staying connected with former employees is a powerful strategy for recruitment, collaboration, and long-term success."Uncover the true role of AI in reshaping work." Hear why AI should be used to enhance jobs and unlock human creativity rather than simply cutting costs and headcount."Get actionable insights on fostering learning ecosystems." Steve discusses how organizations can invest in continuous learning to remain competitive and retain talent."Understand the importance of rewriting job descriptions for today's workforce." Learn how to craft roles that inspire candidates and reflect the dynamic realities of modern work."Discover why culture is the most powerful recruiting tool you have." Steve emphasizes the importance of creating workplaces where people feelConnect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

In this powerful episode, I'm joined by Steve Cadigan, LinkedIn's First Chief HR Officer, best-selling author, thought leader and talent strategist. We dive into how AI can align with our organizational values like customer service, integrity, and collaboration. We explore how AI can create new roles and opportunities while emphasizing the importance of developing our unique human skills like leadership and communication. We also discuss practical strategies for building a healthier and more sustainable relationship with technology and how AI can empower senior workers, bridge generational gaps, and drive transformational change for businesses.Guest IntroductionSteve Cadigan is an incredible talent advisor, speaker, and author. As the former CHRO at LinkedIn, he played a massive role in shaping the company's culture and success. With over 25 years of HR leadership experience, Steve founded Cadigan Talent Ventures, where he works with organizations like Google, Cisco, and Manchester United. He's passionate about using AI to enhance humanity, not replace it, and he's the author of Workquake, a must-read book on the future of work and business transformation.The Human Side of AI in Business - Key TakeawaysAI should align with core values like integrity, teamwork, and service to truly support transformational growth.We'll see AI open up opportunities that focus on unique human strengths, such as leadership, communication, and empathy, especially important in online coaching businesses.Before looking outside for talent, use AI to map and uncover your team's internal skills and capabilities.AI offers a chance to rethink how technology enhances lives, relationships, and business scaling strategies.Seniors bring irreplaceable human experience and connection skills, which AI cannot replicate, creating new opportunities in the workforce.AI and Humanity: Building a Healthy RelationshipAI should serve us by making our lives more meaningful and reducing stress, not increasing it. It's an opportunity to improve relationships, both personally and professionally, and create more balanced lives. For transformational coaches and business leaders, leveraging AI effectively can mean deeper connections with clients, fostering trust, and delivering greater value.Generational Impacts of AISteve shared fascinating insights on how AI could be a game-changer for older workers. Seniors bring skills like empathy, experience, and pattern recognition that AI cannot replicate. Younger generations may shift their focus to humanities and power skills, creating a workplace where different generations thrive together. This shift can bring new perspectives and approaches to transformational coaching and online businesses.Key Quotes"We're not just cutting jobs; we're rethinking how technology can help us build more enriching relationships.""AI can't replace what makes us uniquely human—our empathy, leadership, and ability to connect.""Seniors have the human skills AI can't replicate—this could swing the pendulum in their favor.""Winning back our relationship with technology is essential for our collective well-being.""Experimentation isn't just a strategy—it's a survival skill in today's fast-evolving AI landscape."Resources MentionedSteve's website: stevecadigan.com Follow Steve on LinkedIn: https://www.linkedin.com/in/cadigan Follow Steve on TikTok: https://www.tiktok.com/@stevecadigan Get Steve's book

Steve Cadigan – Workquake: embracing the aftershocks of COVID-19 to create a better model of working...with TRE's Giles Brown

Steve Cadigan is a top talent strategist and leadership expert with 30+ years of experience. He famously led LinkedIn's early hyper-growth phase as its first CHRO, building its world-class company culture from scratch, and scaling the organization from 400 to 4,000 employees. As one of the most provocative global thought leaders on the future of work, Steve is hired not only by top companies but by entire countries to help them navigate the talent landscape. His clientele spans all the way from Google, X, Slack, BBC, and Intel, to the City of Lisbon, which hired him to develop the startup incubator Unicorn Factory. His award-winning book: WORKQUAKE is considered a game changer for leaders and organizations on the future of work in a post-COVID world. He has also written for Forbes and Inc., will soon be writing for Business Insider, and frequently appears on Bloomberg and CNBC to talk about the evolving nature of work, talent management, the Big Resignation, and successful leadership. A sought-after keynote speaker, Steve has delivered commencement addresses at Stanford and University of San Francisco. He is regularly asked for advice by legacy institutions like Harvard, as well as top VCs and management firms including Accenture, Deloitte, and McKinsey. More Info: Steve CadiganBook: WORKQUAKESponsors: Master Your Podcast Course: MasterYourSwagFree Coaching Session: Master Leadership 360 CoachingSupport Our Show: Click HereLily's Story: My Trust ManifestoSupport this show http://supporter.acast.com/masterleadership. Hosted on Acast. See acast.com/privacy for more information.

Steve is a top talent strategist and leadership expert with 30+ years of experience. He famously led LinkedIn's early hyper-growth phase as its first CHRO, building its world-class company culture from scratch and scaling the organization from 400 to 4,000 employees.          As one of the most provocative global thought leaders on the future of work, Steve is hired by top companies and entire countries to help them navigate the talent landscape. His clientele spans from Google, X, Slack, BBC, and Intel to the City of Lisbon, which hired him to develop the startup incubator Unicorn Factory.         His award-winning book Workquake is considered a game changer for leaders and organizations on the future of work in a post-COVID world. He has also written for Forbes and Inc. and will soon write for Business Insider. He frequently appears on Bloomberg and CNBC to discuss the evolving nature of work, talent management, the Big Resignation, and successful leadership.     Steve is a sought-after keynote speaker who has delivered commencement addresses at Stanford and the University of San Francisco. Legacy institutions like Harvard and top VCs and management firms, including Accenture, Deloitte, and McKinsey, regularly ask him for advice.        Quick recap Summary Future of Work and Talent Challenges Michael and Steve discussed the future of work and the challenges leaders face in managing talent. Steve, with over 40 years of experience in human resources, shared his insights on how the work landscape has changed, particularly in the wake of the Covid-19 pandemic. They both agreed on the importance of their conversation and discussed the challenges organizations are facing in talent acquisition and retention. Steve emphasized that leaders need to understand and adapt to these changes to effectively motivate and retain their employees. Burnout, Healthcare Challenges, and Enrollment Trends Michael and Steve discussed the challenges and burnout issues faced by healthcare professionals, particularly during the pandemic. They highlighted the decreasing number of people working in the healthcare field and the unprecedented challenges faced by healthcare systems. Steve noted the significant number of people leaving the education field, indicating a broader failure in these essential professions. They also discussed the challenges faced by the nursing profession, particularly the diminishing influx of talent and the increasing questioning of its brand. Michael agreed, noting similar issues in other industries, such as wastewater and grain elevators, where the younger generation is less interested in pursuing traditional family occupations. They also discussed the impact of decreasing enrollments in nursing schools on the education side, leading to increased costs due to reduced supply. Addressing Job Market Challenges and Solutions Michael and Steve discussed the challenges and potential solutions in the current job market. They highlighted the frustration felt by leaders and employees, and the difficulties in retaining talent, especially among younger workers. Steve shared his insights from post-pandemic conversations with leaders, noting that many were surprised by the positive business results despite high turnover rates. They both agreed that the traditional model of long-term employment may no longer be realistic or desirable, and that organizations need to adapt their strategies to attract and retain new talent. They also noted that successful companies like Microsoft and Tesla have managed to thrive with high turnover rates by having effective systems in place. College Football Coaches' Challenges and Solutions Steve and Michael discussed the challenges faced by college football coaches, particularly in the current transfer portal environment. Steve used the example of Nick Saban to illustrate the difficulties of recruiting and retaining top talent. Michael emphasized the importance of focusing on what is working and being creative in addressing issues. Both agreed on the need for business leaders to adapt to changing circumstances and to leverage their experience to find solutions. Perspective, Teamwork, and Conflicting Goals Michael shared a leadership anecdote about Roger Nirenberg, who uses music to illustrate the importance of perspective and teamwork in organizations. He emphasized the need to understand and appreciate different viewpoints within a team. Steve then discussed the concept of conflicting goals within organizations, using a soccer metaphor to explain that not everyone's objectives align, and this can lead to frustration. Both agreed on the importance of flexibility, agility, and openness to new ideas and perspectives. Employee Engagement, Communication, and Empathy in the Workplace Steve and Michael emphasized the importance of robust communication and a human-centric approach in the workplace. They discussed the need for regular performance appraisals and creating an organizational structure that promotes open communication and employee autonomy. They also highlighted the significance of maintaining a positive work environment that fosters employee engagement, creativity, and job satisfaction. Lastly, they underscored the unique value of human empathy and connection in the face of increasing automation and AI in the workplace. LinkedIn Strategies and Connector Role Steve and Michael discussed their strategies for using LinkedIn effectively. They stressed the importance of building genuine connections and providing value to others on the platform. Michael clarified his role as a connector, aiming to help individuals meet their obligations and goals.  

In this podcast episode, Steve Cadigan, LinkedIn's first Chief HR Officer and expert on the future of work, discusses the evolving landscape of human resources and talent strategy. Topics covered include the importance of accountability, defining success, stakeholder engagement, and the dynamics between hiring managers and talent HR. Steve delves into the challenges the HR industry faces, particularly the complexities around hiring, onboarding, and aligning talent strategies with company values. He emphasizes the need for organizations to adapt to rapid changes in job requirements, skills, and workplace culture. The conversation also touches on the potential impacts of AI on HR practices, advocating for AI to complement talent strategies by enhancing personal job satisfaction and organizational fit rather than focusing on cost savings. Steve shares insights from his extensive experience and suggests ways to improve recruitment processes and talent management for a more engaged and productive workforce. Highlights 00:31 Defining Accountability and Success in HR 02:08 The Complex Role of HR in Balancing Growth and Compliance 05:35 Challenges in Talent Acquisition and the Evolving Job Market 26:24 The Future of Work: AI, Automation, and the Talent Landscape ------ Guest: Steve Cadigan is a true luminary in the world of talent. His expertise is regularly sought after by some of the most prestigious organizations on the planet, including dynamic organizations like Google, Manchester United, The Royal Bank of Scotland, the City of Lisbon Portugal, and the BBC. Not only that, but he's also a trusted advisor to top-tier venture capital and consulting firms like Sequoia, and McKinsey & Co.. Steve may be best known for being LinkedIn's first Chief HR Officer helping design what many consider to be the gold standard of company culture. Throughout his illustrious career, Steve has consistently demonstrated his ability to build teams, shape cultures, and transform organizations into nothing less than "world-class" performers. His remarkable achievements have garnered accolades from esteemed publications such as the Wall Street Journal and Fortune magazine, solidifying his reputation as a true industry visionary.  In recognition of his outstanding contributions, Steve Cadigan was rightfully named one of the top 200 Global Thought Leaders in the realm of People and Talent in 2021 and again in 2023. In 2021 Steve published his first book on the future of work titled “Workquake” which immediately was recognized as a “Hot New Release” on Amazon.com. https://www.linkedin.com/in/cadigan/ ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

Paul Glover (Author, WorkQuake™️) Former Federal Trial Lawyer turned No B.S. Post-Pandemic Leadership Expert, Paul brings over four decades of experience to the table. His journey from a successful legal career to an unexpected seven-year incarceration shaped his unique perspective on leadership.With over 25 years of coaching experience and a focus on guiding executives through transformative journeys, Paul is renowned for his expertise. He's the mastermind behind WorkQuake™️ and has mentored leaders of billion-dollar organizations.Paul's dynamic background in law, coupled with his captivating storytelling and coaching finesse, makes him a trailblazer in the post-pandemic leadership realm. Plus, he's so confident in his value that he offers a No B.S. Money Back Guarantee! Don't miss out on the chance to learn from one of the best.

Today, I am joined by an amazing speaker and thought leader, Paul Glover.    You may remember Paul from our conversation in Episode 473 or from Episode 412, where we featured his powerful big talk from the Speaker Salon Showcase. If you haven't listened to those episodes yet, be sure to check them out!   Paul is a Keynote Speaker, Educator, Executive Coach, Author, “Recovering” Lawyer, and Leadership Development Coach.   Recognized as the No B.S. Workplace Performance Coach, his coaching program focuses on improvement at every level of an organization. Paul's book WorkQuake™ is dedicated to the concept that “the times they are a changin'” and people at all levels of organizations need to be aware of and responsive to those changes.   In this episode, we'll explore:   How Paul found Tricia and came to be a part of The Big Talk community The importance of vulnerability, community, and persistence on your speaker journey Paul's path to becoming a TEDxTCCD speaker and how he is now leveraging the skills and techniques he learned to take more big stages Paul's current favorites: Book: Call Sign Chaos, Speaker: Mel Robbins, and Podcasts: Mel Robbins & Tim Ferriss More from Paul Glover His previous appearances on The Big Talk podcast in Episode 473 and Episode 412 Websites: https://paulglovercoaching.com/ and https://paulgloverspeaks.com/  More from Tricia  Step onto big stages with my Masterclass, The Art of The Big Talk Explore my content and follow me on YouTube Follow me on Instagram  Connect with me on Facebook  Connect with me on LinkedIn  Visit my website at TriciaBrouk.com 

LinkedIn's first chief HR officer, Steve Cadigan, continues his HR Break Room® visit with a discussion about employee well-being and the idea of workplace wellness. He examines wellness in a professional context and shares ways employers can support their teams.   Cadigan earned his workplace culture expertise overseeing LinkedIn's recruitment, engagement and culture strategies during a period of tenfold growth. He's an avid proponent of in-person workplaces, a topic he took on in his bestselling 2021 book, Workquake.   In this second episode of his two-part discussion, Cadigan addresses: ·        wellness in the workplace ·        mental health and employee well-being ·        the importance of a healthy workplace culture  ·        employee wellness programs and human connection in the workplace

Most people understand that diversity and inclusion in the workplace are important, but can we do more than simply recognizing this as a fact? Is it possible to leverage diversity and inclusion to build a positive organizational culture, improve work quality and increase productivity? LinkedIn's first chief HR officer, Steve Cadigan, joins the HR Break Room® podcast to answer questions about investing in the diversity of your workplace. Cadigan earned his workplace-culture expertise as he oversaw LinkedIn's recruitment, engagement and culture strategies during a period of tenfold growth. He's an avid proponent of in-person workplaces, a topic he took on in his bestselling 2021 book, Workquake. In the first episode of this two-part discussion, Cadigan discusses: diversity in the workplace leveraging your workforce the future of work the significance of investing in your people cultivating a richer human experience

Steve Cadigan scaled LinkedIn from 400 to 4000 people in 3.5 years, and is now an author and consultant on global talent strategy. He joins Kelli Dragovich and Nolan Church to discuss lessons from working with LinkedIn's CEO during hyper scale, recruiting talent, going public, and debate the future of work. If you're looking for HR software that drives performance, check out Lattice https://www.lattice.com/hrheretics After the interview, Nolan and Kelli discuss recent incidents of employees being fired for hate speech at work. – SPONSORS: Lattice | Continuum ✅ Discover HR software that drives performance with Lattice: https://www.lattice.com/hrheretics High performance and great culture should never be at odds; they're better together. With Lattice People Management Platform, companies efficiently run people programs that create enviable cultures where employees want to do their best work. Serving 1000s of customers of all sizes. Learn why companies from Slack to the LA Dodgers choose Lattice. https://www.lattice.com/hrheretics ✅ Hire Fractional Executives with Continuum using this link: https://bit.ly/40hlRa9 Have you ever had a negative experience hiring executives? Continuum connects executives and senior operators to venture-backed tech companies for fractional and full-time roles. You can post any executive-level role to Continuum's marketplace and search through our database of world-class, vetted leaders. There is no hidden cost, you only pay the person you hire. And you can cancel at any time. Joincontinuum.com – KEEP UP WITH STEVE NOLAN, + KELLI ON LINKEDIN Steve: https://www.linkedin.com/in/cadigan/ Nolan: https://www.linkedin.com/in/nolan-church/ Kelli: https://www.linkedin.com/in/kellidragovich/ – LINKS: Steve's podcast: The Work Week After Hours hosted by Steve Cadigan and Shane Howard https://open.spotify.com/show/54IQnRsvb4pCPA0InnjV5u Steve's book: Workquake https://stevecadigan.com/workquake/ Incident at Apple: https://twitter.com/stopantisemites/status/1720380304073035906?s=46&t=DYK-BZSQG0qJD_0l2IU7fQ Incident at Wix: https://www.jpost.com/business-and-innovation/article-769922 Kelli and Nolan's discussion on Politics at Work: https://www.youtube.com/watch?v=oULeqedDFYM&t=2s – TIMESTAMPS: (00:00) Episode Preview (05:24) Week one at LinkedIn (08:30) LinkedIn's biggest problem was recruiting: Why would anyone want to work here? (18:49) Sponsors: Lattice | Continuum (21:13) Overcoming the resistance against boring HR foundations (23:27) How to navigate leadership's expectations for HR (27:52) Steve's take on HR leaders (28:30) How Steve led his team at LinkedIn (30:21) Stories from working with LinkedIn's CEO Jeff Weiner (37:42) How to get other stakeholders to own comp (42:30) When LinkedIn went public (46:48) Counseling organizations on creating opportunities with a distributed remote nature (54:13) Blitzcaling at LinkedIn - what didn't go well and finding the right leaders for a billion dollar company (01:01:35) Would Steve return to the chief people seat? (01:04:03) Rapid fire: Steve's favorite hire and interview question (01:12:20) Kelli & Nolan's segment: Hate speech at work

In today's episode, Paul Glover has a unique story to share. Paul became a coach after making it through a tough time in his life with a huge helping of support from his family. Paul believes that we can learn to be more understanding and caring, to always be curious and listen to what others really think. He thinks that leaders should step out of their comfort zones and try to see things from different points of view. This means asking questions and really paying attention to what others have to say. Paul also talks about his coaching style, which involves asking specific questions to see if someone is committed to making a change. He mentions something interesting from history: In the olden days, there was a person called a "fool" who could tell kings the truth because they were not afraid of getting in trouble. Paul thinks we all need someone like that in our lives, someone who can give us honest feedback, especially when things are changing. Join us as we hear Paul's incredible story of turning his life around, the power of having an honest friend, and the journey to becoming a great leader. Get ready to be inspired and learn how making changes can not only help us but also the people around us. A bit about Paul:Paul is the No B.S. Workforce Legacy Coach, a "recovering trial lawyer", an ex-felon, the author of WorkQuake™, a presenter on Creating Leadership Legacy and Having a Fool in Your Life and a Member of the Forbes Coaching Council. Where to find Paul: https://paulglovercoaching.com https://www.linkedin.com/in/paulglovercoaching/ Other Links: https://paulglovercoaching.com/book/

This podcast has implications for all who work. It's important to know how “workquakes”​ ​are coming into our lives more and more frequently, pushing us to change jobs and even​ ​head for new professions. Feiler, author of the book: The Search, Meaningful Work In A Post-Career World, tells us how we can expect a “workquake” every two and a half years, and what this is doing to the very definition of the words work, meaning and, as a​ ​consequence, loyalty. This podcast will change the way you see the world around you.

In Bruce Feiler's latest book, The Search: Finding Meaningful Work in a Post-Career World, he explores how people navigate through "workquakes," or work transitions, drawing from hundreds of real life stories from people across the country. He joins GP to talk about why we've been inculcated with the idea that there is a linear path to success and why it's time to rethink what it means to have a career. He shares his insights on how people can move through periods of change with purpose and clarity, and the questions to ask to find the work we want. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Paul Glover, Part Three! It was so good to have one of my favorite people back on the pod. One of my first three-timers, Paul shares his new framework built around the idea of having a fool in your life. But what does that mean, exactly? Drawing on the original medieval example of the "King's Fool" or the "Court Jester", the fool is one who can speak the truth to the king from a different (possibly insane) perspective...WITHOUT getting killed for it. How does that translate today? A fool can be a powerful tool in your life - someone with the wisdom and perspective to see what you cannot (we all have blindspots), AND who is given the "psychological safety" to speak that truth to you without fear of reaction or reprisal. There's much more to it than that, and we get deep into all of the nuances and facets during our conversation. But at the heart of it, the fool is a dead-simple concept that is nevertheless quite challenging and sometimes painful...but so so so worthwhile. Paul is a C-Suite performance coach with 20 years of experience as a federal court trial lawyer. He's a passionate storyteller who believes in the power of narrative to influence and educate in the business world, personal life, and even courtrooms. He is also a member of the Forbes Coaches Council and the Author of “WorkQuake”. To learn more about Paul:https://paulglovercoaching.com https://www.linkedin.com/company/paul-glover-coaching/ To learn more about the podcast, please visit: https://boxer.agency/conversations-with-coaches/

Steve Cadigan is an Author, Speaker and Talent Strategist. He is the former CHRO of LinkedIn, and the author of Workquake, Embracing The Aftershocks of COVID-19 to Create a Better Model of Working. Prior to the pandemic, Steve began noticing fractures in the world of work, and began researching and preparing to write a book. Before he could finish, the pandemic happened, and he began to look more intently to figure out why our model of work was failing, and what we could think and do differently in order to make a better workplace for people. Drawing on his experience as the former CHRO of LinkedIn as well as an HR leader at many organizations, Steve published his book and spends his time advising organizations on talent strategies.During this conversation, we spoke about the observations Steve made about the challenges with the workplace prior to the pandemic, and how we need to think differently and more expansively about what work can be. We also spoke in depth about the challenges and limitations of the ways and words we use to talk about work, and why we should be thinking more expansively about the words we use to describe what work can be, in order to create a better world of work. Links:Website: https://stevecadigan.com/Book: Workquake: Embracing The Aftershocks of COVID-19 To Create a Better Model of Working

Steve is a best selling author and one of the foremost thought leaders in the world of people and talent.  Retained by leaders, investors, organisations and governments around the world who seek to create a better future of work.Steve is author of 'Workquake' - Embracing the aftershocks of covid 19 to create a better model of working.Steve sits on the board of many fast growth HRtech and talent companies.And back in 2009 he was Linkedin's first CHRO, where he led the company's hyper growth from 400 to 4000 employees in 3.5 years! "My passion and expertise are in these core areas: the future of work, turning culture into a competitive advantage, attracting world-class talent, and the future of leadership."Ross and Steve talk about doing things better together, challenges, asking questions, learning, building things, managing clashes, working from scratch, low budgets, failures, competitors, recognising new landscapes, outdated methods and expecting change. The pair also discuss fast learning, truths, big leaps, reimagination, adapting, Tesla, the future of work, innovation,  problem solving, diversity, knowing your staff, optimising talent, fear of the unknown, rewards, bravery, hybrids, new experiences and seeing things with new eyes.Timecodes:00:48 Steve's bio01:37 Staying motivated04:40 Joining LinkedIn during it's infancy09:39 Principles to help evaluate making decisions17:13 Approaches to initial engagement23:55 Overcoming dysfunctional pushback30:07 New challenges with unpredictability and change33:32 Why leaders are struggling to adapt38:41 The last time Steve did something for the first timeConnect with Steve:LinkedInWebsiteBook - WorkquakeTikTokConnect with Ross:WebsiteLinkedInMoonshot Innovation 

There's been a tectonic shift in the nature of work.  This week, Pat, Cody, Tracy and Beau discuss the ramifications and importance of how we acknowledge and approach this shift leading into the new year.     To order Pat's newest book: tinyurl.com/workinggeniusbook   To take the Six Types of Working Genius Assessment: https://www.workinggenius.com/   To listen to the Working Genius Podcast: tinyurl.com/workinggeniuspodcast

Do You Have What It Takes to Be a Modern Leader? Today, I am so excited to welcome Paul Glover back to the podcast. You may remember him from Episode 412, when he shared his powerful and transformative talk at the Speaker Salon Showcase.   As a Member of the Forbes Coaching Council, Paul focuses on individual & organizational performance improvement. He is recognized as the No B.S. Workplace Performance Coach and helps to create high performance work teams and to coach modern leaders.   His book WorkQuake is dedicated to the concept that “the times they are a changin'” rapidly. It describes how companies, team leaders, and team members need to be aware of and respond to the ongoing disruption and fluidity in the work environment.   In this episode, we'll explore: How spending five years in prison changed his life  His unique approach to coaching and who he won't coach The two things the modern leader has got to be able to say What it means to create a legacy Paul's current favorites: Book: Imaginable and Speaker: Tom Peters More from Paul His first appearance on The Big Talk podcast in Episode 412 Website: https://paulglovercoaching.com/  Facebook: https://www.facebook.com/paulglovercoaching  LinkedIn: https://www.linkedin.com/in/paulglovercoaching/  Twitter:  https://twitter.com/paulglovercoach  YouTube: https://www.youtube.com/user/WorkQuakeBook  More from Tricia  Order my book, The Influential Voice: Saying What You Mean for Lasting Legacy Explore my content and follow me on YouTube Follow me on Instagram  Connect with me on Facebook  Connect with me on LinkedIn  Visit my website at TriciaBrouk.com

In this episode of the Evolving Leader podcast, co-hosts Scott Allender and Jean Gomes talk to the no B S coach Paul Glover. Paul is a former attorney who went on to serve time having been found guilty of white collar crimes. He describes himself as a “recovering” trial lawyer, an unabashed Starbucks addict, and the author of Workquake™, a book dedicated to those in the work environment seeking to not only survive, but also to thrive in the Knowledge Economy. 0.00 Introduction3.36 Can you tell us about the concept of having a fool in your life?6.26 What's the contract that you're striking when you invite someone in who might not be open to feedback that you might be getting?10.44 Tell us more about your story. As you were coming out of prison, how did the role of the fool change you?19.08 What did you find hardest to accept in yourself when receiving feedback from your wife and your friends when they were allowed to see you? 30.26 When coaching, how do people feel about you and feel about themselves in your presence?34.00 You talk about daily windows of opportunity. What are they and how do you find them? 38.02 In 2012, you wrote ‘Work Quake. How organisations can successfully make the seismic shift to the knowledge economy'. I'm curious to hear what you've been observing in the last 10 years since you published that book.41.11 Based on the coaching conversations that you have had over the last 2 years, what do you think is going to happen as a result of Covid and the lessons that leaders have gained from that experience?46.07 You talked earlier about your daily gratitude practice. What are you feeling most grateful for today? Social: Instagram           @evolvingleader LinkedIn             The Evolving Leader Podcast Twitter               @Evolving_LeaderYoutube              Evolving Leader The Evolving Leader is researched, written and presented by Jean Gomes and Scott Allender with production by Phil Kerby. It is an Outside production.WE NEED TO HEAR FROM YOU!https://www.smartsurvey.co.uk/s/EvolvingLeader/

Steve Cadigan is a self-confessed “recovering HR executive”. He was LinkedIn's first Chief HR Officer and has been in the field of talent for over 35 years. He wrote ‘Workquake' against a backdrop of increasingly dissatisfied and unhappy workers. People were tired of the old model of work and wanted change. Then came the pandemic -- and work as we knew it changed forever. In this episode, Steve talks about the ‘workquake' we're experiencing, and why now is our opportunity to throw out old norms and build a better future of work. ____________________________________ Want to thrive in the world of work? You've come to the right place. We help workers and organizations understand and prepare for the #FutureOfWork Let's stay in touch

In this episode from my leadership podcast I spoke with Steve Cadigan, former Chief Human resources officer at LinkedIn, author, and leadership expert about his career, his new book Workquake, and how hiring and employee retention have changed forever!Steve on LinkedIn: https://www.linkedin.com/in/cadigan/Steve on TikTok: https://www.tiktok.com/@stevecadigan?lang=enSteve's Website: https://stevecadigan.com/My LinkedIn: https://www.linkedin.com/in/seanmcstay/My Instagram: https://www.instagram.com/sean_better_construction/

Paul Glover is the No B.S. Workforce Development Coach, a "recovering trial lawyer", an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™; he is also an online course creator, a thought leader on business and leadership topics, and a Member of the Forbes Coaching Council. He started working from home 20 years ago where he connected and listened through voice calls with his clients. He focuses on empathetic curiosity as a way to build relationships and connect with his clients.

[Replay] The Future Of Work. Steve Cadigan - LinkedIn's First Chief HR Officer, Future of Work Obsessed [Workquake]Why are more people changing jobs faster today than at any time in history?What does all this change mean to our careers and employers?What can companies do to keep our staff from leaving?You mention in the book that college is no longer the investment that will gaurantee us a viable career path, so how should we view school?Most companies still hire based on the best place to work, we pay well, and have good products, but that doesn't differeniate them from anyone, so is there a better way?Do companies over value employee retention? How do companies attract talend when they can offer neither long-term stability or security?How should you treat an employee when they leave your company?ABOUT NICK GLIMSDAHLSubscribe to my bi-weekly newsletterFind me on TwitterFind me on LinkedInLISTENER SUPPORTPurchase Nick's books: Reasons NOT to Focus on Employee Experience: A Comprehensive GuideApparel: https://www.teepublic.com/user/press-1-for-nick Support this show through Buy Me A CoffeeBOOK RECOMMENDATIONS:Learn about all the guests' book recommendations here: https://press1fornick.com/books/ BROUGHT TO YOU BY:VDS: They are a client-first consulting firm focused on strategy, business outcomes, and technology. They provide holistic consulting services to optimize your customer contact center, inspiring and designing transformational change to modernize and prepare your business for the future. Learn more: https://www.govds.com/ This podcast is under the umbrella of CX of M Radio: https://cxofm.org/Podcast-Shows/ SPONSORING OPPORTUNITIES:Interested in partnering with the Press 1 For Nick podcast? Click here: https://press1fornick.com/lets-talk/ 

The past few years have truly shaken up the workplace. We've been jostled into a different way of thinking about work and working, especially when it comes to what we think of leadership and how we want to conduct ourselves as leaders. Paul Glover, C-Suite Performance Coach and author of WorkQuake: Making The Seismic Shift To A “Knowledge Economy”, styles himself the “no BS” coach, and guides us through navigating the “workquake” with the power of persuasive storytelling. Image Credit: Paul Glover | Executive Business Coach Official Website

Paul is the No B.S. Workplace Development Coach who, for the last 30 years, has been assisting Leaders and their organizations to achieve their full potential. His approach is practical, hands-on, grounded in the realities of the real world of work and results oriented – all undertaken with a sense of humor and panache. He is also a "recovering trial lawyer", a Chicago Bears fanatic, an unabashed Starbucks addict, the author of WorkQuake™, a book dedicated to thriving in the Information Economy and a Member of the Forbes Coaching Council. Topics During this interview Paul and I discuss the following topics: Why a team becomes dysfunctional in the first placeWhat is holding leaders back from transitioning to a new generation of leadersHow to enable your teams to become self-organizing teamsWhy psychological safety is important for teamsHow to build relationships with your team members For the complete show notes be sure to check out our website: https://leaddontboss.com/231

Paul Glover's origin story begins as a trial lawyer. Convicted on corruption charges, he went to prison for the “dose of humility” that he needed. Today, Paul exudes both wisdom and humility, and he practices what he preaches to corporate executives in the vulnerability showcased throughout this episode. Listen in and you'll hear Micheal and Paul chatting about the importance of that very vulnerability, plus humility, the importance of cutting through the BS and getting to the root of an issue, and Paul's take on finding people's triggers and what it means to hit rock bottom.   A bit about Paul: Paul is the No B.S. Workforce Legacy Coach, a "recovering trial lawyer", an ex-felon, the author of WorkQuake™, and a presenter on Creating Leadership Legacy and Having a Fool in Your Life. He's also a Member of the Forbes Coaching Council.   Where to find Paul: Website: https://paulglovercoaching.com Linkedin: https://www.linkedin.com/in/paulglovercoaching/

Have you ever done research for a potential client or partner by scouring their https://www.tiktok.com/@stevecadigan?lang=en (TikTok)? Welp, that's exactly what I did for today's guest, Steve Cadigan. In this episode, Steve gives us a sample of the skills he teaches viewers on https://www.tiktok.com/@stevecadigan?lang=en (TikTok), from his 25+ years of experience working with clients from https://google.com (Google )and https://www.salesforce.com/ap/form/sem/crm-demo_sf/?brand=Yes&d=7013y000002K1inAAC&dcmp=KNC-Google&ef_id=EAIaIQobChMI7Lq_24qZ-QIVR05gCh1ZYQD1EAAYASAAEgJb5PD_BwE%3AG%3As&gclid=EAIaIQobChMI7Lq_24qZ-QIVR05gCh1ZYQD1EAAYASAAEgJb5PD_BwE&nc=7013y000002lQVMAA2&s_kwcid=AL%214720%213%21541894429654%21e%21%21g%21%21salesforce (Salesforce )to https://www.rbs.co.uk (The Royal Bank of Scotland) and the https://bbc.com (BBC). TikTok and The Future of Work + PlayBelieve it or not, https://www.tiktok.com/@stevecadigan?lang=en (TikTok )is quickly becoming a search engine that Native Digitals trust at the level of https://google.com (Google)! And Steve is killing it on this platform! After asking Steve (who's a Native Analog) what the impetus was for adopting https://www.tiktok.com/@stevecadigan?lang=en (TikTok), he stated, he shared an incredible project where he's working with students at Georgetown University, and this was his way to reach into the Native Digital world. If you're NOT a Gen Z'r, take note! Steve's got over 120k followers on https://www.tiktok.com/@stevecadigan?lang=en (TikTok )and he's using it to reach audiences of all types. Accustomed to apps was challenging, given how the algorithm was ever changing. But it was a pleasant surprise to see people interacting with his posts. He went ahead to talk about how his https://www.tiktok.com/@stevecadigan?lang=en (TikTok) videos broadened his reach to the point that people he knew from LinkedIn would approach him for jobs to speak at conferences, simply based on his video content. STEVE ON SALARY NEGOTIATION SKILLS.Ready to dive into some of what Steve teaches in 30-second videos? Let's do it: "My dad had given me this advice a long time ago. In his journey as an educator he said that, if you ever find yourself in a position of negotiation, when they make you an offer, just look them in the eye and just be silent for 10 seconds, don't say anything, don't give any facial expressions, just look at them and most of the time, their real discomfort with silence will cause them to be uncomfortable with their own offer, if they're low-balling you." - Steve Cadigan. There you go! You probably learned more in that 30-second clip than some people's 20-min https://www.ted.com (TEDx )talks. That's the power of https://www.tiktok.com/@stevecadigan?lang=en (TikTok). Words he has lived by throughout his career. A proven strategy that doesn't feel powerful but is. STEVE ON LEARNING AND DEVELOPMENT STRATEGIES THAT RESONATE WITH GEN Z“Gen Z'rs are not looking for job security; they're looking for knowledge security. They'd stay with you if they believe you're adding value to them, and not because it's just a job.” - Steve Cadigan.Steve has witnessed that leadership development in the workplace space has been tanking over the last couple of years. Companies no longer care about the vitality of their organization. They focus more on quick fixes. Hence, they don't see the benefit in investing in their learning and leadership development long term. But the future of work is, in fact, the future of learning as the world is ever evolving. As the recent author of WorkQuake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working, Steve breaks down for us key parts of his book that every leader must know. Order Steve's Book, https://www.amazon.com/Workquake-Embracing-Aftershocks-COVID-19-Working/dp/1637553099/ref=sr_1_1?keywords=workquake%20steve%20cadigan&qid=1658925121&sprefix=Workquake%20by%20steve%2Caps%2C353&sr=8-1

Introduction: Paul Glover is a C-suite Performance Coach with 20 years' experience as a Federal Court Tral Lawyer. Paul is a passionate story teller who believes in the power of narrative to influence and educate in business, personal life and even in court rooms. He is now a recovering Federal Trial Lawyer having spent 7 years in a United States prison for felony charges. In prison he chose to transform his narcissistic patterns and on release he chose to become a business coach. Paul is a member of Forbes Council and author of the book “WorKQuake” This is a playbook for Leaders, Leaders who want to navigate the future of work beyond traditional command and control models of leadership to a more inclusive, engaging work environment.    Podcast Episode Summary This episode chronicles the professional and personal life of Paul Glover, the mistakes he made and the choices he assumed to transform. He explores his approach, the books he has written and life after prison as well as his contention that everyone needs a fool in their lives.    Points made over the episode Paul is a no bullshit performance coach He starts the podcast by sharing his own story, a different story from the bio that was shared.  Paul was incarcerated in a Federal Prison for 7 years for committing 33 counts of bribery, kickbacks and for tampering with Government witnesses, while he was a practicing attorney in the city of Chicago.  He was sentenced to 7 years but managed to get out in 5 for good behaviour  For the first two years of his sentence Paul spent his time consumed by “revenge fantasies”  For those two years he could not accept responsibility for his crimes  The mere fact of entering Prison was insufficient to activate Pauls desire for personal change. He was a committed narcissist.  The shock of seeing prisoners, white collar prisoners be resentenced was the shock Paul needed to commit to change.  Recidivism or the tendency for a convicted criminal to reoffend is 80% in US prison systems Paul started to self-reflect and quickly appreciated that self-reflection alone was insufficient to help him transform. He needed more. He needed people to tell him the truth about him.  He asked anyone visiting him to be willing to share a difficult truth about him.  By year 3, Paul announced to his wife that he was committed to change Paul admits that the commitment to change is hard-  it has to be necessary The people who respond to the kind of coaching Paul offers are those you have failed and are committed to change.  People fear success as much as they fear failure. Sometimes being successful is a curse as it blocks us & stymies our potential for future growth.  Time in prison afforded Paul the chance to reform. It shocked him to realise how much of an “asshole” he was before prison. He adopted a professional persona, a hard, mean and cruel persona that permeated his personal domain. He believed that rules did not apply to him, there were no boundaries and he would take any short cut he needed to meet his ends.  He transformed from being a committed narcissist to becoming an empathetic listener, more interested in the people around him.  He had a captive audience in the 300 inmates who surrounded him in Prison. They were drawn to Paul because they thought he could help them with their cases and he was able to practice being perpetually curious. He ultimately turned to service and volunteered to be a trainer for a qualification called GED or a General Education Diploma He activated the prisoners interest and attention by developing his own anti-recidivism program & he made sure every class attendee succeeded in getting the GED.  Paul could never practice Law again and he decided to use the skills he had as a practicing lawyer and his newly acquired skills in prison to become a no-bullshit performance coach.  He translated his acumen for critical thinking and storytelling from his days as a lawyer to help leaders become more effective.  He has developed a Leadership Coaching Program that requires considerable commitment from his C-Suite clients.  He employs the concept of the “fool” in his approach in that he is willing to share tough feedback and be tough as an accountability buddy for his clients.  Paul uses the arc of Joseph Campbells Heroes' Journey to explain his approach.  Leaders need to become good story tellers and they need to be authentic. They also need to be willing to be vulnerable and to admit what they do not know. They then need to commit to find out.  The world knows a lot about engagement and still the figures for engagement languish at a miserly 33% with two thirds of the workforce remaining disillusioned. This phenomena has now become the “Big resignation” post the pandemic. Employees are not identifying with the purpose of businesses Leaders need to share adversary. They have to prepare people for adversary.  Little red riding hood would be a story about a walk in the woods if it wasn't for the Wolf.  As a trial Lawyer Paul developed a finely honed skill for detecting bullshit. Clients do not tell the truth, as much as coaching clients rarely tell the whole truth.  Paul wrote the book “WorkQuake” ten years ago and it is still as relevant today. He calls it a classic. The messages inherent is his book include the following; Apply Self-Care- Leaders need to get the requisite sleep, exercise and work patterns to lead.  Eliminate Command and Control.  Stop paying for hours and instead pay for outcomes. We are assuming an industrial mindset instead of a knowledge centred mindset Believe in the concept of reciprocity  Apply 3 As'-Attraction-Attention and Appreciation -employees crave attention give it.  Stop being a professional & instead be personal    Paul summarises the need for everyone to have a fool in their lives. People create self-images that are often flawed.  The opportunity to recognise the need for a fool in your life is self-awareness. If you believe you are finished or have all the answers you are a narcissist.  People willing to have your back, people whom you respect and trust can apply for the fool role.  Paul surrounded himself with co-conspirators who did not have his back. They used and manipulated his blind spots. His need to belong overrode his need at the time to be discerning. You need a fool to hold you to account. Self-accountability is hard.   Paul shares a story of his own sentencing where he was offered a reduced sentence if he admitted his crimes. He refused.  It is often difficult for fools to rise up within an organization because of the power differential. Paul makes the case for an external objective person such as a coach to assume the role of the fool.    Resources shared across this podcast  www.paulglovercoaching.com  WorkQuake by Paul Glover  The Heroes' Journey; Joseph Campbell   

Introducing Paul Glover Paul Glover is the No B.S. Workforce Development Coach, a "recovering trial lawyer", an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, an online course creator, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. What problem do you solve? Why they should have a fool in their lives. What three questions do you answer? Are you an empathetic listener? Are you perpetually curious? Are you embracing your failures? Show Notes: We need to go from transactional relationships to relationship building. We have to know the other person and how they are feeling. We have to move from ‘how are you doing' which is translated into what are you doing It's no longer about pay. If you want a relationship to succeed and prosper you need Paul's 3 A's. Attraction - this has to do with the positive energy you put out to the world Attention - are you paying attention to your people Training Promotion Engagement Appreciation - Say Thank you! Thank you for hanging in there Thank you for achieving the goals Etc. Previous generations want this as well. They were just taught they couldn't have it. We need to get over the fact that the needs of the workforce have changed. Psychological safety is important. This is a safe place to tell the truth. You need to be present where your employees are. Leaders seem to think they are beyond reproach. They fail to be authentic For a future together we need to be willing to accept others' shortcomings. It's essential for leaders to be storytellers. They need to tell the Hero's journey. They need to talk about adversity and overcoming it Paul's book, Work Quake, talks about operational improvement that comes about with employee engagement. Paul Glover's Recharge Round What habit do you think has led to success in your life? Morning Gratitude. It sets your day up positively. If you had one do-over, what would it be? Paul would have had a 'fool' in his life sooner -- He spent over 5 years in jail with over 2 of it with revenge on his mind before he realized he was the one that made the mistake. He now relies on a trusted advisor to help him with blind spots. Connect with Paul: Paul's website: paulglovercoaching.com The link to - Everyone Needs a Fool in Their Life. https://www.youtube.com/watch?v=lqNIecHTvL8 LinkedIn Facebook Twitter Instagram Learn more about Gary's Mastermind group at goascend.biz/mastermind/ Get your Daily Dose of Positive at SimplePositiveActions.com

Paul is a C-Suite performance coach with 20 years of experience as a federal court trial lawyer. He's a passionate storyteller who believes in the power of narrative to influence and educate in the business world, personal life, and even courtrooms. He is also a member of the Forbes Coaches Council and the Author of “WorkQuake". In today's slightly super-sized episode, Paul and I touch on many of the most foundational concepts of coaching. If I had to pick the two that are at the heart of our conversation, I'd choose Curiosity and Compassion. It takes a real commitment to curiosity in order to discover the future you want for yourself, and an active compassion to make a meaningful difference. I'm just scratching the surface here - Paul and I had a fantastic conversation that managed to cover so much fertile ground in so (relatively) little time. Give a listen and let both of us know what you think - I think I can speak for Paul when I say that we'd love to keep this conversation going. :)   To learn more about Paul: https://paulglovercoaching.com/   To learn more about The Coffee with Coaches podcast, please visit: https://boxer.agency/coffee-with-coaches/  

Sandy and Tara talk about what employee “loyalty” means – today and in the past – and how it seems to be performing a disappearing act. So what's next? How do employers (re?) engage that loyalty? Or, is that even a reality anymore? And if not…how do employers make themselves attractive to a workforce that no longer values an engraved gold watch? Key Takeaways: In the 20th century, employee loyalty seemed to be real! Was that because of a desire for/expectation of a clear career ladder and retirement security? Or maybe because there were fewer employment options back then? There has been a significant shift in the balance of power and employees are making it clear they want more influence over their lives and how work fits in. As an employer, it's time to let go of the assumption of loyalty from your employees…and to become comfortable with the concept that you can't be everything to all your employees. Stop trying to tick ALL the boxes! We reference the book, “Workquake,” by Steve Cadigan. It's a timely read as it examines current workplace trends and our prevailing narratives about the employee-employer relationship.

285 Paul Glover https://www.linkedin.com/in/paulglovercoaching/ https://paulglovercoaching.com/ Paul Glover is a C-Suite Performance Coach with 20 years experience as a Federal Court Trial Lawyer. He is a passionate storyteller who believes in the power of narrative to influence and educate in business, personal life and even court rooms. Member of Forbes Council and Author of “WorkQuake”, a playbook for leaders who want to navigate the future of work beyond traditional command and control models to more inclusive, engaging environments.   His approach is practical, hands-on, grounded in the realities of the real world of work and results oriented – all undertaken with a sense of humour and panache. His workshops allows every member of the organization, from C -Suite Executives to Front Line Team Members, to understand the importance of resilience and how they can enhance their own resilience and positively impact performance and productivity throughout the organization. MYImpactAcademy.com/Join

The future of work has never been more uncertain for both employees and employers. The shelf life of certain skills is diminishing rapidly, retention and employee engagement are major challenges, and technology threatens to upend industries and careers. Join Steve Cadigan, author of Workquake and LinkedIn's first CHRO, and Bob Goodwin of Career Club, for an open and honest conversation about how to build a better model of the future of work.www.stevecadigan.comwww.career.club#workquake#futureofwork

Futurists tell us that over 50 percent of jobs today will soon be replaced by automation and AI. The shelf lives of certain skills are diminishing rapidly. Longstanding industries and industry leaders are being massively disrupted. These staggering changes are challenging our concepts of what a career really looks like today and how we should build organizations going forward. We are facing what today's guest has called, “a Workquake.” The Pandemic has had a profound impact on every area of our lives. The shockwaves have impacted everything from physical and mental health, to supply chain and political power. However, this is also a perfect opportunity to tackle the challenges we have been ignoring or denying. How? Let's find out. Our guest for the next two episodes is Steve Cadigan. Steve sees his mission in life to help individuals and organizations unlock their greatness and discover their magic. He is an expert in the future of work and is considered a corporate culture guru, bringing winning insights from over thirty years of HR experience to industry titans like Google, Salesforce, The Royal Bank of Scotland, McKinsey, the BBC, as well as venture capital firms like Andreessen Horowitz. Steve Cadigan's speaks around the world at global conferences and major universities. Steve is famous for architecting LinkedIn's amazing culture during their years of hyper-growth, seen by many as the gold standard. His latest book is, Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Website: https://stevecadigan.com Social Media https://www.linkedin.com/in/cadigan https://www.instagram.com/stevecadigan https://www.tiktok.com/@stevecadigan Part 1) Alumni, Your Greatest Untapped Resource The Burden of Building for an Exit Lessons in Cultural Destruction from Byte Dance, Uber and WeWork Why Lack of “Tenure" is NOT the Problem! What are Employees Really Loyal to? When Production Cycles are Faster Than Learning Cycles Why Investors Put Money into Tesla over Ford. Why See Your Alumni as Having Abandoned You is Shooting Yourself in The Foot!

Here's Why The Future of Work is The Future of Learning! Futurists tell us that over 50 percent of jobs today will soon be replaced by automation and AI. The shelf lives of certain skills are diminishing rapidly. Longstanding industries and industry leaders are being massively disrupted. These staggering changes are challenging our concepts of what a career really looks like today and how we should build organizations going forward. We are facing what today's guest has called, “a Workquake.” The Pandemic has had a profound impact on every area of our lives. The shockwaves have impacted everything from physical and mental health, to supply chain and political power. However, this is also a perfect opportunity to tackle the challenges we have been ignoring or denying. How? Let's find out. Our guest for the next two episodes is Steve Cadigan. Steve sees his mission in life to help individuals and organizations unlock their greatness and discover their magic. He is an expert in the future of work and is considered a corporate culture guru, bringing winning insights from over thirty years of HR experience to industry titans like Google, Salesforce, The Royal Bank of Scotland, McKinsey, the BBC, as well as venture capital firms like Andreessen Horowitz. Steve Cadigan speaks around the world at global conferences and major universities. Steve is famous for architecting LinkedIn's amazing culture during its years of hyper-growth, seen by many as the gold standard. His latest book is, Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Website: https://stevecadigan.com Social Media https://www.linkedin.com/in/cadigan https://www.instagram.com/stevecadigan https://www.tiktok.com/@stevecadigan Part 2) The Future of Work - Future of Learning Career as an Experimental Lab Why There's No More Waiting Cultures and Micro-Cultures The Death of Pedigree Experience or Learning Where Future Value is Invested Why Many Companies Will Fail Due to a Lack of Creativity Hunger, Learning Velocity and Resilience.

In this episode, Karen interviews Paul Glover. Paul is the No B.S. Workplace Legacy Coach, a recovering trial lawyer, an unabashed Starbucks addict, the author of WorkQuake™: Making the Seismic Shift to a Knowledge Economy, a Chicago Bears fanatic, a speaker on business, and leadership topics, and a Member of the Forbes Coaching Council. Be sure to connect with Paul on LinkedIn and check out WorkQuake™: Making the Seismic Shift to a Knowledge Economy on Amazon.  Also, be sure to connect with host Karen Zeigler on LinkedIn, where she talks about the future of leadership - leading by design—using the innovative leadership principles of design thinking to transform the future of how your company works. You can also check out more of her content on her website and Youtube channel.

Welcome to another episode of Redefining HR. I'm joined by Cadigan Talent Ventures talent hacker and advisor Steve Cadigan in this episode. Steve and I sit down to talk about his book, “Workquake,” his experience scaling LinkedIn from 400 to 4,000 employees and everything about building a new world of work.

Here's Why The Future of Work is The Future of Learning! Futurists tell us that over 50 percent of jobs today will soon be replaced by automation and AI. The shelf lives of certain skills are diminishing rapidly. Longstanding industries and industry leaders are being massively disrupted.  These staggering changes are challenging our concepts of what a career really looks like today and how we should build organizations going forward. We are facing what today's guest has called, “a Workquake.” The Pandemic has had a profound impact on every area of our lives. The shockwaves have impacted everything from physical and mental health, to supply chain and political power. However, this is also a perfect opportunity to tackle the challenges we have been ignoring or denying. How?  Let's find out. Our guest for the next two episodes is Steve Cadigan. Steve sees his mission in life to help individuals and organizations unlock their greatness and discover their magic. He is an expert in the future of work and is considered a corporate culture guru, bringing winning insights from over thirty years of HR experience to industry titans like Google, Salesforce, The Royal Bank of Scotland, McKinsey, the BBC, as well as venture capital firms like Andreessen Horowitz. Steve Cadigan speaks around the world at global conferences and major universities. Steve is famous for architecting LinkedIn's amazing culture during its years of hyper-growth, seen by many as the gold standard. His latest book is, Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Website: https://stevecadigan.com Social Media https://www.linkedin.com/in/cadigan https://www.instagram.com/stevecadigan https://www.tiktok.com/@stevecadigan Part 2) The Future of Work - Future of Learning Career as an Experimental Lab Why There's No More Waiting Cultures and Micro-Cultures The Death of Pedigree Experience or Learning Where Future Value is Invested  Why Many Companies Will Fail Due to a Lack of Creativity Hunger, Learning Velocity and Resilience. Curious about how to tap into what drives meaning in your life and create meaningful transformation in the lives you touch? Take a look at DovBaron.com Learn more about your ad choices. Visit megaphone.fm/adchoices

The foundation of the property management business is, of course, rooted in people. It takes a village of employees to accommodate clients and residents in a 24/7, always-on industry in which property managers must be available at any moment.At a time when real estate is in increasingly high demand as residents search for bigger spaces and new homes, property managers are in need of a full staff to keep operations running smoothly. However, staffing in the world of property management has been an ongoing pain point exacerbated by thousands of employees quitting amid the “The Great Resignation,” coupled with the new normal of hybrid work during the pandemic.To combat this cycle, we discover how property managers are making do with smaller staffs, as well as the tech solutions being used to fill in the gaps. To discover how workers on the frontlines get the support they need to increase their bandwidth and how their employers measure up in terms of worker satisfaction, we turn to recent research produced by AppFolio in partnership with IREM. In this episode of The Top Floor, we speak with Steve Cadigan, author of Workquake, as well as Barry Blanton of AMO management firm Blanton Turner, to discover the perfect combination of employees and tech solutions to resolve today's challenges in property management.

Futurists tell us that over 50 percent of jobs today will soon be replaced by automation and AI.   The shelf lives of certain skills are diminishing rapidly. Longstanding industries and industry leaders are being massively disrupted.  These staggering changes are challenging our concepts of what a career really looks like today and how we should build organizations going forward. We are facing what today's guest has called, “a Workquake.” The Pandemic has had a profound impact on every area of our lives. The shockwaves have impacted everything from physical and mental health, to supply chain and political power.  However, this is also a perfect opportunity to tackle the challenges we have been ignoring or denying. How?  Let's find out. Our guest for the next two episodes is Steve Cadigan. Steve sees his mission in life to help individuals and organizations unlock their greatness and discover their magic. He is an expert in the future of work and is considered a corporate culture guru, bringing winning insights from over thirty years of HR experience to industry titans like Google, Salesforce, The Royal Bank of Scotland, McKinsey, the BBC, as well as venture capital firms like Andreessen Horowitz. Steve Cadigan's speaks around the world at global conferences and major universities. Steve is famous for architecting LinkedIn's amazing culture during their years of hyper-growth, seen by many as the gold standard. His latest book is, Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Website: https://stevecadigan.com Social Media https://www.linkedin.com/in/cadigan https://www.instagram.com/stevecadigan https://www.tiktok.com/@stevecadigan Part 1) Alumni, Your Greatest Untapped Resource The Burden of Building for an Exit Lessons in Cultural Destruction from Byte Dance, Uber and WeWork  Why Lack of “Tenure" is NOT the Problem! What are Employees Really Loyal to? When Production Cycles are Faster Than Learning Cycles Why Investors Put Money into Tesla over Ford. Why See Your Alumni as Having Abandoned You is Shooting Yourself in The Foot!  Curious about how to tap into what drives meaning in your life and create meaningful transformation in the lives you touch? Take a look at DovBaron.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Steve Cadigan, LinkedIn's First Chief HR Officer and Founder of Cadigan Talent Ventures, joins host James Mackey to discuss:the future of workhow he helped build LinkedIn with a people-first mindseta modern approach to employee tenure,his new book Workquake,and a whole lot more!Steve Cadigan is a highly sought-after talent advisor to organizations such as Google, Salesforce, The Royal Bank of Scotland & the BBC. Top VC & Consulting firms, such as Andreessen Horowitz, Sequoia, KKR and McKinsey regularly retain him for his insights. Throughout his career the teams, cultures, and organizations he has built have been recognized as exceptional, “world-class” performers by the Wall Street Journal, Fortune magazine & others. In 2021 he was recognized as being among the top 200 Global Thought Leaders in the world of People & Talent.

In this episode, we talk to Paul Glover to know more about these blind spots that lead to patterns of disengagement and self-destruction and what leaders can do about it. Paul Glover is a C-Suite Performance Coach with 20+ years of experience as a Federal Court Trial Lawyer. He is a passionate storyteller who believes in the power of narrative to influence and educate in business, personal life, and even courtrooms.  Paul is the author of "WorkQuake", a playbook for leaders who want to navigate the future of work beyond traditional command and control models to more inclusive, engaging environments. Paul is known as the No-B.S. Work Performance Coach, Paul is the go-to person for individual leaders and leadership groups who want to improve their personal, organizational, and workforce performance.

In this week's episode, Tracy and Mike interview https://www.linkedin.com/in/paulglovercoaching/ (Paul Glover), the “No B.S. Work Development & Resilience Coach”.  Show Highlights: Paul introduces himself and his “No BS coaching philosophy” (02:00) Paul describes the “Three Tenants” that he asks each of his clients to adopt: 1) Attraction - AKA Positive Energy, 2) Attention, 3) Appreciation (10:47) Paul talks about the importance of having a “fool” in your life - somebody who has psychological safety to provide real feedback without fear of punishment (22:00) Tracy and Paul discuss the creation of shared goals and clear direction (24:45)  Paul shares about the book that he wrote called “WorkQuake” (26:30)  Related Links: Do you want to learn more about Paul Glover and his No B.S. approach? Check out https://paulglovercoaching.com/ (his organization here)!  Learn more about how TEAMES & CO builds effective and empowered teams that deliver results athttps://teamesandco.com/teams/organizational-design ( https://teamesandco.com/teams/organizational-design) Follow TEAMES & CO onhttp://www.facebook.com/teamesandco ( Facebook) https://www.linkedin.com/company/teamesandco ( LinkedIn), Twitter (@teamesandco) and Instagram (https://instagram.com/teamesandco (@teamesandco)) Want to watch the podcasts on video visit TEAMES & CO onhttps://www.youtube.com/channel/UCA2UUugYGYBvfCcEYOwjLwQ/videos ( YouTube).  TEAMES Global is live!!! We will be launching new courses throughout the summer to support leaders and organizations as they empower their teams, connect with customers and reach their goals!!! Follow TEAMES Global on https://www.facebook.com/teamesglobal (Facebook) and https://www.linkedin.com/company/teamesglobal (LinkedIn), and https://teamesglobal.teachable.com (sign up for a course today! ) Related Podcasts: If you liked this episode, check out https://podcasts.apple.com/us/podcast/year-in-review/id1530838871?i=1000543731035 (this podcast where the TEAMES & CO team engaged in a “Year-End-Review” reflection).  Views expressed by guests are their own and may not reflect the views of TEAMES & CO. Mention of particular products or services and participation of a guest does not imply an endorsement by TEAMES & CO. The information provided is for educational and entertainment purposes and should not be taken as professional advice. Our podcast is edited by Nodderly (http://www.nodderly.com/ (www.nodderly.com)). A huge thank you to their team for the great video, audio and editing support!

Today's show is another in a series of bonus episodes, each featuring one of the amazing talks given by my participants in the Speaker Salon Showcase.    Twice a year, I curate the Speaker's Salon live in New York City to give speakers a safe place, an incubator to work on their craft, and it has become so much more. These speakers have become the go-to in thought leadership along with becoming a community of authentic, heart-centered communicators who are having a massive impact.    These episodes give you a peek behind the scenes to witness the powerful talks they present at the showcase to influencers and decision makers who are seeking to put them on big stages.   This week's episode features Paul Glover, and his talk, “We All Need a Fool in Our Lives.”   Recognized as the No B.S. Workplace Performance Coach, and a Member of the Forbes Coaching Council, Paul focuses on individual & organizational performance improvement that creates high performance work teams.   His book WorkQuake is dedicated to the concept that ‘the times they are a changin' rapidly. It describes how companies, Team Leaders and Team Members, at all levels, need to be aware of, and responsive, to the ongoing disruption and fluidity in the work environment.   In this talk, he explores: The history and role of the fool  Why we all need fools in our lives A time in his life when he wished he had a fool to point out his blindspots and self-destructive behaviors How to identify the fools in your life and open yourself up to truths they bring you More from Paul Website: https://paulglovercoaching.com/  Facebook: https://www.facebook.com/paulglovercoaching  LinkedIn: https://www.linkedin.com/in/paulglovercoaching/  Twitter:  https://twitter.com/paulglovercoach  YouTube: https://www.youtube.com/user/WorkQuakeBook  More from Tricia  Attend my masterclass, The Art of the Big Talk Order my book, The Influential Voice: Saying What You Mean for Lasting Legacy Join The Big Talk Membership Community  Download my FREE Ebook: 7 Step Formula for Fearless Speaking  Explore my content and follow me on YouTube Follow me on Instagram  Connect with me on Facebook  Connect with me on LinkedIn  Visit my website at TriciaBrouk.com 

To kick off season two,  I was delighted to host Steve Cadigan. Steve is an Author (of the brilliant Workquake), Speaker and Advisor on People, Culture and the future of work as we know it. When I first connected with Steve just over a year ago, I was immediately struck by his passion around this topic. If we want to see whether we can reimagine the idea of work together, he felt like a great person to start the conversation with. We spoke of things like: ✺ The rise of the desire for independence from human beings around the way we work✺ The false foundation of the relationship that we commit to as employees✺ The old models of work that we exist in that haven't adopted to the higher velocity of the work we do today ✺ How the way we view learning at school, the fallacy of the right and wrong answer, sets us up for broken thinking in later lifeLet's see if it is possible to reimagine and reinvent the idea of work together, and create a space where we can all thrive and feel like we belong ✺ 

Welcome to Embers and Wind!Guest Paul Glover states “I'm an acquired taste. Only about 20% of those leaders who come to me through referrals actually become clients. Most of the time my approach, by the way I bill myself as the no BS workplace performance coach because I really believe that it is difficult to change. And when leaders come to a coach, they're looking to improve, to get better, to change. But it's a hard process and harder than most leaders expect. And I tell everyone that the most difficult person to coach is a person who's successful. They go ‘You want me to do what and it's going to hurt? Well I'm not so sure that I want to do that. ' Well that requires commitment. So when I engage in a coaching relationship, there has to be commitment on both sides. I expect the person who I'm going to be coaching to commit to the process. But I also believe that I need to commit, not just my time. So I decided that the way I approach coaching is that my compensation is based on results.”I'm your host, Keith Weedman. In each podcast episode, you will hear stories. These stories will feel like a tender wind blowing on the embers of service that glow within you. In this weekly show, you will learn ideas, kindling for your embers. It will be your choice to utilize the gentle wind to ignite the kindling. In this episode, Paul Glover shares his mistakes that landed him in federal prison. He recounts how his hubris resulted in him spending 18 more months in prison. He talks about his journey to own responsibility for his past criminal acts and how it began while incarcerated with time to reflect on his past actions. He shares how coaches helped him to see his blind spots and asserts every leader ought to have a coach, someone to help them see their blind spots. He talks about his choices after being discharged from federal prison. He shares how easy it would have been to let his to leave his criminal acts as his legacy. He owns that his past criminal behavior closed the door on his law career. He explains why he chose to become a coach to utilize his strengths as a persuasive communicator to help small business owners and their leadership teams build persuasive communications skills. He talks about antifragility, the ability to use adversity to leap forward, that he discovered in his own journey and how he helps small business owners to use adversity to leap forward. He shares his 3 blind spots that were involved in his criminal acts which led him to prison: the need to belong, the need for approval and hubris. He stresses the importance of employee engagement and the book he wrote ten years ago, Workquake that he is pleased with now because he believes business leaders are ready, thanks to the tsunami of employee resignations, to confront the need to engage employees, a step toward employee ownership he wrote about in his book. To connect with Paul, his company's website is the website listed for this episode. You can reach Paul by email: paul@paulglovercoaching.com. You can connect with Paul on LinkedIn here: https://www.linkedin.com/in/paulglovercoaching/.To learn more from Paul, he offers a complimentary coaching session which enables you the opportunity to assess whether his style is a good fit. He also publishes articles on LinkedIn and Forbes. His book, WorkQuake, is available at book stores. Hosted on Acast. See acast.com/privacy for more information.

Check it out on Spotify: https://spoti.fi/33Z4VsE Check it out on Apple: https://apple.co/3AHc2DT Paul is the No B.S. Workforce Performance Coach, a "recovering trial lawyer", an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. Dreams: Individual goal of being better than he was the day before. Loves his family, and they're second after God. Take care of his family, community, and clients. How you can Help: Paul wants people to hear his message. He wants to meet more podcasters. He really wants visibility. Buy Paul's book. Be Kind to Other People Don't let somebody else give you a bad day. Contact them at: paul@paulglovercoaching.com

Check it out on Spotify: https://spoti.fi/33Z4VsE Check it out on Apple: https://apple.co/3AHc2DT Paul is the No B.S. Workforce Performance Coach, a "recovering trial lawyer", an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. Dreams: Individual goal of being better than he was the day before. Loves his family, and they're second after God. Take care of his family, community, and clients. How you can Help: Paul wants people to hear his message. He wants to meet more podcasters. He really wants visibility. Buy Paul's book. Be Kind to Other People Don't let somebody else give you a bad day. Contact them at: paul@paulglovercoaching.com

The U. S. job market has never experienced a greater degree of upheaval. Companies and retail businesses are desperate for employees, but workers are far from desperate to return to dead-end positions. Steve Cadigan who has spent 35 years in the human resources field, including a four-year stint at LinkedIn, expresses in his new book, Workquake, a clear and detailed analysis of how the roots of the current turmoil have been growing for a long time. Companies worldwide have failed to innovate. Many have developed employment systems that encouraged longevity but not creative contributions from employees. Many corporate executives are resistant to change. The pandemic has made countless people look at their pre-Covid lives and recognize that they were dissatisfied with their work. Many of them decided that the security promised them from a “steady” job was an illusion. They felt that they wanted to be working on their own and moved into the gig economy—where, Steve notes, they are off the radar in terms of employment statistics. Steve is far from a doomsayer. He believes that the employment crisis triggered by the pandemic is forcing corporate leaders and smaller business owners to take hard looks at the way they run their businesses and treat their employees. “This busy world that we're creating for ourselves, we're just not spending the time affirming and recognizing and valuing one another. And if we lose sight of that, we're missing something really important.“ Don't miss this inspiring podcast. ·       Why are we all entrepreneurs? ·       How do some people get the entrepreneurial impulse drained out of them? ·       Who are some of the key innovators in transforming the structure of their companies or industries? ·       How has the pandemic influenced the nature of employment? ·       Why do many people think that making a change provides more security than staying put in a job? Learn more about your ad choices. Visit megaphone.fm/adchoices

Paul Glover is a performance improvement coach based out of Downers Grove, just out of Chicago, Illinois. He started working from home 20 years ago and has found that he can connect and listen well through voice calls with his clients. He focuses on empathetic listening and questions as a way to build relationships and connect with his clients.  In this episode, Paul shares a message about the importance of self-care for those who work from home and feels that self-care requires discipline in 3 main areas: Sleep/rest, exercise/diet, and relationships. He talks about the various "circles of love" in one's life representing the different levels of relationships and how to know when it's time to take a step back from certain kinds of relationships, including cutting out toxic people in order to work on time and stress management. Paul describes himself as the No B.S. Workforce Performance Coach, a "recovering trial lawyer," an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, an online course creator, a speaker on business and leadership topics, and a member of the Forbes Coaching Council. He has a presentation entitled "Everyone Needs a Fool in Their Life," referring to the concept of a king having a jester in his court as a kind of advisor who could openly challenge decisions the king would make in a way that others couldn't. Once he got out of prison, Paul took stock of what skills he had and became a performance coach as he feels that, had he listened to someone willing to share truth, it would have changed the trajectory he was on for a while when he ended up starting from scratch after losing his ability to work as a lawyer. Paul is the author of WorkQuake™, a book that came out before its time but is especially relevant now. It can be found on Amazon. Paul can be found in the following places:  Website: http://paulglovercoaching.com/ (http://paulglovercoaching.com) Linkedin: https://www.linkedin.com/company/paul-glover-coaching (https://www.linkedin.com/company/paul-glover-coaching) Email: paul @ paulglovercoaching.com

Steve is a highly sought-after talent advisor to leaders and organizations across the globe. As a founder of his own silicon valley based firm, Cadigan Talent Ventures, Steve advises organizations including Twitter, Eventbrite, Cisco, Intel, Salesforce, and more. Prior to launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies, but his HR career was capped by serving as the first CHRO for LinkedIn from 2009 through 2012. 02:43 Why are more people changing jobs faster today than at any time in history?05:32 What does all this change mean to our careers and employers?09:30 What can companies do to keep our staff from leaving?14:42 You mention in the book that college is no longer the investment that will guarantee us a viable career path, so how should we view school?22:30 It seems like most companies still hire based on the best place to work, we pay well, have good products, but that doesn't differentiate them from anyone, so is there a better way?31:10 As an employee, should we always be looking at our next career move? Why or why not?***ABOUT NICK GLIMSDAHLSubscribe to my weekly newsletterFind me on TwitterFind me on LinkedIn***LISTENER SUPPORTSupport this show through Buy Me A Coffee***BOOK RECOMMENDATIONS:Learn about all the guests' book recommendations here: https://press1fornick.com/books/ BROUGHT TO YOU BY:VDS: They are a client-first consulting firm focused on strategy, business outcomes, and technology. They provide holistic consulting services to optimize your customer contact center, inspiring and designing transformational change to modernize and prepare your business for the future. Learn more: https://www.govds.com/ This podcast is under the umbrella of CX of M Radio: https://cxofm.org/Podcast-Shows/ SPONSORING OPPORTUNITIES:Interested in partnering with the Press 1 For Nick podcast? Click here: https://press1fornick.com/lets-talk/ ★ Support this podcast on Patreon ★

Ok team, strap in.  Got a fun one today – our guest today is Paul Glover.   Paul is known as the No-B.S. Work Performance Coach, Paul is the go-to person for individual leaders and leadership groups who want to improve their personal, organizational, and workforce performance.  A fun fact about Paul is that he calls himself a “recovering trial lawyer” after spending 30 years as an attorney -- we'll definitely get more into that in this episode.  Paul is also a published author and WorkQuake. In the book he shares proven strategies and tips for thriving in the Knowledge Economy.  In this episode, we chat about: ●      Why you need to pay attention to who you surround yourself with and how Paul had to learn this lesson the hard way which included prison time, ●      How to face yourself as an entrepreneur and commit to your own truth, ●      The undeniable power of feedback, particularly for business owners and entrepreneurs, ●      And the importance of knowing your purpose and why you need to learn how to communicate it to your employees. It was a blast talking with Paul! What I particularly like about this episode is Paul's ability to inspire with his very unique, straightforward, and humorous approach. Let's jump into our discussion with Paul…Full Show NotesPodcast Directory: ThinkBusinesswithTyler.comHost: Tyler Martin Business Coach Learn more about your ad choices. Visit megaphone.fm/adchoices

Steve Cadigan served as LinkedIn's first Chief HR Officer, advises multiple startups, and most recently published his book, Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Steve sat down with us to talk about the ongoing effects that COVID-19 has had on work, where things will go from here, and what Kentucky can do to prepare for this new paradigm. Learn more about Steve and Workquake at SteveCadigan.com Visit us at MiddleTechPod.com Twitter Instagram Facebook LinkedIn Evan's Twitter Logan's Twitter

Jeremy Shere, founder & CEO of Tribal knowledge Podcasting, talks with Paul Glover, the No-B.S. Work Performance Coach and the author of WorkQuakeHighlights:Why most leaders lack solid communication and engagement skills and why it mattersHow leaders can learn to become better communicatorsWhat marketers can learn from leadership communication techniquesLearn more about Paul's No-B.S. Work Performance coaching Connect with guest on LinkedInBuy a copy of Paul's book, WorkQuake

On this episode, we're joined by sought-after talent advisor Steve Cadigan.Steve has been at the forefront of global talent strategy and company culture for the past 30 years. Most famous for being LinkedIn's first Chief Human Resources Officer, he helped scale LinkedIn from 400 to 4000 employees in just 3.5 years and led the development of their legendary company culture.Steve's focus today is to help leaders and organizations build winning talent solutions to compete in an increasingly complex digital economy. He knows how to compete for talent and win against sexier brands and talent competitors with bigger budgets and higher salaries. In 2021 Steve was recognized as being among the top 200 Global Thought Leaders in the world for People & Talent.⚡ Connect with Greg Witz: witzeducation.com | LinkedIn | Instagram | Twitter | Facebook⚡ Connect with Steve: LinkedIn |  stevecadigan.com | Workquake bookGreg's sole mission in life is to challenge all of us to be better. MAKING HUMANS BETTER HUMANS has been at the foundation of Witz Education for over 30 years. As an entrepreneur, thought leader, author, mentor and father, Greg creatively blends psychology and communication skills with street smarts and a no BS approach. From startups to the White House, bringing entrepreneurs and business leaders to the top of their game is Greg's passion. His rich understanding of organizational and human development coupled with his own corporate experience allows Greg to effectively and energetically design and deliver tailor-made programs that have transformed thousands of Witz clients' careers and personal lives.Learn more about what Witz Education can do for you at witzeducation.com or call 1.866.907.9480 toll-free from anywhere in North America.

Steve Cadigan is a highly sought-after talent advisor to leaders and organizations across the globe. He speaks regularly to conferences and major universities around the world and is regularly retained by Silicon Valley's top VCs for his talent expertise. Steve is frequently asked to appear on TV and is a regular guest on Bloomberg West and CNBC. Prior to launching his own firm, Steve worked as an HR executive for over 25 years at a wide range of top-tier companies including ESPRIT, Allianz, Cisco Systems, Electronic Arts, and capped by serving as the first CHRO for LinkedIn from 2009 through 2012. His culture work at LinkedIn led Stanford to build a case study for their business school. Today Steve serves on the Board of Directors to three companies and sits on the Advisory Board of several others. In the summer of 2021 Steve published his first book: Workquake- Embracing the Aftershocks of COVID-19 to Create a Better Model of Working and even before its official release it hit #1 on the Amazon list of Hot New Releases. He holds a BA in History from Wesleyan and an MA in HROD from the University of San Francisco. Topics covered: human resources,talent acquisition,talent management,hr,career advice,career management,steve cadigan,LinkedIn,employee engagement,hrm,hr tips,human resource management,working in human resources,what is human resources,human resources management,a day in the life of human resources,human resource,human resources day in the life,what working in human resources is like,working in human resources q&a,linkedin profile,how to use linkedin,linkedin profile tips,how to get into hr Missed previous episodes of #ThisWeekWithSabir, find them here: https://growthbysabir.com/#articles #entrepreneurship #startups #humanresources #talentmanagement #hiring --- Support this podcast: https://anchor.fm/sabir-semerkant/support

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Paul Glover about the power of using stories to create change, engage and lead teams. See the video here: https://youtu.be/1Pu1EOSJHf0. Paul Glover (https://www.linkedin.com/in/paulglovercoaching/) is a C-Suite Performance Coach with 20+ years experience as a Federal Court Trial Lawyer. He is a passionate storyteller who believes in the power of narrative to influence and educate in business, personal life and even court rooms. Paul is author of "WorkQuake", a playbook for leaders who want to navigate the future of work beyond traditional command and control models to more inclusive, engaging environments. Check out Dr. Westover's new book, 'Bluer than Indigo' Leadership, here: https://www.innovativehumancapital.com/bluerthanindigo. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked #6 Performance Management Podcast: https://blog.feedspot.com/performance_management_podcasts/ Ranked #6 Workplace Podcast: https://blog.feedspot.com/workplace_podcasts/ Ranked #7 HR Podcast: https://blog.feedspot.com/hr_podcasts/ Ranked #12 Talent Management Podcast: https://blog.feedspot.com/talent_management_podcasts/ Ranked in the Top 20 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Leaders who neglect self-care do so at their peril, says Paul Glover, the No B.S. Workforce Performance Coach. Glover is a "recovering trial lawyer," an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. On today's show, he discusses the three things leaders must do to perform well and model appropriate behavior for their teams. Listen in! Buy the book here: https://amzn.to/3zDPFPM Connect with Paul: Website: http://www.paulglovercoaching.com Facebook: https://www.facebook.com/paulglovercoaching/ LinkedIn: https://www.linkedin.com/company/37897671/admin/ YouTube: https://www.youtube.com/channel/UCkj_nEe19_77icGFqq_jzmg Twitter: https://twitter.com/paulglovercoach Instagram: https://www.instagram.com/paulglovercoach/?hl=en Get Alex's new book THE PODCAST OPTION: https://amzn.to/3gOCYLj It is also available as an audiobook: https://www.audible.com/pd/The-Podcast-Option-Audiobook/B098H48NWT Now, thousands of Audible Originals, audiobooks, and podcasts are included with Audible Plus. Try it and save! Click here. RATE THIS PODCAST here. WHAT DO YOU THINK? Alex wants to know! Click here to weigh in: https://anchor.fm/alex-greenwood1/message Follow us on Twitter: @HoursPR or @A_Greenwood. Follow Alex on Clubhouse, also, as @A_Greenwood. Listen to our entire library of episodes and more on the show website: PRAfterHours.com. Drop a buck in the tip jar here. PR After Hours Theme: https://filmmusic.io "Bossa Antigua" by Kevin MacLeod (https://incompetech.com) License: CC. Sound effects. As an Amazon Associate, we earn a small commission on some of our Amazon links. --- Send in a voice message: https://anchor.fm/alex-greenwood1/message

You already know Steve Cadigan is “the goto source” when it comes to questions about leadership, talent, culture and most importantly the future of work.  But we flip-the-script on the former Chief People Officer at LinkedIn & Silicon Valley Legend and talk to Steve about how people are also the key to successfully implementing (AI) Artificial Intelligence.  We tackle the “FEAR of losing jobs to technology” narrative head-on and Steve provides some language that can help us as leaders to get our team onboard with all this technology & disruption and actually advance your skillset and increase your value to the company! It's an encouraging message of how incredible the Post WORKQUAKE future of work can be if we learn what's important and heed the QUAKE-UP-CALL !John provides Intro on Company and Guest Background:   00:37 – 02:13Steve gives an overview of his background and the company:   02:14 - 05:36 Don't SUCK Fun Fact about Steve:   05:37 – 08:42 Steve discusses how he was able to out-recruit big TECH giants in Silicon Valley by flipping-the-script (hint: if you are having trouble recruiting tech resources today, you are going to want to listen to this!):   08:43 -  18:17  Steve shares why he believes that “Learning Velocity” is one of the most important values in the job market of the future.  (ie.  It's not what you know, it's what you CAN know).  So technology professionals DON'T MISS THIS, it's your potential that's your value!!:  18:18 -  24:14  Steve discusses how NEW leadership skills can impact a company's ability to deploy successful AI!  We have always said technology is EASY, most tech projects fail due to people.  Steve gives leaders language that can be the difference between AI being scary and something people FEAR to something people embrace as being beneficial to them and their career:   24:15 – 31:08Steve gives us some insight on what leaders need to focus on in a climate where AI is producing so much DATA!   Steve advises us to be an “information broker” more than an “information gatherer” or decision maker.  Listen as he describes why :   31:09 – 39:25  Steve looks into the AI crystal ball and predicts what he sees in the very near future as it pertains to AI, remote work, scheduling & compensation in the new working model:   39:26 – 41:57  42:48 Contact Info:Company Site:  https://stevecadigan.com/LinkedIn:  https://www.linkedin.com/in/cadigan/WORKQUAKE BOOK ON AMAZON:  https://www.amazon.com/Workquake-Embracing-Aftershocks-COVID-19-Working-ebook/dp/B098D67JKK/ref=sr_1_3?crid=35HTTBTSQ7DDM&dchild=1&keywords=workquake+steve+cadigan&qid=1630931564&sprefix=workquake%2Caps%2C181&sr=8-3 Conclusion:  43:40Bob Miller Intro with Music Fade

In this our 600th episode, Hall welcomes Paul Glover, Author of “WorkQuake” and Executive Coach at Paul Glover Coaching. Paul is the “no BS work performance coach”, a "recovering trial lawyer", an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake, a speaker on business and leadership topics, and a member of the Forbes Coaching Council. In 2001, based on his personal experiences as a federal court trial lawyer and a set-back survivor, Paul created a unique coaching program, recognizing the primary reason why convincing successful leaders to engage in the hard work necessary to improve their leadership skillset was so difficult was that leaders seldom know the truth about the weaknesses in their leadership skill set. This lack of knowledge exists because of the inherent nature of positional authority which eliminates the psychological safety necessary for others in the organization to tell leaders the unfiltered truth. This lack of truthfulness about their leadership skill set restrains both the leader and their organization from reaching their full potential. For the last 20 years, he has used a coaching program based on a measurable improvement process that holds leaders accountable for eliminating the filters and stuff that surrounds them. But, more importantly, it also requires leaders to discover their blind spots and their propensity for producing self-inflicted injuries which constrain their organizations and themselves from realizing their full potential. And, finally, it requires that they take the corrective action necessary to eliminate those constraints.   Paul discusses the inspiration behind his book, the primary audience, what surprised him the most whilst writing it, and the most important takeaway.You can visit Paul at his website , via LinkedIn at , via Twitter at , and via email at .   You can purchase his book from his website or from Amazon, at .Music courtesy of . 

In this episode, host Randy Goruk has an engaging conversation with the no BS Performance Coach Paul Glover. The two executive coaches talk about developing leaders. They run the table talking about: The importance of 360 – degree feedback surveys. Successes and failures of 360 – degree feedback surveys. Leadership attributes of importance. Leadership blind-spots and how to fix them. Employee engagement and how to achieve it. Coaching executives. Take-aways from Paul's book ‘Work Quake'. You will want to take notes listening to this conversation.

In this episode, we talk with Paul Glover, the No B. S. Workplace Performance Coach and author of Workquake:  Making the seismic shift to a knowledge economy.    During our discussion we talk about:The Great Resignation and how to combat it.The importance of Emotional Intelligence and how leaders need help identifying their blind spots that can derail their career.The power of storytelling when attempting to make an emotional connection with your audienceImplementing Self-Directed teams to engage your workforce and get more done.

Steve Cadigan has been at the forefront of global talent strategy and company culture for the past 30 years. Most famous for scaling Linkedin from 400 to 4000 in 3.5 years, Steve also led the development of LI's legendary company culture and was at the helm of the Talent function for its period of the highest growth and through their IPO.Having worked in 5 different industries and 3 different countries while also leading dozens of acquisition integrations all over the world, Steve has built unparalleled expertise for the Talent arena. Steve's focus today is to help leaders and organizations build winning talent solutions to compete in an increasingly complex digital economy.The Case For A Human-Centered Future of WorkFrom digital disruptions to global pandemics, we are witnessing a seismic shift in the employer-employee relationship across the board. This is a workquake. What employers need and what employees want has evolved; however, we have yet to build a model and a contract that feels safe and inspirational to both parties.The Workquake mission is to build a better, more honest, employer-employee relationship that works for the needs of today. Using real examples of people and companies, Steve Cadigan lays out a mindset and strategies that will allow both employer and employee to move from a headspace of anxiety to one of growth and success.https://stevecadigan.com/workquake/https://www.linkedin.com/in/cadigan/Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Rebel ON, HR Rebels!  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 (https://www.patreon.com/rebelhumanresources)

In this episode we discuss the launch of Steve's book Workquake, check in on how Shane's relocation is progressing to Portugal. We also dive into the topic on many people's minds, the anxiety of back to work, and what that looks like for both leadership and the individual contributor.

Promotability expert Amii Barnard-Bahn talks about nailing the balance between empathy and professional boundaries when it comes to retaining talent. Not to mention figuring out just how promotable you are. 

In this episode, Shane Interviews Steve on his upcoming book WORKQUAKE. They discuss what motivated Steve to write WORKQUAKE. They also discuss what Steve's view of the future of work looks like and why he thinks the future of work is more human. Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working The future has never been more uncertain for both employers and employees. They face the same profoundly unsettling dilemma: neither know what skills they need to develop for the future. Futurists and the media tell us that over 50 percent of jobs today will soon be replaced by automation and AI. Turnover is higher than it has ever been. The percentage of the workforce that is actively disengaged has never been higher. The shelf lives of certain skills are diminishing rapidly. Longstanding industries and industry leaders are being disrupted. These staggering changes are challenging our concepts of what a career really looks like today and how we should build organizations going forward. We are facing a Workquake. It's time we change the conversation. It's time to talk about how being human has never been more critical and how we have more agency in applying our talents than at any other time in history. We need to have more real and honest conversations about how to build a better model of the future of work, one in which both employers and employees feel safe and energized. COVID-19 has presented us with the ideal opportunity to tackle this important challenge. Workquake is an attempt to articulate a compelling vision for the future of work through a number of stories, case studies, and author Steve Cadigan's own experiences.

On this episode of Silicon Valley Insider, Keith Koo's returning guest is Steve Cadigan, first Chief Human Resources Officer of LinkedIn who will discuss his new book “Workquake – the Case for a Human-Centric Future of Work”. In the aftermath of the pandemic there has been a shift in how employers and employees think about work. Steve discusses how the whole concept of work is changing and how corporations need to adapt to a human-centric model before getting unexpectedly left behind. Don't miss this important discussion on the future of work. Subscribe and Download to “Silicon Valley Insider” to find out more: https://www.svin.biz/ Listen  860AM KTRB Silicon Valley | San Francisco Listen 1220AM KDOW Silicon Valley | San Francisco Listen and subscribe to the "Silicon Valley Insider" Podcast ahead of time to make sure you don't miss this show. For questions or comments, email: info@svin.biz  

You know that feeling when you shoot for the stars and it sticks? Well, that's what this was.  I reached out to Steve Cadigan, he of 90,000 Tik Tok followers, countless keynote addresses and a resume so varied and and steeped in hiring royalty that you have to wonder how he finds the time. Well, he found the time and he was incredible.  Going through his life, his career and the many roles he has held with the who's who of the SIlicon Valley, he shares tales and tips about dealing with people on all rungs of the corporate ladder and helps us use those lessons in our everyday life. It was a reminder for me that if you ask, the worst they can say is "No" but the most amazing thing they can say is "Yes" and mean it.  Buckle up for an unbelieveable look into a unique and mind blowing career. Check out Steve online at stevecadigan.com, on youtube or @stevecadigan on Tik Tok.  He also has a podcast called The Work Week After Hours with Shane Howard and a book coming out in Aug 2021 called Workquake .  He has an incredible amount of material out there, all thoughtful and useful if you are in a spot where you are trying to understand interacting with others in this world. Music furnished by bensound.com Promotional Consideration Provided by @chinwhiskersco (chinwhiskers.ca) Executive Produced by Liam Kiteley

For most people in all fields of life, coaching is necessary to get them to the top of their industry. Some individuals can get there on their own, but in reality, this is a tiny fraction of the population.  In today's episode, host Phil Pelucha is joined by the NO B.S. Work Performance Coach, Paul Glover. Paul is an Executive Business Coach, keynote speaker, educator, author, and “recovering” lawyer. He works with individual leaders and leadership groups to accomplish higher levels of performance by assisting them to recognize and achieve their potential. Paul gained his knowledge from his 30 years of being a labour employment lawyer and his experience coping with adversity by overcoming the setback he inflicted on himself and his family. The lessons he learned have ultimately helped him to improve the standards of his mentorship. Paul is the author of Workquake, a book dedicated to those in the work environment who seek to survive and thrive in the knowledge economy. His message to those who hear him speak is: “We don't succeed in spite of our losses, but because of them.”  Contact our guests https://www.linkedin.com/in/paulglovercoaching/ (Pauls LinkedIn profile ) paulglover@sbcglobal.net https://twitter.com/paulglovercoach (paulglovercoach) http://paulglovercoaching.com/ (http://paulglovercoaching.com/) Contact our Host https://www.linkedin.com/in/philippelucha/ (https://www.linkedin.com/in/philippelucha/) http://billionairesinboxers.com/ (http://billionairesinboxers.com/) https://billionairesinboxers.com/starter-package/ (https://billionairesinboxers.com/starter-package/)

"Prison Saved My Life" Today I'm speaking with Paul Glover. A recovering trial lawyer, an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. WATCH ON YOUTUBE For the last 30 years my mission has been to assist Leaders and their organizations to achieve their full potential. His approach is practical, hands-on, grounded in the realities of the real world of work and results oriented – all undertaken with a sense of humor and panache. Paul wrote WorkQuake™, a book dedicated to those in the work environment seeking to not only survive, but also to thrive in the Knowledge Economy. For those who appreciate a pragmatic Coach who will nudge and--if necessary--push them to achieve their objectives, a conversation with Paul is a must. To subscribe to Paul's Point of the Day - a bit of original WorkQuake™ Wisdom created after my first Starbucks of the morning go to www.PaulGloverCoaching.com. In this interview Paul answers these questions that shaped his career: How my prison experience makes be a better coach? Why resilience is an essential leadership skill set? How to avoid self-inflicted wounds? Why being a "recovering lawyer" makes be a better coach?

I talked to Paul Glover today and discussed the year 1995. This was the year Paul found himself on the other side of the law. However, after spending five years in prison, he discovered he had the tools and skills to help others not make the same mistakes. In fact, he knew he could teach them how to navigate the corporate world. We also discuss the changing landscape of corporate America and the workforce.  Paul describes himself as a "recovering trial lawyer," an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. "I'm the No B.S. Workforce Performance Coach, assisting organizations, Team Leaders and Team to reach their full potential and become high performing." Website: https://paulglovercoaching.com His book: WorkQuake™ With his distinctive, direct, and oft-humorous approach, “recovering employment attorney” Paul Glover bares his knuckles to present 76 strategies and tips to thrive in the Information Economy in his book, WorkQuake(TM). Paul coined the term WorkQuake(TM) to capture his unique insights and tools to implement organizational change in the knowledge economy. Paul's writing has been featured in Fast Company, The Business Edge, Vistage, Manufacturing.net, and Industrial Distribution. http://www.amazon.com/Work-Quake-Seismic-Knowledge-Economy/dp/1610660323/ref=tmm_pap_title_0--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app--- Send in a voice message: https://anchor.fm/d-m-needom/messageSupport this podcast: https://anchor.fm/d-m-needom/supportSupport the show

Steve and Shane discuss the growing noise around unemployment and if stimulus checks are hampering hiring and much more. They discuss what shifts covid-19 have forced in their own lives professionally and personally. As Steve puts it, a Workquake has happened, and it's time to discuss the aftershocks of Covid-19 and how to use this time to create a better workplace.

For the last 30 years Paul's mission has been to assist Leaders and their organizations to achieve their full potential. His approach is practical, hands-on, grounded in the realities of the real world of work and results oriented – all undertaken with a sense of humor and panache. He is also a "recovering trial lawyer", an unabashed Starbucks addict, and the author of WorkQuake™, a book dedicated to those in the work environment seeking to not only survive, but also to thrive in the Knowledge Economy. For those who appreciate a pragmatic Coach who will nudge and--if necessary--push them to achieve their objectives, a conversation with him is a must. Connect with Paul: Website: https://paulglovercoaching.com/ LinkedIn: https://www.linkedin.com/in/paulglovercoaching/ YouTube: https://www.youtube.com/channel/UCkj_nEe19_77icGFqq_jzmg Books Paul Recommends: +++++ Subscribe to the Podcast! ▶︎ PODCAST | https://bit.ly/3bU6D3l Please Follow & Connect with me! Link's Below ▶︎ WEBSITE | https://tyzerevans.com ▶︎ YOUTUBE | https://youtube.com/c/tyzerevans ▶︎ INSTAGRAM | https://instagram.com/tyzerevans ▶︎ FACEBOOK | https://facebook.com/grindsellelevate ▶︎ LINKEDIN | https://linkedin.com/in/tyzerevans ▶︎ TWITTER | https://twitter.com/tyzerevans ▶︎ TIKTOK | https://tiktok.com/tyzerevans ▶︎ PATREON | https://patreon.com/tyzerevans

Selfcare is a Must In Order To Excel In a Leadership Position with Paul Glover Selfcare is a must in order to be the best leader we can possibly be. Days can be filled with adversity and many decisions coming at you rapid-fire. It is much to get enough sleep, eat right, exercise, and practice gratitude in order to perform at the highest levels day in and day out. Paul also has a great story and is very transparent about his journey. About Paul I am the No-B.S. Work Performance Coach. I’m based in Chicago but I work with clients throughout the U.S. I am also a “recovering” trial lawyer, an unabashed Starbucks addict, and the author of Workquake™, a book dedicated to those in the work environment seeking to not only survive, but also to thrive in the Knowledge Economy. In 1994, Paul was a successful federal court trial attorney.  In 1995, he was a convicted felon, serving 7 years of incarceration in Federal Prison. How Paul and his family managed to overcome the personal and professional setback he inflicted on himself and his family and how he built a successful national coaching practice is Paul’s personal case study about overcoming adversity and setbacks through resilience and grit. Paul’s messages to those who hear him speak is: “we don’t succeed in spite of our losses, but because of them” and “before your life can change, you need to change.” Through keynotes and workshops, Paul illustrates how those faced with setbacks, either personal or professional, can develop and use resilience, mental toughness and grit to take the challenges they face and transform them into growth opportunities. www.paulglovercoaching.com www.feedingfatty.com Full Transcript Below Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:00:00): Doing is we chronically my journey. I am on a journey to get healthy, get fit, get in shape. And so what we do, we talk a lot about our individual situation and Terry - Feeding Fatty support of that. But we also have guests professionals from time to time. And today is no exception. We've got an awesome guest, Paul Glover's with us, and his message really resonated with me. So I just felt like, you know, we really had to get him on the show. He is the no BS workforce performance coach. He assist organization, team leaders and teams to reach their full potential and become high performing. He's also a recovering trial lawyer, which we'll let him talk about that for sure. Uh, Starbucks addict, uh, Chicago's bears fan. He is the author of work quake. He's also a speaker on business and leadership topics and a member of the Forbes coaching council. Paul, thanks for being with us. We are excited to have you with us. Paul (00:00:58): Yeah. Thank you so much, Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position and Terry - Feeding Fatty, it's a privilege and a pleasure. Yeah. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:01:02): Yeah. And you know, um, I think what resonates with me and, um, I meant to tell you pre-show that, um, the last, since we talked earlier, you know, it's really been resonating with me about not only the healthy part, just for Terry - Feeding Fatty and for having a much better life, but, uh, the point you make about it enhances our leadership qualities and makes us better leaders and also helps us to set an example. I mean, I think that's such an important message that, um, I think sometimes we miss that. We, we always think that, you know, we're no matter what condition our body may be in that we're operating at the maximum capacity and that's just not true. Paul (00:01:50): You're absolutely correct. It is. And it's amazing to me, how many leaders do not make the connection between their physical soul and their mental self and how both of those have to be aligned before you can lead a high-performance team and before you can be a high-performance on your own. Uh, so yes, part of my coaching process is to remind that person that is in a leadership position, that there is an obligation that they owe to their team to make sure that they are doing self care and self care we're supposed to the physicality, as well as the mental aspect of, of who they are and what they need to do so that they can perform at that high level and help people and other people, uh, reach their potential. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:02:40): Yeah, because there's just so much that's coming at us every day. And, uh, I tell you, uh, there are days that after it's over, I feel, uh, as washed out as if I'd have climbed a mountain, you know, just sitting here thinking, and sometimes I kind of jokingly say Terry - Feeding Fatty, I'm I'm, I over-thought today. You I'm kind of a little bit sluggish here and when we get through, but it does take a toll on you and everyday, lately. Paul (00:03:06): Oh yeah. I think that the pandemic has added that extra layer of, of Mead to first be aware of the toll, the emotional toll that the pandemic is taking, and it was not good bet. It actually has nothing to do with the impact on you. It has to do with the impact on other people in our society. And as we interact with them as leaders, whenever you have an interaction with a team member, if you're doing your job all the time, that interaction is over, there's been a transfer of energy. If you're doing your job, you hopefully are giving that person a jolt of energy. Uh, but at the same time, you're taking stress off of them by doing that and adding it to your own burn. And we often forget that and that at the end of the day, we not only have our own stress, but we have that accumulated stress from 10 members who are suffering through situation that we're trying to help them with. Paul (00:04:07): That, you know, one of those things about let's separate work and life. We keep talking about this weird balance that we believe exists. And I think that pandemic very clearly showed that our work in our life is integrated and that it's stress in our life. We don't get to leave it when we go to work. And so it comes with us as a team leader. We have to be cognizant of when a team member is starting to suffer from the amount of stress in assist them with wellbeing. Uh, and but when we do that again, we achieve them rate their spots and you need to do something with that bottle. I, to think what people to do is it's so gratifying when I feel like I've had a tough day, the first thing I should do with the pie I deserve, I've worked hard to get that pie. Paul (00:05:00): It tastes good. Somebody made it and I'm going to eat it, or let's, let's get more serious. I'm going to drink, uh, over eating and drinking are two things that I've seen increased dramatically among leaders, just because they are trying to alleviate the stress that they've accumulated now, worst way to do it ever. Uh, I actually believe that that increases stress. Oh, how again, because your body now has to deal with what you're doing to it. You have the stress may very well be mental and physically are you psychically dealing with that emotional, but when you start taking that and abusing your physicality, then you start over eating then over drinking and not exercising, not sleeping enough. Well, guess what, we now have that double whammy. Yeah. And the reality is that it just, it destRoy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Positions your ability to be an effective, Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:05:56): I would assert as a, as a stress eater. Um, I've not, you know, fortunately I've never been, uh, you know, a big drinker, but I am a big eater and, you know, I don't, I think it satisfies us without dealing with whatever that was. So I think, you know, just for the moment, yeah. And we accumulate, well, not only if we are, are we accumulating the excess weight? We're probably are, it's harder for our bodies to digest, to, to use that. But then we really haven't dealt with that underlying issue. And the other thing I was going to say right quick is I, I, I don't know about this because Harry is very supportive, but I would assert that it's the opposite that we can carry our home life over into our work life. So if we don't have that squared away, you know, there's really no separation. It, it, it, at the end of the day, it all just really blurs and runs together. Paul (00:06:51): It does. And again, the pandemic I think has because of what it's done with work, right? It's eliminated 40% of the workforce from going away from the home to actually do their work. And that's a shock while people, I mean, I'm much, if everybody whines about the fact that they've got a commute whines about the office, reality is that it's an escape for some people, they get to meet the home environment and go someplace else where even though they have a job, the reality is it's a much different level of responsibility and stress. A job stress is still there by the way. And obviously you've got a bad team leader. You will suffer as if you've got a bad marriage. It doesn't go away and you paid that price. But most of the time people go to work and, and they're okay. Yeah. It's, it's a change of scenery and they appreciate that. Paul (00:07:43): The pandemic of course eliminated that. And we weren't able to adjust real well. That's why, when I hear about people who want to go back to the office, I know I can tell them things are normally not going well for you because you should not want to go back to that back page. Right. That's the way I look at it. We are still managing officers with an industrial age mindset, right? We're, we're all about. Uh, and by the way, I look at it, unfortunately too many, too many managers as if they were prison bars. And by the way, and I'm going to, obviously, we're going to get to the fact that I am an expo. And so I'm real familiar with prison guards. And I could tell you that there are supervisors at vantages who would, if you gave them the, the, uh, the uniform and the club, that's exactly what they would read in the workplace. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:08:35): Wow. Nope. You're ex you're exactly right about that. It, and for Mo you know, I guess, uh, it's off topic a minute, but it just say that, you know, that comes from not having good hires. You know, when we don't make the right hires, you know, we feel like we have to stand over them. Where when we give, we make the good hires, we give people the tools. They should be, you know, there's, uh, saw something the other day. It said, you know, they should be telling us what to do, not as telling them what to do, they should be. And I had a team builder that I talked to on the business show the other day. And, you know, she was talking about a lot of times when we hire people, we feel like they drag us down because we have to now manage them. But that's a bad hire. We should be hiring people that push us forward and really help us accelerate all again, off topic. But I do understand, you know, what you're saying about the, um, know that prison analogy is that, you know, watching the clock, what time did this guy come in as a time to let them out for lunch yet? You know, can we let them go home? Just Paul (00:09:39): It's. One of the biggest complaints about working from home is that we don't trust people to do the work. And therefore we put surveillance on the theater. Uh, we don't try. We just know we, we feel like we've got to watch the, you know, the bucks have to be in the seats so we can watch the blood work. And the reality is out of an eight hour day, but butts only do 2.5 hours. So apparently it's not working well. Yeah. It tell you that that system does not engage people. Uh, Gallup does the research, 35% engagement across the United States. And by the way, we celebrate that as if it's a victory. It's not a victory. It's a defeat when we have that many people, 65% of our workforce, that it, that are not engaged. It's not working. I scream, I cannot understand readership that when you said about how you hire people, you're absolutely correct. We don't want to be managed anymore. People find it offensive and it's with the exception of one group, but we were going a little bit off topic. I know that's not what we're supposed to be talking about, but what the reality is that that, that, that mindset of I'm gonna manage you is our cake. Yeah. And therefore it causes people to do one of two things, the absolutely stress or be rebellious, and either way you get less productivity. Yeah. Yep. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:11:06): Yeah. And that, you know, for me, of course, we don't have kids, you know, we're at that point in life that it's the two of us and we are pretty responsible adults most of the time. And we could sit and do our stuff. And I actually thrive at the house because I don't have the interruptions of being in an office. And I jokingly say that, you know, 20 years ago when I went to an office downtown, uh, I thought it was really cool. You know, you go out for lunch, go out after and have a drink, but then it got to be, as it started, it turned into a social club. And then, so I'd start shutting my door because you know, what happened was people would come by and want to chit chat all day long. And then at six o'clock I'm like, yeah, okay, well, I can start my work now because I've had all my socialize. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:11:53): Well, I shut the door. Then people would just bust through the door and actually got where I put a chair in front of the door where they had to have a little more effort anyway. So again, way off, let's get back to getting healthy. So let's, let's talk about some first steps. Um, you know, we talk a lot about not only our diet, but sleep and I've admitted, admitted to you that, you know, sleep is usually the beginning of the downfall for me, for the not exercising for the not eating. And then it's like bad decision-making and then it's like maybe even a little bit of a shortness. So anyway, let's talk about how sleep affects us, you know, in, in our leadership roles. Paul (00:12:33): Well, again, uh, the research and I am a research week shows that if you don't get enough sleep, and when we already believe we know how much sleep is enough sleep, we know we continually trick ourselves. We believe we can get back, but we still think we're in college. It knows what to call it. And I'm going to cry. I'm going to stay up all night and cram for the test. Uh, and then of course we think we're going to do well on the test. And reality is we don't, uh, so sleep sleep they had in performance are intertwined. You can't escape it, right? We, we, our body needs a certain amount of rest. And by the way, I look at it, it's not just some rest. It's a certain kind of risk. You actually have to get into REM sleep. And that requires the environment, allow you to do that. Paul (00:13:19): It also means that you've got to distress enough so that your mind stops race, uh, because it is a, you come home and, and hopefully, you know, and again, I think that people say, well, three or four glasses of wine and, and I'm good to go. I can, I can lay down and go to sleep, but not tell them that is not good sleep for you. Right? So, so the reality is that if you don't get enough sleep, your level of performance is that a big drunk driver, you have lost the ability to be in full to a certain degree. You are, you are waiting to have an accident. You're waiting to make them wrong decision. And you had said it, Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position, you get sure, right? Why? Well, we're tired. We're tired. Every everything becomes more acute for us, right? We're, we're, we're more aggravated by a situation we're aggravated by people. Paul (00:14:13): Uh, when I was a practicing attorney, I made sure that my client was never sentenced in the afternoon because I knew that by that time, the judge who probably cranky in the morning was out only cranky, but he was tired and he would look at the hip and my client differently. And I guarantee you, because research shows it, he would give out a stricter sentence now. Huh? That's just the way we operate, why we get tired? And once we get tired, we don't like people that they are a nuisance to us, push them away, deep members, can't it. And by the way, team members are pretty astute, right? They're not stupid. They say, Hmm. I can tell them that the boss is not in a good mood today. The boss is tired of it. Stay away from him. Don't tell him the truth today, because that's what it amounts to guess what that situation that needed to be discussed and taken care of. Paul (00:15:10): Doesn't get discussed because the boss is tired of it. Oh my God. This is a recipe for disaster. Yeah. So yeah. So the sleep aspect of it when I talked to my clients about this, because I believe that it's a part of my obligation to point out the obvious. I tell people I make, I make my living off of pointing out the obvious. We know these things because when I asked you what you should be doing as a client, they'll tell me right away. And then the question is, are you doing it right? And that's where we get the hesitation. Why? Because they're trying to figure out candy telephones more than a lie to him, right? You're like when we go to the dentist and they say your, and he'd go every night, I probably got tired of saying that. I said, no, I don't loss. Paul (00:15:59): And he said, well, you should. I said, I know that, but I don't. What do you want me to tell you and write to you again? So anyway, he said no, by a flossing machine, instead of the threat, actually that works. Ah, that's what I look at with, with my clients. I go, let's talk about what is going to make you sleep right? And we had that discussion. Uh, you have to have a sleep environment. It has to be dark. Uh, you have to not eat or drink when you go to bed. I mean, there's this whole list of things and them. And then, then of course, a part of my job is to say, if you agree to do this, so you can be a better leader. I'm going to ask you when we talk next, are you doing no? And I had a pretty good in time. Paul (00:16:45): And if I can sense that you're lying to me, we have a different discussion. Right, right. But what people are willing to try step by step. So, so back to that, I don't want to overreact to the sleeping thing. We put the door in one of the aspects of self care, but it's a very important one. The people don't pay enough attention. Yep. My son is a perfect example. They have like, they have a mattress that I wouldn't let a dog walk. And I talk about, I said, I will, you need, you need a better mattress. I'm just, my dad mean it's like, you're sleeping in a hammock. You and I know that it impacts him because I can tell when he's had a bad, night's sleep so bad back on time. So, so there's a whole list of criteria that I will be with people being a better leader. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:17:30): I think it's important on the sleep is, uh, like you said, it's, it's more than just laying down or being in the bed at night and waking up in the morning. There's a lot we need to do to prepare ourselves for that rituals. Yes. Yeah. And I'm going to, I'm going to turn this up just a little bit where Terry - Feeding Fatty can, Terry - Feeding Fatty, can you, well, Terry - Feeding Fatty (00:17:50): You know, but Oh no, this is a setup, Paul (00:17:55): Which you said the magic. She said the magic word enrichment. Yeah. We need a sleep ritual that we follow just without fail. Why? Because that's how we get to the state of being able to sleep. And part of that has got to be how you do stress from the deck. Yeah. And, and meditation is something that most leaders know about, but feel, it's it feel it's girl, most of my clients are male. And when I talk about some of their stuff, they're like, well, you know, our old, you want me to do yoga naps? Maybe. Yeah. Terry - Feeding Fatty (00:18:32): They could only dream of being girly. Paul (00:18:35): Exactly. I told them, I said, well, players [inaudible] bounce. So stop reading this stuff. Doesn't matter if it doesn't work, can you try something else? But buy it open-minded enough to try it. But the ritual is extremely important. Same type of bed every night, turn off the devices. Or know what if the president of United States wants to get in touch with him, believe me, the secret service would get there. Those world. You don't have to stay awake. Wait for them. All right. So, so it's important to turn off the devices. People will leave their notifications on, make me nuts. You really need to hear the Dean have another text at midnight. Yeah. Don't do that anyways. So yeah, we've got a whole, a whole situation, but that's extremely important to in Richmond. Terry - Feeding Fatty (00:19:26): Yeah. I th I thought that was the setup part. Cause I we've been trying to not use our phones before we go to bed. You know, I like to go through there and check out the social media and look at the hits. Look at the jokes. Look at now. Paul (00:19:43): Oh my God. It'll keep it. Yeah. I, and I know that everybody has their own methods too. And I've got mine. My wife and I, 10 30 is cut off. I've trained myself to work 10 30. I don't care. What's going on. I'll tell people, you got to want it. It better be the weekend because I've got to get up in the morning and I've got a five o'clock I'm more. Yeah. And I've got to be prepared to go through six or seven hours of coaching. And the last person of the day is entitled to my complete attention and energy level is the first person I to do that if I'm tired. So at 10 30, everybody goes away and we go in and man do the brush and floss. And then, and I turn on Perry, Mason. Oh yes, this is my red school. Paul (00:20:35): Can I go? I don't want to see any of the beginning of permits. I want to get to the core because I can't, I don't practice them. We're right. And it was sorry, as it may seem watching Barry, basically everything, it would be 10, 15 minutes. I've gone. That's how I do it. It takes my mind in a different place. Right. And it's not necessarily entertaining. I think I've seen them all like six or seven, eight times, but it just got a trick with trips, the trigger, right. We're constantly tricking ourselves to do the right thing because we apparently can't do it on our own. And it might go in and I don't turn it on. My wife goes, turn on, turn off during this. And by the way, she hates paradise and she knows that I'm going to go to sleep, but then she can do whatever she wants. It doesn't matter. But anyway, that's the rich, you know, I'm also up at five o'clock in the morning. It does. It's not five Oh one and I don't need an alarm. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:21:33): Yeah. Now I think he made a good point about your clients. And I, I, I guess we, we can put this in the, every manager's point of view is that the very last decision that we make of our Workday, we should give it as much time, attention and thought, and we should have the right attitude and be in the right place as we did for that very first one. And so that, that's a big deal if we think about that, but let's, uh, talk about some other points of self care. Uh, you know, sleep definitely for me is very important, but what are some other things that you talk about? Paul (00:22:06): Well, and you know, my experiences, uh, it is, I tell them, I, again, there's a research that shows if you're the CEO or president of an organization, you may have the same personality as a serial killer. And I believe that I was as a trial lawyer, you got some of that. I mean, that's just, that's what the followup probably was confrontation in combat. I mean, it really is. The judge is there to keep you from killing each other and make sure that you abide by the rules of the game, but it is exactly that. So your mindset is, is really very much about winning at all costs. I, and by the way, uh, the concept is for every hour in court, you've got a trial, you've got four hours of preparation. Oh, wow. And when you're in trial on trial, you've got to leave that courtroom and go back to wherever you are and air the next day. Paul (00:23:02): Because once you're on trial, you may go through your four weeks in this year, four or five days a week, depending on the judge has scheduled. But it is there's no, there's no relaxing, right? So I would actually get a room downtown. I have, since I practice in federal court. So I didn't have to commute back and forth. But the reality was that there was no way that any lawyer that I knew that was probably, or could keep up that pace, uh, without, without hell. And at the time, uh, it was drink yourself a you can sleep right. And drugs, cocaine was the drug of choice for me. And, uh, obviously you can't do that warm before it starts to have an impact on your ability cook for, but it would get you through the day. Right? And so at some point go, uh, I was disrupted self-destruct. Paul (00:23:53): I tell people that self-inflicted wounds is, is where I got all my stars, but most people, other people have given them scars. I would give myself stocks. Uh, and I did that. And I think there were a lot of leaders do that. They, they don't be the softer thing. They do just the opposite. They do self abuse and they believe that they should get away with that. Well, my, uh, my self abusing days, and then when I went to post, because suddenly my life changed overnight, I went from being the guy that was in charge. It would be that hard drive driving attorney that had that win, win situation at all costs, including cheating. Uh, I had that self abuse when it came to alcohol and drugs, and I hit a, an environment that, you know, there's all sorts of prison rules that I have that I developed that actually they had carried with them when I came out. Paul (00:24:47): I don't think anymore. Definitely don't do drugs because I found out the first, it turned me into someone I didn't want to be. And second, it has an impact on you physically and mentally. And I just don't have enough of that. Well, uh, I've got to be able to protect what I've got now, but when you show up and it doesn't, and the first thing that, uh, that they tell you is you ain't running nothing and that's the case. And you don't want to be a lawyer to most in prison because the experience is not a pleasant. And the warden made sure that the first day I showed up, we had a personal conversation that was after I had a full-body cabin search. And the easy told me in no uncertain terms, if I find out that you're helping anybody else with their case might find out you're breaking the rules. Paul (00:25:34): I will send you to the higher security prison behind the wire, where you'll be with the real bad who was in prison. And it's not a holiday, believe me, but it certainly isn't. There will be guys who have been convicted more. Yeah. Uh, and so my deal was don't make my time any harder or any longer. And from that point on to make sure that prison for five and a half years, it didn't destRoy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position me. I went into self care, just no drinking, no drugs exercise every day, every day, seven days a week. I, the track walking, doing weights, all the things. And I never would've considered doing in my week prison practice wouldn't have done it. You couldn't have convinced me. Uh, and, and I survived five and a half years and came out of prison in better shape and nine. Yeah. Wow. Mentally sharp. Paul (00:26:31): Uh, why I took the Medicaid, I met dish. Uh, I did, uh, I did philosophy. I did the mental things that kept me, kept me curious and alive and vital in a, a prison setting. Uh, I tell people the worst part about this and is how boring it is. And it is long pieces of time that it was absolutely boring, punctuated by violence. And you've never know when there's going to be that whole situation. Yeah. So you have to be a world because you don't know what the guy next to you just heard from his wife. Then maybe he got the dear John letter that, and that guy is now ready to explode and give him any point whatsoever we will do. But with the boredom is what you had to deal with. And I dealt with it by keeping myself entertained because prison wasn't going to entertain. Paul (00:27:26): So when I came out of prison, I had a routine that I, that I then applied to my life back in the world. And he got into coaching. I said, let me make sure that what I'm doing has relevance to my clients. And it turns out that it has absolutely does so that when I talk about self care, I talked about the experience that I had then, and I have now because I, the guy that gets up and goes to work as a team leader is required to do all of the things we talk about taking care of himself, but taking care of the team, right? And at some point it takes a total. It's all about how are we going to remedy the toll. And that has to occur in a couple of different ways, work the best and for when you're not at work, but it also has to approach art because I tell people, you need to watch the matrix because we all are a battery and we get up here good morning. Paul (00:28:27): And we hopefully are fully charged. Now we're not fully charged. Let's have the discussion about why we're not right. That's because, because we ate too much, we grabbed him up. We didn't get enough sleep, whatever it may be. Uh, so we need to be fully child. That means let's stop. Let's look at the night before. But from that point on during the day, you are slowly losing your energy out of that physical battle. And that, that starts to impede the mental process, the decision process, by the way, the workplace does not care. If that's what's happened to you. Yeah. They don't care if he had a bad night of work bad, and I had a sweep level, they don't care if it's been a bad morning, none of that matters to the workplace, right. It just going to keep coming. And that's your job. You either, you either decide that's my job and I'm going to do it to the must of my ability. Paul (00:29:18): And if that's true and you believe that, and you accept your obligation to the team, as well as to yourself, then you need to make sure you were on peak physical and mental vision. Just like an athlete. That the only difference is we don't get the practices waiters because we're actually doing it every day. We don't, we don't six days and then perform on but seven. And that gives the athlete the advantage. And by the way, every, every athlete I know has a coach. You know, whether they have a coach, even though they are professionals, they still need to get better, right? The situation around them, the team they're going to play. The person on the other side is getting better. They have to get better too. So, so for leaders, they have to continually not only be in the moment they have to prepare for the next month and during the day, the battery starts to, it starts to lose its power. Paul (00:30:18): That means that during the day you have to do what you can to re-energize yourself, how you do that is as important as what you did the night before. Are you getting are reading correctly? Well, let's go. Let's all go out and have, uh, a, uh, a McDonald's big Mac, uh, the large order of fries, because the small orders never enough. Can we have 32 ounces of sugar and water? Let's do it. Let's let's really have a lunch. That's going to kill us off where we close, where we cut back. I don't care what you think your body's saying all the blood that used to go to your brain. So you can make a decision has now gone to your stomach because we don't have a choice. We got to deal with that alone, down there. And guess what? That's, when you start to become dumb. Paul (00:31:10): I, you know, it's a curiosity. I believe that most decisions, depending by the over the track list, the don't wonder is our after watch, we have the three o'clock slot. I don't mean I can tell you all of the things we already met. So when I'm talking to my clients, it's about first stop that, stop that eating and breaking that is to you in the afternoon. Not telling me not to eat, but I'm telling you that you have to be cognizant and buy it all the time. If by the way people are like, you're just like the Grinch. I mean, when do I get to have some fun? Okay. Would you have them as long as you're willing to tell me the cost, all I want to know is the cost. And if you're willing to accept the cost, then one of two things, either I have to question whether or not you should be the team winner, right. Or you have somehow managed to work it out. Somehow I'd tell me, tell me you've got the magic wand. Right? Cause I like to hear that, but I don't see it. No, one's got it yet. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:32:15): Okay. I was just going to say no, no, you're fine. I was just, you bring up a good point. And um, uh, you know, I have to put myself out there on this one and that is a big thing for me. It's like when, uh, when we're eating right. Uh, I feel a little bit, I feel a little cheated. Let me just put it that way because you know, I was like, and my favorite example is not long ago. Uh, Terry - Feeding Fatty fixed an awesome, it was salmon and asparagus dinner. And we had enough for lunch the next day. And I, I didn't realize that. So she was out, she called me, said, I'm heading back home. When I get back, we'll eat. And I was like, Oh, she's going to stop and get us a, uh, was so excited. She goes, stop at the Chick-fil-A and she going to get us a chicken thing. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:33:04): And some of those fries sandwiches, and the next words out of her mouth was, yeah, we've got that salmon and asparagus. And I, I will not lie to you. I just deflated all the outlet. I saw it through the phone and it's, it's so bizarre that, you know, I let food, uh, drive that emotion. And you know, so one thing that we talk about all the time is we're trying to shift that mentality from food and fun, you know, to food is to live. And then we should find other things to be fun. We could still go out with friends, but we don't have to eat all the, you know, the bad stuff that is around that. Or we can get a veggie plate or a SA I mean, there's things to do if you really think about it. And the fun is going out to be with friends and socializing. It's not because we're sitting there stuff in our face with something live to eat, it's eat to live. Yeah. Paul (00:34:02): I believe that people look at food as a reward. And if I be sure, because I've been good all day long, I deserve a reward for that. And the reward is going to be like I said, hi. Yeah. So, so we have to have that mental cheat, by the way. Let me tell ya. I am a terrible eater. I, it, in Italian beef and sausage sandwich, that's like my blood. I need it. Right. I tell her I'm half Italian. I, every once in a while I got a grease up. Well, it's every once in a while it's daily. And when I do that, by the way I have, I, you know, I, I continually trick myself. That's the only way that sometimes I'd get there. Right. And one of the tricks is this ring, my wedding ring when I am eating poorly. I know because I can't get it all white. Paul (00:34:58): I mean, you swallow up smaller because of the sodium and the rest of that grip, your dad, Ray will be tight. And I know. All right. Just dumb. Exactly. Right. Thank you. See right away, you sound like my wife dumb today. Yeah. I can't get my ring off. Yeah. Well, that's that Italian beef. We had last review. And yet it is, it is, it is truly just changing our mental outlook on food. Yeah. W we don't need as much. Oh my God. The proportions in the United States, please go. Any place else in the world. I love pasta. And the deal is, if you go out to a olive garden, if you've got it, they get whatever they have. They give you a meal, plus a meal to take home. Yeah. That go to Italy, you get about a quaint, you get something like that right up in a pitch in the Palm, your hand, it's delicious. And it's enough. Yeah. Yeah. Well, it started hitting. We can't turn it off now, Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:36:01): You know, and we're so conditioned, at least, um, in my environment growing up and I'm not blaming people for it. I'm just saying, this is just the way it is. It's that? So, uh, you had a bad day today. Well, let's go out and get something to eat. That'll make you feel better. Or it's like, um, Oh my gosh, something went great today. We'll, let's go eat and celebrate. You know, it's like, it's like trying to deprogram a little bit from everything revolves around that food. It should revolve around, you know, our conversation in our relationships. And we can figure out a way to be more healthy and still do that too, because I'm, you know, and I, again, I'm saying I'm guilty of that. I feel like, Oh, well, if I can't go out and have the fried appetizers and the big old, whatever the meal is, and maybe have a couple drinks, well, then I'm just not going to have fun. And that's, that's not true at all. Not true at all. Paul (00:36:54): Well, and I've found that I'm an automatic either. If I've got it, I've ordered it and I'm, well, it was just really going to taste good, but I'll get engaged in the conversation with someone and I'm still eating. Right. They haven't stopped. And suddenly I realized I've had the entire dinner. I didn't taste any of it. It's just gone. And so, so you're absolutely right. Why would we go out? We should be going out, not, not to dinner, even though that's our socialization. Yeah. We're going out for the company. We went out for the, the vet entertainment, whatever it may be. So, yeah, no. And let me get the last one, because it, it, obviously the exercise is huge and everybody has to be dedicated to exercise. Like I tell people once again, these are, and by the way, I'm a strong believer in developing habits because when the habit you stop having to make the choice to were terrible, given the choice between the pie and the salad, I take the pot. Paul (00:37:55): However, if the pie is not even there, I don't do anything but the sell. So I removed the term age. Right. And we do that through the development of habits and good habits. Exactly. Remove temptation. We don't think about it. I am. I, again, once I get to the exercise part, uh, at five o'clock and then the alarm goes off, my exercise goals are, are at the side of the bed. I get dressed and I'm out the door. If I were to stop and turn on the computer or look at my wall, I never make it to the gym. Right. And so I refuse to do that. I've developed a head and I'm fine with it. I go, I do my, and come back. I get my coffee. That's my reward. By the way, I believe in rewards. I get my Starbucks. And then I actually looked at my phone. Paul (00:38:42): I refused to look at it until what, because then I'm ready to start the day. But we've got to develop that. And exercise is one of those things, absolutely critical. A hybrid form. You have, your body has a body needs to move. That's built into us, right? I mean, the whole concept of who we are is so connected to the physicality of who we are. And if we forget that we can get that. I don't know how many thousands of years we still are as that, that, that prehistoric guy coming out of the cave, getting ready to go hunting veteran. It's all about being physical and you can't ignore or avoid that, or you pay the price. And the issue is more to pay the price. And again, I go back and I connected to being the team leader. If you want to be a leader of a hyperchloremic team, you are the model. Paul (00:39:37): Therefore you have to perform at that level also. So that's your obligation. You tell me, you want to prepare your observation. If you're doing, you have to exercise. I also believe that even though exercise at the beginning of the day, the end of the day, whatever you want to do, the concentrated exercise is important equally as important is what are you moving? Are you moving during the day? Because again, we are wearing down as the day goes on. Are you getting up after every 90 minutes? Because that's what the research shows you cannot focus well, more than 90 minutes, get up and do a physical activity. What do I recommend walking? Yep. Go outside. Outside. Well, we had been getting the vitamin D being outside is refreshing to your body. The air smells good, right? It's not the air conditioning. It is fresh air, but as best as it can be, and you do the wall 15 minutes all the way. If you want to take a call while you're on that, because I got some guys who just can't build it that way, take the call. Just don't stop moving. Terry - Feeding Fatty (00:40:44): It's especially important. Now that everybody's working from home and they're just sitting in their chairs, fixed to their desk and do it. Yes. Yes. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:40:55): Well, and I will say that I, when I started wearing my step counter watch, and it's embarrassing to actually admit this, but in our house, when I would stay in and work all day, I could end my day with less than 600 steps. I mean, it's just, yeah. I mean, it's ridiculous. And so we really have to fight, but that is something that we've been doing, uh, some days easier than others, but try to get out and go for that walk in the morning, just to 10, 15, 20 minutes, nothing hard. Just taking the dogs out. It gives us a good time to, to have some conversation about day and how we're going to start it, what we're going to, who's doing what, when and where. And, uh, you know, I told her, I guess it was yesterday morning when we came in, I just felt so fresh and vibrant and ready to jump in and tackle things. It's just amazing how that makes me feel. Paul (00:41:50): And that's how it makes everybody feel if they do it. And I, as I am today, assuming that it's not a blizzard out, there's a woods close to us and my wife and I go, and we do a 45 minute walk through the woods specifically through the woods, because I'm a believer in what they call forest washing. Well, if you've thought about it in that, but it's a Japanese thing. And they have the research shows that when you walk through a forest, it has a different impact on you than if you're just walking. And that's about the trees. There's this whole thing of interconnectivity with trees and how, if there was a forest, if it is an environment that's being created and the reality is walking through there, it actually is like a wash. Your can wash. You go over, you will wave. Now. I am a big believer in stuff that I know works. And I know the walking through there not only refreshes me, but it actually makes me more creative. Paul (00:42:53): When I walked out of that forest. After 45 minutes, I'm usually I've got two or three things that suddenly are apparent to me. I, you know, I knew a point to the day, every day, it goes out to my subscribers and I'll come out of there with three or four points. It just something that's working in my head that suddenly is available through this process. And people were like, that doesn't work yet. You've got to go and really do. You've got to commit to it and, and commit to it a couple of weeks. And before you you'll notice, when you stop, that's not good. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:43:27): That's an interesting concept because we live in a very wooded area and I'm the same way. You know, it scares her when I go walking by myself, because when I go out, I'll come back. I'm like, Oh my gosh, I got like five great ideas. Get your pencil and paper out. And let's talk about this stuff. And she's like, yeah, Paul (00:43:45): But I truly believe that that, that is a part of this process that we don't understand the Japanese do. And like I said, it's called horse washing. I recommend that. And people like that, no, I'm not going to do that. Okay. Then just get out and walk in the center. I don't care where you're walking close to the trees. That's true. Look at the trees. But the reality is that that during the day we need to reenergize and you don't want to take, no, everybody does a coffee, but okay. You're artificially stimulant. So by the way, I, it Starbucks fanatic. I've got it in my Bible. I won't stop. If I'm not doing five of them a day, it's not a good day. That's crazy. And yet I can show you the health benefits of coffee got this. My wife would say, yeah, let's stop. Paul (00:44:39): It's so important that you're overdoing it, but don't just go to the coffee machine because what's going to happen is you're going to engage somebody. It's not going to be at 12, go outside, take your cup of coffee with you. Walk, get some exercise, come back in. You'll feel better. You'll be more alert. And by the way, I love the concept of the afternoon. Now it's just not realistic. You know, the whole concept of 20 minute nap. If three o'clock in the afternoon, it makes absolute sense because it, it can't be any longer than 20 minutes. You're going to run to sleep. So the reality is drink a cup of coffee, take your 20 minute nap. And how do you wake yourself up while we've got own? It's got an alarm on it. I mean, I'm kidding me and wake you up and you get up and move a revitalize, but we're looking for that push for the end of the day, right? Because that's, again, if we're not doing these things, we start to make that decision. And nobody is going to say, if your boss walks in and says, I need an answer on this, are you going to say, well, wait till I get a good night's sleep. Paul (00:45:45): They're like, what are you talking about? That's true. So, so yeah, those are the things. And again, I wish I could tell you there's something revolutionary, but if it was, I would have written a book and retire. No, these are common sense approaches that I don't believe most coaches are willing to address the clients because they think that's too personal. Yeah. It is absolutely connected to performance. And I bill myself as a no BS workplace book performance call, I'm going to talk to you about your performance promise. I'm going to start at that basic level, not how you're interacting with anybody else, how you're interacting with yourself, or are you taking care of yourself? I don't believe you can take care of others if you don't take care of yourself. Right. That's right. That's been an underlying theme lately for all of our speakers. So there's Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:46:41): The other thing I wanted to tie into this rack quickly is just, uh, you know, you said earlier, if we make these habits, they're not decisions anymore, but I think we can go a little bit deeper into that for just a second, that the amount of decisions that come at us every day, we have to develop these routines and habits. And, uh, your old friend from Chicago, the ex president Obama he's famously for having, um, and you can tell it better, but I think they're all gray suits and the same ties and everything. So he just says, look, I got hundreds of decisions I have to make every day. You know, when he was president, the last thing I need to do is decide, is this the right color tie to go with this shirt to go with this coat, with these shoes and these socks. Yeah. Paul (00:47:30): And you're actually growing it. It's called this decision fatigue. Yeah. And you're right. Let, let's eliminate the, the necessity of making the decision. Right. And by the way, we, we, if, if we keep having too many temptations, we inevitably make the bed. Right. Right. And by the way, that's also beads in the delegation of the issue. Because when I started listening to the decision, we're making one, like, seriously, you're being paid. How much to make that decision. Right. That's that's not yours. So anyway, but you're absolutely correct. And so eliminate the decision-making process, reduce it, take it away. And by the way, I I'm, uh, I'm, I'm really huge about talking to my clients about big rocks, which are the big rocks that you are, you are required to move. Because if you're telling me that you're not spending your time and energy on the big rocks, 80% of the day, you've got a problem. Paul (00:48:32): You can't move the big rock, otherwise getting rid of the locks. And everybody's like, well, how do you make that decision? I may actually come up with a big rock, a filter. And that everybody has to, when you, when you say to me, I'm going to take one, a task, a new task is like, let's go through the big lock filter. Well, wait a minute that doesn't, that's not a big rock. It's not attached to a big rock. It's not anything that has to do with a big rock. Maybe change locks, because I'm all right with you telling me, this is now a big rock, but by the way, that's not what you're telling me there. I had a guy across of a company that occupied his time looking at t-shirts that were going to be handed out. Oh my goodness. I don't have any problem with you looking at two or three t-shirts and picking the one you like, that should be like that. Paul (00:49:22): Oh my God. He was involved in the manufacturing similar from China. Oh my gosh. But, but by the, well, see, he liked that he liked doing that. That was the simple, but I said, so let him, and I also believe time audits are required from time management. Therefore, every one of my clients has to do a monthly time on it. At the end of that day, then we do 24 hours. We then take a look at how you're spending your time. And that's where I get to say, that's not how you should be spending your time. Yeah, no, like when you don't understand the, I absolutely. Obviously you don't know how to say no. So let's talk about that, right? Because we can't say no, you can't read a team can't we, it, uh, so, so let me get one more thing that I missed last time off people, don't take their vacation basically crazy. Paul (00:50:18): You've got five weeks of vacation. You worked your butt off all year, and you're not going to take your vacation because people won't think you're interested in work that you've given enough of yourself to the job, but you shouldn't take your vacation. Americans leave 30% of their vacation hours unused, and they don't even get paid for it. In most instances, you really, to revitalize by getting away from the work environment, going someplace, I don't care where it is go someplace where it's different lecture. So be relaxed. My contention is you need a week before you relax that decompression does not take place overnight. The concept of getting to wherever you're going is usually worse than, Oh my God, did we pack the Paul (00:51:21): All home along? Wait a minute. One of the kids when the kids have done. So, so Ms. Russell getting there does not mean, you know, everybody says why I walk or who you're not, you're not all working to actually got where you're going to go. And then you can start. Yeah. And the deal is that's the time when your brain starts to work on interesting. It's not been one day, not the usual, by the way, if you're doing your emails and your, whatever, I have a client and I test one vacation and I send them an email. If they answer, um, they get an email back. What the, uh, are you answering this email? Well, I thought it was, God stopped baking to do that thing. You're on vacation and it required walk your life. You're doing that. Then you're not doing what a vacation school. Paul (00:52:22): Once again, revitalize reenergize, and hopefully give you a different perspective. What's interesting about country chattering was going to a different culture, not being in the American resort, but actually going out into the, what the baby is. Habitat is extraordinary to me about opening your mind. Don't [inaudible] we don't know American though. We don't like that. We don't like anything. Good. I mean, if it's not a handbook, but we know after you've been in Japan and had sushi like this in the bounds around, Oh God, a whole night, otherwise we need to go farther into the concept. Now that is so, so all of this is about making you better. So when you come back from the vacation, you absolutely are ready to be a better leader. Maybe more open to an idea, by the way, just a great book out by Adam Grant said that I can remember who babe it's think again. Uh, and I've recommended that to everyone in my coaching program, because he talks about the need to be thinking and rethinking how we do what we do. Yeah. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:53:37): There's a lot of research out there. It was a first pointed out with children, you know, that we have them. So over-scheduled that they don't have the opportunities like I did that. You know, you walked out of the house on a summer day and you found the rock and a stick and you figured out something to do with that all day, we were a little more creative and I think it translates into our adult life. If we are so bogged down in all of the, you know, the daily stuff, how can you possibly be creative? And you know, me and Terry - Feeding Fatty have this conversation a lot that, you know, sometimes during the week we get bogged down, just, um, you know, producing things and get on them out the door that we really don't have the time to think about innovation and new and different things. So I, I can say from a personal experience, you've got to do that. You've got to take a few, take some time during the day, take some time during the week, make sure you get those vacations in because you will think a lot more clear and be much more creative for sure. Paul (00:54:38): Well, I believe that one of the traits of a good leader is being curious and you can't give cure lists, your stays look at the same thing. The same thing every day, your mind gets, gets that structured. You know, that's what we're looking at when the work is that work is all about being structured. And once we get in there, I mean, my father worked at general motors as a electrician and he hated being in the plant, but he was in Southern Indiana and was the best beans album in 200 miles. And so he did it, but they're there and they told him, Oh 45, when you, once you had leave your mind at the time, I don't want you thinking, we're going to tell you what to do exactly, do it. But I don't want you thinking about this doubt. I don't want you to about making the good, want to hear any of your ideas. Paul (00:55:32): And we like to think, because I love the fact that, that one of the arguments about coming back the office is how everybody's going to get together and ideate. First, I even hate the word we can all put together and ideate, right? And from there, we're going to have this innovative creative surge. Well, like it, I think it, you know, I'm not sure where this is supposed to happen, maybe in silicone Valley, but I'm not so sure about that. Either ideas don't go from the bottom up. They're forced on us from the top down. And so thinking that everybody comes together and has a creative explosion does not happen. In fact what the Mimikyu Nicholson, but he goes to their desk wherever it is. And then we're locked in on. Right. And so, but back to this time on weekend time, absolutely decompress. Yeah. Well that's when you should, that's when you should be more physically active, don't go out and kill yourself playing football, but we'll take that extra walk. How about that? Yeah. Yeah. I love people with dogs. A dog will make your, get up, go outside, right. They come to you with the waist and I'm like, dude, really? Paul (00:56:49): And I think that that's why we have to be forced to do this. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:56:54): Yeah. If we are, if we sleep past about six 30 in the morning, we got two of them that are sitting there staring nose to nose with Paul (00:57:12): [inaudible]. But those are the things that we need. We need to force ourselves up because how we are living our lives is not natural right now. There is nothing natural about how we live our lives, right? And therefore we are in conflict with who we are naturally in rehab to somehow resolve that conflict. So that we're, we are absolutely able to live a better life because that requires a lot of work requires a lot of attention, but it absolutely can be done. We know. And again, I know I'm beating the same drum. We know what to do, right. Why aren't we doing it? Well, it's hard work. Oh my God. Is that the worst things going, excuse me, worse than that is I don't have enough time. Like seriously, don't even start with that. That's not the problem. It's what you're doing with your time. That's a problem. So, so, you know, everybody's got the same 24 hour buddy. I'm sorry, but if you can't get your job, but we need to look at you back. Yeah. So anyway, but, but yeah, so, so we need that. We need to align and we need to live our lives according to not only our mental reeds, but also our physical needs. And we often wet our physical lead acts, second place realizing that the negative impact is going to have on our mental and our spiritual. Now Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (00:58:36): You are exactly right. So true. Yeah. I'm sorry. I got to go do my time audit now. Paul (00:58:45): Well, by the way, it's a 24 hour audit. Nobody gets, everybody's like, well, I'll just do it through my work. No, I don't even start with me. I want to know what you're doing for 24 hours, because you're going to tell me how much you're sleeping and how much of your time at home is spent working I'll guarantee. It's a couple of hours a night. Well, yeah, but you know, I had dinner with the kids and then I put them in the bed. And so what was I supposed to do? I don't know. But if you're telling me that the best thing in your life at eight o'clock at night is to read company emails, kill yourself now serious. Like, no it won't. Because all they're doing is killing yourself slowly. Get it over with just saying life is not worth living after seven o'clock. I got to shoot itself. Paul (00:59:33): There's Perry, Mason Perry. Mason is waiting 48 hours. Well, no. So if you're going to do a Taiwan to do it for the entire 24 hours in a half hour chunks, and you got a, I'll send it to you. And it's also an energy I, time is cool. Your energy level. When you're doing something is necessary, you've got to look at it and go, here's a score. I have low energy, by the way, the task that I'm doing during this period of time, it doesn't let me have more energy. I've got to be consequent. Ah, now we get to talk about what you have to do for that period. Immediately work that your energy gets backed up everybody. And by the way, I w I get so many good pushbacks are notorious, right? Paul (01:00:27): I'm sorry. You were telling me every day is different from what you do for a living. Because, because I, I would love that. I don't care who you are. If you're working in American offices every day is structured the same. You may be able to shove them around a little bit, but the duties don't change the past don't change. And you're stuck in that environment. So, no, I don't want to hear that. What I want to hear is that you're going to do this and become aware of what you choose to do would be aware of this is entirely up to you, but it gives us the conversation. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (01:01:00): No, that's, that's another great point is the self-awareness the minute we can become aware of how we feel at certain points or how things make us feel. Um, it, it changes, everything changes all of our dynamics Paul (01:01:15): And, you know, writing the deal is I look at people and I will, okay, unaware. Then we have aware, how are we going to get there? Well, there's ways three 60 reviews, a time audit, all sorts of objective information is needed to call somebody to say, I need, I need to change. So just me saying it to anybody, it doesn't really impress them. They're like, yeah, you don't want my life. Okay. Well, let, let me give me a glimpse. Give me the 24 hour or let's do a three 60 with your team to find out if you really are a fantastic communicator. I mean, then at the end of that, so we've got the unaware. Then we get the aware and then we get to the group. I love the best, the aware, but I don't care, right? Oh yeah. There is a group of leaders who will tell you flat out, I don't care. Paul (01:02:08): I'm not changing what I do. You know, my deal is the most difficult person to coach is someone who's successful. Right. They're afraid that if they change that, that they're going to be successful. Right. My argument is, you're not as good as you think you will. Yeah. Yeah. That's right. Oh yeah. Half a wife is random. You were fortunate that the random part been too, right. Seriously, your lawn was working 120 hours a week. And believing that that's sustainable. Come on, man. Don't be stupid. And by the way, after, after he bucked himself, he admitted that he was wrong. Uh, and, but you know what the model works for awhile is the employees are free to go home. Oh no. And he's sleeping in his office. I can't go home because he'll think I'm not engaged. Well, he's stupid. But nobody would tell him that he needed a cost. Do diminishing returns. At some point you may think you're making smart decisions. You're not making your bed. Nobody even knows what you're saying. Right. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (01:03:14): He's listening. Yeah, exactly. Well, Paul, we appreciate you taking time out of your day. I know we ran quite long, but it's just, uh, you know, it's a pleasure speaking with you and you have so many good insights. And, uh, we just want to try to soak it all up. Not only, you know, for our audience gets to benefit, but you know, me and Terry - Feeding Fatty, I've taken a lot of, I've got a whole two pages full of notes written down here. So, uh, but before we go, we always ask what is a tool that you use in your daily life that, uh, really adds value tool habit? Paul (01:03:51): Um, I may, uh, in the morning after when I get my Starbucks, I'm walking back to, that's a block and a half away. I do my gratitudes because I believe that positivity is too. And you are in control of positivity. If you want to think negative thoughts, you're going to have negative instead of positive. I need to reset realign my unwind before the day starts. And on the way home, I'm driving to the gym, I pray. And I say, well, you know, that's not you should. I communicate with my God in my way. And you know what so far, he has not hit me with a light. I don't care. Who's given me some hard lessons. By the way, my conversation with him is always, Hey, I've given you everything you need to succeed and you don't. Well, let's talk about that. He's got to buy cold gentlemen to see him walking, but I didn't talk to him. Paul (01:04:55): Uh, but, but the reality is coming home from Starbucks. I spend that walk doing my gratitudes. My gratitudes are always about what I have to be thankful for in my life, because often we start, we get how, how life is good for us. I mean, I, and you had said that conversation about him, very endemic is not the people. I am so grateful for that. So I do my, my gratitudes. I know my, I do my family and friends and I thank God through the ability that I have to earn a living, doing something that I care about. And that's that to me is the ultimate characteristic of a coach. You've got to care. Roy - Feeding Fatty - Selfcare is a Must In Order To Excel In a Leadership Position (01:05:44): Yeah. And I, I really enjoy, uh, enjoy your passion. That's why it's such a pleasure speaking with you because your passion for all of this really does come out. And I know you'd make, uh, you know, people in our audience, a great coach. So, you know, we want you to reach out to Paul, give him a go, Paul, tell people, how can they reach out and get ahold of you. Paul (01:06:03): I am such a simple guy. It's called paulglovercoaching.com. That's how you get you just get the dot-com [inaudible] well also on LinkedIn or we're coaching. Uh, you know, I don't do Twitter. I don't, I think that's where maniacs go to scream. Don't do that. Uh, but, but, uh, that, that's where you can finally, I've got a YouTube channel, home, global coaching that YouTube. So that's how people can

Paul says it as it is.  No B S.  Author of Workquake, he spoke to the transition from the industrial age economy and what's coming next.  The book is about the workplace, and how it needs to keep up with what is going on in the world around us.Paul gives Millenials credit being the generation that asks "why?".  He says that Baby Boomers were generally not enjoying their work, even if they did very well.  They worked to retire.  They worked in a WWII system.  As the service industry started taking over, we had to step into it.  He explained that some companies will be forcing their employees back into the office, not because it is necessary, because they want to watch what they are doing.The idea of maintaining control will not continue to work, particularly with Millenials and GenZ's.Paul's book explains what needs to be done for the shift.  A high performance work team is important, and it doesn't work for a "manager".  "We never fire the working dead", says Paul.  We place them where they make the least damage.   It is said that it is hard to hire someone, yet Paul argues that it's harder to fire someone.Paul created a form that shows how to terminate employees with bad attitudes as well.  He claims there are a hundred ways to do it, even if employers quite often feel it is not doable.You can find Paul at https://www.paulglovercoaching.com or on LinkedIn Paul Glover Coaching and his book Workquake is on Amazon.  #entrepreneurmind #succeeding #entrepreneurspirit #successminded #inspiration #change #education #lifelessons #buzzsprout #podcast #podcasting #Spotify #GooglePodcast #TuneIn #stitcher #ApplePodcast #iHeartRadio #Pandora #PodcastAddict #Podchaser #Deezer #Listennotes #Overcast #Pocketcast #Castro #CastPost #iamthatgal #liftyourstory #liftyourstorypodcast #thatgalwiththatguy #paulglover #workquake #authorSupport the show (https://paypal.me/iamthatgal)Buzzsprout - Let's get your podcast launched! Start for FREEBE A GUEST/FIND A GUEST Start for Free! PODMATCH is innovative, provides easy communication and dashboard scheduling! My pick of the month!Free Book with any $20+ Podcast Support Make Up Not Required - How to Brand the TRUE You by LaurieAnn & Contribution by Roy MillerDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

I'm the No B.S. Workforce Performance Coach, assisting organizations, Team Leaders and Team to reach their full potential and become high performing. I'm also a "recovering trial lawyer", an ex-felon, an unabashed Starbucks addict, a Chicago Bears fanatic, the author of WorkQuake™, a speaker on business and leadership topics, and a Member of the Forbes Coaching Council. Connect with Paul: https://www.linkedin.com/in/paulglovercoaching/ https://www.youtube.com/channel/UCkj_nEe19_77icGFqq_jzmg