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2 episodes with wrong fit
4 episodes with wrong fit
2 episodes with wrong fit
Dane Groeneveld is a business leader, strategist, and ecosystem connector who has worked with senior executives and organizations across industries to drive innovation and teamwork. As the CEO of LEAD3R and the Founding Partner of HUDDL3 group, Dane focuses on advancing human capital and helping organizations navigate the complexities of modern business.He also hosts the podcast The Future of Teamwork, where he explores how social and technological changes are reshaping the workplace and how leaders can adapt to drive performance and growth.Dane has over two decades of leadership experience, including his work at HUDDL3 group, a holding company investing in professional services and technology companies. He is widely recognized for his insights on teamwork, leadership, and business transformation. Dane's work has made a lasting impact on how organizations approach team building, adaptability, and innovation.Dane is passionate about helping leaders and teams unlock their potential through strategic connection and collaboration. He is a sought-after speaker and advisor, known for his practical approach to leadership and his ability to foster growth in dynamic and rapidly changing environments.Ross and Dane talk about teams going through change, team leadership, transforming companies, having fun with challenges, solving problems, increasing tolerance, clear objectives and playfulness during seriousness. The pair also discuss Andre Martin's book 'Wrong Fit, Right Fit', bringing energy to onboarding, mural.co tool, strengths & weaknesses, coaching ahead of time, working in person, curiosity and coaching rugby.Timecodes:00:15 Intro to Dane 00:57 Dressing confidently and standing out02:50 Bringing fun and playfulness to teams04:04 Dane career turning point06:38 Dealing with friction07:50 Problem solving with playfulness09:24 Scientific basted and HR clients needing energy10:35 Dane's favoured frameworks11:51 "How Might We" questions13:21 Example of things going wrong - Plus-Delta Exercises16:36 Conflict resolutions18:05 Hybrid working - All in or all out of the room18:58 Giving people roles21:18 The last time Dane did something for the first time22:39 Sense of worth - coaching the youthConnect with Dane:LinkedInPodcastLEAD3RConnect with Ross:WebsiteLinkedInMoonshot Innovation
In today's episode of It's Just Different Podcast, Ashley Roberts sits down with Clemson Associate Head Coach Chris Ayers to break down one of the most overlooked truths in college basketball recruiting: talent alone isn't enough anymore.With the rise of NIL deals, transfer portals, and evolving recruiting strategies, more athletes than ever are slipping through the cracks — not because they aren't good enough, but because they're chasing the wrong fits, ignoring critical feedback, or focusing too much on offers instead of development.Coach Ayers shares insider insights on:- Why so many players get overlooked despite having talent- How NIL and the transfer portal have shifted recruiting priorities- The biggest mistakes families make during the recruiting process- How to align skills, mindset, and exposure to find the right college fitWhether you're a parent, coach, or athlete trying to navigate the competitive world of college basketball in 2025, this episode will show you how to avoid common pitfalls and stay focused on long-term success.
Jalen Milroe a "non-starter"; "It's the wrong fit" for the Browns full 1050 Wed, 29 Jan 2025 11:23:58 +0000 WvKoxAAFhcxQJu69YsEAT9n7jhimaTfw sports The Ken Carman Show with Anthony Lima sports Jalen Milroe a "non-starter"; "It's the wrong fit" for the Browns The only place to talk about the Cleveland sports scene is with Ken Carman and Anthony Lima. The two guide listeners through the ups and downs of being a fan of the Browns, Cavaliers, Guardians and Ohio State Buckeyes in Northeast Ohio. They'll help you stay informed with breaking news, game coverage, and interviews with top personalities.Catch The Ken Carman Show with Anthony Lima live Monday through Friday (6 a.m. - 10 a.m ET) on 92.3 The Fan, the exclusive audio home of the Browns, or on the Audacy app. For more, follow the show on X @KenCarmanShow. 2024 © 2021 Audacy, Inc. Sports False https://player.amperwavepod
This week, I'm sharing a deeply personal and transformational story about trusting the process. I'll take you behind the scenes of how releasing a wrong-fit client not only felt like a breath of fresh air but also created space for incredible opportunities to flow in. Within a few days, I had a dream-fit client upgrade to my highest-level package and a brand-new VIP client apply. In this episode, we'll explore: • How to recognize when a client (or situation) no longer aligns with your vision. • Why letting go of what doesn't serve you is the ultimate business superpower. • What it means to energetically magnetize dream clients who are ready to invest in your highest offers. • How to trust the flow of your business, even when things feel uncertain. If you've ever felt scared to let go of what isn't working or unsure how to call in higher-aligned clients, this episode will leave you inspired and ready to take action. What You'll Learn in This Episode: 1. Releasing Wrong-Fit Clients • How to spot when a client or situation is draining your energy. • The steps I took to lovingly release a wrong-fit client and the emotional shift that followed. 2. Attracting Dream Clients • What makes dream clients upgrade or apply for your highest-level packages. • How creating space energetically allows new opportunities to flow in. 3. Trusting the Flow of Your Business • Why every transition has a purpose—even when it feels messy. • My personal practices for staying grounded and aligned during business shifts. Resources & Takeaways: • Reflective Prompts: 1. Where in your business are you holding onto something—or someone—that no longer aligns? 2. Are you showing up with the energy of someone who attracts dream clients? • A Simple Shift to Try: Start journaling daily to identify misaligned energy in your business and visualize what you want to call in instead. Connect With Me: If this episode inspired you, I'd love to hear from you! Share your biggest takeaway on Instagram and tag me at @katcynewski @wealthyandwellwoman Ready to Take It Further? If you're ready to create a Wealthy & Well business I invite you to get your Wealthy & Well Business Blueprint (for FREE) or explore high-level mentorship and apply to the Flourish Mastermind.
You're probably used to looking for so-called good jobs and avoiding bad ones, but we might be better off looking for jobs that fit, that are a good match for our talents and personality. This approach would be better for employers and employees alike, according to Andre Martin, author of “Wrong Fit, Right Fit: Why How We Work Matters More Than Ever.”
You're probably used to looking for so-called good jobs and avoiding bad ones, but we might be better off looking for jobs that fit, that are a good match for our talents and personality. This approach would be better for employers and employees alike, according to Andre Martin, author of “Wrong Fit, Right Fit: Why How We Work Matters More Than Ever.”
On today's show Torres reacts to a LOADED Week 11 in college football. Alabama crushes LSU, but is Brian Kelly the right fit in Baton Rouge? Ole Miss beats Georgia and shakes up the SEC title race, and Colorado and Coach Prime keep winning! Plus, Florida State fires both coordinators on Sunday as their season spirals! Alabama destroys LSU (4:00): Torres opens the show by talking about Alabama's destruction of LSU. How Bama stays in the playoff race with this win, and did we all overreact to the Tide's struggles earlier in the season? Is Brian Kelly the wrong fit for the Tigers? (14:00): From there, Torres continues the conversation from the LSU perspective. After a second straight embarrassing loss and completely out of the playoff race - is it possible that Brian Kelly might not be the right fit in Baton Rouge?! Ole Miss gets its signature win + what's next for Georgia (25:00)? Next Torres talks about Ole Miss's signature win. How Lane Kiffin built a playoff contender in one off-season - plus, does Kirby Smart have a tough decision to make at the quarterback spot?! Florida State coaching staff shake-up (38:00): Torres wraps with two quick stories, discussing Florida State shaking up their coaching staff - and firing both coordinators on Sunday. How did it get so bad? And is there any reason to think it'll get better? Colorado: Playoff bound (47:00)?!: Finally, we wrap talking the Colorado Buffaloes. Deion Sanders team wins again and has an inside track at a Big 12 championship game appearance. Is this team playoff bound?! Thank you to our new partner Caulipuffs, the healthy, yet delicious snack that is taking over your grocery isle! For more details - visit CauliPuffs.com! Learn more about your ad choices. Visit megaphone.fm/adchoices
“It's not about finding the best agency - it's about finding the best agency for you.”With the thousands of agencies in Australia finding the right partner for your needs is becoming trickier each year. Host James Lawrence and Co-Founder of Rocket Agency, David Lawrence discuss critical signs that indicate whether a client and agency is the right fit.Key Takeaways:What ‘the right fit' means, and why it's importantSigns for evaluating a marketing agencyAchieving results: what to (realistically) expect from an agencyStaff turnover and its impactAccess to senior agency staffDoes your agency respect your time?Cultural alignment and trustWhy you should seek a proactive agencyGuest:David Lawrence is the MD and Co-Founder of Rocket, an award-winning Australian full-service digital marketing agency. He is also the co-author of the Amazon #1 best-selling marketing book, Smarter Marketer. David has presented at several events, including Inbound Boston, Search Marketing Summit, Mumbrella360, CEO Institute, and various seminars and in-house sessions.Find Us Online:James Lawrence LinkedIn: https://www.linkedin.com/in/jameslawrenceoz/ Smarter Marketer Website: https://www.smartermarketer.com.au/ Rocket Agency Website: https://rocketagency.com.au/ Rocket Agency LinkedIn: https://www.linkedin.com/company/rocket-agency-pty-ltd/Buy Smarter Marketer:Hardcover: https://amzn.to/30O63kg Kindle: https://amzn.to/2ZqfCWm About the Podcast:This is the definitive podcast for Australian marketers. Join Rocket Agency Co-Founder and best-selling author, James Lawrence in conversation with marketers, leaders, and thinkers about what it takes to be a smarter and more successful marketer.
Andre Martin, PhD, is an organizational psychologist and talent management executive with 20+ years of experience in talent development, executive team development, employee engagement, culture change, C-suite assessment and succession planning, innovation/design thinking, strategy development, and employee experience design. He has worked at or with Nike, Disney, Target, Mars Inc., Google, and more. He is also a father, a husband, and a wildly curious learner who is dedicated to ensuring iconic brands become iconic companies.We talk with André about how his career has unfolded and the key lessons he learned working with iconic leaders, how he transitioned from a corporate employee, to a consultant while becoming an author along the way, why he wrote Wrong Fit, Right Fit and the main ideas of his book, the importance of knowing ourselves when looking for jobs and to keep our engagement high, the pitfall for companies and talent to try to be ‘first-date' ready for interviews, the challenge for leaders to build trust and relationship in a hybrid work environment, and André's most exciting projects for the coming year. Links from the episode: André's personal homepageAndré's book Wrong Fit, Right FitAndré's LinkedIn profileThanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast
SummaryIn this part 2 episode, Rick and Magen discuss the nuances of hiring the right person for self-storage facilities. They emphasize the importance of hiring for personality rather than just the position, as it substantially increases the quality of applicants. They share their hiring process, which includes using a job ad that focuses on personality traits, setting up hoops for applicants to jump through to filter out the wrong fit, and creating a YouTube video to showcase the job and company culture. They prioritize engaging in conversations during the interview and encourage applicants to ask questions.TakeawaysHiring for personality rather than just the position leads to a substantial increase in quality applicants.Creating a job ad focusing on personality traits and company culture attracts the right candidates.Setting up hoops for applicants to jump through during the hiring process helps filter out the wrong fit.Engaging in conversations during the interview allows for a better understanding of the applicant's personality and fit for the job. Reach out to us at info@atomicstoragegroup.com
Thorin and Mauisnake are joined by coach Faruk "pita" Pita to discuss MOUZ and their victory at ESL Pro League, HEROIC picking up degster, problems surrounding Team Falcons, a flaw in HLTV ranking and how it affects donk, blameF settling for Fnatic, nexa and G2, Complexity at ESL Pro League, and more.
Today's theme is the importance of creating a good fit between the way we prefer to work and the organization that employs us. Our expert guest, Dr. André Martin, is an organizational psychologist who spent 20 years as a leader in major companies like Mars, Nike, Disney and Google. He tells us about his new book, “Wrong Fit, Right Fit - Why How We Work Matters More Than Ever.” André says the way our job fits our work style is so important because our identities get all tangled up with what we do, and if we are dissed in the context of work, we feel bad throughout our life. André offers tips about finding the right job, and how to create change if your current job doesn't suit the way you like to work. He suggests that you regularly take stock of your career and the stress it causes in your whole life. He explains the value of managing up. And he describes how some smart employers are helping their talent to find the right fit. For more, see: https://www.wrongfitrightfit.com
That's a wrap! Season 17 of the One Percent Podcast is now on all podcast platforms. We pulled together a recap episode for you this week, featuring short clips from some of the great moments in the podcast's twelfth season. We were fortunate to have incredible leaders from across industries, disciplines, and fields share their stories and perspectives – and we wanted to share them with you as we wrap up Season 17 and look ahead to the next season. Here are some of the guests featured in this wrap-up episode: Dr. André Martin: organisational psychologist and author of the book ‘Wrong Fit, Right Fit – Why How We Work Matters More Than Ever' Matt Abrahams: expert in communication with decades of experience as an educator, author, podcast host, and coach Daniel Levitin: neuroscientist, cognitive psychologist, bestselling author and musician Mark Little: award-winning foreign correspondent and TV anchor for the national TV station RTÉ Susan Rogers: American professor, sound engineer, and record producer best known for her work with Prince Nuala Walsh: Behavioural Scientist, TEDx Speaker, Non-Executive Director, and award-winning former Executive We're hard at work planning Season 18, and as always we would love your feedback and perspective.
Andre' Martin is the author of Wrong Fit Right Fit, Why How We Work Matters More Than Ever. As a former talent and learning Executive at companies like Nike and Google, Andre' has spent a lot of time thinking about how to help employees unleash their talent and abilities within their roles to do their best work. During our conversation, Andre' spoke about the state of the workplace today, and why he thinks that while companies want to hire great talent and everyone wants a great job, we sometimes miss the mark in matching people to the right roles. Andre' also spoke about the importance of when searching or evaluating a potential opportunity, the importance of learning on how work gets done, and what companies can do to be more effective and transparent so they can hire the right people for fit for the right jobs.LinksWebsite: https://www.wrongfitrightfit.com/ LinkedIn: https://www.linkedin.com/in/docmartinpdx/
Timothy sits down with Dr. André Martin, the Author of ‘Wrong Fit, Right Fit: Why How We Work Matters More than Ever' to explore how to find the right fit for your career. The conversation explores both how employers and employees can both find the right fit. Dr. Martin shares both his research and experience as a Learning director for organizations like Nike, Google and Disney.
Join Gino Barbaro, co-founder of Jake and Gino, as he dives into the world of branding, storytelling, and communication with a special guest who's mastered the art of raising capital with an authentic touch. Guest: Stacey Havener, Founder & CEO of Havener Capital Episode Highlights: Branding & Storytelling: Learn from Stacey Havener, who has raised $8 billion leading to an additional $30 billion in follow-on assets. Discover the power of personal branding and storytelling in the asset management industry. Communication Strategies: Insights into ethical and fun ways of raising capital, going beyond the numbers to connect with investors on a human level. Gino's Insights: Gino shares personal stories and draws connections between storytelling, mentorship, and success in business and real estate. Stacey's Journey: From aspiring college professor to a leading figure in investment, Stacey shares her unique path and how being the "blue-collar girl from the Berkshires" shaped her approach to business. Chapters: 00:16 - Introduction of Stacey Havner and Discussion on Branding, Storytelling, and Communication01:26 - Stacey's Background and the Power of Raising Capital02:17 - Stacey's Journey from Aspiring College Professor to Investment Success05:02 - The Art of Raising Capital Without a Track Record08:01 - Building Your Network and the Importance of Early Adopters09:26 - Leveraging Personal Connections and Referrals in Business 10:41 - Emotion and Logic in Sales and Investment13:58 - Gino's Origin Story and Its Impact on His Business Approach16:23 - The Significance of Sharing Personal Stories19:46 - Reflecting on Personal Growth and Authenticity 20:53 - The Practical Steps of Storytelling in Business 23:13 - Connecting with Your Audience: Heart First, Brain Second24:48 - Finding Your Niche and the Importance of Authenticity26:29 - You're the Guide, Not the Hero: Positioning in Storytelling28:21 - The Role of the Host as a Guide in Conversations30:05 - Self-Awareness and Vulnerability in Leadership31:25 - Understanding Brand Beyond Logos and Fonts33:16 - Building Your Brand Pillars and Being True to Yourself34:59 - The Courage to Be Different and Stand Out39:19 - The Power of Repelling the Wrong Fit to Attract the Right One44:58 - Stacey's Book Recommendation: "The Courage to Be Disliked"45:10 - Card - The Courage to Be Disliked - Buy on Amazon46:03 - Gino Wraps It Up Book Recommendation: "The Courage to Be Disliked" - Dive into a powerful read that explores the journey of self-discovery and the impact of shedding societal expectations. Connect with Stacey: For more insights and resources for entrepreneurs, visit StaceyHavener.com and connect with Stacey on LinkedIn. Key Takeaway: Whether you're a seasoned investor or just starting out, the insights from this episode will inspire you to leverage your unique story and values in your professional journey. Subscribe to our channel for more insightful conversations on real estate, investment, and business strategies. #JakeAndGino #RealEstateInvesting #Storytelling #Branding #Communication #InvestmentStrategies Remember, this journey is about making connections, being authentic, and helping others along the way. Let us know in the comments how storytelling and branding have played a role in your success! Until next time, keep learning and growing.
https://www.joyful.co/ | Linkedin Today we're welcoming Allen Hardin, co-founder and partner at Joyful agency out of Portland and one who works with clients nationally and internationally to bring joy and make work more joyful. Joyful is a culture agency that designs and activates company culture for Fortune 500 companies and high-growth startups. ---------------------------- Welcome to this next episode of the artisan podcast. My name is Katty Douraghy. I'm the president of Artisan Creative and your host for the artisan podcast. Today we're welcoming Allen Hardin, the co-founder and partner at Joyful agency out of Portland and one who works with clients nationally and internationally to bring joy and make work more joyful. Joyful is a culture agency. They design and activate company culture for Fortune 500 companies and high-growth startups. In this profound shift that we've had lately in the world of work, the rise of stress and burnout across leaders and employees and finding this need for best-in-class companies to re-recruit their talent and welcome them to a better future. Joyful saw this opportunity to focus their unique skill sets on this vital lever of growth, which is culture. And that is what has brought us here to this conversation to talk about company culture employee retention, and bringing more joy to work. So with that, please welcome Allen and so happy to have you. Let's welcome Allen Hardin to the podcast. Allen and I are both part of an organization called EO, The Entrepreneurs Organization, and I was fortunate enough to visit his offices a few weeks back I just loved what I saw there. I saw all the joy that was there with everything that they have created for clients and that's what has brought us to this conversation. Katty I was really curious about the genesis of Joyful and your background, Alan, and have an opportunity for us to just really connect and chat. Allen: Thank you so much for having me. Katty. I really appreciate the opportunity. Katty: I think with everything that's happened through COVID, with everybody being remote and now people being hybrid and some people not even knowing yet what their company culture and or their org is going to be like. Whether they're gonna bring everybody back or not or stay hybrid thing, it's just a really important topic to talk about, you know? Build and maintain culture through this. Craziness. This new work place that we're in. Allen: So there's a number of milestone moments that have happened over the last few years that everybody reset or refocused on it, but it's continuing to change as well. So that's the important thing to recognize is that you're never quite done working on your company culture. It's something that always needs a little bit of attention. Katty: Absolutely. Tell me a little bit about you and kind of how you started in the space and what kind of was the impetus to start Joyful? Allen: Yeah, absolutely. My background really stems from live event production. So in the early years of our company, that's what we really focused on. We originally started in 2015. And we're producing big events for ourselves, public events, ticketed events in the Portland area, but also producing big events for clients. And one of our colleagues has said in the past that any live event any live experience is inherently a cultural experience. And I think that that is what really helped us focus and refocus on the path that we're on now. Focusing on company culture. Live events in that world require a number of different mindsets if you will. And I like to say that you have to be one part visionary, right, really seeing the big picture and being optimistic of what could be and creating this emotive thing that really makes people feel something at an event or an experience that they have. But you also have to be very pragmatic, but you have to be able to execute those things on the ground and deliver on that promise because people will know, in real-time, whether you're telling a story or whether you're actually able to deliver on that on that vision that you cast. And so that's how I frame the work of live events and it's that same perspective that we apply to company culture. So you would need to have that optimism and vision for what your company can be like, what it's actually like to work there or experience. But we need to be able to make it happen to, actually be able to activate on those needs. So my background really comes from live event production. And I think I blend that a little bit with, you know, how I want to spend my time and, you know, casting a little bit on, you know, just the purpose of Joyful if you will. Our belief really is that life is short, and one of the biggest places people spend time in their life is work. So… it shouldn't suck. It's if it's so much of your life, how can we help people enjoy what they do a little bit more, and be more engaged? It's got a very, very clear tie to productivity and efficiency and just a lot of long-term value metrics for organizations. So that's my story. I grew up we grew up on the West Coast and a lot of time outdoors spent a lot of time in various activities, but my professional career has been around live event production and a few other things. Katty: Thank you for that. And you're right, the two prongs that you talked about are those having a vision as well as being able to execute. I can see that all the way is going to manifest itself in a company's employer brand… like how are you like what's the vision you're putting out there to attract new talent to your doorstep, and how do you execute on that and how do you make sure that there's a through line and everything that you're doing to message that out accurately. So when you guys start collaborating with clients and you know, just really this emphasis on, you're here to make work more joyful. Do you sit through a discovery session? And is that do you bring joy primarily through live events? Or how do you get involved in expanding company culture? Allen: All over the map in terms of what those tactics are, if you will. So on one end of the spectrum is the big picture thinking, that strategy session, the discovery strategy, you're really uncovering the current state and figuring out what the future state is and basically, creating a map of how to get there, right? So we focus a lot on the strategy of how to accomplish what our goals are, and what that client's goals are. But we also focus on those tactics or activations as we call them. So, we found that, you know, in the marketplace, there's a lot of groups on either end of that spectrum, right? There's some that do culture strategy or organizational psychologists or, you know, folks that have come up through HR, learning and development, things like that, and they'll work with you to help make that map, but then they hand the map to the company and say okay, this is what you have to do. And a lot of those, those, our clients find themselves in a spot where like, it's great, I know where I'm going. I don't have the capacity or the experience or the tools or whatever it is to actually bring this to life now. The other end of that spectrum is, you know, a more standard creative agency, right, where if you give them a very specific brief from saying, hey, I'm looking for this video product or this event or this experience or whatever it is, they can execute on that. But again, a lot of our clients didn't have that vision or that articulation to give that kind of correct brief to that group. So, we tie those two things together. I invite clients to join us anywhere in that spectrum, right? So sometimes people just need a tactic and they need some help producing something. And we have the capability to do that in-house. But our most successful work, I would say is the work that starts on that strategy side of things. So, I typically say the best tactics are built from great strategy. The tactics are what people see and they get attention and people get excited about that. Oh, we should do that at our organization. Those were built based on a strategy for a specific client for a specific reason. So it's, it's good to reset and refocus on why are we doing something What's the objective with this and what's the best way to go about it? And, then build the tactics from there. So that kind of extends from our origin story a little bit too, where events were more of the tactic, right, but the why and the how was really what we were skilled at. And so, we really transitioned during that COVID era, from just focusing on events to zooming out again and saying, what's the real purpose of this? What are we trying to achieve for these events for our clients, and it was to bring that authentic cultural experience for them. So anytime you can zoom out and start with strategy, that's when we see the highest success, if you will, for work that we do. Katty: The COVID era was a shift in what you were doing a Joyful or did it just amplify what you were already doing, and you just put more emphasis on it. Allen: A little bit of both. So, we were heavily focused on live events, and that that period, you know, live events basically went away. Our company story was one that we had a large amount of work planned for 2020. And we were building the plans and the tactics to execute on that level of work, and it all went away. It so it just in the beginning of March, I think it was you know, basically all of that work went zero. Then we had to refocus, now the clients that we were working with the same situation that we were in, they used to rely on these live events to motivate employees, to celebrate employees, to enjoy time together. They used to rely on in-person in the office or, or, you know, kind of camaraderie building and trust building and all of those other collaboration aspects as well. So you were relying on these things that have existed for so long and all of a sudden that goes away. You have to rethink how you're going to do that, so, that was a big refocus for us where we were really doing a lot of that same tactic of live event experience. But the skills were the same to refocus on instead of saying how can we impact this small group, this one day this one time, to how do we impact instead, the whole company, all year, from anywhere, right? So your audience grows quite a bit. And so, in that year through that COVID kind of switch, if you will, we had a big swing from having a lot of work planned, to go into 0, to back to our biggest year again, because a lot of businesses were in the same spot that they needed to focus on company culture now more than ever to make sure that they were resilient enough to withstand those factors. Katty: Absolutely, gosh, my mind goes to seems like a long time ago now…but my mind goes to certainly March 2020 when the whole world just got upended. That must have been a pretty as frightening business owner, a really frightening time to just be there. Allen: Yeah. I mean, you just kind of go along the same lines as some of our other perspectives, but as a culture company, that helps our clients with their company culture., it can't suck to work here. Right? So it's got to be a good place to work. So during that time, we're not only focused on our people, that's kind of number one is taking care of our folks, making sure our team is healthy and has what they need to survive and thrive and do everything on that human level. But then also from the perspective of business, we had to change our product offerings, change our messaging, change the way we talked about what we do to meet the new needs of that time. So, both have to look internally at our team, but also externally at what our product is and how we support our clients at that time. It was a crazy time for sure. Yeah, for sure. Katty: A little bit of a segue to kind of what we're talking about, but as you're talking about just what you needed to do, the word that pops into my mind is ….resilience. And I know that we work with candidates all the time who may have lost their jobs, or their interview didn't happen, or their work is shifting, whether it be because of AI or because of whatever it may be. Where did you go to for strength for yourself? Where did resilience come from for you? Allen: Oh, all over the place. I mean, I talk about resilience a lot, especially with company culture, right? I make the case that that's really what we do, is if you have that strong company culture, your team is inherently more resilient and that helps in good times and bad. So, it's a mitigator of two things, right? So if you're growing very fast, the team is going to need to be resilient to take on that changing world. Right? Or if you're in a really tough time, whether that's a macroeconomic thing or just a specific thing, you need to be really resilient to be able to handle that too. So I think company culture is what helps people with high-growth situations or really tough situations. For me personally, I mean, in that timeframe, I'll start giving the Entrepreneurs Organization a plug, where, you know, being a part of that organization was incredibly helpful because I could connect with fellow entrepreneurs that were going through some more things all over different industries or different sized businesses or different locations, all you know, a lot of the details are a little bit different, but the same macro situation where we're trying to figure it out and survive, you know. So just being in a room full of people that you know, you're all in it together, and we're all rooting for each other and trying to support each other was a huge, huge part of my resilience at that moment. I owe a lot to the EO group, especially during that time. I had just joined I think maybe the year before, so what a fortunate circumstance to have recently joined that group and then, you know, be thrust right into such a situation where it became so beneficial. Katty Is that just the importance of community I think it's so impactful right? And absolutely, we feel we're the only ones going through something, and yeah, the to support that. So impactful. Allen: Absolutely. Yeah, that perspective is going to give you do feel that way sometimes, but when you get back in that room of other folks you know, like-minded folks, you realize, you know, a lot of other people are dealing with a lot of stuff too. And you know, we're not we're not in it on our own. Katty: So going back to the other point you were talking about and before I had this little segue question for you, this shift of shifting from singular events, that was the big crescendo of kind of building culture, to this mindset shift I would imagine for not only for Joyful but for the clients who are used to these big, singular events of company culture is really this constant thing. It's not a big wave that crashes through but it's a stream that continually is running. How were you able to shift that mindset? For a hiring manager listening in, for example, or somebody who's trying to build their company culture, where would be the starting point for them? Allen: Yeah, I think the starting point is today, right? The best time to plant a tree was 20 years ago, and the second best time is today. That would be my advice to hiring managers in a similar situation where it's, it's every day we refer to culture as a ground game. It's every interaction. It's every exchange that employees have on a day-to-day basis. It's not these big shiny moments that happen quarterly, or whatever cadence you choose. But it's really what they experience every day when they go to work and are they able to feel productive and motivated and safe and all of those things that go around with a good experience. You know, what we typically do is focus a lot on a roadmap or a framework and we map out your year. I like to use the analogy of a beach ball.So you think of a beach ball at a fun concert, right, so somebody has a beach ball and puts it up into the air to concert, think of that as your company culture, right? That can stay up in the air as long as everybody in that crowd is contributing to bouncing it up a little bit higher, right, and it keeps going, but as soon as somebody takes their eye off the ball or they're not paying attention or get out too far out in front of them, or too far to the side or something like that, that's when it can really fall. Culture just like the gravity will kind of find its way back down unless people are actively contributing to it on a daily basis. So you're never done working on that. Right? So, it's a combination of the everyday moments, your peers, your managers and your leaders, to those big events from time to time, better, maybe the bigger hit that pushed the ball up a little bit higher in the air. It's a combination of all those things. So I don't think you can focus just on one or just on the other. But being able to visualize and kind of a roadmap if you will, and look at 12 months, okay, what are these quarterly things that are inspiring moments for our team? Okay, what are these things have happened monthly, where they're kind of dry right now, but maybe we have an opportunity to make them a little more engaging or give our employees a little bit more something that they're looking for during those times. Okay, well, well then what about our one-on-ones? And then what about when he walked through the door? Right? What about how we send emails or how we have meetings all the way to the most minute things? So being able to have that perspective of kind of 30,000 feet, the big you know, Vision stuff, but all the way down to on the ground is each day like you know, what, what is the technical hurdle that I run into every day that is just really frustrating to me, that just should be way easier? You know, those ways of working. It's all of that, right? So you can't think it's just the one big thing and the big shiny thing. You can't think it's just the small tactical stuff, but it's, I would say it's a sum of all of those things that really contribute to their culture. Katty How does that tie back to a company's core values? Allen: I think it all starts there. I think we really try to frame our work on the purpose of the organization. So, we start with the purpose of the organization and what are your core values, beliefs, and behaviors. If you start your work there and work on your employee experience, we feel that's the strongest way to do it. You know a lot of the work we do has to do with communicating and letting values, and purpose, live every day. Right? Because for so many organizations, you develop something maybe you share. Maybe you put it on a poster, but what are the ways that those come to life every day? You know, employee recognition or in the way that you hold your meetings or in the way that you organize your events or whatever that is, that's where those should shine. More, as a throughline as you said earlier, you know, they should be there every day. So we start there. You know, we've looked like a creative agency or organization looks like a creative agency. We just choose to focus our efforts on company culture, and employee experience. So we do a lot of communications, we do a lot of marketing about an organization's purpose and values for internal purposes. Not to sell something to a customer, but to share that message internally with the employees so that everybody is kind of re-recruited to that same purpose on a regular basis. We produce a lot of videos, we do a lot of newsletters, communications, all that type of stuff to really reframe the conversation about that. To put it simply Katty, it's constant, and essential to focus on that. Katty: And this is all internal communication that you're producing. You're producing that for the organization and its employees. Allen: Exactly. So, it's, instead of, you know, us making ads for promotions, for a company to sell to a customer. We're using those same skills to share messages from a company to its employees. Katty: And I and I would imagine, I think I mentioned to you that I've spoken about this before, believe that company culture comes through even before that candidate is hired, how that candidate is interacted with all the way from the date, the time they apply to that job or what how that job description is written, like all of those have to be connected, right, that that message has to come through on those too Allen: Absolutely. I mean it starts very early on and then it continues even with your most seasoned employees, right, because the way I like that you mentioned that, the way the job description is written, where they find that post, you know, what their first interview is like, and are they made to feel as part of the team or as an outsider, and, you know, you can't, in my opinion, you can't run onboarding or an interview or an application process one way and then give them a different experience on day one. Right? And that's kind of a shift that, you know, are you being authentic in that interview to what it's actually like to work there. And, it goes two ways, right? So, we often can make this interview look good and shiny and say, hey, it is amazing to work here and it's awesome. And then they get to work the first day and nobody says hi to them or no, you know, it's a different experience that way. So it goes both sides. You know, you might have a really hard interview and then it's amazing to work there. Have a great interview and it's not amazing to work there. Having alignment and intentionality through that whole timing is critical. And I mentioned seasoned employees too, we talk about re-recruiting your employees every day, right, to reset really what the company stands for and is about and what the values and behaviors are for that organization. You can't just stop after their onboarding, right, and pretend that they've been there 10 years. You need to be intentional with it on an ongoing basis regardless of whether that employee has been there for one day or 10 years or anywhere in between. Katty: I like that mindset of re-recruiting your employees every day. It's really important not to make assumptions that we just need to look at external or new employees and forget about people who are already here. I think we saw that during COVID with a great resignation. Allen: Absolutely lots of people's priorities shifted. Yeah. And they realized hey, you know, how I'm spending every day is not how I want to be spending every day. And it's their decision to make as to what they want their day-to-day to look like. And so it's important not to forget that you have great people already, and they may need some attention just as much as you focus on your onboarding program. So I think that's another kind of differentiator of how we focus on the work. We're not focused just on one part of that lifecycle, not just the onboarding experience or just your holiday party or something like that, right but it's everything in between for the whole organization. Katty: How would you emphasize culture building and just employee experience and employee engagement through this hybrid space that we're in now? There are some people in the office others never come in, and kind of how you build culture in these two diverse groups of people that are maybe geographically separated from each other. Allen: Yeah, the simplest way I would say it is intentionality, the more complex way is that it's different for every organization, right? I'll speak about our organization, right? So we're a midsize company here in Portland, and we have a physical office. But our policy is to work from wherever you're most productive. So, we don't have a requirement, of how many days to be in, or which days to be in or anything like that, but we've tried to build our location such that people will feel like they can come here and be productive and be a little bit social. So a lot of the folks on our team can do more work in their day if they stay at home. They can be more productive with their tasks and their workload when they're not bumping into colleagues and having side conversations and things like that. They can just stay focused and get their work done. However, I'm a strong believer that trust, collaboration, respect, and a lot of those things are really built the more in-person time you spend with each other. So, we tried to build our situation such that people want to come in, and people enjoy coming in and spending time with each other. But it's not coming in and realizing hey, I would have gotten more work done at home. The space is such that you can be productive and you can connect with your colleagues simultaneously, and we let people self-select. Now will that work for every organization, will that work for us forever, no. It's gonna be different all over the board, but I think being intentional with why you're asking people to do something, is really important. And a lot of folks will make a decision because that's the way they used to do it, right? Or we used to do it this way. And I think that's another perspective that deserves to be looked at again, too, right? Because things are constantly evolving and, you know, the way people work will ebb and flow forever, so we need to adapt. So there's lots of details in there from technology to collaboration. That's what we're doing for our for our organization. For now, it's working, but I don't pretend that that's the answer forever. Katty: We've been remote for 12 years now, long before I think it was the thing to do. And the minute the systems we were using went cloud base we were like, Oh, we don't need to have this physical office here anymore. And I have to say, in the beginning, there was we had to work a lot harder for engagement, right? We had to work harder to make sure we were communicating more, to do everything more. And I still find that that has to be done. Like some of those assumptions or conversations that are water cooler conversations or the spontaneity of just going to lunch together. That just doesn't really happen anymore. Everything has to be, as you were saying, intentional, planned, that needs to be you know, a path towards It's continuing with that. So that's been an interesting thing. And when COVID happened, everybody's asking, so how do you… how did you do it? It was something I hadn't even thought about. Right. Yeah. We didn't necessarily have an SOP around that. We had to step into this and share with others how we had done it. If there are companies whose culture you really admire, what are some of the common denominators? First of all, who are they? And what are some common denominators that you see that are just telltale signs that they got it right. Allen: That's a great question. I think there are a lot of points in time, and answers I would give, and I think that, again, culture is dynamic, right? And it's constantly evolving within an organization. And so there are peaks and valleys for the company. Personally, I would say, that organizations that value the whole employee, where people can really bring their best selves to work, and be productive and operate at a high level, really execute great work product, and have time, make time for their personal pursuits. Often it feels like organizations are one or the other, where you're either in this high-performing situation that that's all you do, right, you're really in a grind on that you're delivering great work, but it's all-consuming, or it's a little more casual, and you have time for everything, but you know, it's not operating that same kind of performance level. So the organizations or the kind of situations that come to mind are ones that balance both. So my personal view on it, you know, is where people can bring their, their whole selves. But I think the broader answer I would say is that it's different for every person. We don't really believe that there is good culture and bad culture, we more believe that every culture is a little bit different. Let's be authentic and genuine with what ours is, and then let's promote that and communicate that and let people self-select in or out, to that. So we more subscribe to that kind of wrong fit- right fit, if you will. A colleague has authored a book by that title where let's just be transparent about what our culture is, and there are people that want to fit that, and let's recruit them. Rather than, let's pretend that our culture is something different than it is people in the door. And then they later realize that it's not the right fit. The book is called Wrong Fit, Right Fit. By Dr. Andre Martin, that's a plug of a colleague, if you will, but it's a shared belief with our organization, for sure. Katty: It reminds me of many years ago, many, many years ago, actually through EO I got a chance to hear at the time the President of Trader Joe's. One of the things he said that always stuck with me was he would walk up and down or grocery aisle and see if there were people were smiling, and if they were engaging with customers, and he just really, really wanted people, people. And if somebody was just really focused on putting the items on the shelf the right way, and just not engaging with what was happening, what was happening there in the store, he would go up to them and say, you know what, you're doing such a beautiful job here with the aisle. But that's not what we need. There's probably another company out there looking for you to be that perfect person who's stocking the shelves perfectly. That's not who we are, we'd rather have that be messy, but you are engaging with whoever's walking in. That has stayed with me in terms of culture. Allen: I mean, that makes me think of values and behaviors. Right. So when you I don't know their values offhand, but it feels like they have, you know, a defined behavior that associates with a certain value, right, where it's being personable and engaging over being so focused on the little details of stocking the shelves because of that customer isn't excited to be there. It doesn't matter if the shelves are organized well, alright. I think that's a great example. I'm not familiar with all their details, but I think that's a great example. Katty: So where can people find you? If they're looking to engage with you're just learning about Joyful a little bit more. Allen: Yeah, I would push folks to either our website or LinkedIn, our website is Joyful.co Or you can find us on LinkedIn company name is Joyful. That's the best way to find us. So we'll be around that a number of HR / culture focused conferences here too. So you'll see us out and about, if you're part of that community, we'll see you there. But yeah, please find us online and, and reach out we'd love to connect with you. Katty: I just want to clarify that even though you're Portland-based, the clients that you service are nationally and internationally located. Allen: Our office is in Portland, our team works all over. And, yeah, our client base right now some are based in Portland, but most if not all, have international presence. So we work with teams all over the world on that type of work. Katty: And as a final statement, if there's one takeaway that you want people to have some this conversation, what would that be. Allen: Life is short, let's make work more joyful.
HIRED! The Podcast: Episode Description (Revised)Feeling like you're writing with your non-dominant hand at work? Dr. André Martin, renowned organizational psychologist and author of the upcoming book "Wrong Fit, Right Fit - Why How We Work Matters More Than Ever," joins host Travis Miller on HIRED! The Podcast to expose the shocking truth about "wrong fit" companies and their impact on your career and mental health.Dr. Martin has spent nearly two decades transforming workplaces at iconic brands like Mars, Nike, Google, and Target. Now, he advises c-suite leaders on harnessing peak performance and building thriving cultures, focusing on executive development, high-performing teams, employee engagement, and the future of work.This episode unlocks actionable insights for you:Identify your "right fit" companies and flourish like your dominant hand! ✨Avoid confirmation bias in job interviews and make reality-based decisions.**Discover the must-ask question before accepting any job offer!Navigate remote work's hidden dangers and combat burnout as a leader or employee.Get insider tips for "unconventional" job interviews that reveal a company's true colors.Explore the societal shift towards meaningful connections and how companies can fulfill this need.This episode is essential for:Hiring leaders seeking top talent retention.Individuals yearning for career fulfillment and a "right fit" company.Anyone struggling with mental health, burnout, or feeling lost in their work.Don't just get HIRED, get HIRED RIGHT! Subscribe to HIRED! The Podcast for game-changing career advice._________________________________________________Connect with Dr. André Martin & joyfulLinkedIn - https://bit.ly/3RlZL1PWrong Fit, Right Fit - https://www.wrongfitrightfit.comjoyful - https://www.joyful.co_________________________________________________Want to stream our podcast on another platform?iTunes - https://apple.co/3vLWiNXAudible - https://adbl.co/3vJfOu7Spotify - https://spoti.fi/3xJFQzm
A deep dive into aligning people, purpose, and profits Picture this: An organization filled with people who feel like they belong… …where everyone from the C-Suite to the front-line can show up and do their best work… …and still have plenty of time and energy for their personal lives… …even in today's ever-changing, complex world of work. Now picture this: Consultants and coaches equipped with the knowledge, skills, and data to influence this type of culture transformation! If you're nodding your head because this is what your idealistic heart longs for – then grab your air pods now. On this episode of the Enough Already podcast, I have a powerful conversation with my former Disney colleague André Martin, PhD, who is a consultant who has helped some of the biggest consumer brands like Target, Nike, Google, and many more and the author of the book, Wrong Fit, Right Fit: Why How We Work Matters More than Ever. We chat about how to create organizational cultures that put the people first, even in today's complex and ever-changing marketplace, and how ensuring fit sets the stage for everyone to thrive. Tune in and discover: [0:04:55]: How talent fit is the key to culture quality (and a satisfying career) [0:31:19]: Why the pandemic didn't create but accelerated existing trends (and what those trends are) [0:33:59]: The psychology of recruiting and how it's a lot like dating [0:40:16]: Why being choosy about who you work with as a consultant or coach will transform your success and impact Listen in for proven and research-based best practices that create alignment and fit between you and the clients you work with and between their people and their purpose and profit priorities. Want to grow your own consulting or coaching business, thought leadership, and breakthrough brand? Check out my VIP business mentoring and brand messaging programs, custom-designed to help you get to the heart of what you do as a consultant or coach with the right words that resonate with your clients and get them to want to work with you at https://www.betsyjordyn.com/services About My Guest: André Martin, PhD, has held key senior leadership, advisory, and board roles dedicated to employee engagement and culture in some of the biggest consumer brands in the world including Target, Nike, Google, Mars Incorporated, and Disney. Whether his teams were unleashing the potential of Target's 350,000 employees by helping to build a more purpose-driven culture, activating a consumer-focused digital transformation at Nike by delivering a more value-driven, leader-led culture, or building a principle-led culture at Mars that resulted in five consecutive Gallup Great Place to Work awards, André's mission has always been to help make growth companies as engaging as the consumer brands they create. When he isn't helping companies thrive, Andre is a guest lecturer at top universities on design thinking and innovation, a committed husband and father of two wonderful children, an owner of a sustainable mushroom farm in the Ozark Mountains, and can otherwise be found hiking the rain-soaked trails around Portland with his two English labs (Bode and the Fonz). You can learn more about André and buy his book at: https://www.wrongfitrightfit.com/ About Me: The Enough Already podcast is hosted by Betsy Jordyn. I'm an ex-Disney consultant turned business mentor and brand messaging strategist who helps consulting and coaching business owners clarify their brand messaging and positioning, create a website presence that positions them as sought-after experts, land clients with ease and integrity, and take their place as thought leaders and influencers in their niche. Go to www.betsyjordyn.com to learn more about how I empower consultants and coaches to monetize their best-at-strengths and authentic passions to make a bigger difference in the world. Links: Show notes and transcript at https://www.betsyjordyn.com/podcasts/enough-already/episodes/2148489657 Discover your Consulting or Coaching Superpower by taking my free quiz at https://www.betsyjordyn.com/superpower-quiz Get your Custom Business Development Resource library by taking my free quiz at https://www.betsyjordyn.com/resource-library-quiz Swipe my Disney Secrets to Leadership, Consulting & Performance Excellence at https://www.betsyjordyn.com/disney Sign up for a VIP Brand Building & Messaging Experience at https://www.betsyjordyn.com/servicesConnect with me on LinkedIn: https://www.linkedin.com/in/betsy-jordyn/ Related Podcast Episodes: How to Shape Thinking and Influence Executives with Retired Walt Disney World Parks President, Meg Crofton (Ep81) Why CEO's Hire Consultants and Coaches: The REAL Value They Bring with Brad Rex (Ep64) The Disney Approach to Organizational Consulting with Harold Hill and Luis Marrero (Ep56) Front-Line to C-Suite | inside the Heart and Mind of Former Disney COO Jim MacPhee (Ep40)
Cal has an impactful talk with the author of the book: Wrong Fit, Right Fit: Why How We Work Matters More Than Ever. Martin points out a Gallup study that reveals an $8.8 TRILLION loss in productivity due to employee disengagement on the job. It's a problem that Cal senses can be partially solved through better job interviewing by both companies and candidates. After interviewing the icons who've shaped the last 75 years of world history, Cal is inspired to teach his Heart, Head & Soul interviewing techniques to find right fits and improve lives. Anyone interested in learning Cal's approach can reach out to him at calfussman.com. The best is yet to come.
Welcome to another episode of Inside Personal Growth! We're in for a treat today because joining us is Dr. Andre Martin for his book Wrong Fit, Right Fit: Why How We Work Matters More Than Ever.
How do we make work, less work? Author and organizational psychologist Andrè Martin shares how to find your right-fit career. You'll learn:What's the difference between right fit vs. wrong fit careersHow to craft your right fit careerThe questions to ask to determine if a company and role are the right fitWhat to do if you're in the wrong fit Strategies for building a successful career within your right role Show NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQWFollow Career Contessa: http://bit.ly/2TMH2QP Guest Resources:Wrong Fit, Right Fit book: https://www.amazon.com/Wrong-Fit-Right-Work-Matters/dp/1950508757/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1675805341&sr=8-1Website: https://www.wrongfitrightfit.comLinkedIn: linkedin.com/in/docmartinpdxNewsletter: https://mondaymatters.substack.comCareer Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ Browse open jobs: https://www.careercontessa.com/jobs/Produced by Dear MediaSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
The “Best of 2023” episode features sixteen don't miss moments from HR executives and thought leaders who…So, who can you expect to learn from on this episode? Lisa Buckingham, former Chief People, Place & Brand Officer at Lincoln Financial GroupDave Ulrich, Professor at the Ross School of Business, University of Michigan and a partner at The RBL GroupMatt Breitfelder, Head of Human Capital and Partner at Apollo Global ManagementMiriam Ort, EVP & CHRO at C&S Wholesale Grocers & SymboticSam Hammock, EVP & CHRO at VerizonOla Snow, CHRO, Cardinal HealthAndre' Martin, PhD, Founder of Shift Space and author of “Wrong Fit, Right Fit”Tami Rosen, Chief People Officer at PagayaJay Parker, founder and CEO of Mentorforce Cary Friedman, Global Head of Human Resources at JefferiesMatt Abrahams, a leading expert in communication and author of “Think Faster, Talk Smarter”Mita Mallick, Chief Diversity Officer & Author of “Reimagine Inclusion”Nick Bloom, WFH expert & Professor of Economics at Stanford UniversityAnne Gotte, VP Global Talent, General Mills & Joe Garbus, EVP Global Head of Talent, PVH Corp.Peter Block, author of Flawless Consulting and Partner at Designed LearningChris Scalia, Chief Human Resources Officer, The Hershey Company
In this episode of The Most Days Show, we speak with Dr. André Martin on the quest for work that aligns with your individual needs. Dr. Martin, an accomplished organizational psychologist, has held leadership roles at companies such as Mars Incorporated, Nike, Google, and Target. He is also the author of Wrong Fit, Right Fit – Why How We Work Matters More Than Ever. Dr. Martin shares invaluable insights into effective methods for assessing potential employers during your job search, the significance of self-reflection in discovering the ideal career fit, and the broader implications of 'right fit' on work-life balance and overall well-being. If you're currently in the process of seeking new employment opportunities or contemplating a change in the coming year, this episode serves as a foundational resource to shape your approach. Host: Brent Franson, Founder & CEO, Most Days Guest: Dr. André Martin Music: Patrick Lee Producer: Patrick Godino
We're thrilled to be joined by André Martin, PhD, organizational psychologist, and Chief Talent Officer with an impressive track record at consumer giants like Target, Nike, Google, Mars Incorporated, and Disney.In our conversation, André uncovers the startling $7.8 trillion in lost workplace productivity and explains why he believes we need a new vision for a 'great place to work' that focuses on fit over traditional cultural norms. He shares the importance of self-reflection and how to recognize different career paths based on Company, Craft, and Cause.Why You Can't Miss This: There's something in here for job seekers & career builders, leaders looking to hire and build a team, and those tasked to develop corporate culture relating to talent acquisition and development.01:14 Introduction and Focus of Work02:10 Understanding Disengagement in the Workplace03:43 Exploring the Concept of 'Fit' in the Workplace06:28 The Importance of Self-Reflection in Job Seeking11:17 Overcoming Confirmation Bias in Job Seeking18:27 Understanding Different Career Paths: Company, Craft, Cause21:31 The Impact of Company Transformation on Employee Fit22:29 Re-evaluating Recruitment and Onboarding23:09 The Cost of Mismatched Expectations23:57 Redefining Job Descriptions25:43 The Impact of Job Hopping26:02 Companies Doing it Right27:04 The Need for Re-recruiting27:32 The Role of Leaders in Employee Engagement29:00 The Future of Career Paths29:38 The Cost of Job Hopping Revisited30:45 Rethinking Job Search and Recruitment35:18 Advice for Job Seekers38:12 Where to Find More ResourcesTwo examples of more realistic job previews:Careers at NOBL37 SignalsEpisode ResourcesVisual GuideYouTubeTo learn more about André and his work:Monday Matters newsletterwww.wrongfitrightfit.comThe Book: Wrong Fit, Right Fit: Why How We Work Matters More Than Ever"Company, Craft, or Cause Excursion" From the book. Here is the linkDialogue Article (Duke Corporate Education Publication) titled "Right Fit, Wrong Fit". Here is the linkProducer: Podrick Sonicson To learn more about New Rules for Work:WebsiteLabs NewsletterEvent: 2024 Intent to Impact in Austin, TX
We are in the middle of a crisis of commitment in the workplace – 53% of managers are burnt out, 1 in 3 employees leave their jobs in the first 90 days, and an estimated $7.8 trillion in lost productivity is due to poor organizational fit.On this week's Dev Interrupted, we uncover the keys to a thriving workplace as co-host Conor Bronsdon is joined by Dr. Andre Martin, a seasoned organizational psychologist and author of the book 'Wrong Fit, Right Fit'. Together, they share strategies to discern whether a job will be a right fit or a wrong fit and delve into how companies can align their structures with individual preferences to enhance employee engagement and productivity. This insightful conversation offers practical strategies for leaders and individuals alike to identify and cultivate the right fit for long-term success and fulfillment in their careers.Order your copy today: Wrong Fit, Right Fit: Why How We Work Matters More Than EverShow Notes:Check out André's newsletter: Monday MattersGet your free DORA dashboard: DORA Metrics. 100% Free. Forever.Vote for Dev Interrupted on the DevOps Dozen website: Best DevOps-Related Podcast SeriesSupport the show: Subscribe to our Substack Leave us a review Subscribe on YouTube Follow us on Twitter or LinkedIn Offers: Learn about Continuous Merge with gitStream Get your DORA Metrics free forever
Dr André Martin is an organisational psychologist and author of the book ‘Wrong Fit, Right Fit – Why How We Work Matters More Than Ever'. It seeks to solve the crisis of commitment in the modern workplace, positing that the issue isn't good or bad culture, but the fit between our ideal way of working day-to-day and that of the companies we join. He has spent over 20 years as the Chief Talent Officer of iconic brands such as Mars, Nike, Google, and Target. Now, acting as an operating advisor, coach, and consultant, André continues to counsel leaders and founders to peak performance.
Do you feel like you fit in at your workplace? Research shows that one out of three new hires will quit within 90 days, 53% of people who have been with a company for half a year are still searching for a new job, and 75% of people experience anxiety before the work week begins. André Martine joins Kevin to explore the importance of having an authentic connection to your everyday work both from a personal and organizational perspective. They talk about the concept of fit, the trends in the world of work, and the connection between fit and belonging. They share insights for leaders on how to create a culture of fit and re-recruit their teams. Additionally, they discuss the role of fit in individual career development and offer advice for job seekers. Listen for... 00:00 Introduction 02:09 "Wrong Fit. Right Fit" Overview 04:55 Concept of Fit in the Workplace 06:45 Defining Authentic Connection in Fit 07:49 Work Methods in Organizations 08:19 Culture vs. Day-to-Day Work 09:01 Understanding Work Differences 09:19 Matching Individual Preferences 10:25 Leadership in Crisis 12:13 Brand and Work Principles 13:38 Location Strategy in Decision Making 14:04 Finding Organizational Solutions 15:37 Personal Work Preferences 16:05 Fit and Belonging 17:23 The Need to Fit In 18:01 Holistic View of Fit and Belonging 18:47 Employee Engagement Challenges 19:14 Recruiting Talent: Leadership's Role 20:34 Organizational and Leadership Perspectives on Fit 21:38 Mismatched Expectations 22:11 Recruiting in the Digital Age 23:20 Essential Leadership Questions 24:15 Leadership and Career Development Focus 24:53 Self-Reflection in Job Searching 25:57 Career Clarity Tools 26:46 Comfort vs. Boredom in Careers 28:03 Comfort as a Foundation 28:27 Personal Hobbies 29:02 Book Recommendations 30:16 Resources and Actions Steps Meet André Name: André Martin His Story: https://www.linkedin.com/in/docmartinpdx/ https://mondaymatters.substack.com/ This episode is brought to you by... The Long-Distance Team. Remote leadership experts, Kevin Eikenberry and Wayne Turmel, help leaders navigate the new world of remote and hybrid teams to design the culture they desire for their teams and organizations in their new book! Book Recommendations Wrong Fit, Right Fit: Why How We Work Matters More Than Ever by Andre Martin Dedicated: The Case for Commitment in an Age of Infinite Browsing by Pete Davis Right Kind of Wrong: The Science of Failing Well by Amy C. Edmondson Related Episodes Thriving at Work with Gabriella Kellerman Creating the Life You Want in One Year with Wendy Leshgold Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP
Brother Greg sits down with Dr. Andre Martin - author of, Wrong Fit, Right Fit - speaks about his book and why how we work matters more than ever.
It can be difficult to tell the difference between and employee who is not the right fit for your business, vs a barista who is is simply not the right fit for the role they are in. Many great employees have been unduly let go, passed over, or simply remain in ill-fitted positions because their boss is not able to tell the difference or may to even be paying enough attention to notice and take the right next action. On todays Shift Break we will be talking about how to discern between employees who need opportunity and shifting to flourish and those whose performance is not just a problem of execution but a sign of a deeper cultural and values clash. Knowing the difference could not only save their job but also your business. Related Episodes: 121 : Working from Your Strengths w/ Strengths Finder Guru, Lisa Cummings 278 : Making great Hiring Decisions 314 : The 6 Essential Qualities of Coffee Shop Leaders 336: A Cafe Leadership Masterclass w/ Selina Viguera of Blue Bottle Coffee 437 : The New Age of the Barista: Mindsets + Habits for Success The best espresso machines in the world! www.lamarzoccousa.com Custom branded mobile apps for your shop! www.espressly.co.
What does commitment mean in the context of work? From an employee's point of view, it can mean a reduction in stress, increased meaning, as well as the capacity to do their best work. From the employer's side, it can translate into increased productivity and higher employee engagement — which directly impacts their bottom line. In this episode, we speak with Andre Martin, author of "Wrong Fit, Right Fit: Why How We Work Matters More Than Ever," about why it's so important to discuss how work gets done in our workplaces so employees — and employers — can find the right fit for them. Listen: Get Reworked Full Episode List "Hiring managers have got to be more transparent. We have to be comfortable in being able to talk about the madness behind the method. Talk about the places where it's kind of hard to do work here because of these factors and talk about them in terms of we're always trying to get better — but that transparency is going to pay off," said Andre. "... We know that people more and more are looking for transparency, they're looking for vulnerability. They're looking for a place that is human and imperfect. And so my hope is that hiring managers will give talent a little bit more of a view into the company, because then they will find the right person and the people that opt out should have probably opted out." Highlights of the conversation include: What's causing the crisis of commitment today. Why Andre wants to see a return to the 20-year career in one workplace. The difference between boredom and comfort in a job. Why a frank discussion of how a company works should be a critical part of any job interview — for the interviewer and the interviewee. How Andre differentiates between being the 'right fit' and 'fitting in.' Plus, hosts Nidhi Madhavan and Siobhan Fagan talk with Andre about why the aspirational language companies use to describe themselves often do more harm than good, why he believes there's a company for everyone and why he thinks companies should re-recruit their employees on a regular basis. Listen in for more. Have a suggestion, comment or topic for a future episode? Send it to editors@reworked.co.
Your host, Catherine Cantey, talks with Founder & CEO of Wrong Fit, Right Fit, Andre Martin.In this episode, we dive deep into the evolving landscape of modern organizations and the critical need to re-recruit employees every day. Andre Martin sheds light on the challenges faced by businesses in today's rapidly changing world.We talk about:-Prioritization,-Intention of time,-How to manage the constant need for promotions. To learn more about Andre's work, visit WrongFitWrongFit.com.If you'd like to be a guest on The Business Vitality® podcast, click HERE.For more information, visit CatherineCantey.com.
André Martin discusses how to avoid wrong career fit and ensure your career aligns with your needs. — YOU'LL LEARN — 1) What right fit and wrong fit look like in practice. 2) Four powerful questions to know if a job is the right fit. 3) Why it's OK to have a boring job. Subscribe or visit AwesomeAtYourJob.com/ep902 for clickable versions of the links below. — ABOUT ANDRÉ — Dr. André Martin is an organizational psychologist and author of the book Wrong Fit, Right Fit - Why How We Work Matters More Than Ever. He has spent 20+ years as the Chief Talent Officer of iconic brands such as Mars, Nike, Google, and Target. Now, acting as an operating advisor, coach, and consultant, André continues to counsel leaders and founders to peak performance. When André isn't working, he can be found with his wife and two English labs on the rain-soaked trails around Portland, Oregon. • Book: Wrong Fit, Right Fit: Why How We Work Matters More Than Ever • Website: WrongFitRightFit.com • Newsletter: MondayMatters.substack.com — RESOURCES MENTIONED IN THE SHOW — • Study: MIT SMR / Glassdoor Culture 500 • Learning Platform: Arist.co • Book: Dopamine Nation: Finding Balance in the Age of Indulgence by Anna Lembke • Book: Dedicated: The Case for Commitment in an Age of Infinite Browsing by Pete Davis — THANK YOU SPONSORS! — • Factor. Get healthy, quick, delicious meals at factormeals.com/beawesome50. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Andre joins VIP's Casey Hasten in a discussion about workplace productivity.Andre is the Founder and Principal of Shift Space and author of the soon-to-be released book, Wrong Fit, Right Fit, Why How We Work Matters More Than Ever. He has interviewed over 100 employees and leaders and shares his findings about productivity in his upcoming book. He has estimated that we have lost over $7.8 TRILLION in productivity.About The Guest:LinkedIn: https://www.linkedin.com/in/docmartinpdx/Website: https://www.wrongfitrightfit.com/About The We Are VIP Podcast:This podcast is brought to you by VIP to add value to your job or candidate search. Each week, we'll bring you helpful tips and insights from leading professionals to help candidates land their dream jobs and help employers find better talent.Hosted by:Casey Hasten, Director of Recruiting at VIPAbout VIP:We utilize a holistic approach to support your strategic initiatives in accounting and finance. From recruiting and strategic staffing, to project management consulting, our service model offers a comprehensive solution that allows for flexibility as you navigate transformation and growth within your organization.Connect:LinkedIn: https://www.linkedin.com/company/270216/Facebook: https://www.facebook.com/WeAreVIPCompanyJob Openings and Services: https://wearevip.com
(0:00) Tony Mazz starts the Baseball Hour wondering who the next general manager of the Boston Red Sox could be. Mazz gives his thoughts on Sam Fuld. (15:00) Ian Browne, who covers the Red Sox for MLB.com, joins the show. (30:00) Red Sox fans deserve better. What will ownership do going forward to make the Sox competitive again. (37:00) The show wraps with some final calls.
From 'Reception Perception' (subscribe here): In this clip, James and Matt discuss the very unfortunate Nick Chubb injury, the opportunity for Jerome Ford and the signing of Kareem Hunt and why Deshaun Watson just simply doesn't look the same after so much time off.Matt Harmon and James Koh whip around the NFL and cover the position they know best: Wide receivers. Using the data from Harmon's exclusive Reception Perception charting methodology, the guys give their takes on receivers at every level of the game.Whether it's the biggest stars in the league or new rookies bursting on the scene, you won't get better wideout information anywhere else. Along the way, they'll break down the biggest stories in the NFL and offer up a few big-picture fantasy football thoughts, as well.Follow the guys on Twitter @JamesDKoh and @MattHarmon_BYB. Follow Reception Perception @RecepPerception. Download and Subscribe to the Reception Perception Show anywhere you get your podcasts.Watch segments of the show on YouTube at Matt Harmon!! 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
In this clip, James and Matt discuss the very unfortunate Nick Chubb injury, the opportunity for Jerome Ford and the signing of Kareem Hunt and why Deshaun Watson just simply doesn't look the same after so much time off. Matt Harmon and James Koh whip around the NFL and cover the position they know best: Wide receivers. Using the data from Harmon's exclusive Reception Perception charting methodology, the guys give their takes on receivers at every level of the game. Whether it's the biggest stars in the league or new rookies bursting on the scene, you won't get better wideout information anywhere else. Along the way, they'll break down the biggest stories in the NFL and offer up a few big-picture fantasy football thoughts, as well. Follow the guys on Twitter @JamesDKoh and @MattHarmon_BYB. Follow Reception Perception @RecepPerception. Download and Subscribe to the Reception Perception Show anywhere you get your podcasts. Watch segments of the show on YouTube at Matt Harmon!! 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
A organizational psychologist and author of the book “Wrong Fit, Right Fit - Why How We Work Matters More Than Ever”. He has spent 20+ years as the Chief Talent Officer of iconic brands such as Mars, Nike, Google, and Target. Now, acting as an operating advisor, executive coach, and consultant, André guides c-suite leaders and founders to peak performance Dr. André Martin joins JT to discuss US workers seek offers of $80,000 to switch jobs: NY Fed survey. The lowest wage that American workers are willing to take in order to accept a new job hit a record high this year, according to a Federal Reserve Bank of New York survey published.
Join hosts Steve Palise and Andrew Bean on this week's episode of the Commercial Property Investing Explained Series as they get candid about why commercial property might not be the right choice for everyone. With their unique blend of expertise and humour, they discuss 6 compelling reasons why you might want to think twice about venturing into commercial property investment. Get ready to receive guidance on when it might be best to walk away from a deal, whether it's due to high vacancy rates, undisclosed lease-back agreements, or other warning signs.Topics covered:When a Property May Not Be the Best Fit For YouWhy You Should Not Buy Commercial PropertyLease Stock Loan ExplainedRisks of Commercial Real EstateRetail vs. Industrial AssetsProperty Red FlagsAll this and so much more!So if you're interested in revealing the secret sauce for spotting red flags when sizing up commercial properties, tune in to this informative episode of Commercial Property Investing Explained Series.Don't forget to grab your FREE copy of Steve's NEW Book Residential Property Explained Simply book in a bundle - Use discount code PODCAST CLICK HERESteve Palise - Palise PropertyPh: 1300 256 704Email: info@paliseproperty.comFacebook: https://www.facebook.com/palisepropertyLinkedIn: https://au.linkedin.com/in/steve-paliseWebsite: https://www.paliseproperty.com/Get your FREE copy of Commercial Property Investing Explained Simply - Use discount code PODCAST CLICK HEREGet your FREE Commercial Property Paydown Calculator CLICK HERE Follow Palise Property on FACEBOOK for Free Tips Tricks & Insights CLICK HERE
*About The Guest(s):* Dr. Andre Martin is a distinguished leader who has worked with brands like Mars, Nike, Google, and Target. He is also the author of the upcoming book "Wrong Fit." *Summary:* Dr. Andre Martin discusses the challenges of workplace disengagement and the loss of productivity in organizations. He emphasizes the importance of finding the right fit in a job and creating a positive work environment. He also explores the impact of technology on work engagement and productivity. Dr. Martin suggests rethinking traditional job roles and allowing employees to pursue their side hustles within the organization. He highlights the need for transparency in job descriptions and realistic job previews to align expectations. The conversation concludes with a discussion about Dr. Martin's upcoming book, "Wrong Fit." *Key Takeaways:* - Growth puts pressure on culture and makes work harder unless there is a clear understanding of the company's values and ways of working. - The pandemic accelerated the use of technology in the workplace, but it also highlighted the need for better work-life balance and employee well-being. - It is important for individuals to reflect on their values, skills, and work preferences to find the right fit in a job. - Companies should focus on re-recruiting their employees every day and creating a positive work environment that values and supports their employees. - Job descriptions should provide a realistic job preview and align expectations to avoid disappointment and increase positive hires. (0:02:00) The staggering cost of work disengagement: $7.8 trillion lost in productivity. (0:10:21) Feeling stagnant and bored? It might be the starting point of a career change. (0:11:18) Unleash your full potential: Many people are playing below their capabilities. (0:12:43) A "wrong-fit" job can feel like writing with your non-dominant hand. (0:13:11) Negative emotions in a wrong-fit job can lead to loss of confidence. (0:14:33) Creative energy is wasted on managing negative emotions at work. (0:15:31) Self-reflection before a job search: Crucial for aligning with your aspirations. (0:16:30) Job search parallels: Similar to searching for a compatible relationship. (0:30:24) Running virtual teams without tools, capability, or strategy: Challenges. [(0:30:56) CEO's preferred work style: Influencing company culture and success. (0:39:08) Embrace a learning orientation to find a better career fit. (0:57:30) Dr. André Martin's upcoming book, "Wrong Fit, Right Fit": A glimpse into career alignment. **Quotes:** - "Growth puts pressure on culture. Growth actually makes work harder to do unless we do a much better job on actually being real clear about, hey, what's our secret sauce? How do you all work together and what makes that work?" - Dr. Andre Martin - "We often mistake something that feels exciting for something that actually is a better fit for us." - Dr. Andre Martin - "If you value your employees, then you will value what your employees value." - Dr. Andre Martin - "Show me the real thing and give people transparency so that they're not let down." - Dr. Andre Martin *Additional Resources*
Andre Martin, the founder of The Shift Space and author of Wrong Fit, Right Fit, joins Lisa Dent to explain how employers are finding ways to keep their workers motivated and keep the same excitement they had when they first started their role. Follow The Lisa Dent Show on Twitter:Follow @LisaDentSpeaksFollow @SteveBertrand Follow @kpowell720 Follow […]
“Do not start a job search by looking for jobs. Start a job search by understanding at a deeper level who you are, what you value, how you like to work, and what are you solving for." Andre Martin is an organizational psychologist and the author of “Wrong Fit, Right Fit”. In this episode, he shared the importance of finding the right fit company for us in our work. Andre used the analogy of writing with a non-dominant hand to explain working in a wrong fit company. He shared some of the common misalignments, such as the modern hiring practices, infinite browsing, and company culture deck trend. Andre then explained how we can work towards finding our right fit company by doing more self reflection using some fit excursions shared in his book. He also touched on the important concept of buffers and the role of leaders and managers in the workplace. Towards the end, Andre shared some practical tips on how companies can create a better right fit culture in the organizations. Listen out for: Career Journey - [00:03:53] Wrong Fit, Right Fit - [00:05:28] Writing with Our Non-Dominant Hand - [00:07:27] Common Wrong Fit Misalignments - [00:10:25] Way of Working - [00:14:50] The Danger of Culture Deck - [00:22:04] The Danger of Infinite Browsing - [00:23:51] Finding the Right Fit - [00:26:18] Fit Excursions - [00:28:31] Interviewing and Onboarding + Right Fit - [00:33:07] Buffers + Right Fit - [00:37:52] The Role of the Leader & Manager - [00:40:04] Company + Right Fit - [00:43:46] 3 Tech Lead Wisdom - [00:47:39] _____ Andre Martin's BioAndre Martin is an organizational psychologist and talent management executive with 20+ years of experience in talent development, executive team development, employee engagement, culture change, c-suite assessment & succession planning, innovation/design thinking, strategy development, and employee experience design. He is also a father, a husband, and a wildly curious learner who is dedicated to ensuring iconic brands become iconic companies. Follow Andre: Website – www.wrongfitrightfit.com LinkedIn – linkedin.com/in/docmartinpdx _____ Our Sponsors Are you looking for a new cool swag? Tech Lead Journal now offers you some swags that you can purchase online. These swags are printed on-demand based on your preference, and will be delivered safely to you all over the world where shipping is available. Check out all the cool swags available by visiting techleadjournal.dev/shop. And don't forget to brag yourself once you receive any of those swags. Like this episode? Show notes & transcript: techleadjournal.dev/episodes/146 Follow @techleadjournal on LinkedIn, Twitter, and Instagram. Buy me a coffee or become a patron.
I love my company, and I love the company culture. Today we speak to Dr. André Martin who can help to improve any company by getting us to ask the question his book, "Wrong Fit, Right Fit", poses to us and what it means to be an owner and employee in the business world today.
In this episode of The New CISO, Steve is joined by guest Brad Sexton, Chief Information Officer, and Information Security Officer at Terrible's.After having issues with a Dot Matrix printer, Brad was inspired to transition from a career in education to IT. Through conflict, change, and self-reflection, Brad has become the effective leader he is today. Tune into today's episode to learn more about Brad's career journey, the consequences of “ego,” and how to leave a job gracefully.Listen to Steve and Brad discuss how leaders can walk the fine line between confidence and arrogance and the right motives for becoming a leader:Meet Brad (1:44)Host Steve Moore introduces our guest today, Brad Sexton, who started working at Terrible's in Las Vegas last April.Brad shares that before becoming a CISO, he worked at a boys and girls type club where they all shared one printer. Wanting to be able to print from different areas of the office, Brad took on the task of updating the printer to fit his office's needs. Brad has been in IT ever since.Next Steps (5:09)Brad reveals the next steps of his career transition. His boss at the education center asked Brad for IT-related help. Brad was then moved into the IT department and used this moment to finish his education.During this time, Brad could see tech from a bigger picture and eventually was designing a forklift upgrade for the theater. He started working with routers and did more and more. By the time Brad settled in Vegas, he could use his experience to manage teams successfully.Checking The Ego (11:13)Steve presses Brad on the lessons he learned from his first IT job. Brad believes that his ego got in the way of his ability to do his job. After many years, Brad finally understood what he could have done differently. Thankfully, his boss knew he had potential and was willing to have a difficult conversation that resonated with him later.The Clues (16:30)Brad explores the clues of a person with an ego problem. In addition, Brad explains that leaders should always create a safe space for their employees to communicate with them.Everyone has strengths and weaknesses, and it's helpful when leaders can help their employees identify theirs. Ultimately, there is a “fine line between confidence and arrogance,” and leaders must have the confidence to articulate challenging feedback.The Right Motives (25:54)Steve presses Brad on what his motives were for becoming a leader. Brad reflects that he wanted a sphere of influence and recognized that he could make more of a difference in a higher position.Brad suggests always knowing your “why” before approaching leadership roles.The Wrong Fit (29:53)Brad worked in government and realized two things. He was in the wrong place, and they didn't want them there either. Knowing there was tension from the beginning made Brad's time in this role very challenging.Brad learned later that this company did not want anyone in that position, but he was the most qualified. Now, Brad understands the importance of finding the right fit for a role and considers that when interviewing future colleagues.Mutual Contact (34:58)Brad and Steve discuss a mutual connection named David, who is an individual who helped Brad move into the casino gaming space. Brad appreciates that David took a chance on him and is still in touch.Relationships are critical as you advance in your career because no one knows everything.Leaving Gracefully (40:04)Brad shares his tips on leaving a job gracefully. He suggests managing the emotion that you let someone down. Having an open communication line with your boss and feeling comfortable articulating your...
Andre Martin has worked in senior roles in charge of learning dynamics and people development in large organizations such as Nike, Target, and Google. Over the years, he distilled all that experience in a book that will be published in September 2023, and it's called “Wrong Fit, Right Fit.” You might wonder what is a “fit” and what does a wrong one look like? What does the right one look like, and how do we achieve it? Listen to our conversation.Subscribe to 0800-DEVOPS newsletter here.This interview is featured in 0800-DEVOPS #50 - Wrong Fit, Right Fit with Andre Martin.[Check out podcast chapters if available on your podcast platform or use links below](0:01)Introduction (2:27)Workplaces today(8:06)What is a "fit"? (21:09)Employer Branding (25:18)Can we lose the right fit? (29:03)Keeping the right fit (34:35)Book recommendations
CareerCast by the University of Chicago Booth School of Business
Does it feel harder than it should to find a company where you can thrive? Are you wondering how we could make work, less work? André Martin, operating advisor, board member, ex-Chief Talent Officer for Google/Nike/Target/Mars, and coach to top founders and c-suite executives, would tell you the issue isn't good or bad culture, but the fit between your ideal way of working day-to-day and that of the companies you join. Finding the right fit, with massive shifts in the workplace, is hard and yet doable. In this CareerCast, André shares his approach, utilizing social science research, innovative practices from progressive companies big and small, and practical day-to-day strategies. You can leverage these to find ways to work and thrive and help your colleagues and teams do the same.
How do you know when a role is a wrong fit or a right fit for you?My guest on this episode is Andre' Martin, Founder of Shift Space and author of “Wrong Fit, Right Fit - Why How We Work Matters More Than Ever”During our conversation Andre' and I discuss:The three things that determine if a role is a right fit or a wrong fitWhy we should be asking ourselves, does my current company appreciate who I am and how I work?Why you shouldn't judge a company by it's career pageWhat he believes HR is getting wrong when it comes to the employee experienceWhy he believes a powerful career starts with understanding if you about the company, a craft, or a causeConnecting with Andre' Marin:Connect with Andre' Martin on LinkedInLearn more about Andre' and his new book, “Wrong Fit, Right Fit”
The Wrong FitIn episode 1 Eliza hears what it's like to struggle to go to school and why getting a diagnosis of autism doesn't always bring the support and understanding families need.For children with autism, school can be an overwhelming and traumatic place. Sensory overload, the requirement to sit still for hours on end, can result in behaviour that's misunderstood as naughty. Many children become too unwell to go to school, leading to fines and threats for prosecution for parents. Families can wait years for a diagnosis of autism, which promises to be the gateway to the help they need. Too often this isn't the case, and the onus is on the child to be “fixed” to fit the system, not the system to support the child. “My child wasn't broken, they didn't need to be fixed. Why were we trying to do this?”Featuring:Eliza Fricker (@_MissingTheMark)Harry Thompson (@FidgetyF_cker), author of The PDA ParadoxKieran Rose (@KieranRose7), The Autistic AdvocateDr Naomi Fisher (@naomicfisher), author of Changing Our MindsDr Chris Bagley (@hiddendepths), Director of Research at States of MindGraham Brown-Martin (@GrahamBM), author of Learning ReimaginedResources:eliza@missingthemark.blogFacebook MissingTheMark1Missing the Mark blog Hosted on Acast. See acast.com/privacy for more information.
Being a human being is complicated and extremely hard. Being a human being who can interact with other human beings, especially with you, can be complicated and extremely hard. Just because a person can fit neatly into your life doesn't make that person a horrible person.
EP.732: ผลกระทบของพนักงาน Wrong Fit ที่มีต่อองค์กร โดยที่เราอาจจะไม่รู้ตัว by Prakal Pantapalangkura
Have you ever felt like you've done everything right and still things just don't work out in our favor?Do you ever wonder why you are not able to turn the corner and have the life so many others have been able to achieve?Please let allow this episode a chance to shed some light on the issue.No matter how hard you try, a square peg will never fit well into a round hole. Support the show (https://www.cash.app/$MistaYu)
Mick McCarthy and Maurice Brosnan are back with GAA Embedded as we dissect some of the biggest stories in what is fast becoming a 12 month GAA season. Is Jack O'Connor the right man for Kerry? Why do so many teams still have no manager so late in the year? We talk about Hurler of the Year and the joy of seeing county legends like Eoin Kelly still ripping it up at club level! You can get in touch with the show on social media or by emailing thegaffer@balls.ie. If you enjoy the show, please subscribe to the podcast feed and leave a five-star rating and comment. See omnystudio.com/listener for privacy information.
Mick McCarthy and Maurice Brosnan are back with GAA Embedded as we dissect some of the biggest stories in what is fast becoming a 12 month GAA season. Is Jack O'Connor the right man for Kerry? Why do so many teams still have no manager so late in the year? We talk about Hurler of the Year and the joy of seeing county legends like Eoin Kelly still ripping it up at club level! You can get in touch with the show on social media or by emailing thegaffer@balls.ie. If you enjoy the show, please subscribe to the podcast feed and leave a five-star rating and comment. See omnystudio.com/listener for privacy information.
A Celtic State of Mind was named as the UK's Best Football Podcast at the prestigious Football Blogging Awards in 2018. In 2020, the podcast was named as a finalist in the Best International Podcast category at the Football Content Awards.In this latest episode, Paul John Dykes is joined by David Sleight and Tony Haggerty to discuss the reasons behind Dom McKay's departure.A Celtic State of Mind has gone from strength-to-strength over the last couple of years, and there are many more guests lined up in the weeks ahead from the world of sport, music, film, art, broadcasting, literature and politics.Connect with A Celtic State of Mind @PaulJohnDykes and @ACSOMPOD and subscribe to the podcast via iTunes or through your podcast player.
Brent and Austen discuss that Shaq Griffin could be the wrong fit for Joe Cullen's scheme, and TV shows to close out the show
In this episode, I’m sharing why it is just as important to repel the wrong fit customers in your messaging as it is to attract the right fit. Oftentimes, entrepreneurs are too afraid to be specific enough in their copy so that they’re deterring customers who aren’t the right fit because they don’t want to lose out on those sales. The problem in staying too broad in your messaging is that it prevents you from standing out, so you don’t end up attracting anyone. Tune into this episode to uncover the importance of repelling the wrong fit customers and how you can go deeper in your messaging to do so.
To commemorate the 10th episode of The Wrong Fit, the guys kick off a series of personal Top 5s, starting with movies. Then, they get possessed by discussion of the recent "blood shoes" controversy involving Lil Nas X and Nike. Finally, they dive right into the hottest 2008-era record making waves in 2021: Fearless (Taylor's Version). Notes from the show: Listen to Trending Left: https://www.youtube.com/channel/UCbvlSDe_qjcdHIi7JfK2HOg Marco's Letterboxd account: https://letterboxd.com/TheMarco/ Blood shoes controversy explained: https://www.bbc.com/news/business-56609333 Jesus shoes from 2019: https://www.cbsnews.com/news/nike-air-max-97-jesus-shoes-filled-with-holy-water-selling-for-4000-2019-10-11/ Taylor Swift vs. Scooter Braun: https://www.billboard.com/index.php/articles/columns/pop/8518194/scooter-braun-acquires-taylor-swift-big-machine-catalog-timeline
The Boys Clear up their debts from last week's bets and then move on to breakdown the Semi-Finals of the Taca Portugal before getting into a weekend of Liga Nos. Captain Coates is back at it again, Sergio Oliviera has a big blast and getting to the bottom of Belenense's SAD identity after their darby game with Benfica. They dabble in some Portuguese history and culture and compare two CDM's. Moving onto the premier league, they talk Manchester City's highs and lows, the wolves' lows and lows, and why you should never count out Brendan Rodgers' Leicester. Bruno Fernandes has a controversial week in the media. and Liverpool struggles to win even with Jota back in the line-up. They round up Ronaldo's week, how Juve has been performing, and the race in Serie A. After that, they dive headfirst into the Madrid Darby and revel in the Greatness of Ray Hudson. The Controversial week in Spanish football, Barcelona's new (old) president and what that means for the fans and for Messi. They Tally up Portuguese goals abroad and other standout performances. They pick the Joao Wonder of the Week, then look ahead to next week's games and the champions league excitement. some new bets are placed and then they WRAP IT UP! Thanks for listening! Please make sure to rate and review us wherever you get your PODs & subscribe to our youtube page! Twitter: @joao_wonder Instagram: @theportugalcorner Google: theportugalcorner@gmail.com Youtube: https://www.youtube.com/channel/UCAkupPtXdgfLHmFfl7zK0mg Sportify:https://open.spotify.com/show/3JhYDg9UQ5mpMMOkaItpwx Apple: https://podcasts.apple.com/ca/podcast/the-portugal-corner/id1553421610?l=en Google: https://podcasts.google.com/feed/aHR0cHM6Ly9hbmNob3IuZm0vcy80YzM4YzQ1Yy9wb2RjYXN0L3Jzcw== Anchor: https://anchor.fm/joao-wonder
This is a special BONUS episode of The Wrong Fit - it's not an episode at all! This is the first test of Marco and Eli's audio hardware way before Episode 1 was recorded. Since it's a test, it has not been edited much and has some audio quality issues. Here, Marco and Eli talk about a few random topics to see if their conversational nature can last almost a half-hour. Enjoy listening to our pre-podcast test and a new episode is on the way soon!
Marco and Eli talk 2020, 2021, and New Year's resolutions. Then, Marco talks about his new laptop and how he ever lived without it. Notes from the show: CGP Grey's video on yearly themes: https://www.youtube.com/watch?v=NVGuFdX5guE Marco's design portfolio: http://www.marcodguajardo.com Eli's photography Instagram: https://www.instagram.com/snapped_by_eli/ Marco's HP Spectre x360: https://www8.hp.com/us/en/laptops/2-in-1s/spectre-x360-15-convertible-laptop.html Eli's Dell XPS 15: https://www.dell.com/en-us/shop/dell-laptops/xps-15-laptop/spd/xps-15-7590-laptop
On a very special Christmas edition of The Wrong Fit, Marco and Eli have a passionate discussion on the one thing that really matters: fried chicken. Then, they discuss Taylor Swift's surprise record evermore (yes, she did it again) and talk about the holiday season. Notes from the show: SputnikMusic review of evermore: https://www.sputnikmusic.com/review/82571/Taylor-Swift-Evermore/
The Paul Gough Audio Experience: Business Lessons for Physical Therapists
On this episode of the show we talk “GROWTH”… …and specifically the 4 questions that knowing the ANSWERS to will help you grow much faster. Thee's a great saying: “Smart people have great answers, genius's ASK great QUESTIONS” When I started to ask my self these 4 questions - and particularly questions 1 and 3 - I found that I was able to grow my own business much faster and with much more ease. We cover a lot of “marketing 101” in this episode again - and we're sharing many of the answers that have made the “Paul Gough Physio Rooms” so successful. You can use the answers that I as a FRAMEWORK for formulating the answers to being able to grow your own clinic. We kick off the Episode by asking this growth question: “Who do I want to buy from me”… …roughly translated that means: “Who do I want to see in my clinic - because what I have to offer them is the perfect service for them that'll absolutely be able to solve their problem”… Without getting clear on this it's almost impossible to grow and scale a successful business and NOT knowing this is the single biggest reason why so many solo-practitioners never make it to business “owner” status. Even if you have made it to business owner “status” listening in on this may help you ENJOY the process of growing and scaling a little more as it'll definitely make it a little easier to do so. almost every PROBLEM that happens inside of a clinic is because the person or people in that clinic are a WRONG FIT and can be solved by answering question 1 with more clarity. Here's a glance at what you'll learn on Episode 4: - “Who do I want to work everyday anyway? How to identify your perfect target audience and create a strategy that attracts more of them… (3:40) - “What must I do to get people to buy from me?” - It's all about offering REAL solutions to your audience, solutions to do the things they're LOVE to do - and not just about getting “physical therapy” (9:48) - “What can get in the way of them buying from me?” - There isn't a more important question for you to answer….(12:00) - Why the “skeptics” can be your most loyal and best paying patient - if only you do this first… (14:06) - How to give people ANY excuse to come back to your clinic (17:04) - How to create an EXPERIENCE that is great than the some of your PT skills… and why it's so important now (19:15) Be sure to subscribe to the show AND please leave us a review - we would love to know how this show is impacting you. To get your question answered by Paul Gough - Leave your question for the PT Business School Podcast here: www.paulgough.com/question This show is brought to you by: www.ptprofitacademy.com - the online training organization that helps great physical therapists become successful business owners. Visit my own clinic website, here: www.paulgoughphysio.com
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