The Future of Work Podcast With Jacob Morgan (general)

Over the years I have heard many different definitions of leadership.

One person might say that a leader is someone who has followers. Another person might say a leader is someone who has a clear vision and inspires others to move towards a certain goal. Someone else might say a leader is a person who is trustworthy, who acts with integrity and treats people well.

Everyone’s definition of leadership is different because it is a very subjective thing. What is your definition of leadership? After you define your view of leadership, look around, you might unexpectedly find people around you who meet your criteria.

Direct download: Midweek_podcast_-_How_Do_You_Define_Leadership.mp3
Category:general -- posted at: 1:15am PDT

Last week I went to social media to find out what your questions are related to leadership, employee experience, and the future of work. You asked and now today, I answer.

The following questions are the ones I am addressing on today’s episode:  

  1. Often leaders are on the fence about investing in employee experience, especially when it requires outside support or consulting. What are the top 3 things you've heard from leaders that have pushed them to actually take action on an employee experience shift?
  2. Would you make any changes to your top 5 soft skills for the future (perpetual learning, accountability, empathy, self-awareness, entrepreneurial thinking) if you were to create the list at this moment again?
  3. What are the top 5 hard skills that will be relevant in the future? Now, it seems it is programming, however, a lot of it will be probably replaced by AI, therefore what hard skills will be the most relevant in the future?
  4. If you were responsible for employee engagement and happiness in a company, what would be the first three initiatives or actions you would take at this position? Let's assume the company culture is not yet defined and we are talking about a corporation.
  5. How fast the “ask for feedback, analyze, and respond” process has to be? We’re used to annual surveys and I understand it’s no longer possible to respond annually, but what is a good timing? 3 months, 1 month, 2 weeks?
  6. I am lucky to be at a firm thinking about the future of work and upskilling, but what advice would you give those employees or orgs who are not early adopters to start thinking about the future of work?
  7. What are some tips to create a work environment where employees feel safe enough to share their thoughts and concerns with leadership before issues become major problems?
  8. You said in a recent podcast that being a good coach is the number one behavior of a great manager. What are some key steps to becoming a good coach?
Direct download: Q26A20Podcast20-2005.28.2019.mp3
Category:general -- posted at: 10:13am PDT

Barbara Humpton is the CEO of Siemens USA, a global company that operates in several areas including industry, energy, healthcare, and infrastructure. They have almost 400,000 employees around the world in 190 countries and Barbara is responsible for over 55,000 of those employees and the company’s largest market with over $23 Billion in revenue and $5 billion in annual exports.  

 

Her journey to becoming CEO has not been a typical one, but it certainly is an interesting one. She studied mathematics in college and initially thought she would be a math professor, like her parents. But after college she got an offer to join IBM in software programming. In 2008 she became the Vice President at Lockheed Martin where she oversaw biometrics programs, border and transportation security, and critical infrastructure protection. She also worked as the Vice President at Booz Allen Hamilton, managing the program performance and new business in the Department of Justice and Department of Homeland Security, prior to moving to Siemens in 2011. Barbara says a CEO position wasn’t always in her sights, “I guess I always had my eyes on what I currently had to do, the most important job was the one right in front of me. And then I got invitations to partake in more and more interesting projects”.

 

There are a lot of responsibilities that come with being the CEO of such a large company, but Barbara says her number one job is, “to really think about the culture we’re creating and the future we’re driving toward.” One of the big topics she is focused on is building the workforce of the future.

 

There are so many things impacting the workforce of the 21st century--AI and automation, IoT, rapidly changing technologies, etc….and there is a huge responsibility for universities and organizations to help individuals be prepared for the future of work. Siemens offers multiple training programs, incentives, and reskilling options for their employees to make sure they stay relevant.

 

One example of Siemens dedication to keeping employees relevant occured in Charlotte, NC a decade ago. They had thousands of applicants for some positions they needed to fill, but not enough of the applicants were qualified to fill all of the open positions. So Siemens partnered with the local community college to create an apprenticeship program to train people who could then apply for the new positions at Siemens. It was so successful that they expanded the program to nine states.

When asked what advice she would give to employees in order to future proof their careers, Barbara says, “I actually think there's one fundamental piece of advice that if I had gotten this advice earlier in my career, I think I would have been much more self aware through the process. Purpose. All of us need to be thinking about our own personal why. What is it that makes us tick? And my sense is that when leaders and when employees are aligned in their own personal purpose along with the purpose of the organization they're in, boy, everything just moves more smoothly.”


What you will learn in this episode:

  • What a typical day looks like for Barbara
  • How Barbara deals with rejection
  • How to convince managers and leaders to make changes
  • What Siemens is doing around skills training and prep for the workforce of the future
  • How Siemens is helping veterans get jobs
  • What kind of leaders we need for the new world of work
  • How to figure out your purpose
  • What is a digital quotient and why it’s important for leaders to have
Direct download: Barbara20Humpton20podcast_done.mp3
Category:general -- posted at: 8:40am PDT

AI and Automation doesn’t have to create the job apocalypse that some people are worried about. We have a choice to make--will AI replace your workers or will it augment them?

I have heard both sides of the AI and Automation debate over the past few years. Some people think that our future is doom and gloom and that all human jobs will be replaced. Others feel more optimistic about the subject and they are excited to see how AI and Automation can augment human workers to do their jobs better.

One of my recent podcast guests was Tim O’Reilly, the Founder and CEO at O’Reilly Media and Author of WTF: What’s the Future and Why It’s Up To Us. During my interview with Tim, he brought up a really interesting point about AI and Automation and jobs. He believes that what we do with AI is a choice. We can choose to design our organizations in a way that allows AI to replace all the human jobs, or we can change our business model to figure out how AI can effectively augment human jobs.

There are many current companies who have examples of how to use AI without eliminating jobs, Amazon is one great example of how this model can work. So, it’s up to you. Will you choose to let AI take over human jobs or will you choose to find a way to have AI augment them?

Direct download: What_we_do_with_AI_is_a_choice.mp3
Category:general -- posted at: 11:24pm PDT

Dave Kozel is EVP and Chief Human Resources Officer of PVH Corp, the global apparel company that owns brands such as Calvin Klein, Tommy Hilfiger, Izod, Speedo and Arrow. PVH employees around 36,000 people and has locations in 40 countries. Dave is responsible for Human Resources, Compensation, Benefits, Talent Management & Development, Inclusion & Diversity, Communications and Facilities for one of the largest global apparel companies in the world. 

PVH has been recognized for its commitment to creating an inclusive environment where every individual is valued, including being named one of Forbes’ Best Employers for Diversity and earning 100% on the HRC Corporate Equality Index. The Company was also ranked among the top 100 Most Inclusive and Diverse companies globally on the Thomas Reuters Global Inclusion Index and named one of Forbes’ and JUST Capital’s Most JUST Companies. 

Dave joined PVH in 2003 as Senior Vice President, Human Resources, and was promoted to Executive Vice President, Human Resources in 2013. He changed to his current title in June 2015. Prior to joining PVH, Dave served as the Executive Vice President of Human Resources for J. Crew and held executive HR positions at Grey Advertising and Deluxe Corporation. His early career was spent at Citicorp and Pacific Gas & Electric in various Human Resource positions.

Dave has a Bachelor's Degree in Political Science from Lehigh University and a Masters Degree in Industrial Relations from University of Illinois.

A major focus of the organization is having a people first strategy in order to bring in the best talent, and keep them engaged and motivated. It also involves allowing employees to be truly successful in what they're interested in from a career standpoint. And if they're successful and engaged, it only increases the company's probability of having success.  This is what is driving their leadership curriculum. Dave talks about one of the company’s programs, which is the PVH University. It is a fairly robust university program where they have a leadership academy in which they offer entry level,first-time manager training programs and then second-level training programs to managers. They have a global leadership program that works with The Wharton Business School.

When asked about work-life balance, Dave said he believes, people really need to spend,  10% to 20% of their time away from their work. Even while at work everyone should try to designate some time to not think about the day to day and the tasks they have to complete.

The world of work is definitely changing. Some of the most significant changes Dave has noticed

include:  

  • Work environments have fundamentally changed
  • The advent of technology has changed the way people work
  • The rate of change is so fast, we have to find new ways to work and leverage technology in order to keep up
  • One thing that is certain is what we're doing today is going to change tomorrow

Trends Dave is focusing on include:

  • It's all about talent
  • A people first strategy
  • The importance of creating a culture and a workplace that has purpose


What you will learn in this episode:

  • How Dave and his team are creating a workplace that can attract and retain the best talent
  • Dave’s insights and experience building up the HR function at PVH from the ground up
  • How Dave deals with being told ‘no’
  • His advice to HR professionals and managers on how to get new programs in place
  • What to do as an HR professional if an employee tells you they are unhappy
  • Trends Dave is paying attention to


Contact:

https://www.pvh.com/company/leadership/dave-kozel
https://www.linkedin.com/in/davekozel1

Direct download: Dave20Kozel_podcast_v2_no20sponsor.mp3
Category:general -- posted at: 8:20am PDT

Humans are creatures of habit; we are not fond of change. But is it the actual change that we find difficult or is it the process of change?

I recently heard a quote that makes so much sense, it is “Everybody loves Disneyland, but nobody likes the journey down there”. That is so true! It isn’t so much the actual outcome of the change that challenges us, it is the long drawn out process of change. Individuals and organizations can get excited about the end result of change, they can learn to embrace it. The hardest part is the journey to the change; that’s what causes the anxiety, fear and frustration.

The journey to change is filled with bureaucracy, arguments, tension and a lot of back and forth. If we can understand this and accept that the journey will be the challenge to get to that final outcome, we can find ways to make that journey easier.

Direct download: Dealing_With_Change_Management_Inside_Of_Organizations.mp3
Category:general -- posted at: 7:53am PDT

Beth Comstock, is the former CMO and Vice Chair at GE and the author of a new book, Imagine It Forward: Courage, Creativity, and The Power of Change. The book pulls from Beth’s experiences and observations from her 20+ years at organizations like NBC and GE and it is about summoning courage and creativity in the face of change.  

For nearly three decades at GE, she led efforts to accelerate new growth and innovation, initiated GE's digital and clean-energy transformation, started new businesses and enhanced GE’s brand value and inventive culture. As President of Integrated Media at NBCUniversal, Beth oversaw TV ad revenue and new digital efforts, including the early development of hulu.com. She graduated from the College of William and Mary with a degree in biology.

Found in her book are 5 principles/criteria that people should embrace to grow and succeed. They are:

  1. Give yourself permission – there is always a reason you can’t move forward--the boss says no, the company doesn’t have the budget, etc... But sometimes you need to give yourself permission to move forward
  2. Discovery – We have to use the world as a classroom for discovery. Get out in the world and look for patterns and make connections. It is important to break up your patterns; take a different route to work, for example.
  3. Agitated Inquiry – This is how you understand what you see, figure out the right way to do it, and get input into an idea to know if you want to move forward
  4. Story craft – “Story is everything.” If you are a leader you need to start with the story. People don’t want to follow numbers; they want to follow a story, a passion.
  5. Creating new operating systems – imagine the future, next to get the culture together to test ideas as you go

Beth has also had to learn how to handle being told ‘no’. She talks about a time when she was working at NBC where she pitched an idea to the president and was told ‘no’. Most people would have given up after the first ‘no’, but Beth believes that, “no is not yet”.

She did not give up on that idea she pitched. She went back to the drawing board, tweaked it and kept re-pitching it to the president. Even though he said ‘no’ a few more times, she never gave up. She didn’t take no as a final answer, no just meant that it was not quite there yet. She finally got a yes and that idea turned into the NBC Experience Store.

What you will learn in this episode:

  • Why Beth wrote the book, Imagine it Forward
  • The hardest business decision Beth has had to make and how she worked through it
  • 5 areas people should embrace to grow and succeed
  • How to handle being told ‘no’
  • What it was like working with Jack Welch
  • How to become a change maker in your organization

Contact:

Beth Comstock on LinkedIn

bethcomstock.info  

Beth Comstock on Twitter

Direct download: Beth20Comstock20Podcast_DONE.mp3
Category:general -- posted at: 8:30pm PDT

Charles Phillips is the CEO of Infor, the largest privately held technology provider in the world. During Charles’ time at Infor the company has more than doubled in size and became the first major software company to offer an integrated, end-to-end application suite for entire industries.

Prior to Infor, Charles was President of Oracle Corporation and a member of its Board of Directors. During his seven and a half year-tenure, the company tripled in size and successfully acquired 70 companies. Prior to Oracle, Charles was a Managing Director in the Technology Group at Morgan Stanley. Before his business career, Charles was a Captain in the U.S. Marine Corps.

Infor is a global company with 18,000 employees around the world. It provides enterprise software products for every aspect of business in 180 countries. They build complete industry suites in the cloud and deploy technology that puts the user experience first, leverages data science, and integrates with existing systems.

One of Infor’s products is Talent Science. This uses data to assess people with a 25 minute test to see what people value and what they are like. You end up with a profile to see best fit with positions. It can identify people that can work together, chemistry matches, etc. Their current data shows that 40% of new hires don’t work out. So they are trying to improve that percentage with data. If applying, candidates will take this assessment. The system will also put out questions for the hiring manager to ask, so it guides the interview process.

In addition, Infor has developed partnerships with universities (such as CUNY) to teach business applications, building their own pipeline of employees. This was important in their move to NYC, but they are also doing this in India and Manila, as well. The emphasis is on technical skills, but they partner with some nonprofits that require leadership skills, so they have included those too.  They also have a mentor program that includes people inside of Infor as well as some others outside of the company.

Charles’ advice for employees looking to move up is to be intellectually curious. Learn more than what you need for your job. Look around you and see what the people around are you doing. And be the “guy in the huddle who gets the ball”. Be the reliable one so your leader will hand things to you.

How does Infor foster the culture to encourage an open environment?

  • They created small teams to help employees feel connected
  • They give out MVP awards to employees who have done something special
  • All-in-all they have done small things that add up

How do you create a common culture across the world?

  • Instant messaging
  • Travel to various offices, spend time together
  • Give meaningful work
  • Do things at the right time of day so all can participate
  • Online is important but still need to ‘show up’ in person

What does Charles see coming in the Future of work?

  • AI assistance that will free up mundane work
  • Some work spaces with living spaces combined (work/live space)
  • He would like to see job vouchers, similar to school vouchers, where you could go to an employer and say “I’m paid for for the first year. Can you train me?”

What you will learn from this episode:

  • What is the role of a CEO
  • Changes Infor has gone through under Charles’ leadership
  • Charles’ perception of Silicon Valley
  • How to create the workforce of the future
  • Trends Charles is paying attention to
  • How Infor is solving job mismatch
  • What is Talent Science?

Contact:

Charles Phillips On LinkedIn

Direct download: Charles20Phillips_podcast20done.mp3
Category:general -- posted at: 12:08pm PDT

Paul Oyer is a Professor of Economics at the Stanford Graduate School of Business and director of Stanford’s new Big Data program called, Big Data, Strategic Decisions: Analysis to Action. Dr. Oyer is the author of two books published in 2014 – Everything I Ever Needed to Know About Economics I Learned from Online Dating and Roadside MBA.

With big data it’s critical to know what questions to ask. Dr. Oyer says, “Intuition is less important for making the right decision but really important to know what’s the question I need to ask – how do I even begin to ask the right question.” You have to ask the right question before the big data is analyzed. In the competitive environment, if your algorithm is based on your bias then eventually someone will develop one without it - and they will beat it and you.

In the classroom we constantly think about how we take the tools found in big data and how we combine it with good old business sense.  That is where the creativity comes from and the big wins come from.  Dr. Oyer says, “I am not so worried at all about people becoming so reliant on data that they don’t use their own expertise.”

When asked what future jobs may be taken over by AI, Dr. Oyer explains that if a computer can someday do what you are doing, it may be taken by AI. Some examples are: parking attendant, cab driver, transcriptionist, and foundry mold & core makers.

Worried? Get welding training – in general - get craft and trade training

Retraining is very important but unfortunately we’ve been bad at retraining.

It’s very hard for people to recognize that what they used to do is no longer needed. It is difficult then to go and get trained. People need to be open to training.

 

The gig economy is big and 40% of people working in this fashion by 2020 is not out of possibility. The statistics vary by how it was reported for full time workers. Two and half times the people are part time gig employees and didn’t show in some of the surveys and data.

Now, over 30% of Americans participate in gig in some way, now. People are from all ends of the economy - all ages, education, etc. are in the gig economy.

 

What You Will Learn In This Episode:

  • Paul Oyer’s AI forecast
  • The role of big data and why business leaders around the world need to pay attention to this topic
  • The gig economy’s future
  • Workplace trends for women
  • The biggest threats to the future of work and some big disruptions coming

Links From The Episode:

LinkedIn: https://www.linkedin.com/in/paul-oyer-1709834a

Twitter: https://twitter.com/pauloyer

Direct download: Paul20Oyer20Podcast_DONE.mp3
Category:general -- posted at: 7:31am PDT

Want to get a visual of what our future may look like? The best thing to do may be to grab a sci-fi book off of the shelf.

Over the years there has been a multitude of great science fiction books and movies that have been released. Authors like H.G. Wells, George Orwell, Philip Dick and Orson Scott have created fantastic futuristic worlds for us to think about. Movies such as The Matrix, Avatar, Interstellar and Total Recall have been very popular entertainment. But what is the role of science fiction in the future of work?

Works of science fiction, whether they are books, movies or TV shows, allow us to get a glimpse into what the future could be like. They have allowed us to see things like robots, AI, connected devices and self driving cars before they were mainstream realities.

It is one thing to read research, data reports and to look at the numbers to see projections 10 to 20 years out. It is another thing completely to be able to physically view practical (or extreme) ways in which different technologies and advancements could be implemented into our world. It is hard to grasp what the future could look like when all you have is data and numbers. Works of science fiction movies and books help paint a picture that makes it easier to visualize what could be.

So the next time you are wondering what the future may hold 10 to 20 years down the line, pick up a good science fiction book or go out and see a science fiction movie. You may get a good glimpse into what’s to come.


In the past we have always depended on humans and their ideas, intuitions, and feelings to figure out certain issues in our companies such as how to build teams, work on projects and carry out performance evaluations. Now, we have an increase in devices and ways to collect data in the workplace so we are able to track anything and everything. With this move towards data collection and technology we have a new field emerging, people analytics.

With this new field we are able to add in data and science alongside of our intuitions to help our companies function as successfully as possible. Data can help us figure out things such as, what the most successful leaders in organizations do, what the key qualities are that make up an amazing team or how the best customer service professionals talk to their customers (and for how long).

I don’t think that we will ever completely remove the human aspect, but I believe that by combining data with human ideas, intuition and feelings companies will be able to make better, more informed decisions. This truly is an exciting and fascinating time. Successful businesses should make an investment in people analytics.

Direct download: peopleanalyticsmidweek.mp3
Category:general -- posted at: 10:07am PDT

Leena Nair is the Chief Human Resources Officer for Unilever. Since 1992, when she joined Unilever as a trainee, Leena has had many firsts to her credit. Prior to her current role, she undertook a wide range of HR roles in India  and currently, she is the first female and youngest ever CHRO of Unilever.

Unilever is a Dutch-British transnational consumer goods company co-headquartered in Rotterdam, Netherlands and London, United Kingdom. Its products include food, beverages, cleaning agents and personal care products. It is the world's largest consumer goods company and is also the world's largest producer of food spreads, such as margarine. With 170,000 employees, Unilever is one of the oldest multinational companies; its products are available in about 190 countries.

“I can’t talk about being ‘more human’ if I am not living it every minute of the day.” Leena’s commitment to creating a more human experience is embodied in the way she functions each day. She gives 100% of her attention to the people she is meeting with each day – she doesn’t carry a phone to check emails, instead she waits until the evening before handling them.

Leena gives 3 main steps to being human:

  1. Find your purpose in the organization you work
  2. Cultivate a feeling of well-being
  3. Have the capacity to learn and relearn

How do we get leaders on this journey towards being more human?  Most managers are going through the same feelings as employees. They are required to do more, with fewer resources and are left feeling anxious. Encourage them to recognize their feelings and understand these are the same feelings as their employees are dealing with each day. As companies have become more focused on becoming more human, health care costs have been reduced. Productivity has gone up, pride in the company has increased – there are many positive aspects.

Unilever found that people were spending 2 million hours calibrating people, giving people labels and ‘putting them in boxes’.  Leena changed that by getting rid of the labels and boxes and instead asked the managers to spend the 2 million hour having conversations with people. She asked them to invest their time in the people, making HR much simpler.

 

What you will learn in this episode:

  • How to make an HR ‘more human
  • How Unilever is moving away from a vertical progression model
  • Leena’s 3 steps to making decisions
  • How to help people who aren’t comfortable being human at work
  • Things Leena and Unilever as a whole are doing to encourage human qualities at work

Links from the episode:

LinkedIn: linkedin.com/in/nairleena

Twitter: LeenaNairHR

Direct download: Leena20Nair20Podcast_DONE.mp3
Category:general -- posted at: 7:17pm PDT

David Deming is the Professor of Public Policy, Education and Economics at the Harvard Graduate School of Education and a Faculty Research Fellow at the National Bureau of Economic Research. His research focuses broadly on the economics of education, with a particular interest in the impact of education policies on long-term outcomes other than test scores. Before becoming a professor at Harvard, David attended Berkeley and Ohio State University where he was trained as an economist. He has always been motivated by policy oriented questions and how economics can affect the real world.

When asked if there is a skills gap, Deming indicated that if you look back to the job market 30 years ago organizations would hire people with few skills but then they would invest in those people to train them on the job. They were willing to take a chance on the new graduates. Now, the jobs are more fluid, employers don’t want to pay to train employees and then have the employees leave a short time later. So we have people graduating from school without skills but people aren’t willing to invest in them - we don’t have the ‘connective tissue’ to pull the two together.

One idea, Deming pointed out, is to develop a European style of building durable partnerships between universities and employers to bridge the skill gaps. They can share the cost and effort.

On the topic of Universal Basic Income, Deming said it has some ‘appealing aspects’, and it is transparent and easy to understand. He also maintains that it does not discourage work and in fact, has some appealing aspects. People talk about it as a solution of the ‘technological unemployment’ (which Deming does not think will happen). Everyone gets the base amount of money – so if you want to earn a lot of money then this won’t help. It is different than welfare. Welfare is a work disincentive because we only will give it to you if you are poor. Universal Basic Income goes to everyone regardless of the amount of money they have.

Deming gave some advice to organizations. He says, don’t be afraid to take a chance on somebody who doesn’t come from the standard background - but might be good a fit for you.

His advice for individuals is to try to be good at two things that are not common together. For example, a good coder who is also good social skills will be in demand and provide more opportunities.  

 

What you will learn in this episode:

  • What David sees for the future of higher education and whether or not traditional education institutions will exist in the future
  • The 90/10 gap in incomes
  • The role of AI and its impact on future jobs
  • Future job skill sets needed
  • What schools should be doing and whether or not they should look like a workplace
  • What skills should we learn in school and how quickly will they be obsolete
  • David’s view on the skills gap
Direct download: David20Deming20Podcast_DONE.mp3
Category:general -- posted at: 1:27am PDT

Today my guest is Archana Singh, the EVP and Chief Human Resource Officer at John Wiley and Sons Publishing. Join us as we talk about what transformations Wiley is going through, why these transformations are important, how to create a sense of purpose for your employees and much more.

Today’s guest is Archana Singh the EVP and Chief Human Resource Officer at John Wiley and Sons Publishing. John Wiley was founded in 1807, and amazingly over 200 years later they are still going strong. They currently focus on business books, research and journal publishing with sizeable work around digital assets and learning, assessments and educational technology services, as well.

Wiley is found in 60 locations across 40 different countries, employing 5000 people. There has been significant growth in the last 15 years with a blending of digital and traditional higher education publishing.

How has worked changed?

1. There is more ownership as an employee of what is worked upon. Therefore, as an organization, how do we harness that? There is an increase need for us to understand this.

2. Everyone is seeking flexibility. How do we get our organizations to move to a more outcome based, rather than time driven focus? How do we change our dialogs to provide this flexibility?

3. People’s minds are more fragmented – they have so many things to do and worry about. How do we – as organizations – get the productivity that is needed? How do we harness this to create advantage for our organization?

What is the role of an employee?

Three things:

1. Employees want employers to care and encourage connectedness

2. They also wonder how they can participate in shaping the organization. They want to make an impact.

3. They also question - am I employable and am I learning enough? They want to feel they are being relevant - both internally and externally

Singh gives advice to companies looking to reinvent themselves. She says, to begin visualize what your mission is and where you want to be. Where do you want to be at the end of one year? In 5 years? She also states it is important to engage people and to hear what they think. Encourage employee participation and use a joint approach to identify what matters.

What you will learn in this episode:

* Initiatives going on at Wiley to continue to transform a company over 200 years old.

* What organizations can consider to transform their physical space without a budget

* The role of the mission statement on company culture

* Ideas of how to create a sense of purpose among your employees.

* Singh’s advice to companies who are looking to reinvent themselves

* How work has evolved

Quotes:

* Our true north is life-long learners - whether it is a researcher or a student - and they guide us in what we do

* There is an increased need for us to understand how to tap into this freelance energy.

* Every small thing we do is more important than ‘big bang’ programs.

Direct download: arch20singh20Podcast_DONE.mp3
Category:general -- posted at: 7:55am PDT

David Klein, CEO and Co-founder of CommonBond discusses the exciting work culture and hiring process his team uses to bring in the best talent.  

David Klein is the CEO and co-founder of CommonBond, an online lending company for student loans.  It allows student to refinance their debt into a loan that consolidates several loans into one single loan and it provides a lower interest rate. David Klein co-founded CommonBond with two other MBA students whom he met in college when they realized there was a strong need for this type of service.  

CommonBond has around 80 employees and their corporate culture is very important to them. They were rated one of the 50 best work places by Inc Magazine. David Klein believes that creating a great workplace is largely dependent on employees and that is why hiring is so important to him. In the hiring process he looks for four qualities in every applicant. All new hires must have strategic acumen—really good business judgment and the ability to act independently—the ability to execute, internal drive, and good character.  

In creating the work culture, Klein and the rest of his team understand the importance of transparency. They hold weekly meetings on Fridays called Lunch and Learn where they spend the first 30 minutes listening to someone from the company talk about something new that is happening within the company and in the last 30 minutes they get to have a Q&A with Klein. During the Q&A session they can ask anything they want and Klein commits to giving them open and honest answers.  

They also have a social mission where they promise to give assistance to a student in need for every loan that they fund in the US. It is their way of giving back to the community and they are the first and only financial company to offer a one for one social mission.  

Some of the other unique things they are doing include a 12 week paid maternity leave and a 4 week paid paternity leave,  unlimited vacation, catered lunches on Fridays, student loan assistance and monthly happy hours called Common Brews. All of this is planned by their culture team, which is a team of people that is randomly selected from their employees and rotates every quarter. 

Their workspace is also worth mentioning as it speaks to the importance of transparency in the company. It is an open floor plan with high ceilings and wood floors. All of the conference rooms have floor to ceiling windows on 3 sides and they have common spaces with couches and chairs.  

In order to work with CommonBond one must go through a unique hiring process. It starts off familiar with a resume drop, a phone screen and then an in person interview, but if you move past this part it becomes different. In the last step of the interview process every new hire has to do what is called a prompt. They are asked one big question or a few meaningful questions and they have to present their answer in some sort of presentation. The presentation could include a PowerPoint, an excel spreadsheet, or anything else the person can come up with. These prompts give CommonBond insight into the new hire’s personality.  

So why do they spend so much time and detail in the hiring process and in creating an exciting work culture? Well, as Klein discusses, the more they focus on hiring and retaining great employees the more it creates a “self-fulfilling prophecy” where new people come in and they want to work at CommonBond because of the people they meet in the interview process. They want to work with smart, kind, compassionate, hard working people. And with this hiring process and work culture, those are the types of employees they bring in and retain.

What you will learn in this episode: 

  • Why it is important to focus on people and culture 
  • The unique hiring process at CommonBond 
  • What is CommonBond doing that landed them a spot on the top 50 best workplaces by Inc Magazine? 
  • Incentives and wellness programs CommonBond uses 
  • Four important attributes to look for in new hires 
  • The importance of transparency and how the leaders of CommonBond stay transparent to their employees 
  • The one of a kind social mission of CommonBond 

Link From The Episode:

CommonBond.co

Direct download: David20Klein20Podcast_DONE.mp3
Category:general -- posted at: 1:07am PDT

Ron Storn is the Vice President of the People department at Lyft. Lyft is a ride-sharing company based out of San Francisco, CA that unites technology and humans for more affordable rides. He has been with Lyft for 3 years and he is at the head of all of the recruiting and human resources for the company. Lyft has been around since 2007 and when they started they had 80 employees and now they have 1200.

Over the past 20 years the function of HR within companies has really changed. Back in the 1990s the HR department was more about execution. The head of the company would tell you who to hire and when and HR would do it, no questions asked. Nowadays it is more about being an integral part of the business and the HR department is more involved in the whole process. It doesn’t matter how good your business plan is in theory if you don’t have the people to pull it off.

With this shift in mindset about HR, companies have started spending more time figuring out how to attract and retain talent. The fast rate of growth at Lyft from 80 employees to 1200 in the last 10 years is a testament to their success with attracting and retaining employees. They are doing some really unique and effective things to get the best talent.

One hot topic nowadays is figuring out what Millennials want in a workplace. Storn states that there are three things that Millennials really want; they want to work with top notch people who they can learn from, they want to work on interesting things, and they want to have a connection to the company’s mission. Storn believes that Millennials are enthusiastic and passionate and they really want to make a difference. One of the issues companies have with Millennials is that they want to make a difference very quickly and then move on to the next thing, but the process doesn’t always happen as quickly as they want it to.

Lyft has some really unique internal programs that help create their corporate culture. One example is a tradition they have for new hires. Every two weeks they have an all hands meeting where the whole company comes together for a meeting. During this meeting they do a comedic roast of all of the new people.

Another program they have for new hires is an incentive to get to know other people within the company. They give the new hires a coffee card and tell them to take another employee who is not in their department out for coffee.

Storn says Lyft is set apart from their competition by their experience. They believe it is important to share stories with the employees to show that what they do affects their customers. One example of how a driver impacted a customer is shown in a story about a driver who was driving a passenger on Valentine’s Day. The driver handed the passenger a note that said Be My Valentine and the passenger started crying. The driver pulled over, turned off their meter and talked to the passenger for awhile. A few weeks later a friend of the passenger wrote a letter to Lyft thanking that driver for saving their friend as their friend had been contemplating suicide but felt touched by what the driver did.

Lyft also puts a lot of effort into creating a unique working atmosphere. At one of their buildings they have a secret Willy Wonka room where you push a picture to open up a door into a secret room. Their new building in Seattle will have a secret coffee bar. They also have a mixture of open and closed working spaces that allow employees to work in a space that is conducive to what they are working on. They really encourage collaborative working, so no one has an assigned office.

Lyft has four core values that they use to shape their corporate culture and employee experience. The four core values are be yourself, create fearlessly, uplift others, and make it happen. They want employees to come to work and be the same person as they are at home (they even allow dogs in the office). They encourage workers to feel empowered to fix problems on their own, focus on the team instead of I, and to do things instead of sitting back and waiting.

When it comes to attracting and retaining the best talent Storn advises managers to change their mindset and meet employees where they are at. It is important to appeal to what the employees are looking for. Make them feel like they are adding value to your company. For employees who are looking to have a better work experience Storn says make your voice heard. If you are looking for a new job, don’t focus on the job alone look at the company as a whole. He says, “Pick the company, not the role. The role will follow”.

 

What you will learn in this episode:

  • How HR is evolving
  • Employee Engagement vs. Employee Experience
  • How Lyft attracts and retains top talent
  • How can you help employees connect with the big picture
  • Find out what Millennials are looking for in a workplace
  • What unique techniques Lyft is using to improve employee experience
  • What can employees do if they are looking for a better employee experience

Link From The Episode:

Lyft.com

Direct download: Ron20Storn20Podcast_DONE.mp3
Category:general -- posted at: 9:06pm PDT

Marco Annuziata is the Chief Economist and Executive Director of Global Market Insights at General Electric. He is relatively new in the company, only having been there for 5 years in a newly created position. Marco is tasked with studying what is happening around the world and how it will affect employment, economies, and growth. He looks at the long term geopolitical, economic, social, and technological trends, then maps that to the risks and opportunities for GE's different businesses around the world. 

GE uses the Global Innovation Barometer to learn how people feel about innovation. It is a survey of business executives and the informed public across 26 countries that identifies the implications, obstacles, advantages of innovation. Marco's team uses the barometer to get a sense of what is happening globally and in each country. One of the key findings is surprising... people are generally optimistic about the 4th industrial revolution's affect on economic growth and living standards.
 
Marco's team essentially tries to predict the future based on the data from the Global Innovation Barometer. They build their own forecasts of growths, investment outlooks, and more. They can then bring insights to management and the rest of GE. It is a very demanding and fallible process, but extremely fascinating!
 
What you will learn in this episode:
What is the Global Innovation Barometer
Key findings of the Barometer
Marco's outlook for the U.S. economy
Automation
4th Industrial Revolution
Startup mentality
Talent acquisition
 
Links From The Episode:
 
 
Direct download: Marco20Annunziata20Podcast_DONE.mp3
Category:general -- posted at: 9:44pm PDT

What this episode is all about and why you should Listen

Today I have an interview with Stephen Hoover, CEO of PARC a division of Xerox. PARC is the home of the Ethernet and many other Innovative tools that most people use every single day in the workplace. Stephen & I talk extensively about Open Innovation in the workplace. Open innovation is a very interesting topic and we get deep into what is going on, what is it, why it is happening, what are the trends that are driving it, what are the benefits of open innovation, the challenges, the impact & what organizations should be doing and what they should be thinking about.

Stephen Hoover explains what PARC’s take on the Business of Breakthroughs is all about. Find out what they are working on for the future of work. Stephen’s perspective is very intriguing and spot on with exactly what a forward thinking company needs to be doing and implementing. Discover what his number one tip is when it comes to having a Grand Vision. Stephen really believes that innovation is a contact sport. Find out how he is assisting PARC and their employees with having a Vision beyond what is in the everyday workplace. We explore the problems that arise with people who have an “I can do it all” attitude, and why in the real world you need the assistance of many other smart people to be successful when it comes to open innovation. Stephen talks about how to go out and find those smart people and create partnerships to accomplish open innovation. This conversation is very interesting both from a personal approach and a business approach.

What you will learn in this episode

  • What is Open Innovation?
  • Why is it happening?
  • What are the trends that are driving Open Innovation?
  • What are the Challenges?
  • What is the Impact in the workplace?
  • What should Organizations be doing with Open Innovation and what they should be thinking about.
  • Explore what PARC’s take on their very own philosophy is.
  • What are the problems with Open Innovation?
  • What you need to be thinking about when it comes to implementing Open Innovation.
  • Is personal innovation just as important as business innovation?

 

Direct download: Stephen20Hoover20Podcast_DONE.mp3
Category:general -- posted at: 6:48pm PDT

What this episode is all about and why you should Listen

Today dive in with me as I sit down with Mary O’Hara, of Blue Cross Blue Shield of California on the topic of high performing teams and individuals in the future of work. Mary has a mass amount of insight when it comes to different techniques and everything that encompasses “touching the people” within an organization. She has great tips on Workplace Rewards and how to collaborate across an organization. Listen as Mary explains if she feels Employee Experience is more prominent now than it has ever been in the past.

All things effect different aspects of having a high performing team and individual in the workplace. Talent is extremely important when finding individuals that are at the heart of specific innovation & strategies which leads to less supply. You need to have an employee experience that is reflective in your specific marketplace. Mary shares with me how different industries have different pressure points, and when you have quality leaders in your organization you will differentiate yourself from other companies. Find out what the Lead of Excellence program at Blue Cross Blue Shield is all about. Mary is very knowledgeable on how important it is to grow strong leaders and stay on top of the employee experience in the workplace.

What you will learn in this episode

  • Workplace Rewards
  • How to Collaborate across an organization
  • How to create Trust amongst leaders
  • What is fundamental in creating a great employee experience
  • What’s going on in the SF Bay Area compared to the rest of the nation when it comes to labor market & cost.
  • Growing People from within
  • Developing Leaders
  • How to measure goals.
  • Why annual feedback is important.
  • What is a people management index?
  • Lead of Excellence Program
  • How to evaluate talent.
  • How can you be an enabler to execute what development needs to be done to accomplish the overall strategy.
  • Having better quality conversations and interactions with those within an organization.
  • What advice for employees to become High Performing Individuals?
Direct download: Mary20O27Hara20Podcast_DONE.mp3
Category:general -- posted at: 8:36am PDT

My guest for this week’s episode of the Future of Work podcast is Michael Karnjanaprakorn, CEO and Co-Founder of Skillshare. For those of you looking to adapt and learn new skills, you will find this conversation quite interesting. Skillshare is an on-line platform where you can learn almost anything you need to stay relevant in today’s workplace. Michael and I look at why the future of work is all about teaching yourself and not relying on education institutions or organizations to teach us the skills, information and knowledge that we might need to be successful in life.

 

Why is it that we should be teaching ourselves? Michael talks about the common problems with learning and acquiring skills today. We look at the skills gap, gamification in the workplace, how demographics are changing, and what the future of learning is going to look like. Michael shares his insights taking a look at why creativity is so crucial for the future of work and what learning is going to look like in the next couple of years. Take a moment and listen to Michael’s thought-provoking insights into the future of learning, which I’m sure you are going to enjoy!

Direct download: Michael_Karnjanaprakorn_Podcast_DONE_WM.mp3
Category:general -- posted at: 4:15pm PDT

I believe you will find this week’s episode of the Future of Work Podcast to be extremely fascinating, insightful and exciting. My guest is Tim Mulligan, Chief Human Resources Officer of San Diego Zoo Global. Most of my guests have been from large brands in very traditional business areas, such as technology, finance, etc. with employees that are typically from a primary group of knowledge. But, Tim is directly responsible for managing a wide range of employees in very diverse areas such as horticulture, botany, zoology, catering, retail, and animal trainers, to name a few. When you think about the future of work in that context, it is very different from the future of work in a company like IBM, Coca-Cola or any other company you may be familiar with. And, one would not think of a zoo as being one of the most forward-thinking and progressive organizations that is also ranked as one of the best places to work in San Diego.

 

Tim and I have a very, very interesting conversation concentrating on redefining culture to focus on performance. Tim has been with the company for quite some time and he shares with us what it was like when he first started and what it is like now; and why he had to move the corporate culture at San Diego Zoo Global to be more focused on performance. We get an inside look at the initiatives and innovations he has implemented around performance and accountability; employee engagement; talent management; Millennials, Baby Boomers and everyone in-between; the role of technology; and the evolution of management and leadership practices at the company. Listen in to Tim’s very unique and diverse experience that you will definitely learn much from. Enjoy!

Direct download: Tim_Mulligan_Podcast_DONE.mp3
Category:general -- posted at: 5:49pm PDT

This week’s episode is with Eric Severson on work-life integration. Eric is the former Co-Chief Human Resource Officer at The Gap, and is now an Appointee to the U.S. Department of Commerce National Advisory Council on Innovation and Entrepreneurship as well as the director of the Felton Institute. Eric led most of The Gap’s talent initiatives including their move towards work-life integration and the creation of their results-oriented workplace (ROW).

The debate around work-life balance versus work-life integration is a very hot topic. We explore Eric’s perspective on the “winning side,” which to him is work-life integration. And, I must confess that I completely agree with him. In this podcast Eric shares in-depth insights into his initiatives at The Gap to encourage work-life integration. We also talk about corporate culture, why work-life balance is no longer effective and why the shift to work-life integration is happening. Eric explains ROW whereby an organization is purely focused on what employees produce and not the hours they spend doing it. Eric also give us his insights and perspectives on Millennials and the different generations of employees, and the role technology management plays. And, Eric answers your questions posed to him on Facebook; and gives his advice to employees, managers and executives.

 

If you are interested in the work-life balance versus work-life integration debate, you won’t want to miss this podcast. Enjoy!

Direct download: Eric_Severson_Podcast_DONE.mp3
Category:general -- posted at: 3:02pm PDT

I’m very excited about this week’s podcast because it is different any of my previous podcasts. My guest is Marcus Buckingham, the New York Times best-selling author of First, Break All the Rules: What the World's Greatest Managers Do Differently; Now, Discover Your Strengths, and the recently released StandOut. Marcus is also the founder of The Marcus Buckingham Company, which is a human capital management software and education company. Marcus states that most organizations actually are not ready for the future of work. His rationale being that we still measure things in very antiquated ways, particularly around performance management and talent management. We spend an insightful and engaging conversation on this topic including the inner workings of how ratings and reviews work within organizations, the problems, challenges and solutions. We talk about the trends causing the need for change, why measurement is so ineffective today, competency models and more. Marcus shares the four key questions he believes organizations need to ask regarding evaluating performance, and explains why performance coaching and performance evaluation are two completely different processes. We also get Marcus’ insights about engagement and happiness, his advice to organizations on preparing for the future of work, and what employees can do. Don’t miss this fascinating and unique opportunity to listen to Marcus Buckingham on why most organizations are not ready for the future of work!

Direct download: Marcus_Buckingham_Podcast_DONE.mp3
Category:general -- posted at: 7:12pm PDT

My guest for this week’s Future of Work podcast is Maynard Webb, the former Chief Operating Officer at eBay; and currently Chairman of the Board at Yahoo!, and board member at Salesforce and Visa. Maynard is also the author of the recently released book, Rebooting Work: Transform How You Work in the Age of Entrepreneurship. This is a really fascinating discussion because Maynard is one of the most influential people in the worlds of business and technology, and is involved in so many amazing projects. We talk about the concepts from his book including the framework of employees, the employee experience, the role that Millennials play in the future of work, and the impact of technology. Maynard is really big on freelancing and I get his take on the future of this economy. Maynard also shares why people need to take professional and personal development into their own hands. We look at all sorts of fascinating topics. We also discuss where Maynard sees the future of work in the next five to ten years, and he shares his advice to management and employees. Maynard is definitely someone that you want to pay attention to. Enjoy this episode with Maynard Webb and let me know what you think!

Direct download: maynard_webb_podcast_DONE.mp3
Category:general -- posted at: 5:27pm PDT

This episode of the Future of Work podcast I have the pleasure of speaking with Adam Warby, CEO of Avanade. Avanade is a global technology solutions/cloud management service with over 20,000 employees worldwide. Our focus is exploring why the future of work is all about digital transformation. While there is a lot of discussion happening around digital transformation, there is still not that much clarity around what it actually is, how to do it, what it is going to look like, etc. Adam and I go in-depth around digital transformation, and he shares Avanade’s recent report that identifies four trends that they see as driving digital transformation going forward. We also look at how the workplace is evolving, trends that are shaping the future of work, Millennials, wearables and more. Adam also shares valuable insights for organizations and employees interested in embarking on this digital transformation journey. So, tune in to hear Adam Warby on digital transformation!

Direct download: Adam_Warby__Podcast_DONE.mp3
Category:general -- posted at: 8:22pm PDT

This episode of the Future of Work podcast is with Dorie Clark is the author of a new book called Stand Out: How To Find Your Breakthrough Idea And Build a Following Around It. Dorie is also a marketing strategist, professional speaker and adjunct professor at Duke University. For anyone interested in personal branding, this is going to be a very, very interesting podcast. We look at everything ¾  why personal branding is for everyone, how to develop your own niche, how to deal with online trolls, how to grow your network, and more. Both Dorie and I share advice on consistency, frequency and visibility towards building your personal brand. For those of you interested, Dorie also has a great column on Forbes that you can also check out. This was a great conversation and lots of fun. Tune in and listen to Dorie Clark on personal branding!

Direct download: Dorie_Clark_Podcast_DONE.mp3
Category:general -- posted at: 6:42pm PDT

This episode of the Future of Work podcast I speak with Nancy Duarte, Principal, and Patti Sanchez, Senior Vice President of Strategic Services, at Duarte. Duarte is known as “persuasive presentation experts,” and those of you who are interested in learning and improving your presentation and speaking skills may be familiar with them. In this podcast, we look at why storytelling is a big part of the future of work. Nancy and Patti have a new book being released early next year about leaders as strong, transformative communicators titled, “The Torchbearer Leader.” I had an opportunity to preview their book and found it very fascinating. We talk about some of the concepts in their book that they refer to as “the torchbearer’s toolkit” as well technology and globalization, technology in storytelling, and storytelling as personal branding. This is a very thought-provoking podcast that will resonate with everyone. So tune in and listen to Nancy Duarte and Patti Sanchez on why storytelling is crucial to the future of work!

Direct download: Nancy_Duarte_Podcast_DONE.mp3
Category:general -- posted at: 8:17pm PDT

On this week’s episode of the Future of Work podcast I’m speaking with Dana Bottenfield, VP of Human Resources at St. Jude Children’s Research Hospital. St. Jude is among one of the most famous research facilities known for the amazing work they do with kids. But, did you know St. Jude was voted as the No. 1 company to work for by Millennials? On Glassdoor, St. Jude received 4.5 stars, 100 percent of their employees recommend their CEO, and 93 percent state they would recommend the company to a friend. These are among the highest numbers I have ever seen for any company. In addition, for the past several years they have also been on Fortune’s Top 100 Companies to Work For. Earlier this year I had the honor of speaking at St. Jude at an internal conference on leadership and management. While there I found out they are an amazing place to work, and I wanted to find out what Dana and her team at St. Jude are doing to create such a desirable work environment. In this podcast, Dana and I explore topics such as driving employee engagement, low-cost initiatives, work-life balance, scaling HR, open and closed offices, and scaling HR. Dana shares her perspective on how the role of HR is evolving, how the workplace is changing, freelancers, and what challenges she faces. I always like to interview interesting organizations and the people running them from a people perspective. And, I think you’ll find this episode with Dana Bottenfield to be both inspirational and educational. Enjoy and let me know what you think!

Direct download: Dana_Bottenfield_Podcast_DONE.mp3
Category:general -- posted at: 5:43pm PDT

My guest this week on the Future of Work podcast is Xavier Unkovic, Global President at Mars Drinks. Mars Drinks is a segment of the global Mars brand, which focuses specifically on drinks such as coffees, teas and the like. You may wonder why a beverage company is so interested in the future of work, but Mars Drinks is 100% focused on the workplace. Their products and solutions are for the workplace. Internally, Mars Drinks has been doing some very interesting things lately including the design of a brand new office space in Westchester, Pennsylvania. The focus of this podcast with Xavier is how to create a culture of innovation, and we take a closer look at what Mars Drinks is doing including the creation of “coffee shop culture.” Xavier also shares his insights on a host of topics such as how the workplace is changing, and management and leadership. We even cover the impact that food and drink might have on how we collaborate and get one’s job done. Xavier gives us his perspective on how innovation has changed over the years and shares some of the cool things he is doing at Mars Drinks. Xavier is clearly passionate about his work. Don’t miss this really great and interesting conversation with Xavier Unkovic on fostering innovation.

Direct download: Xavier_Unkovic_DONE.mp3
Category:general -- posted at: 9:42pm PDT

For anyone interested in getting a first-hand perspective on how an organization is actually transforming and thinking about the future of work, this is an especially exciting and fascinating episode of the Future of Work podcast. My guest is Ben Bratt, VP of HR, talent and Organizational Capabilities at T-Mobile. T-Mobile is undergoing a radical transformation. They are all over the news with their Uncarrier strategy, and their new CEO, John Legere, has a dynamic and unconventional personality in the media. The company is virtually unrecognizable from where it was five to ten years ago. Now, a lot of what consumers are seeing is the front-end transformation, but what most people don’t realize is there is actually quite a lot that T-Mobile is doing internally. In fact, T-Mobile has completely re-invented HR from the ground up. What it means to work at T-Mobile has been completely re-engineered and put together in a new way that is able to support this new Uncarrier strategy. I had the pleasure of talking with Ben and getting details of what that transformation looks like. We talk about how the role of HR is evolving and what T-Mobile is doing lately. We talk about some of the transformative principles that they have been applying, and how the workplace is changing. We talk about everything from diversity and inclusion to their performance and reward structure to what a T-Mobile office actually looks like. We also cover how they think of managers and organizational structure. It is rare to talk to such a large organization that has literally re-invented the HR function and what it means to work there. So take a moment to listen to this exciting podcast with Ben Bratt at T-Mobile.

Direct download: Ben_Bratt_Podcast_DONE.mp3
Category:general -- posted at: 7:36pm PDT

I’m really excited about this episode of the Future of Work podcast. My guest is Brian J. Robertson who actually created Holacracy, a new management and organizational structure; and is the author of Holacracy: The New Management System for a Rapidly Changing World. Holacracy has been in the news quite a bit as it pertains to Zappos’ radical shift to this new organizational structure. There has been quite a bit of confusion and discussion around Holacracy, so I thought this would be an ideal time to speak to its creator to find out what is Holacracy, how it works and why it should be considered. Brian dispels a lot of the myths and, overall, it is a very thought-provoking discussion. Brian is very passionate about the work he is doing and sheds light on exactly what Holacracy is. So tune in and enjoy this very fascinating discussion on Holacracy!

Direct download: Brian_Robertson_Podcast_DONE.mp3
Category:general -- posted at: 6:16pm PDT

My guest for this episode of the Future of Work podcast is Jeroen Tas, CEO of Philips Informatics, Solutions and Services Business Group. Jeroen is also the former CIO of all of Philips. Healthcare is a very popular topic today affecting how we live and work. Jeroen gave me a crash course on what the future of healthcare will look like. We talk about a lot of fascinating concepts such as healthcare fragmentation and corporate culture. We look at wearables, big data, and the internet of things in healthcare. We also look at some of the cool things coming in the world of healthcare and what it will look like in five to ten years. Health and well-being play a major role in the future of work and our everyday lives. So, tune in for a fascinating look at the future of healthcare with Jeroen Tas!

Direct download: Jeroen_Tas_podcast_DONE.mp3
Category:general -- posted at: 7:32pm PDT

This episode of the Future of Work podcast I had the pleasure to speak with Paul Green, Jr., co-founder of the Self-Management Institute at the Morning Star Company. Morning Star is an agri-business and processing company who is largest processor of tomatoes. Everyone in some way, shape or form has consumed products that have come from Morning Star. What is really fascinating about the Morning Star Company is that there are no managers, and is the reason why I was so interested in speaking with Paul. Paul and I address some of the principles of self-management and how Morning Star came to this process of self-management. Our discussion includes hiring, firing and problem resolution ─ all functions traditionally handled by managers. He also shares insights into something they created called CLOU - Colleague Letters of Understanding, which is essentially an agreement employees make with each other where they agree upon what type of work they will be doing, how they are going to do it, etc. We cover much more, and end with Paul’s advice to organizations and employees. This is an absolutely fascinating discussion ─ and one that is very timely given Zappos recent shift to holacracy and the recent discussions on new models and concepts for restructuring. I learned so much speaking with Paul and I think you will as well. Tune in for this fascinating conversation on self-management with Paul Green!

Direct download: Paul_Green_podcast_DONE.mp3
Category:general -- posted at: 8:29pm PDT

This episode of the Future of Work podcast I speak with Cheryl Kerrigan, Vice President of Employee Success at Achievers. Achievers is known for its employee recognition platform that you may have heard of and some of you may be using in your organization. Also, it should be noted that Achievers was recently ranked as one of the best places to work. Cheryl and I talk about how organizations can do a better job of recognizing and incentivizing their employees, how organizations can create a more engaged environment, and some of the tactics and strategies organizations can follow. We also cover what Achievers is doing internally with their own employees. Cheryl talks about the really cool programs Achievers has implemented designed to engage and get employees involved in what the organization is doing. She also covers how organizations can apply some of these concepts and ideas to help create a more engaged workforce and a solid corporate culture. One of the things that I always talk about is that organizations have to shift away from creating a place where they assume people need to work there to creating a place where people want to work there. And a big part of that is recognition, rewards, culture and engagement. Tune in for a great conversation with Cheryl Kerrigan on creating a more engaged environment through employee rewards and recognition!

Direct download: Cheryl_Kerrigan_DONE.mp3
Category:general -- posted at: 3:48pm PDT

In this episode of the Future of Work podcast my guest is Jeffrey Rodman, the co-founder of Polycom. Many of you are familiar with Polycom and, in fact, have used their products. They became famous for their speaker phones found in the conference rooms of most organizations. Jeff and I talk about the role of technology in collaboration. It’s no secret that technology is obviously one of the biggest driving factors that is enabling collaboration today. It’s a topic covered in my first book, The Collaborative Organization; and is also explored in my new book, The Future of Work. Collaboration is a huge theme ─ one that organizations are continuously spending more time and resources investing in. In this episode, Jeff and I explore many topics including differences in collaboration between smaller and larger organizations; and the concept of office space and do we still need offices. We cover Millennials, freelancers and the contingent workforce; and how collaboration plays a role in connecting these different types of employees. We also talk the about challenges associated with collaboration. And, Jeff takes us through some of the cool technologies that he’s working on at Polycom. We conclude with Jeff’s advice to organizations, managers and employees who are looking to improve collaboration within their organization. Tune in for a great discussion With Jeff Rodman on the role of technology in collaboration!

Direct download: Jeffrey_Rodman_Podcast_DONE.mp3
Category:general -- posted at: 4:52pm PDT

My guest for this episode of the Future of Work podcast is Ralph Loura, CIO at Hewlett-Packard’s Enterprise Group, and former CIO of the Clorox Company. We looked at technology as tools and not toys. Ralph also shared his perspective on how the role of IT is changing, how the role of the CIO is evolving, and what the future is going to look like. We covered technical issues like IT and business units working together, important skills IT professionals must possess in the new world of work, and technology and the business side. But we also explored some interesting topics such as women and technology, the culture of H-P, millennials, and much more. As with every podcast, Ralph ends with his advice for CIOs, organizations, and employees regarding technology. Tune in for a captivating discussion on technology as tools and not toys with Ralph Loura!

Direct download: Ralph_Loura_Podcast_DONE.mp3
Category:general -- posted at: 6:56pm PDT

In this Future of Work podcast, I speak with Josh Bersin. Josh started a company called Bersin & Associates, which was acquired by Deloitte and is now known as Bersin by Deloitte. Since the acquisition, Josh has been working at Deloitte providing a lot of really interesting thought leadership around how the world of HR and talent is changing. Because Deloitte recently released a report called “Global Human Capital Trends 2015: Leading in the new world of work,” I reached out to Josh to talk about what some of these trends are and what that means for us. Josh gives a unique perspective from a “big picture” view as to how these trends are impacting the world of HR and talent. Our talk covers leadership, learning, culture, workforce in demand, performance management, and re-inventing HR. We also talk about analytics, the simplification of work, as well as machines as talent. While this podcast is especially relevant to you if you are a HR leader, it is just as relevant to you if you are just an employee that is trying to understand how your job is going to change or how your career might change in the future. Be sure to listen in to this fascinating discussion with Josh Bersin on the top human capital trends for 2015!

Direct download: Josh_Bersin_Podcast_DONE_V2.mp3
Category:general -- posted at: 5:51pm PDT

This week’s episode of the Future of Work podcast is with Harry Kraemer, the former CEO of Baxter and now professor at Northwestern University’s Kellogg School of Management where he teaches management and leadership. Many of you are familiar with Baxter, the large pharmaceutical company that today has just over 60,000 employees around the world. Harry does quite a number of things, one of which is that he is a best-selling author. His second book just came out titled, “Becoming the Best: Build a World-Class Organization Through Values-Based Leadership.” You will recall that in a recent podcast, I spoke with Herminia Ibarra who also wrote a book on leadership. This episode explores leadership from Harry’s perspective. I must say that it was interesting to compare and contrast these two different models and styles of leadership. Of course, Harry and I examine what makes a leader. One of the common themes in Harry’s book is all about “being yourself.” We discuss the four principles of values-based leadership that include humbleness and humility, which Harry believes are very important for leadership. We also talk about how he scales leadership and the importance of corporate culture on leadership. There is a fascinating discourse on employee engagement as well as Harry’s concept called “leading up.” Harry shares some interesting stories and anecdotes from his life and experience as CEO of such a large organization as Baxter. As with every episode of the podcast, we end with his advice for managers, employees and organizations around the world. This is a great podcast episode. I found Harry’s thoughts, views and perspectives quite interesting, and I think you will too. So tune in and listen to this fascinating discussion on values-based leadership!

Direct download: Harry_Kraemer_on_2015-03-24_DONE.mp3
Category:general -- posted at: 6:16pm PDT

In this podcast I continue my exploration of leadership with my interview with Herminia Ibarra. She is a professor at the INSEAD School of Business, one of the top business and management schools in the world, where she teaches leadership. Most of the people I talk to are all pretty much in agreement that there is a leadership crisis within our organizations. We are putting the wrong people in positions of power and we really need to re-think what it means to be a manager and a leader within our organizations. In previous podcasts, I spoke with Barry-Wehmiller CEO Bob Chapman and Rita McGrath, a professor at the Columbia School of Business, about leadership. In this podcast I talk with Herminia about her new book that just came out called “Act Like a Leader, Think Like a Leader.” This is a very fascinating book, and we talk about a lot of the different concepts contained in it. As you can tell by the title, it’s a bit counter-intuitive. She challenges the common assumption that you should think like a leader and then start to act like a leader. Herminia says you have to act like one first before you start to think like one. In the podcast, we talk about how people can actually become leaders. I get Herminia’s feedback about the concept of management versus leadership, using Whirlpool’s rebranding of their internal job titles to give everyone a leadership title as an example. We also touch on the importance of getting out of your comfort zone, the importance of becoming and building bridges within your organization, and other cool concepts from her book such as authenticity and employee engagement. We cover the idea of outsight instead of insight — basically, redefining your job and thinking about it from an outsider’s perspective. Herminia also touches on the importance of your network and the people you are connected with, which I think this is a huge factor when thinking about leadership. In conjunction, Herminia discusses another theme called the “innovators network dilemma” where she talks about how your network can basically impact a lot of roles and perceptions that you get. This is a must-listen to podcast for anyone thinking of advancing into leadership or management roles; or those looking to become a better, more relevant leader. Listen in and don’t forget to share your thoughts with me!

Direct download: herminia_ibarra_Podcast_Done.mp3
Category:general -- posted at: 8:38pm PDT

I’m very excited to share this week’s episode of The Future of Work podcast. I interview Rita McGrath, Professor at Columbia Business School, author, speaker and consultant. Rita has been featured in many business publications and is quoted frequently by the press. Her most recent book is “The End of Competitive Advantage – How to Keep Your Strategy Moving as Fast as Your Business.” I believe this podcast will prove to be a very good overview for people that are interested in management and innovation, and how they are evolving and changing. Rita is on the front line of these events because she not only teaches on this, but she works with a lot of organizations. We talk about venture capital and funding in the Bay Area and what is going on with what I like to call “Pinocchio’s Island,” and how innovation is changing. We look at the competitive advantage, which is particularly fascinating because it is something that has been and is still taught in many of our schools. And, it comes up time and again in conversations around management and leadership. Rita has a completely counter-intuitive approach, which is that competitive advantage is actually… dead. She introduces several new concepts and methods for organizations to sustain their strategy, and to scale and sustain innovation. Different aspects of the future of work also are explored including the freelancer economy and more. We wrap up with Rita sharing her advice to organizations— and individuals as well — who are looking to adapt to the changes that we are seeing. Tune in and don’t miss this Future of Work podcast. 

Direct download: Podcast_Rita_Gunther__McGrath_Done.mp3
Category:general -- posted at: 5:55pm PDT

In this week’s episode of The Future of Work podcast I talk with Pat Wadors, Senior Vice President of Global Talent Organization at LinkedIn. Pat runs all of talent and Human Resources (HR), and she is pretty much responsible for all of the cool things that you keep hearing about LinkedIn. It is no surprise that Pat was ranked as one of the 2015 top 50 women in technology by the National Diversity Council. And, I’m excited to say that Pat will be one of the speakers at our upcoming Future of Work Forum on April 29th in San Francisco. Pat and I talk about everything from Millenials and how HR is changing to what she is doing to leverage big data and analytics to drive HR decision-making. She also shares some great stories about vulnerability that I think will resonate with any senior leader. Considering that LinkedIn’s workforce has almost doubled during her tenure, you have to assume that Pat is doing some really interesting things to make sure that culture can scale, employee engagement stays high, and that LinkedIn as an organization can succeed. Pat walks us through how LinkedIn is transforming and the challenges she’s facing, and gives us a rare insight into some of the fascinating experiments she’s done and the results she’s seen. Pat shares her sagacious grasp of how to make corporate culture scale, how the role of HR is evolving, and how she sees her role, specifically. Tune in and listen to what has become one of my favorite episodes!

Direct download: Pat_Wadors_DONE.mp3
Category:general -- posted at: 8:07am PDT

This episode continues my interview with Bob Chapman, CEO of Barry-Wehmiller Companies, Inc., a manufacturing company with over 8,000 employees. In the last episode we became familiar with Barry-Wehmiller; and how Bob feels personally responsible for every employee that works at his company, how this perspective came about, the justifications and metrics. In this episode we talk about leadership and management. In a very interesting discussion, Bob shares some of the creative and innovative things that he and his company are doing to really create a workplace where people feel fulfilled and engaged — and where they actually want to show up. It is all about his idea of “truly human leadership.” Tune in and listen to Part 2 of this lively discussion!

Direct download: Bob_Chapman_Podcast_part_02_DONE.mp3
Category:general -- posted at: 6:46pm PDT

With the crisis in leadership and so many employees in the world disengaged, I’m always looking to find organizations that are doing things differently or thinking about leadership differently. This is Part 1 of the future of work podcast featuring Bob Chapman, CEO of Barry-Wehmiller Companies, Inc., a manufacturing company with over 8,000 employees that has shown a growth rate of 16 percent a year compounded over the past 25 years. Bob has a unique approach to leadership whereby he feels personally responsible for every employee that works at his company — a concept that he calls “truly human leadership.” When surveyed, employees described Barry-Wehmiller as “family.” We talk about this idea of truly human leadership, and what Bob and his company are doing differently as far as management and leadership are concerned. We have some very interesting debates and discussions around the concepts that he is implementing, the justifications and metrics he may be using, and more. Bob also shares many interesting and fascinating stories. Enjoy and make sure to tune in for Part 2!

Direct download: Bob_Chapman_Podcast_part_01_DONE.mp3
Category:general -- posted at: 9:01pm PDT

The world as we know it is becoming more and more connected. But, what will a world look like when devices as small as your watch to as large as a jet engine are all connected to each other and to people? In this episode of the future of work podcast, I speak with Rich Carpenter who is the Chief of Strategy for GE in their Intelligent Platforms division. Rich shares fascinating insight around how connected machines (usually very large machines) and devices are going to impact our economy, our jobs, and our future. He shares several examples and provides some great advice for business leaders and employees alike. Rich also touches on the importance of creating more data scientist jobs at companies around the world. This is definitely an interesting look at what the "industrial internet" is going to look like, we even touch on the possibility of a Skynet-like scenario happening! Listen to learn more!

Direct download: Rich_Carpenter_Podcast_DONE.mp3
Category:general -- posted at: 7:57pm PDT

Toni Cusumano is a Principal and Technology Sector Human Capital Leader at PwC, and she and her team have been spending a lot of time exploring what the future of work is going to look like. They have created three scenarios or "worlds" that might play out: the orange world, the green world, and the blue world. In this episode of the future of work podcast, Toni shares what the difference between these worlds is and what organizations should be thinking about. We talk about everything from technology and Millennials to talent management and workplace trends. It's definitely an important episode to listen to if you want to know the direction that work is headed in. Tune in to learn more!

Direct download: Toni_Cusumano_Podcast_DONE.mp3
Category:general -- posted at: 3:24pm PDT

This week’s episode of the future of work podcast is one of my favorites. I talk with Salim Ismail, Founding Executive Director of Singularity University, and co-author of “Exponential Organizations: Why new organizations are ten times better, faster, and cheaper than yours (and what to do about it).” I had a fascinating conversation with Salim covering a lot of topics — jobs and technology to exponential organizations to employee tenure, and more. To sum it up, it’s all about disruption — how do you deal with disruption in this world that we are approaching? Salim describes it best as “you are either the disruptor or you are being disrupted.” Salim provides a very fascinating perspective on what the future of work is going to look like that I’m sure you’re going to enjoy. Listen in and tell me what you think!

Direct download: Podcast_Salim_Ismail_DONE.mp3
Category:general -- posted at: 6:49pm PDT

Spiceworks is the world's largest community of global IT professionals that come together online and offline. Spiceworks was recently named by Glassdoor as one of the world's best companies to work for and they have received numerous other similar awards. In this episode of the future of work podcast I talk with Scott Abel, Co-Founder and Chief Strategy Officer for Spiceworks. We explore some of the things that he does to create such a great place to work. From having "slices with Scott" where employees can ask Scott absolutely any question to having open-door meetings with venture capitalists, Scott may just be running one of the world's most open and transparent companies. According to Scott, being open and transparent is one of the best ways to build trust and engagement. Tune in to learn more!

Direct download: Podcast_Scott_Abel_DONE.mp3
Category:general -- posted at: 3:30pm PDT

MuleSoft is another organization that was recently ranked by Glassdoor as one of the best places to work in America and they have also won plenty of other awards for being a great place to work. According to Greg Schott, the CEO of MuleSoft, the key is creating a great corporate culture. I had the pleasure of visiting MuleSoft's offices in San Francisco to speak with Greg in person. In this episode of the future of work podcast Greg shares some of the things he does at his company to help make sure his employees are engaged, happy, and always doing their best. Greg is one of the few CEO's I know who personally interviews every new candidate that applies for a job. This means many hundreds of interviews a year. Listen in to learn what else Greg does to create a great corporate culture.

Direct download: Greg_Schott_Podcast_DONE.mp3
Category:general -- posted at: 12:58pm PDT

The "skills gap" is inarguably one of the biggest threats for modern day workplaces. Many employers say they can't fill open jobs and employees say that they aren't getting the proper education and training at their companies. So what's the solution? In this podcast, Udemy CEO Dennis Yang shares his perspective on mitigating the skills gap, and how his company is helping people learn and acquire new skills while preparing workers for a future that holds untold possibilities.

Direct download: Dennis_Yang_Podcast_Done.mp3
Category:general -- posted at: 4:04pm PDT

How does a nuclear submarine captain take one of the lowest performing vessels and make them one of the top performing ones? David Marquet did just that and he explains how he did it in his new book, "Turn the Ship Around." In this episode of the podcast David shares some of the ideas and insights from his book where he provides a contrarian model for leadership in the coportate environment called "leader-leader." Learn how David empowers his team and creates leaders out of everyone!

Direct download: David_Marquet_Podcast_Done.mp3
Category:general -- posted at: 9:56pm PDT

Many people are already using technology to track things in their personal lives such as food they eat, steps they take, sleeping patterns, and much more. However, what if we took this same approach of the "quantified self" and applied it to creating the "quantified workplace?" That is, using data and technology to measure and track how we work. In this podcast I talk with Kris Duggan the CEO of BetterWorks that allows organizations to do just that but setting and measuring their goals and objectives. Is the quantified workplace the future of work or is it a bit too much? Listen to find out!

Direct download: kris_duggan_done.mp3
Category:general -- posted at: 8:44pm PDT

F5 Networks recently made it to "Glassdoor's prestigious list of the Top 50 Places to Work in America" and was ranked #4 out of the "large companies" category. This podcast has Staffing Director, Richard James offering an insider view of F5 Networks–the company, core values, the work culture, people, and much more. Tune in to learn why F5 Networks is one of the best places to work in America!

Direct download: Rich_James_Podcast_Done.mp3
Category:general -- posted at: 6:50pm PDT

In an effort to provide company and job transparency, Glassdoor stands out to be a popular name for employees and employers alike. Vested with tons of valuable information, including company salaries, work culture, open positions, employee reviews, Glassdoor is certainly making a foray into redefining the future of work. With their newly released list of "Top 50 Places to Work" (featuring the top 50 SMBs and top 50 large companies to work for in America), David Staney and Lisa Holden offer a glimpse inside the company and what goes on behind putting together the list for "Best places to work." They also talk about their recent findings, lessons learned, and tips for companies who wish to make it to the prestigious list.

Direct download: Will_Staney_Podcast_Done.mp3
Category:general -- posted at: 8:55pm PDT

Dan Keldsen is the author of the new book, The Gen Z Effect. In this episode of the podcast we explore who this new generation is and what their potential impact is going to be on the workplace. If you're thinking about how to adapt your organization to the future of work then Gen Z is definitely a group you need to pay attention to. Tune in to learn more!

Direct download: Dan_Keldsen_Podcast_Done.mp3
Category:general -- posted at: 4:49pm PDT

Wearable devices are not only taking the consumer world by storm but they are also making their way inside of our organizations. To get a better sense of how wearable devices are impacting the future of work I spoke with the CTO of Accenture Paul Daugherty and Brent Blum who is the Wearable Technology Practice Lead. If you want to know what the future of wearable devices looks like then tune in!

Direct download: Podcast_Accenture_Done.mp3
Category:general -- posted at: 3:21pm PDT

Chris Yeh is one of the smartest people I've met and someone that I have known for several years. He just co-authored a book with Linkedin founder Reid Hoffman called The Alliance, about how to manage talent in a networked world. In this episode Chris and I talk about how many of the concepts in his book including what the alliance framework is, how it can be applied, the employment "tours of duty," and what the future of talent managment looks like. 

Direct download: podcast__Guest_Chris_Yeh_Done.mp3
Category:general -- posted at: 3:12pm PDT

1