The Future of Work Podcast With Jacob Morgan | Futurist | Leadership | Workplace | Careers | Employee Experience & Engagement |

We are obsessed with Employee Engagement in our companies today, but we give employees surveys to fill out with 50-100 questions on them. There has got to be an easier and more direct way to find out if our employees are engaged at work.

Have you ever had to fill out an employee engagement survey that was 50 to 100 questions long? I think most people these days have. Organizations are obsessed with measuring employee engagement and they feel that in order to get a true picture of how they are doing they have to ask hundreds of questions once or twice a year. But does this really give an accurate picture of engagement?

In a marriage you and your spouse have a good idea of whether or not the relationship is healthy. You could ask your spouse directly, “are you happy with our relationship”, and they would be able to answer you immediately. You wouldn’t have to give them a form with 50 questions to get that answer.

In the same way, employees know if they are engaged at work and enjoy their job and if you ask them they can give you a yes or no answer on the spot. We need to come up with a way to simplify the process. Our challenge is we have to find the one question that we should be asking employees to find out if they are happy, engaged, passionate and feel like they belong. What do you think that one question should be?

Direct download: What_is_the_one_question_we_should_ask_to_measure_employee_experience.mp3
Category:Business -- posted at: 12:24pm PDT

Tim Munden is the Chief Learning Officer at Unilever. Tim has worked there since 2000, holding roles such as Senior European HR Manager, VP HR – Unilever Food Solutions Americas and VP HR for their Global Business Services.

Unilever is found in over 100 countries with more than 160,000 employees. Seven out of every ten households around the world contain at least one Unilever product. They produce more than 400 items - including household-name brands such as Lipton, Knorr, Dove, Axe, Hellmann’s and Suave.

Tim’s career started to have focus when someone asked him two questions:

  1. What do you really love?

- he answered human beings

  1. What do you want to learn about?

- for Tim it was how companies and communities can allow people to be their very best

What are your big challenges at Unilever?

  1. Unlocking the characteristics of learning
  2. Unlocking agility. Encouraging people to be constantly curious and courageous.
  3. Getting rid of the stigma around mental health. The goal is that people would feel free to share this illness with their line managers.

The top initiative at Unilever is to ensure that every employee is one click/chat away from the well-being help they need – via phone or internet. For example, legal advice, or mental and physical health support.

Tim’s advice for managers is to know how to answer-- what is the purpose of our business? Keep asking why, why, why. Go on the journey with the senior leadership team.

Also, ask yourself what is the business case of the potential of all of your people. All the passion and energy. What is the price of not doing this?

Tim’s advice for employees is to make sure you challenge your own humanity, don’t check it at the door. Don’t be shy to bring yourself to work.

What you will learn in the episode:

  • What is ‘reverse mentoring’?
  • What Unilever is doing to help their people find their purpose
  • Why do companies need to focus on purpose?
  • What learning looks like at Unilever and how it has evolved over the last 25 years
  • How to create a culture of curiosity and hunger to learn at work

Contact:

LinkedIn: https://www.linkedin.com/in/timmunden/

Direct download: Tim20Munden20Podcast_DONE.mp3
Category:Business -- posted at: 5:16pm PDT

Corporate culture is really hard to define, but I think it can be defined as the side effects of working for your organization. Take the example of some well-known prescription drugs that are out on the market today. You see advertisements for them on TV and they list off a huge list of potential side effects that could happen to you as a result of taking the medicine. Some side effects include hair loss, weight gain, bleeding from the eyes or even death.

You may sit there and watch those commercials and think, who would take these medicines when they have all of these potential side effects. But the fact is, many of us experience these same side effects from the organization we work for. Due to work stress, burnout, bad leaders etc… we experience hair loss, weight gain, arguments with our spouses and sometimes even death.

The question I pose to executives is, if I were to bottle up what it’s like to work at your organization into a pill form, would you swallow it? If the answer is no, how can you expect your employees to swallow that pill if you aren’t willing to?

If you are not willing to swallow that pill, you have to ask yourself why not and what can we do to fix it. How can you create an organization where you yourself would swallow that pill?

Direct download: how_to_tell_if_you_have_a_good_or_bad_corporate_culture.mp3
Category:Business -- posted at: 4:06pm PDT

Welcome to another episode of The Future of Work Podcast. With this week being a holiday week in the States, the format for this episode is a little bit different. Instead of the usual format where I interview one guest every episode, for this week’s episode we are going to hear clips from multiple past guests on the topic of Big Data and Analytics.

You will hear from the Chief Learning Officer at SAP, the CTO of Dell EMC’s Services in their Big Data Practice, the Global Head of People Analytics at PayPal, the President and CEO of Humanyze and others today.

I get a lot of questions about this topic, so I hope that this episode is helpful, interesting and motivating and I hope it will inspire you to think about how you can leverage these concepts and ideas inside of your organization.

 

What You Will Learn In This Episode:

  • How to define Big Data
  • How to start using People Analytics in your organization
  • How companies like Humanyze use sensors to gather data in real time and how companies leverage that data
  • Important tips, tricks and advice on how to use the data you gather
  • How to use data and analytics to track retention and attrition
Direct download: Mashup20Podcast_July202018.mp3
Category:Business -- posted at: 9:01am PDT

Elena Donio has been Chief Executive Officer of Axiom Global, Inc. since November 2016. Prior to this role,  Donio served as President of Concur Technologies, Inc., from 2014 to 2016. She has also served as a Senior Manager at Deloitte & Touche and as a Senior Consultant at Andersen Consulting (Accenture). She holds BA in Economics from University of California, San Diego.

Axiom is the global leading alternative legal services provider. With over 2,000 employees across three continents, they provide talent and technology to help legal departments adapt to a demanding new era. More than half of the Fortune 100 use Axiom to deliver legal work.

What is the role of a CEO?

Donio’s time is mostly allocated around communication. They have a distributed workforce, 1400 attorneys around the world. They have 15 offices; in addition, many work in home offices, or at client sites. She makes it a practice to think about how to make sure at a leadership level that people understand the organization’s priorities. Donio and other leaders at the company make sure they have listening posts up everywhere, so can hear the vibe.

Axiom has some unique workplace practices including company-wide meetings – called a huddle. They have huddles 5 or 6 times a year. They live stream them across the company, feature interesting things going on in different departments, do fireside chats, and find that the leadership learns from the questions.

The company also hosts trivia nights, happy hours, and pride month. Their offices have open floor plans, lots of orange, great art and books everywhere. But they are not big on huge employee perks. Donio says, “I really believe that the highest performers are people that have really rich and full lives. And so the idea isn’t to reward people to be in and sitting at a desk all day long”.

What is it like being a female CEO?

Donio says she feels that she hit the jackpot at Concur. She was surrounded by people that believed in her. She also had family that encouraged her along the way and it gave her enough courage to take on the challenge.

She also found that at times throughout her career, the people at the top were people she did not want to emulate. They did not have a family or outside life. But there were a few moments in her career that she saw it was possible.

Advice for those lower level employees to broach a work/life balance?

Donio’s advice for lower level employees who want to change their work/life balance is to understand that the managers around you may not have the life experience to create the right kind of environment, so you need to initiate those conversations. Be open and honest with your leaders. The solution may not be as crazy to achieve as you think.  

As a manager, sit down and understand what people are trying to solve for. Ask, where do you need to see change in your life? Are you looking for more time for child? More time for self? Do you feel guilty for working so much?

You will find that it is usually more than one thing. Then get tactical. What would be sustainable? Would work from home on Fridays be enough? Saying no to a new project? Get specific. It can be simple pivots and shifts, it doesn’t have to be momentous. Then work with managers to be creative.

Things you will learn:

  • Aspects of being a female and CEO
  • How to deal with tough situations
  • The function of AI in law practice
  • Why huge perks aren’t a focus for Axiom
  • The story behind the red folder that helped Elena make the decision to move from Concur to Axiom

Contact:

LinkedIn

Axiomlaw.com

Direct download: Elena20Donio2C20Podcast_DONE.mp3
Category:Business -- posted at: 7:55am PDT

Why is it that we are so shocked when companies shut down or are slow to adapt to change? We shouldn’t be surprised, because we create organization that do what they are supposed to do.

We as humans are good at building things that do what they are supposed to do. We have clear intentions when we build or create something like a car engine, a computer or an office building and we make sure they are built to fulfill their intended purposes.

We also build organizations. But a lot of times we seem shocked and surprised when an organization fails or is too slow to adapt or faces major challenges. We look at companies like Kodak or Tower Records, for example, and see how they disappeared or we look at United and see the major issues they are facing. These things shouldn’t surprise us because we create organizations that do what they are supposed to do. Organizations are built to not anticipate the future or to not withstand change.

If you want hierarchies to be flattened or managers that act more like coaches and mentors, you have to build your organization with those things in mind. The thing that you build is the outcome that you should expect to get. We need to think about the structure differently; structure comes first, outcomes come second.

Direct download: Organizations_do_what_we_design_them_to_do.mp3
Category:Business -- posted at: 8:27pm PDT

Jeffrey Puritt serves as the President and CEO of TELUS International, Inc. Puritt has international experience in communications and technology sectors including mergers, acquisitions, divestitures, strategic planning, corporate reorganizations and asset and contract management. He joined TELUS Communications Inc. in 2001 and served various positions including Vice President of Mergers & Acquisitions at TELUS. He obtained a Bachelor of Arts degree in Political Science from York University in 1984 and a Bachelor of Laws degree from Osgoode Hall Law School in 1987.

TELUS International is a subsidiary of TELUS, a national telecommunications company in Canada. TELUS International provides multilingual customer service outsourcing and digital IT services to global clients. Clients include corporations in travel and hospitality, financial services and fintech, consumer electronics and gaming, telecommunications, and healthcare industries. TELUS International is found in 10 countries with over 30,000 employees.

When it comes to trends in the future of leadership in the next 5-10 years Puritt says competition for talent is more fierce than the competition for customers and so leaders need to figure out how to be an employer of choice, a destination of choice for talent.

Puritt isn’t overly concerned about AI. He says, I don’t see it as a concern. Perhaps 30% of our business interactions are basic exchanges between customers and business. These types of interactions can be done better by bots or some other automation. For example, reset passwords. The other 70% are not ripe for automation. They are more complex and will need human support.”

He believes that the growing complexity of our world will require increasing support that can interact with technology and yet also interact with humans

What skills will leaders need in the future?

  • You will not attract talent if your style is command and control.
  • Training needs to reflect the desires of Millennials in order to retain them.
  • Leaders will need to be more aware and mindful of people’s feelings and background and their perspectives
  • They will also need to recognize on all the new trends around technology. These will transform our world.

What you will learn in this episode:

  • Why perks are critical to acquiring talent
  • What it’s like to work at TELUS International
  • How Jeffrey makes tough choices
  • Perspectives on building culture in sites around the world
  • Jeffrey’s views on the future of leadership
  • Creative recruiting practices at universities

Contact:

https://www.linkedin.com/in/jeffreypuritt

Direct download: Jeffrey20Puritt20Podcast_DONE.mp3
Category:Business -- posted at: 12:59pm PDT

Tim Ryan is the US Chairman and Senior Partner at PricewaterhouseCoopers (PwC). Previously he served as the Vice Chairman, having responsibility for the firm’s strategy function and stakeholder relationships including investor relations, regulatory affairs, public policy, corporate responsibility, marketing and sales and human capital. PwC is a multinational professional accounting services firm. It has 55,000 employees. 

Tim has over 25 years of diversified experience serving clients in the financial services industry in the U.S. and internationally. Prior to his current role, Tim led PwC's Assurance practice and before that, he led PwC's U.S. Financial Services practice and PwC's Consumer Finance Group. 

Tim is a certified public accountant in Massachusetts and New York and a member of the American Institute of Certified Public Accountants. He graduated from Babson College where he studied accounting and communications and remains an active and proud alum. A Boston native, he joined the firm after graduation. Tim is the proud father of six children (10-18 years old) and is passionate about spending time with his kids, hockey, running and reading.

What should be the mindset for future leaders? Tim believes we are seeing a shift that will get better. He says, “The day and age of the dominant CEO is likely coming to an end, and I think we're entering the day and age of humble CEOs and humble leaders…” Servant based leadership will be a shift that is happening even now.

What do leaders need to know how to do in the future? According to Tim, successful leaders of the future need to be good listeners, great ‘understanders’ of people, and good decisions makers.  They also need a high degree of business acumen and them need to be adept at technology

Tim believes leaders of the future need to have thick skin. That’s because the CEO of today has a lot of people looking at them. It is important to listen people’s views and not get rattled. They need to be open to criticism and not get unnerved when they listen to a point of view that is not their own.

In order to develop thick skin, practice yourself in the moment. Catch yourself. Take feedback and get better by it rather than get rattled by it.  

Tim also shared some information about the CEO Action for Diversity and Inclusion (www.ceoaction.com), a CEO driven business commitment to advance diversity and inclusion in the workplace that launched June of 2017.

A wide variety of CEOs have acknowledged that we can do better and have taken a pledge with 3 main commitments. One year ago it started with 150 CEOs and today roughly 450 have signed the pledge.

The three commitments are:   

  1. We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion
  2. We will implement and expand unconscious bias education
  3. We will share best—and unsuccessful—practices

 

What you will learn in this episode:

  • Tim explains his intense morning routine
  • How to balance work and life
  • What it’s like to work for PwC and how they have evolved over the past 30 years
  • Trends in the future of leadership
  • Tim’s view on AI and automation
  • What it means to work for a purpose led, values driven organization

Contact:

LinkedIn: https://www.linkedin.com/in/TimFRyan/

Direct download: Tim20Ryan20Podcast_DONE.mp3
Category:Business -- posted at: 11:23am PDT

A lot of people ask the question, “What is the future of work”. But that is not the right question we should be asking. Why? Because it leads to two major assumptions.

First, we assume that there is one single future that could happen. Second, we assume that the future is something that happens to us and that we have no control over it. But both of these assumptions are incorrect. There is not just one singular possible future, there are multiple potential futures that could happen based on the decisions and actions we take. And the future is not something that simply happens to us without our control.

What we need to do is flip the question, what is the future of work, around and instead of phrasing it that way we should ask, what are the potential futures that might happen and what are the factors that we need to influence today to get to the future we would like to see.

Phrasing the question this way allows us to be more active in creating our future than we would be if we just sit back and wait for the future to play out in front of us. We are then able to impact the future instead of waiting to react to it after the fact.

The future doesn’t happen to us; the future is something we create, shape and build. Let’s take a step back and ask ourselves, what do we need to do to build the future that we would like to see.

Direct download: what_is_the_future_of_work_podcast.mp3
Category:Business -- posted at: 1:55pm PDT

Patty McCord is the author of the book, Powerful: Building a Culture of Freedom and Responsibility and starting in 1998 she spent 14 years at NetFlix, serving as Chief Talent Officer. She has more than 15 years experience in Human Resources with high-tech companies. She was the Director of Human Resources at Pure Atria, now Rational Software Corporation. She served as Human Resources Manager at Borland International. McCord also ran the Corporate Diversity Programs department at Sun Microsystems. Currently, she is frequently in the media with interviews and articles from Harvard Business Review, NPR, Fast Company and The Wall Street Journal. She speaks at CEO Forums, Business schools and for large groups around the world.

When NetFlix began they were small, did not have money for perks. The perks were not something they focused on. Instead, they emphasized good salary, hard problems and good colleagues. Later, they added extras like unlimited maternity leave.

In 2001 1/3 of the Netflix employees were let go – for example, those who were not very good at their jobs, middle management or those who complained about the lack of perks.  Shortly after, the price of DVD players dropped and each had a coupon in the box to try Netflix. That led to them being required to work harder with fewer dedicated people. That year they went public and they developed policies and procedures. They expected people to ‘act like adults’ - giving them more freedom but with high expectations for them.

One of Netflix’s most talked about perks was unlimited vacation –it was never designed to be a perk. Initially, employees accrued 26 days a year. Instead, as an experiment, they decided that they wouldn’t keep track of the time employees take off but instead will keep track of what they got done. They focus on results and expect employees to act as adults – and so they leave it up to the employees to decide when to take vacation time.

McCord’s advice for employees is to figure out what you love to do and where you can do that, solve problems that need to be solved, ask smart questions of management, and take someone you admire to lunch to ask them how they got to their current position

What You Will Learn In This Episode:

  • Things ‘to do’ and ‘not do’ in the hiring process
  • The use of anonymous surveys
  • How to be proactive in HR
  • What Netflix looked like in the beginning and how they have evolved
  • The thought behind unlimited vacation at Netflix
  • The importance of leading by example

Link From The Episode:

http://pattymccord.com

Direct download: Patty20McCord20Podcast-DONE.mp3
Category:Business -- posted at: 9:16am PDT