We’ve turned intuition into a buzzword—flattened it into a slogan, a gut feeling, or a vague whisper we don’t always know how to hear. But what if intuition is so much more? What if it's one of the most powerful tools we have—and we’ve just forgotten how to use it? In this episode, I’m joined by Hrund Gunnsteinsdóttir , Icelandic thought leader, filmmaker, and author of InnSæi: Icelandic Wisdom for Turbulent Times . Hrund has spent over 20 years studying and teaching the science and art of intuition through her TED Talk, Netflix documentary (InnSæi: The Power of Intuition), and global work on leadership, innovation, and inner knowing. Together, we explore what intuition really is (hint: not woo-woo), how to cultivate it in a culture obsessed with logic and overthinking, and why your ability to listen to yourself might be the most essential skill you can develop. In This Episode, We Cover: ✅ Why we’ve misunderstood intuition—and how to reclaim it ✅ Practical ways to strengthen your intuitive muscle ✅ What Icelandic wisdom teaches us about inner knowing ✅ How to use intuition during uncertainty and decision-making ✅ Why trusting yourself is an act of rebellion (and power) Intuition isn’t magic—it’s a deep, internal guidance system that already exists inside you. The question is: are you listening? Connect with Hrund: Website: www.hrundgunnsteinsdottir.com TedTalk: https://www.ted.com/talks/hrund_gunnsteinsdottir_listen_to_your_intuition_it_can_help_you_navigate_the_future?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare Newsletter: https://hrundgunnsteinsdottir.com/blog/ LI: www.linkedin.com/in/hrundgunnsteinsdottir IG: https://www.instagram.com/hrundgunnsteinsdottir/ Book: InnSæi: Icelandic Wisdom for Turbulent Times Related Podcast Episodes: How To Breathe: Breathwork, Intuition and Flow State with Francesca Sipma | 267 VI4P - Know Who You Are (Chapter 4) Gentleness: Cultivating Compassion for Yourself and Others with Courtney Carver | 282 Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform! 🔗 Subscribe & Review: Apple Podcasts | Spotify | Amazon Music Learn more about your ad choices. Visit megaphone.fm/adchoices…
Welcome to "d'Skills In Action," where we're flipping the script on traditional education and career paths! Tired of being told that college + degrees are the end-all-be-all? Welcome to "d'Skills In Action," where the real talk is about d'Skills and real-world IMPACT, not just diplomas. Hosted by 25-year-old Hannah Williams, founder of d’Skills, and 20-year-old Swetha Tandri, founder of Melodies for Math, this podcast is for high schoolers, gap year students, and (epic) parents with a different mind. Each week, we serve you two dynamite takes: d'Skills Deep Dives and Rebel Roundtables. In d'Skills Deep Dives, we showcase students around the globe who are making real-world impacts right now—and aren't relying on their degrees to do so. In Rebel Roundtables, we bring unconventional leaders and experts to chat about their unique journeys to success. Why does this podcast matter? In 2023, less than 30% of employer think college grads have 21st century skills... despite having degrees. BIG YIKES. We're building a new narrative, one where skills and real-world impacts are the stars of the show. But hey, we're not just a podcast; we're a community. So, don't just listen—join the conversation at dskills.io/community. Hit that subscribe button and let’s ditch that script. 🎉 Disclaimer: This podcast was formerly known as the "Native Digital Native Analog Show" but has now been rebranded as "d'Skills In Action."
Welcome to "d'Skills In Action," where we're flipping the script on traditional education and career paths! Tired of being told that college + degrees are the end-all-be-all? Welcome to "d'Skills In Action," where the real talk is about d'Skills and real-world IMPACT, not just diplomas. Hosted by 25-year-old Hannah Williams, founder of d’Skills, and 20-year-old Swetha Tandri, founder of Melodies for Math, this podcast is for high schoolers, gap year students, and (epic) parents with a different mind. Each week, we serve you two dynamite takes: d'Skills Deep Dives and Rebel Roundtables. In d'Skills Deep Dives, we showcase students around the globe who are making real-world impacts right now—and aren't relying on their degrees to do so. In Rebel Roundtables, we bring unconventional leaders and experts to chat about their unique journeys to success. Why does this podcast matter? In 2023, less than 30% of employer think college grads have 21st century skills... despite having degrees. BIG YIKES. We're building a new narrative, one where skills and real-world impacts are the stars of the show. But hey, we're not just a podcast; we're a community. So, don't just listen—join the conversation at dskills.io/community. Hit that subscribe button and let’s ditch that script. 🎉 Disclaimer: This podcast was formerly known as the "Native Digital Native Analog Show" but has now been rebranded as "d'Skills In Action."
Ever wondered what's on the mind of a leader when they're working with someone from Gen Z like you? In this episode, we're going to give you an inside look at how leaders think when they're trying to engage and motivate someone from your generation. This show is all about breaking down what goes on behind the scenes to make Gen Z-Gen X working relationships successful. Join us as we dive into the world of leadership through the unique partnership of Coco Brown, the Founder and CEO of Athena Alliance, and Brit De Visser, the Chief of Staff at The Athena Alliance. Through their honest conversation, you'll get to peek behind the curtain and see how Coco, an experienced leader, keeps someone as talented as Brit (gen Z) engaged and excited about their work. Coco embodies the kind of leader you aspire to work with, and by listening in, you'll gain valuable insights into how leaders like her think and make decisions. This episode is your open door to expanding your connections.... So, put aside those textbooks for a moment, turn up the volume, and get ready to explore the world of leadership and Gen Z engagement with Brit De Visser and Coco Brown! --- Embrace Transparency and Dialogue In our conversation, Britt emphasizes the importance of open communication and alignment between a company's mission and an employee's personal goals. "I think it's really about transparency and dialogue. If you can align your company's mission and vision with their personal goals, it's just a win-win." — Britt de Visser This alignment can lead to mutually beneficial outcomes... "When you give somebody autonomy and trust, you're essentially saying, 'I trust that you know how to get to the destination. I don't need to map out every step of the journey for you.'" — Coco Brown On the other hand, Coco highlights the value of trust and autonomy in empowering employees. Trusting them to find their own way to achieve goals can be more effective than micromanaging. Britt underscores that Gen Z individuals are often motivated by aligning their personal goals with a company's mission. Trust and goal alignment can be key to their success. Shift to a Partnership Mindset I get to ask Coco’s thought on the importance of Gen Z employees... and she stresses that Gen Z should be treated as partners and granting them autonomy and trust. This approach fosters a sense of ownership and collaboration. "With Gen Z, it's more of a partnership where you're saying, 'I trust that you have a unique perspective, unique skills, and unique ideas, and I want to leverage that. I want to harness that.'" — Coco Coco highlights the shift towards a partnership mindset when working with Gen Z, acknowledging their unique contributions and ideas as valuable assets. "It's not just, 'Hey, come here and do this task,' it's, 'Come here and let's collaborate on how we can achieve this goal together.'" — Coco She emphasizes the importance of collaboration and shared goal setting when working with Gen Z... moving away from a purely task-based approach, and the need for a more flexible and non-structured approach in today's world, aligning with the evolving nature of work and society. Cultivating Autonomy, Embracing Continuity, and Nurturing Creativity "It's better to ask for forgiveness than permission. People who can identify problems and think about creative, practical solutions are valuable." — Coco Brown To identify problems and proactively seek creative solutions while maintaining practicality, Coco promotes a culture of autonomy and encourages employees, regardless of generation. She also suggests that the willingness of younger generations to question authority may stem from having access to a wealth of information and a more inclusive worldview. Coco discusses how the concept of a continuum, particularly in areas like gender and sexuality, encourages a more questioning and non-binary approach, in contrast to the binary structures of previous generations. "When everything is a continuum and gray, it's easier to orient yourself towards a position of 'why' as opposed to binary structures." — Coco Brown This underscores the importance of embracing the idea that the world is full of possibilities and continuously expanding one's understanding, regardless of age or generation. About Coco Coco Brown is the Founder and CEO of Athena Alliance. Athena has helped thousands of leaders grow and advance in their executive careers and has brought over 400 women to corporate boards from growth stage private companies to name brand public companies. Coco has personally worked with hundreds of top leaders, CEOs and boards to evolve modern leadership. She’s served on ten commercial and non-profit boards and advisory boards, and has led two notable companies (Taos, acquired by IBM, and now Athena). She is part of Nasdaq's Governance Insights Council and is often called on to share guidance to the evolving focus and breadth of responsibility within the Modern Boardroom. Coco is the biological mother of 2 Native Digital Gen Z'ers, and the "second mom" to dozens more :). She's a firm believer is much of what Hannah has shared through her show. Britt is the Chief of Staff to the CEO and Head of Corporate Partnerships at the Athena Alliance, an executive learning development ecosystem for executives. She's been at Athena for two and a half years. She graduated from UC Santa Barbara in 2021 where she studied Psychology and Communication. She is originally from the Bay Area, and now spends most of her time in LA (when she's not digital nomading around the world). Links & Mentions Athena Alliance Coco Brown | Britt de Visser…
Welcome Rebels! 🤘😎 If you've been following our podcast rebrand and caught the excitement in the air You already know we're not just a podcast... 🔥💥 We're a dynamic community and a powerful movement. This is for high schoolers or a gap year student with a unique perspective... We hope you've joined the vibrant d'Skills community already, too! 😉 Today, Swetha Tandri and I will unravel the real "why" behind this journey From launching this show and its vitality... Plus, the 10 commandments that shape the very essence of the d’Skills community. Buckle up, because this episode marks the beginning of an extraordinary voyage into the world of skills, empowerment, and a different mindset. Are you ready? Let's dive in! 🎧🌟 Welcome to the groundbreaking inaugural episode of d'Skills in Action! 🚀 --- Our 10 d’Skills Community Commandments: Skills Over Scores: We believe that real-world skills, mindsets, and impacts say infinitely more about who we are than test scores and GPAs. Progress over Perfectionism : We believe that mistakes are ESSENTIAL to grow and build resilience to succeed, and that we should welcome them in our lives. Courage Over Conformity: We believe in the power of courage and tenacity to break the mold and defy the status quo. Impact Now: We believe that we don't have to wait until we’re older to make a real impact in the world on real businesses and real problems. Community Over Competition: We believe in the strength of community to uplift, encourage, and educate one another, rather than just competing for “top spots”. Pathway-Inclusive: We believe that whatever pathway you're on—college, no college, technical school, entrepreneurship, or something entirely different—d’Skills are vital to launch you into a fulfilling, best version of yourself. Different OVER Better: We follow our different. Forge Our Path: We believe that everyone has the opportunity to learn from this community and carve out their own unique career path. Digital Tools, Infinite Potential: We believe Native Digitals are unstoppable when we harness the power of digital resources and AI technology. Real World, Real Skills: We believe that real learning happens when you begin with a real-world impact you want to make, and work backwards. In our community, we don't just learn; we apply and impact the real world. Links Manifesto — d'Skills (dskills.io) COMMUNITY — d'Skills (dskills.io)…
If you're in high school, you probably spend a lot of time buried in textbooks, but don't really know how your skills could apply to the real world. Trust me, I get it. It can be daunting to build skills and take them outside the classroom. That's why we started this show. Welcome to d'Skills in Action, the show where we help you get the d'Skills you need to impact the real world, not just ace a test or rely on a degree. I'm your cohost, Hannah Grady Williams. I'm 25 and I'm the brain behind d’Skills and alongside me is Swetha Tandri. She's 20 and she's the founder of Melodies for Math. Both of us have forged our own career paths doing something we love. This is a real dialogue podcast. It's for high schoolers, gap year adventurers, and epic parents with a different mind. Each month, we'll bring you d'skills deep dives with students who are making real world impacts so you can see how it's done, and Rebel roundtables with leaders who had untraditional pathways to success and who inspire us. Why are we doing this? Well, it's pretty simple. Less than 30 percent of companies in the 21st century think that students with degrees have any marketable 21st century skills. Big yikes. It's time to ditch the script and get d'Skills in high school. But we're not just a podcast, we're a movement and a community, and you can join the conversation and have a chance to be featured on the show if you go to d'Skills. io forward slash community or click the link in the show notes. Because we're on a mission to help 1 million high schoolers graduate with an impact portfolio of the skills they've applied to the real world before they ever get a degree. All right, Rebels, ditch the script, and we'll see you on the other side. Links Manifesto — d'Skills (dskills.io) COMMUNITY — d'Skills (dskills.io)…
This episode marks a bittersweet moment... Because today is the final episode of Native Digital Native Analog Show. As we welcome a new chapter with the d’Skills in Action... Strap in for our last ride as we cap off this season with a conversation full of mind-blowing thoughts about the profound impact of artificial intelligence on our world. With our special guest, Cynthia Schauer. Exploring topics from automating outdated practices to addressing AI-related fears... Cynthia Schauer has a brilliant mind with extensive experience as an executive and strategic advisor, including her recent role as Vice President of Creative Services at Rite Aid. Today, she is pioneering a crucial venture in the AI landscape, helping companies automate their onboarding and historical data processes through SmartFlow. Her expertise in questioning the fundamental premises of practices, especially in the context of onboarding, offers valuable lessons. --- The Necessity of Adapting to AI and Automation In my conversation with Cynthia, I get to ask her thoughts about the students coming into corporate... She noticed the growing gap between how students are exposed to technology and AI in their personal lives and how they are educated within traditional institutions. “Students are going to come in and they're not prepared for the way the companies have changed. I would challenge you and flip it. I would say the students are going to be prepared. The companies aren't, especially in some of these more established companies.” --Cynthia Schauer She emphasizes the need for educational institutions to catch up and teach students how to harness AI as a tool... And the importance of companies and institutions adapting to AI and automation. She added.. . "If companies are going one way and the education systems are going the other, that gap is just widening." She emphasizes that these technologies are here to enhance human capabilities rather than replace them. AI and Abundance Mindset Another pressing topic from our conversation is the common misconceptions and fears surrounding AI, such as job loss or misuse. "It's a little of both. Now, when I talk to those in the tech sector, there have been some that have admitted they're seeing their own clients don't understand AI."--Cynthia Schauer Along with this is the shift from a scarcity mindset to an abundance mindset in the context of AI. Rather than fearing job displacement due to AI, people and organizations should embrace the opportunities it presents for increased efficiency and productivity. It's crucial to educate individuals about the benefits and opportunities AI can provide while addressing their concerns. "There is enough for everybody... We need to bring that happiness back into our teams. Stop making my job so frustrating because when I have to redo something multiple times, I'm not happy." --Cynthia Schauer Transformation of Organizations As we look ahead 10 years, the conversation we had predicts a transformation in the way organizations operate. "You need a chief AI officer to drive this... It is the person that not only understands technology but also understands leadership."-- Cynthia Schauer Cynthia emphasizes the need for a CAIO. This role is described as a bridge between technology and leadership, responsible for understanding how AI can be strategically integrated into the business to drive innovation, efficiency, and competitive advantage. It is positioned to steer organizations toward a future where AI becomes seamlessly integrated into daily operations. "If you're not using AI, you're going to be out of business by the end of the decade... I think mergers and acquisitions are going to continue, and I've talked to some people about how AI can be used because that's all about data transfer."--Cynthia Schauer With AI becoming ubiquitous and accepted as a standard tool, it levels the playing field for businesses, regardless of their current technological capabilities. Organizations that fail to adapt and embrace AI may struggle to survive, while those that leverage AI effectively will thrive. About Cynthia Cynthia Schauer saves world class marketing and creative teams millions upon millions as a transformational leader who steers companies away from waste and towards profitability. She dives into data and uncovers redundancies while revitalizing brands, processes, and performance through multi-channel marketing campaigns and technologies, consumer engagement, and relationship management. Cynthia earned her Bachelor of Science in Marketing from Miami University. She trained in lean methodologies through Honsha and LSS at UGA Terry School of Business. Cynthia is a member of Chief, Women in Retail Leadership, and the Network of Executive Women. She serves on the Advisory Council and Women in Leadership Executive Program for Florida University, School of Business and on the board of Boca Raton Triathletes. When she is not saving companies hundreds of millions of dollars, she is out running trails and most recently finished a 24-hour race. Links and Mentions Linked In | Cynthia Schauer | IG: cinderellasparklicious (a funny story about this) Website | email: schauercynthia@gmail.com…
Just a few weeks ago, we had James Fellowes on our podcast, a partner at Bridge of Hope Careers. We delved into the world of invisible and visible disabilities in the workplace, exploring how unlocking the potential of people with different backgrounds can become a powerful advantage for companies. Little did we know that James would introduce us to a friend with an even more extraordinary story--- Chance Bleu Montgomery Chance, the Partner Support Manager at Bridge of Hope , has overcome incredible odds, from a challenging childhood marred by abuse to facing the depths of addiction and prison. His transformation and the impact he's making now will leave you in awe. As you listen, pay close attention to the unique challenges faced by individuals from disadvantaged backgrounds when entering the workforce. And Chance's coaching tips offer practical ways to uplift and support them. Every word of this episode is pure gold. --- The Journey of Personal Transformation "So, I was left with these choices to either not live or change... And I spent three years and 10 months in therapy almost every day to unlock some pain and to deal with those childhood traumas while spending five years studying with the Open University to give myself an education my childhood didn't afford "-- Chance Montgomery Chance's journey from a traumatic childhood to becoming a successful founding partner of Bridge of Hope exemplifies the remarkable power of personal transformation. His story highlights that reframing one's mindset and investing in self-development can help overcome adversity. He reframed his experiences, replacing phrases like "life is hard" with "life is challenging," leading to a shift in his mindset and outlook. He found the determination to change by recognizing the value of time as a currency and committing to a long-term journey of growth. “Now I realized that time was a currency we spend. You spend money you spend time if you spend it, It's a currency. I started to think about how I am spending my time currency? Am I spending it for a return?... When you start to look at your time currency in that valuable way, you start to think right, ‘well, I'm now an investor’. I'm an investor of time and I invest my time in a return.” -- Chance Montgomery This shift in language and perspective empowered him to navigate difficulties with resilience and adaptability. --- Bridge of Hope's Holistic Approach to Empowerment I get to ask Chance what Bridge of Hope do and how does it specifically help? Chance emphasizes that it is driven by sincerity and passion rather than just setting up a business. “We mean it. It's not about let's set up a business here. It's about let's change lives.” --- Chance Montgomery The program focuses on changing lives by offering candidates access to various support partners. Candidates benefit from skills assessments, personalized industry suggestions, and pathways to qualifications. Financial support forms a crucial component, with candidates being able to access wages before payday and receive free financial advice for themselves and their families. By recognizing that a person's success has a ripple effect on their family, Bridge of Hope strives to uplift entire communities. "Because if they love who they are, that's when inspiration strikes in the family household. That's when it taps into that next generation. Because we know when someone has a job, the children are watching. And we know when someone doesn't have a job, the children are watching. And so, we know we're making a difference. This is bigger than recruitment. Bridge of Hope is way more than just a jobs board. It's a movement. " ---Chance Montgomery This highlights the potential for positive change through their multifaceted approach. ---- Challenging Stereotypes and Nurturing Aspirations Bridge of Hope challenges societal stereotypes and limited aspirations that have historically held back individuals from disadvantaged backgrounds. Chance discusses how families often advise their children to pursue jobs perceived as safe and attainable, perpetuating a cycle of low expectations. “... I was told to go for jobs as bus driver, because they will have me, but no one else will. And parents of my generation were telling their children to keep them safe from harm, disappointment and rejection. And it was really sad, lots of young people didn't aspire, but there were lots of us who were like, ‘I don't want to be a bus driver’... They're people with these high aspirations but are being told don't go there, they won't let you in. And so that's a whole different existence, because you just look at everything around you and you just feel like none of these are attainable"--Chance Montgomery Bridge of Hope aims to break down these barriers by providing individuals with opportunities and support to pursue their aspirations. The program's mission is to shatter these misconceptions and open doors for candidates to pursue their dreams. Bridge of Hope's commitment to changing lives and fostering empowerment showcases the power of dedicated initiatives in addressing systemic inequalities and creating a brighter future for individuals and their communities. ------ Meet Chance! Chance was not born lucky. A childhood of physical and mental abuse was followed by the death of his sister to Cancer, and in his twenties, Chance had a mental breakdown .... which led to reckless behavior and heavy use of drugs and alcohol. Before he knew it, his life had spiraled out of control, and he woke up one day in a prison cell, alone, with a lengthy term ahead of him. Prison was more difficult than he could have imagined, but it turned out to be a transformative experience. He used the time to reflect on what got him there and how He could ensure he never went back. In prison, he finally recognized that he needed. help – and got some – but he also discovered a capacity to significantly help others. In pursuit of a better life, he realized he could be more than good: he could be determined, resilient and remarkable. After his release, and with the help of the employment charity, Resume Foundation, Chance started his own health and wellbeing brand, ‘Troothshop’. And, seeing his potential, the team behind Resume also employed him as the Partner Support Manager for Bridge of Hope, where he now works with the talent portal’s charity partners to bring other marginalised but talented and resilient candidates into the workplace. Links and Mentions LinkedIn| Chance Montgomery Email | Website | Book a meeting…
Ever wondered about the boundless potential of education? In our ongoing pursuit of reimagining education and reshaping traditional learning paradigms.... We've brought you captivating conversations with trailblazers like Ted Dintersmith, James Fellowes, and many more... But what if I told you that there's more? More to the story of bridging the gap for students and adults who face barriers to accessing traditional pathways. Today's exploration takes us deep into the heart of innovative education and career pathways. As we ponder the question of equity and opportunity, we’ll continue that dialogue from a unique vantage point... with someone whose journey will leave you in awe – Nitzan Pelman, the visionary force behind ClimbHire. Hold onto your seats, because as you listen, you'll discover how ClimbHire opens doors to learning tracks that transcend traditional norms. Join us in this immersive episode, where Nitzan's journey unfolds in her own words. ----- The Transformative Power of Relationships "Once you get a label, then you live into that label and it's really hard to not live into it."--Nitzan Pelman In our conversation, Nitzan Pelman shares her personal experience of being labeled as a "special ed" child in her early education. This label led to low expectations from teachers and peers, and she found herself in a cycle of limited learning experiences. She describes the demoralizing environment of separate classrooms for labeled students, where they internalized the label and formed a self-deprecating identity. The result was a lack of motivation to excel academically, leading to a deep desire to distance herself from school. But her transformative journey highlights the impact of personal relationships on shaping one's capabilities and mindset. "I invested the time, and I invested the energy and I invested and pushed through those feelings of shame."--Nitzan Pelman She discusses how her relationship with her boyfriend, who had a deep love for learning, introduced her to a different way of thinking. Being surrounded by his intellectual circle challenged her to reevaluate her own potential. This experience led to a profound shift in her perception of herself and her capacity to learn. Rethinking Education for the Critical Thinking Economy While technology offers new opportunities for learning and collaboration... Nitzan emphasizes that critical thinking remains an essential skill in an increasingly automated and outsourced knowledge economy. She discusses the role of emerging technologies like ChatGPT in the education sector. "The art of writing is really the art of thinking, and if you can't think critically, then you're going to have a hard time doing anything that's valuable in society."--Nitzan Pelman Nitzan challenges the notion that technology can replace core skills like writing and critical analysis. Instead, she advocates for a reimagined education system that focuses on developing strong critical thinking skills to navigate the evolving complexities of the modern world. Building Social Capital for Economic Mobility Nitzan highlights the disparities in access to networks and relationships that often hinder individuals from low-income and non-traditional backgrounds. "No one wants to be that first black person on the staff... it has to be organic, and it has to be real, and it has to be genuine. And the only way to do that is to build those teams that are diverse early on." — Nitzan Pelman The conversation centers around the critical importance of social capital in creating economic opportunities for individuals from diverse backgrounds. Climb Hire's mission is to bridge this gap by providing not only technical skills but also facilitating the building of social capital. The story of climbers successfully referring to their peers and volunteers mentoring participants underscores the value of networks and relationships in opening doors to employment opportunities. Indeed, diversity and inclusion efforts should begin early to cultivate authentic and diverse networks within organizations. Links and Mentions: (1) Nitzan Pelman | LinkedIn Climb Hire James Fellowes…
A couple of weeks ago we had our Think Tank episode where we've asked an interesting question to see how our guests might implement or respond to this particular scenario. And today is no exception... I got to ask our amazing guest, Karen Brieger, the Senior Vice President of People for an amazing brand called Therapy Brand “What would happen if native digital SWAT teams were deployed in organizations to solve vexing problems?” In this episode, you’ll hear her insights and strategies for leveraging AI tools to enhance the hiring process. With an extensive background as the SVP of People Operations and Chief People Officer at renowned companies like Thermo Fisher, Smiths Medical, and Investors Bank and Trust, Karen's experience speaks volumes. Pay special attention to how her rich experience and fresh outlook on the role of technology in the workplace offer unique perspectives that will surely leave you pondering. ---- Leading with Authenticity Our conversation highlights the significance of authentic leadership in creating a psychologically safe environment. Karen Brieger underscores the importance of being true to oneself, which paves the way for others to do the same. She shares a personal anecdote about cracking jokes during an interview, which prompted relief and a sense of ease among her colleagues. Karen believes that her own authenticity sets a positive example, allowing others to feel comfortable in expressing their true selves. She notes, "And if I'm not going to be authentic, then have I created a psychologically safe space for others to be authentic? So, it's got to start with me at the top, right? It has to start with the CEO too." This perspective emphasizes that authentic leadership not only fosters personal growth and satisfaction but also influences the overall cultural dynamics within an organization. Outsourcing Solutions Through AI Teams One of the most pressing questions is the potential for outsourcing complex tasks to AI-empowered teams, thus maximizing efficiency and cost-effectiveness. As Karen points out, this strategy aligns with current practices of engaging consultants and experts. "If I could use this group that has the power of this AI tool to help solve the problem or do the work for me in half the time, a quarter of the time, in maybe a more creative, productive way, it's going to cost me less, it's going to get me a better outcome. So why wouldn't I?" -- Karen Brieger It becomes evident that the convergence of AI and digital natives presents a transformative opportunity for organizations. By harnessing the creativity of youth and the power of AI, businesses can overcome complex challenges... reshape traditional problem-solving paradigms and position themselves for success in a digitally driven future. Addressing Industry-Specific Knowledge and Problem Solving "How much industry knowledge depends on the problem, right? How much industry knowledge is needed to help guide what the solution is?" - Karen Brieger From a structural standpoint, Karen emphasizes the importance of domain knowledge in tackling complex problems within specific industries. "How much of that just, and that's learned. That's to me those are learned skills. And how essential, with this group, are they there yet? Have they learned those sorts of skills? And is that going to be a challenge in how they approach these problems?" - Karen Brieger She raises questions about the level of industry expertise required to effectively address challenges. Noting that certain problems might demand a deep understanding of the industry's nuances, regulations, and unique characteristics... She highlights the significance of having an AI-augmented team with the right domain knowledge. About Karen Brieger Karen Brieger is a Human Resources Leader with a passion for coaching and mentoring. She is a proven strategic business partner, leading organizations through rapid organic and acquisition growth with a focus on talent acquisition, employee experience and engagement and change management. Karen’s industry experiences include software, banking & financial services, life sciences, medical device and manufacturing. In addition to her current HR Consulting work, Karen’s past experiences have included NextPhase Medical Devices , Bottomline Technologies , Thermo Fisher Scientific , Smiths Medical ASD , Investors Bank & Trust and PricewaterhouseCoopers . A Pennsylvania native, she has a Bachelor's Degree from Widener University. Links and Mentioned Chief | LinkedIn - Karen Brieger https://www.principalpost.com/in-brief/karen-brieger…
The debate on AI, its implications, and the potential obsolescence of traditional skills is heating up. So, today, you get a rant on this very important topic... --a multifaceted perspective on the ban of chat GPT in many school systems. This ban is not just about technology... It's about hindering our kids' preparedness for the digital economy. To all the parents out there, to every leader who's also a caregiver. It's time to explore the world of AI, education, and the road ahead. – this one’s for you. The Shift in Careers and the Role of AI Automation "Every single company right now is sitting down trying to plan strategically,’ what are we going to do about AI?"- Hannah. In the wake of IBM's announcement to cut 7,800 jobs, a wave of concern has swept over various industries. It's crystal clear that every company is in the throes of strategic planning to tackle the impending AI revolution. This revelation isn't just for hiring managers; As a parent, it's a wake-up call about the future of my Gen Z and Gen Alpha children's careers. The fact that IBM is shedding thousands of jobs due to AI automation speaks volumes about the seismic shifts we're about to see in the job market. This realization marks a turning point, not just for hiring managers but for parents as well, as they contemplate the future careers of their Gen Z and Gen Alpha children. "Careers are fundamentally changing, and d'Skills you're going to need to learn as a student are fundamentally shifting toward digital economy skills."--Hannah The Clash Between Education and Rapid Technological Advancements My frustration with the education system's resistance to incorporating AI technology, like chat GPT, is palpable. The workforce now demands soft skills and digital literacy in a digitized economy. "The most important skill you could possibly be learning right now are d’Skills -- skills that are made for the digital economy that are learned digitally and demonstrated." And yet, the education system seems stuck in inertia, oblivious to the seismic shifts underway. It's a head-on collision between the rapid pace of technological evolution and the sluggishness of educational adaptation. and it's our Gen Z and Gen Alpha children who stand to lose the most. This clash between the pace of technological advancement and the inertia of the education system demands a collective push towards preparing students for the AI-powered future. The Imperative for Proactive Learning and Collaboration Given the transformative nature of AI and GPT my call to action is clear... embrace these tools as co-creators. "Use it kind of like you might use Google. Build a habit of using GPT." I encourage Gen Z and entry-level employees to tap into GPT's insights and perspectives as an integral part of their decision-making processes. Through initiatives like the d'Skills community... we're creating spaces for students to grasp AI's intricacies. It's time to shed the reluctance and uncertainties and step boldly into an AI-powered era.…
A Native Digital Talent Thought Experiment, with Adam Levin, CEO of Information Experts, and Steven Keith, Chief Experience Officer at CX Pilots Picture this: legislation from the top above mandates that you replace HALF your staff with the younger crowd--- under 30s! 🙀 I know, it sounds wild, but stick with me! In this exciting episode, we've got not one, but TWO incredible executives on board to help us unravel this mind-boggling scenario. Adam Levin, the CEO of Information Experts, and Steven Keith, the Chief Experience Officer at CX Pilots. We’ll ask our guests about how businesses should adapt to this new generation. These two powerhouses will be our guides as we venture into the Gen Z takeover. Now, we know the real world isn't going to flip overnight, but trust me, the takeaways from this convo are MIND-BLOWING! Imagine completely reorganizing your company culture or hierarchy to sync with Gen Z's vibe. These two boutique consulting firms, Information Experts and CX Pilots, have some radical ideas! --- A Case Study Today you’ll get a glimpse into a think tank. What if a brand-new law mandated replacing at least half of your team with tech-savvy, native digital humans under 27? Steven and Adam have some fascinating perspectives on how their companies would adapt to this digital revolution. Adam highlights that the first step might be embracing Gen Z's intuitive digital flair, focusing on design as a starting point. "The easiest point would be to start with design since they're intuitively digital." - Adam Levin His thoughts on the prospect of suddenly replacing a significant portion of their team with native digital humans appeared exceptionally challenging. Their company prides itself on being sought after for its experience and expertise and the potential mismatch in perceptions between the seasoned clientele and the young, digitally native workforce posed a notable challenge. "It would be a challenge for me to put that demographic in front of my clients." - Adam Levin On the other hand, we've got Steven who is all in for the Gen Z takeover, stating, "I'd love it! Sure, it comes with significant challenges, like ageism. But some of the smartest ideas come from surprising packages, like a 22-year-old genius who blows us away with game-changing concepts."-- Steven Keith Nonetheless, they recognized the importance of embracing change and exploring innovative solutions to make this transition work seamlessly. It was clear that they were determined to navigate these obstacles and find a path towards a successful integration of native digital talent into their team. AI and Gen Z Taking it a step further, we contemplated the remarkable possibilities if Gen Z talents were half our staff. Adam offered valuable insights, saying "If you can leverage that technology again to create really dynamic deliverables, the clients aren't going to care who did, who worked on those." It's clear that the integration of AI could revolutionize our deliverables and bring unparalleled value to our clients. We also pondered whether these young individuals, equipped with AI capabilities, could potentially make an astounding career leap in terms of knowledge and strategies. Adam acknowledged the potential for growth but emphasized the importance of experience and expertise gained over time, which remains irreplaceable. Steven shed light on an intriguing epistemological conundrum—AI's capacity to present knowledge versus applying it effectively. He aptly pointed out, "You can create and present the knowledge... but you can't create the step above knowledge, which is applied knowledge or wisdom." This highlighted the significance of human-to-human connections and the unique value that experience, and institutional memory bring to decision-making processes. By striking a balance between leveraging cutting-edge technologies and harnessing the power of experience and expertise, we can create a powerful synergy that propels our business to new heights. Beyond Generations Adam highlighted the mindset of the younger generation... stating that they naturally think about how to leverage technology to its fullest potential, which can be a significant advantage for businesses. "Having that mindset would be huge. Like an automatic, hey, how do we leverage the best technology out there? I think that's great."---Adam Levin While we explored the concept of generational differences Steven expressed his interest in having a team of digital natives dedicated to creative problem-solving and envisioning solutions that bridge the gap between digital experiences and human touchpoints. He believed that the differences between generations might be less substantial than commonly thought and viewed the experiences as more of a gradient without clear boundaries. "I'm not fully bought into the like Gen Z, Gen X, Gen Y, Millennial thing. Like to me, they're largely inconsequential because I grew a couple of them, and I deal with them all the time." - Steven Keith In the end, both Steven and Adam emphasized the importance of mutual respect, flexibility, and effective communication as universal themes that transcend generational labels. --- Meet Adam and Steven! Adam Levin is a CEO and Chief Marketing Officer of Information Experts, Adam formulates the company’s growth strategy & marketing strategy, and leads the company’s business development efforts to ensure the company still is known as one of the most successful organizations in the industry. In addition to running Information Experts, Adam is the Chief Marketing Officer, Partner for NeXco National. He handles creating, communicating and delivering offerings that create value for customers, clients and business partners. Stephen Keith, the Chief Experience Officer at CX Pilots is an extraordinary individual hailing from Iowa, Minneapolis, and Chicago. He had 10 years in college. Steven's life has been an enchanting medley of roles, encompassing brain surgery on lab rats, taxi driving in a college town, scriptwriting, and trading cigars all simultaneously. Along the way, he braved four near-death encounters that shaped his perspective on life. As a devoted parent, Steven's unwavering love and commitment were evident in raising his son who has autism. Embracing his entrepreneurial spirit, he fearlessly established two thriving companies, showcasing his resilience and innovative spirit. Despite navigating challenges, including 19 job dismissals out of 21, Steven's indomitable spirit remains steadfast. Above all, his genuine concern and empathy for others have endeared him to many as a compassionate and cherished individual. Links and Mentions: www.cxpilots.com | Steven Keith | LinkedIn www.informationexperts.com | Adam Levin | LinkedIn…
Hannah's 1984 - A 10 Year Look Into a (Possible) Future Remember Per Damgard Hustad, the AI expert we interviewed before Chat GPT took the spotlight? He foresaw a world where AI multiplies global wealth tenfold...urging us to redefine our values beyond careers! And in today’s episode, we're diving into uncharted territory... Imagine George Orwell's 1984, but with a Gen Z twist! Join me as I take a peek and look at 10 years ahead, chatting with Chat GPT about what could be in store for us.... We'll explore the phases that could shape the next 10 years... maybe we'll look back in a few years at how accurate my predictions are... So, buckle up your seat because today's episode is like no other! 🔥 Phase I: Turbulence (Present – 2025ish) I've named phase one 'Turbulence,' because the changes coming our way are both exciting and nerve-wracking, and humans will have to figure out how to adapt to AI. From job displacements to economic disruptions, the effects maybe widespread. As I always say, ' Change is inevitable, and it's up to us to adapt and thrive .' The integration of AI will create a diverse landscape, with some embracing the positive displacement of mundane tasks, while others may worry about job losses. It's a challenging phase for all, but one that carries immense potential for growth and creativity. Phase II: The Digital Renaissance (2026 – 2030) After navigating through the turbulent debates on AI's impact on jobs and potential government interventions, I’ll call the second phase of our AI journey A New Renaissance. During this phase, the spotlight turns to humanity's distinct strengths, with creativity, emotional intelligence, and innovation taking center stage. "Lifelong learning becomes essential as individuals seek continuous education and exploration of new domains." A world where AI works tirelessly behind the scenes, affording us ample time to indulge in creative endeavors and innovative pursuits. A future where our true value lies not in job titles, but in our ability to unleash creativity, empathy, and originality like never before. "I could see us returning to a world where people pursue higher learning simply because they want to. They could go study and get a major or a master's or a doctorate in poetry, not for the expectation of a job, but simply for the joy of studying it, enjoying it, and discussing it." - Hannah Imagine a renaissance where the pursuit of knowledge is driven purely by passion, unburdened by the pressures of employment. As AI gracefully assumes specialized technical roles, humanity will have the opportunity to focus on building a better, more connected physical world. Additionally, this renaissance promises a revival of spirituality—an opportunity for us to reconnect with our core values and rediscover our purpose. Irrespective of religious beliefs, a thirst for deeper meaning will propel us to embrace our humanity and seek higher truths in an age that celebrates creativity over consumerism. Phase III: Augmented Coexisted (2030 and beyond) Picture a world where AI and humans work in harmony, where ethical considerations are addressed, and collaboration becomes second nature. In this phase, we'll have mastered AI integration, and the pendulum of uncertainty will finally find stability. I call this third phase "Augmented Coexistence." "Augmented coexistence will revolutionize the way we collaborate, creating a harmonious bond between AI and humanity." - Hannah Now, the impact on society and the economy during this phase is nothing short of fascinating. I believe in this phase, we’ll see the rise of a Universal Basic Income (UBI) – to keep people out of the way of innovation. But unlike what we’re hearing right now, where governments are managing it, I believe private companies will step in, keeping innovation on track without relying on government intervention. However, the reality may differ, and government driven UBI is a possibility we should prepare for. In any case, UBI may be the new norm in our economic system. Every college student graduating into this era will need to adapt, as the jobs of today will seem antiquated compared to the opportunities of tomorrow. Compensation models will also undergo a radical transformation. Outcome-based and value-driven payment structures will replace traditional hourly or salary-based systems. AI's wealth generation maybe unprecedented, shifting our perception of currency and prosperity. "The rise of AI will birth a new economy where value, creativity, and innovation take precedence over outdated compensation models." - Hannah We will see an upsurge in social initiatives aiming to leave a positive mark on the world.…
Make Your Life Feel Longer, with John K. Coyle, Olympic Speed Skater and Design Thinking Expert If you watched the 1994 Winter Olympics, you may recognize today’s guest. Because he ended up taking home the silver medal in speed skating that winter with his team. Today’s episode is exciting and thrilling as our guest shares his adventurous journey. From 55 times he almost died, his thoughts about the perception of time, to how he led the shift from contract cellphone plans to non-contract plans... you’ll be hanging onto every word John shares. He even shared, for the first time in a public forum, the personal story behind a poem he wrote that has since been shared with hundreds of thousands of people. Join me in our episode today as I take the journey to the great mind of an Olympian, storyteller, keynote speaker, author, and a leading expert in "Design Thinking” and Innovation --- John K. Coyle This episode is an idea of flow, adventure, risk, and creativity combined in one. A Danger Seeker “In a lot of cases in life, bigger risks mean bigger rewards” ---John Coyle John’s whole life, he’s sought out thrills. Intentionally. And in moderate numbers each year. He described himself as a kid who’d go to a haunted mansion on the hill at midnight with no flashlight. From a young age, John's fearlessness and resilience set him apart. As he said, I think I'm a dopamine resistant.” He fearlessly embraced physical challenges that others would shy away from. He made tough decisions that others wouldn't dare to make. When faced with a lack of success on the Olympic team, John took a leap and decided to train on his own. This audacious move earned him triumphs beyond imagination, breaking US and world records and proving that daring choices could lead to tremendous achievements. Throughout his life, John's willingness to embrace uncertainty and go against the grain paid off. In this section, pay special attention to how anyone can use seeking danger, thrills, and stories to increase the perception of time. Your life will be more fulfilling. Losing Creative People Reflecting on my own generation, Gen Z, I note how college made more sense in their time when company routes were prominent. John unveils how swiftly shooting down ideas dampens creativity and causes talented minds to withdraw, leading to a decline in business growth and potential failure, "So, it's about what's that calculated risk, and divergent thinkers, creative thinkers, are just capable of thinking far outside of the comfort zone than your convergent thinkers, and if you shut them down all the time, if you don't absorb them, if you fire them or if they leave, then you just don't have that pool of ideas that can help a business grow beyond its current boundaries. And that's how businesses die." I'm left pondering the significance of nurturing a culture that welcomes innovative ideas, disruption, and calculated risks... "So now they're essentially permanently shut down. They just don't bring ideas anymore. And then the third strike happens is they leave because people join companies, and they leave leaders. The reason they leave leaders, 52% of the write-in votes is my boss is not open to my ideas. So now you've just had an exodus of all your creative people, and this is how big companies go out of business." Amygdala Driven Moments, Time Perception Our conversation takes an intriguing turn as we discuss his research on the curious phenomenon of time perception, and the complexities of neuroscience and its rapid advancements. He explains that we live in moments, capturing snapshots of experiences every two to three seconds, creating a vast pile of memories. “It gets more interesting when the amygdala, which sits next to the hippocampus on both sides, wakes up. And it only wakes up for two reasons. Never do that again or always do that again.” The role of the hippocampus in writing memories to long-term storage and the significance of the amygdala in shaping recallable moments are thoroughly explored. "What's really interesting about amygdala driven moments is they tend to stay at the top of the stack. They're almost never discarded, and there's more density in the photo. Image sense sounds, emotions in those. So, when the amygdala's awake, you're going to have this multiplying factor.” These profound insights offer a glimpse into the intriguing realm of neuroscience... where our perception of time intertwines with the intricacies of memory formation, all awaiting discovery and understanding. Get to Know John! John K. Coyle is one of the world's leading experts in "Design Thinking” and Innovation. A highly sought-after speaker and lecturer, John is a graduate of Stanford University with a degree in Engineering - Product Design (Design Thinking) and Northwestern’s Kellogg Graduate School of business with an MBA in organizational behavior, marketing and entrepreneurship. A former head of innovation for a Fortune 500 wireless telecom, John has also been the SVP of innovation for a leading strategy consultancy. John is a world class athlete in two sports (cycling and speedskating) and an Olympic silver medalist, as well as an NBC Olympic Sports analyst, and a guest lecturer on Innovation at several leading universities (Kellogg, Marquette, CEDIM). John is a four-time TEDx speaker, and an award-winning author of two books, including the (2018) best seller: Design for Strengths: Applying Design Thinking to Individual and Team Strengths. John is also a thought leader in the field of “chronoception” - the neuroscience and psychology of how humans process time. Learn more at his website www.johnkcoyle.com Mentioned and Links JohnKCoyle.com | Facebook | LinkedIn Insta: @coylejohnk | Twitter: @coylejohnk | Email…
A Conversation on Education, Change, and Innovation with Amy Horner, Top 50 Women in Accounting Many of us know the familiar feeling… The fear of hurting someone's feelings or the resistance to doing things differently holds many people's back in their careers, and sometimes personal life as well. In this episode, our guest, Amy C. Horner, CPA, MBA, C-Suite executive, and Strategic Change Ambassador will unpack the topic of change leadership. Not only that! This episode spans from far-beyond-things related to accounting, to recruiting Gen Z into professional services, and so much more! The Evolution of Work Experience for Women In my conversation with Amy, I got to ask her thoughts on the experiences of women leaders in male-dominated industries and the evolving landscape of diversity, equity, and inclusion. While I highlight the common thread I have observed among many women leaders, Amy shared her perspective on the challenges faced by women in the workforce... emphasizing the need to focus on the people and their talent rather than the metrics of diversity. “Instead of really focusing on who are the strongest people to put at this table, let's please stop with the metrics. Let's focus on the people on their talent and not be so worried about adding a seat or giving up a seat. Let's make sure that all of the seats are filled with the strongest people that we can possibly put in them.” -- Amy Horner She criticizes the "metric-driven diversity mentality" that treats diversity as a checkbox, rather than considering the strength and capabilities of individuals. She emphasizes the importance of genuine connection and collaboration among diverse individuals, rather than relying solely on metrics to drive change. Accounting Recruitment Challenges with Gen Z Amy attributes the difficulty in recruiting Gen Z’ers to accounting's negative reputation of being a “boring career” and lack of exposure in early education. Many high schools have cut accounting courses as electives, resulting in students not being exposed to accounting until college, if they pursue a business major. “I can tell you, having seen Intro to Accounting within the last two years out of the local community college, it's not fun.” Amy acknowledges that the Intro to Accounting course can be challenging and not enjoyable for those who aren't interested in mathematics. She also mentions the perception of accountants working long hours in dark, windowless rooms, which has created a bias and reputation that is hard to overcome. The negative programming and reputation associated with accounting make it challenging for the profession to attract Gen Z talent. However, Amy believes that efforts, such as incorporating accounting into STEM education at an early age and dispelling outdated stereotypes, can help improve recruitment efforts in the future. Embracing Change: Unveiling the Resistance within Organizations As I seek Amy’s perspective into why people fear change, she highlights the impact of early programming: “Let's think about any little kid that's on a playground and they're running around, they're having a great time, and what are the adults around them doing? ‘Slow down, you're going to hurt yourself.’ And that programming impacts all of us differently. We've been doing that for decades to little kids, and then they come out and they come into the workforce. And so that translates into being afraid of innovation and change, doing something outside of the way they were taught.”- Amy Horner She emphasizes how this upbringing instills a fear of running too hard, trying something new, and failing, leading to resistance towards innovation and change. Amy further explains, "The reason they haven't changed it isn't because they haven't thought about how to change it. It's because the person who taught them how to do it is still there, and they don't want to upset that person or hurt their feelings." This fear of disrupting established relationships and norms becomes a significant barrier to strategic change within organizations. " The fear to change something, the fear to innovate, kills companies. History is littered with them ," ---Amy Horner Throughout the conversation, Amy underscores the psychological barriers and deep-rooted programming that contribute to change resistance, urging organizations to confront and overcome these obstacles for growth and success. Get to know Amy! A high-energy change leader with proven results, Amy brings her well-rounded experience and altruistic nature to help others succeed to work with her each day. Several organizations have sought her expertise in mentorship, change leadership, strategic planning, and effective goal setting. Throughout her career, Amy has passionately led collaborative change initiatives and advocated for mentorship programs to complement existing professional development platforms for all. Amy is a dynamic public speaker and tireless networker, both in person and on LinkedIn. Mentioned and Links LinkedIn, Amy Horner Ted Denter Smith | Greg Whiteley | Most Likely to Succeed CHIEF, Carolyn Childers and Lindsey Kaplan…
The Inception of Netflix’s Subscription Model, with Robbie Kellman Baxter, Best-Selling Author of The Forever Transaction Subscriptions are the norm in 2023. But it wasn’t always that way. Behind every genius model is someone. Someone who made things the way they are by changing the way they were. And in the case of the brilliant shift to a membership economy that Netflix led, and millions of others followed, the “someone” behind that move was our guest today, Robbie Kellman Baxter . It was such an honor to dive into a personal conversation with Robbie, who is known for her #1 best-selling books The Forever Transaction ” and “ The Membership Economy ”, but today we get to experience Robbie’s insights on not just subscriptions, but education, digital community, and even poetry. You’re in for a treat. From Poetic Verses to Subscription Expertise In the late 1980s, Robbie’s parents encouraged her to pursue her passions and study whatever interested her. They believed in her ability to forge a successful career, regardless of her chosen field. With this support, Robbie embarked on a journey into the world of poetry... As she entered the job market after college, she faced condescending questions during interviews, such as being asked if her passion for poetry would distract her from her work. Despite such challenges, Robbie's dedication and impressive track record of achievements eventually landed her a job. “People mostly you get your next job based on what you've done prior to that. Sometimes school is a signaling factor. And what I always said about poetry as a signaling factor is that I am, I have an ability to do a close read...to see patterns and draw conclusions.” --- Robbie Baxter To thrive in the independent consulting realm, she understood the importance of establishing a personal brand and becoming an expert in a specific area. It was during this phase that Robbie discovered her passion for subscriptions and membership models, which she has been actively involved in for over two decades. “If you want to be a successful independent in this world, you have to have a brand and you have to be an expert on something and be known for something. Eventually I sort of found my way into subscriptions and membership about 22 years ago. And it's been a really fun journey.” --- Robbie Baxter Today, Robbie's expertise lies in the realm of subscriptions, where her skills as a writer and researcher come to the fore. Robbie’s Journey Robbie shared her experience of working at three different tech companies after graduating from business school. In retrospect, these companies operated under recurring revenue models, similar to today's SaaS companies. When faced with a layoff, her immediate focus was on financial stability to support her mortgage and family. Initially, she was open to any work that could provide income. However, she realized the need to specialize and become an expert in a specific area. “Now that I'm more comfortable that I can make a living as a contractor, consultant, where am I going to focus? I need a focus. I need to be an expert on something.” --Robbie Baxter The turning point came when she began working with Netflix as an independent consultant. Witnessing Netflix's relentless dedication to customer retention and its profound impact on all aspects of the business, she fell in love with the subscription approach. Other companies, such as SurveyMonkey and Intuit soon recognized her association with Netflix and sought her guidance to become the "Netflix" of various industries. Navigating the Gap Between Specialized Degrees and Transferable Skills --- Yes, we even discussed her unique education journey. Robbie believesshared that obtaining a degree no longer guarantees job opportunities due to the oversaturation of graduates and the varied interpretations of what a degree signifies. “It's become harder for people to get jobs just because they have a degree, not because of the specificity of the name of their concentration or their major, but because there's so many of them. It doesn't necessarily mean that you're hardworking or good at anything...First, a degree is not a degree, it's not a monolithic thing.ot monolithic” --- Robbie Baxter She argues the value of a degree should be assessed more comprehensively... She views college as a package of benefits, each unique to the school, major, and extracurricular activities. As Robbie said, “ The experience of college or university is a bundle of benefits... And so, you have to choose what bundle of benefits you want.” Drawing on personal experiences, Robbie emphasizes the importance of adaptability and a broader skill set. While acknowledging the benefits of pre-professional paths, Robbie encourages students to value a more well-rounded education. We hope you enjoyed this more personal look into Robbie’s journey --- you can catch her on other podcasts dissecting her best-selling books, so be sure to check out the links below and her books in the bio! —- Meet Robbie! She helps companies leverage subscription pricing, digital communities, and freemium models to build deeper relationships with customers. Over the past 21 years, she has worked with over 100 organizations in over 20 industries like the National Basketball Association, Hagerty, The Wall Street Journal, Microsoft, and Ingram Micro. As a keynote speaker, she has presented globally at major conferences, association meetings, trade shows, and elite universities, as well as to private audiences at many of the world's most well-known companies. She hosts the podcast, "Subscription Stories," where she sits down with business leaders to discuss how they're using subscription pricing and membership models to redefine the biggest industries and generate predictable recurring revenue. She has also developed and taught nine video courses for LinkedIn Learning on business topics ranging from innovation to customer success and membership. Her first book, "The Membership Economy: Find Your Superusers, Master the Forever Transaction & Build Recurring Revenue," anticipated and defined the massive transformation from ownership to membership and the rise of subscription pricing. It was named a top 10 marketing book of all time by Book Authority. Her second book, "The Forever Transaction," takes readers through every step of the subscription business process – from initial start-up or testing of a new model to scaling the operation for long-term growth and sustainability. Prior to launching Peninsula Strategies, she was a strategy consultant at Booz-Allen & Hamilton, a New York City Urban Fellow, and a Silicon Valley product marketer. She received her M.B.A. from the Stanford Graduate School of Business and graduated with honors from Harvard College. Mentioned, Links, Books: robbiekellmanbaxter.com https://www.linkedin.com/in/robbiekellmanbaxter/ @robbiebax (twitter, medium) @robbiekellmanbaxter (instagram) The Forever Transaction The Membership Economy Jen Marr…
Hannah Gets Coached to Self-Coach LIVE, with Mike Normant, Best-Selling Author of Coach Yourself Up Ever wondered what it truly means to coach yourself? Get ready, as our guest Mike Normant is about to reveal the secrets behind this powerful skill. In this conversation, I dared to ask Mike, author of Coach Yourself Up, an executive coach, and leadership trainer, to coach me right here on the show. We explored his methodology, delving into the essence of self-coaching and its transformative potential for your career, life, and everything in between. Brace yourself for a mind-opening experience unlike any other. Let's dive in! “Capital T” Truth vs. “Small t” Truth Drawing from his extensive knowledge, Mike provides a relatable example to illustrate how these truths manifest in our daily experiences. “One of the biggest things that drives human behavior is whether they believe a world, the world is a safe place that is filled with good people, or it's a dangerous place filled with dangerous people.” ---Mike Normant We discussed the common small “t” truth of needing things to be perfect initially shaped by childhood experiences and the desire for acknowledgment. Gradually, it transformed into a capital T truth—the perception that imperfection equated to failure. However, upon reflecting on our conversation, I realized that this belief did not correspond to an objective reality. It was not a universal truth that dictated worth or guaranteed success. As Mike Normant said, "Under all people's behaviors are the stories we tell ourselves." Imagine the possibilities that arise when we become aware of the stories we tell ourselves and take active control over them. These stories resemble invisible threads woven into our minds... They empower us, giving us the courage to take risks and embrace growth, or they can hold us back, limiting our potential and trapping us in self-imposed barriers. "If you can't really focus your attention very well, it's hard to self-serve, but there's self-observation. And then once we have a pretty good grip on what we think is going on story-wise, then we move into the third step called being response-able, the ability to choose an intentional response." --- Mike Normant Ontological Humility + Political Stances Ontological humility and Political Stances—two crucial aspects to consider. In a nutshell, ontological humility delves into the study of reality. For example, your perception tells you that marketing has gone awry. But ontological humility nudges you to pause and consider that your perspective may not be the only valid one. It invites us to engage in conversations with the awareness that our perception of reality is shaped by the core set of facts we believe to be true. "It may be the truth, but when we jump to it without allowing for other inputs and ideas and perceptions, we do a disservice and we frankly are unaware back to your point, that there might be other things involved that we're not aware of."---Mike Normant Hannah Gets Coached to “Self-Coach” "it's very easy and very common for us to see somebody doing something that goes against what we believe, and we label them as wrong."---Mike Normant However, it's important to recognize the ease with which we pass judgment and the commonality of this tendency. By acknowledging our instinct to label others, we can go deeper into the complexities of differing perspectives. In this self-coaching model, Mike focuses on helping individuals recognize and address their self-limiting behaviors, which hinder progress. Self-observation is the key concept he's advocating. This introspective process forms the second step in the self-coaching path, allowing you to embark on a transformative journey of self-discovery. "One mantra is you have to do the inner work to make a lasting outer change... the second mantra is, small shifts lead to big changes."---Mike Normant The bigger we make it, the more like, the easier we set ourselves up to fail, the more we push too hard. Mike has longed to have learned these concepts earlier in life; we are privileged to learn this today. ----—— Meet Mike! A Bay Area native who brings a unique blend of technical expertise and a passion for outdoor adventures. With an Electrical Engineering degree from the esteemed University of Notre Dame, Mike combines his analytical mindset with a love for nature and music. Raised amidst the vibrant landscapes of the San Francisco Bay Area, Mike finds solace and inspiration in the great outdoors. Beyond his affinity for the natural world, Mike's love for live music knows no bounds. With a particular fondness for jam bands, he finds immense joy in attending approximately 25 shows per year (pre-Covid). Mike Normant is an author, executive coach, and leadership trainer, with a 25-year corporate career that included running global Learning & Development at both eBay and ServiceSource. He is also the creator of Coach YourSelf Up , a training program that teaches self-coaching skills to help individuals make lasting behavior changes in support of their career and life goals. Following his own personal transformation, Mike created this program in service of his purpose: to help as many people as possible achieve more of their potential through heightened self-awareness. Mentioned and Links https://coachyourselfup.com/book https://www.linkedin.com/in/mikenormant https://coachyourselfup.com Tiny Habits by BJ Fogg Conscious Business by Fred Kofman…
We all know that the attention spans of both young individuals and adults are decreasing.... As the volume of learning content continues to rise, our ability to focus diminishes. However, micro-learning presents a refreshing approach to knowledge acquisition... And in this episode, we explore how this innovative approach is revolutionizing training and learning,with our special guest, tech start-up rockstar Chris Sterbenc , who has three decades of epic entrepreneurial adventures under his belt; we'll delve into the captivating world of micro-learning. How Ole Miss Used Microlearning to Go from WORST to BEST Defense in the Country Chris’ company, Learn to Win, had the opportunity to deploy their micro-learning technology on a crazy experiment: Could micro-learning help a college football team improve their defense strategies? Ole Miss shifted from traditional methods to using Learn to Win to break down lessons into one to three-minute chunks. “Rrepetition is a big key piece to this. And also training on one concept at a time,so, you don't train players on four things at once. You break it down into four pieces and you train them in one concept at a time. And people just generally have much better comprehension and retention if you build the training program to be structured that way.” -- Chris Sterbenc As a result, not only did the players find it more enjoyable, but the comprehension and retention of the material skyrocketed. The ultimate result? They went from being one of the worst defenses to becoming the top defense in the country. Chris shared that the key to effective training lies in meeting people where they are comfortable and delivering content in a format that they prefer. “There's no getting around it. That's the style of interaction that the folks have now. If you try to force them into a format that they're not comfortable with, it's not going to be very effective or they're not going to like it. “--- Chris Sterbenc Flipped Learning Flipped learning is an alternative approach that can be utilized alongside micro-learning. Chris explained that this method flips the traditional order of presenting information, resembling a game of jeopardy. “In traditional classrooms there's another variant. Which you can take advantage of with micro learning, which is flipped learning, where you present the problem before you explain how afterwards. And you get people's brains engaged and how they might solve the problem before you teach them the backstory behind it.” --- Chris Sterbenc In flipped learning, the problem or question is presented first, engaging learners' minds in thinking about how they would solve it. Chris’ Thoughts on the Education System: Active Learning Classrooms In the realm of education, exciting experimentation is taking place both in universities and high schools. From active learning classrooms to collaborative sessions, the focus is on hands-on experiences that defy passivity. As Chris mentioned, “There is now a lot of experimentation going on in higher education, at university level, and you're seeing a little bit of it in the high school level with active learning classrooms... there's hands-on experimenting going on. There are collaboration sessions. It's not passive.” This shift signifies a powerful transformation, where students are actively engaged in their learning journey, paving the way for dynamic and impactful educational experiences. Chris’ College Degree Chris’ journey was far from ordinary. He discovered his interests and preferences by immersing himself in a business environment and observing daily operations. “All the skills that I got during that period were not in college... But internship is I think, the answer to that question at the end of the day. Because you can immerse in a business and see what the people's day-to-day jobs are like, what they do, what they do, and don't like.”—Chris Sterbenc As a dad of two, he emphasizes to them the importance of gaining practical skills and experiences beyond the degree. “I told them is even whatever degree you pick, pick something that you like because I want you to enjoy it. Engage in and master something, whether it's necessarily going to be your job path, because you may get out and discover.” —Chris Sterbenc ---- Listen to the whole podcast to join the conversation. Meet Chris Sterbenc Chris Sterbenc is a 30-year serial tech start-up guy! He grew up in Chicago but has been in and around Silicon Valley for most of his career. Having hired more than 400 sales reps over the course of his career, Chris is fascinated by the changes he sees in each new wave of young talent entering the workforce. Seeing the evolution of the way they learn, how they work and what they want from their careers has been an amazing journey! Chris shared his enthusiasm for Climb Hire , a San Francisco-based business partner specializing in advanced skills training, founded by Nitzan Pelman . Their program, focused on Salesforce CRM Administration, stands out because students are not charged upfront. Instead, they repay a percentage of their first-year income once employed, funding the next cohort. This innovative model has graduated hundreds of non-degree holders into high-paying jobs, boasting an impressive 80% graduation rate and around 75% of certificate holders securing significantly higher incomes. Climb Hire’s microlearning approach has truly transformed careers, making a remarkable impact. Stay tuned for Nitzan’s episode on The Native Digital + Native Analog show, coming this fall! Mentioned and Links: Chris Sterbenc | LinkedIn Chris Sterbenc (@disterbenc) on Instagram Learn to Win | Agile Learning: The Guide for Sales Leaders | Learn to Win Blog…
A Deep Dive into Finding Product Market Fit with Sean Sheppard, Venture Capitalist and Managing Partner at Corporate Venture Builder U+. Are you an early-stage startup struggling to attract investors and find product-market fit? Do you ever wonder what you might be missing when it comes to presenting to VCs? Well, we recently spoke with the brilliant mind that is Sean, and he dropped some major knowledge bombs on the subject. Sean is a savvy serial entrepreneur, who knows how to make a business boom! With three successful exits and a background in Venture Capital, Sean is the Managing Partner at Corporate Venture Builder U+. For over 30 years, Sean has been bringing new products to market as a five-times sales founder. With his extensive experience and expertise, he helps startups find their footing in the industry and develop predictable revenue models. It's no wonder Sean has been recognized as one of the Top Sales Influencers You Should Be Following on social media. Transparency is the Key in Entrepreneurial Ventures You know that feeling when someone isn't being totally honest with you? Well, that's exactly what gets VC investors like our speaker here worried. In our conversation with Sean, he pointed out that most young start-ups often lack honesty when presenting to VCs. And that's a big issue because finding product market fit is a tough journey. “...tell me what you don't know and how you're going to find out; to be a learner at all instead of a know-it-all and have that growth mindset...embrace ambiguity. Replace the word rejection in your vocabulary with feedback, and you see feedback as a gift...” ---Sean Sheppard It's not just about what entrepreneurs are holding back from investors; it's about their attitude towards learning and growth. Building a successful startup isn't just about having a great idea or cool technology... It's about understanding the problem you're trying to solve, and the people you're trying to solve it for. Balancing Immediate Gains with Long-Term Strategy One of the pressing topics about market strategy is the difference in mindset between those who prioritize short-term gains and those with a strategic understanding of technology companies. Sean explains why Wall Street guys tend to prioritize quarterly earnings... While those with a strategic understanding of technology companies can see the bigger picture. Adobe's acquisition of Figma is an example. Sean emphasizes the importance and the need to adapt between generational demographics and to own relationships with customers to stay on top in the long run “...if you don't adapt, you are going to die... that doesn't mean you can't reinvent yourself tomorrow. I think everybody can and everybody should. But you have to stay out in front to stay relevant. And that means understanding the Gen Z demographic versus the millennial demographic...” ---Sean Sheppard Sean’s Insight about the Shift of the Knowledge-Worker to Intellectual Capitalist “The way that we're investing now is we're giving less money to more companies earlier on...Because applied technology means anybody can do it … and that measured by the cost acquire customer over the customer lifetime value...and it was because they could find product market fit, and they understood the real problem.” - Sean Sheppard This is the age of infinite leverage. In today's age of applied technology, it's easier than ever to get products into the market but also harder than ever to get traction for them. Sean gave an example like what happened to match.com which Will Bunker founded. He found a repeatable, predictable, scalable customer acquisition channel through affiliate marketing. They reinvested all their capital and never raised any more money, and that's how they found product-market fit. The cost to acquire customers over the customer lifetime value is the key ratio to measure this. Connect With Sean Sean is a serial entrepreneur with 3 exits, Venture Capitalist and Managing Partner at Corporate Venture Builder U+. He is a globally recognized thought leader with over 30 years of experience bringing new products to market, including as a five-times sales founder with three exits. In addition to helping hundreds of startups find product market fit and predictable revenue models, Sean helps global multinationals to identify new applications for their existing technology portfolio, bring new products to market with profitable business models, and organize and train self-managing early product stage sales and marketing teams. Sean was named as One of the Top Sales Influencers You Should Be Following on social media. Sean is an active mentor, advisor and guest lecturer at global startup accelerators, innovation conferences, and colleges and universities including NASDAQ, 500 Startups, Y Combinator, Galvanize, Alchemist, GSVLabs, London Business School and the Owen School of Business at Vanderbilt University. He’s now committed to working with countries, companies, entrepreneurs and those who want to work with them on building startup ecosystems to find product-market fit and developing the next generation of leaders for the innovation economy. LinkedIn | Instagram Sean Sheppard (@seanasheppard) Mentioned: Will Bunker Andy Raskin - The Greatest Pitch Deck I've ever Seen about Zuora. Jim Collins - Good to Great…
We wake up in a fast-paced world, and sometimes 24 hours isn’t enough. But what if you could get back an extra hour each week? What would you do with it? I bet most of us will do what we love. Perhaps become a better spouse, parent, or friend. Or pursue bigger things and spend an hour less treated like a ticket. That’s when the power of AI comes in. Today’s episode is not a typical discussion about AI because our guest, Dan Turchin, CEO and Founder of PeopleReign , will tell us what the future could be with the help of AI. Meet the tech powerhouse and AI aficionado, Dan Turchin! As the CEO and Founder of PeopleReign, he's revolutionizing employee service automation with his leading AI platform. He's also a member of the Forbes Technology Council and the host of the wildly popular podcast show AI and the Future of Work. But wait, there's more! Before PeopleReign, he was at the helm of InsightFinder, the AIOps leader, and co-founded Astound, an AI-first enterprise platform for HR and IT. Oh, and did we mention he's served as Chief Product Officer at Fortinet and a Senior Director of Product Strategy at ServiceNow? This guy's tech cred is off the charts. But he's not just a tech genius, Dan's also an active angel investor and startup advisor with over 30 companies in his portfolio. He's passionate about building great teams and great products that solve hard problems and change lives. And when he's not crushing it in the tech world, he's likely cheering on youth soccer, indulging in some adventure sports, or reading Asimov and Dr. Seuss. Dan's got a BS and BA from Stanford University, so he's got the smarts to back up his incredible tech journey. A, for Augmented Not Artificial “If we could build like a great big digital brain that like personal concierge that would be awesome. You've got like your companion brain that gets smarter all the time and is just there to assist you, to make you like the best version...That's our vision for the future of work, for the future of humanity.” --- Dan Turchin Gen Z is known for being great consumers of new technologies, like AI and machine learning, without necessarily understanding how they work. Imagine walking into the office and the walls knowing who you are, making your job easier. The mundane tasks that create friction between employees and employers disappear, giving employees an hour back to do more of what they love. Dan Turchin emphasizes the end goal is to bring impact to the next billion employees and make work life more human. Transforming Life, Enhancing Capabilities Imagine being able to travel the world and understand every language without even speaking it. Sounds like science fiction, right? But with the rapid advancements in technology, it's becoming a reality. The only impediments to this technology were storage problems, bandwidth, and data training, but now those are rapidly being solved. Augmentation is a huge part of this... “There's amazing research in AI that's going into the augmentation of capabilities that we thought, we thought there was a limit to what we could do as humans, now we realize there's no limit and its augmented intelligence that's helping us realize that.” --- Dan Turchin Not only does it save time and accelerate outputs, but it also helps people with disabilities, too. Futuristic Perspectives Doing what you love is what makes you the best version of yourself. Dan delves into the vision and the future of work, and how it's shifting towards a work net rather than a traditional workforce. Basically, people will be stitching together gigs and part-time roles doing things they love, rather than being stuck in a role they hate for 40 hours a week. Project-based versus role-based... “Gen Z has done an amazing job of starting to remind employers who has the power, and who has the power is the one generating the value for the customer, and that's the worker in the work.” --- Dan Turchin Where employers are starting to realize that the power lies with the worker, who generates value for the company. This isn't just a technology story. It's not about making smaller chips or augmented reality glasses. It's about creating a world where people can do what they love and be the best version of themselves. Connect with Dan Turchin! Dan Turchin, CEO and Founder of PeopleReign, the leading AI platform for employee service automation. He is a member of the Forbes Technology Council and has hosted the popular podcast show AI and the Future of Work . Prior to PeopleReign, Dan was the CEO of AIOps leader InsightFinder. Previously, he co-founded Astound, an AI-first enterprise platform for HR and IT, and was Vice President of Product at DevOps leader BigPanda, Chief Product Officer at security analytics company AccelOps (now Fortinet), and a Senior Director of Product Strategy at ServiceNow. He also served as a founding board member at Rhomobile before acquiring Motorola and serves on the board of Auger, the open-source automated machine learning framework. In 2000, Dan co-founded Aeroprise and served as CEO until it was acquired in 2010 by BMC Software. He is an active angel investor and startup advisor with a portfolio of over 30 companies. Dan's passionate about building great teams that build great products that solve hard problems that change lives. He’s a big fan of Asimov, Dr. Seuss, youth soccer, adventure sports, and Tynker. Dan has BS and BA degrees from Stanford University. -- Follow him on Twitter: @dturchin. | Linkedin Listen to AI and the Future of Work Podcast Peoplereign.io…
Welcome to the Native Digital Native Analog Show, where today's episode is one that will deeply touch your heart and soul. Our guest, James Fellowes, shares his journey of unraveling and rebuilding after a diagnosis of bipolar disorder, while also co-founding a company that has placed over 75,000 people with incredible abilities into meaningful careers . But this episode is even more special as we welcome my sister, Sam, who was recently diagnosed with bipolar disorder, to join in the conversation. Get ready to be profoundly impacted and to open your mind to a level of empathy you didn't think was possible. Let's jump in and join this special conversation in My Den. From Privileged to Poverty James had everything going for him, but then everything came crashing down. He recounts his privileged upbringing, his successful career in the drinks industry, and his seemingly perfect family life. However, in 2008, things began to unravel for him... “This dawned on me. Having been white male and exceptionally privileged. I'd never heard any kind of or experienced any kind of barrier to employment in my entire life...”-James Fellowes This was when his mental health began to suffer. He lost his confidence and struggled to operate in any way. He couldn't even turn on his computer and found himself staring out of the window. Despite this, he found hope through therapy and the support of his family, and he now works to help others going through similar struggles. “And I started rebuilding my life again. And I was like, “Okay, we can start again, you know, bottom of the snakes and ladder”. - James Fellowes Navigating the Future of Talent in the AI Age James and I discussed how employers should view the future of talent, given the shifting landscape where AI surpasses our expectations. “I think this (AI) makes this talent pool even more strategically vital. Because if AI can do what typical talent can do, but much better and working 24/7 and various other things.” -- James Fellowes And James points out that managers need to start thinking about all different types of diversity, not just gender and ethnicity. Embracing Diversity in the Workplace Neurodiversity includes talents like those with autism, who have attention to detail and focus, and dyslexics who are extremely creative. James said, "if you have gone through a system that's designed to put you down, tell you you're stupid, and you have gotten through that, well, you must be bloody good." People who have lived through difficult experiences also bring unique experiences to the table that cannot be replicated by AI Therefore, it is crucial for companies to embrace diversity and seek out untapped talent pools to get ahead. If you want to catch the full conversation, be sure to listen to the complete podcast. About James Fellowes In 2018 James was made redundant for the fifth time in 8 years. It was then that he had an epiphany: to leave the corporate world to try and change the world! He co-founded Bridge of Hope Careers to create the missing link between ‘untapped talent’ and inclusive employers seeking to expand their talent pool. He’s a proud dad of three, an unshakable optimist and an obsessive wild swimmer. Connect with James Fellowes Linkedin | Bridgeofhope.careers…
Have you ever stopped to think about the unique challenges faced by Latin American entrepreneurs in the United States? Or how the digital age has transformed their society and economy? Well, on today's episode we're thrilled to be joined by Carlos Baradello, Managing Partner of Sausalito Ventures and Alaya CP, who brings a wealth of knowledge and experience to the table. You won't want to miss what Carlos has to say about his own experiences growing up in South America and the challenges he's had to overcome to get to where he is today... As someone who started small, he has made it his central mission to help small entrepreneurship businesses in Latin America get off the ground. We'll also explore the fascinating topic of the shift from native analog to native digital and the profound impact it's had on business and society, and on the purpose of a degree in Latin America and how it compares to the experiences of American students. So, whether you're a tech enthusiast, an entrepreneur, or just someone interested in learning about the world around you, this episode is for you. So, sit back, relax, and get ready for an engaging and informative conversation with Carlos Baradello. Let's go! --- Carlos highlights the barriers Latin Americans face in the United States. What’s it like being a Latin American business owner? Carlos gives us the inside scoop on the objective and subjective barriers that make it a challenge. For starters, Latin American entrepreneurs face unique obstacles when it comes to the rule of law, predictable policies, and infrastructures that work. And then there's the subjective barrier of global mindset and cultural adjustments that are needed to thrive in a global economy. Carlos talked about his experience growing up: In his own words, "It's a story of socioeconomic diversity, the fact I grew up in an immigrant family, a very low middle class. Growing up there, you'll learn basic business principles." ~ Carlos Baradello. From his turning point of attending a higher institution to receiving a full scholarship to do his masters in the Netherlands, Carlos's unique experiences have shaped his life in incredible ways. The shift from native “local” to native “global” "It's interesting you said from native analog to native digital. I'll say it paralleled from native local to native global. And today, I'll argue that people are born global for the most part." ~ Carlos Baradello. As we explore the profound impact of digitalization, Carlos shares his insights on how it can help create new perspectives and bridge the gap between native analog and digital worlds. The purpose of a degree in Latin America and other countries and how it differs or is similar from the experiences of an American student. We had a great discussion about how education in Latin America differs from the United States. Carlos points out that degrees in America are often overpriced and not always the most effective method of learning, while in Latin America, a degree still carries significant weight. "The system that allowed people to spend all those years in college and maintain a steady career afterward no longer exists. Therefore, people in this generation have no choice but to change their attitude toward college degrees, or else we're doomed." ~ Carlos Baradello. Don't miss out on the complete discussion - be sure to check out the full podcast! About Carlos: Dr. Carlos Baradello is an investor, advisor, public speaker, and university professor at Hult International Business School. He is leading innovation and entrepreneurship practitioner, Managing Partner of Sausalito Ventures and Alaya CP. He advices corporate clients like E&J Gallo Winery and several successful startups including Finalis, Kriptos and Egg,. His expertise focus on the challenges encountered while breaking established business paradigms in the creation of new sustainable economic and social value across global markets. His experience working with hundreds of entrepreneurs around the world has enabled him to gain key lessons for high-growth ventures to scale globally. LinkedIn: https://www.linkedin.com/in/baradello/ Blog : www.carlosbaradello.com…
Are you ready to hire the best and brightest talent from Gen Z? In today's episode, we're diving into the concept of the NarcisStory and what it means for businesses hiring Gen Z’rs. We Are a Brand “Since we were kids, Gen Z has had personal brands…We've already had our own brand or what I call the “NarcisStory” by the time that you hire us. So, this presents a really big challenge for employers who don't recognize that Gen Z is not just an employee, we're actually a brand.” --- Hannah Williams When it comes to job hunting, Gen Z is not just looking for a paycheck. They are looking for a company that aligns with their brand, image, and online presence. They've been building their own personal brands. This is something that every CEO, HR executive, and business owner needs to understand in order to attract, recruit, retain, and engage Gen Z talent. And if you want to unlock the potential of Gen Z, the book, " A Leader's Guide to Unlocking Gen Z. " is something you might want to check out on. It is written from a Gen Zer's perspective and covers 30 essential concepts for successful Gen Z hiring. Be Part of the Naciss Story “Human beings are continually on a quest for a meaningful life, and Gen Z is no exception.” --- Hannah Williams Gen Z’rs consider how well the company aligns with their personal brand and are seeking their purpose and meaning in their work. And this where the " NarcisStory " comes in. NarcisStory is defined as The reputation of a person amplified by their interests, activities, and the associations they want to be defined by. Some Gen Z’rs may not even realize they're doing it, but they're building their reputation through social media, fashion choices, and more. In other words, it's the choices Gen Z’rs make based on how they want to be portrayed to their followers. It’s crucial to understand the "NarcisStory" in order to retain and what made them tick, because if you don't, you'll be missing out on the best and brightest from Gen Z. Redrawing the Lines of Success “We are pioneering this new way of living, this new future…” --- Hannah Williams The concept of NarcisStory is so integral to Gen Z. Work for Gen Z is an extension of identity. The NarcisStory exists because Gen Z’rs have been given an incredible opportunity to create and pave our own pathways from a very early age. We take immense pride in sharing where we work and the purpose behind our daily responsibilities. In the past, the American dream was all about getting a good job, owning a home, and raising a family. But for Gen Z, the dream is something different entirely. From college degrees to online businesses, Gen Z is rewriting the rules of success. And in the process, they've created their own unique story, It's a reflection of how Gen Z’rs are living their lives. Not content to simply punch a clock and collect a paycheck, but to make a real impact on the world. ----- Book: A Leader's Guide to Unlocking Gen Z. Join our community! Link here !…
Your career site is incredibly important, with 79% of Gen Z’rs saying that a company's website is the most important place for them to research a company. But when Gen Z goes to your site, what are they actually looking for? "There's three things we're looking for. One is inspiration. We want to be inspired ...to be inspired about what a career would be like at your company. The second thing is to see the type of life you offer us. The third thing is to see how well your culture aligns with our Narcis Story. ” -- Hannah Grady Williams We will highlight and dive into 4.5 things that your career site must have to catch Gen Z's attention. Turn “We” -Statements into “You” Questions Swap out those boring "we statements" with some engaging "you questions". Instead of bragging about being around for 110 years, ask "Do YOU like to laugh? Dream big and work with meaning?" This shows you’re interested in your employee’s potential life and not just about the company's history. Frankly, Gen Z doesn’t care how long you’ve been around, or any appeals to authority. By making this shift, you'll see a whole new level of messaging connection with Gen Z! It’s all about Stories. Forget about just listing job openings... Gen Z wants to be inspired and see themselves in your company. Day-in-the-life videos showcasing diverse representation in various roles is something eye-catching to Gen Zer's Take a cue from the manufacturer, Stryker, who chose to showcase front-and-center a pop-up to a library of “day in the life” POV videos showing what it’s like to work at Styker. Check them out – it's like a video search engine. Omit Long Text Paragraphs Get rid of word vomit! Gen Z’rs don't have the patience to read through six or eight paragraphs of text. If your site looks cluttered, they'll assume the work environment will be too, and they'll quickly click away. So, keep it short, sweet and to the point. Embrace Irreverence If you're really looking to connect with Gen Z and millennials, then you might want to consider embracing some irreverence. Twitter is a great example of a company that's got this down. They're not afraid to be a little silly and have a bit of fun on their career site... like a tweet that says, "I love how Twitter employee's dead ass love each other." And that's the key to this tip, being a little bit silly, a little bit irreverent. It makes Gen Z’r's feel like they're part of a fun, playful community, and it shows that you don't take yourself too seriously. So, a smidge of irony, a pinch of nonsense, and a dash of humor - these ingredients can go a long way in making Gen Z laugh and genuinely interested in what your company is all about. To read more, check this out . Join our growing D'Skills Community. Click here .…
In 2013, Jen ran the Boston Marathon. She dedicated mile 26 to the teachers and students at Sandy Hook. At mile 25, chaos broke out. Bombs were detonating near the finish line. Jen spent the next two hours wandering around Boston in search of her family, who came to cheer her on, witnessing shock and fear and grief in real time. “Since that day in Boston, this work has been my life 24/7,” she said. “It never leaves me and it will never leave me. And it all boils down to people needing to feel valued, seen, heard, cared for. We can fix that. We can.” -- Jen Marr Our guest today has an incredibly important story and message to share. If you enjoy this conversation, I cannot recommend enough the book she co-authored with Skye Quinn, Showing Up: A Comprehensive Guide to Comfort & Connection We’re here to talk about a difficult subject – showing up for people in suffering. The Oxygen Mask Theory—Reimagined The first area I asked Jen about was a controversial post she made on LinkedIn, where she flipped the oxygen mast theory on its head. We all know that putting our mask on before helping others is the right way to go, right? Jen shares that it actually misses a KEY part of human flourishing. "I believed in that theory, the oxygen mask theory, which basically if you're in emergency, put your mask on first so you can help a child...In the airplane scenario, you're supposed to put the mask on the child because the child isn't capable of doing it themselves, right? In real life, not everyone is a child and there is always someone who needs help.” In other words, self care is not the end all be all. Sometimes, we need to look outward and help others, and in so doing, we help ourselves Community and “others care” is a critical part of self-care. Navigating the Fine Line Between the Rising Trend of Mental Health by Gen Z and the Need for Supportive Solutions It seems that therapists are becoming our new best friends. Which is never what therapy was intended to do. At least that’s been my perception, so I asked Jen. The trend towards mental health may have gone too far, with therapists replacing trusted friends for things that shouldn't be considered medical. I’ve been concerned that Gen Z’rs are treating therapy like an ongoing subscription, rather than addressing a specific condition or problem. Jen’s thoughts? Her team at Inspiring Comfort has conducted on-campus studies with results showing that students are more inclined to seek support from their peers rather than professional counselling. “Students are not as eager to go for counselling on campus. They want peer support because I think there's this fear that if they talk about their mental health on campus, it could somehow impact their records... peer support falls far above having counselling on campus. The number one thing they want, by the way, is professors and staff that care...They want each other for support more than they want the counselling center, but most of all, they want their professors to care” A Journey of Healing and Bridging the Gap Much of Jen’s workplace impact is helping professionals navigate what’s called The Awkward Zone. This zone is the place we often land when we don’t know how to respond to or handle the news of someone’s pain. Jen shared that people often exhibit different types of behavior when it comes to helping others who’s struggling. We all do them at different times – respond in an unhelpful way to someone’s suffering - but the goal is to normalize the language to speak and dive into this awkward zone. “We have to be having more conversations to normalize it, and we also need to fundamentally get out of our siloed worlds and start coming to the table to address: Where is change really happening?” Let's take the first step towards better relationships Jen Marr’s book, Showing Up has lots of tools to offer in bridging the gap between concerned people and hurt ones. So how do we show up for each other in real life? “I mean, you name it. There are hundreds and hundreds of ways we can show up for each other, and there is a way that we each do it personally. It's a lifestyle. We have to think of it being something we do every day... human relationships are one of the most critical aspects in life, so we should be intentional about how we do that every day. So it is, it's a mindset every day that you have to get into. You’re going to be looking for people now instead of just living your life in your own head.” With hundreds of tips and tools, we're learning to recognize our own barriers and approach relationships with a whole-body mindset. From using our eyes to spot suffering, to our ears to listen better, to our hands to write messages of care and our feet to physically show up, there's no shortage of ways to show love. Relationships are critical in life, so let's be intentional and adopt a mindset of intentional action every day. About Jen Marr Jen Marr is the brains behind Inspiring Comfort and author of the hit books " Showing Up: A Comprehensive Guide to Comfort & Connection " and " Paws to Comfort ." With over 30 years of experience in business, leadership development and the healthcare industry, Jen has made it her mission to tackle the current mental health crisis head-on. After witnessing the tragic events of Sandy Hook and the Boston Marathon bombing, Jen knew she had to do something to support those struggling. This realization led to the creation of Inspiring Comfort , a program that bridges the gap between those in need and those who want to help but don't know how. For the past 10 years, Jen has been dedicated to trauma research and developing programs that address this gap. With a passion for the science of human connection, Jen has worked with organizations and experts across the country to create cultures of care through the essential life skill of comfort. Her passion for human connection has made a real impact on the lives of countless people, and she continues to work with researchers and leaders across the country to create cultures of care through the power of comfort. Her approach has been embraced by the White House, KPMG, HCA Healthcare, Georgetown University, and many more. --- Join the D’Skills Community, click the link here…
In the latest trends and insights from the world of business and culture… Are you ready to learn about the power of global connection and how to successfully manage Gen Z in a global world? Well get ready because today's episode is jam-packed with valuable insights and inspiration. From the advantages of leading Gen Z’rs via global trending culture, to defying and breaking down geographical barriers between countries… Let’s hear from Ekaterina Curry, one of the foremost experts I know in leading global Gen Z teams in the finance world. Ekaterina is an expert in Capital Markets, a leader who elevates people and global teams. She most recently led a team of 240 Native Digitals across 22 countries, and as you’ll hear today, is more than just passionate about leading + inspiring Native Digitals – she has learned from them too. She is a first gen immigrant who came to the USA at 17, a mother of 2 native digitals who both humble and reverse mentor her. Gen Z And the Advantageous of Trending Culture – Geographical Barriers Are Much Less Pronounced. It’s Much Easier to Lead a Global Team Now Than Even 10 Years Ago. Today’s generation is breaking down geographical barriers. They are not only globally connected through fashion, music, and art but also in their aspirations and learning. And the best part? Ekaterina found this connection was also reflected in her team: “This generation is very globally connected. They, in many ways watch the same shows. They follow the same influencers and they have so much in common in fashion and music and art, but also in what they are learning and what they're aspiring to do, and who they aspire to become...” – Ekaterina Curry Geographical barriers were much less pronounced with this team than with others. And for her, as a Native Analog, this was a powerful and insightful learning experience. Ekaterina takes us on a journey of stories through leading this team and the “aha” moments for her – pay special attention to how she leverages these cultural trends as an advantage instead of a barrier. How To Use Sprints to Create Quick (and POWERFUL) Wins with Gen Z “Learning and fun are two of the big things that I have learned keep our Gen Z colleagues engaged, and to continue accelerating and progressing in their roles.” Learn from Ekaterina how Native Digitals, based on our experience with short-form, self-learning, is able to achieve incredible outcomes with short-burst “sprints” rather than long, drawn-out projects. This is a MASSIVE progress accelerator that any company can use. Ekaterina shares that by using sprints, you can help Gen Z stay focused, motivated and on track towards achieving company goals. Lessons from Ekaterina: Specific Ways to Motivate YOUR Gen Z Team “Motivation starts with being truly clear about the mission, vision, and strategy for the team. Now, this might sound like common sense, but this clarity, especially the translation of what it means for each team member, helped my team to create a sense of community and engagement behind the same goalposts.” – Ekaterina Curry Second is to let humanity and authenticity lead and shine through. This cannot be faked, and it creates personal connections with the team. Listen about how Ekaterina’s team built a community called “Culture Club,” which was all volunteers who led global engagement and fun activities—this is where the power of Fun comes in. She also found that being fair and transparent with promotions and pay increases was key to connecting with Gen Z colleagues. She also highlighted that most companies have some work to do around understanding the expectations of Gen Z when it comes to bonuses and pay increases. How To Structure Promotions to Engage Native Digitals There's a big mismatch of timing expectations when it comes to promotions and title changes for native digitals. But Ekaterina suggests a system of certifications and badges, which encourages learning and gives employees something to brag about – you’ll love this tip. She also notes that while it may be difficult for companies to completely gamify the experience of promotions and title changes, implementing a certification and badge system allows for a more flexible and engaging approach. This approach also aligns with the values and aspirations of Gen Z, who placed a high value on personal and professional development. It's a way for companies to show that they are invested in their employees' growth and success, and it's a win-win for both the employees and the company. --- About Ekaterina: Ekaterina is not just a leader in the business world, she's a leader in life. Her unique perspective as a first-gen immigrant and a mother of native digitals gives her a special insight into the needs and aspirations of the next generation. And she's using that insight to unlock the full potential of millennial and Gen Z teams in the Capital Markets space. Ekaterina is also a first-gen immigrant who came to the USA at 17 and now a mother of 2 native digitals who keep her on her toes and humble. When she's not leading, coaching or keeping up with the market, she's getting back to nature and enjoying time with her family and her trusty companion, Flynn. Whether it's hiking in the mountains or exploring the great outdoors, Ekaterina knows how to balance work and play. Follow her journey and be inspired by her story. Connect with her on LinkedIn . -- Join our growing D'Skills Community. Click here.…
Political hurling. Speech vomit. Lack of listening. These are all things we’re so used to right now. Especially in these few months after election season. Fights, exchange of words, and hurling abusive words at one another have sprung up from having different views from one another and the inability to reach a common ground. The failure to see that we're different people with diverse backgrounds and, as such, would have different views on a topic. I invited my good friend, Mike Kelly, on the show to unpack a better approach to courageous conversations and even disagreement, after he published his book, Leaderfluence: Secrets of Leadership Essential to Effectively Leading Yourself and Positively Influencing Others. Mike shows that people are so hung up on their opinions and views that they often don't want to hear another person's point of view. "A lot of this problem comes from human beings mentally positioning themselves against other human beings. They say ‘I won't listen to you because I have my own ideas. My mind is already made up, and this is how things should be.’" - Mike Kelly. In this episode, we discuss how humans can boldly speak about sensitive issues in a respectful and courageous way without being myopic about our views. Mike on decision-making and challenging our base assumptions Mike advised us to slow down and take more time to think instead of reaching a potentially irrational decision. "When a heated conversation topic arises, if we just took the time to slow down and think, the world would be a totally different place." - Mike Kelly. He also gave ways to think and how to get time to think. Mike on how to react to a view you disagree with, especially on social media. As a Native Analog, Mike said if someone left a comment on social media he disagreed with, he would prefer to give someone a call or take them out for coffee. He doesn't believe in the back-and-forth exchange of words on social media, and he'd rather not say anything on social media and just prefer to speak to the person privately. Mike believes in communication; the receiver is the most important part of it as well as their feedback. Role Play of a “Courageous Disagreement” We went on to role-play an actual conversation: me as a “pro-choice woman” and Mike as a “pro-life black man” and how he could respond to me ranting about my disagreement about the cruelty to women concerning abortion. Some realizations from this exercise? The interesting thing I noted is how he took his time to respond by pausing. He didn't immediately respond to my character’s rant/ vent. I believe he did this because he was trying to ensure that she was done talking, and he wanted to not speak out of anger or say the wrong things. He found common ground and showed empathy for her friends involved. Mike on how to disagree but still have a productive conversation "When we hear each other, we're in a good place. A place from where we can start talking about 'what do we do about this" - Mike Kelly. Mike feels some of the best things that have happened or been put in place have yet to be done by people who agreed. He feels people should find a way to understand one another's opinions and learn to respect them. It would interest you to know that Mike has written a book! Leaderfluence: Secrets of Leadership Essential to Effectively Leading Yourself and Positively Influencing Others - a book that talks about a strategic approach to life. Join us to delight and enlighten yourself on this topic on our podcast. Learn more about Mike Kelly: Mike is an entrepreneur, author, speaker, board director, certified coach, Certified Financial Planner™, and a Registered Life Planner®. He is a Managing Member of Right Path Enterprises, LLC, where he helps clients improve their ability to lead themselves and others by providing consulting, training, and coaching services with distinction and integrity. Mike is also the Founder and Principal of Kelly Financial Planning, LLC, where he helps clients clarify their goals and make more informed financial decisions. He does this by providing fee-only financial planning and advice to people regardless of net worth or income level. Clients pay by the hour or project. Mike is also a former corporate senior executive, having held various positions at Macy's Department Stores and Michelin Tire Corporation. He has broad functional experience in finance, operations, sales, and human resources. He is known as an authentic and high-integrity leader who builds trust. He is an effective listener who asks insightful questions and inspires and motivates others. Mike is skilled in strategy, innovation, and leading organizations through change. He is intellectually curious and has a strong results orientation working in complex organizations. He is always focused on doing things the right way. Mike has broad experience in the boardroom and leadership positions on boards. He currently serves as Chairman of the Board of Trustees of his alma mater – Mars Hill University in North Carolina. He has also been involved with Rotary International for over 24 years. He has served in various board and leadership roles, including co-chairing the Board of Directors of Rotary's DEI initiative in its Heart of America Region that serves over 1,500 clubs and 67,000 members in 13 states and as District Governor for Southwest Ohio. And as I mentioned earlier, he is also the author of the book "Leaderfluence: Secrets of Leadership Essential to Effectively Leading Yourself and Positively Influencing Others." How can you connect with Mike Kelly? Mike can be reached through: LinkedIn | Email at mike@rightpathenterprises.com Visiting https://rightpathenterprises.com…
When you come across a "study" like "100 most influential people", do you ever pause to ask "what factors actually go INTO producing that?" I hadn't. At least not when it came to college rankings. Until I came across a startling report. Reed College's US News Rank Dropped 54 Places After They Stopped Sending Data... We're all familiar with the US News Best Colleges Ranking . But when a private liberal arts school in Portland, Oregon smelled something fishy with the way USNWR calculated rankings, they decided to stop cooperating. The result? Even though nothing changed about the academics of their school, USNWR decided to drop them 54 places on that year's report. So Reed's statistics students went a step further... They built an algorithm to duplicate the "secret" formula US News uses to produce the ranking. The results were startling. Reed was able to produce a model, using public sources, that predicted the rankings of USNWR with 98% accuracy. Guess what they found has the LARGEST impact on your rankings? A little something called the "Peer Assessment Score"... Sounds very academic, right? Heh. The PAS has a coefficient of 6.58, meaning if you hold everything else constant, but increase the PAS by 1 unit, your overall score will increase by 6.58 positions. But... you may ask, how is the PAS calculated? I'm glad you asked. Each year, USNWR sends out 3 surveys to the President, Provost, and Head of Admissions in the other 220 schools in your category. These 3 individuals are asked to rate the OTHER SCHOOLS on a scale of 1-5. Schools that most heads of academia have never visited, might have beef with , or simply know nothing about. So on what basis are they making these judgments? No one can answer that. In other words, these rankings are based on FEELINGS. So if you've ever wondered why Princeton consistently ranks Top 5, now you know. It's all in the name. Literally. Sounds made up, no? It's not. And we wonder why Gen Z overwhelmingly does NOT trust institutions. -- Read the full study here . And listen to Malcolm Gladwell's AMAZING episode on this topic (thx Pushkin Media for the inspiration for this article)…
Is college the best pathway to career success and real-life opportunities? There is a point in our lives where we try to figure out our careers, what we're interested in, and what we love doing the most, amongst other fundamental things that shape our personality. It is a critical moment of life realities and self-discovery. However, it's striking that college as the only pathway has been an idea nurtured by generations long before ours. It's incredible what a keen eye for research and exploration can discover. Join me on this thought-provoking episode to learn more. Who are the most innovative thinkers? According to the president of Temple University, Jason Wingard's article, Higher Ed must change or die, we are enlightened about the ongoing ruin of the college as the only path to career success because most people end up becoming what they didn't study. "The college degree had ceased to guarantee that employers would get what they wanted. So instead, why not go younger? Why not hire cheaper?" As a Native thinker, I'm not surprised. Ah, the college as a platform is burning. College; the Burning Platform According to the National Student Clearinghouse Research Center, Public university enrollment has fallen by 12 to 15% in some states per year. Registration for both undergraduate and graduate students and US colleges, as of just this year, 2022, up to this point, has decreased by 4.1%. It's alarming, and there is more bad news; however, there is a massive shift. Massive Shift; The Power in online learning Employers are returning to certification and Apprenticeship models. The Power of online learning is boosting the shift. Who needs a four-year marketing degree, for example, to run social media when you can instead hire someone fresh out of high school and sign them up? That's a massive shift right there! Hannah, on the evolution of education There are four phases. The Agrarian phase The Industrial phase The knowledge phase The post-recession phase We're still in the post recession phase, and the fifth phase is beckoning. You can read the full article by Jason Wingard here: https://news.temple.edu/news/2022-08-17/higher-ed-must-change-or-die Connect with Hannah: "Imagine a world where we have a bunch of 1000's of entrepreneurial minded young people who were exposed to the options they have, not through an institution, but through real hands-on learning and work experience. They use the skills they inherently have as native digital humans to add value to the world, to companies, to nonprofits, and potentially and hopefully to more of their own businesses, to create real fulfilling life paths for themselves. We'll be in a fantastic place if we can envision that world together." Thanks for listening to the Native Digital, Native Analog Show. If you enjoyed this episode, kindly subscribe, leave a rating, and review, and please don't forget to tell your friends! If you want to connect and talk more about attracting and retaining native Digital, you can reach me at Hannahgwilliams.com . Thanks again, and I'll see you next time.…
Buckle up and get ready for a ride into the future of retail experience design! My guest, David Faulkner , just left a multi-year career leading the design teams for over 100 physical retail locations. The interesting part? Bose just closed ALL their physical stores, and there were many lessons from this experience. Today, David takes us inside the design room behind the projects of CapitalOne Cafes – a project he designed and led – and gives us a glimpse into the future of phygital retail in this brand-new world. David on what's important to him about retail design: David’s got a fascinating history of experiences – from banking to global retail experience design – and when he jumps on most podcasts, people want to know about the future. But he rarely gets to spend time talking about the most IMPORTANT part of the work he does: getting to connect with the real humans to make his ideas come to life. "The human side has always been important to me. The few moments I spend talking to a store manager, hearing their experience in the buildings I manage and watching customers interact with the design of a space, I get excited to hear the impacts, which pushes me to go on." – David Faulkner David visited a specific memory with us – a CapitalOne café in Portland Oregon – where he got to go “undercover” and speak with customers who used the café experience! David on Digital Banking The new way of banking and retailing is going digital. And no surprise – Native Digitals form a considerable part of the clientele of small and large businesses. But David believes that an analog touch can be the make-or-break of the banking industry. People enjoy having analog, human connections when their life savings are involved so David believes banks should have a portal to touch base with their customers. "Digital banking is simply having all the information available immediately at the touch of a button." When Native Digitals takeover, what’s the purpose of an analog banking experience? According to David’s experience, banks should be quickly adapting where all transactions are digital. The digital experience must be seamless. But the physical experience serves a different purpose: (1) education, (2) a place for emotional relationships to be built, and (3) a portal where banks touch base with their customers to be a guide on major life decisions. For example, Lenovo found that customers buy 3-4x the amount of products when they are in-person vs buying digitally. David takes us “inside the design room”: While working with a team, team leaders tend to make the mistake of creating a boring atmosphere without knowing. This hinders the creativity of everyone and causes an unwillingness to bring their A-game to the project. So how do you create an effective space for design to happen? "You want to create a relaxed atmosphere, make it super interactive, you want to center on around 3 core ideas and carry everyone on the team along, make sure everyone is on the same page, count every opinion as important, you will realize then that in no time, ideas start coming and you get moving on the project". -- David’s working on an exciting new project in downtown NYC. You can follow along when you check him out on LinkedIn! BIO: David Faulkner has spent decades working alongside senior brands, operations, and distribution executives at the nation's top retailers and financial institutions. His unique perspective on customer experience was formed by touring dozens of Nordstrom Stores with John Nordstrom, the retailer who made Nordstrom synonymous with superior customer service and brand loyalty. Over the next decade, this ethos informed dozens of innovative store concepts Faulkner launched for Gap, Inc., Bank of America, Wells Fargo, and Capital One. LinkedIn…
What’s the state of recruiting + careers in Ireland? John Murphy is here to give us a global perspective and expand our view of the job market around the world. John On the State of Recruiting in Ireland First of all, what America is facing as an employer-driven market is happening in Ireland as well. In Ireland, most companies have their headquarters in Dublin and the aggressive market presents great opportunities for young people. According to John, the pressure in the recruitment processes is centered on salaries. Companies and organizations offer a lot upfront, and so the potential employees have the decision to either take the offer or not. This becomes a problem in the long run because these companies are unable to retain their staff, including Pharmaceutical companies. How Is the Marketplace in France and Ireland Compared to The US In Terms of Talent And Equity? John stated that these days, the market attracts young people as Covid has made remote jobs more accessible. The Native Digital generation prefers to work from home because they get to dictate how they work and the pay they receive. The downside to this (experienced especially by companies like manufacturing companies where certain tasks are better carried out onsite) is that the employees express displeasure whenever they have to be physically present. "Equity doesn't mean that you treat everyone equally, it means that you treat everyone for the roles they are in and the experience they bring to the table". – John Murphy What About Leadership is Most Important: With the rise of self-proclaimed leaders all over our communities and social media spaces, it's beginning to seem like being a leader is an easy task. There are numerous materials on the subject matter by unfamiliar people and it's sometimes difficult to filter the right ones. "The name ‘Manager’ comes with a title, but the name ‘leader’ doesn't come with a title". – John Murphy John shared that leaders in organizations should focus on ensuring that those under them are pushed to give their 100%. A good leader should be ready to bring value to his team and organization. At the end of the day, working effectively with a team is imperative. To him, it's about creating the environment to have the kind of result he wants his team to produce. Everyone wants to work in high performing teams but is not ready for the commitment, accountability and challenges that go into it. John implements the "7 R's" in his team; finding the right people, in the right roles, doing the right work, in the right way, with the right resources, delivering the right results. This has helped him be as effective a leader as possible. About John Murphy Check out John’s book: 10 Key Traits of Top Business Leaders John Murphy is a result-oriented business coach and mentor to senior executives and CEOs. He's a great communicator with broad experience and is skilled at identifying what make businesses and individuals grow and thrive. Originally from Ireland, John lives and works in the south of France. Before starting his own business, John enjoyed a highly successful career in the corporate world, beginning as a door-to-door life assurance salesman and culminating as the CEO of a Pan European Life Assurance Company in Ireland. John started his business, John Murphy International, in 2004 and has worked worldwide across a broad range of industries. His clients include major corporations such as Pfizer, Circle K, Merck, State Street Bank, Vodafone, among others. Before starting his coaching business, John was a corporate executive and a salesperson. His focus is on pharmaceutical companies. Connect with John: Website: www.johnmurphyinternational.com LinkedIn: https://www.linkedin.com/in/johnmurphyinternational/ Twitter: https://twitter.com/jmicoaching Instagram: https://www.instagram.com/johnmurphycoaching/ Facebook: https://www.facebook.com/JohnMurphyInternational…
What’s it like being a Disney Imagineer? Let’s hear from our guest 😊 I had an interesting and relaxed conversation with Shawn Nason, former Disney Imagineer, and founder of MOFI; Man On Fire, after reading his best-selling book: Kiss Your Dragons: Radical Relationships, Bold Heartsets, + Changing the World Career Transitions + Disney Imagineering Not many people have had a fascinating career life like Shawn. Currently in his 5th career, Shawn has been a professional musician, a Disney Imagineer, coach, author as well as a pastor alongside his wife for 10 years. I was really curious what being a Disney Imagineer looks like tactically, and what it’s like to work at Disney. For one – did you know that employees are so empowered at Disney, they have the right to comp an ENTIRE family’s vacation if they’ve had a bad experience? Shawn worked on the finance team in the Imagineering division, so he would know 😊 What I found most fascinating about Shawn’s experience was how intimately the finance team is involved with the creative process for designing incredible new Disney visions – whether a ride or a new park experience. Shawn + Culture at Disney Working at Disney was the experience needed to set the idea for Man on Fire in motion. In Shawn’s words, "...Disney takes good care of their crew members...they paid for the adoption of my daughter and gave me a 6 weeks paternity leave…" His wife’s decision to quit her job and be a stay-at-home mom for their daughter led him to leave Disney in search of another career. This exposed him to the reality of what the general workplace environment looks like. In other words, nothing like Disney. Shawn on Kiss Your Dragons We get a unique behind-the-scenes look on the writing of Kiss Your Dragons. Shawn and his co-authors, Robin Glasco and Michael Harper, had an aligned mindset (or "heart set") and this was the impetus they used to commit to this project. What’s the book based on? Because of COVID, we’ve had such a HUGE shift in the workplace. People aren’t working for leaders or companies that don’t treat them well. “How do we get back to the heart of what people are? I preach a 3-point sermon. Leaders need to learn to be (1) transparent, (2) build radical relationships with your people, and most importantly, (3) you have to love people. If you’re a leader, 80% of your day should be focused on the people who work on your team. 20% should be focused on business.” – Shawn Nason In light of the pandemic, Gen Zie’rs realized that a college education is not necessary to make money and be happy. As such, they have explored new ways to be educated so that when they get jobs in the corporate world, it's toon their terms only. "People aren't working for companies that don't treat them right, they are quitting and would figure out what they need to do" ~ Shawn Nason. In his book, Shawn pushes lessons he learned from working with Disney. There are some very interesting tactics. Make sure to tune in to this edition of the show to learn more about Shaw Nason's refreshing philosophy to leadership, heart-sets, and Kissing your Dragons confidently.. -- Get Kiss Your Dragons: shawnnason.com/kissyourdragons/ About Shawn Nason Shawn is an Author, executive, public figure, pastor, and creative consultant who has leveraged on the skills that helped him become successful at Disney, Xavier University (as chief innovation officer), Healthways (as chief experience and transformation officer) to take his clients at MOFI to additional 8- 9 figure increases in revenue while increasing morale, lowering attrition and increasing the lifetime value of customers. Connect with Shawn via his socials: www.shawnnason.com www.mofi.co LinkedIn Twitter: manonfiresocial Instagram: Man on fire social. Tune in and listen to gem-filled episodes on: The Combustion Chronicles podcast…
Welcome to this riveting episode, that forewarning, may be difficult to listen to at times. By the end of this conversation, you’ll have a new lens for how you see start-up growth, war, and maybe even develop a reverence for worst-case thinking. You see, today’s dialogue is with a legendary founder, Yurii Filipchuk, who at the time of recording on Sep 15, 2022 is ACTIVELY in Ukraine in the midst of the Russia-Ukrainian war. If you’ve ever founded a start-up, you’re well acquainted with the chaos, stress, and battle the early days. But what if you were doing all those things AND you happened to be in the middle of an active warzone? Yurii Filipchuk is the founder of Party Space. Today, you’ll hear about everything from: - Hiring people for your start-up in an active warzone - The effect war has on employee motivation - And even, the difficulty of separating good people from the nation attacking you, and how that impacts both personal and professional decision-making As a side note, Yurii’s company, Party.Space, is in the middle of funding rounds. If you’re an angel investor listening, and you’re looking for incredibly resilient founders, reach out to Yurii. -- If being "brave" and having a "resilient spirit" was a person, Yurii Filipchuk is that person. It is fascinating to know that despite being an optimist, Yurii conditioned his thought process to consider the worst-case scenario first. Warning other countries,he says, "the worst-case scenario is the real scenario." Yurii to GenZ's who are unprepared for the reality of war in recognizing the warning signs early enough. "If you conceive the chance of the dark ages starting again, you should be ready for them." - Yurii. Yurii believes Gen Zrs have a very expansive and globally-focused worldview which gives him hope that if a disaster, like what has happened in Ukraine, occurred in other parts of the world, Gen Z would be ready for it. "It is becoming the new normal to be ready for things that weren't perceived as possible." - Yurii. Yurii's experience being a startup founder in the middle of the war. "Being a startup founder puts you in the situation of being in the midst of war every day." - Yurii. He explained that Party.Space started two years ago, and every day has been full of challenges. Being a company with its base in Ukraine, the most recurring challenge is dealing with client skepticism about trusting the brand. This impacts funding efforts, growing his client base, and more. The emergence of war, as you would expect, made it worse. In the first month, the operational level dropped and only experienced a spike after about 3 months (war was a surprising motivator), but Party Space still paid salaries and supported people by hiring. About Yurii Filipchuk Yurii Filipchuk is CEO & Founder of Party Space, a metaverse events platform for remote teams and online communities. Yurii was born in Kyiv, Ukraine, and currently lives in Los Angeles, USA. He started his career in traditional banking and moved to investments, but the entrepreneurial spirit took over him. Party Space is in the middle of funding rounds. If you're looking for incredibly resilient founders, reach out to Yurii. https://www.party.space https://www.linkedin.com/newsletters/6953344758626824192/…
Chick-fil-A is renowned for an amazing customer + employee experience, but what type of intentional leadership does it take to earn that reputation? To answer that question for us, I’ve invited on Mark Miller, VP of High-Performance Leadership at Chick-fil-A , and the author of over 8 books on leadership; the most recent being Smart Leadership: Four Simple Choices to Scale Your Impact We discussed aspects of his book on today’s show. Mark has spent a large part of his life helping leaders build skills to enable them to reach their highest performance level. In his words, "poor leadership knows no level, neither does great leadership". Mark On Being an Accidental Author. Interestingly, while working at Chick-fil-A , Mark stumbled into becoming an author. “My team and I were trying to figure out how to accelerate leadership development. This is because overexerting the existing leaders would eventually have been disastrous. We worked on this project for a couple of years and just when we were rounding off, we had a crisis of confidence. At this point, we realized that a professional had to be brought on board. I took what we’d put together and showed it to Ken Blanchard, bestselling author and a friend of mine, asking for his input. The first thing he said was "this has got to be a book". Of course, I brushed off his comment but some years later, I went back, this time asking him to mentor me. That's how I published my first book.” Mark On Gen Z's Servant Leadership Misinterpretation One of my questions for Mark was about servant leadership. As a native digital, what I’ve experienced is that some young leaders will exchange courage for “servantheartedness.” Mark’s response was fascinating. He said that real leaders must have the basics covered: Courage, strong decision-making, and the ability to drive towards a vision. But balancing that, servant leaders must also foster humility. According to Mark, servant leadership is the highest form of leadership, but presently, there is a general misconception that it is inferior to traditional leadership. We must realize that servant leaders are skillful, service-oriented, and resilient. They put others first, they are not weak, and they value relationships and results. "Leaders should be willing to work with their team and team members should work with their leaders" ~ Mark Miller. Mark On Performance Reviews and Coaching The success of every employee is the responsibility of the leaders. While they dedicate their lives to ensuring that the organization grows, the leaders and bosses should put measures in place to ensure employee growth. Mark says it is very important to treat people as individuals, watch out for their unique personalities and treat them accordingly. Performance reviews are one of the ways to monitor employee progress but organizing periodic coaching sessions and calibrating from time to time would have an effective result on the leaders, employees, clients, and organization. "Leadership at the end of the day is about people," he says. Speaking On the Defining Leadership Moment of His Career: Mark learned from one of his supervisors that "your capacity to grow, determines your capacity to lead". To continuously add value to those around you, grow your income and make a difference, commit to love long learning. This doesn't guarantee automatic promotion. He said, "we only control our readiness, the organization controls our opportunity". "If you are thinking about yourself, you want to walk into a room and take charge, if you are thinking about others, you want to walk into a room and say to yourself, how can I add value?" ~ Mark Miller. About Mark Miller Order Mark’s newest book: Smart Leadership Mark Miller is a leader concerned with adding value. His career at Chick-fil-A began more than 40 years ago as an hourly team member in one of the local restaurants. Shortly thereafter, he became the 16th corporate employee — his first job: working in the warehouse. Since then, he has worked all across the business, from starting the Corporate Communications group and Quality & Customer Satisfaction Team to leading in Restaurant Operations, Training & Development, Leadership Development, and more currently, serving as Vice President of High-Performance Leadership at Chick-fil-A. For the last 20 years, he has focused majorly on serving leaders, helping them grow themselves, their teams, and their organizations. In addition to his role at Chick-fil-A , he has also had the privilege to teach and lead non- profit organizations domestically and globally. Although the context is different in every organization, the problems have common roots and so do their solutions. Along the way, he has authored (and co-authored) a few books – nine and counting. Today, more than a million of his books are in print in 25+ languages. His approach to writing has always been to find what is true in principle and figure out how to make it applicable to the real world. He looks forward to your journey together unlocking your full potential as a High-Performance Leader. Connect with Mark: Instagram: MarkMillerLeadership TikTok: MarkMillerLeadership LinkedIn: click here Website: click here…
We all know that our children are the future, and we're all looking for ways to help them get there. That's why I'm so excited about this episode! Part 1 of this series started with a discussion about the quality of education in America. If you haven't listened to it yet, check it out! Here, we delve deeper into how parents and the system mess with the creativity of young people. And what we can do about it. Ted On Helping Young Adults Realize They Could Create Their Own Paths We often encourage children to buckle down, get good grades, and get into the right colleges. In Ted's words, "on the scale of: is college an amazing education experience were paying that tuition is much better than what you could otherwise do? Versus, is college a glorified four years, incredibly expensive version of summer camp? I'm in the category of summer camp."— Ted Dintersmith . It's difficult for young kids to see the obsession with getting college education degrees, even though many college graduates get dealt a bad hand in the job market despite their outstanding resumes. Ted on What Students Should Learn vs. What They Are Learning Ted believes students should be allowed to voice their opinions on what they would love to learn because that is required in the real world. Nobody gives a notebook to an employee to read and answer multiple-choice questions like they're being taught in schools. Instead, these jobs look for people with practical reasoning and who have something valuable to offer. If College and Test Prep Are Not the Answer, Then What Is? Ted emphasized that if native digitals can master native digital skills and team up with other native digitals that are gravitating towards traditional skills like woodwork, carpentry, etc., and are encouraged to recognize that they can create their career path, these will lead to happier and more purpose-filled lives. Ultimately, these paths could pay more than a college graduate AND be better equipped than a 4-year degree. We should start looking at things that transform lives. It's not surprising that the people who go on to do amazing things in their careers are the ones that have the money to dive into ambiguity at the age of twelve or thirteen and have gone ahead to be prosperous and financially stable adults. "We know what matters; we sit around and don't do anything about it… We keep erasing from them the skill set and mindset they need, pushing them to excel in irrelevant things, and nobody views this as a crisis. They should."— Ted Dintersmith . Let's give room for young adults to dive in and figure things out by creating their own life's journey without minding what the bureaucratic system says. About Ted: "I'm on a mission to help catalyze and accelerate progress in our schools. We need to equip our children with skillsets and mindsets essential in a world of innovation. I can't overstate how fast machine intelligence accelerates (and this short video makes the point). No school can be complacent. My travels have convinced me that our best path forward is to let our teachers do what they entered the profession — engage and inspire our kids — and draw on their insights into how best to transform our schools." ~ Ted Dintersmith . Ted has spent his adult life in the worlds of innovation and education. He's written books and produced films. His work to transform learning experiences is at WhatSchoolCouldBe.org . Check out his full bio on Part 1 . Connect with Ted: LinkedIn profile: Ted Dintersmith Official website: Ted Dintersmith Twitter: Ted Dintersmith F.B.: Ted Dintersmith…
It may seem, at face value, like a straightforward question: What is the purpose of school? But this seemingly simple question has created immense division between educators, parents, politicians, and students across the USA. Today, to help clarify this question, I've invited Ted Dintersmith , who The Washington Post calls the “Bill Gates” of education, and the top performing Venture Capitalist of 1995-1996 to pick his brain on the topic. This is part 1 of a 2-part series on the Future of School in America. Ted On the General Purpose of The School: According to Ted , school should be for preparing kids for career citizenship and, importantly, purposeful lives. But the reality in America is that schools prepare children for standardized tests, college applications, and more school. "The difference between these two is grander than the Grand Canyon," he said. Ted On What Makes These Two Purposes So Different He spoke at length about how those standardized tests and diagnostic measures could benefit kids in the early grades. But it goes wrong when we amp up the intensity of these tests as the kids get older when we should be getting rid of them. Because these tests only reward students for short-term memorization capabilities and penalize kids for thinking creatively and trying out different answers. We're pushing kids to excel on things that aren't even relevant anymore, like fact-based recall capabilities, when we have machine intelligence for that. We need creative, entrepreneurial, and outside-the-box thinking kids that can leverage available resources, but sadly, those are considered a recipe for troublesome students in our society today. These days, society and the education system measure a child's intelligence by how much they can memorize. "The thing I beg college boards to do, which they are very reluctant to do, and the thing I beg schools to do which they don't have any interest in doing, is to evaluate students one to three months after they've taken an exam and see how much they retained. When it's done anecdotally, the results are incredibly revealing. The students that aced these tests don't remember most of it two months after the tests," Ted Dintersmith . Ted , a Native Analog, on what he thinks is the difference between the modern-day school system and that of his time. According to Ted , there are quite a few similarities between his school experience (of decades ago) and today. Unfortunately, there’s WAY too much that’s the same. There is very little innovation. "Are these kids better prepared? I think they're worse prepared. Are they enjoying it? No. Are we robbing them of their childhood? Yes." ~ Ted Dintersmith . All this is because state legislators couldn't create better standards for learning. As human beings, we have so many innovative ideas within us. We must tap into them and not let the bureaucratic system dictate. This episode was all about the problems we see in the education system. Tune in for Part 2 where we discuss possibilities for the future and solutions. About Ted Dintersmith : Check out Ted’s Book: What School Could Be Let’s hear about Ted, from Ted: I have an unusual vantage point on the future of our children and our nation. I spent my career in the world of innovation, and my track record there suggests I might know a bit about it. And over the past decade, I’ve immersed myself in the world of education. I don’t claim to have the expertise our classroom teachers have, and I respect their insights — celebrate them, actually. But I have insights into the world our children will live in as adults, and the ways this future ought to affect the way we educate children. I fight every day to do what I can to help give children a creative, uplifting education that prepares them to lead lives of purpose. Make no mistake, the challenges are serious. But so are the opportunities. In 2018, I formed an education non-profit with Sir Ken Robinson. Tragically, Sir Ken passed away in August 2020. But our efforts have carried forward and developed into the remarkable online WhatSchoolCouldBe community for innovative educators, along with the powerful Innovation Playlist change model. If you are a change agent seeking to elevate life and learning outcomes for the children in your world, this community offers unparalleled support, with compelling resources, like-minded and supportive educators, and an authentic sense of what is possible. All for free to you, your school, and your district. During the 2015-2016 school year, I went to all fifty states, visiting some 200 schools. I was stunned by the innovative classrooms and schools I found across the country. My new book, titled What School Could Be: Insights and Inspiration from Teachers Across America , brings these stories to readers. I highlight the common elements of the powerful learning experiences I observed, and the ways leaders can change schools at scale by putting in place the conditions that let teachers and students thrive. You can order the book here. I organized and funded Most Likely to Succeed, a feature-length documentary on education that was directed by the remarkable Greg Whiteley. The film has been an official selection of thirty major film festivals, including Sundance. To date, more than 10,000 communities in some 35 countries around the globe have screened the film, using it as a powerful resource to spark discussion and inspire change. Here’s how you or your school can view it. Along with thought leader and friend Tony Wagner, I co-authored the book Most Likely to Succeed: Preparing Our Kids for the Innovation Era. Check out this Chicago Tribune review and order a copy. I describe how my education journey got started in this TEDx Talk. PBS Hawai’i did a thirty-minute Long Story, Short piece on my work, and you’ll learn quite a bit about me by watching it. In 2012, I was appointed by President Obama to represent the U.S. at the United Nations General Assembly, where I focused on education and youth entrepreneurship. I think academic credentials are overweighted, but for those curious, I graduated from the College of William and Mary with High Honors in English and Physics and went on to get a PhD in Engineering from Stanford, where I also taught. I’m on a mission to help catalyze and accelerate progress in our schools. We need to equip our children with skillsets and mindsets that are essential in a world of innovation. I can’t overstate how fast machine intelligence is accelerating (and this short video makes the point). No school can be complacent. My travels have convinced me that our best path forward is to let our teachers do what they entered the profession to do — engage and inspire our kids — and draw on their insights into how best to transform our schools. Connect with Ted: LinkedIn profile: click here Official website: click here Twitter: click here Facebook: click here…
Now here’s a guy with an intriguing story… From wanting to become a priest, to wanting to sell furniture, to writing a book about AI and its prospects, there you have Per Damgaard Husted. CEO of Canecto and Founder of Cognifirm . We’ve heard about AI for a while now, but it wasn’t until this interview that I realized we have barely scratched the surface of the conversation as it pertains to business + the impacts AI will have. Per’s perspective on almost everything is different from your typical human. Take for example, Per’s perspective on teenage gaming habits: While most parents fear that their kids play too much Call of Duty, Per’s perspective for his own sons is: “When they play, they play war games, but they don't play to kill each other. They do this to build their understanding of morale and ethics… and their understanding of good and evil as they interact with each other and other players.” ~ Per Damgaard Husted. In other words, Per believes that the digital world of gaming is not something teens need to “get away from” or that is “just entertainment.” Instead, he recognizes that the DIGITAL world (and a Native Digital’s primary life experience) is a wholesome, robust way to learn communication, social ethics, and values. While this method of education is different from other generations, it is far from a bad thing. Interesting, right? Per on Teenagers’ Isolation and Addiction to Games. “Everything is about balance.” ~ Per Damgaard Husted. He describes Artificial Intelligence as a structured way of working with knowledge. Per also uses the IBM and McDonald ’s call center to illustrate how an AI can be integrated into the system by giving one task at a time. Per on Humanity’s Fear of Extinction at The Hands of AI. When it comes to AI in business, much of humanity has a fear: AI will take over and humans will be overshadowed, irrelevant, or worse. Per’s perspective is different. Curiosity and willingness to learn new skills to learn about unique positions will go a long way. “So, you would have a situation where some of the tasks that are necessary to be performed are performed by humans and some with AI, but they would work together in a collaborative partnership. It takes people who understand how to use the technology in a non-offensive way or who’s open to see what it can bring.” ~ Per Damgaard Husted. Per suggests that people should be willing to work with AI as a colleague. Guess what this means? A VERY necessary skill of the future (think 20-30 years from now) will be the capability to “manage” AI. Interesting, right? And as for dealing with the impact, it is going to have on jobs; he reminds us that we as humans may have to redefine our purpose and search for things other than jobs that fulfill us because AI will make the world 10X richer than it is today. Join us as Per discusses more on the Future of AI and its impact on humanity. And let this interview expand your mind and thinking on an often, scary subject. About Per: Per Damgaard Husted, CEO of Canecto . Per is an international keynote speaker, author, entrepreneur, and COO of the Danish tech company, Cognifirm . He has more than 15 years of IT Management experience from the telco and finance industries. Per founded the Copenhagen based AI start-up Canecto in 2017. The tech in Canecto uses more than 20 different AI applications. He holds a patent on an AI infrastructure design that is used by Cognifirm . LinkedIn Profile: Per Damgaard Twitter: Per Damgaard His book ‘AI for CEOS: Know how to make your business succeed in the Age of AI’ can be found on Amazon and Goodreads…
Have you ever done research for a potential client or partner by scouring their TikTok ? Welp, that’s exactly what I did for today’s guest, Steve Cadigan. In this episode, Steve gives us a sample of the skills he teaches viewers on TikTok , from his 25+ years of experience working with clients from Google and Salesforce to The Royal Bank of Scotland and the BBC . TikTok and The Future of Work + Play Believe it or not, TikTok is quickly becoming a search engine that Native Digitals trust at the level of Google ! And Steve is killing it on this platform! After asking Steve (who’s a Native Analog) what the impetus was for adopting TikTok , he stated, he shared an incredible project where he’s working with students at Georgetown University, and this was his way to reach into the Native Digital world. If you’re NOT a Gen Z’r, take note! Steve’s got over 120k followers on TikTok and he’s using it to reach audiences of all types. Accustomed to apps was challenging, given how the algorithm was ever changing. But it was a pleasant surprise to see people interacting with his posts. He went ahead to talk about how his TikTok videos broadened his reach to the point that people he knew from LinkedIn would approach him for jobs to speak at conferences, simply based on his video content. STEVE ON SALARY NEGOTIATION SKILLS. Ready to dive into some of what Steve teaches in 30-second videos? Let’s do it: "My dad had given me this advice a long time ago. In his journey as an educator he said that, if you ever find yourself in a position of negotiation, when they make you an offer, just look them in the eye and just be silent for 10 seconds, don't say anything, don't give any facial expressions, just look at them and most of the time, their real discomfort with silence will cause them to be uncomfortable with their own offer, if they’re low-balling you." - Steve Cadigan. There you go! You probably learned more in that 30-second clip than some people’s 20-min TEDx talks. That’s the power of TikTok . Words he has lived by throughout his career. A proven strategy that doesn’t feel powerful but is. STEVE ON LEARNING AND DEVELOPMENT STRATEGIES THAT RESONATE WITH GEN Z “Gen Z’rs are not looking for job security; they’re looking for knowledge security. They'd stay with you if they believe you're adding value to them, and not because it's just a job.” - Steve Cadigan. Steve has witnessed that leadership development in the workplace space has been tanking over the last couple of years. Companies no longer care about the vitality of their organization. They focus more on quick fixes. Hence, they don't see the benefit in investing in their learning and leadership development long term. But the future of work is, in fact, the future of learning as the world is ever evolving. As the recent author of WorkQuake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working , Steve breaks down for us key parts of his book that every leader must know. Order Steve’s Book, Workquake And much more. About Steve: Steve Cadigan is a highly sought-after talent advisor to executives and organizations globally. His clients include Google , Salesforce , The Royal Bank of Scotland , and the BBC . Top Venture Capitalist and Consulting firms, such as Andreesen Horowitz, Sequoia, and McKinsey regularly retain Steve for his insights. Steve speaks at conferences and major universities around the world including Harvard and Stanford. Throughout his career the teams, cultures, and organizations he has led have been recognized as exceptional, "world-class" performers by the Wall Street Journal and Fortune magazine. Steve worked as an HR executive for over twenty-five years at a wide range of companies and industries. His HR career was capped by serving as the first CHRO for LinkedIn. His work in helping shape the culture at LinkedIn is considered the gold-standard for how to create winning cultures today. Today Steve lives in California with his family. He holds an undergraduate degree from Wesleyan University a master's degree from the University of San Francisco. Website Tiktok LinkedIn His book " Workquake " can be found on Amazon.com or GoodReads .…
"I was a victim of my career" says today's guest: Loren Greiff, founder of PortfolioRocket . "Victim means that you are passively involved with your search in what I often refer to as the ‘wait and see ‘game.’ I sent this application out, and now I'm just waiting to hear from them. So yes, I've been a victim of my career, a victim of my life. I've been a victim in so many places. And I don't say that like, oh, that's a great thing. But I have learned over the years that there are a lot of choices." - Loren Greiff In today’s fun conversation about escaping non-progressing careers and seeking out a better future, Loren details how she worked in the corporate world for 30 years, at Jay Walter Thompson among other agencies, and then, decided to move onto something better. She needed to stay present with how the marketplaces move, how people are constantly innovating, and staying on the cusp of what's next. And that's very much her personality. She had been in the same job for too long and needed to solve fresh problems, the necessity for continuous learning. It was this realization that led to her launching her company, PortfolioRocket. Now through PortfolioRocket , Loren propels Creatives & Marketers into the “hidden job market” and helps land them at their next ideal (galactic) career move. Recently, one of her C-Level HR clients landed a role making $100k more than her previous position, all using Loren’s tips! Loren on Native Digital Careers Loren is a massive proponent of digital nomading/native digital careers. In fact, her 25-year-old son, Sam, is a Native Digital through and through. He lives in AirBnb’s while traveling the world as a digital nomad while working for an incredible company, Bucket Listers . How did he land this incredible position? After meeting with the CEO, he took it upon himself to use digital tools like his camera, Instagram, and his personal social media to ensure that he stayed on the company's radar. He would send them pictures of wherever he was - whether in New York, Boston, or Philly - and tag them in his posts to keep himself top of mind. As a Native Analog, Loren talks about the amazing skills she learned from her Native Digital son, in how he showed up to the job search. Sam showed Bucket Listers that he wasn't just someone who had merely skills. In her words: ”Sam showed the company that he was the person who embodied the entire mission and values of the organization. Sam understood the digital tools at his disposal and how to combine the native digital and analog. Nor was he a victim; he didn't wait for follow-up emails; he took matters into his own hands, and it paid off.” – Loren Greiff Loren On Setting Yourself Apart During the Application Process "Disruption is your BFF!" It takes embracing risk, consistency, and the ability to think differently to attain specific points in life. “ – Loren Grieff Do not do yourself the disservice of using your age as a hall pass to not stay current in whatever or wherever you are in the marketplace. Invest in personal development and constant learning. What are you doing to upskill? Don't allow yourself to become irrelevant or outdated. Find out your why. "I can promise you this. People will not hire what you do. Remember, people hire people. They won't hire a resume, LinkedIn profile, or avatar. They won't hire anything other than an actual person." – Loren Greiff Decide what your why is and you will be ready to conquer the job search game. ______ About Loren: Join Loren’s “Blast and a Half” LinkedIn lives: click here. Biography: On a Monday (who does that?) in December 2019, Loren handed in her resignation for a job she spent her entire career working for. That was 2 years ago, at 56, after 30+ successful yrs. in corporate creative roles and the youngest VP ever at J. Walter Thompson in NY. On the brink of jumping into the job market, she realized Corporate America no longer made sense to her. That's when, scared shitless, her vision and WHY became crystal clear. "To replace the dreaded job search process with an easy & consistent methodology enabling job seekers to draw on their intrinsic love, purpose and contribution to their career so their work becomes energizing, rewarding and FUN. Three months later, PortfolioRocket launched. PortfolioRocket is NOT recruiting or headhunting. It's an framework dubbed "career MBA" from clients. To learn now, and use for life -- allowing you to efficiently land your next move 𝗗𝗘𝗦𝗜𝗚𝗡 𝗡𝗢𝗧 𝗕𝗬 𝗗𝗘𝗙𝗔𝗨𝗟𝗧, accessing the 80-85% of hidden and unadvertised opportunities NOT posted online. If you want a J.O.B. Loren's NOT your girl. If you’re an action taker, not excuse maker, committed to building your career for today and tomorrow, that's PortfolioRocket. Book a 15 Min. Discovery Call: click here. LinkedIn Email…
You’ll probably remember Pete Atherton from his episode just a few weeks back. Pete was a principal at Wright-Pierce, an AEC firm (Architects, Engineers, Construction) for 18 years. Then he exited to become a consultant for leaders who are in similar roles. So, what better way to continue the conversation between Native Analogs and Native Digitals about the profession of AEC than have the current President of a forward-thinking architecture firm join us? My guest, Tim Schroeder, President of Neumann Monson Architects , joins me to discuss how professional services is adapting and changing for Native Digital employees. Ownership + Employee Engagement at Neumann Monson In my opinion, Neumann Monson is leading the AEC industry in creating succession and ownership pathways for young employees, helping them with retention efforts. “We have a team of associate principals and have established a succession process for them to take over in the coming decade but have already readied the program for two successive generations after that.” – Tim Schroeder As the leader of 18 years at the firm, Tim and his team have invested extensively in client experience efforts and just recently became a JUST Organization , which means they are committed to corporate transparency through the lens of social justice and equity. Take note AEC leaders. There is much to learn from this decision by Neumann Monson. Tim on Virtual Work in AEC We haven’t talked much about virtual work on this show, particularly because it seems to be all the world is talking about, and this show does things differently! However… in AEC, virtual work is creating an uprising and many challenges. So we discussed it. Tim shared a challenge many AEC leaders are currently facing: How do teams collaborate when they are virtual? His team very much enjoys the ideas that are generated sitting around a table. And the learnings they garner from hearing the ideas from someone across the room at another desk. I hear this completely! Yet I find this unsurprising, as the average age of a Principal in an Architecture firm is 40+. (See this article for details) I want to particularly highlight this fear that Tim shares with hundreds of other firm leaders, and which is not unfounded: “If we start opening the team to 100% remote opportunity… inevitably, the culture we’ve built dissolves.” The question I challenge Tim with: What happens when a Native Digital has the opportunity to work anywhere for any company? Will they choose you? Or should we re-define where “culture” takes place? Quick Insights from Tim: Create authentic video content – help your potential clients make the decision to work with you BEFORE they ever speak with your business development team. Managing bottom-up and allowing your staff to bring decisions to the top leads to the most innovation and engagement possible in your organization! There are some great virtual collaboration tools! Check out Mural for example. -- Tim asked me to shout out to the Stanley Center for Peace and Security. NM just designed a fully certified Living Building for them. There are less than 30 such buildings worldwide and their firm admires the Stanley Center's commitment to setting a positive example as global citizens. Go Stanley Center! Check out Neumann Monson: neumannmonson.com Tim’s Bio: Tim Schroeder is the third president of Iowa-based Neumann Monson Architects, established in 1977. Over the past decade, he has led the firm's transformation into a state and regional design leader while simultaneously nurturing a progressive, purposeful, and human-centered practice that is advancing the AEC industry’s expectations of design, community impact, and stewardship of both employees and clients. -- Don't forget to register for our FREE masterclass and work towards becoming a top 1% employer of Native Digitals! hannahgwilliams.com/getthatshit…
Imagine you’re my guest for a moment. You’re 11 years old, and for as long as you can remember, you have ridden on your grandfather’s shoulders as he recounted tales of the family businesses’ trials and tribulations, while walking you through your family’s property and buildings. Your grandfather frequently shares with pride: “Reg, one day, you’ll own all of this.” Then suddenly, at 11 years old, you get a call. Your grandfather had an accident and has died. Stunned, you watch a family war break out in front of your eyes. Your family is torn apart – brother against brother, cousin against cousin – and your father is expected to take over the company at an age far younger than he ever anticipated. Now you’re an adult? What would you do? My guest today, Reg Athwal, chose to become the bridge that brought his family back together. And now, because of his experience watching a family business be torn apart and then reconciled, he now breaks the code on running successful family businesses. Reg is the Founder & Chairman of RTS Global Partners and Founder & Chief Educator of the Family Business Academy, and he has privately advised 200+ family-owned businesses and family offices in 25 countries over 2 decades. “Only 3% of businesses get to the 4th generation. One of the longest standing family businesses in the US is the Shirley Plantation. There is a family business in Japan that is on the 43rd generation! How did they do this? There are three things everyone must have to build a legacy…” – Reg Athwal What are the key factors that determine the success of a multi-generational family business? Reg cracks the code for us today. We listen to his experience and perspective on: • What parents/grandparents can do to help their children “catch the fire” to take over the company • What Reg’s family does to ensure each child is encouraged to developed entrepreneurial and leadership skills of their own • The largest pitfalls many family businesses face that cause them to fail • Ways to create harmony and unity in the family, including a core set of values As someone who runs my own family business (real estate and property management), I have experienced the exact challenges + joys that Reg dissects for us today! ------------------ Connect with Reg! LinkedIn: www.athwal.com Clubhouse: @regathwal reg@rtsgp.com regathwal.tv (Videos) fbaclub.house (Club Page) familybusiness.app (App) - Book out later this year: The Family Business Messenger – 24 Parables to Guide Your Family Legacy Check out the Fobillion Foundation – its vision is to support children from 12-21 who have no access to education and enterprise development in underdeveloped villages. REG ATHWAL, is the Founder & Chairman of RTS Global Partners and Founder & Chief Educator of the Family Business Academy, and has privately advised 200+ family owned businesses and family offices in 25 countries over 2 decades, impacting $6.2b in revenue growth and equity value. He is also the Executive Chairman of the TAO Legacy Family Office and Founder & Chief Mentor of Fobillion. He is a certified global speaker and educator, who has delivered over 3,000 live speeches and programs in 65 countries, and frequently booked as a global expert speaker for Harvard Business School, Young Presidents Organization, Entrepreneurs Organization and Vistage International, as well many other leading Business Schools. He is a bestselling author with 6 books published to date, including the highly acclaimed “Unleash Your Family Business DNA”. He’s also an investor in two technology platform ventures focusing on EdTech & FamTech. His lifetime mission is to impact over one million family businesses and be a life-long philanthropist. At his core he continues to be a life-long Educator & Master Teacher and is committed to delivering valuable wisdom and insights. His inner daily purpose is to “Live Life & Serve Humanity”. www.regathwal.com and www.athwal.com Join the FREE Masterclass at hannahgwilliams.com/getthatshit…
Today, I’m going to read a live HOT TAKE from Gen Z’rs point of view (POV)! When’s the last time you read a Reddit stream? Well, you don’t have to because I’m going to do the equivalent for you in a medium you probably enjoy more 😊 --- If you haven’t checked out OVRTURE ACADEMY , you need to. Join the first cohort in October 2022 to become a Native Digital Fluent Leader. -- Gen Z's hot take: Don’t have kids, if you want to brainwash them and convert them to your point of view. I’m going to read through an entire stream of Gen Z’rs debating this topic on The Conversationalist , so you can get into our brains a bit and hear what we’re thinking. What will you learn? Well, maybe Gen Z’rs think a bit differently, deeper, or more thoughtfully than you might expect. Or maybe you find that our generation is doomed based on the thought pattern. Your thoughts? ---- Follow the show @nativedigitalshow LinkedIn Check out OVRTURE ACADEMY: ovrture.academy…
This episode was recorded at the beginning of March 2022, when the conflict between Russia and Ukraine was first beginning. In today’s very special episode, we’re dissecting everything from internet sex to the conflict in Ukraine, to category design. Christopher Lochhead is a legendary founder of the management discipline, Category Design. But more than that, he’s someone I admire greatly, and my honorary uncle who tells me shit when I need to hear it. He describes himself as a dyslexic paper boy from Montreal, who got thrown out of school at 18. So, with no other options, he became an entrepreneur, then a three-time, Silicon Valley public company CMO. After he sold Mercury to HP for $4.5B (back when that was a lot!) in 2006, he hung up his glove as an “operating guy”. He describes his work as "what might happen if the Harvard Business Review got drunk at a dive bar with some very smart, very funny badasses" 🏴☠️ His books, Play Bigger, and Niche Down, are must-reads for ANY leader or business owner, regardless of industry. I’m serious. You can’t afford not to read them, and also subscribe to his newsletter, Category Pirates, where you get more valuable info in bite-sized nuggets than an MBA. No joke. Lochhead on the Decline in Real Men “Our world tends to produce a whole lot more legendary women than legendary men.” - Lochhead If you can rent a bridesmaid and have virtual sex, is there depth in a relationship anymore? Lochhead and I dissect this topic from our native digital + native analog viewpoints today. Our conclusions are surprisingly similar. And what is the role of legendary men in raising children with values – both male and female – to be people of character? “The degree to which children have at least one male role model who are real men – not in a macho way – but 360 men with ethics, morals, who conduct themselves in an admirable way, who have thoughtful decision-making, and strong relationships in their lives, and successful in their careers – is correlated with a child’s well-being and chance of success.” – Christopher Lochhead Lochhead on Category Design “Category Design is about the ability to create and dominate a new market category. In business, there’s an assumption that gets made that’s undeclared, undiscussed… It’s wrong. It’s the big brand lie.” – Christopher Lochhead What are category kings? They are the businesses that own 76% of any given market category. Guess what happens to the other 24%? ALL the other businesses fight over it. The smallest portion of the pie. “There are over 50,000 business strategy books on the market. The vast majority have this same contextual scaffolding: how products disrupt markets, and products take over the market. The contextual lens we all seem to have is Brand > Business Model > Product. The problem with that thinking is it’s just not fucking right.” – Christopher Lochhead Lochhead states that disruptive products do NOT take over markets. Here’s the proof: Did you have a Red Bull Cola anytime recently? Did you enjoy a Colgate Lasagna recently? These were both real products. Category Design is for people who have NO interest in competing. Instead, they are creating new categories and dominating them. The First Native Digital War “What we’re seeing in Russia/Ukraine is the first Native Digital war. This is why Zelensky does his own direct-to-constituent news broadcasts on Instagram. Putin stands in his made-up fake studio to make himself like he’s the grand puma king shit of turd island, and he talks on TV. And he’s completely lost the propaganda war.” - Lochhead Enough said? Companies are pulling out of Russia left and right. Lochhead is helping lead this charge in Silicon Valley to shape the outcome of the war. ---- More About Lochhead: Seriously. Go subscribe to Category Pirates . Listen to Follow Your Different and Lochhead on Marketing Check out Lochhead’s Books: Play Bigger and Niche Down Linkedin lochhead.com About Lochhead (from Lochhead himself): I co-Created a new management discipline called Category Design, have been an advisor to over 50 venture backed startups, am a limited partner investor in a few top-tier VC funds, I’ve helped a handful of companies go public, been part of countless M&A transactions, served on many boards, been on the cover of magazines (it’s not all that, really!), hit the top of the author, podcast, and newsletter charts (that is very fun) and been fired a whole bunch. (Comes with being a pirate!... and it isn’t that scary?) I believe if you're lucky enough to make it to the top of a mountain, you should throw down a rope. So that's what I'm trying to do. Today, I live in Northern California at the beach, with my wife, a legendary group of friends, 6 hens, and three rescue cats. I’ve been lucky enough to share the microphone and stage with a wide-range legends like: President Barack Obama, General Colin Powell, NBA Legend Bill Walton, General Stanley McChrystal, Navy Seal Chris Fussell, Billionaire Zoom CEO Eric Yuan, Secretary of State Madeleine Albright, Olympic Champion Kerri Walsh Jennings, #1 Legal Escort Alice Little, Greatest Chess Master of all time Garry Kasparov, the “Real DEA Narcos” Steve Murphy and Javier Peña, Netflix Founding CEO Marc Randolph, #1 technology analyst Ray Wang, Entrepreneur/VC David Sacks. UFC Champion Luke Rockhold, Category Creation Guru Eddie Yoon, 1st blind person to summit Mt. Everest Erik Weihenmayer, billionaire entrepreneur Jeff Hoffman, baseball legend Darryl Strawberry, billionaire entrepreneur Tom Golisano, Former #1 adult entertainment star Mia Khalifa, Stanford Prof. Margaret Ann Neale, VC Brad Feld, Stanford Prof. Tina Seelig, NBA legend Andre Iguodala, 1-800-Got-Junk Founder Brian Scudamore, Entrepreneur/VC Mike Maples, Jr., Navy Seal Brent Gleeson, Cards Against Humanity Founder Max Temkin, Strava Co-Founder Mark Gainey, billionaire entrepreneur Tom Siebel, UFC Hall of Famer Bas Rutten. I've also shared the mic with best-selling authors such as Dushka Zapata, Kim Scott (Radical Candor), Hal Erod (Miracle Morning), Ken Blanchard (One Minute Manager), Tucker Max (I Hope They Serve Beer In Hell), Sebastian Junger (Perfect Storm), Dr. Avi Loeb (Harvard’s top astronomer), Kevin Maney (Play Bigger), Amy Morin (13 Things Mentally Strong People Don't Do), Safi Bahcall (Loonshots), Jules Pieri, Jim Campbell (Madoff Talks), Joe Pine (Experience Economy), (Ryan Holiday (Lives of The Stoics), Courtney Carver, Abby Ellin (Duped)and countless others. Over the years my work’s been featured in/on places like: Harvard Business Review, CNBC, CNN, Fox Business, Associated Press, The Economist, CBS News, Fortune, Forbes, Business Insider, and countless podcasts.…
Today’s guest initially went to school to become a veterinarian but ended up in a completely different place: as an engineer! Quite the shift, huh? Then he spent 29 years in the AEC world, ending up as the SR. VP and a principal at Wright-Pierce, a 250+ strong multi-disciplinary engineering firm. We ask interesting questions on this episode such as: What is the future of education in heavily licensed professions (such as engineering and architecture)? How do we reverse burnout for mid-career professionals who are part owners in scaling firms? Does data support a shift to the gig economy for the AEC world? Later in the episode, you’ll hear the surprising findings of a study conducted by my guest along with the Engineering Management Institute. Pete Atherton is the author of Reversing Burnout , a blueprint for professionals and business owners, and is the host of the AEC Leadership Today Podcast. He’s a frequent speaker at Zweig, ACEC, and ROG events. This is our first dip into the world of professional services on The Native Digital + Native Analog Show, where the cost of recruiting + retaining talent is significantly higher than other industries we’ve explored. With an average cost per turnover of 40% of the employee’s yearly salary and an average engineering salary of $91,000/engineer in 2021 (2021 BLS study), firms are spending $35-45k per employee they lose. In just a few weeks, we’ll hear from Tim Schroeder, President of Neumann Monson Architects, on his succession planning strategy to reduce turnover. Pete is helping firms strategically position themselves for the transition to freelance, independent workers. And it’s time business owners heed his advice. Pete on Independent Freelance Workers in In collaboration with the Engineering Management Institute, ActionsProve did a 2021 study to find how COVID had impacted the AEC industry. Here were some findings that, while not surprising to Native Digitals, were quite revolutionary to see in the AEC world: Professionals with 10 years of experience or less (around age 30, aka Native Digitals😊) had 2X the affinity for a professional freelance career compared to someone later in their career. Over 50% of professionals said work was affecting their mental health. Nearly everyone wants some type of flexibility in their work. Gone are the days of “work is everything… if I’m still living in 30 years, I’ll live life then.” Pete on Burnout If you listed out ALL the things in your life on your “to do” list, how many pages would be devoted to working and how many would be devoted to your family and other parts of life? For Pete, there was a moment when he realized, his “to be” list was infinitely shorter than his “to do” list. As a principal in a highly successful engineering firm, Peter had lived his 30+ year career chasing the next big thing. But here’s the thing. Not only did Pete have a reckoning with himself. So has the entire AEC (architecture, engineering, and construction) industry during COVID last year. Firm leaders will need to pivot dramatically to stay in touch with the newest generation of employees who are seeking companies with values and a purpose-driven, authentic identity. Connect with Pete! Get Pete’s book, Reversing Burnout Connect at pete@actionsprove.com Peter C. Atherton, P.E. is an accomplished AEC (architecture/engineering/construction) industry insider and practitioner turned executive coach and consultant. Pete has over 29 years of industry experience, 24 as a successful professional civil engineer, project manager, principal, practice group leader, major owner, and member of the board of directors with high-achieving engineering firms. Pete is now the President and Founder of ActionsProve, LLC (actionsprove.com), author of Reversing Burnout. How to Immediately Engage Top Talent and Grow! A Blueprint for Professionals and Business Owners, and the creator of the I.M.P.A.C.T. process. Pete is also the host of the AEC Leadership Today Podcast and the AEC Leadership Mastermind. Pete works with AEC leaders and firms nationwide to grow and advance their success through modern and new era focused strategic planning, executive coaching, leadership and management team development, performance-based employee engagement, and corporate impact design. Connect with him at pete@actionsprove.com. You can also connect and follow him on LinkedIn. Continue Your Learning Journey... Guess what's LIVE? OVRTURE ACADEMY . The first of its kind academy to make you a Certified Native Digital Fluent Leader™. If you're a business owner or HR executive and want to make sure you know how to Attract, Recruit, Retain, and Engage Gen Z, you need to get certified. And the BETA cohort launches next month! Seats limited. Yes, that's April 2022. Learn about this opportunity .…
In last week's solocast, you heard my TEDx talk about Peter Analog and Sophia Digital. But there's one company I called out for being a Native Analog business that's not exploring ways to change for the future. Our FLOP of the week, ladies and gentlemen: De Beers Jewelers. In 2018, De Beers released a comprehensive report titled " MILLENNIALS AND GEN Z: CAPTURING THE OPPORTUNITY ." But here we are in 2022, and I'm (not) shocked to see that De Beers has not taken their own report's suggestions. Here are a few of the suggestions they made to themselves (then promptly didn't follow): Align social promises with brand promises (blood diamonds anyone??) Help Gen Z build their personal brands through a personalized selection and shopping experience Seamless online purchasing experience Focus on individuality in the shopping experience and the jewelry curation process Sure, De Beers is engaging influencers. Sure, they're showing gay couples in their ads. But is this addressing the most fundamental problems with their lack of product alignment with Native Digitals? The answer is a resounding "NO." What is a "romantic gesture" to Gen Z? Within De Beer's quoted study on Gen Z, one woman from NY (the one they chose to call out mind you) said that "a romantic gesture would be going out of your way to do something special." Then they equated that with the purchase of an expensive ring. Instead of even possibly considering an experience-driven model. Why? Don't ask me. Even worse, their chart (figure 9) on page 19 of the report depicts diamond sales DECREASING for engagements among the younger generation! In none of the research do they take the time to consider that diamonds are on the decline, and other jewels, experiences, and meanings are more important. We can take away many learnings from this FLOP. It's important for businesses to be thinking about where we're HEADED, not just what's one step ahead. De Beers has a major opportunity within Meta, NFTs, and more impactful experiences. They're missing it as we speak. Don't be like De Beers. --- Don't want to be on Hannah's Hit List? Get registered for OVRTURE ACADEMY! Where we teach to you to become Native Digital fluent. ovrture.academy Follow the Show: @nativedigitalshow…
I’ve mentioned Deb a couple of times on The Native Digital + Native Analog show before, but today, I was honored with her presence. If you ran into a colleague at the grocery store whose daughter had just attempted suicide, what would you say? Would you be able to find helpful words? Most of us would be flabbergasted. Most of us are paralyzed by a state-of-mind that Deb calls “the awkward zone” of “should I say anything?” or “would saying something hurt?” In the Awkward Zone, we’re confronted by second-guessing and doubt which often inhibits comfort and connection. Barriers like these have always been there, but modern life has made them stronger. Some of us might share a story of a similar experience that we’ve had or seen. And actually, we might cause worse pain than already exists. In my conversation today, Deb Knupp, Managing Director at GrowthPlay, shares her trials through a similar circumstance within her own family, and the crucial moment when she realized, most human beings aren’t equipped to walk alongside others in suffering. Deb works primarily with attorneys. Her consulting practice primarily helps law firms to scale, increase revenues, improve client experience, and motivate talent. But we don’t even touch on these in today’s episode. Instead, we discuss the shadow pandemic. It is rearing its ugly head each day in the law firms Deb works within, so she has set out to help professionals understand how to be with people in suffering. Deb, as the selfless person she is, asked me to promote the work of Jen Marr. Jen’s organization, Inspiring Comfort, helps organizations create a culture of comfort, where colleagues and leaders learn how to walk with people in suffering. Check out Jen’s work at inspiringcomfort.com. What is the Shadow Pandemic? “In 2024, experts are saying we will ultimately lose more lives to depression, anxiety, PTSD, and suicidality, than actual people who died from COVID-19. And yes, when you speak to leaders in an organization, and show them the tsunami of a mental health crises with adolescents, they think they are immune. That it will just happen to other families, other firms, but ‘not to us’. This is an extremely dangerous posture.” – Deb Knupp The shadow pandemic will impact not just families, friends, and communities – it is going to shape organizations as well. Yet most companies aren’t prepared for the onslaught. Deb shares that proactively addressing mental health issues at work are not only important for employee happiness, but organizational stability. But what does “addressing mental health issues” look like? It means teaching people how to be with others in suffering. Training them to say helpful rather than hurtful things. And training leaders how to approach mental health with care and intentionality. Deb on Suffering and Leadership “Learning to walk with people in suffering is a leadership skill. Not just a nice to have. It is a skill equally important to a leader’s ability to meet revenue goals, inspire action, and create meaningful connection.” – Deb Knupp With the looming Shadow Pandemic, it’s up to LEADERS to build this necessary skill. Not just assume that mental health is being addressed at home or within a community. About Deb: LinkedIn: https://www.linkedin.com/in/deb-knupp-2694a21/ The HX Collective: https://thehxcollective.com/ Deb Knupp is a Managing Director for GrowthPlay - a consulting firm that inspires clients to achieve their growth potential through actionable research-backed strategies accelerate revenue, improve client loyalty and motivate talent around a shared vision of success. Prior to GrowthPlay, Deb founded Akina, in 2001 that was acquired by GrowthPlay in 2014. With over 350 law firm clients and serving more than 50% of the AmLaw 200, Deb and her team at GrowthPlay have spent the last 20 years helping firms become THE place where the most profitable clients want to buy, where the most fantastic people want to work and where the most inspired leaders want to serve a bigger purpose in their communities. Before Akina, Deb was a front-line sales and HR executive working for Frito-Lay, Pearle Vision and algroup - Lawson Mardon Packaging. On a personal note, Deb graduated from The University of Texas at Austin with a B.S. in Speech/Organizational Communication. She is a passionate wife and mom to three daughters, a community cultivator and crusader for the underserved, and has a zealous commitment to help make the world better by helping others become the best version of themselves.…
Today, I bring you a special sneak peek! This is a dramatic reading of my TEDx Asheville speech that was recorded this week. Here's the crux of what we discuss, through the eyes of Peter Analog and Sophia Digital. Each of these people has a similar goal, but approach arriving at their dream job in two VERY different ways. Understanding the difference between the Native Digital and Native Analog worlds is the biggest marketing, employment, and business trend of the decade. And hardly anyone is talking about it. Be on the cutting edge. Take a listen. -------------- The truth is, it’s nearly impossible to comprehend a native digital mindset if you aren’t one yourself, and yet, understanding how to market to us, and employ us is critical for your business to survive. Why you may ask? This year, Native Digitals outnumbered Native Analogs for the first time and by 2025, a projected 27% of all your employees will be Gen Z’rs. We are at the beginning of a mass extinction event of analog companies because most companies do not understand that Gen Z is a new CATEGORY of human, not just another generation. My peers grew up completely integrated with technology. Our digital lives are PRIMARY. Our analog lives are SECONDARY. There have never been humans who are 100% integrated with machines, until now. My generation is not just being “digitally transformed” like our parents assume. We work, think, and play starting from an entirely different perspective. For this reason, I believe that if you don’t have a Native Digital on your board of directors, your leadership team, or at least one you pay to pester you like a fly in your ear, your business will not be relevant in 15 years. You can start changing that today by getting into the mind of a Native Digital. -- Follow us! hannahgwilliams.com/show @nativedigitalshow LinkedIn: https://www.linkedin.com/in/hannah-williams-genz-ceo-advisor/…
WTF is “coddiwomple”?? I had never heard of it until recording this episode. It means “to travel in a purposeful manner towards a vague destination.” And when operating in a Native Digital world, this is, in a nutshell, what business owners must do to remain relevant. Instead, so many of us remain bystanders – waiting until someone else “figures it out” before taking a purposeful step forward into an unknown direction. Or worse, others actively dismiss the Native Digital ideas which will keep their business alive. On today’s show, my guest, David Kepron, who is a former VP of Global Design Strategies at Marriott International, unpacks a “coddiewomple” mindset vs. a “cautious” mindset to business decision making – whether that’s in experience design, leadership, or decision-making. “There are a lot of leaders out there who believe in a SET way of believing how the world spins – and they’ve relied on that because it’s served them well – but to continue relying on that traditional approach to thinking about the way you run your business isn’t going to fly anymore, so why shouldn’t you have someone who’s 19 years old, 18, 17, 16 years old (keep going down the list) helping you run your business?” – David Kepron David suggests to companies to hear the “learned perspective” of Native Digitals so you don’t fall behind – not necessarily taking advice from this age group but hearing their differing perspective. David on EXPERIENCE Design: We then shifted gears into discussing the power of EXPERIENCES for engaging Native Digitals, rather than focusing on physical objects and products. David’s work at Marriot International involved designing unique guest experiences for Marriott’s “Premium Distinctive” segment which included: Westin, Renaissance, Le Meridien, Autograph Collection, Tribute Portfolio, Design Hotels and Gaylord hotels – and his experience with biophilic design ups and downs. David found that mastering the millennial worldview when designing experiences for a global brand was a challenge with older leaders involved. “My world is gone. It’s like ancient history… The challenge is NOT to get a younger generation to fit into my worldview. The challenge really is to get my worldview to be agile enough to be able to look backwards and sideways at a younger generation and adopt THEIR worldview. The extent to which someone can adapt or not adapt, will determine whether or not they should be sitting on the bus.” – David Kepron David on Observing Gen Z’s Life Choices… “My 19-year-old son’s into Crypto investing, and sometimes my wife and I get concerned about that. But then I say to her, ‘look, if I was 19 years old and I was investing the way Ben is investing, we’d not be in the place we are right now. We’d be living in a villa in the South of France’... Gen Z is intuitively tapped into what’s going on around them in a way that’s foreign to my generation.” – David Kepron David has a legendary perspective and has recognized behavior patterns in his two Native Digital sons that didn’t exist when he was growing up. Both in their fears and in how his sons choose to use their resources, time, and energy. To hear more from David on experience design for the digital economy, and read his revolutionary perspective on retail, definitely check out his book: Retail r(Evolution): Why Creating Right-Brained Stores Will Shape the Future of Shopping in a Digitally Driven World ---- About David Kepron: Connect with him: www.davidkepron.com Podcast: @NXT Level Experience Design Podcast David Kepron is a multifaceted creative professional with a deep curiosity to understand ‘why’, ‘what’s now’ and ‘what’s next’. He brings together his background as an architect, artist, educator, author, podcast host and builder to the making of meaningful and empathically focused, community-centric customer connections at brand experience places around the globe. David is a former VP - Global Design Strategies at Marriott International. While at Marriott, his focus was on the creation of compelling customer experiences within Marriott’s “Premium Distinctive” segment which included: Westin, Renaissance, Le Meridien, Autograph Collection, Tribute Portfolio, Design Hotels and Gaylord hotels. In 2020 Kepron founded NXTLVL Experience Design, a strategy and design consultancy, where he combines his multidisciplinary approach to the creation of relevant brand engagements with his passion for social and cultural anthropology, neuroscience and emerging digital technologies. As a frequently requested international speaker at corporate events and international conferences focusing on CX, digital transformation, retail, hospitality, emerging technology, David shares his expertise on subjects ranging from consumer behaviors and trends, brain science and buying behavior, store design and visual merchandising, hotel design and strategy as well as creativity and innovation. In his talks, David shares visionary ideas on how brand strategy, brain science and emerging technologies are changing guest expectations about relationships they want to have with brands and how companies can remain relevant in a digitally enabled marketplace. David currently shares his experience and insight on various industry boards including: VMSD magazine’s Editorial Advisory Board, the Interactive Customer Experience Association, Sign Research Foundation’s Program Committee as well as the Center For Retail Transformation at George Mason University. He has held teaching positions at New York’s Fashion Institute of Technology (F.I.T.), the Department of Architecture & Interior Design of Drexel University in Philadelphia, the Laboratory Institute of Merchandising (L.I.M.) in New York, the International Academy of Merchandising and Design in Montreal and he served as the Director of the Visual Merchandising Department at LaSalle International Fashion School (L.I.F.S.) in Singapore. In 2014 Kepron published his first book titled: “Retail (r)Evolution: Why Creating Right-Brain Stores Will Shape the Future of Shopping in a Digitally Driven World” and he is currently working on his second book to be published soon. David also writes a popular blog called “Brain Food” which is published monthly on vmsd.com and is the host of the NXTLVL Experience Design podcast. NXTLVL Experience Design podcast, commission-based art business (see: www.davidkepron.com/art ) and currently writing book #2.…
How important is cultural creativity to engaging Gen Z? Well, ask yourself this: What happens when you take the 83% of Gen Z who considers themselves creative, and stick them in a work environment that dries up that creativity? Disengagement. As a debrief on the episode with James Nave, we explore the importance of integrating creative outlets for poetry, music, art, and language into your organization. FLEX OR FLOP? And… speaking of creativity, on today’s FLEX OR FLOP part of the show, we discuss Canva, an organization that empowers creators to create more. You’ll hear my thoughts on what Canva is doing to become a magnetic employer through a focus on digital engagement, employee empowerment, and creative outlets for their staff. What will you do to be more CREATIVE today? -- Don't forget to connect with me! And don't be a stranger - attend our FREE Masterclass to help you Attract + Recruit Gen Z. @hannahgradywilliams @nativedigitalshow LinkedIn: https://www.linkedin.com/in/hannah-williams-genz-ceo-advisor/ (Hannah Grady Williams) Hannahgwilliams.com…
Ever think you’d hear anybody singing on a podcast? Well, today’s the day. From music to poetry, be prepared to be transported to another dimension on today’s show. My brilliant Native Analog guest, James Navé, steals the show with live dramatized poetry. I croak out a Billie Eilish chorus about halfway through the episode. “We were all poetic friends laughing away the afternoon Full of honey, wine, and smoky stories of Cuban music weeping from Old radios falling out of a postcard sky after the neighborhood parties Ended, and nobody wanted to go home.” – James Nave James is a skilled master of words, to say the least (the poetry above is his). Honestly, I feel no need to write too much here; you simply need to listen to the episode. In today’s storied journey, James recalls the tale of his meeting with aspiring young poets, and co-founding The Artist’s Way Creativity Camp with Julia Cameron, whose book “The Artist’s Way” has exploded in popularity for Gen Z’rs recently. Since its publication, over 4 million copies have been sold, mainly due to the catalyst of TikTok in recent months. We also ponder the questions: • What is “poetry” to Native Digitals? • How do we leave a legacy of the written, spoken, and practiced word? • What is the future of language? (and ha! Should “lol” be a word in the dictionary? Listen for James’ opinion…) • Are pop icons like Billie Eilish poets? Can modern music be considered poetry? “The difference in my view of what makes me register a work as art… the artist knows when to stop. The artist knows how much sandpaper to rub over the skin so you notice the little abrasion, so you remember the message, but not so much that your arm gets infected.” – James Nave What could we as leaders, parents, artists, and business owners learn from the use of our own words? How they shape the world? How they determine the future? If you want to improve your own writing or look at leaving a legacy of the written word, I HIGHLY suggest you visit the Imaginative Storm Writing Prompt of the Week session. It’s held on Saturdays at 12noon ET and is a community of writers James and fellow writer, Allegra Houston, lead in discovering their voice. www.imaginativestorm.com About James Nave Connect with James: www.jamesnave.com James has presented well over 10,000 shows and workshops as a poet, teacher, and storyteller. He holds an MFA in Poetry from Vermont College of Fine Arts and a BA in International Relations from UNCA. His company, The Imaginative Storm for Writers, teaches writers how to write from the Imaginative Storm to the Creative Form. He co-founded The Artist's Way Creativity Camp in partnership with Julia Cameron, author of the perennially bestselling guide to creativity, "The Artist's Way,” and has taught writing, creativity, performance poetry, and public speaking worldwide, from Nouakchott, Mauritania, to Galway, Ireland, Bangkok, Lima, and all across the US. As co-founder of the landmark performance company Poetry Alive!, he memorized over 600 poems and has performed shows and workshops in the United States and International Schools throughout West Africa, Asia, South America, and Europe. In addition, he hosts a weekly radio show, Twice 5 Miles Radio, which airs on WPVMFM-Asheville, NC, KECIFM-Taos, NM. Google Twice 5 Miles-SoundCloud to hear all the show. His latest book of poems, The 100 Days, will be published by 3: A Taos Press in late 2022.…
Today’s episode is an opinion piece. Albeit an important one. And my husband is joining me. We discuss “Therapy Culture.” Heard of it? I might have made up the term... not sure about that. This is a topic Gen Z may have difficulty discussing, and a problem that I believe is occurring within my generation that is rapidly spreading. With the mental health crisis and the shadow pandemic plaguing our world, finding healthy solutions to anxiety, depression, and suicidality is vital. But is the best way to handle these crises with a therapist? And why is “therapy” such a casual need nowadays? Are therapists replacing trusted friends, and is this healthy? We believe your kids, grandkids, and friends are at risk, and they are likely unaware. Because therapy culture pushes the notion that in order to have a voice, you have to have had something significantly traumatic occur in your life. Where is the line? We don’t necessarily have the answers, but this conversation is crucial to the well-being of our generation. We do welcome your thoughts and observations as well. -- Connect with Hannah Hannahgwilliams.com @hannahgradywilliams or @nativedigitalshow LinkedIn: https://www.linkedin.com/in/hannah-williams-genz-ceo-advisor/…
Have you considered the benefits of being vegan? Are you attending in-person hiring events? What is your role in helping with your community’s food insecurity? What role do video games and hunting have on a child’s relationship with violence? These are just a few of the questions we ask during this episode of Native Digital + Native Analog. This conversation explores many directions, as my guest, Tina Weaver, and I navigate her journey. Tina was the former executive director of the YMCA in Kansas City, and now owns Vespa Equity, where she trains organizations in LGBTQ Language, DEI, and engaging with marginalized communities. I wanted to bring her on the show for multiple reasons – one is because I wanted a nonprofit executive’s perspective on the shift from analog to digital worlds, and to see how this organization embraces young perspectives. Secondly, it’s because (as I discovered through this conversation) Tina and I come from incredibly different backgrounds (and even though we don’t dissect this much on the show), have very differing viewpoints. As you’ll see through this conversation, despite our differences, Tina and I learn from each other’s perspectives. Here are a few ways Tina and I are vastly different. • Tina was a multi-sport athlete. Simply put, I am not. Invite me to a game of soccer for a laugh 😊 • Tina is vegan as a point of principle. I eat meat and enjoy hunting as a principle for conservation. • Our views on marriage differ and our perspectives are different on how to raise children. • Our approaches on how to solve the problem of violence in adolescents differ. But despite the differences, here are just a few of the areas we found we agree on: • Our world would be a better place if we supported and affirmed people’s differences. • Youth empowerment is important to organizational success. • Conservation and respect for the earth is incredibly important to create a better world for all living beings. Tina Weaver on Youth Leadership “One of our employees began as an intern and became a board member at 19. She led a fireside chat with the community at one point. The nuggets of wisdom that the audience walked away with from a 19-year-old – give credit where credit is due – was phenomenal. There’s really not a mistake you can make by including young perspectives in your decision-making.” – Tina Weaver At the Kansas City YMCA, Tina’s team let a variety of programs, including working with school systems and intern programs. At one point, they identified that 21% of their members were food insecure, and Tina’s 19-year-old intern led an initiative to become their own food supplier by starting a small farm. Tina offers the perspective that if you allow youth to have this sort of decision-making ability and influence, they will do amazing things within your organization. Tina on Connectedness “Our connections are incredibly vibrant. I believe we know each other much deeper than we’re willing to allow each other to get to know.” – Tina Weaver I believe there are valuable lessons we can learn from having a close relationship with our environment. Tina’s work focuses on operationalizing diversity, equity, and inclusion for human, animal, and earth, and there is much to learn from her and this holistic perspective. Connect with Tina! Tina is an experienced and passionate executive driven by cause-driven results. She offers an entrepreneurial spirit through innovation, inclusion, management and staff development with a strong ability in programming and cultivating key partnerships for strategic development and growth. She has a diverse portfolio of skill sets that include strategic planning, operational effectiveness, strategic alliances, shared services and advocacy. Tina puts into practice the operation of diversity and inclusion efforts to build a more equitable work environment. www.vespaequity.com Tina@VespaEquity.com LinkedIn: https://www.linkedin.com/in/tina-weaver-mba-7ba48763/…
It’s time again for “FLEX OR FLOP??” And this week’s company in the spotlight is… SONIC. Yeah. Sticking with slushies may be stupid (how's that for alliteration?). That’s about the only thing I can think of with Sonic – their frozen beverages. Is that a good thing or bad? You tell me. But before we discuss Sonic, let’s talk about my learnings from this week’s guest episode with Jaime Jay. Jaime runs his business, Bottleneck Distant Assistants, in a fascinating way – he’s never met a single member of his oversees team. Everyone is remote. He was doing remote business before it was cool. His team is spread out through Haiti, the Philippines, among other countries. The average age of his staff is 22! And better yet, he has his young staff members run meetings equally important as his more experienced team members. Yes, he has 19-year-olds running meetings. Jaime shares tactics for: Creating psychologically safe teams (SUPER important for Gen Z) Engaging team members in such a way they can be offered HIGHER pay somewhere else, and still choose to stay Helping entrepreneurs embrace the gig economy and leverage Distant Assistants I had a number of learnings from this episode that are applicable to companies of any size. You don’t want to miss his wisdom. And if you haven’t checked out his episode (or his book Quit Repeating Yourself ), you’ll definitely want to do so. Flex of Flop: SONIC Edition! Sonic confuses me. They’re kind of “Floxing” – they aren’t doing great with Gen Z but I haven’t thrown the towel in on them yet. On paper, they should be a highly attractive brand for nostalgic Gen Z’rs, but they’re having trouble finding staff, and they’ve jumped on the bandwagon of social media too late. Their competitors are outpacing them on all accounts, yet their revenues spiked significantly during COVID due to the drive-in experience. On the episode: I test out features of Sonic’s career website! And discover, well, it’s trying to be something, but it’s in a very rough place. We learn from Sonic’s mistake in getting so far BEHIND the competition that they fail to keep up! I show you how to make small career website tweaks to improve your resonance with Gen Z. --- Don't forget to connect with me! And don't be a stranger - attend our FREE Masterclass to help you Attract + Recruit Gen Z . @hannahgradywilliams @nativedigitalshow LinkedIn (Hannah Grady Williams) Hannahgwilliams.com…
Imagine you’re a young man full of aspirations who decides to give up everything to serve his country in the US Army as a paratrooper. But upon returning home, your wife asks for a divorce. You find yourself homeless and starting again from ground zero. Now imagine finding a way out of complete desperation to become a successful entrepreneur, and now a bestselling author. That is Jaime Jay, and he is our guest in this episode of Native Digital + Native Analog. Jaime Jay is the co-founder of Bottleneck Distant Assistants, and the author of the new bestselling book, Quit Repeating Yourself. Jaime’s a true friend of mine, and someone who radiates empathy – in fact, he's known by everyone who encounters him as one of the most empathic individuals they’d ever met. On this episode, you’re going to hear Jaime’s inspiring story of how he climbed from homelessness (multiple times since his childhood), fought the definition of “entrepreneur” his father had set for him, and designed a transformational business and life with his partner Sara. Jaime was part of the elite 82nd Airborne Division and was trained as a paratrooper. You’ll hear him recall how intense the training was to be part of such an elite organization and be battle-ready for when the country needs them. Jaime (The Native Analog who Runs a DIGITAL Business) Jaime runs his business in a fascinating way – he’s never met a single member of his overseas team. Everyone is remote. He was doing remote business before it was cool. His team is spread out through Haiti, the Philippines, among other countries. The average age of his staff is 22! And better yet, he has his young staff members run meetings equally important as his more experienced team members. Yes, he has 19-year-olds running meetings. Jaime shares tactics for: • Creating psychologically safe teams (SUPER important for Gen Z) • Engaging team members in such a way they can be offered HIGHER pay somewhere else, and still choose to stay • Helping entrepreneurs embrace the gig economy and leverage Distant Assistants To hear more for Jaime Jay and how you can Quit Repeating Yourself when running your own business, download this episode AND check out Jaime’s practical book. About Jaime Jaime Jay is a connector, starter – geek, podcaster and founder of the award – winning Bottleneck Virtual Assistant Services company that offers professional growth opportunities for ambitious leaders by creating an efficient and systematic approach to identify, hire and cultivate team members who focus on specific roles and responsibilities through a single point of contact. He served in the U.S. Army as a paratrooper in the 82nd Airborne Division and worked in corporate America for over 12 years before becoming a full-time entrepreneur in 2006. Jaime Jay is the host of the ‘Live with Bottleneck’ show. He participates in interesting dialogs with his guests where listeners are able to participate in the conversation during the live format. His guests are some of the brightest minds in business today. Stop the Bottleneck in YOUR business by watching his show today In addition to running the distant assistant company and hosting his show, he is the author of Quit Repeating Yourself. This book is all about setting up your business with a strong culture, leading with kindness, creating systems and processes, and learning how to recruit and hire effectively. If you are in business, this book i s a must read. Jaime lives in Springfield, Missouri with his wife Sara and their dog Nikita. He is an amateur hockey player, enjoys spending time on their boat on Table Rock Lake and traveling. Fun fact: Jaime has been playing ice hockey for over 45 years . He also loves traveling, playing guitar, hanging out with friends and doing the occasionally crazy thing like jumping out of perfectly good airplanes. Follow Jaime Jay today! Website: Bottleneck.Online LinkedIn: in/JaimeJay Youtube: Live with Bottleneck Check out his new book: Quit Repeating Yourself…
When there is a hot political mess that calls for corporate action, how does your company respond? Do you REACT? Or are you PROACTIVE? In this solo episode, I expound upon my learnings from the episode with Elizabeth Solaru, founder of the Luxury Business Emporium. As a black, female business owner who resides in London, but spent a good portion of her childhood in her family’s home of Nigeria, the conversation with Elizabeth raised important questions for me about the nature of authenticity in business decision-making. From the blood diamonds that were a part of Tiffany & Co.’s 2020 campaign to the collaborations with Gucci & Balenciaga, we can learn much from the choices high-profile luxury businesses are making and how they clash or align with Native Digitals. The conversation begged the questions: How authentic are your business decisions? And expanding broader, what does “diversity” mean to you? Do you think in terms of just color? Or do you think in terms of diversity of perspective? If you haven’t checked out Elizabeth’s podcast, Luxury Business News Weekly, I highly recommend you do so. AND on this week’s “FLEX OR FLOP?” we’ll be discussing a business that’s flexing for Gen Z! Gucci. Yes, you heard that right! Gucci is setting the tone for how luxury companies relate to Gen Z. Their TikTok strategies are on point, and they’ve even moved into the metaverse with virtual sneakers. Check it out, and stay relevant ya’ll! Don't forget to connect with me! And don't be a stranger - attend our FREE Masterclass to help you Recruit + Retain Gen Z. @hannahgradywilliams @nativedigitalshow LinkedIn: Hannah Grady Williams Hannahgwilliams.com…
What would you do if your very FIRST client was the cousin of Queen Elizabeth? That’s exactly what happened to my guest today. Elizabeth Solaru is an internationally renowned voice in luxury business, but she started from humble beginnings, baking cakes in her grandmother’s Nigerian kitchen in elementary school. In this episode, we explore the adventures Elizabeth took from boarding school, all the way to her travels around the world baking the most decadent cakes for celebrities, billionaires, royalty, and more. What does this have to do with Native Digitals? Well, Elizabeth also happens to have made NFT history by being the first cake designer to hold an NFT. In other words, she’s moved into the Native Digital space, while being a Native Analog, and other companies should be taking note. Elizabeth is a dear friend of mine and has already earned her reputation as one of the best wedding cake companies in the world – in fact, her creations have been featured on TV, in numerous prestigious national and international publications such as Vogue, Tatler, Wedluxe, Brides, Martha Stewart Weddings, The Telegraph, and Conde Nast BRIDES and countless internationally respected blogs. You don’t want to miss her stories of luxury companies that are doing a GREAT job transforming their markets for Native Digitals and… those that aren’t. This is a fascinating conversation. Stay tuned for my solocast where I discuss learnings from the show. About Elizabeth: Elizabeth Solaru is an author, an international keynote speaker and award-winning entrepreneur. Formerly a Scientist and Headhunter, she has honed her expertise in luxury selling having successfully set up and run the world-renowned and multi-award-winning atelier Elizabeth's Cake Emporium and the Luxury Business Emporium. Author of the best-selling book, OPULENCIA, Elizabeth is the co-host of the Luxury News Weekly Podcast, a humorous and informative news commentary podcast focusing on luxury news and the business of luxury. Check out her work and connect with her here: luxurybusinessemporium.com @luxurybusinessemporium LinkedIn Elizabeth Solaru TikTok @luxurybusinessguru…
In this solocast episode of Native Digital + Native Analog, I share with you my learnings from the conversation with Chris Maslin on Tuesday’s episode. Specifically, how to apply the concept of a “personal board of directors” to daily life. And.... (drum roll) are you ready for "Flex or Flop?" This is the segment of the show where we discuss a company that is either SUCCEEDING or FAILING to evolve for Native Digitals. This week we have a resounding FLOP. Here are some hints… Can you guess which company this is? • A college drop-out bought the company in 1971 for $1.2M • The CEO is British • Unfortunately for this company, they haven’t recognized their key competitor isn’t Amazon. Yet, they blame most of their downfall on Amazon. • This business used to have a store inside an old movie palace Can you guess? Listen to the episode to find out exactly why they’re “flopping” with Native Digitals and my recommendations on what they can do to turn their course around. --- Don't be a "flop" business! Join my free masterclass to help you become a top Native Digital employer: hannahgwilliams.com/getthatshit…
“Who are the people who need to serve on your personal board of directors? Does that personal board include people younger than you? ” – Chris Maslin, VP of Talent and Organizational Development, The Biltmore Company The Native Digital: Hannah (Age 24) The Native Analog: Chris Maslin (Age 42) In this episode of Hannah Grady Williams: Native Digital + Native Analog, you will hear a former summer-camp director turned luxury hospitality executive relive the tale of transitioning from throwing a 4-square ball with middle schoolers, to leading the talent strategy of a 5th-generation, family-owned company with 2000+ employees, established by George W. Vanderbilt in 1895. Chris Maslin is the VP of HR & Organizational Development for The Biltmore Company. His daily work is overseeing the recruiting, engagement, and learning & development efforts for all employees, as well as leading strategic planning efforts for the executive team. Biltmore Estate is America’s Largest Home, and a world-renowned provider of Gracious Hospitality. The company has also been ranked in the top 100 Best & Brightest Employers to work for, and it’s my personal belief this is strongly correlated to the work of Chris’ department directly. Chris is a speaker and facilitator as well through Biltmore’s Center for Professional Development, and through this work, has trained hundreds of leaders how to take the insights from luxury hospitality and apply it to their business as a competitive advantage. But unlike his gigs on stage and in the board room, in this episode, you’ll get to hear his heart on a deeper level, including how he teaches his young son (10) and daughter (13) leadership skills on a daily basis, and how other parents can use those same practices. Leading with a Personal Brand “I work every day to show up online the same way you would experience me in person.” – Chris Maslin Chris and I agreed that online branding can quickly become inauthentic, especially when you build a business (coaching, training, etc.) build around a certain persona. We discussed that when Native Digitals (Chris’ kids!) and I put ourselves out online, we are open to vulnerabilities that were not as imminent for past generations. What if every parent helped their kids digest, each night, “what did I do to help someone today?”, and “what did I accomplish today that I’m proud of?” Reverse Mentorship & A Personal Board of Directors The conversation shifted into mid-experience mentors. What if mentorship wasn’t just “senior teaches junior?” Instead, what if the attitude towards mentorship was simply “everyone is a mentor, and we can all offer unique perspectives”? Chris presses that most people don’t see themselves as mentors. He hopes that young people will move towards people and “go first” in pursuing the learning opportunity. As a leader for 15 years in the same organization, Chris shares practices for building a personal board of directors to lead and guide you as you make decisions as a business owner, director, or even mid-level manager. Culture-Centric Recruiting Finally, Chris shares how to help your front-line supervisors to help their team understand their “why” and how it connects to the “organizational why" to create a magnetic culture. Each of the supervisors at Biltmore is trained to ask their teams these questions that are in alignment with organizational goals: “What’s one thing you did to help support your teammates today?” (Employee Engagement goal) “What is one thing you did to provide Gracious Hospitality to our guests?” (Guest Satisfaction goal) “What’s one thing you did to create a profit for preservation (based on Biltmore’s mission)?” (Business Growth Goal) Biography: Chris Maslin serves as the Vice President of HR and Organizational Development at Biltmore and Executive Director of the Biltmore Center for Professional Development. He has been a featured keynote speaker at many national conferences and consulted Fortune 500 companies. He's a fierce advocate for healthy workplace culture, authentic leadership and tacos. Follow Chris on LinkedIn: linkedin.com/in/chris-maslin…
On this Episode: Hannah introduces the podcast and why she believes more authentic conversation will bridge the gap between two generations in the workforce. Tweetable quotes: "When I entered corporate America, at age 18, what I quickly realized is that most companies around the country are not prepared for a native digital workforce" "If you're from the native analog generation I'm sure you're thinking 'What are those native digitals? Are the aliens?' And my generation is thinking 'Why do we have to do things the same way we always did?'" Resources: "A Leader's Guide to Unlocking Gen Z" - Hannah G. Williams https://tinyurl.com/2p9fxe2r https://hannahgwilliams.com…
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