Hybrid/Remote Centre of Excellence

This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions. Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performance Misinterpreting data and making incorrect inferences Potentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences. The tension between efficiency in hiring processes and finding the most qualified candidates. The importance of accountability and responsible use of AI in hiring practices. Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies   3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good.  Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country’s

This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions. Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performance Misinterpreting data and making incorrect inferences Potentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences. The tension between efficiency in hiring processes and finding the most qualified candidates. The importance of accountability and responsible use of AI in hiring practices.   Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies   3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good.  Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country’s international competitiveness. The documentary was named a 2017 finalist for the Peabody Awards. A former Director of Video Journalism at Columbia University’s Graduate School of Journalism, Schellman also spearheaded video coverage as a Multimedia Reporter for the New York section of The Wall Street Journal. Her work has appeared in several publications including The New York Times, VICE, HBO, PBS, TIME, ARD, ZDF, WNYC, National Geographic, The Guardian, Glamour, and The Atlantic.  Schellmann’s work has been generously supported by the Patrick J. McGovern Foundation, MIT Knight Science Fellowship, The Pulitzer Center AI Accountability Network and the NYU Journalism Venture Capital Fund   Hilke Schellmann - Author of "The Algorithm" - Hachette Book Group | LinkedIn THE ALGORITHM • Now On Sale From Hachette Books Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/8ba935a9-b4e2-401e-9acf-488cf223410e/paste.txt

Here are the show notes based on the transcript: Show Notes: Building Community with Rosie Sherry In this episode, Nola Simon interviews Rosie Sherry, a community expert and founder of Ministry of Testing and Rosieland. Key Topics: - Rosie's journey into community building, starting with local tech meetups in Brighton - The growth of Ministry of Testing from a small project to a global community - Challenges and opportunities in running in-person conferences post-pandemic - Creating inclusive spaces for introverts and neurodivergent individuals at events - The impact of AI on online communities and content moderation - Building custom community platforms vs. relying on social media - The importance of focusing on community transformation rather than just conversations - Addressing the global loneliness epidemic through intentional, small-scale connections - The benefits of homeschooling and building local support networks Highlights: - Ministry of Testing's approach to conferences, including the unique "99-second talks" feature - The 80/20 rule of community: 20% conversations, 80% other valuable activities - Creating custom-built community platforms to own data and foster genuine connections - The challenges of quantifying community ROI and the importance of organic growth - Rosie's perspective on work-from-home policies and the potential discrimination in forced return-to-office mandates Notable Quotes: "Why should all the social networks have all the fun?" - Rosie Sherry on building custom community platforms "We have to find ways to properly connect one-to-one with people and have conversations and not rely on this spamming of groups or thinking like, you know, getting the attention or getting the virality is going to all of a sudden help our loneliness. It doesn't." - Rosie Sherry on addressing loneliness Resources Mentioned: - Ministry of Testing (website) - Rosieland (website) - TestBash conference Rosie Sherry - Ministry of Testing | LinkedIn  

Here are the show notes based on the transcript: Say What They Can't Unhear with Tamsen Webster In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change. Key topics covered: Tamsen's background as a message designer and "English to English translator" The importance of understanding deep beliefs when trying to inspire change How to find common ground and build on existing beliefs rather than challenging them The "smart, capable, and good" approach to empathy in communication Why the "deepest beliefs are hardest to shift" and how to work with that principle Challenges with return-to-office mandates and aligning messaging with employee experiences The concept of "recognizable truths" that resonate with audiences How to present change in a way that doesn't conflict with people's existing worldviews The role of cognitive empathy in understanding others' perspectives Why messages need to pass both logical and emotional checks to be effective Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs. The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging. Learn more about Tamsen Webster: Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she’s a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut. Tamsen Webster - Message Designer, Author, Keynote Business Speaker www.messagedesigninstitute.com https://www.linkedin.com/in/tamsenwebster      

Show Notes: Podgagement Demo In this episode, Nola Simon demonstrates Podgagement, a tool to help podcasters improve discoverability and gather listener feedback.   Key points covered: Introduction to Podgagement and its features Challenges with podcast discoverability and getting listener feedback Overview of recent changes in the podcasting industry Demonstration of Podgagement's ratings and reviews functionality Creating customized social media images from reviews Using the "follow page" to improve discoverability across platforms The "love the podcast" page for gathering ratings and reviews Aggregating feedback from multiple sources Highlighted features: Customizable review images for social media and YouTube end screens Follow page with links to multiple podcast platforms Ratings and reviews aggregation from Apple Podcasts, Podchaser, Good Pods, etc. Feedback inbox for direct listener comments About the host: Nola Simon hosts the Hybrid Room Center of Excellence podcast. Here are the custom links to find the podcast, love the podcast and tell me your thoughts about my podcast: https://followthepodcast.com/hrcoe https://lovethepodcast.com/hrcoe https://castfeedback.com/hrcoe   Podgagement: podgagement.com GoodPods: goodpods.com   More info..... Why Podgagement is the Secret Sauce for Top Podcasters: ✨ Get More Followers and Reviews: Create custom FollowthePodcast.com and LovethePodcast.com pages with smart buttons for any device. Collect reviews directly from your fans with ease. 🎙️ Collect Feedback Like a Pro: Receive both voicemail and written feedback via your CastFeedback.com page. Every message is auto-transcribed for your convenience. 🌍 Track Global Ratings and Reviews: Podgagement scans all 175 Apple Podcasts regions (and other apps) to keep you updated with all your ratings and reviews, which are easily sharable and trackable. 🤝 Discover Collaboration Opportunities: Quickly find podcasts that recommend yours and vice versa. This opens doors for amazing collaborations and cross-promotion. 🌟 Design Stunning Images: Use the Image Maker to create professionally designed visuals to show off your podcast's cover art, ratings, and reviews. Are you ready to take your podcast to the next level by truly connecting with your audience? Podgagement gives you that power through its amazing feedback feature! Imagine effortlessly collecting rich, valuable feedback from your listeners—both voice and written! Podgagement makes it so easy, and the best part? You can try it FREE for 14 days! 👉 Collect audience feedback like never before! Affiliate Link Why the Podgagement Feedback Feature is a Game-Changer for Your Podcast: 🎤 Seamless Voicemail Collection: Direct your audience to your custom CastFeedback.com page where they can leave voice messages easily from any modern device. Every voicemail is automatically transcribed, giving you extra context and easy reference. 💬 Include Written Messages: Listeners can include written notes with their voicemails, making it easier for you to gather detailed feedback and even web addresses or additional information. 🛠️ Simplify Your Workflow: No more sifting through endless emails or DMs. All your feedback is organized in one place, making your job as a podcaster easier and more efficient. 📈 Improve Based on Real Listener Input: Understand what’s working and what needs improvement directly from your audience. Tailor your content to meet their desires and keep them engaged. 🔗 Ready to revolutionize your audience interaction? Try Podgagement FREE for 14 days!  Podgagement is the tool trusted by top podcasters to not only capture but also utilize audience feedback effectively. Don’t miss this fantastic opportunity to elevate your podcasting game! Connect deeper with your audience. P.S. Your listeners are your podcast’s heartbeat. Let Podgagement's feedback feature help you understand them better. Try it now!Affiliate Link

My Midlife Career Switch: Lessons Learned I'm Nola Simon and I recently shared my story of making a midlife career switch in Maclean's magazine.  Why I Made a Midlife Career Switch - Macleans.ca   While the article provides context about my personal career journey, I wanted to offer more specific actions and advice based on my experience. Here's what I've learned: Start Earlier Than You Think I began contemplating a career change back in 2014, but due to life circumstances, I didn't make the leap until years later. This taught me that you need to start preparing for a career transition much sooner than you might expect. Life happens – responsibilities, family obligations, and unexpected events can delay your plans. Reflection and Self-Assessment A crucial part of my transition involved deep self-reflection: - I assessed my skills and experiences - I worked to understand what fueled and drained me - I identified market trends and opportunities - I tuned into my desires and aspirations Supporting Practices I found several practices invaluable in supporting my self-discovery and mental well-being: - Yoga - Walking - Writing - Meditation - Mindfulness These practices helped me tune into my authentic desires and navigate the emotional challenges of my career transition. The Role of Career Coaches I hired two career coaches at different times – Sarah Vermunt and Kerri Twigg. They provided: - Guidance in navigating my career changes - Support in developing new skills and mindsets - Insights into personal branding and media presence I found it particularly valuable to see how my coaches developed their own practices and applied their advice to their own work. Dealing with Grief and Identity Shifts An often overlooked aspect of career transitions is the grief associated with letting go of old identities. I experienced this firsthand: - It was emotionally challenging to leave my long-term employer - I struggled with letting go of professional certifications and knowledge that no longer seemed relevant - It was difficult to shift away from the recognition that came with working for an established company brand Taking Concrete Actions I learned that reflection alone wasn't enough. I had to take tangible steps to breathe life into my new career path: - I started a podcast to vocalize my thoughts - I designed a website - I networked and spoke at events - I conducted interviews and research for potential projects Personal Branding in the AI Era I discovered the importance of considering how AI perceives my online presence: - I developed a comprehensive online presence across multiple platforms - I considered how AI tools like ChatGPT interpret my personal brand - I ensured my digital footprint accurately reflects my expertise and aspirations Optimizing for Fulfillment Ultimately, I focused on work that excites and fulfills me: - I identified tasks and projects that energize me - I minimized involvement in work that drains me - I sought out opportunities that align with my strengths and interests I hope these insights from my personal journey are helpful to those considering a midlife career switch. Remember, it's a process that takes time, reflection, and action. Be patient with yourself and stay true to what truly fulfills you. Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/7d224e2c-0923-4f46-8d78-fb79ab585537/paste.txt Use the custom links to find the podcast on your favourite players.  Don't forget to rate, review and submit questions, ideas or feedback.  The castfeedback link allows you to record a 3 minute voicemail that may be used in a future episode if you want me to publish it. If not, include the word anonymous in the message. https://followthepodcast.com/hrcoe https://lovethepodcast.com/hrcoe https://castfeedback.com/hrcoe  

Episode Summary In this episode of the Hybrid Remote Center of Excellence podcast, host NolaSimon explores the new podcast studio at the Georgina Public Library, discussing its impact on remote work and community resources. **Key Points:** - The Multi-Use Recreational Center (MURC) in Georgina now offers a fully-equipped podcast studio and AV room[1]. - The facility provides high-quality sound equipment, a green screen, and technical support[1]. - Noah highlights the benefits of having a dedicated workspace outside the home for remote workers[1]. - The library's resources include 3D printing, sticker-making, and other technologies accessible to the community[1]. - The podcast studio offers privacy and a quiet environment, which can be challenging to find in rural areas[1]. **Broader Implications:** - The availability of such facilities in rural areas can bridge the technological gap between urban and rural communities[1]. - Libraries are evolving to become hubs for digital skills development and creative pursuits[1]. - These resources can support lifelong learning, career development, and even retirement activities[1]. **Additional Library Resources:** - Free access to services like Ancestry.com and LinkedIn Learning through library memberships[1]. - Inter-library loan systems that expand access to resources beyond local collections[1]. Call to Action Don't miss out on the wealth of resources available at your fingertips! Visit your local library today and discover the innovative tools and services they offer. Whether you're looking to upskill, start a podcast, or explore new technologies, your library card could be the key to unlocking a world of opportunities. Take the first step towards enhancing your digital skills and connecting with your community – check out what your library has to offer now! Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/e2415784-24d1-4f61-9ad9-f40494c9540f/paste.txt   To tie this back to the last episode on Pinterest with Meagan Williamson, I asked Perplexity to use the transcript of this episode and suggest captions and visuals I can use for Pinterest pins:   Here are 10 short, catchy captions for Pinterest based on this podcast episode, along with suggested visuals: 1. "Podcast from anywhere! 🎙️ #LibraryStudio" Visual: Photo of the podcast studio at Georgina Public Library 2. "Rural innovation: High-tech meets community 💻🏘️" Visual: Collage of library exterior and podcast equipment 3. "Quiet space, loud ideas! 🤫💡 #PodcastLife" Visual: Close-up of soundproofed walls and microphone 4. "Your library card: Key to digital skills 🔑📚" Visual: Library card next to 3D printer or podcast equipment 5. "Remote work revolution: Library edition 🏠➡️📚" Visual: Split image of home office and library podcast studio 6. "Upskill for free at your local library! 📈🆓" Visual: Person using library computer with LinkedIn Learning logo 7. "Green screen dreams in your neighborhood 🎬🏡" Visual: Someone using the green screen in the library studio 8. "From storytime to podcast time 📖🎧 #LibraryEvolution" Visual: Transition image from children's storytime to podcast studio 9. "Bridging the tech gap, one library at a time 🌉💻" Visual: Map showing rural area with library icon as a focal point 10. "Discover your voice at the library 🗣️📚 #PodcastStudio" Visual: Close-up of microphone with blurred bookshelves in background Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/e2415784-24d1-4f61-9ad9-f40494c9540f/paste.txt [2] https://www.starterstory.com/podcast-slogans [3] https://www.artefacto.org.uk/why-you-should-consider-a-podcast-studio-for-your-library/ [4] https://www.adamenfroy.com/podcast-room-ideas

  Host: Nola Simon Guest: Meagan Williamson, Pinterest Marketing Expert Overview: In this episode, Nola Simon interviews Meagan Williamson, a seasoned Pinterest marketing expert. They discuss Meagan's background, her transition from educational psychology to Pinterest marketing, and her insights on using Pinterest effectively for business growth. Key Topics: Megan's Background: Originally trained as a school psychologist in Canada and the UK. Transitioned to blogging and social media content creation, discovering a passion for Pinterest. The Importance of Content Repurposing: Meagan emphasizes the benefits of repurposing content across different platforms and its positive impact on mental health. Upcoming Pinterest Challenge: Meagan is hosting a free Pinterest challenge starting September 23rd, designed to help participants grow their audience quickly. The challenge is open to all levels, from beginners to experienced marketers. Work-Life Balance: Discussion on how Meagan structured her business around her family life, allowing for flexibility and time spent outdoors. AI and Pinterest: Insights on how AI is being integrated into Pinterest marketing strategies and the importance of ethical use of AI tools. Pinterest Trends for 2024: Meagan shares her thoughts on Pinterest's trend predictions and the importance of focusing on evergreen content. Quotes: "I love teaching and I love teaching live." "You have to be patient with search platforms like Pinterest." Call to Action: Listeners are encouraged to join Meagan's Pinterest challenge for hands-on learning and community support. This episode provides valuable insights for anyone looking to enhance their Pinterest marketing strategies and balance their personal and professional lives.   Pin Potential | Pinterest Marketing Education | Meagan Williamson - Pin Potential Meagan Williamson - Pinterest https://www.linkedin.com/in/meagan-williamson-pinterest/ Grow Your Pinterest Audience Challenge - Meagan Williamson

    Host: Nola Simon Guest: Meagan Williamson, Pinterest Marketing Expert Overview: In this episode, Nola Simon interviews Meagan Williamson, a seasoned Pinterest marketing expert. They discuss Meagan's background, her transition from educational psychology to Pinterest marketing, and her insights on using Pinterest effectively for business growth. Key Topics: Megan's Background: Originally trained as a school psychologist in Canada and the UK. Transitioned to blogging and social media content creation, discovering a passion for Pinterest. The Importance of Content Repurposing: Meagan emphasizes the benefits of repurposing content across different platforms and its positive impact on mental health. Upcoming Pinterest Challenge: Meagan is hosting a free Pinterest challenge starting September 23rd, designed to help participants grow their audience quickly. The challenge is open to all levels, from beginners to experienced marketers. Work-Life Balance: Discussion on how Meagan structured her business around her family life, allowing for flexibility and time spent outdoors. AI and Pinterest: Insights on how AI is being integrated into Pinterest marketing strategies and the importance of ethical use of AI tools. Pinterest Trends for 2024: Meagan shares her thoughts on Pinterest's trend predictions and the importance of focusing on evergreen content. Quotes: "I love teaching and I love teaching live." "You have to be patient with search platforms like Pinterest." Call to Action: Listeners are encouraged to join Meagan's Pinterest challenge for hands-on learning and community support. This episode provides valuable insights for anyone looking to enhance their Pinterest marketing strategies and balance their personal and professional lives.   Pin Potential | Pinterest Marketing Education | Meagan Williamson - Pin Potential Meagan Williamson - Pinterest https://www.linkedin.com/in/meagan-williamson-pinterest/ Grow Your Pinterest Audience Challenge - Meagan Williamson

Mental models can help simplify complex ideas.  Hybrid or remote work is more than just policy, strategy or design.  It's all of it working in concert.  Metaphors like garden design, an ecosystem or an orchestra can help us think about work in different ways. It's helpful to zoom out and use your imagination to understand how roles, departments and divisions intertwine and how does this lead to success?  What are the immovable pieces that give strength and stability but also make flexibility harder? What cycles repeat with regularity? Where is the flow? Where is the friction? This podcast episode uses garden design as a mental model to think about hybrid/remote within an organization. What questions do you have after you listen?

Karen Ferris asked me to blurb her new book Be Remarkable.  This is the first time I've been asked to do this for anyone so this podcast episode logically followed.  Karen has the honour of being the only guest I've invited to the podcast twice. She's very vocal in talking about the leadership crisis that exists now and this book provides useful resources to help immediately. This is the blurb I wrote:  “Are you looking for a practical guide to help you navigate the ever-evolving world of work? Look no further than Karen’s new book, which provides a human approach to work that is future-focused, effective, and feels good. Using a memorable acronym (R.E.M.A.R.K.A.B.L.E), Karen’s book is a valuable resource for leaders and employees alike. Whether you’re a seasoned professional or just starting out, this book will help you develop the mindset you need to succeed in today’s fast-paced world. Mindset is everything and leaders at all levels who want to be remarkable will be well served by this thoughtful and practical book. I highly recommend reading and applying Karen’s teachings. An ever-evolving workforce and nonstop change means that ongoing learning is the key to success. This book is a great resource for a world of work faced with disruption.”  The main call to action comes from this quote in the book: "Leaders may need to be agile, highly entrepreneurial, socially conscious, and digitally savvy.  They must lead through ambiguity and uncertainty, managing a diverse workforce. They must possess cognitive flexibility and be innovative, adaptive, and collaborative." Yes, please. Listen as we discuss the leaders journey, the learn-unlearn-relearn cycle and how leadership needs to change in order to adapt to the current moment and to pave the way for a better future of work. If you want to order from Karen directly to claim the 15% discount, use the code MINDSET on her website shop.  Shipping from Australia can be expensive so please keep this in mind. Find Karen on LinkedIn or her website.   Our previous episode was called A Rebel with a Cause.    

"Exclusion does not need a reason. Just an excuse." The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself.  During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced.  Ludmila N. Praslova, Ph.D. is named a member of Thinkers 50 2024 Radar, a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work. She is a Professor of Industrial-Organizational Psychology at the Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes. She is the first person to have published in Harvard Business Review from an autistic perspective. Dr. Praslova is a talent strategy expert with extensive experience in global diversity and neurodiversity. Her early experience in global diversity taught her the importance of creating culture-add work environments. However, the same experience and her continued career have shown that focusing on one aspect of diversity is not enough. Globally aware organizations are not always gender-inclusive, gender-focused advancement programs can exclude based on disability or socioeconomic origin, and neurodivergent people are often forgotten or segregated even in organizations considered champions of inclusion. As a first-generation academic and a neurodivergent woman, Dr. Praslova knows first-hand that single-focus “inclusion initiatives” leave people behind. However, the principles of creating culture-add organizations can be applied to building systems for intersectional and holistic inclusion. Her consulting is focused on creating organizational systems for supporting human dignity and well-being, and providing neuroinclusion training to organizations such as Amazon, Bank of America, and MIT. She has a PhD in Industrial-Organizational Psychology from the University of Akron and is a Senior Certified Human Resources Practitioner (SHRM-SCP). Dr. Praslova is an avid open-water swimmer, a gardener, and a poet. She is a LinkedIn Top Voice in Thought Leadership Some of Ludmila's publications: The Canary Code A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Berrett-Koehler, 2024); Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (ed, Cambridge-Scholars Publishing, 2023); ‘An Intersectional Approach to Inclusion at Work’ (Harvard Business Review, June 2022); ‘The Radical Promise of Truly Flexible Work’ (Harvard Business Review, August 2023); ‘To build a healthy workplace, you need a toxic culture alarm’ (Fast Company, March 2022); ‘How Thought Leaders Can Support Workload Fairness’ (Psychology Today, December 2023); ‘How Managers Can Support Workload Equity’ (Psychology Today, December 2023); ‘How to Reclaim our Right to Rest – While Stigmatized’ (Psychology Today, December 2023); ‘Debunking Disability Employment Myths’ (Psychology Today, September 2023). Ludmila in the media: Media Kit - The Canary Code Organizational psychology has been around for around hundred years, but Praslova believes the future of organizational psychology is changing due to the COVID-19 pandemic. She foresees changes such as an increase in flexibility. Employees will be able to work remotely and off-site throughout multiple industries. To adapt to this new environment, leadership and management practices will become more adaptable and human-focused... These changes will likely fuel the need for more organizational psychology practitioners. The book: The Canary Code book by Ludmila N. Praslova, PhD

"Exclusion does not need a reason. Just an excuse." The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself.  During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced.  Ludmila N. Praslova, Ph.D. is named a member of Thinkers 50 2024 Radar, a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work. She is a Professor of Industrial-Organizational Psychology at the Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes. She is the first person to have published in Harvard Business Review from an autistic perspective. Dr. Praslova is a talent strategy expert with extensive experience in global diversity and neurodiversity. Her early experience in global diversity taught her the importance of creating culture-add work environments. However, the same experience and her continued career have shown that focusing on one aspect of diversity is not enough. Globally aware organizations are not always gender-inclusive, gender-focused advancement programs can exclude based on disability or socioeconomic origin, and neurodivergent people are often forgotten or segregated even in organizations considered champions of inclusion. As a first-generation academic and a neurodivergent woman, Dr. Praslova knows first-hand that single-focus “inclusion initiatives” leave people behind. However, the principles of creating culture-add organizations can be applied to building systems for intersectional and holistic inclusion. Her consulting is focused on creating organizational systems for supporting human dignity and well-being, and providing neuroinclusion training to organizations such as Amazon, Bank of America, and MIT. She has a PhD in Industrial-Organizational Psychology from the University of Akron and is a Senior Certified Human Resources Practitioner (SHRM-SCP). Dr. Praslova is an avid open-water swimmer, a gardener, and a poet. She is a LinkedIn Top Voice in Thought Leadership Some of Ludmila's publications: The Canary Code A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Berrett-Koehler, 2024); Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (ed, Cambridge-Scholars Publishing, 2023); ‘An Intersectional Approach to Inclusion at Work’ (Harvard Business Review, June 2022); ‘The Radical Promise of Truly Flexible Work’ (Harvard Business Review, August 2023); ‘To build a healthy workplace, you need a toxic culture alarm’ (Fast Company, March 2022); ‘How Thought Leaders Can Support Workload Fairness’ (Psychology Today, December 2023); ‘How Managers Can Support Workload Equity’ (Psychology Today, December 2023); ‘How to Reclaim our Right to Rest – While Stigmatized’ (Psychology Today, December 2023); ‘Debunking Disability Employment Myths’ (Psychology Today, September 2023). Ludmila in the media: Media Kit - The Canary Code Organizational psychology has been around for around hundred years, but Praslova believes the future of organizational psychology is changing due to the COVID-19 pandemic. She foresees changes such as an increase in flexibility. Employees will be able to work remotely and off-site throughout multiple industries. To adapt to this new environment, leadership and management practices will become more adaptable and human-focused... These changes will likely fuel the need for more organizational psychology practitioners. The book: The Canary Code book by Ludmila N. Praslova, PhD

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode The right to disconnect is legilslation designed to protect employees from work creeping into after hours work.  It's popping up all around the world including Ontario, Canada, where I live.  The thing about legislation is that it's a guardrail to protect us from the worst abuses.  As an employer, you never want your employees to have to invoke legislation.  It's not good for trust and relationships or the employer brand.  So how can you proactively update your operations to ensure that all employees benefit from the right to disconnect whether or not the legislation exists in your part of the world yet or not?  Legislation is designed to disuade and penalize behaviour, not shape it or incentivize it.  It's the same with ethics in AI but legislation is slow, differs across geographies and can be challenged in court.  It's more about crafting norms and expectations that facilitate trust and trustworthiness.   Right To Disconnect Ontario Explained | Achkar Law

For years, I've recognized that the way change happens in organizations is disconnected from the way that executives and senior leaders perceive change to happen.  Top down initiatives often fail and employees resist the change, often because the change is done to them, not with them.  They can't see themselves reprsented in the story of change.   I've been following Jeppe Hansgaard on Linkedin because he's found a mathematical way to identify the 3% of staff who influence the other 90%.  The key is informal networks.  The change catalysts you need to engage are not the high performers or even the extroverts who dominate meetings.  They are often the people no one would ever guess have influence because they have no formal power.  They are not at the top of the hierarchy.  Did you know if these informal leaders leave, the chance of turnover among the remaining staff rises by 500%?  How can you retain these people and reward them for being the glue in the team if you don't even know who they are?  Most leaders guess incorrectly when asked to name who owns the influence in the informal networks in their organizations. This mirrors my experience. Listen this episode to hear more stories of the 3 percent rule in context and also learn about the 6 change blockers.  We talk about how understanding networks better can help us increase belonging and reduce loneliness and improve diversity.   https://twitter.com/JeppeHansgaard LinkedIn Jeppe Vilstrup Hansgaard is the driving force behind Innovisor. As the CEO and founder, Jeppe is on a mission to eliminate the all-too-common ‘change fiasco’ during organizational transformations, emphasizing the value of people as an organization’s greatest asset. Jeppe is a thought leader who enjoys sharing his insights with the change community through blog posts, articles, and tweets. He’s a sought-after speaker, captivating audiences in executive groups, leadership programs, and MBA programs at renowned business schools. Jeppe is the author behind the best-selling “Now What?”-playbooks for leaders, change and OD professionals, and Management Consultants. The playbooks are practical and packed with anecdotes, case studies, facts, tips & tricks. Jeppe earned his Executive MBA from Henley Business School in the UK and further enriched his knowledge with courses from Stanford School of Professional Development in the USA. Jeppe is a proud father of three kids and lives in Denmark with his wife & family. 'Change is Gridlocked! Now What?' can be pre-ordered here with a 50% discount. https://lnkd.in/dyjbfEqb Releasing in June, this episode is a nice preview.   ThreePercentRule - Innovisor SixChangeBlockers - Innovisor