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Best-Self Management

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Welcome to the Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result.

Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.
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Best-Self Management has ended, but don't worry because your friends at 15Five have launched a whole new podcast! HR Superstars honors you, the brave 21st century HR leader, by highlighting stories from the frontlines of People Ops. Never miss an episode of HR Superstars by visiting 15five.com/podcast! On HR Superstars delve deeply into all of the many aspects of what it takes to help companies win by becoming a strategic business partner to the rest of the leadership team. Each episode showcases conversations with HR leaders from some of the world’s largest, successful, and innovative organizations. Listen to topics like empowering managers to adopt a growth mindset and practice strengths-based leadership, how to have difficult conversations that balance the business performance needs with a high degree of care for people, and how to actually make diversity, equity, and inclusion a part of your cultural DNA instead of just lip service and a PR play. When your culture gets toxic, management is failing, and performance suffers, it falls to you in HR to address these issues. We’re here to help you to do what matters most—develop your workforce, create a strong employer brand, and become the respected strategic business partner you already are.  You can find us, wherever you listen to podcasts. Let’s do this superstar! Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin
Never underestimate the power of a network. Where we each sit in the web of people around us influences almost everything. As today’s guest explains, recognizing the patterns that exist within networks and consciously building them is the key to positively changing patterns as individuals and within organizations.   In This Episode: The COVID pandemic’s impact on relationships [1:30] Why we should care about strategic networks [3:47] Shaping networks for creativity within organizations [8:00] How leaders can help people build more beneficial strategic networks [12:48] The challenges of building relationships and networks in the world of remote work [17:15] Methods for fast-tracking relationships [25:00] How to be more present with our digital interactions [26:43] Creating connections at an organizational level [31:45]   About Marissa King Marissa King is a professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, King has studied how people's social networks evolve, what they look like, and why that's significant. Her most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. King's research has been featured in outlets such as The New York Times, The Wall Street Journal, The Washington Post, The Atlantic, and on National Public Radio.   What Networks Look Like Today As an expert in networks, King explains how they are changing in the midst of the current pandemic. As is the case in many crises, people’s networks tend to shrink as they look closer for support. This will likely have long-lasting effects and we shouldn’t expect the pre-pandemic networks and relationships to fall back into place when this is all over.  This is important to keep in mind since everyone’s network has a profound effect on them. From health, both physical and mental, to job performance, the web of people we interact with is one of the largest influencers.   Networking for Creativity's Sake When we continually interact within the same circle, creativity stagnates. Seeking out new voices and diversity to bring within your network and to reach out to naturally leads to new ideas and innovation. Since everyone has an existing network, organizations should consider the value of these when bringing in new people.  As the very nature of many networks has been shaken by the pandemic we need to rethink many aspects of interpersonal interaction. King urges us to focus on having a few deep connections instead of many surface-level ones. It’s not the size of the network that matters. Rather, it’s the quality of the bonds between people that will see us through these tough times.   Quotes:  “Often when people are thinking about their network they’re thinking about who can I get to know. A much better way of thinking about it is where I should be going.” [6:49]   “Having these shared peak experiences where you get together and hotwire relationships - that you’re doing something with a shared mission or a shared purpose - really can invigorate relationships in a way that will carry you for far longer than you would have imagined.” [21:56] “It’s extraordinarily rare for someone to be listened to and just given the space to be. Allowing that quality to infuse your interactions really can allow a strength of connection that otherwise is impossible.” [25:34]   Key Takeaways: It takes intentional effort to break out of our natural networks and seek out change. When we are more reflective about who we interact with and the connections we create, more creativity and innovation will follow.   Links & Resources: Find Marissa King online Social Chemistry by Marissa King Assess Your Network 15Five’s Best-Self Academy “Getting Closer at the Company Party”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
Toughness is often considered an essential ingredient in success. Sacrificing our humanity in the name of results is part of how many organizations do business. This dangerous approach ignores the central part of an organization: its people. Today’s guest works to bring the human element back to the workplace so that we can succeed with empathy and kindness.    In this episode:  Quickly adapting to the changes of 2020 [1:58] A new approach to leadership development and empathy [10:05] The role of kindness in creating high-performance [13:40] How convergence builds great cultures [17:32] Fostering values and competencies to create results [21:11] The new responsibility of supporting mental and emotional wellbeing in the workplace [26:30] Important questions leaders should ask their team [37:50]   About David Hanrahan As Chief Human Resources Officer of Eventbrite, David Hanrahan leads the global human resources team and plays a key role in leading organizational culture initiatives. David’s career has spanned more than 18 years building strong HR teams and fostering a collaborative team culture across global organizations such as Niantic, Zendesk, Twitter, Electronic Arts, and Universal Pictures.   Adapting in a Crisis David recounts how, shortly after he joined Eventbrite, the whole company had to restructure due to the pandemic. In a company built on live events, David has had to be very creative. There’s nothing like a crisis to bring out creativity. David describes some of the new ways in which he keeps his team engaged as they redefine what a live event is in 2020.   An Empathetic Approach To Leadership As we all struggle, David explains how leaders can best manage by leading with empathy and kindness. One thing many organizations are embracing is employee flexibility. Giving your people choice in how they can best do their work reinforces their value. Leadership development is also more important than ever. When few things are predictable these days, so much rests on leadership. David explains how building one’s capacity for empathy leads to more trust and stronger leadership overall. It also gives leaders the power to address the mental health issues that may be affecting their team members. Taken altogether, this leads to a more productive and satisfied team of people.   Quotes: “In this pandemic and this human organization that we’re going to try to build, this is going to rest on leadership.... We need all of our leaders to be fostering the experience that we want.” [10:38] “If we have more impact and less activity - activity for fewer things and do them better - then that is a ticket for us to be a better team. It’s a ticket for me to actually have more control in my life.” [17:13] “I think mental health has a stigma. The more that leaders talk about this openly and have forums, then you see that it becomes normal. It’s okay to not be okay is something we talk about.” [27:01]   Key Takeaways: Productivity and results actually increase with more employee flexibility. Allowing your people to make more choices is empowering and leads to better use of time and resources. Leaders have the responsibility to support mental health in the workplace. Providing resources for help, normalizing struggles, and addressing issues in a compassionate way will lead to higher performance and satisfaction.   Links & Resources Follow David Hanrahan on Linkedin “The Culture Factor” - Harvard Business Review   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
Human Resources gets a bad rap. While there’s certainly a lot wrong in the world of HR, it still has an important role to serve. It helps us operate as a more effective organization, but only when done properly. As more information becomes available, business leaders have the responsibility to help those in HR think more clearly and be more effective.   In this episode:  The actual source of employee engagement [5:03] The new and changing conditions of engagement during this unpredictable year [13:33] The distinction between checking-in and checking-on [20:32] Tips for cultivating relational mastery [24:11] Why not everyone can be a leader [33:30]   About Scott Miller Entering his twenty-fourth year with FranklinCovey, Scott Miller serves as the executive vice president of Thought Leadership. He is the host of On Leadership With Scott Miller, a weekly webcast, podcast, and newsletter that features interviews with renowned business titans, authors, and thought leaders.  Scott leads the strategy, development, and publication of FranklinCovey’s bestselling books and thought leadership and is the author of Management Mess to Leadership Success: 30 Challenges to Become the Leader You Would Follow, and co-author of The Wall Street Journal bestseller, Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team.   The Myth of the Engagement Creator In this episode, Scott busts the three biggest myths that HR holds. First off, there is a belief that it is the leaders who create engagement. Leaders can only create the conditions for engagement. It is up to the individual to choose how they engage. A leader can foster high-engagement by creating an environment where their people feel safe, heard, and supported.   How a Great Culture is Born in Relationships Scott also explains that the idea that people are an organization’s greatest asset simply isn’t true. Instead, it’s the relationships between those people. That’s what creates a company culture. By cultivating relational mastery, people work better together and achieve more for themselves and the organization.  Building a culture of quality relationships takes a lot of work and self-awareness. Scott’s first tip is to always clearly state your intent when communicating with your people. This reduces misunderstandings while building trust. Finally, Scott lays down why not everyone can be a leader. There are competencies that are perfect for sales, for instance but are disastrous when it comes to leading others. The best leaders are ones who take the most delight in the success of others. Identifying these people and making them leaders can only make an organization stronger.   Quotes: “Leaders do not create engagement. I cannot make you engage. What I can do, however, is create the conditions, the culture, the environment, the setting. Leaders create the conditions for others to choose their own level of engagement.” [4:41] “Your job is to build relationships. Your job is to build trust, to model trust. Your job is to build a culture where it’s safe to tell the truth, where it’s safe to make mistakes, where it’s safe to admit your fears and your insecurities, where vulnerability is a strength, not a weakness. That’s a powerful culture.” [21:02] “I think the power is shifting from organizations to people. It’s the nimble agile leader who understands… the power is in the people.” [39:40]   Key Takeaways: An effective leader does not have to be the smartest person in the room (in fact, they shouldn't be). Instead, they need to create the conditions in which others can safely and confidently come up with and share great ideas. Cultivating this type of environment and culture takes both confidence and humility.   Links & Resources Follow Scott Miller on Linkedin On Leadership With Scott Miller Management Mess to Leadership Success Everyone Deserves a Great Manager How Will You Measure Your Life   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
Having ideals in your organization is one thing. However, putting these complex systems into practice is something else entirely. A modern dynamic business should constantly be pushing the limits about how it creates and executes systems and structures that elicit high-performance and high-engagement.   In this episode: FInding motivation to build and support a company that provides amazing experiences for its people  The four most important ingredients of performance management Why it’s worth investing in performance management  Creating a place for love and joy at work  Creating behaviors that align with your organization’s values Where responsibility lies for performance  How 15five developed its own people and performance management systems  The steps to implementing systems of high performance  Products and tactics that any organization can use to build essential competencies  How managers help their people align competencies with values The key elements of effectively using performance metrics   About Jennie Yang and Heidi Collins Jennie Yang is a strategic and operational consulting leader with over 11 years of experience designing business strategies and driving organizational transformations for Fortune 500 companies, startups, and scale-ups. Currently, she is Director of Talent Transformation at 15Five and is also a leadership coach and facilitator who helps unlock the potential of individuals, teams, and organizations. Heidi Collins is VP of People Operations at 15Five. Her mission is to create more human-centric workplaces with an ecosystem that celebrates diverse perspectives and backgrounds, provides high levels of vulnerability, empathy, trust and personal responsibility, clarity of expectations and purpose, holistic structure and tools, and self-reflective leaders who embrace accountability.   A New Approach to Encouraging Excellent Performance Today, we get into how 15Five is changing the way organizations approach performance management. This means putting people and performance management front and center. The chief ingredients of this can be boiled down to clear core values, an accountability structure, motivational systems, and continuing training and education. When this is thoughtfully done to build on previous building blocks, high engagement and performance will naturally follow. Since work is where we spend most of our time, it’s crucial that it becomes a joyous place. It should be a time that energizes us, not leaves us feeling drained. By helping your people discover and harness their unique potential, joy will naturally follow. This should be the ultimate goal of people management.   Putting It All Into Place Even as a performance management company, it has been hard creating and implementing the standards of excellence for ourselves that we strive for. We have come to understand that there will be daily struggles and setbacks. However, all that can lead to greater achievements in the end. The company can make this happen by being there to give supportive feedback and encouragement without judgment. That’s why an integral part of what we do at 15Five is to train managers to deliver truth with kindness. Developing competencies that align with your organization’s mission will not only aid the company but its people too. Competencies can involve many things, from values to interpersonal relationships. Actually measuring these competencies and fostering their development is a large part of what we do.   Quotes: “A lot of us spend more time in our work environment, with our colleagues,  working on projects at work, for the benefit of our companies, than we do in our personal lives with our families. Why not make it great? Why not make that an amazing experience?”  “We want to normalize the experience of love at work. Love should be part of work.”  “If you are the type of person who truly owns your role - you are an owner of your results - you will make it happen, even if you have the worst manager in the world or a company that doesn’t provide support or structure. I believe that you can go create it for yourself. ” “If you want high-performance and high-engagement in your organization, it’s a simple framework but it takes a lot of time, effort, and energy…. The ROI on that investment will surprise you. It will absolutely pay off.”   Key Takeaways: Performance Management can be revolutionized by the adoption of Core values that are central to the company’s mission and operation An accountability structure that makes clear everyone’s role Systems to motivate your people to be highly-engaged Educational programs to help everyone develop new skills   Links & Resources Josh Bersin Academy  The Conscious Leadership Group Reality-Based Leadership   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
Right now, much of the business world is racing to figure out how to do remote work. This likely wasn’t a change they anticipated. However, there are some companies that have already been doing it for years and have valuable lessons to teach.   In this episode: What companies transitioning to remote work can learn from those that already do it [2:14] How the freedoms of remote work lead to more satisfaction [8:30] Addressing the needs and wants of employees who prefer a traditional office [14:10] How managers can take care of their remote team [16:15] How 2020 has changed the role of human resources [23:00] Ways to successfully blend remote and in-person work [31:20] The benefits of increased transparency [34:35]   About Lori McLeese Lori is Automattic’s Global Head of Human Resources. She and her team focus on making Automattic the best place Automatticians have ever worked. One aspect of this is building community in a distributed environment. She joined Automattic in 2010, when there were about 50 Automatticians worldwide, and is grateful to have learned so much in the ten years and 1,200 hires since. She lives in the mountains of Asheville, NC.   Taking Advantage of a Remote Model Although it may not be everyone’s preferred model, there are many benefits to a remote workforce. One that Lori is quick to point out is the ability to collaborate with talent from around the world. In fact, by giving people the choice to live where they want while still working for your company, a culture of appreciation develops. Overall, when you grant people the trust to work in the environment of their choosing, creativity and personal-responsibility will naturally increase.   New Paradigms and Responsibilities This year has presented countless challenges. Even though her company was already fully-remote, people are facing all sorts of hurdles to surmount. One positive is that more companies are starting to realize that they play a role in caring for the mental and emotional wellbeing of their people. This comes in many forms, such as including more mental health services in benefits packages and tweaking community-building rituals. Taking these and other actions will maintain the support and camaraderie that is the lifeblood of any functioning organization.   Quotes: “We don’t view [team leads] as a promotion. We view it as a developmental opportunity.” [17:08] “When you get to be a large organization, it’s nice to have a small cohort that are really your people.” [22:24] “When you have 1,300 people, there’s not a one-size-fits-all. What works for one person isn’t going to be appreciated by others. But we’re still trying.” [24:44]   Links & Resources Automattic Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
Often, in the game of business, results are the points by which everything is measured. Success relies on extraordinary results. But that doesn’t mean your personal values should ever be sacrificed to meet these goals. Today’s guest is an expert at taking a nuanced and informed perspective and applying it so that both professional and personal values are honored in the workplace.   In This Episode What the conscious leadership model is in practice [2:10] Realizing the importance of our actions through a cosmic lens [6:40] Where to find inspiration for building intrinsic motivation [12:02] Avoiding a culture of entitlement in your company [15:25] Pausing and reflecting on our natural impulses in the workplace [21:00] How to build emotional competence based on cooperation [26:55] The role of ritual inside a company culture [35:17]   About Matt MacInnis Matt is Chief Operating Officer at Rippling where he oversees business operations. From 2009 to 2018, he was the co-founder and CEO of Inkling, a mobile learning platform that provides on-the-job training for companies including MacDonald’s and Whole Foods. Inkling was named one of Fast Company’s most innovative companies and raised over $100 million in funding before being acquired in 2018. Before Inkling, Matt spent eight years at Apple, growing the use of its products in education and the sciences. He holds an Electrical and Computer Engineering degree from Harvard.   Building a Conscious Business At 15Five, we are big followers of conscious business. The work we do shapes our lives and experience. That’s why work can be the place where we become our best selves. Intentionally building a company where someone can become a happier, healthier, more fulfilled and competent version of themself is not only possible, but a necessary element.   Finding Cosmic Inspiration to Value Human Performance Being a conscious business means taking a one hundred thousand light-year view of everything. When you view yourself as just a speck of dust in the universe, it’s easy to become nihilistic. That’s not the point. Instead, the cosmos is a place for inspiration. Building a company that’s informed and inspired by the wonder and awe of life, we can raise the bar on what performance actually is.  This creates an environment in which emotions are valued and respected. Too often, we are taught to repress the way we really feel. Emotion is our intuition. When we are allowed to consciously feel our feelings and analyze them, we’ll become more informed and resilient.   Quotes “You go to work every day as a means by which to express your values. In other words, work is not a means to an end.” [5:32] “Do you think that LeBron James takes his work less seriously because he understands that it’s a game? Of course not. The game is his game and the game of business is my game.” [14:37] “Do not confuse the things that you wish were true with the things that are because nothing you say is going to change the not true things into true things.” [42:22]   Key Takeaways 1. Emotional competence is a strength at work. Intentionally building it into a company culture involves holding ourselves and others accountable while still offering needed support. This can be fostered through the use of ritual in the workplace. 2. Kindness has a place even in the most high-stakes business settings. You can be direct, candid, and demanding while still being kind and caring for your people.   Links & Resources Rippling Conscious Business by Fred Kofman The Conscious Leadership Group The Big Picture by Sean Carroll   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
In the workplace, personal hopes and dreams might not align with outside expectations. Many of us erect a wall between our work life and our personal life. As a result, we miss out on the possibility to form deeper interpersonal connections. Today’s guest has made it his mission to help bridge these gaps with people before they’ve even entered the workforce.   In This Episode How the psychological masks that we all wear hold us back [2:18] Creating a dynamic in companies and schools that align with their people’s hopes, dreams, and goals [6:10] Why companies need to create a culture that encourages vulnerability [8:55] What happens when an organization creates a culture of psychological safety [13:03] Creating an atmosphere of trust and openness [22:40] Tips and techniques for creating a better culture [29:06] Creating environments of safety while accounting for racial disparities [36:43] Recognizing the barriers that hold you back [47:30]   About Ashanti Branch Ashanti Branch works to change how young men of color interact with their education and how their schools interact with them. Raised in Oakland by his single mother on welfare, Ashanti left the inner-city to study civil engineering at Cal Poly, San Luis Obispo. As a high school math teacher, he started the Ever Forward Club to provide support for African American and Latino males who were not achieving their potential.   The Dangers of Masks Ashanti has seen the dangers of wearing (metaphorical) masks in school and the workplace. When people put up these barriers it hides who they really are. As a result, it becomes harder to achieve the goals we are really after. That’s where company culture comes in. By encouraging their people to remove their psychological masks, work can become a place of life affirming joy and creativity.   Overcoming Fear and Welcoming Vulnerability It’s important to recognize that the whole notion of wearing psychological masks derives from an illusion of safety. When people are able to overcome fear, they can be vulnerable in front of others. We, along with Ashanti, have found that this vulnerability leads to honesty. When people are honest and able to take risks because of it, stronger relationships develop.   Food for Thought Is there a place or time where you’re comfortable removing your psychological masks? And as Ashanti asks, how have you been complicit in the reality you don’t want to see?   Quotes “If at home no one sees how brilliant you are, at school your grades don’t show how brilliant you are, but you got some talents inside of you, then you could be walking through the world believing that you don’t matter.” [5:26] “Oftentimes we miss out on deep connections because people are either afraid - there’s no psychological safety to talk about it - or they feel like no one would even care.” [8:21] “When people feel like they’re cared about - you care about them more than just as a cog in the organization, but as a person - I think they appreciate it.” [33:57]   Key Takeaways 1. It takes effort and time to build a culture of trust. Yet, when an organization intentionally presents vulnerability as a strength, people will be their true and authentic selves. This naturally leads to a culture in which people feel safe and cared for.  2. A lack of honesty is usually rooted in fear. This not only hurts productivity, but it also prevents necessary relationships from forming. That’s why it’s crucial that there should never be negative consequences for telling the truth.   Links & Resources Find Ashanti Branch online Follow Ashanti on Linkedin | Instagram | Twitter | Facebook    Ever Forward Club Follow Ever Forward Club on Instagram | Twitter | Facebook   100kMasks The Masks We All Wear  “The Mask You Live In” Reboot by Jerry Colonna   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
There are so many voices that are not represented throughout society. Be it in business or entertainment, many black people find it hard to be heard. This only deepens the psychological wounds of racism. As business leaders, we have a role in addressing this. Our guest today is on a mission to rectify this through spreading the message of personal empowerment.   About Joseph McClendon III Joseph McClendon III is one of the most sought-after Ultimate Performance Specialists in the industry. His unique brand of “tell, show, do” teaching and coaching creates rapid personal change that effectively moves people to take more consistent action to go further faster with their personal and business achievements. Joseph is a best-selling author and has delivered hundreds of workshops, coaching sessions, keynote addresses, seminars and training programs, and one-on-one therapeutic interventions. He has presented to well over 3 million people around the globe.   Sharing the Message of Personal Empowerment Often, just hearing the message that you have the power within you to be empowered is enough to get started. Joseph speaks to the need to address this inner power we all have. Often, the key to unlocking it is as simple as hearing someone else recognize it. As business leaders, we also have the potential to foster personal growth. Joseph has some advice for us. In order for employees to realize that they can change and get the support they need for it, employers need to take action. Your people need the opportunity to feel good about themselves. Asking them deep questions about their goals does this. Supporting this with reassurance and processes will lead to happier and more productive people.   In This Episode Recognizing your potential amidst adversity [1:25] The psychological toll that racial marginalization causes [4:55] Thoughts about the current trajectory in racial progress [13:00] Discovering your capabilities of growth and learning [15:35] How company leaders can create environments to support personal change [17:49] The power of words to influence people [26:26] Overcoming distrust in a business environment [30:00] 3 steps to move from a state of survival to one of thriving [37:50]   Quotes “Recognize that you got dealt this hand and it is the greatest hand you’re ever going to get, so love it.” [1:32] “The whole point is the happy employee. A happy employee or employer is going to be more apt to do better because they feel better.” [24:07] “Any pain is a signal for you to snap the hell out of it. Stand up, shake yourself off.” [41:33]   Key Takeaways 1. There are constant lessons, both subtle and overt, that black Americans are taught about their worth. By being underrepresented, self-esteem in minority communities suffers. However, sometimes just being reminded of the worthiness that all people have is enough to begin making meaningful personal changes. 2. Building and maintaining trust in the workplace requires constant effort. It can be as simple as letting your people know that you are there to support them. Ask them questions about their goals and desires and work to support those on a regular basis.   Links & Resources Find Joseph McClendon III online Follow Joseph on Facebook | Instagram   Unlimited Power: A Black Choice by Tony Robbins & Joseph McClendon III Awesome Sauce by Joseph McClendon III Think and Grow Rich by Napoleon Hill   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
The year 2020 has dramatically shifted the role of people leaders in business. COVID and the racial justice movement has rightly forced managers to take a hard look at their organization’s priorities. This is a time when human nature itself is being put back at the center of companies. As we consider the importance of how people feel while at work, good leaders are recognizing the opportunities to improve company culture.   About Kristina Johnson As the Chief People Officer at Okta. Kristina Johnson leads the organization’s global people function. She is responsible for the company’s human capital management strategy and oversees talent acquisition, talent development, total rewards, and engagement programs. Kristina brings more than 20 years of human resources experience to Okta and has worked across a variety of industries, including technology, software, consulting, and engineering, ranging from start-ups to large multi-national established businesses. She is an experienced leader of global teams and adept at driving change management across diverse regions.   Bringing the Human Element Back to Work Despite the massive tragedy it has brought, the global COVID pandemic has had a positive side-effect. It has accelerated the role of remote work and forced many organizations to rethink how they promote efficiency. It has also reemphasized the human element of work. With managers focused on how to support the emotional aspect of work, old paradigms are being re-imagined.   The New Dynamic Workplace Kristina explains how her company is embracing the new dynamics of the workplace. This involves recognizing that we are all complex humans and work styles should reflect this. Going beyond simply allowing remote work, companies can give their people a huge range of choices to support them. By providing flexibility around this, organizations can better support their people and see a huge return in productivity.   In This Episode How COVID and racial justice awareness has shifted the priorities of leaders in business [0:57] Teaching empathy in the workplace [3:00] Balancing the needs of remote work with the desire to return to a physical workplace [4:30] The difference between dynamic work and remote work [7:35] The role of the post-COVID office [10:52] Managing communication and getting accurate feedback in a virtual workplace [14:54] Recognizing the opportunities that come with crisis [20:50] How to incentivize employees not to overwork themselves [25:50] Creating environments to support extraordinary managers [30:48] How to measure engagement in a meaningful way [37:28]   Quotes “As tragic as the global pandemic and racial injustice has been - and you can’t ignore that - there have been positive side-effects.” [2:25] “People are multifaceted. Everyone works differently. People like to be managed differently. People are productive at different times. If we can get out of people’s way and let them work, they would get so much done.” [10:35] “Now more than ever, we need to invest in managers because they’re the first line of defense in making sure the employees are taken care of.” [31:49] “If we’re going to have a culture of builders and owners, we need to empower our employees.” [32:39]   Key Takeaways 1. Recent events have shifted the role of people managers. They now play a crucial role in supporting the workforce at an emotional level. Teaching and supporting empathy is a large part of this.  2. Dynamic work goes beyond remote work. With dynamic work, leaders can provide true choices to their employees. Investing in employees through access to stipends supports them in numerous ways. Also, without the geographic constraints of a physical workplace, the talent pool has never been wider.   Links & Resources Okta   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative
No one is immune to burnout. It affects even the most passionate and resilient people. The mental and emotional exhaustion of burnout can slowly chip away at anyone’s fortitude. That’s why, especially in times like these, organizations need to support their people and bolster their resiliency however they can.   About Dr. Jacinta Jiménez Dr. Jacinta Jiménez (Dr. J) is an award-winning  Board-Certified Executive Leadership Coach with a 15-plus year career dedicated to the betterment of leaders. She’s worked with leaders in top organizations in Silicon Valley and throughout the world. A graduate of Stanford University, Dr. J is a sought after expert in bridging the fields of psychology and leadership. As the former Global Head of Coaching at BetterUp, she developed ground-breaking science-backed coaching approaches for helping today’s top organizations, while also leading a global community of 1500+ international Leadership Coaches in over 58 countries.   Balancing Agility with Resiliency As the difficulties of the current year play out, the dual qualities of agility and resilience come up time and again. Certainly, it is important to lean into agility during unpredictable times. We need to shift as the ground beneath us changes. Yet, to do this at the expense of supporting the protective factors of resilience, causes burnout to become a serious risk.   Making The Shift Towards More Resiliency We’re all being tested by difficulties, particularly uncertainty. Dr. J recommends combating this by focusing on what remains in our control. Staying grounded while the world around us spins seemingly out of control is easier said than done. The fix is not trying to control the outside world. Rather, it’s focusing on what we still have power over - our words, attitudes, and mindset. When we push purely for productivity, we end up damaging ourselves and the people we rely on. We need to make the cultural mindset shift that it’s okay to rest. Nobody can hustle nonstop. Ultimately rest and recovery are needed to fuel the productivity that we seek.   In This Episode The important distinction between agility and resilience [1:25] The three symptoms of burnout [3:58] How companies and organizations can support resiliency in difficult times [7:24] The payoffs of leveraging the art of leisure [10:10] Managing stress before it develops into burnout [14:42] How organizations can encourage their people to balance agility with resilience [18:25] Questions that team leaders should be asking their people [22:15] Encouraging people resistant to accepting the need for leisure [26:58]   Quotes “Now, more than ever, we need to make sure that we’re putting more into our resilience piggy-banks.” [3:23] “We’re entering into this new world of work and life, but a lot of us are still hanging on to outdated formulas of what it takes to be resilient and successful over the long-haul.” [7:53] “Stress is not bad. Stress is good in small doses. It stimulates growth. We need stress. But you can’t have chronic stress without recovery.” [11:18] “The most important asset you have to make an impact on this world is you. If you fail to invest in yourself, you run the risk of damaging the very tool you need to make the impact.” [15:15] “What burnout comes from is when the requirements of our work mismatch with our capacities as a human.” [25:59]   Key Takeaways Nobody is immune to burnout. Simply trying to avoid it can actually cause it. There are tools to strengthen resiliency in the workplace that will lead to more productivity in the end. A central part of this is leveraging leisure, something that managers should encourage.   Links & Resources Find Dr. Jacinta Jiménez online The Burnout Fix   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin  
What does company culture have to do with business results? At 15five, we see an incredibly strong link between the two. So does today’s guest who has used culture and values to build a pool of enthusiastic employees who are motivated to do their best work every day.   About Steve Zahm Steve Zahm is the president and Chief Culture Officer of Procore where he’s responsible for human resources, learning, development, and facilities and real estate. Steve is focused on the creation and scaling of positive workplace culture as a sustainable competitive advantage for achieving superior business results.   Why Culture is a Strategic Advantage for Business As the Chief Culture Officer, Steve works to make his company’s culture one of its greatest assets. He sees an undeniable connection between the culture of a company and its success. Good workplace culture pays back in so many ways. It attracts the best and most enthusiastic talent. When a company has a positive culture, employees are easier to attract, maintain high levels of engagement, and create a competitive advantage.   Putting Your Values Into Action Stating your values isn’t enough. You need to take deliberate action to ensure that your stated values prosper within your company. You have to hire and fire according to your values. When managing your employees, put the language of your workplace culture front and center. Ultimately, training in accordance with your values ensures that everyone knows how to do their best work in alignment with the company’s vision. When your workplace culture is able to do this, your people will become strong advocates of your values. This naturally leads to a strengthening of these values into something larger than the founders could have done on their own.   In This Episode The role and value of Chief Culture Officers [0:50] Signs that your culture is working [7:23] The attributes of a positive culture [9:18] Intentionally setting up company values to be acted upon [13:08] The dangers of not operating according to your stated values [20:08] How founders impart their personal values to their company [21:50 How workplace culture can evolve for the better as a company scales up [27:07] The power of strong workplace culture to respond to crisis [28:56] Practical steps to creating an inclusive work environment [33:33]   Quotes “People don’t realize that businesses invest in culture because culture improves the business.” [1:56] “With culture, not only do you have to speak the language, you have to do the language. You have to do things that are in accordance with your values.” [21:07] “A crisis is a horrible time to find out what your values are as a company. It’s a great time to have your values as a company.” [30:06] “One of the goals to enable the success of the business has to be letting my people do their best work. Every single day I should be pushing to get every employee that can into that state of flow.” [36:30]   Key Takeaways 1. Having a clear company vision will lead to a more engaged and motivated workforce. 2. A strong company culture will differentiate your company and make it more robust when there is a crisis.   Links & Resources Find Steve Zahm online at Procore Check out Procore’s free courses Learn about Procore’s social impact work   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Links & Resources    
Meaningful organizational change comes when we focus on what’s right with people rather than what’s wrong. This means understanding that not everyone thinks and operates the way that you do. When we appreciate these differences, we see them as assets that create stronger leaders, teams, and organizations. Darren Virassammy is a TEDx speaker and the Co-Founder and COO of 34 Strong. His team believes that everyone deserves a great place to work and that any workplace can be great. As a leading expert in the global workplace engagement community, the 34 Strong team leverages a strength-based approach to human development to create massive shifts within organizations.  When you understand how people in your organization learn best, you can identify how to best apply their strengths. Everyone thinks and processes information and ideas differently. Understanding this allows everyone to show up at their best. This creates a more effective and supportive work culture.  To breathe life into your strengths, Darren urges leaders to guide their people to identify what exhausts them as well as energizes them. To create the foundation for great workplaces, leaders should support an environment of trust, compassion, stability, and hope. How can you recognize the individual strengths of your people? Let’s talk about it in the comments on the episode page!   In this episode What happens when we view differences as strengths How team-awareness starts with self-awareness The power of empathy to eliminate frustration Encouraging your team to pursue what gives them energy Leveraging the team’s strengths to succeed in challenging times   Quotes “It has to start with how we look at ourselves. It’s the self-awareness to team-awareness when we’re working on the culture side. But we have to start with self-awareness.” [7:35] “We have so many unknowns that are coming at us, whatever comes at me, whatever comes at our team, I just want to make sure that people’s minds and emotional energy is showing up at the strongest level that it possibly can.” [18:49] “If you want to go fast, go alone. If you want to go far, go with others. Our differences can be our greatest advantages.” [38:59]   Links 34 Strong Follow 34 Strong on Facebook | Twitter | YouTube Leading Strong Podcast    Benjamin Zander TED Talk Good Life Project Podcast Strength’s Based Leadership by Tom Rath   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin
In March of 2020 when COVID-19 hit, many organizations updated their remote work policies at least temporarily to allow people to work from home. Twitter made headlines in May by announcing that a remote work option would be available to their 5,000+ full-time workforce, forever! 15Five CEO, David Hassell interviews Twitter’s head of HR to discuss what Twitter has learned from making this shift after several months.  Jennifer Christie is the VP of People and Chief Human Resources Officer at Twitter. She leads the global people team and works with the executive management team and board of directors to support the strategic direction of the company. Jennifer oversees talent acquisition and management, diversity and inclusion, people systems and analytics, organizational and performance management, and training and development. Even before COVID, Twitter allowed employees to work remotely as part of their larger strategies around decentralization and Diversity & Inclusion. Now as a fully remote organization, in order to maintain the camaraderie that existed in the office, Jennifer and her team find ways to maintain deep connections between “Tweeps” in the remote space. Additionally, they have shifted their benefits plan to support people’s health and well-being in a new reality where gyms are closed and people need certain staple equipment to be successful at home.  Hopefully, in the next year or so, the health risk will abate and people will begin returning to the office once it is safe to do so. Twitter, like many other businesses, are planning a “return to office” strategy. At Twitter, offices will be available for the people who want to return to a shared physical working space. For now, Jennifer shares how to maintain social and emotional connections without a physical office and why it’s imperative that companies start planning for this readjustment now.  How has Covid created new roles for HR within your organization? Tell us in the comments on the episode page!   Also in this episode: Going fully remote and returning to the office  Helping employees with resources, setting boundaries, and remote benefits “Camp Twitter” - Supporting parents when school and camp are closed Diversity & Inclusion at Twitter - a comprehensive strategy including transparency, and setting goals that optimize for D&I efforts  HR as strategic partner to the Board and the rest of the C-suite   Quotes “If we want to be able to attract and retain this growing employee base that is growing very rapidly, we’ve got to start shifting our culture. We have to shift how we work if we’re going to be inclusive of that work style.” [0:57] “We want to try to engineer a different experience so people don’t feel compelled to come back to the office if they don’t want to because they feel like they’re missing out on something.” [13:33] “I don’t think you can nail inclusion if you don’t have a diverse workforce. Decentralization is a key driver of that.” [27:05]   Links Start With Why by Simon Sinek Washington Post: “Twitter Employees Don’t Ever Have to Go Back to the Office (Unless They Want to)” Keeping Our Employees and Partners Safe During #Coronavirus   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin  
Best-Self Management is returning for Season 5 on August 12th! In this season, David and Shane will be talking with HR leaders from some of the largest, most successful, and most progressive companies in the world, including Twitter, Okta, and Siemens. We'll discuss culture, people strategy, and how to thrive during turbulent times, for which there is no roadmap.   On the Best-Self Management podcast, we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. What is Best-Self Management? A proven, research-based methodology proposing that when leaders build cultures that support people in being their best selves, high performance and engagement naturally result. Who are the hosts? David Hassell and Shane Metcalf have a uniquely healthy and productive cofounder relationship which they have leveraged to build 15Five into an 8-figure business, with a stellar culture that’s rated #3 in the country on Glassdoor! Why should I listen? You love interviews with top business and HR leaders who are revolutionizing our understanding of human performance and explain how to build thriving cultures that succeed by guiding every employee towards greatness. Links Listen to Seasons 1 - 4 of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin
Diversity, equity, inclusion, and belonging are receiving more attention these days, with many more companies asking, “How can we create more equity and a sense of belonging?” But have you ever considered the negative—exclusion? By shutting people out, consciously or not, we create shame and trauma. This is a powerful force that affects all aspects of society, not just work. It has become increasingly important to examine the root-causes of how current dynamics of exclusion began and the science behind the way we think, feel, and operate in the world.  Today, we welcome Rajkumari Neogy back to the show—an epigenetic coach and executive consultant focused on the intersection of neurobiology, culture, and empathy in today’s business world. Rajkumari believes that passionate self-reflection coupled with dedicated curiosity defines true leadership. Specializing in the tech sector, S/He has trained leaders at high-powered organizations, including Google, Facebook, and Salesforce.  In this episode, Rajkumari helps us examine the role of business leaders in creating meaningful inclusivity. The root of the solution lies in empathy. Building empathy into corporate culture will involve some fundamental shifts. Yet, making these changes will lead to meaningful progress as empathy leads to collective empowerment. Fostering this within an organization will lead to your people working harder for each other. As someone who studies epigenetics, Rajkumari stresses that no one is immune from the trauma and mindsets of their ancestors. This has resulted in deep-seated systemic exclusion. Doing the hard work of addressing these multi generational beliefs and traumas will make it possible to have the difficult conversations that are needed right now. How can you create the safety needed for difficult conversations within your organization? Let’s talk about it in the comments on the episode page!   In this episode Leaning into empathy to create a more inclusive workplace and society Why exclusion forms the foundation of racism How the mindsets of our ancestors still affects everyone today What happens when we break out of the cycle of blame Tools and techniques for creating more mental balance and empathy   Quotes “We have to really acknowledge and honor that which has been excluded and re-invite that back into this sphere of inclusion that we’re creating for everyone, including ourselves.” [4:16] “Racism is severe, repetitive, horrific, exclusion.” [11:02] “We need to start to speak significantly more relationally. That ability to speak relationally will rewire the right hemisphere and strengthen our ability to be uncomfortable in difficult conversations.” [23:56]   Links Find Rajkumari Neogy online Follow Rajkumari on Linkedin | Instagram | YouTube   Post Traumatic Slave Syndrome “On Being with Krista Tippett” - Robin DiAngelo and Resmaa Menakem In Conversation The Polyvagal Theory by Dr. Stephen Porges  Moshe Szyf: How Do Our Experiences Rewire Our Brains And Bodies? White Fragility by Robin Diangelo   Listen to Part One of our conversation with Rajkumari Neogy   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin
In recent years, we’ve seen the employee engagement and performance software market explode. Along the way, we’ve come to realize that success takes more than just providing people with the software tools they need. It’s education and training that makes the difference, and a deep commitment to having organizations transform. Meaningful transformation only comes when the deep and difficult work happens. Today, we’re talking with two of our employees who are helping other organizations train their managers to be far more effective.  Jon Greenawalt, our Chief Performance Officer, brings over 20 years of global, cross-industry consulting experience to help develop leaders and teams through progressive leadership and management development programs. Jon is the former Chief People & Culture Officer at SharkNinja, where he built the Talent Development function, trained over 500 leaders and managers during his tenure, and implemented 15Five across the entire 1,600 global full-time employee population. Emily Diaz is our Director of Transformational Services, a division she created after identifying the need for organizations to teach ‘vital skills’ to their people, skills which in turn supercharge the impact of 15Five’s performance management software. Since joining our founding team 7 years ago, she has served as advisor, trainer, and coach for companies across all industries — including Visa, Tesla, and Citrix. Emily’s experience across domains informs the creation of unique and powerful programs that train core professional competencies. In this episode, we discuss the future of performance management that incorporates intuitive, empowering software, but also services and ongoing education. We've realized that helping employees and managers form new habits and skills leads to high-performing and healthy organizations. By being transformative in this way, meaningful changes occur that result in lasting positive change. Professional services are usually about helping companies succeed with a (software) product. These do provide help with how people use the software to improve their work and possibly even to contribute more. But that’s largely a transactional process. Transformational Services is a partnership whereby people are taken through a process where they permanently change their mindset and behaviors in order to thrive.  This is often hard work. It begins with a desire to grow and from there a thorough examination of old practices and mindsets. Hard truths will be confronted. People will stretch beyond the familiar. In the end, when people realize that work can be a source of satisfaction and personal growth, they’ll build a better business environment. What transformative changes would you like to see in your company? Let’s chat about it in the comments on the episode page!   In this episode What transformation actually means for individuals and a company Building an environment of positivity by deconstructing old mindsets How people learn including repetition and feeling discomfort Why failures should be celebrated Reframing soft skills as vital relational skills required for any high-functioning organization   Quotes “We’re a mission-driven company. 15Five is not just in the business to create a widget, a tool. We’re actually here to transform the world of work.” [4:38] (Emily) “Transformation is hard work. Yet it’s important work. The benefit of it is, even though it may be challenging to have that breakthrough and move yourself to the next level, it’s an amazing experience.” [13:48] (Jon) “It has to be okay to grow. The best environments are the ones that make it cool to grow. That’s what it’s all about. We’re never done growing.” [19:26] (Jon) “There’s a spectrum where you need to learn how to relate to your people in a way that still puts the responsibility of their own growth with them.” [34:10] (Emily)   Links Learn more about our transformational services 15Five’s Best-Self Academy   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin
Perhaps now more than any other time in History, demands on People Operations roles are incredibly high. Handling just the administrative side of HR while establishing a remote workforce can be a full-time job, let alone the all-important human element that requires your resources and attention. Because the true power of human resources lies in unlocking the potential of every employee, many HR leaders are discovering or refining new skills in 2020: “The Year of HR.”  Josh Bersin founded Bersin & Associates in 2001 (later acquired by Deloitte) to provide research and advisory services focused on corporate learning. He expanded the company’s coverage to encompass HR, talent management, talent acquisition, and leadership and became a recognized expert in the talent market. In 2019, Josh also founded the Josh Bersin Academy, an online professional development resource that has become the “Home for HR” in recent months. Right now, in addition to staying in business during an economic downturn, companies are struggling to meet the demands of a workforce coping with a rapidly evolving world. Dealing with a global pandemic and escalating conversations about race and inclusion, every company must ask itself what type of citizenship they want to practice. This begins with how they treat their people, and then echoes out into the marketplace and beyond. HR has an ongoing role to play in aligning the mission of the company with the mission of its people—this not only determines how employees perform but what kind of citizen the company will be.  In 2020, companies are working proactively to create a sense of stability and safety for people, Josh sees the role of HR expanding more and more to fill this need. How have you seen the role of HR evolve in your company? Let us know in the comments on the episode page!   In this episode How current trends in HR are leading to more workplace creativity Creating values alignment between companies and their employees The economic factors that actually matter right now How companies can provide stability for their people in unstable times What companies can do to promote equity in the workplace and society   Quotes “Companies exist in a world of societal issues. Every employee and every customer has a perspective on the role they want to play in society.” [9:21] “It always pays off to think more about your role in society. It seems to always make the company more successful.” [18:39] “I think DNI is a critically important program, but I hope it isn’t getting in the way of the real issue of pay transparency, pay fairness, and talking about these issues so people can share their fears and concerns.” [24:46] “2020 is the year of HR in every single company. We are being asked to take on heroic roles…. Try to enjoy this as stressful and difficult as it is.” [38:08]   Links Find Josh Bersin online Follow Josh on Twitter | Facebook | Linkedin   Josh Bersin Academy Conscious Capitalism White Fragility by Robin DiAngelo   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 
Since late May 2020, there has been an accelerated evolution of the conversation around race and our roles as human beings, citizens, and business leaders. With this latest round of high-profile deadly police encounters with Black Americans and the massive response to it, many of us are at a loss about how to best respond. Business leaders especially may be avoiding the conversation because they are afraid to risk their futures because they said the wrong thing.  Today, we welcome Willie Jackson back to the podcast to continue the important conversation we began last time. More and more difficult conversations are happening across the country and around the world that require vulnerability and discomfort. Staying in the discomfort and being curious about it along with a willingness to be vulnerable and make mistakes, will lead to meaningful conversations that may in turn lead to long-lasting change in a country drenched in systemic racism.  We recognize that this is a time of opportunity, and these opportunities go far beyond simply issuing statements of support and solidarity. We can use the current situation to make sure that our organizations have an equity-informed view of how they operate that leads to sustainable shifts toward inclusion. Being an ally is not enough. It takes more than just doing something within your comfort zone to feel like you’re on the right side of history. Actual meaningful change takes moving from the noun of “ally” to the verb of “accomplice”—taking action to restore equity and justice to a system that is sorely lacking in those fundamentally important principles. This means examining power and privilege and being vocal, even if it comes at personal cost. How can you as a leader model become an accomplice in creating equity and inclusion in your organization? Let’s talk about it in the comments on the episode page!   In this episode Why it may feel awkward to discuss race and how to address these feelings Embracing the discomfort of not knowing what to say or do, getting informed, and taking the risk to speak out from a place of vulnerability and knowledge Creating the conditions so that our organizations organically develop into equitable environments Acknowledging the social and historical context that affects everyone Being an accomplice rather than an ally   Quotes “Many of us are ill-equipped to navigate the conversation at all. I think that it’s such an honest thing to say that it just feels awkward to name it. A lot of the conversation right now is about not burdening people of color in general, and black people specifically, about the dialogue.” [2:55] “Talking about race is awkward. It is challenging. Like anything - running a business, making money, playing the piano - it takes practice.” [3:51] “Acknowledging and repairing harm is a key part of how we can show up for each other.” [21:31] “In order to fully participate at a baseline level, we might need to radically reimagine how we’re thinking about performance reviews, the stereotypes that get perpetuated, the training that managers get, because people don’t leave companies. People leave managers.” [27:12] “It’s natural to want things to go back to normal. My fear is that we will forget that normal for a lot of people is suffering. It is fraught, and it brought about the conditions for the uprising that we’re seeing right now.” [31:16]   Links Find Willie Jackson online ReadySet Upheaval by Jared Diamond Seeing White Slavery by Another Name by Douglas A. Blackmon   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 
We stand at a pivotal moment in American history, one when there is an opportunity to correct massive injustice, dismantle the structures of systemic racism, and co-create a new future where all people can have true freedom, equal rights, and equal opportunities for a life of safety and prosperity.  Businesses are rightly being called to take meaningful action towards racism and that includes the policies they put in place to have more diverse and inclusive workplaces. We invited today’ guest on the show to share his wisdom about what we as business leaders can do to ensure diversity, equity, and inclusion in the workplace.  Willie Jackson is a keynote speaker, consultant, and facilitator at ReadySet who helps leaders and organizations advance vital conversations that unlock connections across differences. His belief in the transformative power of media to change narratives led him to found Abernathy, a magazine for black men backed by companies like Mailchimp, Atlassian, and WeWork. Willie served as Founding Technical Lead of Seth Godin’s altMBA program for high-performing individuals who want to level up and lead. Willie is an avid houseplant aficionado and loves to spread the gospel of self-watering planters whenever possible. COVID-19 has highlighted and put stress on numerous structural inequities, and it’s clear that some groups of people have been hit harder than others by the economic downturn. Willie explains why this is partly the result of a lack of workplace diversity. While lack of diversity is seldom intentional, it can be intentionally addressed. To that end, Willie shares his advice for engaging people in change-making conversations. Willie urges business leaders to embrace their sense of curiosity. Getting to know people with different experiences than you in an empathetic manner will lead to positive change. If there’s something that makes you uncomfortable, investigate that discomfort and see what it has to offer. It takes work to diversify your workforce, but it's important work. It will lead to having a variety of perspectives, increased market opportunities, and a workforce more representative of the world we want to create. How can you foster empathetic conversations in your workplace? Let us know in the comments on the episode page!   In this episode The many societal disparities that the covid pandemic has exposed Why functional segregation exists and leads to a lack of workplace diversity Advice for engaging in difficult conversations How to help people lean into empathy Where to look for insight into unfamiliar life experiences The power of storytelling to foster empathy and increased trust Common implicit biases to be aware of   Quotes “I think of COVID as an accelerant. It puts additional pressure on friction points that already exist in society.” [2:31] “There’s a different lens that has to be brought to bear when you think about how we’re representing the cities in which we live. How are we representing the societies we want to see? And how are we bringing into our teams and organizations a diversity of perspectives, bodies, and lived experiences?” [5:35] “When we make the time and space to genuinely ask somebody, and listen to what they have to say, I think it can add some powerful richness and dimensionality to all of our relationships. Simply the act of getting curious.” [22:40] “We all have blind-spots and we can make a mess of things even and especially when we’re trying.” [35:52]   Links Find Willie Jackson online   ReadySet altMBA Abernathy The Brief and Wondrous Life of Oscar Wao by Junot Diaz “Coco”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 
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