Purpose Economy Archives - The Innovation Show

EP 195: The End of Mental Illness with Dr. Daniel Amen

Today’s episode introduces new hope for those suffering from conditions like depression, anxiety, bipolar disorder, addictions, PTSD, ADHD and more.

Though incidence of these conditions is skyrocketing, for the past four decades standard treatment hasn’t much changed, and success rates in treating them have barely improved, either. Meanwhile, the stigma of the “mental illness” label ― damaging and devastating on its own ― can often prevent sufferers from getting the help they need.

Today’s guest is an innovator in his field, a Brain specialist and bestselling author who is on the forefront of a new movement within medicine and related disciplines that aims to change all that. Today, we will draw on the latest findings of neuroscience to challenge an outdated psychiatric paradigm. It will help us all take control and improve the health of our own brains, minimising or reversing conditions that may prevent us from living a full and emotionally healthy life.

The End of Mental Illness will help us discover:

Why labelling someone as having a “mental illness” is not only inaccurate but harmful
Why standard treatment may not have helped you or a loved one ― and why diagnosing and treating you based on your symptoms alone so often misses the true cause of those symptoms and results in poor outcomes
At least 100 simple things you can do yourself to heal your brain and prevent or reverse the problems that are making you feel sad, mad, or bad
How to identify your “brain type” and what you can do to optimise your particular type
Where to find the kind of health provider who understands and uses the new paradigm of brain health

It is a great pleasure to welcome Dr. Daniel Amen, multiple bestselling author, changemaker and author of “The End of Mental Illness: How Neuroscience Is Transforming Psychiatry and Helping Prevent or Reverse Mood and Anxiety Disorders, ADHD, Addictions, PTSD, Psychosis, Personality Disorders, and More.”

More about Daniel here http://danielamenmd.com/

and his free 6-week brain course is available here:

https://endofmentalillness.com/brainhealthchallenge/

EP 190: Brave New Work Are You Ready to Reinvent Your Organization? with Aaron Dignan

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The way we work is broken. It takes forever to get anything done. Meetings and emails are incessant. Bureaucracy stifles talent and creativity. Is this really the best we can do?

Aaron Dignan teaches companies how to eliminate red tape, tap into collective intelligence, and rethink long-held traditions that no longer make sense. In Brave New Work, he shows you how to revolutionise the way you, your team and your company works forever.

· Have fewer but better meetings
· Create a culture of honesty, transparency and trust
· Cut down on rules to be more efficient
· Be more agile and adaptive
· Reignite passion and energy throughout your organisation

We welcome Aaron Dignan the author of Brave New Work, Are You Ready to Reinvent Your Organization?

More about Aaron here: https://www.bravenewwork.com/

EP 189: The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth – Amy C. Edmondson

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This episode offers practical guidance for teams and organisations who are serious about success in the modern economy.

With so much riding on innovation, creativity, and spark, it is essential to attract and retain quality talent–but what good does this talent do if no one is able to speak their mind?

The traditional culture of “fitting in” and “going along” spells doom in the knowledge economy.

Success requires a continuous influx of new ideas, new challenges, and critical thought, and the interpersonal climate must not suppress, silence, ridicule or intimidate.

Not every idea is good, and yes there are stupid questions, and yes dissent can slow things down, but talking through these things is an essential part of the creative process.

People must be allowed to voice half-finished thoughts, ask questions from left field, and brainstorm out loud; it creates a culture in which a minor flub or momentary lapse is no big deal, and where actual mistakes are owned and corrected, and where the next left-field idea could be the next big thing.

Today we explore a culture of psychological safety, and provide a blueprint for bringing it to life. We explore the link between psychological safety and high performance Create a culture where it’s “safe” to express ideas, ask questions, and admit mistakes Nurture the level of engagement and candour required in today’s knowledge economy

How can we fertilise creativity, clarify goals, achieve accountability, redefine leadership, and much more.

Psychological safety helps bring about this most critical transformation.

We welcome the author The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth and the mother of the concept of Psychological safety, it gives me great pleasure to welcome Amy C. Edmondson

More about Amy here: https://www.hbs.edu/faculty/Pages/profile.aspx?facId=6451

EP 186: The Boomerang Principle: Inspire Lifetime Loyalty from Your Employees with Lee Caraher

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It is rare today for employees to stay with one organisation for the long tenures that were the norm before the Great Recession. In fact, “job hopping” is the new norm, especially for Millennials.

This episode shares how to leverage this fact rather than fear it. By engendering a lifetime of loyalty from former employees, leaders can see them “return” in the form of customers, partners, clients, advocates, contractors, and even returning employees.

This episode is a pragmatic answer to the outdated corporate mindset around employee turnover. Instead, it shifts the focus to creating lifetime loyalty from your alumni who will bring back business again and again.

We welcome the author of “The Boomerang Principle: Inspire Lifetime Loyalty from Your Employees” Lee Caraher

“They’re dead to me.”

“I’m not going to spend all this time training them just to have them leave.”

“They’re job-hoppers who don’t know a good thing when they see it.”

“I’m on a constant training revolving door—as soon as someone’s trained up, they’re out, and I have to start all over again.”

“Why am I wasting my time? It’ll be faster if I do the work myself.”

These are sentiments you have heard many times from entrepreneurs, CEOs, managers, and supervisors when discussing those known as “Job Hoppers”.

We discuss:

Intergenerational teams, organisations, and workplaces

Millennials, Gen X, Y, Z and Boomers

Purpose and vision

The Boomerang Principle

How to leverage top talent

How to leave well

How to create an alumni of past employees

More about Lee here:

Home

Transcript (done by AI)

[0:13] It is rare today for employees to stay one organization for the long ten years that were the norm before the great recession in fact paying is the new norm.
Especially for millennials.
Today’s episode shares how to leverage this factory then orange and during the lifetime of loyalty from former employees leaders can see them or return,
in the form of customers partners science advocates contractors and even returning employees.

[0:41] Today’s episode is a pragmatic answer to the updated corporate one center and employee turnover.
Instead of chips the focus to creating lifetime loyalty for me when i will bring back business again and again.
You’re welcome author of “the boomerang principal inspire lifetime loyalty from employees” Lee Caraher, welcome to the show,
thank you so much for having me a happy here its great tp be here

I thought a great way to start would be some quotes and i’ll get contacts this cause afterwards here we go,
they are dead to me i’m not going to spend all this time training them just have them leave their parents who don’t know a good thing when they see is.

[1:22] I’m on the concentrating revolving door as soon as someone trained up the red the door why am i wasting my time it will be faster to do the work myself.
Please enter the sentimental value of heard many times run to panera ceo’s managers and supervisors and your work helping companies.
Who is the director general teams
organizations on work places this is the can you send it to answer in this book and i do love of you give assembly contact dollars.
Show air force today people would say ok but if you send this to make pizza.
But those are the things in my first package is coming in management which i wrote after failing miserably at keeping millennials in my business i was doing all this work shop’s eleven to country united states and germany and some and canada
add every and every single session seven with razor handle that you know what screw this when he’s dead to me you know believe me that’s when my friends understand
and i will just start over kill with no you can’t help people be that’s because um.

[2:30] It’s just so the start that one somebody leave the company that they would be back to you.
Because why we know that jen z and millennials are.
Who having to leave companies
wyd between three and five years sometimes one to three years there planning out and see if you doing all the work to bring someone into your company you probably have done a good job probably
add finding a person to which it so.

[3:03] Should know that someone is leaving you doesn’t actually necessarily reflect on your flex on them,
and what if you brought everybody back who is good who left your company at one time where the other imagine.
The incredibles efficiency and message that was sent to the rest of the world.

[3:24] So instead of thinking about people as dead to them when people automatically leave the company we should be saying
congratulations on your new.

[3:34] Get how can i help you and i hope you come back so that’s what i wrote the block because to many people were spending too much energy not.
Ensuring people will be wanting to stand a company by training then by walking them my figuring out what they wanna do in life.
And by having that’s very negative view of that people are dead to that money left.
Just lamp the audience know that in this book you do a great job of explaining.
How to leave well so you do have an option to come back you also.
Give great examples of how do i rearrange.
Good find all time if i’m expecting to leave in organization how do i reinvent myself before that perhaps even stay if i get it different opportunities within the organization.
And then also as a business that we don’t condemn those that leave and often this happens when somebody leaves organization they get the blame for a lot of,
unfinished business or for doing projects that didn’t go anywhere before we even start let’s go.

[4:36] Make sure everybody’s on the same page and you’ll do a great job and running down through the generations that are in the workplace today so we’re on the same page with the inter generation workforce.

[4:46] No today around the world this is the first time in history we have five generations in the.
So the silent generation who is now
between sixty six seven eight es three i’m always down to the bottom is the excess that no lights and now they got the tens now the oldest twenty in the workplace is twenty three almost twenty four years old of course
it’s traditionally would have who maine
generations in the work force required to work with shorter incapable stayed much longer in their careers however the economy is one factor in having
what people work longer and then people are living longer as well and then third if you are planning on
twenty year retirement if you’re gonna live and extra twenty years you might retire till seventy for twenty years retirement so all those things together.
I’m have put in a position where we’re five distinction interactions with their distinct moments in history that define them that color were their outlook.

[5:49] And so much is put into the conflict between generations i think this is not new it’s worth living through that and because they’re five generations in the distinctio it just feels much more prevalent today than it ever has
i millennium sa get a hard rock only god should i get to hard rock.
That’s really offensive but the last year of humor you know i think a lot of the reps forget that you would call it really in two thousand and two thousand my two thousand ten is when the whole millennial suck narrative starts.
I’m pretty clean united states and that is in the wake of the storm climbing the great recession and the displacement of ten million boomers and general surgeon general who lost their jobs.
Add the same time you have the younger generation who was more educated what is one more access to people and information than the other order come patriots ever had are trying to get work.

[6:47] And they won’t work that matters and of course this is also not know what work that matters.
Just is never set it neither did exercise out loud
until they had made and the other thing as make enter the work force they expected more from their work.
When they’re older colleagues had so it’s just a confluence of issue i’m so they are lazy there untitled.
I don’t know how to work this is just crap they are not lazy they do not know how to work it looks different than we do they are very motivated
and there are usually motivated by the things that we older people would have just accepted and the reason they are motivated by the things that my generation wouldve just accepted is because my generation
their parents have taught them you have to put up with stuff right and you should be valued for who are you what are you can do whatever you want.
This also is combined west street inflation
red united states in particular has had a significant impact in the workplace sell in the last fifteen years coming into twenty eight fifteen so from two thousand to two thousand fifteen the average grade point average,
united states roses by a full point in colleges.

[8:10] So on a four point scale which is why in general are great in united states you could actually get a five point eight l which of course.
Is it possible my mass however all these exceptions are made a new contact to get a five point eight one a four point scale so.
All grade sort of loaded up,
so when people graduate from college with a four five or anything between them and wanted to the workplace and course it’s very unusual
what you would exceed expectations the first time you tried anything in there in a new environment but this is not these kids experience based on their college grades and they had so much appointment of
my work is done and actually it’s not it’s not even close to done this is a common it still remains a comment phenomenon for early grads from college in all different walks of
life and all the hot wash of korea,
add because they have not had the critical feedback and feedback works good even if the screen wasn’t so that was a big is now in a and b work you expect to keep working at.
A work you would not there’s a more recent ipos.
And the college grading system today so all these things together make this impression by the people that there is no how to work in the theater and title.

[9:34] Eighty million people can not be entitled.
Million people could not be lazy eighty million people do not know how to work it physically impossible maybe it’s you that we need to shift and understand where the genesis of all this conflict is
are you reminders this isn’t.
Entitlement to dolphin conditioning but let me about the job helping aspects of helping isn’t new to most boomers engine access we just forgotten the late nineties and we haven’t learned how to deal with efficiently,
i’m positively sure.

[10:09] Show job hopping is not new it’s just as boomers and ten boxes of come into management situations they realize how challenging job hunting is for organization and how expensive it is for an organization and frankly
when we hire somebody we know where they are going to leave it is not a mystery.
Can i purchase the last person you have to turn off the lights right cell instead of being fearful of the job hopper we should acknowledge the happiness of a career
do you go from job to job and maybe career to career will be over and expect to have.

[10:46] Multiple careers not just multiple jobs at multiple careers in their life and
by definition they would need to exchange functions and change the realm of knowledge and skill base to achieve that so instead of being worried about it she said
i changed my mind knowing that i tell all of my employees
in the first week and i co any new employee i know you gonna leave me looking crazy like i just got here.
If we are pretty picky about who we hire but i am very up front about it leave
hope you leave after many many many yards and hope you leave after you’ve had so much experience irritable for tape that you learn all these different skills you can imagine and that when you go out into the world you are proud of being a table for tag
and because i have this point of view i’m actually to take the fear of
and then leave feeling off the table and they me focus in what is the job we have to do and what is the thing what does the same thing that the person feeling that drop wants to do and how do i match those two things up because that we can match with the work is with the person who wants to do the work.
End shift accordingly overtime we win we always,
is there anything on that is any job you doing today is going to look very different than three to five years.

[12:11] I started my company which is a public relations foreign before twitter no fifty percent of revenue in social media qualified said.
We only do things we damn i be out of business right and that is a m.
After my functional point of view we all of us will be doing things very differently so we have people who are
are looking for new things i wanna stay relevant and we use their energy further up for what they want for their own careers for our benefit companies until it doesn’t work anymore
everybody when’s that and the company has kept people longer which is a benefit.

[12:52] Keep become more official overtime institutional knowledge increase over time um you had to replace a recruiter other am
costs and the person comments.
Probably if they have chosen chosen to stay because it is the job market now has
decided actively to stay independent exhausted the experience of thinking right now in their lives game from the company and when they leave,
you’re excited the day state and he and they’re on to the next thing and hopefully they to our appreciation of the flexibility that you afforded them in their own career.
What are the things i really was struck by this idea of being loyal to people who believe you because.

[13:37] So many people give so much of the energy that time that families time to businesses and then they leave and then they get condemned for living and this comes into but no send them.
Can you share a staggering statistic saying sixty percent of people you interviewed and survey across the country indicated,
that the company’s either have a strict policy on spoken one but well understood.

[13:58] Rules against hari hiring former employees regardless of how well they did in the previous position
any recent survey half of companies either still have recently abandoned the policy against hiring boomerang employees
even if that employee left in good standing i thought that was staggering and disappointing as well that we can then those really businesses
so excited right we’re all looking for the top twenty five percent you could be a small company a large company we’re all looking for those top twenty five percent of performers and performance is not just about achievement performances about.
Play god and working together installing problems that
you can’t even put on paper there’s so many things that people contribute to work because he.
Play beyonce the function of the job that they did not contribute to our culture and they say that they are no longer valuable to you when they left
really it’s the wrong definition of loyalty number one because it okay if doing something when you do not have to do it while they have not doing something because your getting paid that is a transaction has nothing to do with loyalty
not one thing while he is going out into the world and i see somebody who i want you to meet and i say aiden
oh my gosh i just made you need to meet up i know you guys are gonna get along number one and i think you benefit from meeting each other than xl.

[15:21] Me waiting for you to pay me back is not right so what let’s get rid of the rec use the right definition of loyalty and you’ll so understand that when people live at macon heard your help us we should be helping them help us any
situation so your footprint as a company
expand every single time somebody leaves you face speak for who you are even if they’re not employed by anymore so how can we flip point of you to say there’s another ambassador for my company going out to the world how can i support then how can i help them do well
and how can i help them help me help my company in india and i miss the way we can all be larger in virtue of the fact that people believe us.
I love the idea of the designin the book that really resonates with me you said lower the means leaving when you’re no longer motivated the most loyal employee can do
it’s a leave when he or she is no longer interested or motivated by his hard work.

[16:22] Are the opportunities available at the company i really identified with this i left the company at that moment where i was getting promotions.
I just drove to make myself for dinner but i really loved because i was bored i was no longer revolving.
What’s the worst thing about death is the business sometimes then create a story about u they try to justify it in some way instead of actually going that’s a really good thing to do under if you say a very loyal thing to do.
I mean a loyal person says i am not contributing the fullest and i’m actually taking something away from this organization when i’m getting to at and that’s the most wild things are good.
Absolutely do if you were not contributing anymore or they don’t see that point where they may contribute again i request you over the course of your tenure at a company you may have
periods of high performance and okay performance i may be personally related right by starting my company because my mother was dying many people in my company.
Parents die during the course of their tenure and so we flip their work so they still contributing but they’re not necessarily responsible for everything they are when things are bad at home
so be on that maybe and a natural flow of interest and achievements
if u was good and just wanna do something else in your company you can not do it in your company.

[17:43] You should i stay or if you just stay we have a woman that your company who is gonna go back to school in a year she’s already told us,
well yeah ten months to replace search you can be part of that whole discussion
we had one of the people who left earlier and my company earlier this year and been with the company eight years which is extraordinarily long time
or public relations firm in san francisco and we are the conversation for eighteen months about the fact that he was i’m sure this is what you wanted tho.

[18:14] So he took it to heart what i said my book rated mature is what am i doing maybe i should visit while you know you wanna go.

[18:22] No i said we don’t have to leave unless you know where i would log into performing a contributing and doing your work.
What is okay to stay what is have this conversation in if you want me to help you figure out what snacks that will help me figure out which max and then that
someone’s leave a medical leave and someone’s better leaving someone had somebody in their family i mean people are came back in he was
a person who held it all together for those account with all those people got back on board when he was can i transition back into other accounts you know he said to me if i’m gonna leave now that i’m late cuz i’m not on anything
i’m in a transition of all my accounts and we’re gonna go find something for me lets go find something for me if i’m fine now i want to leave,
and give me eight weeks of notice a weeks notice then eight weeks of notice we would have very positive conversations with our clients
alright behind this decision.
Table to put people in place an have tremendous overlap and then week you was leaving he was supportive.

[19:26] Who is better sweet about the whole thing is i got my gosh no people to mess me.

[19:31] Am i so you know we’re gonna miss you go by people are coming mr work necessarily and that means you’ve done your work you done your job.

[19:40] Everything is so seamless because you were so loyal to us thank you what everybody has appointed yo.

[19:49] What is business had this point and heel on my god be so much happier you tell us the change the original recording retaining the best employees,
emerged in the recovery from the great recession have flip the emphasis and employer branding for being a great place to work to being a place where people work.

[20:07] Seems like a very social but it’s a very dramatic shift in emphasis
it’s a very traumatic show me anything if your top performer performers wanna be around the performers
and they want to be around people where they can achieve more and i can contribute to better achievement in their on the same page just much more seamless in netflix and
most people are not looking for conflict.

[20:31] And in a place where we not only have had a quote were changed it so you have many more people being forced heater.
Roughly for a direct contractor because you are not pushing nobles companies putting more people below the line but i’m number one and then
who we all know that we can’t count on any company to keep us forever
right if nothing else we learned that the last ten years i’m so the whole implied contract if you well between cup and predicting the united states between companies and their employees been shattered
it was never there at all and.
The idea that if i’m good and i operate well and i’m operate to a positive i can pretty much go wherever i want.
Yes pretty true and almost every part of this country in almost every single industry now course are industries that does not qualify for that
calling some of the energy fields and depending on where you are in this country and finding it very challenging however most white collar jobs.
Best top twenty five percent can write their own ticket they want to go where is good.

[21:41] When i connect you with the contribute with a candle be alive with the purpose of the organization i can be around other people who have the same values.
Well kinda situation you no how many
swings you have any office and how many ping pong tables in the office not giving computer free no ceased to be important i mean what becomes more important,
are the warriors and the purpose of an organization how people get along together and achieve together
yeah you mentioned their contractors in the experts predict that by twenty twenty more than fifty percent of all jobs will be held by contractors that employees,
i’m building on the concept.

[22:18] Use a company’s most common breast themselves as talented browns no not only for our products and services.

[22:24] As importantly for their ability to hire developers exceptional people
who are proud to be associated with employeurs i’m this is really important this idea of building a brand called you.
But you are.

[22:37] Maybe later on linkedin and social media are your own blog or your own side
get your own site opportunity because that’s legion that alliance to a brand that makes the branch look good while the worse thing that can happen to a co.

[22:52] Is somebody who is known for being a top performer leave you off their resume.

[22:59] Happens all the time it’s the worst possible thing i thought you were defects in such yeah i talk about it the body blood of those companies.

[23:08] No quit trying to get good people in the door.

[23:12] In many ways corporate structure at sforce this in employees are people who are working during network but the top twenty five capp thirty percent racing and then say you know what i’m gonna do this instead.
And i’m not gonna put up with this alpha but that so back to original point about you know you’re dead to me on my gosh are you doing a shrinking your talent pool from which to paul because of the nature of all those things.
So let’s explore then how to create an exceptional talent brand new set the first step of creating a culture of return to create a kosher to stay for.
If you are people leaving your right about the wrong thing right because you know theyre gonna leave we should be focusing energy on what
is it that will keep people in our twenties and does anybody want the ledge and all the people were taking advantage of is very few people
it’s very few people you want to create organization where people are happy to come to work.
Where they are feeling and making a difference in the world where they like what they’re working well.

[24:17] Feeling and that they are even more interesting and relevant.

[24:21] We all know how important being relevant in today’s work force is i like i said earlier you know all of our jobs gotta change within three years so we have to continually stay relevant messaged company’s job to stay relevant personal to your point about the.

[24:36] Set your brand you have to stay relevant oh so where we can put your focus in right so wine is what is your mission and vision them and what you here for and being really crystal clear on that
who is having values that
particularly the behavior that you are expecting from your employees the bosses the people their partners than your customers so that’s what you’re doing is not reading your soul three is the behavior among people.
And for is understanding how
individuals feeling to a machine individuals have their own aspirations have their own life problems in their own life.
How to golden springs feeling too i function
anna team that you have in the company and i got the last cases that if you do not feel like you belong to the organization.
There’s no reason to stay i’m five
things are all about belonging to an organization where your role is understood and appreciated where your work is contributing to a greater good that is circulating about your vision and mission and hopefully you are doing no harm in the world,
evolution of purpose driven life is not just business but life is well as providing.
Globe in the cultural vision and values very important and i love what you said about vision great visions are based in the future there is preparation along big they are emotionally charged and paint a positive or helpful picture of the future.

[26:04] Hear u break down whatever good vision should look like and i think this is really important.
Because you need to include your stuff or your senior management team at the very least.
If your company of wine you can do it yourself if you have more than one person i need to include other people we talked earlier about start of your generation doesn’t rise.
Some of the generation provide that divide us is ur understanding of language in and
the more we can i involve everybody least a portion of everybody in the process of articulating vision and values or the more likely we are to be using that kind of language
that will include everybody in the organization i’m sure that everybody understands and if its me imposing a vision for company of one it’s fine.
Let’s since people are choosing to be there we all know we make better decisions by taking other peoples and remain at all,
human agree with them it mean that take everybody’s recommendations with my having importantly make better decisions and the more you can be in my book i recommend a book called the advantage buy pad mini me the best block
would this group process that ive ever
read the riddle of him and a friend after that process that he has into my organization if the organisation that i help through my other company
let’s move on back to the hunter generations aspect because you say one of em are that way turn generation.

[27:34] I’m comfortable with hierarchy been confident in their ability to make shit happen on their own because we live in because it kinda hot to.
Put the millennials demand a new style of leadership and management great to share a bit of this.

[27:49] A few things about them when is the baby rays by she may be disappointed with the fact that they did
remember when we also have been told their whole lives that they can do whatever they want and most of them have had more power in their hands then went to the moon so they can access any
where they think they can access any piece of information of any person you can see that one single tweet sense.

[28:14] Two terminal at airplanes
no parts and they have a lot of power or that marshall so all of these things together
where you stay it’s much more of a flat world that hire electrical one.
The millennial and gen z now i generation where the
i believe to access almost anything as they had sincere in their teens so that come into ours and it’s it’s a call.
I have to love players and your not supposed to talk to the boss and the boss’s boss without talking to both of us what kind of stuff which is how i grew up.

[28:51] In the workplace this is false laters if you were well for this generation so that wants and expects to be asked.
We expect to their opinion to matter they expect that there will be important and because it always has been.
And there are some conditioning as you said earlier so the first thing we need to do is argue that we shouldn’t the smiths
eighteen to twenty two twenty three years upbringing just because it started working
i will have to order that and then figure out how we can enjoy all those things at the same time create a culture that also let people and shit an orderly fashion because if everyone spent to do if they wanted to do we would probably like that whole up to so nose
things you can do right off the bat is what i say to millennials and younger people i say all the time you know what you’re gonna start a job and your gonna have a great idea.

[29:53] You’re gonna see a big hole day one university of utah own organization and say hey i know how to fix that
add my family to is not the same one day one.
Just wait a couple weeks just wait a couple weeks is the most offensive thing you could do if you’re not hope you not hired as a fixed term engine twenty two year old ran out is to
observed for a while and then maybe you understand why there’s a hole or maybe you want but.
That’s just offensive to the people who are there if you were told day one of meeting somebody you have a big haul me to philip for you you have thanx very much so just wait i’m everything i told write it down keep it note.
Observed because i am for about a month so you can couple weeks we are couple weeks.
The second thing is to do it their way first right so there is a process the prices exists for a reason you may never understand the reason but we want to understand why.
I’m pretty clean jan ZION news one st and why did you add this one is this the old way you can we do it better.
Can we use technology to make things better so up doin their way first and then after abit you understand their way.

[31:11] Menu can have your your idea how it could be done better.
Ask to talk to somebody your botmaster with your manager to see is it possible.

[31:20] Goodnight i’m wondering if i could do it this way
can i be able to save a couple hours here and get this other information here.
Is that how does that sound to you i new my gott someone who says that is such a great idea unfortunately we have all these compliance things that you cant see yet.

[31:38] I only been there few weeks
can’t see all the compliance things that are process actually generates in the system by god that’s a great idea i wish i could do that or you might get some of it yes let’s go for it make sure that you cross the t’s and dot the i’s.
Will you make it a subject that has actually mad yeah you don’t need to know your to young well if it gets bad person
you know nothing time to start thinking about okay what can i suck at his job and feel like buying a new boss in the company or go find a new job,
right
i’m just leaving that day right you can learn something from every organization for every person on if you get someone who’s just giving you the stronger i am all the time.

[32:23] That’s not the right match so what can use i got a job where you learn so you can go flying to somebody else and not let that person hurt you beyond this organization.
Before we move on from london.

[32:34] Go to bed condition not entitlement when do the things that you often hear of the country sticks your hair is.

[32:41] They want feedback on everything in the pot on the back for every little thing you know what i can from generation where
didn’t.
Are the top and the black was very close to kicking ass so huge hitting goal looking for things of your manager didn’t come to you that was a good thing,
when do the things i thought was really interesting was just like you said.
Hierarchy doesn’t exist for millennium because its over the world is accessible.
You can reach people who use you can find the e-mail address you can find them on social media etc to attract,
the same thing happened with conditioning of feedback because in a world where you live on social media you can see getting feedback on everything whether you want to learn.
Absolutely you know um how many when i doing am i doing right and someone has to do.
Say good to hear what the spirit says to do with charts.
I’m which are not noticeable but church became really popular about twenty years ago.
Small kids etc make them not gonna do the dishes in the dishes breakdown the dishes
put doing the dishes in five steps and everytime make sure that things right because you can say with employees is the employees all the time but hope you have a good day i’m sorry
i broke your flowers condition people to break everything down in
en que the steps and meeting to have check-in that every single staff well that’s what you get.

[34:06] Play so hard your job is a manager to say okay or contacts so much more contact than you probably ever needed.
To do a job why are we doing this job what does it contribute to the organization why do we do with the way we do it just take that extra half an hour to go through the steps here are the steps to help on things i should take,
give me a recipe for additional probably take three or four hours from me takes thirty minutes but having them for ten years you know when will take three to four hours if you get two for our senior net ten come talk to me you know but
until then don’t contact me
you are the best imo you can say here is all the steps here are the check in points were gonna check in here in here,
just see how i’m going make sure i’m here we expect to see at this point
you need to check in if you’re if you’re on the track to get to that moment when giving people context to say when i get checked in
what why would you check in and under what conditions would you have to checkin which is most of the time i’m not sure that i think i always the first four years of anybody is career after college has been challenging.

[35:18] You know we have years rahul i’ve been and for your chunks.
Are you going to the workplace and now its wide open thing for the rest of your life but particularly for this group.
Who’s had a lot of check ins who i am you see this in high school and college learning is upside down in high school now so people doing their homework in the classroom and watching videos and reading at night so.

[35:40] You know i’m not gonna situation.
Doesn’t take a genius to figure out why do people want more chickens right in the thing is the habit now use that check-in taxi do better work in a more efficient way
i think that that happened is within a shift in the business environment like you said during vacation.
Working hours in the world is global nice we could you work with different time zones etc but also people
want a work life blend the balance so for example
what are the coach says we really go to yoga at four thirty PM.
Log in later and do my work then this is more than i did not only by millennials
get yeah average amount in this how do you enjoy that would in the business so here’s where the group takes precedence over the person rights were all responsible to a team or to other people
are working and here’s where we need to make sure that our work teams.
R u teams in our clients and general some clients somewhere right is not impacted by my desire to have yoga at four o’clock so we need to understand the full flower of the work that your doing when is it due what are the other lovers right
set one to understand that that we can backup me back up by saying ok mate team is so it’s imagine you want to go to the thursday yoga at four.

[37:01] In the car and you have funding go to your person to your boss at five o’clock
on thursday that person and then take it and move it along the chain in them friday wen she go to a client with a few weight a four o’clock to give it to your manager.

[37:19] You have now turn yourself in your manager disturbance good your out the door to yoga.
Right you don’t have any time to explain what you’ve done to answer any questions that person might have to help them move on instead you as the person is going to yoga you need to move that deadline back a few hours
and
i also understand if i’m gonna give it to you at noon do you have time to look at this before three thirty one is when i’m planning to go to yoga.
Set device name no i don’t got some of that but i do have time at noon while back it up back it up
so your job and your life choice can impact your team’s
did you have that point of view you start looking at your weekend of very different kind of way you look at what you want to get done on the weekend we’re you wanna be in a week and then you figure out when do i need to get things done
said that everybody else can get there were dead when i am out of the office i could be out of the office cuz i’m going to a ballet recital i could be having because i’m going to the dentist i could be having because i’m going to yoga.
But if i take my calendar when i wanna get done in my work and my responsibility to my team into consideration first.
And you didn’t refund the right hiking sunday looking for whole week in four k when do i need to move things around me that thing that you do friday.

[38:41] You can do friday noon instead of monday at ten
you have to control your work flow into possibly can and your deadlines so that no one else is impacted by your schedule the first time other people are impacted by your schedule you should expect the freedom to go away.

[38:57] You should expect that of course there are emergencies all the time.
Right someone has to have my cracked tooth paste to go to the dentist and my father
hasn’t falls on wednesday if it all these things happen all the time but it should be the exception not the rule
in general because we can do a lot better job of all of us scheduling around work understanding how everybody else impacts my work and i am getting ready outfits were so that i can have the schedule that i want to move and their responsibility back to the employee.
If i’m unemployed and living a business you talk about living in a way that you can come back well love you share this you might be leaving a bad boss right
but the organization you’re awesome and you don’t know who is going to have access your files later and other kind stuff so wine
i think the prudent thing to do is leave a company’s so that you can come back because.

[39:52] Yeah ten years who knows three years even when there who knows where that your company is gonna shift in on my god look at this great opportunity available at south.
Oh my god i changed to sugar for salt and put a bot pic question on the buses chair you tube
i said where can the first time i stole company information.
Thank the people there because they were saying or is there not thinking walk through everything you can to come back.
Set your records clean and so is a people when you’ve decided to go right number one am
we’re gonna give your notice that day you give your notice why did you can get more than two weeks you’ll get more than two weeks two weeks is not enough time.

[40:39] I’m not be surprising things are going well in your company in your job that should necessarily be a surprise that you’re gonna leave the organization if an organization
if your organization where all my god this people i know like you know walk me out the door well as an organization but you can conduct yourself in a y where everyone will honor what you’ve done so
you give your notice in as a mammo here is the memo and i know without right members anymore but here is a place where you would
all the products that i got here is the status here’s the people you’ll need to know here’s when things are do hers recommendation how to get it done without me.
You know the people who work for you.

[41:19] Least three people will be reviewed on this day just a mistake here is there reviews clip and clip clip and here’s your input on those peoples progress since last time you had your review and your recommendation who they are important too just
do everything you would want to have done for you if someone left you write just do it and sometimes you never used it
are you have done the work and when you are giving your now that is if someone walked out the door which doesn’t happen that often
what else can happen regarding a competitor for sure but unless it’s very a tag and it doesn’t happen that often but be ready.

[41:57] Has there been and control maybe that break was i control on when you leave i’m and then i imagine it goes well and the person said congratulations i can i help you
when can i get next week or two you know and then you can just document while lifetime thinking about this and here’s my recommendation you can talk to that person and then for the next three for five weeks you can work your plan the keyboard spotting.
Say thank you to everybody,
do you want or keep showing up and not mean show up like your presents because you know that’s actually not a scale show up do your job do well.
Clean your desk try your hardest to get short time disease and then
say thank you in the u. we’ve here’s my new email i’m looking forward to thankful for my time here looking forward to connecting with you all once i’m settled in my new job all my stuff is in your head
just get it on paper and if you if you’re controlling your thoughts regardless of your bosses everyone around me is gonna take note
no matter what the narrative the company wants to say everybody wanna know what you did
ask question for you than you thought about creating an alumni club as a business so not sure how to do this and be nice way to wrap up today show.

[43:14] You’re a business owner if there is one thing you wanna do and twenty twenty it is starting but u don’t have one it’s so easiest thing to do to maintain to have a group of alumni out in the world who are.
Are your champions you can easily be loyal to sell if you graduated from college your part of alumni club right now.
And you get lots of requests for money he the only club but you’re not gonna get any requests for money you can do this in many ways so my company’s small so we use facebook private facebook group where there also several different
author shelf system two u can use mckenzie loan amount squirrel bread but at the very least when people leave your you welcome them
to the alumni club like i actually get people little card that says what can i club remove a invite them to the facebook group and then i add them to newsletter so
we doing our monthly newsletter the alumni get a variation of that.

[44:13] Goes through things when they get i know where they live their birthday right behind their email address could give it to me when i came on board and the facebook group we are posting techno,
or five times a week things are going on the agency what people were you still be with us are doing promotion with like people look at birthdays and stuff,
in the email newsletter my monthly newsletter that everybody in our newsletter of gas but they got a special first paragraph.
I might just a little updating what’s going on with the agency and then i send a birthday card on your birthday from the company.
And then once to twice a week if we have events we invite our alumni to come and if you are one of our clients and within a client so they’re giving us friends and family discount we offered to alumni as well.
This is a network that lets people know what you’re doing until the agency you people connected to each other through the benefits of the company that will work for and when we have a job opening be posted there first refund them email it to be posted in a facebook group
i miss has driven down our recording costs by over sixty percent.

[45:21] Because most of the people we hire happy recommended by people who use to work for us where can be able to find out more about you but you quit before to in the book.
The best place to go to her dot com LEE CARA the dot com if me on twitter and carry her books are there in my agency doubled forty AM you can link there as well
author of the boomerang principal inspire lifetime loyalty from employees llega her thank you for joining us.
Thank you very much.

EP 185: Unlocking Creativity: How to Solve Any Problem and Make the Best Decisions by Shifting Creative Mindsets with Michael Roberto

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“A common trend we see is that experts in a field can become dogmatic and close-minded over time and they simply lose some of the intellectual curiosity that they had at the outset of their careers. And because they fail to question certain assumptions that they’ve made historically they aren’t listening to those new voices.” – Michael Roberto

Today’s episode is an exploration of the creative process and how organisations can clear the way for innovation.

In many organisations, creative individuals face stubborn resistance to new ideas.

Managers and executives often reject innovation and unconventional approaches due to misplaced allegiance to the status quo.

Questioning established practices or challenging prevailing sentiments is frequently met with stiff resistance.

In this climate of stifled creativity and inflexible adherence to conventional wisdom, potentially game-changing ideas are dismissed outright.

Senior leaders claim to value creativity, yet often lack the knowledge to provide a creative framework.

More on Mike here: https://www.professormichaelroberto.com/

EP 184: The Master and His Emissary: The Divided Brain and the Making of the Western World with Iain McGilchrist

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This episode touches on a pioneering account that sets out to understand the structure of the human brain – the place where mind meets matter. Until recently, the left hemisphere of our brain has been seen as the ‘rational’ side, the superior partner to the right. But is this distinction true?

Drawing on a vast body of experimental research, our guest argues that while our left brain makes for a wonderful servant, it is a very poor master. As he shows, it is the right side, which is the more reliable and insightful. Without it, our world would be mechanistic – stripped of depth, colour, and value.

We welcome the author of The Master and His Emissary: The Divided Brain and the Making of the Western World, Iain McGilchrist

Iain’s website: http://iainmcgilchrist.com/

The RSA animation Iain refers to RSA Youtube

Jordan Peterson and Iain having a chat: https://youtu.be/ea4mEnsTv6Q

EP 183: No More Feedback: Cultivate Consciousness at Work with Carol Sanford

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“The highest success in any kind of activity – from child rearing and education to business and governance to ecosystems regeneration and spiritual practice – comes from seeing every person as unique and capable of participating in the evolution of systems and programmes,” – Carol Sanford

Peer Review is the Foundation for Measuring Employee Performance

But does it help employees realise their full potential?

Does feedback improve a company’s bottom line?

No More Feedback is book one in our guest’s new Toxic Practice book series.

The book disrupts commonly held beliefs to reveal the following:

Why feedback undermines employee development
The impact feedback has on our 3 core human capabilities
The alternative that leads to self-regulating employees

Utilising examples from her decades of work, learn the flaws in the feedback trap and build conditions for employees to flourish for long-term success.

We welcome author of “No More Feedback: Cultivate Consciousness at Work”, Carol Sanford, welcome to the show

EP 182: Artificial Intelligence in Practice with Bernard Marr

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Artificial Intelligence in Practice is a fascinating look into how companies use AI and machine learning to solve problems.

The rapidly evolving field of artificial intelligence has expanded beyond research labs and computer science departments and made its way into the mainstream business environment.

Artificial intelligence and machine learning are cited as the most important modern business trends to drive success. It is used in areas ranging from banking and finance to social media and marketing.

This technology continues to provide innovative solutions to businesses of all sizes, sectors and industries.

Understand some key terminology in an accessible way

Expand your knowledge of recent AI advancements in technology

Gain insight on the future of AI and its increasing role in business and industry

Realise some of the threats and opportunities that AI brings to industry, society and humanity

More about Bernard here:

https://www.bernardmarr.com

EP 181: Lifescale: How to Live a More Creative, Productive, and Happy Life with author Brian Solis

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Somewhere along the way, we got distracted. As much as we multitask, love our devices and feel like we’re in control, deep down we know that something is off. Shortened attention spans, declines in critical thinking, lack of sleep, self-doubt, and decreased creativity are just some effects coming to light in an age of digital distraction.

It’s time to reclaim our lives. It’s time to take control. Lifescale is a journey of self-discovery and growth. It’s about getting back into balance and remastering our destinies.

Author Brian Solis knows first-hand. He struggled with distraction and all of its ill-effects. To get his life back, he developed a set of techniques, exercises, and thought experiments designed to tame the chaos, and positively and productively navigate our day-to-day lives. Instead of falling victim to the never-ending cycle of newsfeeds, Likes, addictive apps, and boredom scrolling (aka the endless scroll), we can learn to manage our time and inspire our own lives to bring meaning back—without sacrificing the benefits that our devices bring us.

This episode is shorter than usual because our guest has just started a new business, you can find Brian Solis here: https://www.briansolis.com/

EP 178: Ending Aging: The Rejuvenation Breakthroughs That Could Reverse Human Aging in Our Lifetime

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Nearly all scientists who study the biology of aging agree that we will someday be able to substantially slow down the aging process. Today’s guest is perhaps the most bullish of all such researchers and believes that the key biomedical technology required to eliminate aging-derived debilitation and death – is now within reach.

In his book, he and his research assistant Michael Rae describe the details of this biotechnology. They explain that the aging of the human body, just like the aging of man-made machines, results from an accumulation of various types of damage. As with man-made machines, this damage can periodically be repaired, leading to the indefinite extension of the machine’s fully functional lifetime, just as is routinely done with classic cars.

We already know what types of damage accumulate in the human body, and we are moving rapidly toward the comprehensive development of technologies to remove that damage.

By demystifying aging and its postponement for the nonspecialist reader, our guest systematically dismantles the fatalist presumption that aging will forever defeat the efforts of medical science.

WE welcome the author of Ending Aging: The Rejuvenation Breakthroughs That Could Reverse Human Aging in Our Lifetime Dr Aubrey de Grey.

We discuss:

The Sens Mission to end age

The challenges of changing the age paradigm

Decoupling acing from age-related diseases

The 7 common age-related diseases

The 7 solutions to those diseases

The impact of immortality of society

More about Aubrey and Sens here:

Home

EP 176: Working Whole: How to Unite Your spiritual beliefs and your work to Live Fulfilled with Kourtney Whitehead

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Do you want more from work than just a paycheque or a title? Are you ready to manifest a work life rooted in joy, purpose, and contentment?

Career expert Kourtney Whitehead will guide you on a self-discovery journey to bridge the gap between your spiritual life and your work and help you bring intention and satisfaction to your professional life. In Working Whole, she shares eight principles that will free you to be inspired and joyful in your life and work callings. She advises that when we commit to living our beliefs in these eight core areas (humility, surrender, discipline, gratitude, connection, love, power and patience), we can work authentically and live fulfilled.

Drawn from her long career as a recruiter, counsellor and coach and her work with everyone from new hires to seasoned executives in transition to high-achievers preparing for retirement, Kourtney shares tips and tools for handling the expectations, choices, conflicts, challenges and opportunities we face in our work life. She leads you through a transformative experience to become more creative, energised, observant, accepting of change and open-hearted.

We welcome Kourtney Whitehead, author of Working Whole: How to Unite Your spiritual beliefs and your work to Live Fulfilled.

More about Kourtney here:

Welcome

https://simplyservice.org/

EP 175: The Compass and the Radar: The Art of Building a Rewarding Career While Remaining True to Yourself with Paolo Gallo

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Today’s guest offers a unique pathway toward identifying the right career, finding the ideal job and developing a moral compass–the solid value system that will then anchor us in our professional lives.

With a creative and engaging mix of coaching practice, management theories, case studies and personal story-telling, this book helps us to identify both our own compass—which relates to integrity, passion and internal value systems—and radar—which helps us to understand organisational complexity and ‘read’ workplace dynamics and situations.

The Compass of Success is founded on a series of searching questions that will enable anyone to find their compass and radar to achieve personal success:

– How can I find out what my real strengths and talents are?
– Do I love what I do?
– How can I find a job with a company that truly reflects my values?
– What are the prices I am willing to pay for a meaningful and rewarding career?
– How should I define a successful career?

Amid a volatile and uncertain world, one in which technology, AI and digital resources are transforming the work environment, The Compass and the Radar allows us to pause, reflect, and consider who we are, what we stand for, and how to remain free.

We welcome the author of “The Compass and the Radar: The Art of Building a Rewarding Career While Remaining True to Yourself,” Paolo Gallo

More about Paolo here:

https://www.paologallo.net

Transcript

[0:00] Music.

[0:14] Today’s guest offers a unique pathway towards identifying the right career find your ideal job in developing a moral compass that some of value system that will den anchor us in our professional lives.
Will the crate of engaging mix of coaching practice management theory case studies and personal storytelling todays blog
help sales identify both are moral compass which relates to integrity passion and internal volume system this on radar which helps to understand organization complexity
read workplace dynamics in situations.
Com success is founded on a series of searching questions that will enable anyone find a computer on radar the personal success.
How can i find out what my real strange sentiments are do i love what i do how can i find a job with a company that truly reflect my value.

[1:07] What are the prices i am willing to pay for a meaningful and rewarding career how should i define a successful career in the midst of feeling uncertain world,
when and which technology in digital resources are transforming the work environment.
I love this promise reflecting considered who we are what we stand for and how to remain free,
we welcome the author of the campus and the radar the art of building a rewarding career remaining true to yourself,
paolo galvani welcome to the show thanks so much for inviting me a really appreciate it’s great to have you on the shelf palo alto nice way to start is it cold out talking the fan sherman world economic forum close tab.
And he said
we’re at the beginning of the fourth industrial revolution historical a radical transformation we need to ankara being to our valued i thought that was a brilliant way to set us up for the show because that is one of the true goal so far you wrote this book
absolutely not of course that is the professor of my book,
and i can briefly explain why the status of the composition the radio because it appears to be a bit of a technology company body is not
give me the reader.

[2:22] Is the capacity to understand the big picture the organizational dynamics pro so you know what’s happening in the plant how different changes will impact on your career and company.
Michigan needs the compass which is fundamentally goes back to a very simple question what you stand for.

[2:41] What do you think of you believe in two years of being directed so many different countries in the UK can you switch to learn.
Its too its too nice to me appear to be a good balik meaning of what u needed to ever meaningful.

[3:00] We often talk in this show palo about the power of words
the influence we can have another spot good and bad you share a beautiful related story about one sentence to change your life and cuisine in police behind writing this blog think you’re waiting for this because a,
we had a good interesting important and relevant conversation without grab some of them are really shaping what you think for a dress to be like brenda.

[3:25] And funny enough when did i add the shape to the waist think i am now sixty five got a little fifty years ago when i was five.
I was long time ago nineteen sixty nine when my father came.
Pick me up from school the first day of school you may think there’s not a particular you because you don’t see moms got to pick up the kids from the school but it was a big day for me and my twin sister.
Because my father update time of living in brazil so i came to pick us up a call and we told the story is no details about the stay was so excited.
When my father to my sister first and then myself into me to another room.

[4:03] N they say about i really appreciate the follow me on the storage hold the details about the store made seven to what us for dancing.
But you know what would you will need to do to think i need a return from school if you love what you do if you learn something new and have all the people.

[4:23] Record the restaurant doesn’t really match me a definition of success over the lease to lease three component loving what i’m doing the patch.
The second one i need a,
continue slowly no your life and the third one helping others i wanna say happy mothers implies having an impact on the people and the community which operator which to me is real definition success.
So these three words love and how is being my own comfort serve
pretty much looking at fifty years you talk about in chapter one about looking for are heading charger that is inside the sole beneficiary of the story the beautiful story about the god’s of darkness you sure in chapter one
this is another personal story and i if my daughter because my daughter when she was about four years old and she came to me and she said guide where do i find happiness.

[5:20] What that’s not a question to answer is it going to end,
if you can imagine the panic and try to end such a profound question.
Her name is cat snot thirteen and that older like me go back to get a ride to a story i wrote a story that isn’t do i know which is called the god of darkness and stories very important.
Is basically the god of darkness só the nasty god metal and the purpose of the meeting was set to.

[5:54] So one of them and posts to hide happiness at the top of the mountain.
Light one on because when i ventured human humans you would be able to climb the top of the mountain and won’t work.

[6:08] Show the second one of the outlets put on the bottom of the CNN bot sure enough minutes latest events for you if they will be able to go to the bottom of the c.

[6:17] Select goddess put in dim the days when they win go to the desert the wheel so we will not be able to hide in the middle of the desert.
That was few moments of silence because the different gods couldn’t figure it out where to hide happiness and the most evil.
I want the really bad ones that actually did find a solution where to hide happiness.
The people heart because it would be so busy and running time being begin they would not have the time to find happiness in the heart.

[6:52] I’m done i give the story to my daughter and feelings and she knows he has to find happiness broken heart
one of the great things when the show is as always pick up little gems like that and im pie to my own children and in the world within today but so fast paced
i’m high expectations on people and often times we needed urgently past those expectations into our children so,
when i ask my children what they want to be when they grow up in gotham to think about the answer and they always say i wanna be happy
and i think that’s just this kind of northstar for life that that’s actually what i want to be another have to find a way that you releases that with me so he just really synchronize as well where your story will you talk about roger from one of your
where is that supposed to spend the book and the hormones that we needs to.
Alternate between an order to find the hidden treasure here again many many years ago i attended training with roger and it made all these books and down.
I use one of my incorrectly recime like my life always been able to work.

[8:00] With amazing people and a few the penis analogy i played with the best tennis player in the north shore like became a good tennis payments have i didn’t play with a cat the people so what one of them is roger,
and yes very simple what is simple to music compliments but amazing effective we all got.
Understanding a what is a treasure that is what.
I’m so busy now you need to be an explorer so fundamentally rude about how you get to create TV to email life so exploring different options.
I am indifferent in the watch window like the second one you need to be an artist so stupid you do things together you start to bring,
different color is a different pieces and into the pot so to do start wherever.
Consistent in cuisine.

[8:55] You to be a jew not know the terms you need to be realistic can do is okay people feedback.
Whenever you want to do adventure you have to put you add my income a warrior.
In terms of fighting and having discipline and focus about succeeding what.
Your dreamy and salt please i do also think it’s the one on this motor is a nice way over spring verizon wireless still very potentially me what the process that helps you to get there,
and the shirt this process my book,
when you mentioned judges really important to have an external is well so a tennis player of you want somebody else that will give you honest feedback about yourself any reminders of atul that i also love when used hari window,
close your let me come back on now don’t want it if it gets a in a second because is what i am trying to say my book is nothing.
I don’t know what the radio just remind them something appropriate ready not mean everybody’s watch for somebody,
the program the x factor know and expected result of pretty spots or something come up,
what they doing volunteer only a small percentage of them have some time to.
So the first pint understand that you’re passionate and so you.

[10:16] I’m so hear a noise is the best surprise for money but i do have the passion fruit AMP to play tennis but i don’t have any talent.
I’m sorry lol the text i just as people that play with you and give you feedback you need to listen to them.
Install if like in my case i realise pretty much my life that would not become a tennis player that i said okay i can you play tennis
i am done and i know many of find something with somebody cody
commented which is different now that you have the window is fundamentally just every single instrument that improve self awareness kocham kocham different people organisation and self when is the fundamental the capacity.
Doing understand it all of a blind spot to listen into other
you can reduce the price button define crazy would you self-awareness which is a very helpful way of increasing your self awareness in you understand
you start off with a book about also start let’s start with us but then you give it some ways in which to know
when do we find the right village for us to understand the relevant organisation on you talk about,
close your software of the mind and mental models etc edison been added human resources is a machine.
Menu can you see if shannon is estimate of the life interview that’s awesome.

[11:41] So you was an amazing journey we just spoke with pretty much everybody and their dogs all over the globe at an idle no nine thousand conversation with nine thousand strangers about the expectations.

[11:56] What did i noticed that there people interview setting david is bitch about seduction gaming cause i mean anything sexual with them so let me show the best of myself a bit mixed guy,
best price of my big smile.
I know that you’re trying to get the job into setting next and understand this game,
because you want to impress people and want to be friendly professionals authorized.
N trying to get the job was funny enough this is not the purpose of give you the way i see the way i see.
The purpose interview is not trying to get a job at any cost about try to understand me and that job is one for you.

[12:34] That company reflect values in interview.

[12:38] Send a email could give a tenant twelve example stories of mythology the house people to decode the colors of the guns,
and you couldn’t getting a job and then within two weeks of relaxing,
united states five percent of the people resigning the first week and ten percent in the first month,
so when does it mean you’re the one the game of getting a job but they got the job is so i eat my book im trying to be very practical back evening,
end the indication to say what you look at these you would understand quite a lot.

[13:16] Im not mad about the corporate culture and find out if there is job is one for you and this is one of the reason to reach out to you because i love this idea of understanding.
Where you gone before you go to them to see true the words on the wall the mission statement stretch ring,
turn off the bring true
i am you talk about several factors individualisé quality power distance and uncertainty avoid some this one at least once or really spoke to me because
if your exchange or innovator would organization oftentimes you will go to place and they put the best foot forward as you say
you believe space where we want change the centre of but nobody’s willing to change and then i feel like it made a huge mistake and the worst thing you can do is actually staying oftentimes people stayed because they are afraid of what people think about them
i will look on the cbs central need anything additional i am using a reputable divided by if to stay there which is.
Yes i want the number prize many years ago i think in the eighties all the stuff he’s fundamentally a spiritual dimension the house to the dcode the corporate culture.
Can you get what i am trying to say without sounding selfish just don’t be fooled by an elegant webpage,
don’t be fooled by your w. antaño.

[14:41] Job description time to go deeper understanding exactly what they mean and give an example,
i said the company put on the account statement to a police statement the diversity and inclusion so great fantastic when you go can you meet find out of sixteen people follow them men all of them pretty sure i made fifty,
what time is kinda difficult to understand how the related but looks the same.

[15:06] Oh wait i know american i don’t care about the body but depending make it to say try to understand the difference between a if there is a difference between what they claim being themself in what they do.
So i wanna quote and add example right now i’m starting with the organization driver.

[15:27] Hey the boys and managing direct result seventeen nov i’m not one of them is the woman physician resident lease can be relevant.
So when they put on the webpage university i’m not so sure that really mean it’s because they,
i found a man to do pretty much all you know i’m picking on dec sample diversified menu and let me remind everybody,
update the statement or alpha.

[15:55] Ugh some company swag bankrupt it was the tiger,
who is it cold body integrity but then when you dump that,
the company was my brother’s dapper bankrupt to denver fundamentally.
Who in the financial award and almost bring taking diploma to the brink of collapse value on data statement,
it’s not integrity what that was not the case so yeah you is not about being a.

[16:24] Hey bot g can i see can you think of my guard everybody’s lying buy some pizza or home working so i can understand how you do it up sort if look at the webpage talk to people that work there that is that how did it go
contact somebody on linkedin to say hey there listen up this tune to work with,
i go to jamal strøm can you give me your honest feedback glassdoor dot com
so do a homework arkansas,
spend more time analyzing the organizational endless time.
I need to do these i think u gonna you gonna find out a confirmation the display cases for you which gets fantastic maybe having serious doubts.
Jobs of the size of office is still hanging around the lobby of the building,
can you quote him to pose questions especially in the interview and you said menu was approaching an interview
ask bring question in to get the job but it says press in the job market the rain today actually interview the company,
if i tell you who and now i left the computer was still not sure,
on the other side of the desk ask question two congress past about ten years i started my interview by asking a simple question to chat which is which question you are from me.

[17:41] Ninety percent of the work knocked out immediately because they were there ready to recite apart when you re it i wanted to find out if these people interesting in learning more about the organization.
Not what i want but i don’t have any question though maybe yes copay simple question all the questions to your jaw what i am trying to say is a,
when you go for interviews make sure that you go away there’s six of them in a few questions that you really want to learn and to understand the rabbit.
And because it is fundamentally the way you learn about the place in the in music in the process correctly,
i think it’s meaningful is my candidate.
I want to go to a date one just to impress the person you go for date you want to understand more about the person.
Could you front to impress ok if that’s the english want to know more about this person u probably have a better conversation better understand the person the person for you
new thing i suggest is to help people in positions of power got there because just the thought of an organization
damn so there because there is a very important things that we can do i look at the top managers computer university correto whatever.
Excuse have how did they get that resume.

[19:01] If the answer is well there could you find out the results that you did wrong does the body integrity what that’s indication that his condition,
you have twenty five people and then gonna go to an example here in geneva adult the best physics in the word out thousand not scientists,
and the person responding with a big knot the just missing the sticker bring enough,
not about to science when working with the boss and the perfect can you understand that,
what you don’t go do if i qualified if you don’t know but what would the job about make you go to organization where,
you see that the people pointed out the friends of the yeah of the chair man u see some family members in the executive committee.

[19:50] I desperately have a different effect take about to.
About docracy in the end of the day should be a red flag on your decisions i want to design an like another fantastic point you made,
which is where we are
because in this world where there’s many many positions are your hands of innovation center in resident since the most interesting to me in the past
thought this was a very good thing and i could ship the roland you know had free reign and you call it can often step on the toes of others because the role is not the find,
listen if i said that,
why department.

[20:35] I ask a question that maybe the fantastic do you know maybe to realize at the apartments just be signed a i don’t know i can be compliant and you can hardly breathe and that is why is said.
So the same with companies act when you go for fun but for position are all trying to understand why this is available.

[20:55] I know send this back thing but you need to do,
what job so i im finna what did the person the following comment.
Reside okay why did he resign,
performing in comment was promoted to a higher level great that would the following comment still please say no interfere with new person.
How is the new position great fantastic maybe a good opportunity but what does it mean a new position so can you define that role do a budget are the boundaries between the new position the former position clearer,
so you need to do the homework i that’s example the example i am state that ive done in my car so i don’t want to miss the rent lol,
you are too good job in an organisation.

[21:44] When you realize that when i arrived at the nobody from that you can say show has applied for.
And i was surprised because on paper you convert percentages i cannot freaking wave but i question on nobody’s last in more than more than nine to twelve months and that you found them and delete,
oh now your pin the second tell me your walking dead,
person the first time which upset that was not nice why was the new job.
I’d like to register for five years and i think i’ve been done about job,
but you know yeezys quoting for this is if a position is available and nobody from the conditions apply why.

[22:25] What if i’m going to a restaurant the way these are not easy to extract refresh the need to want to why nobody is the food that you guys except,
i expect people to treat this is not about being negative its about being mindful and you are beautiful,
hey m i am searching you delete take a decision that displays facts and evidence brought the end of the game of seduction and this is another great to diligence we continue to share we should look for
five numbers regarding the organization you mentioned already but you started it again your man turn the machine but let me give an example of your love to,
job offers on the table both of them same thing for saying money so that is no different SIM type the position,
company turnover is a forty percent in company b turn away six percent which one would you choose.

[23:24] I want a speedo pic,
you should go for the six percent viscose forty percent turnover means that people don’t understand that something fundamentally wrong
let me give it maybe to example over a mcdonald’s three hundred twenty percent meaning that there for people flipping burgers,
so this organization people go in the walk away within a few weeks and the cost,
yeah nobody really think about the korea mcdonald’s probably think about you i stayed there for three months and walk away when i find something better but it always looks a six to ten percent is a house where people come stay,
all time and they walk away so that annoys me is an indica,
how people are feeling by work in this position but just wanting another one ever,
my job is twenty three rd average un forty seven.
I’m not send one of the two is better than the other but you give me an indication if you could you cancel one place and the other.

[24:27] Show dad again this goes back to what i said last you mean,
do some homework before setting all because eventually you gonna spend forty fifty sixty hours per week probably what good number of years has to be a good decision because shes not even be a prize.
Now i’ve identified the village for a very very urgent for our values me values of the company we are now in the interview road one of your eight to ten thousand suppose a student desk people
yeah morning happy when he’s ready to then thousand people i got this is really interesting because we don’t understand this framework behind
the interview techniques and dimension two that i thought we should mention which is the behavioral evaluation and then stress test techniques
this is a very basic ramblas a methodology used by the by people that nature but the people that i’m qualified didn’t the job just go through the,
motion why didn’t ten years ago five years ago what you want to the next block,
so if that can you tell the recruiter is not qualified all where is not taking any any anytime to radio city.
What’s the fundamental to miss a wireless copy behavior when the second one stressed so everyone is fundamental to put in front of a three cases and one stand not so much the technical answer but the behavior that you display in the specific okay.

[25:50] So
Example could be or do palo can you tell me is being directed to my salsa can you tell me know your experience or when was the destruction you trying to understand the person was able to maintain a.
Hey hey there balance for you,
hobby manages stress no that is all the behavior when is sunset that is to certain extent entry to the psychological the table in our highly.
Charge situation.
Restaurants in tokyo is probably irritating it to dodge it was a fundamentally is the payment to eliza candidate in the up.

[26:30] Ainda i put an example of which was funded to write about fake interview with obama of course,
stop the fade because i never been to blue banana boat but it just an example of the methodology that some organization you think.
I think constantly disturbing people fundamental observation how to behave in a very stressed.

[26:57] I don’t think it’s a fun not way of interviewing candidates actually very tasty including for the interview is very effective to see how people will be having a stressful situation so the books get that.
So indication how to pack this shit,
ima come back to because that’s really important utah to bed oftentimes we judge ourselves boy,
what we do but often it’s how we do things that gets us the rolling gets promoted and gotsis,
further opportunities within an organization will come back to that one because that’s a little bit later but in important thing that comes up next is saturday
negotiation is usually given granting of information i got to share the tree typical mistakes we should avoid,
angry af ag the halo effect from the ladder affect basically again one of the very.
Intense moment i uniquecarrier is what you negotiate the salary the promotion.

[27:53] I’m kind of things and i wanna send a notice the just goes back to behavioural science which is it.
Why do you was my my boo to explain some of the concept the anchor effect from them and when you said your making,
no send five thousand per year and then you fix that i want to get a job four forty five thousand,
enough you got one for forty five thousand and some gifts and grateful to god in great increase and i am very happy with that.
I want some white people made mixer of the components for example they can never pension plan at numbers ok show me the reviews that they don’t give you no health insurance for us to travel two hours to get to the office,
i’m trying to say people even weight of the package which that’s awesome can i share components but the order components which should probably be how to,
to take the best decision and some people succeeded with a certain number get the number there happy and there menu tomorrow i go to bed early because i’m not this is not included it’s have to pay for,
maybe can i show u still a better deal but they have to travel.

[29:07] Two hours i remember when i was in london the guys accept a job in brighton and the guy still,
14 the morning to shopping brighten the update,
i wanted to see came to me broke and i come back i took him back was wonderful guy but the guy with a wonderful steak in SF to go for more money only only by forgetting that usually spend about five hours per day beautiful,
i would like to think i was fundamental exhausted i love your suggestion when you get lost every gets is this one what’s your salary expectations this another turkey question that organisation as key,
how many miles rise of cancer because that should be the one telling you what is suppose to offer.
I am dying so i invite people to be.

[29:55] Again not complete the sign in but a solution mr you’ve done some,
sorry analysis market and much did the job so if you do can you tell me more so pushed back and try to get the answer from these people.
I understand i am i’m inviting depo no sense of being grounded but i am insincere to talk to me to draw a line below which you’re not prepared to go.
Mad because when i when this is a case of den,
tried to buy a cheap and that’s a nice to to start work a feeling that to be cheated on,
show me claire weight a four diamond book you some indication out to negotiate and how to conduct a conversation with you he ate the last one before.

[30:47] You mentioned your colleagues in the brightness story you’ve already mentioned interest a really important and tenure with the company but they sold here but the shift.
That were seen in the labor market to shorif ten years and businesses can supply example i left the road after eight months,
concerned havent left on my CV and after what is coming i don’t care because it was really bad fit for me but what’s your take on nash somebody was moved into japanese you don’t tell us in the book,
is the fifty percent turnover in the first six months in nevada roads are kinda hidden restaurant on the carpet here again oo two people no wait with some good reasons they feel,
the rule of thumb is to lessen are you just a nut job three years,
uh more than three lesson five and text and grab some through the attached to.
Hey time,
bad he is not the only one that the that really want to say my professor university tony what i would have you take a fast forward three years look back and try to be nice.
Why didn’t you increased your value.

[31:57] When are the santa’s in my book a richness that some people may be surprised by said don’t try to increase your salary try to reset the different things.
Gonna give you to example number one person that is making two hundred promoted to a job to four hundred,
how bad is qualification remain the same is not the same.

[32:19] In the market to say that the market these three hundred so the person is paid at twenty five percent more.
Decrease not making four hundred in the sw.
What’s the number to make and two hundred not a promotion but he got up and stretch assignment doing a new language and learn about the product.

[32:40] Three years later which one were to small on the market guys making four hundred with the guys making too hot.

[32:48] The guy was making two hundred of course okay so what does that mean the display will be probably able to get another job for much money,
what are the second person is talking because you making much more than that watermark.
Is not qualified to a job.

[33:04] So person number two is the life span of about two to three years max
number one personone what you’re probably can jump ship and get a better deal in another place so,
i always start people specific at the beginning of the career maximize your value you acknowledge your flexibility,
yo yo competency is your language experience project for your yoyo kind to dispo you sponser your technology understand your not right
because that would increase the value of money should come and do center you can probably walk away and get a better deal,
but this days we followed your boys three red yearbook we got to roll over and the company we need to meet the locals palo sa energy say when your icenter jungle you need to understand which are the dangerous animals in the organization
and which one should we should avoid when you tell us about the great story of captain asma yeah may is not exactly a true story,
what happened many years ago fundamentally is the first time she’s ever landed in new zealand how many they came they arrived in december.
I didn’t know that part in new zealand and without expectation to become friends with.

[34:22] I know that you’re not arrive close to the showing the start that,
exchanging glances and then some some where to make some sounds and they can penetrate the yellow colour.

[34:38] I’m not to happy to see if people over there and they’re sold the jeep the killed some of the people in the cavs and i still say that we’re very fast and the about seventy five years nobody is a return to new zealand i’m feeling,
until next one so is this just started today but i say which is a don’t make assumptions about the locals tried to understand the app,
i want to send the low cus mean people that currently working.
Organización you need to gain their trust people i dont know send it people walking by people do you need to get the trash dump random question a guy know when you say sure,
is buddy and give me thirty send seven dollars to portal about fifty not me not more than fifty yes so this guy is bobby is having some challenges.
Im giving transfer locales probably believe that modify that he will use is not enough ocean walk in the park right now,
so
understanding the location understand the culture of trying to get the trash to try to enter with humility i put a bid on this chapter of a simple quote with you think it’s important to first seek to understand,
then to be understood the fundamental the beginning trying to ask questions be humble remember people named chris but it can get rusty is important to in the trusted the rockets twenty two.

[36:07] This is important that when you mentioned about the humidity because often times when you interrupt
co one to make an impact i don’t think of it like it’s in sports where you come off the bench are you get your first opportunity in your like one to make an impact on the game i’m people this is kind of
fine line between making an impact and,
overly make an impact for people to turn against humanity with your own stories where u at ten near elizabeth critical
what’s the organization you join AMI shouldn’t lot of mistakes and the mistakes the great opportunity of learning as we know it when you do.
And when they say that the beginning of my career with her,
i can tell you whats up what bank you which of my manager who started in the beautiful positive way of course
if we’re what did the number of people about fifty people in the team i was helping people posting too small and i don’t think.
What efficient.
So can you can you doing allison you tell me know what you want the number so i didn’t do this in isaac signed the paper he never responded back to me.

[37:17] I know that order of time sell eventually wind up in the middle with all the fifty people that.
I need help and sorry can you share the results of the analysis without car,
you must alpha know i can never console one two one send how shall we start.
I meant tell them what i learned which is was true technically.
Where is white got into trouble by solution what i’m hearing from dec your menu forty percent dim all the time and meeting with writing papers in their folders available time to work so you should request asking to add more.
I was fundamentally my email sentence of death because they’re fundamentally is a good friend to fifty people the problems if i which is technically i was correct but realistically was a suicide.
So your menu was twenty seven twenty eight or something so i gave myself a.
I want to do that mistakes when your bill of thirty,
this is an example of the things i should not be doing that doesn’t mean hiding the truths that remind you mean set up finding modality me to go climbing it is a perfect conversation.
Do i understand the guy with modern you push me out of it remove the out of my responsibility and six months later i found another job in another department.

[38:43] You’re a simple to say it all u can be technically correct we need to find a way ova link,
a propos and criticism rather than being open today was a colossal mistake.
This show is for change makers is one of the real pieces of golden oak and we often talk about a lot of failed interactions being a failure to translate into the language of the locals and you talk about is basically about political intelligence
i worked on a public organization.
One of the conference and there is like a new need to learn to speak politique your hands nobody was talking about is what you’re talking matters to understand
the animals in the jungle when i love to hear about it from your one of your mentors and every organization there people who work for the organization
i’m people who work for themselves i’d love to share
the matrix to palo which is pure gold and very entertaining and we are the animals of the jungle and i’m starting with the incompetence,
yeah gonna go back to this wonderful phrase of my colleagues need red sharpies two days after i join it was my first job was twenty four.

[39:58] Are they are you need to understand people from the organization be working so that’s stadium i’m in the dark,
when does NIVI translate into a very simple metrics and put animals in this market because the animals or other use of understanding,
hey i am currently sticking the features of individuals and organizations so what are the news we wanted people to.
Work for the patient.

[40:27] Limited political political understand that can use a shot lol lol the safe hands of the people work hard,
record the dogs are dogs not me not not not not there delegate all the negative behind them and the people who you are,
they obey their to sentenced and or even imagine understand your politics and usually there is one to be sacrificed,
when do the surprise surprise i receive my name is from people to leave my god off on my lights the market.

[41:07] Turn on the opposite side of your people that are very sturdy know the organization on the know the politics out in the gay man,
any work for the mesa,
this is a dangerous people that just the stand divided by just keep up with snakes eyes and i know because i dont remember meeting anybody would like snakes snakes.

[41:30] Nbc people that are very helpless a focus in the own agenda.

[41:37] Are there focus on the on career and they don’t have any problem blowing me people in the team play the game incredibly well i’m not the expense of others and then subcategory of snakes a psychopath.
I am a psychopath of the most dangerous category of people that can find the conditions precedent just full food people to know i’m,
the round one percent one to one hundred percent people on the planet that psychopath.

[42:07] I need usually people at the top of a sean,
that is a nice percentage of people on ten percent of psychopaths are the psychopaths people have no remorse are the three people like objects.
They don’t care about what would you like to know what people feel,
i’m done when you have the option to work without some of them are usually pretty miserable in this book trying to get some indication about what to avoid so nice mattress contact your question,
i’m trying to help people to see you gonna find different animal in the village in the zoo,
i am dying you better understand the difference between the different behavior and so you kind of need to commit to them in different ways.
I’m thinking we share the foxes peacocks and snakes because it’s really slow to avoid pregnancy stick peacock i use a,
you can find yourself taking a nap just to survive and i just couldn’t do it i felt so in authentic i felt so at odds with my truvada used this is why
its so important for those people who are in that situation that you will get it will it effect your mental health inspector found an alternative facts your life so have the bravery and that book is so good at giving you
the congress and the radar in order to make the right choice for your own life fifty five zero nation in the it’s seventeen boxes in my life two of them were psychopaths.

[43:34] And when work with them that coincide with the most miserable appeared of my professional life.

[43:40] You was awful i give an example of that is true that was given a chance what does it mean.
N i find out the door staff member committed suicide.
I did not tell the officer told him it was absolutely awful probably the most devastating day of my profession black so i went to.

[44:03] Choose the office all other bigg boss the second one.
And i went to email to say it is tragic news here cause going to commit suicide.

[44:18] Gotta look at me for five seconds and they said philip and replace sim.

[44:24] When does not remember these items are not in a romantic way because a guy couldn’t care less about the founded a person died who was randy focused on now should have replaced the.
I am there and then for five seconds ago and reply.

[44:40] Move your ass because you are their HR director yeah yeah find a replacement what’s your job,
so the motion tied wasn’t even registered.
I miss mine so when you working with a psychopath gee you end up with these kind of in the middle of a signed out why i think you can find the way to work with a narcissistic individual,
because fundamentally just want to be on the stage all the time.
Easter is frustrated that is not devastating i won’t you work with a psychopath he could be in the long run not project choice to continue working with them.
I needed for inspected to leave all find different arrangement of white people these people not toxic,
the killing people that can you get me a shot it’s a beautiful book called in for paycheck by jeffrey
how far did spain give the granola everything is working with organizations and with people that check ticket,
you say we actually make with the devil when did the price we pay for postage is career here you mention the tragic story of the lights KPMG co eugene okay
you quit one of my favorite book called chasing daylight that use to be the format c o m g,
the first line of bull crap i know play hard to say given remind me to leave like you.

[46:00] And um no reduce the first light needs top rated climate gonna second this fictional what do you write this a true story.
This kind of worst days of my career in this company american company.
And then i had some headaches or set aside go to the doctor and doctors set up your yoga bring to mark is nothing we can do we have to my story un.
So you start writing the book did the witch is gone the past three months to live and sure enough dies after ninety three days.
So regretted the doctor was awesome but you.
I need some unbelievable beautiful both in understanding of what was actually kinda funny.

[46:47] And what is important in jose goodbye to all the people in his life.
I want to book this truck me because are you a guy was sorry tender,
and there was working we are can you tell my wife was working me up to just the couple blocks from where was leaving working.
I need a new twenty eight years and never had lunch with.
Because we enter into our office has worked like crazy and we meet back home but i never had lunch in twenty years.
When i read that book,
add that i was working with the world bank and my wife was working but what bank can you realize that you’re not been seven years i know he lunch with my wife.

[47:27] So i need to call my wife and i say it from now on every friday would like japanese food that we can have sushi.
Nice a japanese restaurant close burbank.
And the show now for three years every friday at twelve o’clock i was meeting my wife to lunch or enjoy an hour of drunk young men i’m good conversations,
enjoying the food like an everything back to the office at two o’clock so i decided to take two hour lunch break because it take a lunch break.

[47:58] When did whatsapp to me wonderful gift to the FCC from the smoke to realize that you need to have lunch on time with people we love in the,
so this is huge cost of a relationship send you bring your attention to that to open our eyes and its another party here because you mentioned to sacramento to me of coached worked with.
What can be very very lonely at the top and oftentimes they don’t know who to trust or who to talk to.
What is the mission of being very lucky that i work with are amazing people in my presentation on sunday.
European bank what bank do i see the wedding photo i had a good fortune to work with.
People that to set nest and the shipping policy makers number price of yours at the prime minister the minister.
So i’ve been poisoned at work with william haught twenty.

[48:56] More than that so i’m like.
How did second question is how these people the happiest people did the most contact people on the planet.
Because if you think about the conventional definition of success create you gotta be at the top of the organization to be successful,
what list getting close to the top.

[49:19] I’m randy i want with all these people for twenty years and want u this and not talk to people not.

[49:27] Yes that usually or most anytime of frequently in the ever difficult family situations.
I don’t know if you sleep at night and the concert terrified to lose the election of new confidence from the border in to make it out to within mills.
Can you see this happening you know every every every moment to make a political show me your right now i need up using pretty much just think we’re so.
What can you this because at this for me to sync or is really trying being get into the top of the rio major raya.
Find book of course provider different like you more than that if.
What are the causes people are lonely they are surrounded by yes men usually,
i need a dub frankly i don’t see this picture perfectly happy at all know cells speed of america i am still me.
But the meeting working there for twenty years sports me to think about the process com and major by power morning visibility in the.

[50:40] I can’t see.
When you mentioned me being surrounded by your smiling which off the shopping group ten from the avoidance of groups thinking critical thinking but you shared a great story of terry harvey organizations is frank farmer,
what is a nap but i’m fighting anybody two to read,
is this available free on the internet so position is a pharmacy in crab is sweet mph or rather than eff far is it to find out which is fundamentally what does amino why not,
you call format so much to do reviews of your organization that you forget your own.

[51:21] I have no idea when did the price you pay to remove all the data,
to confirm say yes or even if you disagree.
Yeah it does some damian because you can the concept the gas station because i’m on the road condition of the person you cannot go to reconfirm what time is good moment,
and the red start the search been done.

[51:45] Ass over the years body feeling the bar doing nothing is the stanford prison experiment or the museum easter egg kevin,
display the dangers of confirming when your up feeling bad so i’m a people to say you know,
be careful when does the price is too high for you and david to a doctor you wanna see a big blind obedience and what were willing to do to stay in the roe vs actually,
sign up sheet at all loads got my own values and it’s it’s so validating when you stand up for herself and never read about this when you stand up for yourself understandably if you don’t,
you never really forgive yourself yellow with black color should of done that i should’ve done that and no help me with this when so hopefully doesn’t end up in a situation where they have to
what’s the state do they stand up for themselves even if it means leaving the company for hear you tell it supposed
a great story which is mind blowing of your own experience for ya to just shit out this is a total loads with my produce
just to be here in a bit fired up because oh
refuse to do something to me did i make science and that was also a question about.

[53:01] I wanna with challenges you insisted on my own because i was my last day so i cant you do a price but frankly.
I’m happy that moment i did enjoy the process.
You are simply an example with buy your menus ago i got a job offer for a month money that is not matching.

[53:21] Denise when is the revival of me while watching jarvis who gets the house people at the door within few months.
Do these this is a million dollars with none sorry start on west side up like we put me in dallas in my pocket in march.
Which is the huge amount of money that anymore,
when do the side of the lost my iphone so i don’t want it right that s something i didn’t was appropriate.
Hey can you please share with me to daughter g. where close to be not fit and i didn’t sleep good night with good after sales.

[54:02] You can use to get rid of the house and only meant i wasn’t good news that one was an goodbye.
When i fly back home and my wife surprised that.
That wasn’t english remember watching tv and wasn’t gonna find shit near bbc starting you say three million self-employed people in UK today,
i should take me not wanting the one st so i’d,
i had so i was terrified the question because otherwise there shortly after my daughter and twilight that my life s work is my daughter we.
What a small apartment i was being a big mortgage,
get coffee i didn’t sleep for probably couple months,
concern about my life but not quite frankly i find some take that they can destroy a mistake spending much
are you say it’s not difficult to build a career but it’s complicated to build a career
remaining true to yourself i’m not sticking to their little different because you say you always been stroke by the local relation between results talent
i’m progression within an organization that is a story about chuck to call that you believe in now and the clothes are.
Which fundamental.

[55:26] I just wanted this way i’m try to avoid that progression congestion only school supply because married.

[55:35] How many are the factors that into the equation sum of me some were not,
so you need to wear a promise or a metro and understanding different devious but some of them not the dick pic i sent yet.
So you will need to be mindful end up and try to understand if god gave you
it’s really important to have some filter framework to evaluate if we should stand in a business or nah i’m you shared the results vs behavior matrix palo this is interesting because this is a way to be pleasant thoughts of is make it objective.
Michelle needs to my dad’s use that many vacation with some of the work that.
Which people say contribution how performance is weighted on front one what you do when you don’t.

[56:28] This is important and i believe that i did we spend time on what and what you don’t die immediately maybe a simple example of an obnoxious person that.
More cars than a collagen in the company.
Back up wit michael jordan utah twenty people on thursday shouting goblin submit the results are great,
what’s the corp,
distance to respect is not there there for u me to be high on the waterbury know how.
I don’t understand you can i just be a wonderful guy and smiling drink coffee and extra body into nothing.

[57:10] So you can not hear anything that you can just get away by being a wonderful person you are do you it’s simple way to say to be paid,
make sure that you take care of both the men she woke negative interesting.
Add a promotional i’ve been sitting on the site about people marshall many years i’m not decided on the how more than on the wall.
So the water gets into the debate and the house gets you through the process to start a next time.
Meaning are you know you’re finished with the collectors do people trust you,
i do have integrity are you behaving better to play yeah if done things that helps differentiation to progress so dont dont play only one game tracker.
Go to play the game on the email the definition of den.

[58:03] Hello where are the time so i thought you worked with any world economic forum me rough divorce to have your finger on the pulse of the latest trends to make a transit soundtrack is in the us just pull out one thing which is a rom
proposal hi we should live your really light which is the idea of san jose,
nothing judaism is the word that i invented no how about invented,
you deserve it doesn’t exist in process when u find it the dictionary but is amy stephens and beauty is fundamentally.
Remaining to understand the attached distance from all the noise and the change the courage,
what is the weather in different ways,
but not to be constantly he at the center of the noise so try to observe what’s happening in the agenda to eastwood after this changed.

[58:58] Improv set up to be very pretty card bill life expectancy increase the enormous.
My daughter is now thirteen a would be probably leaving till is nineteen ninety five.
So what does that mean in korean music when should be finish university would be in the twenties you will have a.

[59:18] What’s the fifty five to sixty five years of work in front of her.
So when does the coupon say that you know little dewayne with machine learning and machine.

[59:29] You need to become member machina you contacting me to learn adopt a drink volume increase you know what you bring it to the table of value that you give to clients that connects to condition to the community.
I know that to be come to remain relevant because you don’t tell eventually something will happen and your gunna be excluded from this games competition and productive.

[59:55] Your father.

[59:56] Mention some more words earlier in your life any posts requesting that really change the course of your life if you have a chance of person party on joy for us for early but without voice speed,
i would love to be amazing original i think that sounds completely different then i would start to what my father told me,
make sure that you love what you doing good keep on learning n you help with people because the price done,
doesn’t that beautiful where can people find out more about your work culture etc what are the book are you gonna message you funded ir and tou gonna,
hello good night to cocina i go to different is a guy being not speakers.
Right to say that sounded really gets me out with it i received that is my book is full please submit requests is not available in languages next week is gonna be in french.
So i just thousand of people contacting me this is an amazing journey for me of learning experiences and that one gives me joy to see.

[1:00:56] Is my belkin the job that i am doing what i am doing the speaker is the coach is teacher.
Please give props inside so people automatically think you are with the storm combat send us stronger red,
it’s been a pleasure talking to author of the complex on the radar at the art of building,
rewarding career but remaining true to yourself palo gallo thank you for joining us
it’s been a pleasure thanks much love it thank you.

EP 172: Rebel Talent: Why it Pays to Break the Rules at Work and in Life with Francesca Gino

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In Rebel Talent, today’s guest shows us why the happiest and most successful among us are those who break the rules and how we can all do it more.

The world’s best chef.
The pilot who landed his plane on a river.
The magician who made history.
The computer scientist who changed animated films forever.
What do they all have in common?

They are all rebels.

Our guest has been studying rebellion and conformity for more than fifteen years. She has discovered that when we mindlessly follow rules and norms rather than constructively rebelling against them, we become less happy and less successful in every area of our lives. While rebels may seem disruptive, they are ultimately good for business: their passion, drive, curiosity and creativity can raise organisations to a new level.

When we break the rules, we fix our lives.

We welcome award-winning Harvard Business School professor, behavioural scientist and author of Rebel Talent: Why it Pays to Break the Rules at Work and in Life with Francesca Gino

We talk:

Italian master chef and Rebel Massimo Bottura
Rebellion reframed as a constructive force
5 core elements of Rebel Talent
Napoleon, the rebel
Hidden biases towards Rebellion
Morningstar Case Study
Breaking conformity
Diversity
Stereotyping
GroupThink
The need for Novelty
Following Rituals
Novelty in Business
Inviting Curiosity
Adriano Olivetti and Exploration
Counterfactual Thinking
Authenticity

More about Francesca here:

https://www.rebeltalents.org/the-rebel-test

https://francescagino.com

EP 164: Last Tango in Cyberspace with Steven Kotler

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The world created in Last Tango is based very closely on our world about five years from now, and all technology in the book either exists in labs or is rumoured to exist.

With its electrifying sentences, subtle humour, and an intriguing main character, readers are sure to find something that resonates with them in this groundbreaking cyberpunk science fiction thriller.

We welcome award-winning journalist, executive director of the flow research collective, world-leading expert on high performance, multiple New York Times bestselling author, and author of “Last Tango in Cyberspace” Steven Kotler

We talk:

The future of our culture
The fracturing of society
Innovation
Flow
Peak Performance
Purpose and Vision
Habits and Attention
Evolutionary Biology
The origins of Empathy
Autism
Reinvention and regeneration
Walking logic bombs with hyper logical minds, the Mentat
Species die-off rates

More about Steven here:

www.stevenkotler.com

Steven mentioned this Forbes article during the show:

https://www.forbes.com/sites/stevenkotler/2015/03/27/the-passion-recipe-four-steps-to-total-fulfillment/#74d9b2f86bb4

EP 162: Titanic Syndrome: Why Companies Sink and How to Reinvent Your Way Out of Any Business Disaster with Dr. Nadya Zhexembayeva

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The fast-moving up-and-down economy we live in makes keeping our companies afloat increasingly difficult. Just as we handle one crisis, another appears.

Digital, millennials, new regulations, new competition, political turmoil, Artificial Intelligence, Industry 4.0, Blockchain, sharing economy, circular economy, substitute products, you name it – the waves of disruption come crashing faster and faster, fundamentally changing the way we work, profit, and compete.

For nearly 20 years, our guest has worked in the field of survival and sustainability – researching and developing ways for businesses to stay afloat, no matter what the disruption. To understand the mechanics of survival, it helps to look at the successes and failures of the past.

We talk:

Embracing Change and Transformation
Personal Transformation
A definition of Titanic Syndrome
The 3 markers of Titanic Syndrome:
Arrogance
Excessive Attachment to Past Successes
An Inability to Recognise the new and Emerging Reality
The reasons the Titanic Sank
The definition of Reinvention
The ingredients of Reinvention
Personal Reinvention
Reinvention versus Innovation
Solutions for Reinvention

More about Nadya:

Welcome

http://Chief Reinvention Officer

Nadya Ted Talk here:

EP 160: The Myth of Capitalism: Monopolies and the Death of Competition with Jonathan Tepper

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America has gone from an open, competitive marketplace to an economy where a few very powerful companies dominate key industries that affect our daily lives. Digital monopolies like Google, Facebook and Amazon act as gatekeepers to the digital world. Amazon is capturing almost all online shopping dollars. We have the illusion of choice, but for most critical decisions, we have only one or two companies, when it comes to high-speed Internet, health insurance, medical care, mortgage title insurance, social networks, Internet searches, or even consumer goods like toothpaste. Every day, the average American transfers a little of their paycheck to monopolists and oligopolists.

The solution is vigorous anti-trust enforcement to return America to a period where competition created higher economic growth, more jobs, higher wages and a level playing field for all.

Today’s show is the story of industrial concentration, but it matters to everyone because the stakes could not be higher. It tackles the big questions of: why is the US becoming a more unequal society, why is economic growth anaemic despite trillions of dollars of federal debt and money printing, why the number of start-ups has declined, and why are workers losing out.

We welcome the author of “The Myth of Capitalism: Monopolies and the Death of Competition” Jonathan Tepper

We talk:

Monopolies
Duopolies
Oligopolies
Competition
Monopsonies
Capitalism
Antitrust
Regulation
The worker being squeezes
The concentration of power
The Rural v Urban Divide
The Robber Barons
The Origin of the Problem
How concentration kills innovations
IPOS
Mergers and Acquisitions
Some possible solutions

More about Jonathan here:

About me

EP 159: The Fourth Age: Smart Robots, Conscious Computers, and the Future of Humanity with Byron Reese

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The questions we will grapple with in today’s show are not about transistors and neurons and algorithms and such. They are about the nature of reality, humanity, and mind. The confusion happens when we begin with “What jobs will robots take from humans?” instead of “What are humans?” Until we answer that second question, we can’t meaningfully address the first.

We welcome serial entrepreneur, founder and CEO, of GigaOM and author of “The Fourth Age: Smart Robots, Conscious Computers, and the Future of Humanity” Byron Reese.

We talk:

The evolution of our brains
Fire as the first technology
Language development
Storytelling
Digital Dementia
Distribution of Labour
The Beginning of Wealth
The Beginning of ownership
The shift to agriculture
The age of computation
Moore’s law
Exponential change
Artificial Intelligence
Artificial General Intelligence
Robotics
The limitation of Robotics
Computer Consciousness
Our human potential

We mention digital dementia during the show, here is a piece I wrote on it: https://medium.com/thethursdaythought/planet-of-the-ai-pes-digital-dementia-and-digital-zombies-f4f3454ca664

More about Byron here:

www.byronreese.com

More shows on Artificial Intelligence:

EP 146: Artificial Intelligence and the Two Singularities with Calum Chace

EP 99: Rise of the Robots: Technology and the Threat of a Jobless Future ― Martin Ford

EP 56: A Pioneer in Machine Learning Breakthroughs on Ai, Education and The Future of Humanity

EP 145: The Beginning of Infinity: Explanations That Transform the World with author David Deutsch

EP 154: Leadership Language: Using Authentic Communication to Drive Results with Chris Westfall

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Inside each of us is a vision of how things could be. Yet most people remain frustrated by a lack of impact, unable to connect and inspire the people they care about the most. Why?

There’s a language we understand, but rarely use. A language that’s sincere. Powerful. Compelling. A language of words—and actions—that can’t be denied.

Leadership Language will help you to peel back the ineffective “business speak”, so you can change the conversation. And change your results. Imagine what could happen when you replace frustration with an irresistible vision—for yourself, your team and your organization.

Today’s leaders face so many challenges—employee retention, operational efficiency, culture, collaboration, leading across generations, and more—but communication is at the heart of every one of those issues. A clear message with a powerful delivery gets you halfway home. Honing in on your next conversation can drive more impact, better relationships, and greater overall effectiveness. For yourself. Your career. Your company.

They say there’s nothing that can stop an idea whose time has come. So, take the lead. It’s time for you to create what’s missing. And Leadership Language will show you how.

Get clear on your vision, align with your story, and engage others with your message
Connect with the people that matter most, in a way that invites innovation and new outcomes
Find the courage to move forward, conquer change, and create powerful impact—while you help others do the same

From student leaders to the C-suite, there is only one way for a leader to make an impact: communication. Leadership Language is your personal guide to mastering critical skills and unveiling your authentic potential.

Links mentioned during the show:

Stanley Anderson, the man who hits a 266 mph fastball: https://www.youtube.com/watch?v=5o_vCPJpPOs

Murray Willcocks interview: https://westfallonline.com/decision-making-wave/

New online group coaching program, just introduced: http://chriswestfall.net

EP 153: Low Man on the Totem Pole: Stop Begging for a Promotion, Start Selling Your Genius with Heather MacArthur

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For many of us, the thought of work brings to mind a daily nine-to-five grind, reporting to disinterested supervisors, and ”working for the weekend.” You probably enter the office feeling disenchanted, counting down the minutes until 5 p.m. Whether this approach to work is due to feeling unrecognised for your work, being a cog in a corporate machine, or the influence of apathetic coworkers, there is something you likely forgot along the way–YOU, are the one in the driver’s seat of your career.

Making the switch from a passive passenger to being the driver isn’t easy and there are no one-size-fits all means of achieving this. Todays episode offers various groundbreaking strategies to get more out of your work–including viewing yourself as a business owner and your place of work as the client.

Whether you are a front-line employee or a manager, todays episode offers something for everyone trying to find meaning in their work.

We are joined by business consultant and author of “Low Man on the Totem Pole: Stop Begging for a Promotion, Start Selling Your Genius” Heather MacArthur

Heather shares:

The two of the biggest issues facing the workplace today:

We have been told not to believe in our greatness
Business structure relies on people managers who have no clue how to develop people
The 3 mindsets of the workplace
The Pyramid of Purpose
Challengers and Nemeses
Weaving Webs v Climbing Ladders
Networking v Building Relationships
The first steps to change

You can find out more about Heather here:

www.lowmanonthetotempole.com/buy-the-book/

EP 152: Collaborative Advantage: How collaboration beats competition as a strategy for success with Paul Skinner

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Our guest today argues that we have now reached a turning point in history from which creating Competitive Advantage may no longer be in the best interests of an organization.

He presents today’s business and social challenges through a new strategic lens and offers this book as a practical guide to help you create Collaborative Advantage, transform your business and change the world.

You will gain access to world-leading techniques to enable you to:

Mobilise staff, partners, collaborators and customers around a common purpose that gets everyone you need firmly on your side.

Foster improved innovation, reach more customers or beneficiaries, build greater loyalty, generate greater income and forge more ambitious partnerships.

De-couple your potential for growth from the level of resource your organization controls.

This is an indispensable guide that will help you transform the growth of your business or the impact of your non-profit by bringing the fuller value-creating potential of the outside world inside your organization.

We welcome Strategic consultant, social entrepreneur and the author of “Collaborative Advantage: How collaboration beats competition as a strategy for success” – Paul Skinner

We talk:

The Death ad History of Competitive Advantage

The Birth of Collaborative Advantage

The “Outside In” framework

Common purpose

Personal Purpose

Engaging the Ecosystem

The Circular Economy

More about Paul here:

https://www.theaof.com/

Tags: Paul Skinner, Collaborative Advantage, collaboration, competition, strategy, business, the agency of the future, Pimp my cause

EP 151: The Change Maker’s Playbook: How to Seek, Seed and Scale Innovation in Any Company with Amy Radin

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Any leader in any size company, no matter the size or sector, feels the pressure to innovate, find new ideas and business models, and create enduring customer value. There is no one formula or set process to find and execute the ideas that achieve these goals; customers set moving targets, shareholders are unforgiving and demanding, and society expects companies to care about much more than the bottom line.

The answer to the dilemma every business faces today is that innovation is exhilarating, rewarding and even fun when it is approached as a unique challenge, but it can also be polarising, unpredictable, and scary. Success requires that leaders rethink how they lead innovation. Leaders know they must set aside preconceived notions of what works, and look to those who have already walked in their shoes.

Change makers are few in number, and are worthy of encouragement and support. They want to create and deliver value, bring together teams to solve big problems, seize opportunities, and make a difference. Treading water is not an option for them. They want to succeed for themselves, their communities, friends and loved ones, and for the broader stakeholder ecosystem. Theirs are hard-won achievements.

We welcome author of the focus of todays episode: The Change Maker’s Playbook: How to Seek, Seed and Scale Innovation in Any Company, Amy Radin.

We talk about:

Changemaker Frameworks for Change

How to seek innovation

How to overcome resistance

How to seek support

Seeding

Scaling

How to embed change

Building Support

The Army of the Willing

Building an External Network

Intrapreneurship

Resourcefulness

Positioning

Purpose

If established enterprise incubate and launch new business models

More about Amy here:

Home

EP 150: Cascades: How to Create a Movement that Drives Transformational Change with Greg Satell

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If you could make a change—any change you wanted—what would it be? Would it be something in your organization or your industry? Maybe something it’s in your community or throughout society as a whole?

Creating true change is never easy. Most startups don’t survive. Most community groups never get beyond small local actions. Even when a spark catches fire and protesters swarm the streets, it often seems to fizzle out almost as fast as it started. The status quo is, almost by definition, well entrenched and never gives up without a fight.

In this groundbreaking book, one of today’s top innovation experts delivers a guide for driving transformational change. To truly change the world or even just your little corner of it, you don’t need a charismatic leader or a catchy slogan. What you need is a cascade: small groups that are loosely connected but united by a common purpose.

As individual entities, these groups may seem inconsequential, but when they synchronise their collective behaviour as networks, they become immensely powerful. Through the power of cascades, a company can be made anew, an industry disrupted, or even an entire society reshaped. As Satell takes us through past and present movements, he explains exactly why and how some succeed while others fail.

We welcome Bestselling Author, Keynote Speaker and Innovation Advisor Greg Satell welcome back to the show.

We talk:

“Cascades: How to Create a Movement that Drives Transformational Change”
Success v Failure and why
Boston v Silicon Valley
Debunk the Blockbuster v Netflix story
Occupy v Otpor, what worked and what did not
How to build a change network
Using a network to defeat a network
Changemakers
Nobody is an island
Genome of values

Greg’s episode on Mapping Innovation here:

EP 118 – Mapping Innovation: A Playbook for Navigating a Disruptive Age with Greg Satell

More about Greg here:

Home

His Ted Talk here:

EP 147: “Defining You: How to profile yourself and unlock your full potential” with author Fiona Murden

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“There is only one corner of the universe you can be certain of improving, and that’s your own self.” —Aldous Huxley

Have you ever wondered what a profiling session would tell you about yourself?

Our guest helps some of the most successful people in the world to understand their behaviour and improve their performance. Here she guides you through the professional profiling assessment process in private, to help you discover your strengths, understand what really drives you and learn which environments will help you to excel.

Our behaviour is at the core of what we do. This is your ultimate self-awareness toolkit to help you understand both your own and other’s behaviour and to positively influence it. Along the way you may even start to sleep better, think more clearly and have good moods more often.

More about Fiona here: https://fionamurden.com/

EP 141: “Parallel Mind, The Art of Creativity” with Aliyah Marr

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“The Toltecs believe that every human is an artist, and the art we create is our lives.” —Don Miguel Ruiz

Today’s guest uses practical examples and guides us through conceptual, transpersonal art experiments to demonstrate how we can use the power of art to access our inner child, express our buried emotions, and use any form of art as a catalyst to transform our lives.

Pure creativity is an activity that has no predefined destination or purpose, while applied creativity is an activity that always has a goal or application in mind. Pure creativity can be seen as a kind of play, while applied creativity is usually seen as work.

We welcome creative consultant and coach with a stellar list of clients from IBM to American Express and the author of multiple titles including the focus of today’s show “Parallel Mind, The Art of Creativity: The missing manual for your right brain”, Aliyah Marr, welcome to the show

We talk:

Creativity

Left and Right Brain

Open Focus

The Inner Child

The benefit of Limitation

Limiting Beliefs

Internal Dialogues

Overcoming Fear

More about Aliyah here:

Creative Consulting / Coaching Services

Other shows like this:

EP 139: “A Child at Heart: Unlocking Your Creativity, Curiosity, and Reason at Every Age and Stage of Life” – Christopher Phillips

EP 139: “A Child at Heart: Unlocking Your Creativity, Curiosity, and Reason at Every Age and Stage of Life” – Christopher Phillips

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Weaving together philosophy, social science and neuroscience research, personal anecdotes and dialogues, A Child at Heart takes a radically different approach to the traditional boundaries between childhood and adulthood to reveal how rather than lapse into adulthood, we can achieve what the Greeks of old call arete—all-around excellence—when we look to children and youth as a lodestar for our development.

Childhood is our primary launching pad, a time of life when learning is more intense than at any other when we gain the critical knowledge and skills that can help ensure that we remain adaptable. This book weaves together the thinking of philosophers from across the ages who make the unsettling assertion that with the passage of time we are apt to shrink mentally, emotionally, and cognitively. If we follow what has become an all-too-common course, we denature our original nature—which brims with curiosity, empathy, reason, wonder, and a will to experiment and understand—and we regress, our sense of who we are will become fuzzier and everyone in our orbit will pay a price.

Mounting evidence shows that we begin our lives with a moral, intellectual, and creative bang, and in this groundbreaking, heavily researched, and highly engaging volume, today’s guest makes the provocative case that childhood isn’t merely a state of becoming, while adulthood is one of being, as if we’ve “arrived” and reached the summit. His life-changing proposition is that if we embrace the defining qualities of youth, we’re not destined to become frail, dispirited, or unhinged, we’ll grow in a way defined by wonder, curiosity, imaginativeness, playfulness, and compassion—in essence, unlimited potential.

We welcome the founder of Socrates Cafe, Maverick philosopher And Author of and the focus of today’s show “A Child at Heart: Unlocking Your Creativity, Curiosity, and Reason at Every Age and Stage of Life” – Christopher Phillips

EP 136: Even Eagles Need a Push: Learning to Soar in a Changing World with thought leader, speaker and bestselling author David McNally

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Discover your strengths, live your dreams! Let go of fear. Discover your true sense of purpose. Live the life you’ve only imagined!

Maximise your creative potential. Find success with dignity. Deal with personal crises.

Why does the thrill of soaring begin with the fear of falling?

How can you overcome that fear and dare to live?

Today’s guest shares some solutions. He has spent over 30 years working with leaders aligning their organisations to inspire individuals, teams, and hundreds, even thousands of people in various settings. He has captured his insights as an entrepreneur, speaker, author and film producer to share the powerful transformation that occurs when people share a common purpose. He has discovered that the key to real growth and profitability is purposeful leaders who build inspiring organisations and iconic brands. His mission is straightforward and clear: To provide people with the knowledge, skills and inspiration to perform at their best.

He is the author of the bestselling books, The Eagle’s Secret– Success Strategies for Thriving at Work and in Life, The Push – Unleashing the Power of Encouragement, My Sacred Journey Through Cancer.

His co-authored book, Be Your Own Brand, also a bestseller, is in its second edition and is now used by many business schools to address the importance of building a strong personal brand.

His latest book is “Mark of an Eagle—How Your Life Changes the World”, which was released last year. It is the third in the eagle trilogy.

Also, an award-winning producer, he has produced two highly praised, inspirational films, The Power of Purpose and If I Were Brave.

The focus for this episode is his bestseller “Even Eagles Need a Push: Learning to Soar in a Changing World”

We welcome David McNally.

We talk:

Confidence
Overcoming setbacks
Thinking
The Inner Critic
Goals
Purpose
Mission
Contribution
Forgiveness
Vision
Commitment
Legacy

More about David here:

https://www.davidmcnally.com/

EP 134: Five Stars with author Carmine Gallo

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As the forces of globalisation, automation, and artificial intelligence combine to disrupt every field and every career, having a good idea isn’t good enough. Mastering the ancient art of persuasion is the key to standing out, getting ahead, and achieving greatness in the modern world. Communication is no longer a “soft” skill—it is the human edge that will make you unstoppable, irresistible, and irreplaceable—earning you that perfect rating, that fifth star.

Carmine Gallo is the bestselling author of many titles including Talk Like TED, The Presentation Secrets of Steve Jobs, The Storytellers Secret and the focus of today’s show “Five Stars: The Communication Secrets to Get from Good to Great”

We talk:

Persuasion offering a competitive advantage
We need to focus on a specific and time specific goal
What we can learn from John F. Kennedy
The NASA story
Interview skills
Why we should keep our presentations brief
Verbal content versus visual content
Corporate storytelling
The Pathos Principle
Origin Stories
The element of struggle
The example of Nike
Psychological Safety
The use of simple language
Winston Churchill
John Chambers, Cisco CEO, Emeritus

More about Carmine and his books here:

http://www.carminegallo.com

More shows like this:

EP 101: Get to The Point with author and strategic communications trainer Joel Schwartzberg

EP 133: The Persuasion Code: Patrick Renvoisé: How NeuroMarketing Can Help You Persuade Anyone, Anywhere, Anytime

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The key to success in sales and marketing often lies in the art of persuasion, but in a world of distractions, it can be challenging to capture the attention of your audience and tap into their decision-making process.

Today’s guest is the founder of SalesBrain, the world’s first Neuromarketing agency, built upon two decades of research on the effect of advertising and sales messages on the human brain to create a breakthrough persuasion strategy. Based on the latest research in neuroscience, media psychology and behavioural economics, today’s guest makes understanding the complex science of persuasion simple.

We will discuss the award-winning persuasion model, NeuroMap™, a science-based, comprehensive yet simple step-by-step process that helps develop successful marketing and sales messages.

This strategy of persuasion is useful in both business and personal success.

Today’s guest is the author of the new book, The Persuasion Code: How Neuromarketing Can Help You Persuade Anyone, Anywhere, Anytime, Patrick Renvoise

This strategy of persuasion is useful in both business and personal success.

Today’s guest is the author of the new book, The Persuasion Code: How Neuromarketing Can Help You Persuade Anyone, Anywhere, Anytime, Patrick Renvoisé

We share some of the 188 cognitive biases
We talk recency bias and primacy bias
We share the candy equation, the gain maximisation bet and the loss avoidance bet
We discuss how the biases can be unlocked to maximise our sales or marketing messages
Patrick shares what is happening with our brains and our emotions and how they impact and guide our choices
Patrick shows how marketers need to create the emotion that nudges people towards your product and brand
Patrick discusses how we can unlock sales using the Salesbrain models and NeuroMap
Patrick shares the 6 stimuli for persuasive messages
We discuss the 6 persuasion elements and the 7 persuasion catalysts

More about Patrick Renvoisé and Neuromarketing here:

https://www.salesbrain.com/

The book is here:

http://a.co/d/gxUGe0H

EP 131: The Human Workplace: People-Centred Organizational Development with Andy Swann

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“The digital transformation is over. We live in an age where digital is the default setting. Anyone who is yet to transform is either obsolete or on the way there.” – Andy Swann

The modern world and old organizations are not compatible. Right now, we’re communicating, thinking, collaborating, sharing, working and playing in ways that couldn’t have been imagined two decades ago, yet somehow many of our businesses and the structures employed to operate them remain the same, carrying on in the way they always have. There are many reasons why this is completely unsustainable and we’re going to explore these as we journey through what makes a human workplace.

The human workplace is one that adapts, innovates fast, involves everyone, communicates, understands and acts in perpetuity. It creates relationships rather than transactions. People are emotional, responsive, individual. That’s what our organizations need to be, creating a story and telling it in their own way.

Our guest is the author of The Human Workplace: People-Centred Organizational Development, Andy Swann

We talk:

The Startup Myth
Collective Energy
Purposeful Organisations
The definition of A human workplace
Connection with community
Agility
Complex, dispersed organizations
Purpose = Survival + X
When the community thrives, the organization thrives.
The problem with hierarchy (is not what you think)
The organisation as a platform
Just enough structure to thrive
Holes and wholes?
Scaling up startups and the Dunbar number.
Why and how does personal purpose come before company purpose?

More about Andy Swann here:

https://andyswann.co.uk/

EP 127: Where Others Won’t: Taking People Innovation from the Locker Room Into the Boardroom with Cody Royle

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In the corporate world, we’re fast realizing that people are our largest source of competitive advantage. The problem is, all of our systems and structures are set up for products, services and technology to give us an edge over our rivals. But whether it’s recruitment, leadership, culture or high-performance, pro sports has been quality-testing people strategies for decades, and now contains a treasure trove of ideas for you to harness. Through in-depth interviews and meticulous research, Where Others Won’t dives deeper than ever before into professional sports from around the world.

We are joined by author of “Where Others Won’t: Taking People Innovation from the Locker Room Into the Boardroom”, Cody Royle

We talk:

Team building
Leadership
Hiring
Innovation
Outside-the-box thinking
Best Principles
Leaders as Coaches
and much more.

More about Cody here:

https://medium.com/where-others-wont

EP 119: Trustology: The Art and Science of Leading High-Trust Teams with Speaker, Author, Consultant, Richard Fagerlin

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“Trust is not what we “do”—it is what results from what we do.” – Richard Fagerlin

Of the thousands of books published each year on leadership, management, self-help, and motivation, very few offer practical tools and solutions to the number one challenge in business: trust.

With trust, our relationships flourish, our productivity rises, and we have high personal and professional satisfaction. A trust-filled atmosphere lets people take risks, allowing innovation and creativity to thrive. Your team’s collective sense of self-worth and purpose becomes a beacon of light for others to follow. The healthy, dynamic atmosphere is contagious, and it raises the bar for your entire organisation. Higher productivity and lower turnover create a more profitable business. High trust is the currency of greatness.

We welcome founder and president of Peak Solutions, globally renowned speaker, consultant and author of Trustology Richard Fagerlin.

In this episode, we address questions like:

What is trust?

Is trust earned?

Who is responsible for trust?

How do you grow trust with others?

What does it mean to be trustworthy?

How can I lead my team to be a high-trust team?

How do I find out how much trust my team has now?

How can team members hold each other accountable for high-trust behaviour?

Any high-trust relationship involves at least two people, so there are always two things to think about regarding trust: Do you trust them? Do they trust you?

How do you build trust in your children?

The premise is that both are your responsibility.

A high-trust relationship requires that you trust the other person and that they trust you back.

More about Richard and his work here:

https://richardfagerlin.com

http://www.trustologybook.com

https://www.peaksol.com

EP 115: The End of the Firm-Based Strategy and Rise of New Models for Explosive Growth with Ralph Welborn, PhD

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The business logic of the past decades no longer applies. A changed competitive world requires a new strategic question: “Where is the value being created — and destroyed — in the ecosystem in which you’re engaged, and what do you do about it?”

Ralph Welborn, PhD is today’s guest. Ralph has held a variety of leadership positions, including CEO of Imaginatik, where he received the European CEO award in 2016; he has been leader of IBM’s Strategy & Transformation business in the Middle East and Africa; and senior vice president of KPMG Consulting and is also co-founder of an e-commerce company, today’s focus is his truly excellent book: Topple – The End of the Firm-Based Strategy and Rise of New Models for Explosive Growth.

Ralph will share specific lessons and insights for every sized organization to make sense of the changed competitive environment, including:

What is your ecosystem? — Who comprises it, and what is driving the shifts in value?

How, instead of pushing products, do you own a problem, meet a specific customer need and/or tackle specific friction?

What are the implications of the new strategic questions on where you play and, most importantly, how you execute?

What are the new capabilities critical to do so?

Who and how do you engage to orchestrate capabilities to capture the new sources of value in new ways?

EP 113: Build It: The Rebel Playbook for World-Class Employee Engagement with Debra Corey

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The current way of treating people at work has failed. Globally, only 30% of employees are engaged in their jobs, and in this fast-paced world, that’s just not enough. The world’s best companies understand this and have been quietly treating people differently for nearly two decades.

Now you can learn their secrets and discover The Engagement Bridge™ model, proven to build bottom-line value for companies through sustainable employee engagement.

Debra Corey is the author of Effective HR Communication and the co-author of “The Rebel Playbook for Employee Engagement,” with the founder of Reward Gateway Glenn Elliott.

We discuss:

Stats on employee engagement

How new data has led to more investment in this field

The Engagement Bridge™ model

Open honest feedback

Purpose mission values

Leadership

Management

Job design

Learning

Recognition

3 underpinning elements

Pay benefits

Wellbeing

Workspace

The 5 generations in the workplace

The iceberg of ignorance

4% front Line problems are known by management

9% are known by team management

74% known by managers

100% by employees

Monkey Fairness Experiment we mention is here:

You can find out more about Debra here:

https://www.rewardgateway.com/blog/author/debra-corey

More about Debra here:

https://www.rewardgateway.com/blog/author/debra-corey

EP 110: The Truth about Consumers and the Psychology of Shopping: Consumer.ology with Philip Graves

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If we depend on market research to dictate business decisions, today’s guest explains how this is a big mistake. Market research cannot predict buying decisions because it focuses on the conscious mind, like most of our daily decisions in life and business. we make them unconsciously.

With corporate risk aversion at an all-time high, it’s no surprise that marketing professionals increasingly reach for market research to support their strategies. Then, if products and marketing campaigns fail, they blame the research.

While this episode is invaluable for all business owners and marketers – it will equally help us understand any customer better, but also understand ourselves.

Today’s guest has had no hesitation in calling out a multi-billion dollar industry for its frailties and suggesting a better way. We welcome consumer behaviour expert and author of the best-seller ‘Consumerology: The Truth about Consumers and the Psychology of Shopping’, Philip Graves

We talk: Focus groups versus real life situations?

Why Asking Is Fruitless

Brand Fails such as New Coke and The Post Office rebranding as Consignia

How brands like Red Bull succeeded in face of bad focus group research

Simplification and Stickiness

The misattributing of consultancy spend

The importance of the entrepreneurial gut feeling

The importance of Social proof

The biases that sway our decisions

The Philip Graves AFECT Model Analysis (of behavioural data) Frame (of mind) “Environment” “Covert study” “Timeframe”

You can find out more about Philip including where to buy his book here: http://philipgraves.net/

EP 107: Be More Pirate with social entrepreneur and author Sam Conniff Allende

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Steve Jobs famously said “I’d rather be pirate than join the navy”, on this show we will discuss what Steve Jobs meant by this.

From rogues to role models: Be More Pirate reveals the radical strategies of Golden Age pirates, and updates them into clear solutions for making your mark on the 21st Century.

Be More Pirate draws parallels between the strategy and innovation of legends like Henry Morgan with modern-day rebels, like Elon Musk, Malala and Blockchain, and reveals how to apply their tactics to life and work today.

Social entrepreneur and author Sam Conniff Allende shares the parallels and the principles we can draw to make a difference in our world today for the generations of tomorrow.

Sam shares the 5 key principles practised by pirates, which we can use today:

Rebel – stand up to status quo
Rewrite – bend and rewrite rules
Reorganise – collaborate to achieve scale
Redistribute – fairness, share power
Retell – weaponise your story to establish and spread their legacy

Sam leaves us with the profound message of C.S. Lewis “Good and evil increase at compound interest. That’s why the little decisions we make every day are of infinite importance. the smallest good act today is the capture of a strategic point from which, a few months later, you may go on to victories you never dreamed of”.

You can find out more about Sam and the book here:

https://www.samconniff.com/

https://www.bemorepirate.com/

http://livity.co.uk/

Tags: Sam Conniff Allende, Be More Pirate, Livity, Rebel, Rewrite rules, Disruption, Innovation, Social Entrepreneur, Social Entrepreneurship, Storytelling, Lessons from Pirates, Golden Age pirates, modern-day rebels

EP 106: The Intrapreneur: Confessions of a corporate insurgent Gib Bulloch

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Gib Bulloch is an award-winning social intrapreneur who consults, writes and speaks on topics relating to the role of business in society.

Gib believes passionately in the power of business to change the world and in the power of the individual to change the world of business. Gib founded and scaled Accenture’s global “not-for-loss” consulting business, ADP.

He left Accenture in 2016 to explore new ways of supporting purpose-driven insurgencies within the corporate world.

We discuss:

The Challenge of Status Quo

Driving change from within organisations

Corporate Stress Corporate

Mental Bullying

Social Change You can find out more about Gib here:

http://www.gibbulloch.com/about/

Tags: Gib Bulloch, Intrapreneur, Corporate Insurgent, Accenture, Circle of Young Intrapreneurs, circleofyi, Changemakers, Transformation, Digital Transformation, Accenture Development Partnerships, ADP

EP 96: Start Reverse with André Wiringa

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Experience is the new battlefield. Satisfaction is not enough anymore. Customer experience is the main driver of future loyalty and will turn your customers into raving fans.

Our guest is Chief Xperience Officer (CXO) and Managing Partner at Solutions Unlimited. He is the author of the wonderful book Start Reverse.

In this must-listen chat, Andre tells us about the philosophy of starting in reverse, of flipping marketing on its head to become “customering”. Customering means starting with the customer every touchpoint of your brand.

Andre tells us this means empowering your people and including them as main vehicles to the customer.

We talk experience economy, in-store experience, business as theatre, leaders as directors and workers as cast members.

We chat about the purpose economy, including how we must have our own personal purpose to align with that of an organisation.

Andre tells us about EPIC leadership, reverse leadership, game-changing brands, game-changer principles and thinking in 5D.

This is an awesome interview.

More experience economy here with Joe Pine: http://www.theinnovationshow.io/2018/01/31/ep-82-experience-economy-business-provocateur-joseph-pine-ii/

“There are no markets; there are only customers! Therefore, we must stop marketing in all of its manifestations. Think reverse and start customering.”

Find out about Andre and the book here:

Start Reverse – Book