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Work/Life Integration with Jessica Kaplan from Bright Horizons Jan 02, 2020

Show notes

Bio:

Jessica is the Senior Director of Leadership Strategy and Talent Management at Bright Horizons, which partners with organizations to support their employees and culture. They specialize in things like child care, early education, elder care, tuition asistance, etc.

Notes:

Jessica’s background in international education exchange and PhDTraditional learners now look more non-traditionalSitting between academia and businessTrend: Working world is more complex“The 21st century career has multiple experiences”Sharing an example of where assumptions can get companies in troubleIn an overly caring culture, people often try to protect employees and often take options away from themThe Bright Horizons Modern Family Index How women are taking on the majority of the mental load for working parentsHow employers manage employees start with role modelingProviding benefits to people in all different types of situations and life stagesWhat it means to bring your whole self to workThe importance of work/life Integration (not balance)Leveraging an HRIS system to understand where employees areThe importance of helping employees with elderly careHow Bright Horizons is practicing what they preach and building employee voice into what they do The changes when a company grows and the systems requiredThe importance of empowering employees to manage their own careersThe importance of vulnerability and asking for helpJessica’s greatest accomplishment and failureBook: positive intelligence by Shirzad ChamineBook: Thanks for the FeedbackDealing with Imposter syndromeAdvice: Get more experience sharing and presenting in publicLinks:

Book: Positive Intelligence by Shirzad ChamineBook: Drive by Daniel H. PinkJessica on LinkedInJessica on Bright HorizonEmail Address: Jessica.kaplan@brighthorizons.comFor questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

Iterative Management with Ed Muzio Dec 31, 2019

Show notes

Bio:

Ed Muzio, “one of the planet’s clearest thinkers on management practice,” is CEO of Group Harmonics and author of three books including his latest, Iterate: Run a Fast, Flexible, Focused Management Team, which describes Iterative Management practices that the highest performing organizations use to make informed, inc

He is a leader in the application of analytical models to group and organization effectiveness and output.

Ed’s analytical approach to human productivity has been featured in national and international media, including CBS News, Fox Business News and The New York Post.

He has been a regular contributor to CBS and the Huffington Post.

Specialty:

The big idea: Iteration is the way effective organizations solve problems and achieve goals whose solutions are too complex to be defined in advance. Just look for the highest‐performing entrants in any given market. Chances are they’re Iterating.

Managing vs Management vs Change Management

Notes:

Ed’s background and how he started writing booksThe language problem around managing vs managementManagement is the group of people who is keeping things in the company on courseThere is not enough content and clarity about what it means to be on a management teamManagers are in collaboration and also competitionWhy managers can be in competitionThe importance of going beyond goals to define success for the organizationHow business and management is heavily influenced by cultural normsThe concept of iteration and information moving from top and bottomHow a feedback system works in an organizationThe role of management is to iterate like a thermostatThe five key practices of iteration including output and status broadcastingWhy we need a visual representation of my plan and also a second version of the futureOSIR – Output, Status, Issue, RecommendationWhat happens when new directions come down from the topWhat is change management and how can companies use this for major strategic shiftsWhat can talent development professionals do to get more involved with their clientsEd’s session at the TDTTTrend: Going from tactical to strategic with talent strategyBook: The Insightful Leader Book: Behave on Human BehaviorLinks:

Book: The Insightful Leader by Carlann FergussonBook: Behave: The Biology of Humans at Our Best and Worst by Robert SapolskyBook: Iterate: Run a Fast, Flexible, Focused Management Team by Ed MuzioIterate’s WebsiteTalent Development Think Tank’s WebsiteFor questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

The Leadership Seven with André Young Dec 26, 2019

Show notes

Notes:

Why we go to conferencesHow Andre got to where he is todayWork/Life HarmonyThe challenge from people getting promoted for being good at one thingWhen you chase something and catch it and it’s not what you thought it would beBeing proactive in helping people before they need helpHow to help people with work/life harmonyBook: Seven Ways to LoveThe importance of learning every person’s languageThe Leader SevenEveryone likes these but everyone has a top 1-2 they preferGoodies time – some people are driven by good thingsQuality minutes – People inspired by manager spending time talking to themRecognition and affirmation – getting creditKnowledge and career advancementIncentives – BonusFlexibility – can my ideas be flexibly implemented here?Respect – time and space respectedThe Leader’s question: “why are you here? How can I help you?”The get great question: “ I want to be great, can you help me?”Links:

Book: Seven Ways to Love by Andre YoungYou Evolving Now websiteYou Evolving Now, LLCEmail Address: young.andre32@gmail.comContact information: 610-406-1852For questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

Decoding the High Potential Mystery with Rich Dapra Dec 24, 2019

Show notes

Notes:

Richard’s background in USMC, Psychology, Learning & MotivationRich was at DDI, Pitney Bowes, Aetna, Liberty Mutual and BTSWorking with BTS The biggest challenge that companies have with assessmentThe impetus for the high potential research that Rich didWhat the research tells us about HiPo programsRich’s research is the result of 30 years of working with HiPo talentPotential is a function of five things – business acumen, people acumen, self awareness, motivation for achievement, X-factorX-factor example with a pharma companyHow digital capability can be an “x-factor” Self-Awareness is knowing your strengths and limitationsHow leaders can leverage this information to identify HiPo leadersYou can screen based on performance values but you have to simulate to really see how people will operateHow simulations can help predict performanceAn example of a simulated environmentHow to measure the effectiveness of a programCan companies build this internally? The response to Rich’s researchWhere the research goes from hereRich wants to see companies use this with front-line managersThe argument for making a big investment in HiPo assessment simulationsRich’s greatest accomplishment of building something that didn’t existRich’s biggest mistakeBook: Jacque Drucker’s workBook: Doug Bray at AT&TAdvice: Understand your business instead of following the latest trendLinks:

Book: The Three Levels of Leadership by James Scouller Email Address: richard.dapra@bts.comFor questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

The Power of Networking and Helping Others Dec 21, 2019

Show notes

Building a Culture of Empathy with Claude Silver (Part 2) Dec 19, 2019

Show notes

Claude Silver holds the second-most important position at VaynerMedia as Gary Vaynerchuk’s right-hand woman. As the Chief Heart Officer, Claude understands what it means to connect heart and hustle. The chief heart officer is in touch with the heartbeat of every single person; over 800 people across five offices.

In this interview, we talk about creating a culture of empathy, the importance of self-awareness, what it means to put the human back in human resources and why you should be thinking more about cultur additions than culture “fit.” Plus a lot more.

Building a Culture of Empathy with Claude Silver (Part 1) Dec 17, 2019

Show notes

Are You Staying Relevant? Dec 13, 2019

Show notes

Are you staying relevant?

The world is changing faster than ever before and so is work.

Josh Bersin says that leadership is changing and that L&D professionals need to understand the business and the tools to stay relevant.

I also think you need to be networking and continuously learning if you don’t want to be left behind.

How to Use “Culture Marketing” to Attract “A-Players” with Ryan Naylor from VIVAHR Dec 12, 2019

Show notes

Bio:

Ryan is the founder and CEO of VIVAHR, which is changing how employers hire by building their employment brand with Culture Marketing.

Ryan has been an entrepreneur for 10+ years and has experienced the pain of hiring and firing…the wrong people. Through those lessons learned he discovered the power of building business on core values, clear focus and most importantly, great company culture.

Notes:

How Ryan got into recruiting and “Culture Marketing”Ryan and his team placed over 100,000 jobs in Arizona during the recessionWhat Ryan discovered about why some employers get more applicants than othersThe importance of the first paragraph in a job descriptionThe companies that could tell their stories the clearest got the best applicant poolCulture Marketing is the notion of taking core values and applying them to every touch pointTheir software helps companies tell their story to improve “culture marketing”Importance of having peers telling candidate why they come to work every dayHow a call center saw attrition rate decline because of culture and missionAttracting “A-Players” is all about clarity and attracting the right talent“The quickest way to get A-players to quit is to surround them with C-players”How to get clear on whom you want to attractImportance of measuring skills to inform job postingA-players love scorecards and structure that helps them understand expectationsHow to reinforce culture to keep A-players after hiredThe company that pays you to go on vacation your first weekCompanies are missing opportunities to take advantage of using stories to attract great talentExecutives spend so much time listening to customers and not enough time listening to talentThe important question: Does every employee have a best friend (at work)The importance of ensuring people have good relationships at workBook: Scaling upLinks:

CraigslistMailChimpJCPennyRyan on InstagramRyan on LinkedInRyan on FacebookVIVAHRFor questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

The future of HR and work with Josh Bersin Dec 10, 2019

Show notes

Bio:

Josh is a global research analyst, public speaker, industry analyst and writer on the topics of corporate human resources, talent management, recruiting, leadership, technology, and the intersection between work and life.

He previously founded Bersin and Associates, which was acquired by Deloitte, and has recently launched the Bersin Academy where he is the dean.

Josh has a huge following on LinkedIn and Twitter and speaks at conferences around the world and will be speaking at the upcoming TDTT on January 22-23 in Sonoma California.

Notes:

Background and how he got startedFuture of workProductivity not keeping up with GDP despite people working more What skills will be most important in future Reskilling – why important and whose responsibility Upskilling, reskilling and vs reinvention What accountants will be doing in the futureEmployee time famine The process shredderThe new model for a career “The best companies are where you can find your true self”LMS were not designed for employees The average L&D dept has 23 technologies for learning Learning in the flow of work and give people enough challenge for flow or ecstasy and avoid anxiety Spaced learning with practiceChanging L&D rolesFrom skills to capabilities What Josh is doing with his academy Book: Range by David EpsteinSkills and expertise vs context and perspective Culture as developing a culture of learning Being able to talk about mistakes at workJosh’s background in engineeringHow Josh got into learning and online learningThe ever changing workplace“There is only one thing that makes a business successful and that’s having customers” -Peter DruckerThe challenge of people going into manager roles b/c they are great technician“Becoming a people leader is a challenge for everybody who has done it”How to think about your job when you become a managerHow leadership is changingThe importance of giving your employees development opportunitiesCompanies need to design an environment where everyone can develop new skills and their careerThe future of work and why you can’t define itWhy behavioral skills will be more important in the future of workJobs in the future are becoming more high level and behavioralThe Full Stack HR professionalThe future is in creating an organization that figures this out on their ownWhat it means to create a more dynamic, flattened job architectureHow to use a “capability academy” to “upskill” and “reskill” workers How to get people to learn via capability academies“An academy is a place to go where it is safe and powerful to learn”The #2 most important skill is “Learning how to manage your own time to make yourself more effective at work”The reasons and solutions for the productivity dip“You can’t be a good L&D professional if you can’t understand the tools”The importance of being a “full stack” professionalLearning in the flow of workThe challenge with micro learning and LXPsThe paradigm of the world today is that we are living in a stream of informationTrend: Collecting and using more data to inform decisionsLinks:

DeloitteSlackSalesforceMicrosoftJosh’s WebsiteJosh AcademyJosh on LinkedInJosh on TwitterFor questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

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