Leading Real Change

This is a story for sustainability leaders who are at a crossroads. If you are struggling to make progress on your net zero emissions and create business value from your leadership strategy, this story is for you. It paints a picture of the world that already exists that you can discover and unlock to have more impact at scale. You may not be there today, but this story shows it is possible, when you look for answers in different places.

In this season finale of the Leading Real Change podcast, we wrap up this season focusing on culture change with Kate Ebner, CEO of The Nebo Company, a leadership development firm. Kate shares how she takes leaders through the process of leading culture change. It starts with vision exercises that includes admitting what is not working right now, as well as highlighting our strengths that can be built upon. The willingness to admit where we are vulnerable allows us to face that fear head on. Next she takes helps people to build a bridge to the future by preparing for change, building capacity for change, and then integrating change into corporate culture. She talks about being able to simply share your change story so that you can communicate the purpose of change to others. She also shared her belief that we can be more flexible in our leadership styles if we pay more attention to whether we need to be talking big picture or problem solving on daily tactics. And as leaders we need to be able to operate at multiple levels. We also talked about learning from the process of change. Acknowledging that what we thought at the start was important or true didn’t turn out to be. So that we make change a more creative and fluid process, where being curious and compassionate helps us to keep learning and evolving as the world around us changes rapidly.

In this week’s in-depth episode of the Leading Real Change podcast, I discuss the value of incentives with behavioral economics professor Uri Gneezy, who is also the author of the book ‘Mixed Signals: How Incentives Really Work’. In this episode, Uri explains how incentives really work, as they often don’t deliver the results we expect. In fact, they can backfire. Should you charge more in hot weather for a cold drink or charge less in cold weather for a cold drink? This is why every new incentive should be tested before being scaled. Uri and I discuss the different social and systems challenges in the workplace including remote work, paid leave, and affirmative action. Uri explains when incentives can work and how incentives are not always financial, sometimes a positive workplace culture and more focused work hours can incentivize retention and productivity. In some situations, we may not even realize what our incentives are communicating or that our policies we are favoring one group more than another, unintentionally incentivizing certain workplace behaviors. As more companies embrace motivational strategies to engage workers including recognition and rewards programs, understanding the psychology and science behind motivational tools will help convey the right message and outcomes. Although behavioral economics is not a new science, Uri reminds us how little we understand about how humans will react to new stimuli. Uri always tests these assumptions before making recommendations. This is why we should also be skeptical of computer science models that claim they can predict human behavior. Every new situation and solution is new, with new parameters and potential consequences. Checking our assumptions actually play out in real life scenarios, is an important part of learning what works, when and with whom.  

This week’s eye opening episode of Leading Real Change talks all thing equity with CEO and gender economist Katica Roy of Pipeline. Pipeline offers natural language processing to detect bias in promotion review documents and then presents managers with the results. This changes the conversation from are you unintentionally perpetuating bias, to are you intentionally choosing to make inequitable promotional decisions? Our conversation ranged from the challenges of being a breadwinner mom, how to talk to girls about the barriers they’ll face in the workplace, the money wasted on unconscious bias training, and how to focus on designing equitable systems of hiring, promotion, pay, performance etc. Given how many women are discovering through pay transparency laws that they have been paid less and that their female bosses have also made decisions to reward the potential of men more than women, this conversation is long overdue.

In this week’s down to earth episode of Leading Real Change, Founder Art Shaikh shares his philosophy and practice of building relationships to prevent burnout and inspire loyalty. Circleit is a company that sends communications across the generations. For example, before a relative passes on they can prepare communications to share with loved ones long after they are gone. This is a unique mission that has inspired many employees because they experienced the loss of a loved one and cherish the opportunity to support families passing on advice and life lessons in perpetuity. So having a purpose in work is a great motivator for many. Given the mission is also about losing family members, Art has a unique sensitivity to supporting his employees when family members are sick. He provides flexibility and compassion. But also freedom and trust to make their own decisions about what they need on a given day. As a weekly practice, they have work from home Fridays. Art’s team also have a strong sense of loyalty and support to each other. They have each other’s backs because the mission is critical and they understand that when they support each other through good times and bad they can reach their goals more effectively. Many start ups burn through employees, but Art is focused on long term relationships, in the same way his products are creating life long relationships.

In this week’s inspirational episode of the Leading Real Change podcast, Stephanie Mercado CEO of the National Association of Healthcare Quality shares how her organization transformed healthcare quality from compliance to competencies and career paths that lead to greater improvements and employee engagement. Key takeaways include: Moving beyond compliance as a box checking exercise involved creating a list of competencies that would lead to improved quality in daily work practices Operationalizing quality improvement processes allowed employees to see the important role they played in driving better care The list of competencies allowed employees to see how they could continue to grow in their careers by building more capacity to contribute to stronger quality processes Stephanie shared how she connected her role to improving healthcare for all so her kids could understand why her work had meaning In the same way quality improvement is an ongoing process, Stephanie believes that leadership is also an ongoing process of persisting on a journey of growth Having purpose related to delivering better outcomes is a key employee engagement strategy

In this week’s invigorating episode of the Leading Real Change podcast, Kelly Robinson, CEO of Panna Knows Recruiting, describes her journey to becoming a more supportive and compassionate leader. Instead of constantly trying to prove her worth, she now values her time and contributions and helps her staff do the same. She focuses on her staff so they can focus on their clients. It’s a win win. Key take aways include: **Transition from Employee to Entrepreneur:** Kelly's journey from being a managing partner to starting her own business highlighted the shift in priorities from pleasing others to focusing on personal fulfillment and work-life balance. **Prioritization and Focus:** Adopting a system of prioritizing tasks and focusing on the three most important things for the day helped Kelly manage her workload more efficiently. **Setting Boundaries:** Kelly learned the importance of setting boundaries, particularly regarding work hours and personal time, to avoid burnout and maintain a healthy lifestyle. **Leading by Example:** By demonstrating a balanced approach to work and personal life, Kelly sets the tone for her team, encouraging them to prioritize their well-being and personal commitments. **Empathy and Support:** Recognizing signs of stress or burnout in team members and offering support, whether it's granting breaks or providing resources for personal development, fosters a supportive work environment. **Transparent Communication:** Kelly emphasizes transparent communication with clients regarding the company's operating hours and encourages open dialogue within the team to address concerns or frustrations effectively. **Individualized Motivation:** Understanding each team member's unique motivations and preferences allows Kelly to tailor rewards and opportunities, fostering a culture of appreciation and personal growth. **Leadership vs. Management:** Kelly distinguishes between leadership and management, highlighting the importance of motivating and empowering employees alongside task delegation and oversight. **Self-Care and Reflection:** Prioritizing self-care activities, such as therapy and personal time, enables Kelly to maintain self-awareness and empathy in her leadership role, leading to more effective communication and decision-making. **Continuous Improvement:** Kelly emphasizes the value of accountability and continuous improvement, encouraging her team to learn from mistakes and strive for incremental progress each day. She advocates for small, consistent actions to improve oneself gradually.

In this week’s in-depth episode of the Leading Real Change podcast, Karen Price of Progress Software provides very practical tools to define your personal values and how companies can support employees to align their values to create greater energy and purpose at work. Key take aways include: **Aligning Personal and Corporate Values**: Karen emphasizes the importance of aligning personal values with those of the organization. Finding synergies between personal and corporate values can lead to increased connection and energy. **Forgiveness and Self-Compassion**: Karen highlights the importance of forgiving oneself for not being perfect, especially in balancing personal and professional responsibilities. **Reflecting on Values**: It's crucial for individuals to reflect on their own values and how they align with the values of the company they work for. This reflection can lead to greater connection and energy in one's work. **Embedding Values in Processes**: Karen discusses the significance of embedding company values into various processes, such as performance evaluations and promotions, to ensure that employees' contributions are aligned with organizational values. **Inclusive Environment**: Creating an inclusive environment is essential for organizational success. This involves considering diverse perspectives, building communities, and examining processes and structures through an inclusive lens. **Leadership and Inclusion**: Leadership plays a crucial role in fostering an inclusive environment by acknowledging and appreciating different perspectives and backgrounds among employees. **Community Building**: Building communities within the organization fosters inclusivity and allows employees to connect with one another on a deeper level, thereby enhancing their overall experience. **Supporting Wellbeing**: Prioritizing employee wellbeing is essential for preventing burnout. Organizations can support wellbeing through various initiatives, such as wellbeing sessions, employee engagement surveys, and fostering supportive relationships among colleagues. **Baking Wellness In**: Incorporating wellness practices into regular check-ins and processes can help normalize discussions around wellbeing and ensure that employees feel supported in maintaining a healthy work-life balance. **Empowering Employees with Flexibility**: Organizations should empower their employees with flexibility and appreciate their contributions, especially in supporting working parents who often juggle multiple responsibilities. By creating an environment where employees can thrive both personally and professionally, organizations can enhance overall productivity and employee satisfaction.

This heart warming episode of the Leading Real Change podcast with Jennifer Harris Kroll talks about her burnout journey and how her company, Anthill, supported her through it. This led to her team becoming more focused and productive, and at the end of the day, Jennifer is a better leader following this experience. Key take aways include: Women’s health care: Jennifer found a functional nurse practitioner who could diagnose her adrenal fatigue. Company support: As an over achiever, it was hard for Jennifer to reduce her workload and she didn’t really know what she needed. But her employer gave her the flexibility to alter her schedule and work with her team to find solutions. Experiment: Jennifer had to develop a whole new way of working for herself and with her team. They didn’t know what would work best, but they communicated openly and many of her team had opportunities to advance their skills through additional tasks. Compassion: Jennifer has much more awareness now of her employees’ needs because she was able to take more time to recognize her own needs and take care of them. A system of caring for everyone’s needs: Jennifer’s company, Anthill, provides a communication platform for desk-less employees. It allows them to access resources from their phone, instead of being dependent on computer software etc. Employees who are in the field are able to check in and get their needs met without having to be in an office or wait to be serviced by a call center. On average employees use the system 22 times a month, meaning there are a lot of unmet needs that are being attended to. Be kinder to frontline employees: Jennifer describes the challenges faced by employees who are customer facing and not working from home or in an office. They are stressed and facing burnout too. As customers, we can have more empathy for such workers by being patient and kind when we need our needs met.

This week’s thought provoking episode of the Leading Real Change podcast discusses the problem of work place toxicity with CEO Jared Pope. Work Shield provides an end to end solution to worker misconduct issues, handling the issue with speed and care, while also not expecting internal staff to be experts in navigating these complex waters. Here are key takeaways that left me inspired and thinking deeply: Root Cause Analysis: Jared identified the root cause of workplace issues, including harassment and discrimination, pointing to the role of attorneys and compliance policies that often fall short. He as an attorney at the time and recognized his role in these problems. Anonymous Reporting Challenges: Traditional anonymous reporting systems often lead to issues being swept under the rug, and 75% of problems go unreported due to fear of retaliation. Bold Mission: Work Shield's mission is to transform workplace cultures by creating environments of integrity and trust that protect and empower employees, the culture, and the company. Burnout and mental health issues often stem from toxic workplace cultures. Work Shield tackles toxicity head-on, leading to improved employee well-being. Fast Resolution: Work Shield aims to resolve workplace misconduct issues within a week, addressing harassment, discrimination, safety concerns, and more. In 2023, Work Shield completed nearly 800 investigations with an average resolution time of 3.7 days, significantly faster than the national average of 25-30 days. Upstander Culture: Work Shield promotes upstander reporting, with 77% of anonymous reports coming from individuals standing up against misconduct they witnessed. Human Element: Work Shield emphasizes the human element, providing live support for individuals reporting incidents, ensuring a safe and secure environment for employees. It also supports the resolution process with communication skills and suggested actions.

This week’s exciting episode of the Leading Real Change podcast includes insights from Melissa Cooper on her career journey and the evolving landscape of global employment led by Globalization Partners. Here are 10 key takeaways: 1️⃣ Passion for Account Management: Melissa discovered her love for account management and international business, finding her place in the work world. 2️⃣ Pioneering the Employer of Record Industry: Melissa joined GP, led by Nicole Sahin, who founded the employer of record industry in 2012, enabling global hiring without setting up individual entities. 3️⃣ Balancing Motherhood and Career: Melissa emphasizes the positive impact of supportive management during maternity leaves, leading to elevated roles upon return. 4️⃣ The Power of Working Mothers: Melissa applauds the hard work and time management skills of working mothers, highlighting their contributions to the workforce. 5️⃣ Results-Oriented Approach: GP values outcomes over hours worked, encouraging productivity and discouraging the outdated nine-to-five mindset. 6️⃣ Triple Bottom Line Philosophy: GP's values are rooted in treating employees well, resulting in excellent customer service and positive shareholder impact. 7️⃣ Remote Work Strategies: GP adopts a remote-first approach with collaboration hubs, emphasizing meaningful breaks, and implementing flexible time-off policies. 8️⃣ Employee Choice and Well-being: GP focuses on employee well-being with golden hours, minimal meeting Mondays, and conscious connections, promoting work-life balance. 9️⃣ Circles of Care: GP introduces supportive circles of care, providing a safe space for employees to discuss challenges, ensuring a sense of community and support. 🔟 Progressive Parental Leave: GP offers a minimum of 16 weeks of maternity leave globally, complemented by 10 weeks of parental leave, showcasing a commitment to supporting new parents. Melissa expresses excitement about the future, foreseeing opportunities to influence best practices in global employment, and emphasizes the importance of progress over perfection in the constant juggling act of being a working mom.  

In this week’s eye opening episode of Leading Real Change podcast, Dr. JB, an Emergency Medicine Doctor, shares insights on how Virtual Reality is becoming a game-changer in fostering psychological safety for healthcare heroes. Key Takeaways include: Healthcare Professional Burnout: Burnout among healthcare professionals is a significant issue, with a mental health crisis leading to high suicide rates among doctors. Impact of COVID-19: The pandemic has exacerbated the mental health challenges faced by healthcare professionals, potentially increasing suicide rates. Personal Journey into Wellness: The podcast host, Dr. JB, shares their journey into the wellness sphere, starting with an experience in social wellness during their time as an emergency medicine doctor. Transformative Social Engagement: Dr. JB emphasizes the need for healthcare professionals to engage socially beyond work-related interactions, fostering better relationships and support networks. Hope for Med Podcast: The launch of the "Hope for Med" podcast aimed at providing a platform for healthcare professionals to share their real and unfiltered stories, promoting connection through shared experiences. Metaverse Introduction: Dr. JB delves into the concept of the metaverse, using it as a platform to address the challenges faced by healthcare professionals and provide a space for group connections. Anonymity and Choice: The metaverse platform allows for anonymity, offering healthcare professionals the choice to share their stories without revealing their identity, promoting a safe space for open communication. Holistic Wellness Approach: Dr. JB expands the wellness initiatives beyond the podcast by introducing game nights, educational series, and an all-day wellness retreat within the metaverse. Representation in the Metaverse: The metaverse provides an opportunity for diverse representation, allowing individuals to engage without preconceived biases based on appearance. Psychological Safety: Dr. JB emphasizes the importance of creating environments with psychological safety in healthcare settings, encouraging open communication about mistakes and concerns to foster continuous improvement.

This week’s engaging episode of the Leading Real Change podcast brings a dynamic conversation with Kim Rohrer and Tony Jamous of Oyster who spill the beans on "Building a People-First Organization from Top to Bottom." 🌐✨ 🚀 Key Nuggets of Wisdom: 1️⃣ Beyond Fixing, Impact Building: Tony highlights the goal isn't just fixing one company but creating a ripple effect to teach others how to do it right. 2️⃣ Leadership Evolution: Tony shares his experience, emphasizing the shift from solely focusing on numbers to embracing a balance between caring for employees and business success. 3️⃣ Trust and Dispensability: Trusting your team during crucial times like parental leave is key. Great leaders make themselves dispensable and trust their teams to step up. 4️⃣ No More Career vs. Family Dilemma: Kim stresses the importance of creating a world where caregivers don't have to choose between their career and family. 5️⃣ Human-Centric Strategy: Tony emphasizes the need for a human-centric approach in business strategies. It's not just nice, it directly impacts performance and engagement." 6️⃣ Mission-Driven Culture: Aligning the organization's mission with daily objectives brings meaning to work. 7️⃣ Mental Health Normalization: Kim talks about operationalizing mental health by implementing regular check-ins and fostering open discussions. 8️⃣ Non-Linear Workdays: Kim's on a mission to explore the beauty of non-linear workdays for knowledge workers. 9️⃣ Future of Work: Tony envisions a future where work adapts to individual lifestyles. 🎧 Ready for a workplace revolution? Tune in for more insights. Let's build a people-first workplace together!

In this week's enthralling episode of the Leading Real Change podcast, I am thrilled to share insights from the incredible Roza Szafranek, a psychologist and expert in transforming startup cultures plagued by high turnover. Key takeaways include: Universal Human Needs: Roza emphasizes that, while every company is unique, there are common patterns in human needs that can be harnessed to create replicable solutions. Internal Transformation: Creating a low turnover culture in startups starts from within. Roza shares key processes to enhance communication, clarify purpose, and manage expectations effectively. Feedback for Improvement: Reduce turnover by providing constructive feedback. Avoid assumptions about laziness and instead focus on guiding individuals on how to improve. Skip-Level Management Conversations: These conversations empower leaders to share their vision and gain alternative perspectives from employees, fostering a more inclusive and engaged workplace. Quality Over Quantity: Instead of assuming overwork equals better output, Roza suggests assessing metrics that truly make a difference. Setting boundaries not only prevents burnout but also improves productivity. Culture of Learning: Foster a culture of continuous learning and growth. Understanding human psychology plays a pivotal role in building a resilient and adaptive team. Open Conversations: Create a safe space for discussions on burnout, mistakes, and challenging situations. Open dialogue contributes to a supportive and understanding work environment. Crafting Employee Value Propositions: Roza advises creating employee value propositions based on supported behaviors and positive interactions, reinforcing a culture that aligns with the company's values.

This week’s amazing episode of the Leading Real Change podcast features Aaron Tabacco, Director of Staff Experience at the University of California San Francisco Department of Medicine. He shares how despite being at the center of the pandemic from a medical, public health, and educational standpoint, his department has shown increased employee engagement year after year. Aaron’s examples of how to create connections in a hybrid workplace are phenomenal.  Key take aways include: Strong Foundation for Success: The success in fostering employee engagement was rooted in a positive and person-centered healing culture within the Department of Medicine. Proactive Response to Pandemic Challenges: Despite the challenges of the pandemic, the department proactively leveraged its holistic culture, identifying the potential for positive change and growth in operational and relationship aspects. Strategic Positioning of Director Role: The creation of a dedicated director-level position focusing on staff experience, engagement, culture, diversity, equity, inclusion, belonging, and accessibility highlighted a forward-thinking approach to employee well-being. Prolonged Pandemic Perspective: Recognizing the prolonged nature of the pandemic, the department shifted focus from immediate crisis response to strategically planning for a permanently hybrid work environment. Leadership Competencies for a Hybrid Workplace: The department identified and addressed the leadership needs, competencies, skills, beliefs, and values essential for thriving in a permanently hybrid workplace. Early Recognition of Burnout: Early acknowledgment of burnout concerns among frontline staff, senior leadership and division managers prompted a proactive shift towards taking a breath and leaving room between meetings. Holistic Approach to Employee Well-being: The department prioritized mental health programming, wellness initiatives, and support mechanisms, acknowledging the diverse needs of employees and their families. Innovative Engagement Initiatives: Embracing the virtual environment, the department initiated creative initiatives such as a poetry and art blog and a Covid cooking contest, fostering a sense of community and connection. Life Continuity Resource Page: The creation of a life continuity resource page reflected a holistic approach to support employees, addressing not only health concerns but also the broader needs of families. Reimagining Meetings and Social Interactions: The department redefined meetings by introducing huddle models focused on relational interactions and encouraged staff-led initiatives, creating meaningful connections and learning opportunities. Additionally, the meetup model facilitated geographical proximity-based events, fostering connections among employees with different roles and in different divisions.

This week’s heart-warming episode of the Leading Real Change podcast, features SVP of Baron’s Market Rachel Shemirani who shares how her company managed change through the pandemic and beyond, setting a new standard of employee care. Key takeaways include: Family Business Success: Rachel shared that working with family requires learning boundaries, but maintaining success is measured by still enjoying Thanksgiving together. Proactive Pandemic Response: In the face of the pandemic, the business proactively stocked up on inventory, adapting swiftly to meet the community's needs. Rapid Decision-Making: The pandemic forced quick decision-making, and despite the challenges, the focus remained on keeping shelves stocked and communities supported. Customer Stress Management: As mask mandates created tensions, the business prioritized the safety of employees, adapting to unusual customer behaviors with a focus on maintaining a safe environment. Realization of Impact: A heartfelt email from a customer highlighted that the business was not just providing groceries but creating a safe haven for the community. Employee-Centric Culture: Treating employees as a priority, offering flexibility, pay adjustments, and addressing individual needs demonstrated a commitment to a people-first culture. Role modeling Well-being: Rachel started taking more vacation herself to help encourage workers to take theirs. Adaptation and Empathy: Understanding individual circumstances, adjusting work hours, and providing vacation benefits showcased empathy and adaptation to the diverse needs of employees. Industry Influence: By adding vacation benefits for clerks and challenging industry norms, the business aimed to redefine the perception of working in a grocery store, emphasizing its value. Building Employee Confidence: Open communication, support for new ideas, and encouraging employees to vocalize values and priorities contribute to building confidence, making them not just good but excellent employees.

In this week’s enlightening episode with Olivia Wagner, the author of "Right Leader, Right Time," we delved into the fascinating concept of FABS leadership: Fixer, Artist, Builder, and Strategist. Here are the key takeaways from this informative discussion: Fixer Leader: The Fixer thrives in challenging and chaotic situations. They don't shy away from troubled circumstances but instead embrace them, seeking to identify root causes and implement solutions swiftly. They excel at turning organizations around, making quick decisions, and constantly seeking the next challenge. Artist Leader: The Artist Leader is driven by the act of creation and reinvention. They're the creative minds who envision new products, services, or innovative approaches. Organizations seeking innovation and a competitive edge should have Artist Leaders in their ranks. Builder Leader: As organizations grow, they often hit a ceiling. The Builder Leader specializes in creating the necessary structure, systems, and processes to facilitate further growth. They empower their teams to build on the solid foundation they establish. Strategist Leader: Strategists operate at scale and complexity. They put structures in place, mentor others, and focus on metrics to ensure that everyone understands their role in achieving the organization's goals. Strategists continuously look for ways to stay ahead of the curve. Olivia also emphasizes the importance of listening and building trust, especially in troubled organizations. Good Fixers, for instance, ask meaningful questions and build trusting relationships. She also promotes a culture of mentorship and development, ensuring that leaders understand their role and contributions. Additionally, Olivia shares a great leadership tip: avoid making big decisions on Fridays when team members may be preoccupied with weekend plans. This helps maintain focus and effectiveness during high-stress situations. The importance of open communication and questioning is highlighted, with small group settings and discussions being effective tools. This approach ensures that everyone is aligned and motivated to move forward. Olivia and her book advocate for building complementary teams where each member's strengths enhance the team's overall effectiveness. It's about focusing on what you do best and seeking help where you need it. In a world filled with endless tasks and responsibilities, Olivia's wisdom encourages us to invest in our strengths, serve in our highest and best use, and create environments where complementary teams thrive.

This week's episode features a fascinating conversation with Kim Scott, author of "Radical Candor" and "Just Work". We dive into the essence of candid communication and battling bias in the workplace. Here are the key insights: Work-Life Synergy: Work and life are interwoven, each enriching the other. A harmonious blend leads to personal and professional fulfillment. Radical Candor Unveiled: Radical Candor is the magic ingredient for open and honest communication. Care personally and challenge directly for strong relationships at work and in life.  Feedback Philosophy: In feedback, aim to provide more praise than criticism. Praise fuels motivation, while constructive feedback fuels growth. Bias Acknowledgment: Recognize your biases and prejudices. Awareness is the first step to eliminating them from your workplace.  Public Corrections: Addressing bias publicly is uncomfortable but necessary. It establishes a shared norm for addressing these issues and promotes change. Shared Vocabulary: Develop a common language to discuss bias and discrimination. A shared vocabulary paves the way for open and honest conversations.  Compassion & Commitment: Create a workplace where compassion and a shared commitment to bias elimination are the norm.  Feedback Desire: Cultivate a culture where employees actively seek feedback, understanding its value for personal and professional growth. The Power of Storytelling: Share stories of bias recognition and overcoming. Stories build empathy and drive home the importance of change.  Embrace Critical Feedback: View critical feedback as a precious resource. It's the key to personal and organizational improvement.   Let's transform our workplaces into spaces where Radical Candor, bias awareness, and growth flourish. Together, we can create more inclusive, compassionate, and innovative environments!

This week’s thought-provoking episode features Julia Boorstin, the author of "When Women Lead." Her reflections on the power of female leadership shed light on how women are changing the corporate landscape. Here are some eye-opening takeaways: Work-Life Balance Empowers: Julia's ability to be both a dedicated professional and present for her children shows that work doesn't have to be all-consuming. It's about finding a balance that suits you. 🌆👩‍💼 Risk-Taking and Motherhood: Having kids can actually embolden individuals to take more risks at work. The decision to balance career and family can lead to a desire to make the most of one's time at work. 🌟👶 Distinct Identity Resilience: Maintaining a distinct identity outside of work makes individuals more resilient in the face of rejection or criticism. It allows them to separate work challenges from personal worth. 🌆🤝 Changing Leadership Landscape: Women tend to lead with qualities like empathy, gratitude, and a communal approach. These traits have a significant impact on team motivation and adaptability. 🤗💼 Outsider Perspective: Being an outsider to the system can offer a fresh perspective on its flaws and how to fix them. This can be a unique advantage for women who've felt alienated from opportunities. 🌏🔍 Driving Systematic Change: Women with insider experience and an outsider perspective often drive systematic change. Their ability to identify underlying problems fuels innovation. 🔄🌟 Business Value of Empathy: There's a true business value in understanding employees, customers, bosses, and investors. Empathy and interpersonal skills lead to better business outcomes. 📈💼 Elevating Women Leaders: Despite challenges, women leaders often yield higher returns, whether in startups or established companies. Elevating their success stories is crucial to changing perceptions. 💪👩‍💼 Julia's insights highlight the importance of diverse leadership styles and the undeniable value women bring to the table. Let's celebrate and support women leaders as they reshape industries and inspire change! 🌐🌟

This week's enlightening episode features Helen Kupp, author of "The Future of Work." Her perspectives on reshaping work dynamics are a game-changer. Here are some key takeaways: Inclusivity in Idea Solicitation: Helen's question of how to gather more ideas and voices without forcing individuals to be overly assertive is pivotal. Creating an environment where everyone's input is valued is the way forward. 🗣️🤝 Work Built for All: Helen's leadership philosophy is deeply rooted in her own experiences of not feeling like work was designed for someone like her. She emphasizes the need for environments where every individual can bring their best self and ideas to the table. 🌟💼 Redesigning Work During COVID: The pandemic offered a unique opportunity to not just adapt work to a virtual environment but to fundamentally redesign how we work together from the ground up. 🦠🏢 The Value of Schedule Flexibility: Helen's research highlights that workers with schedule flexibility experience lower burnout rates and greater stress management. Flexibility isn't just about working from home; it's about reclaiming time and autonomy. 🕒🌞 Broadening Flexibility Definitions: Flexibility encompasses more than remote work; it's about schedule flexibility and trust in teams to manage their time effectively. 🤝🤖 Inclusive Decision-Making: When creating future work policies, it's vital to include input from across the organization. Ignoring diverse perspectives leads to disconnects in policies that impact the entire workforce. 🌐🤲 Redefining Connection: Contrary to the belief that offices foster connection, flexible teams often experience a higher sense of belonging, especially among people of color, women, and caregivers. 🏢🤗 Meetings that Matter: Helen advocates for reevaluating meetings and making them more purposeful. Utilizing frameworks like the "four Ds" ensures meetings are productive and relevant. 📊💬 Performance Measurement: Shifting from measuring hours worked to outcomes achieved is a fundamental change in the future of work. Goals, roles, and responsibilities become more critical in this outcome-oriented approach. 🎯📈 Focus on Creativity: Helen highlights that focus not only drives productivity but also creativity. Clear goals and a concentrated effort yield better results, both in terms of inclusivity and business outcomes. 🧠🌈 Rewarding Effectiveness: Prioritization and efficiency are key skills many possess but aren't always rewarded. Rethinking how we measure success beyond hours worked is essential. 🏆📅 The future of work is dynamic, inclusive, and driven by outcomes, not hours. Helen's insights encourage us to create work environments that value diverse perspectives and empower individuals to thrive. Let's embrace this transformation! 🌐💼  

This week’s inspiring episode features Alex Budak, a true changemaker at heart. His insights on the power of collective change and resilience are incredibly motivating. Here are some key takeaways: Changemaking is a Team Sport: Change isn't about any one person; it's a team effort. The most significant transition is shifting from "what can I do" to "what can we do as a collective?" Strength lies in collaboration towards meaningful goals. 🤝🌍 Resilience and Burnout: Changemakers often ignore burnout signals due to their unwavering drive for change. Resilience should encompass a holistic approach, recognizing the importance of well-rounded well-being. 🔄🔥 Changemakers Everywhere: Anyone can be a changemaker, regardless of their role or title. It's an inclusive identity that you can add to your existing one. A way to see the world and your role in shaping it. 🌟🌎 The Power of Vision: Vision isn't confined to CEOs or executives. Each of us can have vision, the ability to see what needs changing and the courage to disrupt the status quo. 🌠🔮 Courage to Stand Up: Being a changemaker requires courage. It's about saying, "I don't have all the answers, but I'm willing to try." This willingness to step into the unknown is a hallmark of changemakers. 💪🙌 Planning for Roadblocks: Proactive planning is essential. Anticipate challenges and seek support from a community of friends and like-minded individuals to bolster your resilience. 🛠️🤗 Confidence with Humility: Confidence is vital for a changemaker, but so is humility. Effective leadership combines confidence with the ability to bring others into the change process humbly. 🤝🙏 Values-Driven Work: Aligning with values is becoming increasingly important, especially for the younger generation. Businesses must consider their impact and values to attract and retain talent and customers. 🌐💼 Change the System: Remember, "Every system is perfectly designed to get the results it gets." If you want different outcomes, it's time to rethink the system. Be the change the system needs. 🔄🔍 Alex's message resonates strongly in today's world, calling upon each of us to step up as agents of change. Don't wait for permission; give it to yourself! The world is ready for you, and your actions can shape a brighter future. 🌈🌟

This week's remarkable episode features Laura Hamill, a leading expert in driving cultural change within organizations. Her wisdom on nurturing employee wellbeing and enhancing organizational performance is truly transformative. Here are some key takeaways: Organizational Support is Vital: Laura emphasizes that improving employee wellbeing is impossible without robust organizational support. This support spans from managers to top-level leaders, who actively encourage and prioritize it. 🌐🤝 Crucial Role of Culture: Culture plays a pivotal role in making wellbeing a reality within an organization. Sadly, culture is often misunderstood and left unaddressed, even though it's the number one priority for employees. 🏢💼 Culture's Abstract Nature: Culture is a complex and abstract concept, making it challenging to grasp and influence. It operates at an unconscious level, shaping our actions and behaviors without us even realizing it. 🤔🧠 Moving Beyond Surface Values: While articulating company values is a positive step, the real test lies in translating these values into day-to-day behaviors. Laura suggests the importance of behavioralizing values to create a tangible culture that's actively lived. 🙌🗒️ Career Progression through Culture: Behavioralizing values not only brings culture to life but also establishes a career ladder within the organization. It provides clarity on what it takes to become a manager or leader while staying aligned with the organization's culture and purpose. 📊🚀 Systemic Approach to Performance: Laura dispels the myth that hiring 'better' individuals solves all performance issues. In reality, 70% of performance variance is attributed to the organization's systems, not individual traits. 🔄📈 The Neglected Art of Job Design: Job design often takes a backseat in discussions, but it's a critical factor in employee wellbeing. Striking a balance between workload, expectations, and humane job design is essential for sustained performance and happiness. ⚖️😊 Laura's insights challenge us to rethink how we approach organizational wellbeing. It's not just about surface-level changes but a holistic transformation that empowers individuals and organizations alike. 🌈💪

This week's incredible episode features Emma Proud, an extraordinary systems change expert who is making waves as a consultant in international development. 🌍💡 Key Takeaways: Empowerment for Change: Emma emphasizes the importance of empowering individuals to drive systems change, especially when the current system is failing to deliver. 💪✨ Understanding Systems Change: Don't be intimidated by the term "systems change"! At its core, it's all about the relationships between people – how we interact and why. 🤝🌐 The Power of Communication: We hold the incredible power to shape interactions through communication. Remember, how we communicate ripples out and shapes the entire world. 🗣️🌎 Creating Transformative Connections: Building connections can lead to something even greater than those connections themselves. By changing the dynamics through shared stories, we're changing the system. 📚🔄 Unveiling Hidden Drivers: Often, the driving forces behind a system remain hidden until we confront them due to our beliefs not aligning. Uncover and address these hidden factors. 🔍🧠 Nudging Positive Behaviors: Even when facing resistance, we can encourage adaptive behaviors, understanding complexity, and experimentation to drive positive change. 🔄🔓 Imagine the New System: Envision a new system built on shared learning, collaboration, and confidence-building. Together, we can create a ripple effect that inspires others to join in. 🌱🌊 Navigating Change with Care: Emma emphasizes the need to guide people through change, acknowledging the challenges and reassuring them that the day-to-day continues. 🌈🤗 Honoring Existing Contributions: In the midst of change, let's not forget to honor the existing accomplishments, relationships, and efforts that have shaped the current system. 🙏🏽❤️ Embracing Creativity: To foster collaboration, playfulness, and experimentation in the new system, improv comedy serves as a fantastic tool. Let's envision a more exciting future together! 🎭🎉 Finding Purpose Through Connection: Feeling connected to the systems we're part of adds purpose and meaning to our endeavors. Let's strive for this deeper connection. 🌟🤝 This podcast episode is an eye-opener, inviting us to not just observe but actively participate in driving positive systems change. Emma's insights and expertise provide a roadmap for shaping a better world. 🌐🚀 Listen to the full episode and get inspired to be an agent of change!

To launch this podcast, I share a little about my journey to becoming an expert in building thriving workplaces for all. In future weeks, I’ll be interviewing dedicated and passionate Changemakers including thought leaders who have written books about workplace change and CEOs and leaders who are working everyday to improve workplaces for their employees. In this episode, I share some evidence based approaches to overcoming typical problems you face as a leader of workplace culture change including: your own health as a leader, building trust with your employees, fear of change, being stuck in the past, complex social issues, making progress, getting more support, resistance to change, making change long term. To learn more visit www.leading-real-change.com

In the Leading Real Change Podcast, Dr Jacqueline Kerr interviews dedicated and passionate Changemakers about their careers, how they lead change, and what leaders can do today to make a difference in building thriving workplace cultures for all. Listeners will be inspired by these examples of real workplace change. They’ll learn about effective strategies that are working and how to overcome real barriers to change that challenge us everyday. Find out more on www.leading-real-change.com