Derek Sivers
Derek Sivers
Oct 5, 2020
Transformative Principal
41 min

On education, parenting, and encouraging focus

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Digital HR Leaders with David Green
Digital HR Leaders with David Green
David Green
49. What is the Impact of Virtual and Hybrid Working on Innovation? (Interview with Michael Arena)
There should be little doubt that human capital is a firm's greatest asset, however, this isn't enough. Organisations must also ensure that individuals are relationally positioned for success. In other words, bringing in the best people is only part of the solution. Firms must also bring out the best in people and that requires us to more intentionally leverage social capital. Those are not my words, although I wholeheartedly agree with their sentiment, but of Michael Arena, my guest for this week's episode of The Digital HR Leaders podcast. Michael is the author of the brilliant book, Adaptive Space, How General Motors and Other Companies are Positively Disrupting Themselves and Transforming Into Agile Organisations. He is also a faculty member in Penn's Masters in Organisational Dynamics and he is currently the VP for Talent and Development at Amazon Web Services. He is also one of the world's foremost experts on Organisational Network Analysis. In our conversation, Michael and I discuss: * Why social capital is the next frontier for HR and how to measure it through the use of active and passive ONA * Why the pandemic will likely fast forward the future of work by five or ten years * The critical role that social capital plays in generating, incubating and scaling innovation * The potential implications to bridge connections of a shift to virtual and hybrid work environments * Some typical use cases and specific examples of how ONA can be used in relation to understanding collaboration, M&A, research and development, culture and employee wellness * How to ensure ONA initiatives deliver value for the business and the workforce and properly address any concerns on ethics, privacy, and trust * What HR can do to prepare their organisations for an increase in remote and hybrid working This episode is a must listen for anyone interested or involved in Innovation, Culture, People Analytics, Employee Experience and Social Capital. So that is Business Leaders, CHROs and anyone in a Talent Development, People Analytics, D&I or HR Business Partner role. Support for this podcast is brought to you by Panalyt. To learn more, visit https://www.panalyt.com.
42 min
Marketing Trends
Marketing Trends
Mission
Building Exceptional Influencer Marketing with Obviously CEO, Mae Karwowski
There are many lessons we’ve learned in 2020, including many in the world of marketing. When traditional means of advertising are flipped on their head, finding another method that works is paramount. Many different strategies were attempted, but one has risen above the rest: influencer marketing. _“In 2020 people are online so much, we're seeing the performance of our influencer campaigns continuing to accelerate and increase in value. The concept of an influencer has really transitioned into the mainstream where you open the front page of the New York Times and you're like, there's going to be two or three articles that mentioned influencers or TikTok or Instagram. it's so pervasive in a way that I think was sneaky for most people, but it's now so huge.”_ That’s Mae Karwowski, the founder and CEO of Obviously, which provides quality influencer marketing for the world’s iconic brands. On this episode of Marketing Trends, Mae discusses some of the latest trends in influencer marketing. She talks about why it’s key to understand the value a potential influencer can have on your brand, and she stresses that the number of followers a so-called influencer has does not correlate to purchases. Main Takeaways: * Know Your Voice: When deciding to enter the realm of influencer marketing, it’s important to work with people who not only understand your brand, but make sense for your brand as well. If a particular influencer's followers are used to them reviewing cameras and you’re a beauty brand, it doesn’t make sense to work with that person. Instead, work with influencers who are authentic matches for your brand. * Follow the Leader: CMO and marketing departments need to start thinking about influencers as a distinct channel and not just someone you write a check to. In order to have success when utilizing influencers, you need to strategize a campaign around them just like you would any other channel. * Bigger Isn’t Always Better: As the price of influencers rises, think about the cost of who you’re working with. Is it more important for your brand to go after one large influencer? Or are you better off working with smaller influencers in order to reach the same audience? If you work with a larger number of micro-influencers, you can reach your audience at the same scale and may find a more loyal audience. --- Marketing Trends podcast is brought to you by Salesforce. Discover marketing built on the world’s number one CRM: Salesforce. Put your customer at the center of every interaction. Automate engagement with each customer. And build your marketing strategy around the entire customer journey. Salesforce. We bring marketing and engagement together. Learn more at salesforce.com/marketing. To learn more or subscribe to our weekly newsletter, visit MarketingTrends.com.
46 min
Find Your Dream Job: Insider Tips for Finding Work, Advancing your Career, and Loving Your Job
Find Your Dream Job: Insider Tips for Finding Work, Advancing your Career, and Loving Your Job
Mac Prichard
Four Steps You Need to Take to Land a Virtual Job, with Amanda Nachman
Due to COVID-19, companies are now hiring for more virtual positions than ever before. But how do you prepare to find one of these virtual jobs? Your first step is to figure out what lights you up, according to Find Your Dream Job guest Amanda Nachman. Amanda says passionate people are more likely to snag one of the few jobs available in this economy. She also shares specific ways to build your network, not only while seeking your next job but as a daily practice. And lastly, make sure your background for virtual interviews is clean, and that you’re dressed professionally. About Our Guest: Amanda Nachman (https://www.linkedin.com/in/amandanachman/) is the author of the new book, “#Qualified: You Are More Impressive Than You Realize.” (https://www.amazon.com/QUALIFIED-More-Impressive-Than-Realize/dp/1950367339) Amanda also hosts the podcast, Find Your Passion Career. (https://findyourpassioncareer.com/podcast/) Resources in This Episode: * Want tips on how to feel more qualified in your job search? Follow Amanda on Instagram (https://www.instagram.com/amandanachman/)and grab a copy of her new book, “#Qualified: You Are More Impressive than You Realize.” ((https://www.amazon.com/QUALIFIED-More-Impressive-Than-Realize/dp/1950367339)) * From our Sponsor: Find Your Dream Job is brought to you by TopResume.(http://macslist.org/topresume) Top Resume has helped more than 400,000 professionals land more interviews and get hired faster. Get a free review of your resume today from one of Top Resume’s expert writers. (http://macslist.org/topresume)
28 min
Being Freelance
Being Freelance
Being Freelance - The freelancing podcast with Steve Folland and a stack of inspiring freelancer stories
Build processes to delegate - Freelance Web Designer and Strategist John D. Saunders
This episode is kindly supported by With Jack! _With Jack help keep you in business by supporting you financially or legally if you have problems with a client._ Get _the freelance insurance you deserve._ _Visit __withjack.co.uk__ and be a confident freelancer._ John’s first client was his mum, a teacher in need of a website so she could offer one-to-one tutoring. Today, after spending four years learning the ropes in an agency, John’s running his own agency as well as three other businesses and online courses. John worked 18-hour days while he was a full-time employee building his freelance portfolio on the side. Six years later and with everything he’s got going on, John’s enjoying a comfortable working week with plenty of time left over for his young family. He’s learned to trust his team and step away from the creative work to focus on managing projects and operations. He tells Steve how he’s built standard processes in his business that allow him to delegate easily and well. Love learning from other freelancers like this? Check out the website beingfreelance.com, be part of the Being Freelance Community! You'll also find useful links for this episode. That's beingfreelance.com Like VIDEO? - Check out the Being Freelance vlog - YouTube.com/SteveFolland Who the hell is Steve Folland? You know how everyone bangs on about how powerful video and audio content can be? Yeah, well Steve helps businesses make it and make the most of it. Find out more at www.stevefolland.com Track him down on Twitter @sfolland or lay a trail of cake and he'll eventually catch you up.
41 min
The Future of Work With Jacob Morgan
The Future of Work With Jacob Morgan
Jacob Morgan
How The President Of Microsoft U.S. Leads With Courage & Empathy
Kate Johnson is President of Microsoft US, a $45 billion division including all of Microsoft’s solutions, services, and support revenues across public and private sectors in the United States. Kate is responsible for a team of 10,000 people and she is currently very involved in Microsoft’s culture journey led by CEO Satya Nadella. Prior to Microsoft Kate served as the Chief Commercial Officer for GE Digital. She has held several key senior leadership roles at GE, Oracle, Red Hat, and Deloitte Consulting. With the chaotic state of the world right now we need leaders who are courageous and empathetic. One leader who truly understands how to lead with both courage and empathy in these challenging times is Kate Johnson, the President of Microsoft US. Leaders can’t just stay where they are comfortable anymore, they have to be willing to take a risk and own all the consequences. They have to be open, transparent, and vulnerable. They have a deep understanding of their people and their customers. When the CEO of Microsoft, Satya Nadella, first approached Kate she was working for GE and felt very loyal to the company. She had no intentions of leaving the company. But she couldn’t turn down a meeting with Satya. And the reason she ended up making the move was because of something he said. When Kate had asked Satya about his philosophy around culture he said that Carol Dweck was one of his personal coaches and he spoke of how a growth mindset has the ability to unlock the purpose of a company and the potential of the people. Hearing that Kate knew there was alignment from the top to the bottom of Microsoft and she jumped at the opportunity to be a part of it. How to lead with courage Most people probably think about courageous leadership as guns blazing in the heat of the battle or a leader who is invincible and strong. But Kate’s definition is a bit different than that. She says, “One of the things that we've been learning is the connection between courage and vulnerability. So everybody thinks if you're courageous, that you have no weakness. You are strong, they picture warriors, you know, with lots of armor and heading off. That's not what courageous leadership is. Courageous leadership is the willingness to activate the troops and own the outcome, but also to do so bringing all of your strengths and weaknesses to the table with total transparency and clarity, and kind of owning work with that and figuring out how to assemble the team to bolster wherever there are weaknesses. And that's a different kind of leadership that I think is essential today. One example Kate shared of how she is living out courageous leadership has to do with the training she has been going through with her team. Kate asked Brene Brown to help 140 leaders in her division. During this learning journey the whole group went to Alabama to spend time with the famed Harvard attorney Bryan Stevenson to talk about race in America. The group read his book and then spent a few hours talking with him. They were so shocked and moved by what he said they decided they needed to learn more. Kate asked Bryan to speak at the Microsoft Sales Kickoff, which was a great success. Not only did he receive two standing ovations from the entire US team but it opened up some great conversations about race. Kate and her team decided to go together--7,000 people across 42 movie theaters to see the movie Just Mercy. Throughout this year she has reached out to her team to ask what she can do to address racial inequalities and racial tensions. She has opened up some tough conversations and pushed the organization to do better. This is what courageous leadership is. When asked what courageous leadership looks like Kate said, “There's a million different examples that I could give to you. But the one that resonates most frequently, is when you see a person trying to get it right, instead of trying to be right. She mentioned how Microsoft used to be a company of “know it alls” but now, under Satya’s leadership it has become a company of “learn it alls”. “And a learn it all is somebody who has no preconceived notion of what the answer is, and is all about creating an inclusive process to go get that answer. Courageous leaders show up like that every single day, versus one that isn't so courageous as one that walks into the room, thinking they know the answer, and thinking that their job is to convince everybody else what the answer is. And it's that get it right versus think you're right.” Balancing family and work A lot of leaders struggle with balancing work and personal life. There is sometimes a struggle for female leaders specifically who may be pressured by society or a boss to pick between an executive role and a family life, thinking both can’t be possible. But as Kate shows, it is definitely possible to be a successful leader and a great parent and spouse. But it takes work and intentionality. Kate says it all comes down to making sacrifices. And she has a practice in place that really helps her put up boundaries. She gives her kids her calendar at the beginning of the year and they get to block out important dates, whether it is a school recital or a sports tournament or graduation. And then her team knows that those dates are spoken for. There are also certain work black out dates which she knows she has to be present at work for. And it’s when some of the dates overlap that all parties have to come together to find a solution. But it all works out. Kate says, “I've always balanced it. And I've always enjoyed both roles. And the more that I can be the same person, as I play both roles, you know, mom to Owen and Jake and leader of MSUS, being the same authentic person with same quality, same sense of humor, same flaws, same pros and cons that's when I know I'm doing it right.” Kate’s advice for female leaders Kate admits that when she first started as a leader she said no to her family more than she did to work, because she felt like she had something to prove and she had to show she was willing to work hard. She didn’t have confidence that her boss would understand if she said no to work. But she had a wake up call from a boss one time. Kate’s boss asked her one day, “if you didn’t show up to work tomorrow, do you know what would happen?” and Kate said, “I don’t know, what?” and her boss replied “nothing”. The sun will still come up tomorrow whether or not you are here. She learned that it is okay to say no to work. People will understand. As long as when you are at work you work hard and you have a good reputation, no one is going to think you are lazy if you say no from time to time. It’s okay to say no. In fact, Kate says saying no to some things will probably help you raise the quality of your game and the places where you do say yes. And this is not something she just practices herself, she coaches her people to say no too. She actually sent a note out this past month to remind her team to say no more often, especially to things like internal meetings where it doesn’t really bring any value to customers. The key to saying no is providing an alternative. If you have to say no to a meeting maybe someone else at your level can attend, or maybe the meeting can be moved, or perhaps they could tape the meeting for you so you can keep up to date. How Microsoft is focusing on empathy The purpose and mission of Microsoft is to empower every person and organization on the planet to achieve more. In order to do that they understand they have to prioritize empathy. Kate says empathy is just deep understanding. In order to serve their customers employees need to know how to be empathetic and how to immerse themselves in the needs of their clients. Kate truly believes that, “our empathic muscle is directly tied to how much share we can grab in the cloud market.” So they practice empathy every single day. Microsoft lea…
1 hr 5 min
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