Jen Fisher

Rebecca Hinds, meetings expert who treats meetings as products, and Jen Fisher, former Deloitte well-being officer and author on hope in organizations. They challenge the calendar status quo and outline meeting resets and the rule of halves. They reframe hope as an actionable strategy and warn that misaligned incentives erode well-being. Short, practical ideas for reclaiming focus and meaning at work.

Jen Fisher, a workplace wellbeing expert and former Chief Wellbeing Officer at Deloitte, shares her insights on cultivating hope in the workplace. She discusses how hopelessness can lead to burnout and disengagement, and emphasizes the importance of creating hopeful organizations for better performance. Jen introduces hope theory and suggests practical exercises like hope spotting and keeping a hope journal. Leaders are encouraged to become 'hope dealers,' fostering curiosity and agency in their teams to drive engagement and motivation.

Guests include Jen Fisher, Human Sustainability Leader at Deloitte, Progress Coach Jillian Johnsrud, and Rich Girl Rachael who took her own sabbatical. Topics discussed include the logistics and psychology behind taking a sabbatical, the importance of work-life balance and investing tips, strategies for overcoming fear and navigating uncertainty, achieving a sustainable work pace, and the pursuit of financial stability and exposure to new perspectives.

Jen Fisher, former Chief Wellbeing Officer at Deloitte turned entrepreneur and author, helped pioneer wellbeing as a strategic organizational function. She discusses why workplace wellbeing is an outcome of systems, how hopelessness fuels burnout, the pivotal role of middle managers, and why leaders must treat wellbeing as enterprise strategy rather than perks.

Jen Fisher, Deloitte’s human sustainability leader and former chief well-being officer, discusses the alarming rise of burnout among data professionals. She shares her personal experiences and insights on fostering a supportive workplace culture. Jen emphasizes the importance of genuine well-being initiatives over superficial perks, while explaining the complexities of high-performance environments. Additionally, she highlights the need for connection in distributed teams and the role of leaders in prioritizing their own well-being to create a culture of trust.