Lead the People

Oliver Burkeman is the author of the New York Times and Sunday Times bestseller Four Thousand Weeks, about embracing limitation and finally getting round to what counts, along with The Antidote: Happiness for People Who Can't Stand Positive Thinking and Help! How to Become Slightly Happier and Get a Bit More Done. For many years he wrote a popular column for the Guardian, 'This Column Will Change Your Life'. In his email newsletter The Imperfectionist, he writes about productivity, mortality, the power of limits and building a meaningful life in an age of distraction. He lives in the North York Moors. Top 3 Takeaways Get real. While we may be more comfortable keeping ourselves in a state of perpetual busyness, our reality is finite. Accepting this is key to enjoying life for what it is. Act out. Rather than ruminate over whether we’re accomplishing enough or are deserving enough, we should just do the thing already. Taking action is a creative force in itself. Close the books. While the start of projects contains a certain amount of energy, we can be reluctant to experience the joy of finishing them. Find the energy in the beginnings and endings. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “When it comes to overwhelm, it's about understanding that there will always be more legitimate things, useful things that you could do with your time than you'll be able to do when it comes to not being able to exert total control over how time unfolds that will always elude us as humans, and I'm trying to argue that ultimately this is kind of good news.” “I think we're seeking a kind of control, a kind of sense of security. It could be like freedom from problems, just a sort of state of existence that we're always chasing because we never get to it.” “It kind of honors the actions themselves, right? You launch the business venture or write the novel or whatever it is, because that is a fun and meaningful way to spend a bit of your time on the planet, not so you get to this place where you can finally feel adequate.” “Each of these little perspective shifts then has a chance to just sort of slide under the surface of your life a little bit and make a little tiny change, but in a way that might stick.” “An awful lot of what we do in our lives, if we really ask when we're sort of doing it unconsciously, I think is often to sort of create a kind of emotional buffer so that we don't have to feel the reality that we're in.” “My experience going way back is that there's something wonderful about a fresh start, about the idea that you're just diving into something new, and there's something really kind of aggravating about finishing it.” Connect with Oliver Website: http://www.oliverburkeman.com The Imperfectionist (newsletter): https://www.oliverburkeman.com/the-imperfectionist

Jackie Dube has over two decades of human resources and talent optimization experience. She has dedicated her career to the belief that the heart of any successful business lies in its people. Currently serving as the Chief People Officer at the Predictive Index, she applies a mix of analytical rigor and human centric strategy to build high-impact, high performing teams. She is a staunch advocate for proactive people management focusing on driving results by equipping companies with the tools to attract, retain and develop top talent - all within the framework of an inspiring, fun and vibrant company culture. A graduate from the University of Rhode Island with a B.S. in Human Development and Family Studies, as well as Psychology, she relishes the opportunity to cultivate the full potential of every employee she works with. Top 3 Takeaways Proceed with caution. There are bad actors out there who take advantage of job seekers. Always ensure the opportunity is legit before you invest too much or share sensitive info. Raise your game. Never get complacent with your candidate experience. Take a fresh look and collect gobs of feedback to make a steady stream of improvements over time. Have the conversation. Whenever workplace friction crops up, don’t do your laundry as a team. Have the one-on-one conversation with an open mind and negotiate a better way of working together. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Most confidential searches are usually run through a retained search or some type of recruiting firm. So verify where it's coming from, and if it's coming from a recruiting agency, it's probably an appropriate position that the company is not ready to share certain information.” “Any questions around nationality and age violate the age discrimination and Title VII of the Civil Rights Act. So employers—in the U.S. at least—are not allowed to ask questions or make decisions for the most case on those things.” “We've evolved our process tremendously based on candidate feedback. We always ask for a candidate’s experience with their interview with us.“ “We also have an interview based on our core values. So someone will conduct an interview that's not on the team the person would be joining. That is an interview where they can really find out what it's like to work at the company in addition to the team that they'll be on and really ask all of the cultural questions that they want.” “I say self awareness is one of the most important pieces of leadership. This boss might not realize that they're having an impact on their employee like this, and sometimes just let them know. because they might adjust their style if they do.” “In a lot of these situations, we look for right or wrong, and I don't think that there's really a wrong, but it's more about communication and how intentions can be perceived and perceived differently.” Connect with Jackie Website: http://www.predictiveindex.com LinkedIn: https://www.linkedin.com/in/jackie-dube Become Your CEO’s Most Valuable Partner (report): http://predictiveindex.com/learn

One of the world’s leading business thinkers, David’s forward-thinking ideas and bestselling books are changing how companies approach leadership, teamwork, and collaboration. A skilled researcher and inspiring communicator, Dr. David Burkus is the best-selling author of five books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. Since 2017, David has been ranked multiple times as one of the world’s top business thought leaders. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, The New York Times, CNN, the BBC, NPR, and CBS This Morning. A former business school professor, David now works with leaders from organizations across all industries, including PepsiCo, Fidelity, Adobe, and NASA. Top 3 Takeaways Empathize early and often. Develop a sincere appreciation for others’ working styles and how they’re similar to or different from your own. Don’t expect others to conform to your preferences. Build the foundation. Psychological safety and trust are essential for proper teamwork. Putting in the early effort upfront will pay dividends when you need it later. Pause and ask. When a team member brings you a problem, don’t take the bait. Rather than jump to solution mode, honor their vulnerability then ask questions to uncover the deeper source of the problem. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “All of the easy problems have been solved, and so, yes, we are dealing with information overload when we're talking about one brain, but all that really means is all of our work now requires teamwork and interdependence which is a good thing.” “Most of the time when you have a cross functional team, we speed way too fast into trying to work and not enough time talking about how we're going to work.” “Your high performers want to know what their expectations are, and they want to be held accountable to them, because you can't exceed expectations if you don't know what they are.” “We've all been in those situations where we got really excited to share a crazy idea, and it was shot down immediately. What happened? Well, we didn't share our crazy ideas anymore.” “What you see when you have that sense of prosocial purpose is not only increased with individual motivation, but an increase in people's willingness to put their own agendas aside… Their egos, agendas, they tend to put that aside much more often and put what I like to say, put we over me, take their own agendas and put them subservient to the needs in the agendas of the team.” “Easiest, simplest, fastest thing you can do to hit all three right as a leader is the next time your person is sharing something with you—and you sense that it takes any amount of vulnerability to share that—just say to yourself as they're talking, pause and ask, pause and ask. And then when they're finished talking, don't jump into what you wanted to say. Pause and ask them a follow up question based on what you heard.” Connect with David Website: https://davidburkus.com LinkedIn: https://www.linkedin.com/in/davidburkus Instagram: https://www.instagram.com/davidburkus  

Archie L. Jones, Jr. is an accomplished author, educator, speaker, advisor and investor. As the founder and CEO of NxGen COACH Network™ , he draws from his own leadership journey to empower and coach the next generation of global leaders through speaking engagements, workshops, his podcast, and new book, The Treasure You Seek: A Guide to Developing and Leveraging Your Leadership Capital. In this book, available now, Archie shares deeper insights and expertise in leadership capital to coach aspiring and seasoned leaders towards their dreams. Top 3 Takeaways Invest wisely. Leadership capital is a type of currency you can invest to make all the other types of capital such as financial and social capital more valuable. It’s truly a multiplier. Open up. Being a leader doesn’t mean you have to have all the answers. You may feel that way, but those around you don’t. Draw them in to solve the big problems together. Make time. It may be counterintuitive, but be sure to spend some work time not working. Use it as an opportunity to get to know your team and engage in quality activities that will later enhance the work you do together. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Leadership capital is the currency, and you're going to invest your leadership capital in other people and they're going to invest their leadership capital in you against an aligned set of goals.” “I had to get creative once I discovered what it was. ‘How do I apply that? How do I turn that into something that I can lean into and leverage?’” “Those of us who are in a leadership position, the expectation is that you're supposed to have all the answers. And to have the humility to say, ‘I don't know’ and to actually then lean into where we're going with connections, lean into the broader team, lean into the collective to bring their experiences, bring their superpowers to bear in that versus trying to solve it on our own or to have to be the one to come up with the answer." “We actually have to work at finding time to get to know the people who we're working with. If you're not careful you can end up in such transactional relationships.” “It's not around trying to sell more, spend less today, but actually get to know each other a little better and know who we are and what our individual goals, ambitions, and missions are so that we can lead.” “Self confidence is not taught. It's built over time.” “So much of the problem with imposter syndrome is you take yourself out of opportunities. No one's even said anything to you yet, right? They made the right decision to put you in the room. Your job is to stay in the room until somebody actually comes and gets you out of the room.” Connect with Archie Website: https://archieljonesjr.com Training Camp for Leaders (podcast): https://archieljonesjr.com/podcast The Treasure You Seek (book): https://amzn.to/3XeiMX6 NxGen COACH Network: http://nxgencoachnetwork.com

Dr. Mandolen Mull is the Founder of MullMentum Consulting, a bespoke leadership development firm. Having held leadership roles in healthcare, property preservation, logistical distribution, and higher education prior to founding her consulting firm and authoring several books, Mandolen brings her hybridised background to personalised leadership development training. Heavily mentored by a stonemason entrepreneur father, and as the (favourite) granddaughter of a USAF Col. and Base Commander, her customised approach resonates with leadership audiences across front-line manufacturing, real-estate developers, entrepreneurs, union Ironworkers, education administration, healthcare executives, private equity board members, and other industries in between. Pint-sized, she packs a powerful array of humor, humility, and heart. Having relearned to walk and talk while earning her Ph.D. in Organisational Development and Change, her resilience is her relatability. True to her robust, polymath background, she also holds an MBA in International Business and a BS in Political Science and Psychology. Top 3 Takeaways Keep score. Depending on your work, you may not be able to see tangible results of all you do throughout your days and weeks. Get creative and find a way to make your wins more visible. Share the love. Rather than contribute to the isolation and separation that naturally accompanies modern work and life, offer kudos early and often. Recognition draws us together. Get in line. As leaders, we’re part of a lineage that stretches backward through all our mentors and their mentors, as well. Now it’s our turn to invest in those coming up behind us. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.  Optimal Leadership Tips Newsletter How workplace assessments can make you a better leader: https://bit.ly/4h0eWtS From the Source “We have employee fatigue happening, so we've got all these different variables happening. And what I fundamentally think it comes down to is that it's really a transactional world that needs to be more transformative.” “I hear so many people say that they feel like they're doing so much but feel like they're not doing enough in the sense of they just aren't collecting their wins.” “I think sadly we've got a lot of isolationist environments. We've got a lot of environments focused on competition and comparison. We reward our employee of the year versus a department of the year or something like that. Our value says ‘We're all about teamwork’, but we reward individualism.” “First and foremost, as leaders, we’ve got to go in and really level with our people letting them know the top three priorities that we're focused on and how to allocate their time on that—making that very demarcated for them—to understand where their efforts need to go. Because that eliminates that role ambiguity, gives them that sense of accomplishment.” “The antidote to these competitive comparison environments is collaboration and championing each other, ाnd I don't think we get to champion each other. I don't think we do that enough. And I think we've got to get so much better about giving each other kudos.” “We're in a finite role, but we're making an infinite impact. Understanding that’s our goal is something that I call ‘generational mentorship’. If we can sit there and think about how ur job is to develop leaders who go on to develop other leaders. Someone took a chance on us, gave us opportunities, where are we then passing that torch forward?” “I really believe my purpose on this earth is to develop leaders who go on to develop other leaders.” Connect with Mandolen LinkedIn: http://www.LinkedIn.com/in/Mandolen Website: https://www.mullmentum.com “Grit for the Pearl” (book): https://amzn.to/3YkuYX1

Genelle Taylor Kumpe has devoted her career to issues that transform our community, empower others and advocate for women and children. Her background in education, entrepreneurship and community service makes her uniquely qualified to serve as CEO of the San Joaquin Valley Manufacturing Alliance (SJVMA) and the CEO of the Fresno Business Council (FBC). Kumpe serves as a spokesperson for SJVMA, leveraging her extensive experience and expertise to advocate for the manufacturing sector in the region. In her role, she focuses on promoting workforce development, industry innovation, and economic growth within the San Joaquin Valley, highlighting the importance of manufacturing to the local and broader economy. Her efforts are crucial in driving collaborative initiatives that support the alliance’s mission to strengthen and expand the manufacturing industry in the area. Top 3 Takeaways Get in the game. Building a thriving community requires all of us. Government and education institutions need business leaders to come to the table and partner to develop and implement joint solutions. Leverage strengths. Business people are naturally trained to be solution-focused, goal-oriented, and long-term thinkers. We need to bring these strengths with a coalition mindset to solve the bigger problems in our communities. Create the conditions. Whatever business you’re in, you operate within your local community. Think about your local talent pool, environment, and educational institutions as an extension of your organization. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “We want to build a really thriving region where businesses can grow and families can flourish.” “Not one person can do everything. Not one organization can do everything, but if we all do a little bit, we can make some really big transformative changes.” “Business people, they are entrepreneurial in spirit. They're solution driven. What more can you ask than to have business people really leading initiatives and being at the table and being that voice?” “We wouldn't be able to be as successful if there weren't those individuals that are around the table that we work with every day: our members, our board members, and then the organizations that collaborate and work on these issues with us as well.” “You have to take a seat at the table, be part of the solution, think beyond your four walls and think about the future.” “Fresno is really emerging as a place where cutting edge manufacturing meets purpose-driven leadership. So through our partnerships with education institutions from community colleges, high schools, we're really building the talent through CTE programs or career technical education.” Connect with Genelle Fresno Business Council: http://www.fresnobc.org San Joaquin Valley Manufacturing Alliance: http://www.sjvma.org

Alex has 15+ years of global experience in the People/HR space. He has spent time working in different industries and for companies like Citi, NBCUniversal and WeWork, amongst others. His specific expertise has centered on creating, transforming and building out systems that foster an equitable, innovative and inclusive workplace culture. He has been a full-time Chief People Officer & Head of HR (for GHJ and Control Risks respectively) and is currently focused on start-up fractional clients as part of his own business, Alex Seiler LLC and as a founding fractional executive at Blackpoint HR. He is also a start-up advisor in the HR tech space, currently partnering with When Insurance, Kindred Minds, Klaar and ChangeEngine. Top 3 Takeaways Pile it on. An effective HR function can help an organization hire and retain talent, boost productivity, minimize risk, help the business navigate change and growth, and much more. Partner up. Model the type of relationship you want your leaders at every level to have with HR. This includes being proactive, establishing and maintaining trust, and taking a strategic approach and not just a tactical one. Get smart. You’re likely awash in people data, so be sure to read up on what’s happening. Your HR counterparts have employee experience surveys, exit interviews, and other datasets you need to absorb and consider. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. Featured Podcast "Show Up as a Leader with Dr. Rosie Ward": https://drrosieward.com/my-podcast/ From the Source “HR is a strategic partner, so if you're just leveraging them just for administration, you're really missing out on how they can actually help you drive the business, its outcomes and overall company culture and success.” “Underfunding or under-resourcing an HR team brings you back to more of that transactional, reactive type behavior instead of driving that proactive, strategic type behavior.” “More and more, CPOs have left full-time roles and have gone fractional like myself because of things like burnout, too much on their plate, not enough support and not enough resources.” “If you haven't necessarily had the greatest experiences with the people function—or they felt more administrative—if you go to a new organization, make sure to give them a chance especially if you're hearing or seeing things done differently to what you've experienced before.” Connect with Alex LinkedIn: https://www.linkedin.com/in/alexseiler/ Wellness event (10 Oct 2024): https://motivesmet.lpages.co/wmhd-wellbeing-workshop2/

For the past twenty years, Tammy Day has helped businesses, organizations, and individuals do more good by connecting people, ideas, and community assets. As an owner of Daycos, Inc., one of a handful of Nebraska B Corps, she knows how to balance profit with purpose and use business as a force for good. A published author in Reclaiming WE: Twenty Everyday Acts to Strengthen the Common Good and Defend Democracy (April 2021) and of Philanthropy for All: A Practical Guide to Doing More Good (November 2023), Tammy continues to share her expertise as a mentor, speaker, writer, and trainer. She lives and works in Norfolk, Nebraska, with her husband Brandon. Top 3 Takeaways Honor the itch. When Tammy and her husband had an inkling there was a next level for their business, they paused. After some deep reflection, they hit on a formula to do good and to be good. Join forces. A big benefit Tammy experienced by committing to the B Corp path was being able to connect with like-minded business owners to share ideas and inspiration. Don’t feel you’re all alone in your pursuits. Share the wealth. Rather than simply write checks, Tammy and team created a virtuous flywheel that allows all employees to get involved. Every act puts energy behind the flywheel and makes a positive impact. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “I'm often head down, what's next, let's keep going. And we don't often take time to pause and reflect on what has been, how far we've come, what kinds of things we can celebrate. Once we did that it kind of helped us move on to the next phase.” “When we were figuring out this new path to purpose as a company. We wanted to make sure that one of our tenants was that we put some real solid foundational frameworks around what we were doing, one to hold us accountable to help us have a peer group to learn from, and two to indicate to our stakeholders that this was more about who we are and not a program or a passing thing that we were going to try. It was going to be deeply ingrained in the business in all kinds of ways.” “You're measured in many areas of how you operate: governance, workers, community, environment, and so then you receive a score, and you have to hit a certain threshold in that scoring to be considered a B corp and receive that certification.” “We have 60 people that work for us. What could happen if those 60 people had true ownership?” “To us, this is part of your real work. So we do not ask people to do this on the weekend or in the evenings. They take time out of their day and we account for that when we're resourcing our teams… that people will be spending time on these efforts.” “We are all about this ‘rising tides raise all ships’ mentality. So we wanted to broadly share everything that we're about with the hope of inspiring others, because again I believe that's the way things get better.” Connect with Tammy Website: http://www.tammy-day.com Philanthropy for All (book): https://amzn.to/3z8kBgd Company Website: http://www.daycos.com

Mark is the CEO and Co-Founder of Mygrow. He is an Organisational Psychologist specialising in the development of Emotional Intelligence (EQ) and organisational culture. His work in neuroscience, leadership and behavioural change have made him a sought-after facilitator, coach and speaker and his methods and teachings are being used around the world through Mygrow. Theran is the Chief Humanising Officer of Mygrow. He thinks, writes, and speaks about humans— about our individual and collective potential. He’s an expert in topics and issues involving capitalism, organisational culture, behaviour, values, emotional intelligence, narrative identity, psychology and social science. His personal purpose statement in everything he does professionally is to “Realise Humanity.” Mygrow is on a mission to build an Emotionally Intelligent World by pioneering a new approach to people development and organisational well-being. Leveraging a unique blend of psychology, neuroscience, film and technology, Mygrow is delivering scalable, measureable and sustainable behaviour change causing individuals and organizations to flourish. Top 3 Takeaways Feel the burn. I really enjoyed how Mark described how emotional intelligence is a set of competences that work like muscles. They can be developed, but we have to put in the reps and the effort Root down. We may be tempted to look at short-term investments as a fast path to the fruit we want to enjoy. Better to go deeper to the root of the skills needed to make those intermediate efforts pay off. Be human. It’s a familiar refrain on this show, but our world of work has fundamentally changed. Everything is connected now, and our business results are directly tied to our ability to meet the very human needs and interests of our workers. Subscribe to Matt’s LinkedIn Newsletter Optimal Leadership Tips: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888 From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “The research seems to show quite clearly that these are competencies that can be developed. It is classified as an intelligence for a few specific reasons, one of which is that it actually can develop with with age.” (Mark) “I like to think of cognitive intelligence a little bit more like bones. It increases to a certain age and then it gets relatively set where emotional intelligence or the competencies in the domain of EQ seem to be a little bit more pliable based on implementing techniques.” (Mark) “If a system works well, it doesn't mean it will accomplish what it needs to just because the system itself works well. The people themselves can hamper that.” (Theran) “We were chatting with a partner in our network recently who said, ‘Covid wasn't the problem. Covid was just the start of the infection, and we're really beginning to see the organ failure.’ Now that's coming as the result of the infection that spread, and human nature will take the easy way out which is often the maladaptive coping mechanism which is focused on current state.“ (Theran) “Something of a mistake that's being made in the investment that companies are making is they're investing in the fruit and not investing quite as much in the root constructs that will make the fruit possible.” (Mark) “The human side of business is starting to show greater fruit than the systems and processes and bureaucracy that was part of an era that unfortunately is bygone.” (Mark) Connect with Mark and Theran Website: http://www.mygrow.me LinkedIn (Mark): https://www.linkedin.com/in/markbaker-mygrow LinkedIn (Theran): https://www.linkedin.com/in/theranknighton-fitt Human Impact Audit: https://humanimpactaudit.com Leadership Development Strategy Audit: https://meetings.hubspot.com/mark392/leadership-strategy-audit

Bonnie manages the business recruiting team at Zapier, a SaaS company in the automation space. She is also a content creator with over 500k followers across LinkedIn, TikTok and Instagram, and writes two newsletters sharing insights for jobseekers, as well as people in the HR and talent space. She enjoys travel, great food (eating more than cooking), and managing her almost 4-year old's social calendar. Top 3 Takeaways Know the score. Looking at jobs data can give you a popsicle headache. Be sure to do your homework on what your current hiring climate is like. Take a human approach. Pervasive technology and large numbers tempt us to automate candidate relationships. Use the tech, but also inject distinctly human interactions where possible. Get with the times. A new generation is pouring into the workforce. Rather than focus on what’s different about Gen Z, seek to understand their perspective and align on win-win outcomes. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “There's a real disconnect between the jobs that people are applying for and the jobs that are available.” “There's a disproportionate amount of people trying to get into remote work, and so those remote jobs might be like 15 percent of what's posted, but then they're getting over half the applications.” “The largest number of jobs are being created at small businesses. So, companies with fewer than 50 or under a hundred employees, that is where the greatest amount of job creation is happening.” “Two of our just like standard rules is everyone gets a response within seven days. They never go more than seven days without communication. Of course, there's someone that is going to say we missed that for them. It happens. We're human. But for the most part, I would say about 99 percent of people have that experience with us. And it's as simple as that they get a rejection email if it's a no. And we let them know at every step, like where they stand.” “[Generation Z is] pushing more for balance. They're pushing more for, um, You know, workplaces that treat them like humans.” “I think there is this common pattern where every generation kind of says, ‘They don't work as hard as we did’ or that's dealt with it as like a millennial that ‘We were entitled’ and all of that, but I think actually listening and embracing where they are in realizing they actually have a pulse on the future in a much better way than some of your mope seasoned people.” “I think the social media stuff is a really good example of that. 15 years ago, employer branding was getting yourself on one of those lists, like a best place to work list… that was like top notch employer branding. Today it's your people being on social media saying, ‘I love where I work and here's why.’” Connect with Bonnie LinkedIn: https://www.linkedin.com/in/bonnie-dilber Instagram: http://www.instagram.com/bonniedilber