D'Skills In Action podcast

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תוכן מסופק על ידי Hannah G. Williams. כל תוכן הפודקאסטים כולל פרקים, גרפיקה ותיאורי פודקאסטים מועלים ומסופקים ישירות על ידי Hannah G. Williams או שותף פלטפורמת הפודקאסט שלהם. אם אתה מאמין שמישהו משתמש ביצירה שלך המוגנת בזכויות יוצרים ללא רשותך, אתה יכול לעקוב אחר התהליך המתואר כאן https://he.player.fm/legal.

<div class="span index">1</div> <span><a class="" data-remote="true" data-type="html" href="/series/ted-health">TED Health</a></span>

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TED Health

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לפני 5 ימיםלפני 5d ago

בטל רישום

שבועי

What does exercise do to your brain? Can psychedelics treat depression? From smart daily habits to new medical breakthroughs, welcome to TED Health, with host Dr. Shoshana Ungerleider . TED speakers answer questions you never even knew you had, and share ideas you won't hear anywhere else, all around how we can live healthier lives. Follow Dr. Shoshana Ungerleider on Instagram at @shoshanamd and LinkedIn at @shoshanaungerleidermd Hosted on Acast. See acast.com/privacy for more information.

d'Skills in Action explicit

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Welcome to "d'Skills In Action," where we're flipping the script on traditional education and career paths! Tired of being told that college + degrees are the end-all-be-all? Welcome to "d'Skills In Action," where the real talk is about d'Skills and real-world IMPACT, not just diplomas. Hosted by 25-year-old Hannah Williams, founder of d’Skills, and 20-year-old Swetha Tandri, founder of Melodies for Math, this podcast is for high schoolers, gap year students, and (epic) parents with a different mind. Each week, we serve you two dynamite takes: d'Skills Deep Dives and Rebel Roundtables. In d'Skills Deep Dives, we showcase students around the globe who are making real-world impacts right now—and aren't relying on their degrees to do so. In Rebel Roundtables, we bring unconventional leaders and experts to chat about their unique journeys to success. Why does this podcast matter? In 2023, less than 30% of employer think college grads have 21st century skills... despite having degrees. BIG YIKES. We're building a new narrative, one where skills and real-world impacts are the stars of the show. But hey, we're not just a podcast; we're a community. So, don't just listen—join the conversation at dskills.io/community. Hit that subscribe button and let’s ditch that script. 🎉 Disclaimer: This podcast was formerly known as the "Native Digital Native Analog Show" but has now been rebranded as "d'Skills In Action."

57 פרקים

#Careers #Entrepreneur #Business #Podcasting Education #Hannah G. Williams #Best Selling

d'Skills in Action explicit

updated לפני שנתיים

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57 פרקים

#Careers #Entrepreneur #Business #Podcasting Education #Hannah G. Williams #Best Selling

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Gen Z Engagement Demystified with Coco Brown, CEO at The Athena Alliance and Britt de Visser, Chief of Staff at The Athena Alliance 49:41

לפני 2 years49:41

הפעל מאוחר יותר

רשימות

לייק

אהבתי

49:41

Ever wondered what's on the mind of a leader when they're working with someone from Gen Z like you? In this episode, we're going to give you an inside look at how leaders think when they're trying to engage and motivate someone from your generation. This show is all about breaking down what goes on behind the scenes to make Gen Z-Gen X working relationships successful. Join us as we dive into the world of leadership through the unique partnership of Coco Brown, the Founder and CEO of Athena Alliance, and Brit De Visser, the Chief of Staff at The Athena Alliance. Through their honest conversation, you'll get to peek behind the curtain and see how Coco, an experienced leader, keeps someone as talented as Brit (gen Z) engaged and excited about their work. Coco embodies the kind of leader you aspire to work with, and by listening in, you'll gain valuable insights into how leaders like her think and make decisions. This episode is your open door to expanding your connections.... So, put aside those textbooks for a moment, turn up the volume, and get ready to explore the world of leadership and Gen Z engagement with Brit De Visser and Coco Brown! --- Embrace Transparency and Dialogue In our conversation, Britt emphasizes the importance of open communication and alignment between a company's mission and an employee's personal goals. "I think it's really about transparency and dialogue. If you can align your company's mission and vision with their personal goals, it's just a win-win." — Britt de Visser This alignment can lead to mutually beneficial outcomes... "When you give somebody autonomy and trust, you're essentially saying, 'I trust that you know how to get to the destination. I don't need to map out every step of the journey for you.'" — Coco Brown On the other hand, Coco highlights the value of trust and autonomy in empowering employees. Trusting them to find their own way to achieve goals can be more effective than micromanaging. Britt underscores that Gen Z individuals are often motivated by aligning their personal goals with a company's mission. Trust and goal alignment can be key to their success. Shift to a Partnership Mindset I get to ask Coco’s thought on the importance of Gen Z employees... and she stresses that Gen Z should be treated as partners and granting them autonomy and trust. This approach fosters a sense of ownership and collaboration. "With Gen Z, it's more of a partnership where you're saying, 'I trust that you have a unique perspective, unique skills, and unique ideas, and I want to leverage that. I want to harness that.'" — Coco Coco highlights the shift towards a partnership mindset when working with Gen Z, acknowledging their unique contributions and ideas as valuable assets. "It's not just, 'Hey, come here and do this task,' it's, 'Come here and let's collaborate on how we can achieve this goal together.'" — Coco She emphasizes the importance of collaboration and shared goal setting when working with Gen Z... moving away from a purely task-based approach, and the need for a more flexible and non-structured approach in today's world, aligning with the evolving nature of work and society. Cultivating Autonomy, Embracing Continuity, and Nurturing Creativity "It's better to ask for forgiveness than permission. People who can identify problems and think about creative, practical solutions are valuable." — Coco Brown To identify problems and proactively seek creative solutions while maintaining practicality, Coco promotes a culture of autonomy and encourages employees, regardless of generation. She also suggests that the willingness of younger generations to question authority may stem from having access to a wealth of information and a more inclusive worldview. Coco discusses how the concept of a continuum, particularly in areas like gender and sexuality, encourages a more questioning and non-binary approach, in contrast to the binary structures of previous generations. "When everything is a continuum and gray, it's easier to orient yourself towards a position of 'why' as opposed to binary structures." — Coco Brown This underscores the importance of embracing the idea that the world is full of possibilities and continuously expanding one's understanding, regardless of age or generation. About Coco Coco Brown is the Founder and CEO of Athena Alliance. Athena has helped thousands of leaders grow and advance in their executive careers and has brought over 400 women to corporate boards from growth stage private companies to name brand public companies. Coco has personally worked with hundreds of top leaders, CEOs and boards to evolve modern leadership. She’s served on ten commercial and non-profit boards and advisory boards, and has led two notable companies (Taos, acquired by IBM, and now Athena). She is part of Nasdaq's Governance Insights Council and is often called on to share guidance to the evolving focus and breadth of responsibility within the Modern Boardroom. Coco is the biological mother of 2 Native Digital Gen Z'ers, and the "second mom" to dozens more :). She's a firm believer is much of what Hannah has shared through her show. Britt is the Chief of Staff to the CEO and Head of Corporate Partnerships at the Athena Alliance, an executive learning development ecosystem for executives. She's been at Athena for two and a half years. She graduated from UC Santa Barbara in 2021 where she studied Psychology and Communication. She is originally from the Bay Area, and now spends most of her time in LA (when she's not digital nomading around the world). Links & Mentions Athena Alliance Coco Brown | Britt de Visser…

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10 Commandments with Hannah Williams, CEO –Founder of d’Skills, and Swetha Tandri, Founder of Melodies for Math 59:51

לפני 2 years59:51

59:51

Welcome Rebels! 🤘😎 If you've been following our podcast rebrand and caught the excitement in the air You already know we're not just a podcast... 🔥💥 We're a dynamic community and a powerful movement. This is for high schoolers or a gap year student with a unique perspective... We hope you've joined the vibrant d'Skills community already, too! 😉 Today, Swetha Tandri and I will unravel the real "why" behind this journey From launching this show and its vitality... Plus, the 10 commandments that shape the very essence of the d’Skills community. Buckle up, because this episode marks the beginning of an extraordinary voyage into the world of skills, empowerment, and a different mindset. Are you ready? Let's dive in! 🎧🌟 Welcome to the groundbreaking inaugural episode of d'Skills in Action! 🚀 --- Our 10 d’Skills Community Commandments: Skills Over Scores: We believe that real-world skills, mindsets, and impacts say infinitely more about who we are than test scores and GPAs. Progress over Perfectionism : We believe that mistakes are ESSENTIAL to grow and build resilience to succeed, and that we should welcome them in our lives. Courage Over Conformity: We believe in the power of courage and tenacity to break the mold and defy the status quo. Impact Now: We believe that we don't have to wait until we’re older to make a real impact in the world on real businesses and real problems. Community Over Competition: We believe in the strength of community to uplift, encourage, and educate one another, rather than just competing for “top spots”. Pathway-Inclusive: We believe that whatever pathway you're on—college, no college, technical school, entrepreneurship, or something entirely different—d’Skills are vital to launch you into a fulfilling, best version of yourself. Different OVER Better: We follow our different. Forge Our Path: We believe that everyone has the opportunity to learn from this community and carve out their own unique career path. Digital Tools, Infinite Potential: We believe Native Digitals are unstoppable when we harness the power of digital resources and AI technology. Real World, Real Skills: We believe that real learning happens when you begin with a real-world impact you want to make, and work backwards. In our community, we don't just learn; we apply and impact the real world. Links Manifesto — d'Skills (dskills.io) COMMUNITY — d'Skills (dskills.io)…

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Welcome to d'Skills in Action! 2:07

לפני 2 years2:07

2:07

If you're in high school, you probably spend a lot of time buried in textbooks, but don't really know how your skills could apply to the real world. Trust me, I get it. It can be daunting to build skills and take them outside the classroom. That's why we started this show. Welcome to d'Skills in Action, the show where we help you get the d'Skills you need to impact the real world, not just ace a test or rely on a degree. I'm your cohost, Hannah Grady Williams. I'm 25 and I'm the brain behind d’Skills and alongside me is Swetha Tandri. She's 20 and she's the founder of Melodies for Math. Both of us have forged our own career paths doing something we love. This is a real dialogue podcast. It's for high schoolers, gap year adventurers, and epic parents with a different mind. Each month, we'll bring you d'skills deep dives with students who are making real world impacts so you can see how it's done, and Rebel roundtables with leaders who had untraditional pathways to success and who inspire us. Why are we doing this? Well, it's pretty simple. Less than 30 percent of companies in the 21st century think that students with degrees have any marketable 21st century skills. Big yikes. It's time to ditch the script and get d'Skills in high school. But we're not just a podcast, we're a movement and a community, and you can join the conversation and have a chance to be featured on the show if you go to d'Skills. io forward slash community or click the link in the show notes. Because we're on a mission to help 1 million high schoolers graduate with an impact portfolio of the skills they've applied to the real world before they ever get a degree. All right, Rebels, ditch the script, and we'll see you on the other side. Links Manifesto — d'Skills (dskills.io) COMMUNITY — d'Skills (dskills.io)…

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Cynthia's 1984: Transforming Students and Organizational Processes for the AI Era, with Cynthia Schauer, Co-Founder of Smart Flow 1:06:56

לפני 2 years1:06:56

1:06:56

This episode marks a bittersweet moment... Because today is the final episode of Native Digital Native Analog Show. As we welcome a new chapter with the d’Skills in Action... Strap in for our last ride as we cap off this season with a conversation full of mind-blowing thoughts about the profound impact of artificial intelligence on our world. With our special guest, Cynthia Schauer. Exploring topics from automating outdated practices to addressing AI-related fears... Cynthia Schauer has a brilliant mind with extensive experience as an executive and strategic advisor, including her recent role as Vice President of Creative Services at Rite Aid. Today, she is pioneering a crucial venture in the AI landscape, helping companies automate their onboarding and historical data processes through SmartFlow. Her expertise in questioning the fundamental premises of practices, especially in the context of onboarding, offers valuable lessons. --- The Necessity of Adapting to AI and Automation In my conversation with Cynthia, I get to ask her thoughts about the students coming into corporate... She noticed the growing gap between how students are exposed to technology and AI in their personal lives and how they are educated within traditional institutions. “Students are going to come in and they're not prepared for the way the companies have changed. I would challenge you and flip it. I would say the students are going to be prepared. The companies aren't, especially in some of these more established companies.” --Cynthia Schauer She emphasizes the need for educational institutions to catch up and teach students how to harness AI as a tool... And the importance of companies and institutions adapting to AI and automation. She added.. . "If companies are going one way and the education systems are going the other, that gap is just widening." She emphasizes that these technologies are here to enhance human capabilities rather than replace them. AI and Abundance Mindset Another pressing topic from our conversation is the common misconceptions and fears surrounding AI, such as job loss or misuse. "It's a little of both. Now, when I talk to those in the tech sector, there have been some that have admitted they're seeing their own clients don't understand AI."--Cynthia Schauer Along with this is the shift from a scarcity mindset to an abundance mindset in the context of AI. Rather than fearing job displacement due to AI, people and organizations should embrace the opportunities it presents for increased efficiency and productivity. It's crucial to educate individuals about the benefits and opportunities AI can provide while addressing their concerns. "There is enough for everybody... We need to bring that happiness back into our teams. Stop making my job so frustrating because when I have to redo something multiple times, I'm not happy." --Cynthia Schauer Transformation of Organizations As we look ahead 10 years, the conversation we had predicts a transformation in the way organizations operate. "You need a chief AI officer to drive this... It is the person that not only understands technology but also understands leadership."-- Cynthia Schauer Cynthia emphasizes the need for a CAIO. This role is described as a bridge between technology and leadership, responsible for understanding how AI can be strategically integrated into the business to drive innovation, efficiency, and competitive advantage. It is positioned to steer organizations toward a future where AI becomes seamlessly integrated into daily operations. "If you're not using AI, you're going to be out of business by the end of the decade... I think mergers and acquisitions are going to continue, and I've talked to some people about how AI can be used because that's all about data transfer."--Cynthia Schauer With AI becoming ubiquitous and accepted as a standard tool, it levels the playing field for businesses, regardless of their current technological capabilities. Organizations that fail to adapt and embrace AI may struggle to survive, while those that leverage AI effectively will thrive. About Cynthia Cynthia Schauer saves world class marketing and creative teams millions upon millions as a transformational leader who steers companies away from waste and towards profitability. She dives into data and uncovers redundancies while revitalizing brands, processes, and performance through multi-channel marketing campaigns and technologies, consumer engagement, and relationship management. Cynthia earned her Bachelor of Science in Marketing from Miami University. She trained in lean methodologies through Honsha and LSS at UGA Terry School of Business. Cynthia is a member of Chief, Women in Retail Leadership, and the Network of Executive Women. She serves on the Advisory Council and Women in Leadership Executive Program for Florida University, School of Business and on the board of Boca Raton Triathletes. When she is not saving companies hundreds of millions of dollars, she is out running trails and most recently finished a 24-hour race. Links and Mentions Linked In | Cynthia Schauer | IG: cinderellasparklicious (a funny story about this) Website | email: schauercynthia@gmail.com…

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Transforming Lives While Challenging Stereotypes with Chance Bleu-Montgomery, Partner Support Manager at Bridge of Hope 1:21:44

לפני 2 years1:21:44

1:21:44

Just a few weeks ago, we had James Fellowes on our podcast, a partner at Bridge of Hope Careers. We delved into the world of invisible and visible disabilities in the workplace, exploring how unlocking the potential of people with different backgrounds can become a powerful advantage for companies. Little did we know that James would introduce us to a friend with an even more extraordinary story--- Chance Bleu Montgomery Chance, the Partner Support Manager at Bridge of Hope , has overcome incredible odds, from a challenging childhood marred by abuse to facing the depths of addiction and prison. His transformation and the impact he's making now will leave you in awe. As you listen, pay close attention to the unique challenges faced by individuals from disadvantaged backgrounds when entering the workforce. And Chance's coaching tips offer practical ways to uplift and support them. Every word of this episode is pure gold. --- The Journey of Personal Transformation "So, I was left with these choices to either not live or change... And I spent three years and 10 months in therapy almost every day to unlock some pain and to deal with those childhood traumas while spending five years studying with the Open University to give myself an education my childhood didn't afford "-- Chance Montgomery Chance's journey from a traumatic childhood to becoming a successful founding partner of Bridge of Hope exemplifies the remarkable power of personal transformation. His story highlights that reframing one's mindset and investing in self-development can help overcome adversity. He reframed his experiences, replacing phrases like "life is hard" with "life is challenging," leading to a shift in his mindset and outlook. He found the determination to change by recognizing the value of time as a currency and committing to a long-term journey of growth. “Now I realized that time was a currency we spend. You spend money you spend time if you spend it, It's a currency. I started to think about how I am spending my time currency? Am I spending it for a return?... When you start to look at your time currency in that valuable way, you start to think right, ‘well, I'm now an investor’. I'm an investor of time and I invest my time in a return.” -- Chance Montgomery This shift in language and perspective empowered him to navigate difficulties with resilience and adaptability. --- Bridge of Hope's Holistic Approach to Empowerment I get to ask Chance what Bridge of Hope do and how does it specifically help? Chance emphasizes that it is driven by sincerity and passion rather than just setting up a business. “We mean it. It's not about let's set up a business here. It's about let's change lives.” --- Chance Montgomery The program focuses on changing lives by offering candidates access to various support partners. Candidates benefit from skills assessments, personalized industry suggestions, and pathways to qualifications. Financial support forms a crucial component, with candidates being able to access wages before payday and receive free financial advice for themselves and their families. By recognizing that a person's success has a ripple effect on their family, Bridge of Hope strives to uplift entire communities. "Because if they love who they are, that's when inspiration strikes in the family household. That's when it taps into that next generation. Because we know when someone has a job, the children are watching. And we know when someone doesn't have a job, the children are watching. And so, we know we're making a difference. This is bigger than recruitment. Bridge of Hope is way more than just a jobs board. It's a movement. " ---Chance Montgomery This highlights the potential for positive change through their multifaceted approach. ---- Challenging Stereotypes and Nurturing Aspirations Bridge of Hope challenges societal stereotypes and limited aspirations that have historically held back individuals from disadvantaged backgrounds. Chance discusses how families often advise their children to pursue jobs perceived as safe and attainable, perpetuating a cycle of low expectations. “... I was told to go for jobs as bus driver, because they will have me, but no one else will. And parents of my generation were telling their children to keep them safe from harm, disappointment and rejection. And it was really sad, lots of young people didn't aspire, but there were lots of us who were like, ‘I don't want to be a bus driver’... They're people with these high aspirations but are being told don't go there, they won't let you in. And so that's a whole different existence, because you just look at everything around you and you just feel like none of these are attainable"--Chance Montgomery Bridge of Hope aims to break down these barriers by providing individuals with opportunities and support to pursue their aspirations. The program's mission is to shatter these misconceptions and open doors for candidates to pursue their dreams. Bridge of Hope's commitment to changing lives and fostering empowerment showcases the power of dedicated initiatives in addressing systemic inequalities and creating a brighter future for individuals and their communities. ------ Meet Chance! Chance was not born lucky. A childhood of physical and mental abuse was followed by the death of his sister to Cancer, and in his twenties, Chance had a mental breakdown .... which led to reckless behavior and heavy use of drugs and alcohol. Before he knew it, his life had spiraled out of control, and he woke up one day in a prison cell, alone, with a lengthy term ahead of him. Prison was more difficult than he could have imagined, but it turned out to be a transformative experience. He used the time to reflect on what got him there and how He could ensure he never went back. In prison, he finally recognized that he needed. help – and got some – but he also discovered a capacity to significantly help others. In pursuit of a better life, he realized he could be more than good: he could be determined, resilient and remarkable. After his release, and with the help of the employment charity, Resume Foundation, Chance started his own health and wellbeing brand, ‘Troothshop’. And, seeing his potential, the team behind Resume also employed him as the Partner Support Manager for Bridge of Hope, where he now works with the talent portal’s charity partners to bring other marginalised but talented and resilient candidates into the workplace. Links and Mentions LinkedIn| Chance Montgomery Email | Website | Book a meeting…

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Journey to Equity and Opportunity with Nitzan Pelman, CEO of CilmbHire 50:50

לפני 2 years50:50

50:50

Ever wondered about the boundless potential of education? In our ongoing pursuit of reimagining education and reshaping traditional learning paradigms.... We've brought you captivating conversations with trailblazers like Ted Dintersmith, James Fellowes, and many more... But what if I told you that there's more? More to the story of bridging the gap for students and adults who face barriers to accessing traditional pathways. Today's exploration takes us deep into the heart of innovative education and career pathways. As we ponder the question of equity and opportunity, we’ll continue that dialogue from a unique vantage point... with someone whose journey will leave you in awe – Nitzan Pelman, the visionary force behind ClimbHire. Hold onto your seats, because as you listen, you'll discover how ClimbHire opens doors to learning tracks that transcend traditional norms. Join us in this immersive episode, where Nitzan's journey unfolds in her own words. ----- The Transformative Power of Relationships "Once you get a label, then you live into that label and it's really hard to not live into it."--Nitzan Pelman In our conversation, Nitzan Pelman shares her personal experience of being labeled as a "special ed" child in her early education. This label led to low expectations from teachers and peers, and she found herself in a cycle of limited learning experiences. She describes the demoralizing environment of separate classrooms for labeled students, where they internalized the label and formed a self-deprecating identity. The result was a lack of motivation to excel academically, leading to a deep desire to distance herself from school. But her transformative journey highlights the impact of personal relationships on shaping one's capabilities and mindset. "I invested the time, and I invested the energy and I invested and pushed through those feelings of shame."--Nitzan Pelman She discusses how her relationship with her boyfriend, who had a deep love for learning, introduced her to a different way of thinking. Being surrounded by his intellectual circle challenged her to reevaluate her own potential. This experience led to a profound shift in her perception of herself and her capacity to learn. Rethinking Education for the Critical Thinking Economy While technology offers new opportunities for learning and collaboration... Nitzan emphasizes that critical thinking remains an essential skill in an increasingly automated and outsourced knowledge economy. She discusses the role of emerging technologies like ChatGPT in the education sector. "The art of writing is really the art of thinking, and if you can't think critically, then you're going to have a hard time doing anything that's valuable in society."--Nitzan Pelman Nitzan challenges the notion that technology can replace core skills like writing and critical analysis. Instead, she advocates for a reimagined education system that focuses on developing strong critical thinking skills to navigate the evolving complexities of the modern world. Building Social Capital for Economic Mobility Nitzan highlights the disparities in access to networks and relationships that often hinder individuals from low-income and non-traditional backgrounds. "No one wants to be that first black person on the staff... it has to be organic, and it has to be real, and it has to be genuine. And the only way to do that is to build those teams that are diverse early on." — Nitzan Pelman The conversation centers around the critical importance of social capital in creating economic opportunities for individuals from diverse backgrounds. Climb Hire's mission is to bridge this gap by providing not only technical skills but also facilitating the building of social capital. The story of climbers successfully referring to their peers and volunteers mentoring participants underscores the value of networks and relationships in opening doors to employment opportunities. Indeed, diversity and inclusion efforts should begin early to cultivate authentic and diverse networks within organizations. Links and Mentions: (1) Nitzan Pelman | LinkedIn Climb Hire James Fellowes…

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Native Digital SWAT Teams? with Karen Brieger, Senior Vice President of People at Therapy Brand 1:05:36

לפני 2 years1:05:36

1:05:36

A couple of weeks ago we had our Think Tank episode where we've asked an interesting question to see how our guests might implement or respond to this particular scenario. And today is no exception... I got to ask our amazing guest, Karen Brieger, the Senior Vice President of People for an amazing brand called Therapy Brand “What would happen if native digital SWAT teams were deployed in organizations to solve vexing problems?” In this episode, you’ll hear her insights and strategies for leveraging AI tools to enhance the hiring process. With an extensive background as the SVP of People Operations and Chief People Officer at renowned companies like Thermo Fisher, Smiths Medical, and Investors Bank and Trust, Karen's experience speaks volumes. Pay special attention to how her rich experience and fresh outlook on the role of technology in the workplace offer unique perspectives that will surely leave you pondering. ---- Leading with Authenticity Our conversation highlights the significance of authentic leadership in creating a psychologically safe environment. Karen Brieger underscores the importance of being true to oneself, which paves the way for others to do the same. She shares a personal anecdote about cracking jokes during an interview, which prompted relief and a sense of ease among her colleagues. Karen believes that her own authenticity sets a positive example, allowing others to feel comfortable in expressing their true selves. She notes, "And if I'm not going to be authentic, then have I created a psychologically safe space for others to be authentic? So, it's got to start with me at the top, right? It has to start with the CEO too." This perspective emphasizes that authentic leadership not only fosters personal growth and satisfaction but also influences the overall cultural dynamics within an organization. Outsourcing Solutions Through AI Teams One of the most pressing questions is the potential for outsourcing complex tasks to AI-empowered teams, thus maximizing efficiency and cost-effectiveness. As Karen points out, this strategy aligns with current practices of engaging consultants and experts. "If I could use this group that has the power of this AI tool to help solve the problem or do the work for me in half the time, a quarter of the time, in maybe a more creative, productive way, it's going to cost me less, it's going to get me a better outcome. So why wouldn't I?" -- Karen Brieger It becomes evident that the convergence of AI and digital natives presents a transformative opportunity for organizations. By harnessing the creativity of youth and the power of AI, businesses can overcome complex challenges... reshape traditional problem-solving paradigms and position themselves for success in a digitally driven future. Addressing Industry-Specific Knowledge and Problem Solving "How much industry knowledge depends on the problem, right? How much industry knowledge is needed to help guide what the solution is?" - Karen Brieger From a structural standpoint, Karen emphasizes the importance of domain knowledge in tackling complex problems within specific industries. "How much of that just, and that's learned. That's to me those are learned skills. And how essential, with this group, are they there yet? Have they learned those sorts of skills? And is that going to be a challenge in how they approach these problems?" - Karen Brieger She raises questions about the level of industry expertise required to effectively address challenges. Noting that certain problems might demand a deep understanding of the industry's nuances, regulations, and unique characteristics... She highlights the significance of having an AI-augmented team with the right domain knowledge. About Karen Brieger Karen Brieger is a Human Resources Leader with a passion for coaching and mentoring. She is a proven strategic business partner, leading organizations through rapid organic and acquisition growth with a focus on talent acquisition, employee experience and engagement and change management. Karen’s industry experiences include software, banking & financial services, life sciences, medical device and manufacturing. In addition to her current HR Consulting work, Karen’s past experiences have included NextPhase Medical Devices , Bottomline Technologies , Thermo Fisher Scientific , Smiths Medical ASD , Investors Bank & Trust and PricewaterhouseCoopers . A Pennsylvania native, she has a Bachelor's Degree from Widener University. Links and Mentioned Chief | LinkedIn - Karen Brieger https://www.principalpost.com/in-brief/karen-brieger…

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Rant Incoming... Schools are Sabotaging Kids by Banning ChatGPT 14:02

לפני 2 years14:02

14:02

The debate on AI, its implications, and the potential obsolescence of traditional skills is heating up. So, today, you get a rant on this very important topic... --a multifaceted perspective on the ban of chat GPT in many school systems. This ban is not just about technology... It's about hindering our kids' preparedness for the digital economy. To all the parents out there, to every leader who's also a caregiver. It's time to explore the world of AI, education, and the road ahead. – this one’s for you. The Shift in Careers and the Role of AI Automation "Every single company right now is sitting down trying to plan strategically,’ what are we going to do about AI?"- Hannah. In the wake of IBM's announcement to cut 7,800 jobs, a wave of concern has swept over various industries. It's crystal clear that every company is in the throes of strategic planning to tackle the impending AI revolution. This revelation isn't just for hiring managers; As a parent, it's a wake-up call about the future of my Gen Z and Gen Alpha children's careers. The fact that IBM is shedding thousands of jobs due to AI automation speaks volumes about the seismic shifts we're about to see in the job market. This realization marks a turning point, not just for hiring managers but for parents as well, as they contemplate the future careers of their Gen Z and Gen Alpha children. "Careers are fundamentally changing, and d'Skills you're going to need to learn as a student are fundamentally shifting toward digital economy skills."--Hannah The Clash Between Education and Rapid Technological Advancements My frustration with the education system's resistance to incorporating AI technology, like chat GPT, is palpable. The workforce now demands soft skills and digital literacy in a digitized economy. "The most important skill you could possibly be learning right now are d’Skills -- skills that are made for the digital economy that are learned digitally and demonstrated." And yet, the education system seems stuck in inertia, oblivious to the seismic shifts underway. It's a head-on collision between the rapid pace of technological evolution and the sluggishness of educational adaptation. and it's our Gen Z and Gen Alpha children who stand to lose the most. This clash between the pace of technological advancement and the inertia of the education system demands a collective push towards preparing students for the AI-powered future. The Imperative for Proactive Learning and Collaboration Given the transformative nature of AI and GPT my call to action is clear... embrace these tools as co-creators. "Use it kind of like you might use Google. Build a habit of using GPT." I encourage Gen Z and entry-level employees to tap into GPT's insights and perspectives as an integral part of their decision-making processes. Through initiatives like the d'Skills community... we're creating spaces for students to grasp AI's intricacies. It's time to shed the reluctance and uncertainties and step boldly into an AI-powered era.…

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A Native Digital Talent Thought Experiment, with Adam Levin, CEO of Information Experts, and Steven Keith, Chief Experience Officer at CX Pilots 1:02:52

לפני 2 years1:02:52

1:02:52

A Native Digital Talent Thought Experiment, with Adam Levin, CEO of Information Experts, and Steven Keith, Chief Experience Officer at CX Pilots Picture this: legislation from the top above mandates that you replace HALF your staff with the younger crowd--- under 30s! 🙀 I know, it sounds wild, but stick with me! In this exciting episode, we've got not one, but TWO incredible executives on board to help us unravel this mind-boggling scenario. Adam Levin, the CEO of Information Experts, and Steven Keith, the Chief Experience Officer at CX Pilots. We’ll ask our guests about how businesses should adapt to this new generation. These two powerhouses will be our guides as we venture into the Gen Z takeover. Now, we know the real world isn't going to flip overnight, but trust me, the takeaways from this convo are MIND-BLOWING! Imagine completely reorganizing your company culture or hierarchy to sync with Gen Z's vibe. These two boutique consulting firms, Information Experts and CX Pilots, have some radical ideas! --- A Case Study Today you’ll get a glimpse into a think tank. What if a brand-new law mandated replacing at least half of your team with tech-savvy, native digital humans under 27? Steven and Adam have some fascinating perspectives on how their companies would adapt to this digital revolution. Adam highlights that the first step might be embracing Gen Z's intuitive digital flair, focusing on design as a starting point. "The easiest point would be to start with design since they're intuitively digital." - Adam Levin His thoughts on the prospect of suddenly replacing a significant portion of their team with native digital humans appeared exceptionally challenging. Their company prides itself on being sought after for its experience and expertise and the potential mismatch in perceptions between the seasoned clientele and the young, digitally native workforce posed a notable challenge. "It would be a challenge for me to put that demographic in front of my clients." - Adam Levin On the other hand, we've got Steven who is all in for the Gen Z takeover, stating, "I'd love it! Sure, it comes with significant challenges, like ageism. But some of the smartest ideas come from surprising packages, like a 22-year-old genius who blows us away with game-changing concepts."-- Steven Keith Nonetheless, they recognized the importance of embracing change and exploring innovative solutions to make this transition work seamlessly. It was clear that they were determined to navigate these obstacles and find a path towards a successful integration of native digital talent into their team. AI and Gen Z Taking it a step further, we contemplated the remarkable possibilities if Gen Z talents were half our staff. Adam offered valuable insights, saying "If you can leverage that technology again to create really dynamic deliverables, the clients aren't going to care who did, who worked on those." It's clear that the integration of AI could revolutionize our deliverables and bring unparalleled value to our clients. We also pondered whether these young individuals, equipped with AI capabilities, could potentially make an astounding career leap in terms of knowledge and strategies. Adam acknowledged the potential for growth but emphasized the importance of experience and expertise gained over time, which remains irreplaceable. Steven shed light on an intriguing epistemological conundrum—AI's capacity to present knowledge versus applying it effectively. He aptly pointed out, "You can create and present the knowledge... but you can't create the step above knowledge, which is applied knowledge or wisdom." This highlighted the significance of human-to-human connections and the unique value that experience, and institutional memory bring to decision-making processes. By striking a balance between leveraging cutting-edge technologies and harnessing the power of experience and expertise, we can create a powerful synergy that propels our business to new heights. Beyond Generations Adam highlighted the mindset of the younger generation... stating that they naturally think about how to leverage technology to its fullest potential, which can be a significant advantage for businesses. "Having that mindset would be huge. Like an automatic, hey, how do we leverage the best technology out there? I think that's great."---Adam Levin While we explored the concept of generational differences Steven expressed his interest in having a team of digital natives dedicated to creative problem-solving and envisioning solutions that bridge the gap between digital experiences and human touchpoints. He believed that the differences between generations might be less substantial than commonly thought and viewed the experiences as more of a gradient without clear boundaries. "I'm not fully bought into the like Gen Z, Gen X, Gen Y, Millennial thing. Like to me, they're largely inconsequential because I grew a couple of them, and I deal with them all the time." - Steven Keith In the end, both Steven and Adam emphasized the importance of mutual respect, flexibility, and effective communication as universal themes that transcend generational labels. --- Meet Adam and Steven! Adam Levin is a CEO and Chief Marketing Officer of Information Experts, Adam formulates the company’s growth strategy & marketing strategy, and leads the company’s business development efforts to ensure the company still is known as one of the most successful organizations in the industry. In addition to running Information Experts, Adam is the Chief Marketing Officer, Partner for NeXco National. He handles creating, communicating and delivering offerings that create value for customers, clients and business partners. Stephen Keith, the Chief Experience Officer at CX Pilots is an extraordinary individual hailing from Iowa, Minneapolis, and Chicago. He had 10 years in college. Steven's life has been an enchanting medley of roles, encompassing brain surgery on lab rats, taxi driving in a college town, scriptwriting, and trading cigars all simultaneously. Along the way, he braved four near-death encounters that shaped his perspective on life. As a devoted parent, Steven's unwavering love and commitment were evident in raising his son who has autism. Embracing his entrepreneurial spirit, he fearlessly established two thriving companies, showcasing his resilience and innovative spirit. Despite navigating challenges, including 19 job dismissals out of 21, Steven's indomitable spirit remains steadfast. Above all, his genuine concern and empathy for others have endeared him to many as a compassionate and cherished individual. Links and Mentions: www.cxpilots.com | Steven Keith | LinkedIn www.informationexperts.com | Adam Levin | LinkedIn…

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Hannah's 1984 - A 10 Year Look Into a (Possible) Future 27:26

לפני 2 years27:26

27:26

Hannah's 1984 - A 10 Year Look Into a (Possible) Future Remember Per Damgard Hustad, the AI expert we interviewed before Chat GPT took the spotlight? He foresaw a world where AI multiplies global wealth tenfold...urging us to redefine our values beyond careers! And in today’s episode, we're diving into uncharted territory... Imagine George Orwell's 1984, but with a Gen Z twist! Join me as I take a peek and look at 10 years ahead, chatting with Chat GPT about what could be in store for us.... We'll explore the phases that could shape the next 10 years... maybe we'll look back in a few years at how accurate my predictions are... So, buckle up your seat because today's episode is like no other! 🔥 Phase I: Turbulence (Present – 2025ish) I've named phase one 'Turbulence,' because the changes coming our way are both exciting and nerve-wracking, and humans will have to figure out how to adapt to AI. From job displacements to economic disruptions, the effects maybe widespread. As I always say, ' Change is inevitable, and it's up to us to adapt and thrive .' The integration of AI will create a diverse landscape, with some embracing the positive displacement of mundane tasks, while others may worry about job losses. It's a challenging phase for all, but one that carries immense potential for growth and creativity. Phase II: The Digital Renaissance (2026 – 2030) After navigating through the turbulent debates on AI's impact on jobs and potential government interventions, I’ll call the second phase of our AI journey A New Renaissance. During this phase, the spotlight turns to humanity's distinct strengths, with creativity, emotional intelligence, and innovation taking center stage. "Lifelong learning becomes essential as individuals seek continuous education and exploration of new domains." A world where AI works tirelessly behind the scenes, affording us ample time to indulge in creative endeavors and innovative pursuits. A future where our true value lies not in job titles, but in our ability to unleash creativity, empathy, and originality like never before. "I could see us returning to a world where people pursue higher learning simply because they want to. They could go study and get a major or a master's or a doctorate in poetry, not for the expectation of a job, but simply for the joy of studying it, enjoying it, and discussing it." - Hannah Imagine a renaissance where the pursuit of knowledge is driven purely by passion, unburdened by the pressures of employment. As AI gracefully assumes specialized technical roles, humanity will have the opportunity to focus on building a better, more connected physical world. Additionally, this renaissance promises a revival of spirituality—an opportunity for us to reconnect with our core values and rediscover our purpose. Irrespective of religious beliefs, a thirst for deeper meaning will propel us to embrace our humanity and seek higher truths in an age that celebrates creativity over consumerism. Phase III: Augmented Coexisted (2030 and beyond) Picture a world where AI and humans work in harmony, where ethical considerations are addressed, and collaboration becomes second nature. In this phase, we'll have mastered AI integration, and the pendulum of uncertainty will finally find stability. I call this third phase "Augmented Coexistence." "Augmented coexistence will revolutionize the way we collaborate, creating a harmonious bond between AI and humanity." - Hannah Now, the impact on society and the economy during this phase is nothing short of fascinating. I believe in this phase, we’ll see the rise of a Universal Basic Income (UBI) – to keep people out of the way of innovation. But unlike what we’re hearing right now, where governments are managing it, I believe private companies will step in, keeping innovation on track without relying on government intervention. However, the reality may differ, and government driven UBI is a possibility we should prepare for. In any case, UBI may be the new norm in our economic system. Every college student graduating into this era will need to adapt, as the jobs of today will seem antiquated compared to the opportunities of tomorrow. Compensation models will also undergo a radical transformation. Outcome-based and value-driven payment structures will replace traditional hourly or salary-based systems. AI's wealth generation maybe unprecedented, shifting our perception of currency and prosperity. "The rise of AI will birth a new economy where value, creativity, and innovation take precedence over outdated compensation models." - Hannah We will see an upsurge in social initiatives aiming to leave a positive mark on the world.…

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Make Your Life Feel Longer, with John K. Coyle, Olympic Speed Skater and Design Thinking Expert 1:01:40

לפני 2 years1:01:40

1:01:40

Make Your Life Feel Longer, with John K. Coyle, Olympic Speed Skater and Design Thinking Expert If you watched the 1994 Winter Olympics, you may recognize today’s guest. Because he ended up taking home the silver medal in speed skating that winter with his team. Today’s episode is exciting and thrilling as our guest shares his adventurous journey. From 55 times he almost died, his thoughts about the perception of time, to how he led the shift from contract cellphone plans to non-contract plans... you’ll be hanging onto every word John shares. He even shared, for the first time in a public forum, the personal story behind a poem he wrote that has since been shared with hundreds of thousands of people. Join me in our episode today as I take the journey to the great mind of an Olympian, storyteller, keynote speaker, author, and a leading expert in "Design Thinking” and Innovation --- John K. Coyle This episode is an idea of flow, adventure, risk, and creativity combined in one. A Danger Seeker “In a lot of cases in life, bigger risks mean bigger rewards” ---John Coyle John’s whole life, he’s sought out thrills. Intentionally. And in moderate numbers each year. He described himself as a kid who’d go to a haunted mansion on the hill at midnight with no flashlight. From a young age, John's fearlessness and resilience set him apart. As he said, I think I'm a dopamine resistant.” He fearlessly embraced physical challenges that others would shy away from. He made tough decisions that others wouldn't dare to make. When faced with a lack of success on the Olympic team, John took a leap and decided to train on his own. This audacious move earned him triumphs beyond imagination, breaking US and world records and proving that daring choices could lead to tremendous achievements. Throughout his life, John's willingness to embrace uncertainty and go against the grain paid off. In this section, pay special attention to how anyone can use seeking danger, thrills, and stories to increase the perception of time. Your life will be more fulfilling. Losing Creative People Reflecting on my own generation, Gen Z, I note how college made more sense in their time when company routes were prominent. John unveils how swiftly shooting down ideas dampens creativity and causes talented minds to withdraw, leading to a decline in business growth and potential failure, "So, it's about what's that calculated risk, and divergent thinkers, creative thinkers, are just capable of thinking far outside of the comfort zone than your convergent thinkers, and if you shut them down all the time, if you don't absorb them, if you fire them or if they leave, then you just don't have that pool of ideas that can help a business grow beyond its current boundaries. And that's how businesses die." I'm left pondering the significance of nurturing a culture that welcomes innovative ideas, disruption, and calculated risks... "So now they're essentially permanently shut down. They just don't bring ideas anymore. And then the third strike happens is they leave because people join companies, and they leave leaders. The reason they leave leaders, 52% of the write-in votes is my boss is not open to my ideas. So now you've just had an exodus of all your creative people, and this is how big companies go out of business." Amygdala Driven Moments, Time Perception Our conversation takes an intriguing turn as we discuss his research on the curious phenomenon of time perception, and the complexities of neuroscience and its rapid advancements. He explains that we live in moments, capturing snapshots of experiences every two to three seconds, creating a vast pile of memories. “It gets more interesting when the amygdala, which sits next to the hippocampus on both sides, wakes up. And it only wakes up for two reasons. Never do that again or always do that again.” The role of the hippocampus in writing memories to long-term storage and the significance of the amygdala in shaping recallable moments are thoroughly explored. "What's really interesting about amygdala driven moments is they tend to stay at the top of the stack. They're almost never discarded, and there's more density in the photo. Image sense sounds, emotions in those. So, when the amygdala's awake, you're going to have this multiplying factor.” These profound insights offer a glimpse into the intriguing realm of neuroscience... where our perception of time intertwines with the intricacies of memory formation, all awaiting discovery and understanding. Get to Know John! John K. Coyle is one of the world's leading experts in "Design Thinking” and Innovation. A highly sought-after speaker and lecturer, John is a graduate of Stanford University with a degree in Engineering - Product Design (Design Thinking) and Northwestern’s Kellogg Graduate School of business with an MBA in organizational behavior, marketing and entrepreneurship. A former head of innovation for a Fortune 500 wireless telecom, John has also been the SVP of innovation for a leading strategy consultancy. John is a world class athlete in two sports (cycling and speedskating) and an Olympic silver medalist, as well as an NBC Olympic Sports analyst, and a guest lecturer on Innovation at several leading universities (Kellogg, Marquette, CEDIM). John is a four-time TEDx speaker, and an award-winning author of two books, including the (2018) best seller: Design for Strengths: Applying Design Thinking to Individual and Team Strengths. John is also a thought leader in the field of “chronoception” - the neuroscience and psychology of how humans process time. Learn more at his website www.johnkcoyle.com Mentioned and Links JohnKCoyle.com | Facebook | LinkedIn Insta: @coylejohnk | Twitter: @coylejohnk | Email…

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A Conversation on Education, Change, and Innovation with Amy Horner, Top 50 Women in Accounting 1:06:51

לפני 2 years1:06:51

1:06:51

A Conversation on Education, Change, and Innovation with Amy Horner, Top 50 Women in Accounting Many of us know the familiar feeling… The fear of hurting someone's feelings or the resistance to doing things differently holds many people's back in their careers, and sometimes personal life as well. In this episode, our guest, Amy C. Horner, CPA, MBA, C-Suite executive, and Strategic Change Ambassador will unpack the topic of change leadership. Not only that! This episode spans from far-beyond-things related to accounting, to recruiting Gen Z into professional services, and so much more! The Evolution of Work Experience for Women In my conversation with Amy, I got to ask her thoughts on the experiences of women leaders in male-dominated industries and the evolving landscape of diversity, equity, and inclusion. While I highlight the common thread I have observed among many women leaders, Amy shared her perspective on the challenges faced by women in the workforce... emphasizing the need to focus on the people and their talent rather than the metrics of diversity. “Instead of really focusing on who are the strongest people to put at this table, let's please stop with the metrics. Let's focus on the people on their talent and not be so worried about adding a seat or giving up a seat. Let's make sure that all of the seats are filled with the strongest people that we can possibly put in them.” -- Amy Horner She criticizes the "metric-driven diversity mentality" that treats diversity as a checkbox, rather than considering the strength and capabilities of individuals. She emphasizes the importance of genuine connection and collaboration among diverse individuals, rather than relying solely on metrics to drive change. Accounting Recruitment Challenges with Gen Z Amy attributes the difficulty in recruiting Gen Z’ers to accounting's negative reputation of being a “boring career” and lack of exposure in early education. Many high schools have cut accounting courses as electives, resulting in students not being exposed to accounting until college, if they pursue a business major. “I can tell you, having seen Intro to Accounting within the last two years out of the local community college, it's not fun.” Amy acknowledges that the Intro to Accounting course can be challenging and not enjoyable for those who aren't interested in mathematics. She also mentions the perception of accountants working long hours in dark, windowless rooms, which has created a bias and reputation that is hard to overcome. The negative programming and reputation associated with accounting make it challenging for the profession to attract Gen Z talent. However, Amy believes that efforts, such as incorporating accounting into STEM education at an early age and dispelling outdated stereotypes, can help improve recruitment efforts in the future. Embracing Change: Unveiling the Resistance within Organizations As I seek Amy’s perspective into why people fear change, she highlights the impact of early programming: “Let's think about any little kid that's on a playground and they're running around, they're having a great time, and what are the adults around them doing? ‘Slow down, you're going to hurt yourself.’ And that programming impacts all of us differently. We've been doing that for decades to little kids, and then they come out and they come into the workforce. And so that translates into being afraid of innovation and change, doing something outside of the way they were taught.”- Amy Horner She emphasizes how this upbringing instills a fear of running too hard, trying something new, and failing, leading to resistance towards innovation and change. Amy further explains, "The reason they haven't changed it isn't because they haven't thought about how to change it. It's because the person who taught them how to do it is still there, and they don't want to upset that person or hurt their feelings." This fear of disrupting established relationships and norms becomes a significant barrier to strategic change within organizations. " The fear to change something, the fear to innovate, kills companies. History is littered with them ," ---Amy Horner Throughout the conversation, Amy underscores the psychological barriers and deep-rooted programming that contribute to change resistance, urging organizations to confront and overcome these obstacles for growth and success. Get to know Amy! A high-energy change leader with proven results, Amy brings her well-rounded experience and altruistic nature to help others succeed to work with her each day. Several organizations have sought her expertise in mentorship, change leadership, strategic planning, and effective goal setting. Throughout her career, Amy has passionately led collaborative change initiatives and advocated for mentorship programs to complement existing professional development platforms for all. Amy is a dynamic public speaker and tireless networker, both in person and on LinkedIn. Mentioned and Links LinkedIn, Amy Horner Ted Denter Smith | Greg Whiteley | Most Likely to Succeed CHIEF, Carolyn Childers and Lindsey Kaplan…

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The Inception of Netflix’s Subscription Model, with Robbie Kellman Baxter, Best-Selling Author of The Forever Transaction 1:04:37

לפני 2 years1:04:37

1:04:37

The Inception of Netflix’s Subscription Model, with Robbie Kellman Baxter, Best-Selling Author of The Forever Transaction Subscriptions are the norm in 2023. But it wasn’t always that way. Behind every genius model is someone. Someone who made things the way they are by changing the way they were. And in the case of the brilliant shift to a membership economy that Netflix led, and millions of others followed, the “someone” behind that move was our guest today, Robbie Kellman Baxter . It was such an honor to dive into a personal conversation with Robbie, who is known for her #1 best-selling books The Forever Transaction ” and “ The Membership Economy ”, but today we get to experience Robbie’s insights on not just subscriptions, but education, digital community, and even poetry. You’re in for a treat. From Poetic Verses to Subscription Expertise In the late 1980s, Robbie’s parents encouraged her to pursue her passions and study whatever interested her. They believed in her ability to forge a successful career, regardless of her chosen field. With this support, Robbie embarked on a journey into the world of poetry... As she entered the job market after college, she faced condescending questions during interviews, such as being asked if her passion for poetry would distract her from her work. Despite such challenges, Robbie's dedication and impressive track record of achievements eventually landed her a job. “People mostly you get your next job based on what you've done prior to that. Sometimes school is a signaling factor. And what I always said about poetry as a signaling factor is that I am, I have an ability to do a close read...to see patterns and draw conclusions.” --- Robbie Baxter To thrive in the independent consulting realm, she understood the importance of establishing a personal brand and becoming an expert in a specific area. It was during this phase that Robbie discovered her passion for subscriptions and membership models, which she has been actively involved in for over two decades. “If you want to be a successful independent in this world, you have to have a brand and you have to be an expert on something and be known for something. Eventually I sort of found my way into subscriptions and membership about 22 years ago. And it's been a really fun journey.” --- Robbie Baxter Today, Robbie's expertise lies in the realm of subscriptions, where her skills as a writer and researcher come to the fore. Robbie’s Journey Robbie shared her experience of working at three different tech companies after graduating from business school. In retrospect, these companies operated under recurring revenue models, similar to today's SaaS companies. When faced with a layoff, her immediate focus was on financial stability to support her mortgage and family. Initially, she was open to any work that could provide income. However, she realized the need to specialize and become an expert in a specific area. “Now that I'm more comfortable that I can make a living as a contractor, consultant, where am I going to focus? I need a focus. I need to be an expert on something.” --Robbie Baxter The turning point came when she began working with Netflix as an independent consultant. Witnessing Netflix's relentless dedication to customer retention and its profound impact on all aspects of the business, she fell in love with the subscription approach. Other companies, such as SurveyMonkey and Intuit soon recognized her association with Netflix and sought her guidance to become the "Netflix" of various industries. Navigating the Gap Between Specialized Degrees and Transferable Skills --- Yes, we even discussed her unique education journey. Robbie believesshared that obtaining a degree no longer guarantees job opportunities due to the oversaturation of graduates and the varied interpretations of what a degree signifies. “It's become harder for people to get jobs just because they have a degree, not because of the specificity of the name of their concentration or their major, but because there's so many of them. It doesn't necessarily mean that you're hardworking or good at anything...First, a degree is not a degree, it's not a monolithic thing.ot monolithic” --- Robbie Baxter She argues the value of a degree should be assessed more comprehensively... She views college as a package of benefits, each unique to the school, major, and extracurricular activities. As Robbie said, “ The experience of college or university is a bundle of benefits... And so, you have to choose what bundle of benefits you want.” Drawing on personal experiences, Robbie emphasizes the importance of adaptability and a broader skill set. While acknowledging the benefits of pre-professional paths, Robbie encourages students to value a more well-rounded education. We hope you enjoyed this more personal look into Robbie’s journey --- you can catch her on other podcasts dissecting her best-selling books, so be sure to check out the links below and her books in the bio! —- Meet Robbie! She helps companies leverage subscription pricing, digital communities, and freemium models to build deeper relationships with customers. Over the past 21 years, she has worked with over 100 organizations in over 20 industries like the National Basketball Association, Hagerty, The Wall Street Journal, Microsoft, and Ingram Micro. As a keynote speaker, she has presented globally at major conferences, association meetings, trade shows, and elite universities, as well as to private audiences at many of the world's most well-known companies. She hosts the podcast, "Subscription Stories," where she sits down with business leaders to discuss how they're using subscription pricing and membership models to redefine the biggest industries and generate predictable recurring revenue. She has also developed and taught nine video courses for LinkedIn Learning on business topics ranging from innovation to customer success and membership. Her first book, "The Membership Economy: Find Your Superusers, Master the Forever Transaction & Build Recurring Revenue," anticipated and defined the massive transformation from ownership to membership and the rise of subscription pricing. It was named a top 10 marketing book of all time by Book Authority. Her second book, "The Forever Transaction," takes readers through every step of the subscription business process – from initial start-up or testing of a new model to scaling the operation for long-term growth and sustainability. Prior to launching Peninsula Strategies, she was a strategy consultant at Booz-Allen & Hamilton, a New York City Urban Fellow, and a Silicon Valley product marketer. She received her M.B.A. from the Stanford Graduate School of Business and graduated with honors from Harvard College. Mentioned, Links, Books: robbiekellmanbaxter.com https://www.linkedin.com/in/robbiekellmanbaxter/ @robbiebax (twitter, medium) @robbiekellmanbaxter (instagram) The Forever Transaction The Membership Economy Jen Marr…

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Hannah Gets Coached to Self-Coach LIVE, with Mike Normant, Best-Selling Author of Coach Yourself Up 1:03:50

לפני 2 years1:03:50

1:03:50

Hannah Gets Coached to Self-Coach LIVE, with Mike Normant, Best-Selling Author of Coach Yourself Up Ever wondered what it truly means to coach yourself? Get ready, as our guest Mike Normant is about to reveal the secrets behind this powerful skill. In this conversation, I dared to ask Mike, author of Coach Yourself Up, an executive coach, and leadership trainer, to coach me right here on the show. We explored his methodology, delving into the essence of self-coaching and its transformative potential for your career, life, and everything in between. Brace yourself for a mind-opening experience unlike any other. Let's dive in! “Capital T” Truth vs. “Small t” Truth Drawing from his extensive knowledge, Mike provides a relatable example to illustrate how these truths manifest in our daily experiences. “One of the biggest things that drives human behavior is whether they believe a world, the world is a safe place that is filled with good people, or it's a dangerous place filled with dangerous people.” ---Mike Normant We discussed the common small “t” truth of needing things to be perfect initially shaped by childhood experiences and the desire for acknowledgment. Gradually, it transformed into a capital T truth—the perception that imperfection equated to failure. However, upon reflecting on our conversation, I realized that this belief did not correspond to an objective reality. It was not a universal truth that dictated worth or guaranteed success. As Mike Normant said, "Under all people's behaviors are the stories we tell ourselves." Imagine the possibilities that arise when we become aware of the stories we tell ourselves and take active control over them. These stories resemble invisible threads woven into our minds... They empower us, giving us the courage to take risks and embrace growth, or they can hold us back, limiting our potential and trapping us in self-imposed barriers. "If you can't really focus your attention very well, it's hard to self-serve, but there's self-observation. And then once we have a pretty good grip on what we think is going on story-wise, then we move into the third step called being response-able, the ability to choose an intentional response." --- Mike Normant Ontological Humility + Political Stances Ontological humility and Political Stances—two crucial aspects to consider. In a nutshell, ontological humility delves into the study of reality. For example, your perception tells you that marketing has gone awry. But ontological humility nudges you to pause and consider that your perspective may not be the only valid one. It invites us to engage in conversations with the awareness that our perception of reality is shaped by the core set of facts we believe to be true. "It may be the truth, but when we jump to it without allowing for other inputs and ideas and perceptions, we do a disservice and we frankly are unaware back to your point, that there might be other things involved that we're not aware of."---Mike Normant Hannah Gets Coached to “Self-Coach” "it's very easy and very common for us to see somebody doing something that goes against what we believe, and we label them as wrong."---Mike Normant However, it's important to recognize the ease with which we pass judgment and the commonality of this tendency. By acknowledging our instinct to label others, we can go deeper into the complexities of differing perspectives. In this self-coaching model, Mike focuses on helping individuals recognize and address their self-limiting behaviors, which hinder progress. Self-observation is the key concept he's advocating. This introspective process forms the second step in the self-coaching path, allowing you to embark on a transformative journey of self-discovery. "One mantra is you have to do the inner work to make a lasting outer change... the second mantra is, small shifts lead to big changes."---Mike Normant The bigger we make it, the more like, the easier we set ourselves up to fail, the more we push too hard. Mike has longed to have learned these concepts earlier in life; we are privileged to learn this today. ----—— Meet Mike! A Bay Area native who brings a unique blend of technical expertise and a passion for outdoor adventures. With an Electrical Engineering degree from the esteemed University of Notre Dame, Mike combines his analytical mindset with a love for nature and music. Raised amidst the vibrant landscapes of the San Francisco Bay Area, Mike finds solace and inspiration in the great outdoors. Beyond his affinity for the natural world, Mike's love for live music knows no bounds. With a particular fondness for jam bands, he finds immense joy in attending approximately 25 shows per year (pre-Covid). Mike Normant is an author, executive coach, and leadership trainer, with a 25-year corporate career that included running global Learning & Development at both eBay and ServiceSource. He is also the creator of Coach YourSelf Up , a training program that teaches self-coaching skills to help individuals make lasting behavior changes in support of their career and life goals. Following his own personal transformation, Mike created this program in service of his purpose: to help as many people as possible achieve more of their potential through heightened self-awareness. Mentioned and Links https://coachyourselfup.com/book https://www.linkedin.com/in/mikenormant https://coachyourselfup.com Tiny Habits by BJ Fogg Conscious Business by Fred Kofman…

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How Micro-Learning is Reshaping Learning + Development with Chris Sterbenc, CRO at Learn to Win. 56:16

לפני 2 years56:16

56:16

We all know that the attention spans of both young individuals and adults are decreasing.... As the volume of learning content continues to rise, our ability to focus diminishes. However, micro-learning presents a refreshing approach to knowledge acquisition... And in this episode, we explore how this innovative approach is revolutionizing training and learning,with our special guest, tech start-up rockstar Chris Sterbenc , who has three decades of epic entrepreneurial adventures under his belt; we'll delve into the captivating world of micro-learning. How Ole Miss Used Microlearning to Go from WORST to BEST Defense in the Country Chris’ company, Learn to Win, had the opportunity to deploy their micro-learning technology on a crazy experiment: Could micro-learning help a college football team improve their defense strategies? Ole Miss shifted from traditional methods to using Learn to Win to break down lessons into one to three-minute chunks. “Rrepetition is a big key piece to this. And also training on one concept at a time,so, you don't train players on four things at once. You break it down into four pieces and you train them in one concept at a time. And people just generally have much better comprehension and retention if you build the training program to be structured that way.” -- Chris Sterbenc As a result, not only did the players find it more enjoyable, but the comprehension and retention of the material skyrocketed. The ultimate result? They went from being one of the worst defenses to becoming the top defense in the country. Chris shared that the key to effective training lies in meeting people where they are comfortable and delivering content in a format that they prefer. “There's no getting around it. That's the style of interaction that the folks have now. If you try to force them into a format that they're not comfortable with, it's not going to be very effective or they're not going to like it. “--- Chris Sterbenc Flipped Learning Flipped learning is an alternative approach that can be utilized alongside micro-learning. Chris explained that this method flips the traditional order of presenting information, resembling a game of jeopardy. “In traditional classrooms there's another variant. Which you can take advantage of with micro learning, which is flipped learning, where you present the problem before you explain how afterwards. And you get people's brains engaged and how they might solve the problem before you teach them the backstory behind it.” --- Chris Sterbenc In flipped learning, the problem or question is presented first, engaging learners' minds in thinking about how they would solve it. Chris’ Thoughts on the Education System: Active Learning Classrooms In the realm of education, exciting experimentation is taking place both in universities and high schools. From active learning classrooms to collaborative sessions, the focus is on hands-on experiences that defy passivity. As Chris mentioned, “There is now a lot of experimentation going on in higher education, at university level, and you're seeing a little bit of it in the high school level with active learning classrooms... there's hands-on experimenting going on. There are collaboration sessions. It's not passive.” This shift signifies a powerful transformation, where students are actively engaged in their learning journey, paving the way for dynamic and impactful educational experiences. Chris’ College Degree Chris’ journey was far from ordinary. He discovered his interests and preferences by immersing himself in a business environment and observing daily operations. “All the skills that I got during that period were not in college... But internship is I think, the answer to that question at the end of the day. Because you can immerse in a business and see what the people's day-to-day jobs are like, what they do, what they do, and don't like.”—Chris Sterbenc As a dad of two, he emphasizes to them the importance of gaining practical skills and experiences beyond the degree. “I told them is even whatever degree you pick, pick something that you like because I want you to enjoy it. Engage in and master something, whether it's necessarily going to be your job path, because you may get out and discover.” —Chris Sterbenc ---- Listen to the whole podcast to join the conversation. Meet Chris Sterbenc Chris Sterbenc is a 30-year serial tech start-up guy! He grew up in Chicago but has been in and around Silicon Valley for most of his career. Having hired more than 400 sales reps over the course of his career, Chris is fascinated by the changes he sees in each new wave of young talent entering the workforce. Seeing the evolution of the way they learn, how they work and what they want from their careers has been an amazing journey! Chris shared his enthusiasm for Climb Hire , a San Francisco-based business partner specializing in advanced skills training, founded by Nitzan Pelman . Their program, focused on Salesforce CRM Administration, stands out because students are not charged upfront. Instead, they repay a percentage of their first-year income once employed, funding the next cohort. This innovative model has graduated hundreds of non-degree holders into high-paying jobs, boasting an impressive 80% graduation rate and around 75% of certificate holders securing significantly higher incomes. Climb Hire’s microlearning approach has truly transformed careers, making a remarkable impact. Stay tuned for Nitzan’s episode on The Native Digital + Native Analog show, coming this fall! Mentioned and Links: Chris Sterbenc | LinkedIn Chris Sterbenc (@disterbenc) on Instagram Learn to Win | Agile Learning: The Guide for Sales Leaders | Learn to Win Blog…

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