Never underestimate the power of a network. Where we each sit in the web of people around us influences almost everything. As today's guest explains, recognizing the patterns that exist within networks and consciously building them is the key to positively changing patterns as individuals and within organizations.   In This Episode: The COVID pandemic's impact on relationships [1:30] Why we should care about strategic networks [3:47] Shaping networks for creativity within organizations [8:00] How leaders can help people build more beneficial strategic networks [12:48] The challenges of building relationships and networks in the world of remote work [17:15] Methods for fast-tracking relationships [25:00] How to be more present with our digital interactions [26:43] Creating connections at an organizational level [31:45]   About Marissa King Marissa King is a professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, King has studied how people's social networks evolve, what they look like, and why that's significant. Her most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. King's research has been featured in outlets such as The New York Times, The Wall Street Journal, The Washington Post, The Atlantic, and on National Public Radio.   What Networks Look Like Today As an expert in networks, King explains how they are changing in the midst of the current pandemic. As is the case in many crises, people's networks tend to shrink as they look closer for support. This will likely have long-lasting effects and we shouldn't expect the pre-pandemic networks and relationships to fall back into place when this is all over.  This is important to keep in mind since everyone's network has a profound effect on them. From health, both physical and mental, to job performance, the web of people we interact with is one of the largest influencers.   Networking for Creativity's Sake When we continually interact within the same circle, creativity stagnates. Seeking out new voices and diversity to bring within your network and to reach out to naturally leads to new ideas and innovation. Since everyone has an existing network, organizations should consider the value of these when bringing in new people.  As the very nature of many networks has been shaken by the pandemic we need to rethink many aspects of interpersonal interaction. King urges us to focus on having a few deep connections instead of many surface-level ones. It's not the size of the network that matters. Rather, it's the quality of the bonds between people that will see us through these tough times.   Quotes:  "Often when people are thinking about their network they're thinking about who can I get to know. A much better way of thinking about it is where I should be going." [6:49]   "Having these shared peak experiences where you get together and hotwire relationships - that you're doing something with a shared mission or a shared purpose - really can invigorate relationships in a way that will carry you for far longer than you would have imagined." [21:56] "It's extraordinarily rare for someone to be listened to and just given the space to be. Allowing that quality to infuse your interactions really can allow a strength of connection that otherwise is impossible." [25:34]   Key Takeaways: It takes intentional effort to break out of our natural networks and seek out change. When we are more reflective about who we interact with and the connections we create, more creativity and innovation will follow.   Links & Resources: Find Marissa King online Social Chemistry by Marissa King Assess Your Network 15Five's Best-Self Academy "Getting Closer at the Company Party"   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Diversity, equity, inclusion, and belonging are receiving more attention these days, with many more companies asking, "How can we create more equity and a sense of belonging?" But have you ever considered the negative—exclusion? By shutting people out, consciously or not, we create shame and trauma. This is a powerful force that affects all aspects of society, not just work. It has become increasingly important to examine the root-causes of how current dynamics of exclusion began and the science behind the way we think, feel, and operate in the world.  Today, we welcome Rajkumari Neogy back to the show—an epigenetic coach and executive consultant focused on the intersection of neurobiology, culture, and empathy in today's business world. Rajkumari believes that passionate self-reflection coupled with dedicated curiosity defines true leadership. Specializing in the tech sector, S/He has trained leaders at high-powered organizations, including Google, Facebook, and Salesforce.  In this episode, Rajkumari helps us examine the role of business leaders in creating meaningful inclusivity. The root of the solution lies in empathy. Building empathy into corporate culture will involve some fundamental shifts. Yet, making these changes will lead to meaningful progress as empathy leads to collective empowerment. Fostering this within an organization will lead to your people working harder for each other. As someone who studies epigenetics, Rajkumari stresses that no one is immune from the trauma and mindsets of their ancestors. This has resulted in deep-seated systemic exclusion. Doing the hard work of addressing these multi generational beliefs and traumas will make it possible to have the difficult conversations that are needed right now. How can you create the safety needed for difficult conversations within your organization? Let's talk about it in the comments on the episode page!   In this episode Leaning into empathy to create a more inclusive workplace and society Why exclusion forms the foundation of racism How the mindsets of our ancestors still affects everyone today What happens when we break out of the cycle of blame Tools and techniques for creating more mental balance and empathy   Quotes "We have to really acknowledge and honor that which has been excluded and re-invite that back into this sphere of inclusion that we're creating for everyone, including ourselves." [4:16] "Racism is severe, repetitive, horrific, exclusion." [11:02] "We need to start to speak significantly more relationally. That ability to speak relationally will rewire the right hemisphere and strengthen our ability to be uncomfortable in difficult conversations." [23:56]   Links Find Rajkumari Neogy online Follow Rajkumari on Linkedin | Instagram | YouTube   Post Traumatic Slave Syndrome "On Being with Krista Tippett" - Robin DiAngelo and Resmaa Menakem In Conversation The Polyvagal Theory by Dr. Stephen Porges  Moshe Szyf: How Do Our Experiences Rewire Our Brains And Bodies? White Fragility by Robin Diangelo   Listen to Part One of our conversation with Rajkumari Neogy   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Perhaps now more than any other time in History, demands on People Operations roles are incredibly high. Handling just the administrative side of HR while establishing a remote workforce can be a full-time job, let alone the all-important human element that requires your resources and attention. Because the true power of human resources lies in unlocking the potential of every employee, many HR leaders are discovering or refining new skills in 2020: "The Year of HR."  Josh Bersin founded Bersin & Associates in 2001 (later acquired by Deloitte) to provide research and advisory services focused on corporate learning. He expanded the company's coverage to encompass HR, talent management, talent acquisition, and leadership and became a recognized expert in the talent market. In 2019, Josh also founded the Josh Bersin Academy, an online professional development resource that has become the "Home for HR" in recent months. Right now, in addition to staying in business during an economic downturn, companies are struggling to meet the demands of a workforce coping with a rapidly evolving world. Dealing with a global pandemic and escalating conversations about race and inclusion, every company must ask itself what type of citizenship they want to practice. This begins with how they treat their people, and then echoes out into the marketplace and beyond. HR has an ongoing role to play in aligning the mission of the company with the mission of its people—this not only determines how employees perform but what kind of citizen the company will be.  In 2020, companies are working proactively to create a sense of stability and safety for people, Josh sees the role of HR expanding more and more to fill this need. How have you seen the role of HR evolve in your company? Let us know in the comments on the episode page!   In this episode How current trends in HR are leading to more workplace creativity Creating values alignment between companies and their employees The economic factors that actually matter right now How companies can provide stability for their people in unstable times What companies can do to promote equity in the workplace and society   Quotes "Companies exist in a world of societal issues. Every employee and every customer has a perspective on the role they want to play in society." [9:21] "It always pays off to think more about your role in society. It seems to always make the company more successful." [18:39] "I think DNI is a critically important program, but I hope it isn't getting in the way of the real issue of pay transparency, pay fairness, and talking about these issues so people can share their fears and concerns." [24:46] "2020 is the year of HR in every single company. We are being asked to take on heroic roles…. Try to enjoy this as stressful and difficult as it is." [38:08]   Links Find Josh Bersin online Follow Josh on Twitter | Facebook | Linkedin   Josh Bersin Academy Conscious Capitalism White Fragility by Robin DiAngelo   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

Since late May 2020, there has been an accelerated evolution of the conversation around race and our roles as human beings, citizens, and business leaders. With this latest round of high-profile deadly police encounters with Black Americans and the massive response to it, many of us are at a loss about how to best respond. Business leaders especially may be avoiding the conversation because they are afraid to risk their futures because they said the wrong thing.  Today, we welcome Willie Jackson back to the podcast to continue the important conversation we began last time. More and more difficult conversations are happening across the country and around the world that require vulnerability and discomfort. Staying in the discomfort and being curious about it along with a willingness to be vulnerable and make mistakes, will lead to meaningful conversations that may in turn lead to long-lasting change in a country drenched in systemic racism.  We recognize that this is a time of opportunity, and these opportunities go far beyond simply issuing statements of support and solidarity. We can use the current situation to make sure that our organizations have an equity-informed view of how they operate that leads to sustainable shifts toward inclusion. Being an ally is not enough. It takes more than just doing something within your comfort zone to feel like you're on the right side of history. Actual meaningful change takes moving from the noun of "ally" to the verb of "accomplice"—taking action to restore equity and justice to a system that is sorely lacking in those fundamentally important principles. This means examining power and privilege and being vocal, even if it comes at personal cost. How can you as a leader model become an accomplice in creating equity and inclusion in your organization? Let's talk about it in the comments on the episode page!   In this episode Why it may feel awkward to discuss race and how to address these feelings Embracing the discomfort of not knowing what to say or do, getting informed, and taking the risk to speak out from a place of vulnerability and knowledge Creating the conditions so that our organizations organically develop into equitable environments Acknowledging the social and historical context that affects everyone Being an accomplice rather than an ally   Quotes "Many of us are ill-equipped to navigate the conversation at all. I think that it's such an honest thing to say that it just feels awkward to name it. A lot of the conversation right now is about not burdening people of color in general, and black people specifically, about the dialogue." [2:55] "Talking about race is awkward. It is challenging. Like anything - running a business, making money, playing the piano - it takes practice." [3:51] "Acknowledging and repairing harm is a key part of how we can show up for each other." [21:31] "In order to fully participate at a baseline level, we might need to radically reimagine how we're thinking about performance reviews, the stereotypes that get perpetuated, the training that managers get, because people don't leave companies. People leave managers." [27:12] "It's natural to want things to go back to normal. My fear is that we will forget that normal for a lot of people is suffering. It is fraught, and it brought about the conditions for the uprising that we're seeing right now." [31:16]   Links Find Willie Jackson online ReadySet Upheaval by Jared Diamond Seeing White Slavery by Another Name by Douglas A. Blackmon   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

We stand at a pivotal moment in American history, one when there is an opportunity to correct massive injustice, dismantle the structures of systemic racism, and co-create a new future where all people can have true freedom, equal rights, and equal opportunities for a life of safety and prosperity.  Businesses are rightly being called to take meaningful action towards racism and that includes the policies they put in place to have more diverse and inclusive workplaces. We invited today' guest on the show to share his wisdom about what we as business leaders can do to ensure diversity, equity, and inclusion in the workplace.  Willie Jackson is a keynote speaker, consultant, and facilitator at ReadySet who helps leaders and organizations advance vital conversations that unlock connections across differences. His belief in the transformative power of media to change narratives led him to found Abernathy, a magazine for black men backed by companies like Mailchimp, Atlassian, and WeWork. Willie served as Founding Technical Lead of Seth Godin's altMBA program for high-performing individuals who want to level up and lead. Willie is an avid houseplant aficionado and loves to spread the gospel of self-watering planters whenever possible. COVID-19 has highlighted and put stress on numerous structural inequities, and it's clear that some groups of people have been hit harder than others by the economic downturn. Willie explains why this is partly the result of a lack of workplace diversity. While lack of diversity is seldom intentional, it can be intentionally addressed. To that end, Willie shares his advice for engaging people in change-making conversations. Willie urges business leaders to embrace their sense of curiosity. Getting to know people with different experiences than you in an empathetic manner will lead to positive change. If there's something that makes you uncomfortable, investigate that discomfort and see what it has to offer. It takes work to diversify your workforce, but it's important work. It will lead to having a variety of perspectives, increased market opportunities, and a workforce more representative of the world we want to create. How can you foster empathetic conversations in your workplace? Let us know in the comments on the episode page!   In this episode The many societal disparities that the covid pandemic has exposed Why functional segregation exists and leads to a lack of workplace diversity Advice for engaging in difficult conversations How to help people lean into empathy Where to look for insight into unfamiliar life experiences The power of storytelling to foster empathy and increased trust Common implicit biases to be aware of   Quotes "I think of COVID as an accelerant. It puts additional pressure on friction points that already exist in society." [2:31] "There's a different lens that has to be brought to bear when you think about how we're representing the cities in which we live. How are we representing the societies we want to see? And how are we bringing into our teams and organizations a diversity of perspectives, bodies, and lived experiences?" [5:35] "When we make the time and space to genuinely ask somebody, and listen to what they have to say, I think it can add some powerful richness and dimensionality to all of our relationships. Simply the act of getting curious." [22:40] "We all have blind-spots and we can make a mess of things even and especially when we're trying." [35:52]   Links Find Willie Jackson online   ReadySet altMBA Abernathy The Brief and Wondrous Life of Oscar Wao by Junot Diaz "Coco"   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

With positivity being one of the most important aspects of Best-Self Management, we're devoting this entire episode to this principle. A lot is wrapped up in this single word - be it gratitude, appreciation, and just having more positive interactions than negative ones.  Throughout this episode, we tell you about what we've learned from the field of positive psychology about how our brains tend to default towards the negative. However, by consciously and deliberately supporting a culture of positivity, you'll be benefiting both your people and your organization in countless ways. We explain how a focus on positivity is one of the easiest ways to help the relationships in your organization thrive. When that happens not only does the bottom line improve, but you and your people will be more connected and committed to your company's mission and feel better overall. What can you do to increase the positivity ratio in your organization? Leave a comment below! In this episode How building a culture of positivity will help improve the health of the people in your organization The benefits that your company will see when positive relationships are encouraged and supported Addressing our default bias towards negativity How you can institutionalize the power of gratitude inside your organization Using guided meditation to help create a positive brain-state Practices for helping your people take notice of the positives in their lives Quotes "For every degree of relational mastery that you improve in your company, you're going to be increasing the efficiency of execution significantly." [4:48]   "When you have an organization where people feel lifted up by each other and for each other, that's where the magic of collaboration can come into play." [7:25] "Our work lives spill into our personal lives - it's just how it happens. So a way of serving the whole human being is giving them a positive, supporting, loving, compassionate, understanding -and also a high performing and high bar of excellence - work environment."  [21:55] "Building a culture of positivity and appreciation doesn't mean you can't give constructive feedback or have difficult conversations. In fact, it really is the opposite. It makes it so that those conversations can be more effective and more efficient." [33:37] Links Sean Achor: The Happy Secret to Better Work: | TED Talk HeartMath Institute Meditation.live Chopra Center Radical Candor High Fives Software    Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Your job is not simply a means to an end, a way of putting bread on the table. What if we looked at our jobs more as a way of expressing our creativity? This may sound like a radical idea, but as today's guest explains, it's not only possible but essential that we design an extraordinary employee experience that unlocks the potential of our people. Vanessa Shaw is the founder of the global community group the Workplace Lab, which is a welcoming environment for HR and talent leaders looking to discover how to innovate the employee experience. She supports leaders to bring empathy and creativity into the workplace, whether working with the United Nations, West Point cadets, or tech giants in Silicon Valley. Vanessa strives to help people answer the fundamental question, "Can my job be an expression of my creativity." In our discussion, Vanessa sheds light on why creativity is an essential part of not just feeding our own needs but also for developing a thriving and supportive workplace. Indeed, supporting our creative side is one of the most powerful antidotes to stress. We also take a deep dive into the concept of "design thinking" and its role in engineering cultures.   Throughout, Vanessa discusses the shifting landscape of HR and how managers and leaders can meaningfully implement change without getting overwhelmed in the process. She shares some of the trends and themes that are happening in workplace cultures these days and how these can be implemented in any company to influence the employee experience.  For example, design thinking supports Diversity and Inclusion efforts due to its ability to pull in external voices and create cross-functional collaboration. When we are really close to things that we've built ourselves, we are making assumptions and often have a biased perspective. Diverse perspectives from different roles, levels in the organization, gender, race, and other perspectives help to test for bias. Solutions designed for one type of employee have serious design flaws because they are not inclusive.  What's your experience with design thinking? How can HR leaders and managers enroll employees in creating an outstanding workplace culture? Let us know in the comments! In this episode The lie that we need to outgrow our creative inclinations as we mature What "design thinking" is and how it is an integral part of fostering creative experiences Useful tools and techniques for identifying problems and solutions in collaborative work Why giving employees a sense of purpose and room to be creative is a better motivator than perks and bonuses Predictions about future trends in employee management  How to use "design thinking" to get the executive team on board with engineering a powerful company culture Three key questions that will kickstart your design thinking process Quotes "You can see how [design thinking] becomes a really powerful tool as we're looking to solve for diversity and inclusion, and create organizations that facilitate a sense of belonging for more than one type of employee."  [12:51] "There's a lot of pressure to reimagine the entire employee experience. From how we pay our employees, how we reward them, do performance management, everything is being unpacked and rethought and that's overwhelming to do all at once." [13:47] "Companies are made of people. If the individual parts internally are operating at their highest selves -- highest being possible -- then that's going to reflect into everything we do." [21:34] Links Find Vanessa Shaw at The Human Side of Tech Follow Vanessa on Linkedin | Twitter Crossing the Chasm by Geoffrey A. Moore   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin