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This interview from two years ago- is still relevant in so many topics, especially on how people have new expectations about work.
It's not only about when, where, and how to work but also why they work and what's the real meaning of work.
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One of the greatest abilities of leaders is to see around the corners —to see what's coming next— and to get prepared for it.
Now that it seems that changes occur faster than ever, this requires that we not only prepare but act.
These changes require us to use our ability to adapt with agility and an open mind to see the opportunity that could give us leverage and allow us to be more competitive.
We are in a moment when we need to embrace multiple paradoxes, and they require us to find the balance between business needs and employee expectations.
People are at the center of many strategies. And certainly, when we talk about organizations that have strong foundations of trust, respect, and people relations, you are moving your organization to a higher level.
Diane Gherson, one of the greatest thinkers about the future role of HR, says that we need to more intentionally and systemically redefine the relationship between workers and organizations. New work models, new business requirements, and new employee expectations are coming together at full speed, putting at risk our status quo arrangements in the organization—and even the role and scope of HR.
What would be your HR organizational strategies to achieve a competitive advantage?
Gartner identified, as HR's number one priority, the development of leaders and managers who are overwhelmed by the growth of their job responsibilities. In most cases, it's not that they are not equipped for change, but they will need to define new role expectations and simplify processes to make the workload sustainable. In simple words, define what are the things that they are not going to do: What are the trade-off. The lack of focus on this will result in a negative impact on the well-being of the employees, an increase in burnout, and turnover.
Mercer highlighted the importance of fostering a digital mindset within the organization. "In the face of rapid technological change, it's essential to not only adapt but to lead the way."
The decisions HR leaders make today can impact their organization’s business outcomes and brand for years to come. The most common concerns that we are all hearing are:
Organizational Culture.
Embracing AI.
Change Management.
Career Management and Internal Mobility.
Flexible work (where and when). Align to hybrid and remote work.
Mental health and well-being.
Upskilling and reskilling.
Diversity, Equity, and Inclusion. Work in psychological safety and increase the sense of belonging.
Most people's strategies required us to be more intentional in our proposals. There is a clear opportunity to embrace the changes and move ahead. However, the most brilliant strategy will get you nowhere if you don't have a culture that supports it.
The most immediate action that you could start is to understand your organizational challenges (internal and external). Increase your people connections and moments that matter. Listen to your team. Learn. Identify what's working well and what opportunities you need to address. And take action on initial solutions.
The Autisha Bridge (2,100 m.a.s.l.) Located over Santa Eulalia river (Lima, Peru)
When I was in my twenties, a friend asked me if I could join him to do bungee jumping. At that time, I liked to practice different extreme sports, but I was not particularly interested in that one. However, at the last moment, I decided to join him.
I got up very early in the morning, and with a group of people who had also signed up for bungee jumping, we initiated our adventure to Autisha.
It took approximately 2 hours and a half to get to Autisha Bridge, which is located in Autisha Canyon, in Santa Eulalia Valley (73 km east of Lima, Peru). The free fall was 20 meters, and you remained suspended 140 meters above the ground.
All the way, people were sharing stories, and fear started to surround the group. It was the first time for the whole group and a group of journalists were joining us to share the history.
When we arrived, I was relatively calm, listening to the instructions and not knowing what it was that I didn't know.
People started to prepare, putting on their harnesses and helmets and checking all the safety systems. We had great weather, and everything was exciting. Without noticing, it was my turn. I still wasn't nervous, so without much hesitation and a smile, I jumped.
It was probably one of the worst feelings in my life. Suddenly, I was falling; I had a stomach-lurching sensation. I saw the rocks, the river, and a thousand images and questions passed through my head... you felt like nothing was holding you down... you're just falling. I was afraid.
From that experience, I can recall many learnings. My point of view of practicing extreme sports switched. But that wasn’t the biggest shift.
I wondered, What is it for? What was the purpose? Was it worth it? My world perspective changed.
Yes, it was worth it, not because of the adventure, but because it helped me question myself, look at my life from another perspective, and ask myself the meaning that I was pursuing.
My life perspective and meaning changed.
The antidote for fear is courage. But you need to have a meaningful purpose, so you take action because it is worth it.
When you walk uncertain roads, you can feel scared. But if you know that the journey that you are taking is important, that you have the possibility to do important work, share your learnings, help others, and add value... you are walking the path of possibilities.
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We all have bad days. We all have challenging moments, but it doesn't mean that we have to stay that way.
When times are challenging, we cannot let spontaneity or emotion lead our actions. Among other things, because we cannot always control our emotions or invoke them at will. We need to develop our character so that we can act according to what we think is the right thing to do.
Being aware and willing is not enough to make a good decision, as only those who have the habit of acting rightly are capable of following their conscience. Additionally, besides knowing what is good, they also have the strength to act accordingly.
Talent develops in solitude, character develops in the stream of life.
― Goethe
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In his TED "The Future Will Be Shaped by Optimists," Kevin Kelly, founding executive editor of Wired magazine and a former editor and publisher of the Whole Earth Review, says that "every great and difficult thing has required a strong sense of optimism." He believes that we have a moral obligation to be optimistic.
In this incredible talk, he also shares three reasons for optimism during challenging times, explaining how it can help us become better ancestors and create the world we want to see for ourselves and future generations.
Here is an excerpt of the points that I like most:
We are confronting tremendous problems in this world. Things like global climate change, which seems almost impossible to solve, or social inequality, which seems endemic and difficult to eliminate.
The scale of these problems, though, is even more reason why we should be optimistic. Because what we know is that in the past, every great and difficult thing that has been accomplished, every breakthrough, has, in fact, required a very strong sense of optimism that it was possible.
(...)
And it’s no guarantee, just because we believe something will happen that it will happen. But we do know that unless we believe that something can happen, it’s not going to happen inadvertently by itself. And so, it becomes really important that we imagine a world that we want, that we imagine solutions we want, and believe that we can make them happen. And that belief in making something impossible happen is what has shaped our future so far.So, our own history has been basically shaped by optimists, and if we want to shape the future, we need to be optimistic. That world that we’re shaping is not a world that’s perfect. It’s not perfection; there’s no lack of problems, there’s no absence of bad things. It is totally not utopia. It’s what I would call pro-topia: a world in which things are a little bit better. And that sense of optimism is a perspective where we expect the world to yield a little bit more good than bad, to have a few more reasons to hope than to fear.
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Have you ever wondered what makes a person feel engaged, show a high commitment, and go further from what's expected?
People who go beyond not only make a positive impact in your environment but also on your business results. Now, imagine that you are not talking about one person but about your whole team or even your entire organization.
Having the right culture will make all the difference in your business outcomes.
People thrive when they see the impact of their contributions. If a person can demonstrate their contribution, they will also want to continue contributing.
But how can we make sure that we create an environment where people can succeed? How do we create an environment where people can be curious, flow, and keep their commitment to do things better?
It’s a good start to really care about people and believe in the impact they can make.
Here are four ways that you could put in place to be intentional about how to create the right environment:
Create a trusting environment where everyone feels valued and empowered to contribute their unique talents. A safe environment promotes that people feel comfortable asking questions, concerns, and suggestions.
Promote learning and growth opportunities; people are more likely to commit and contribute when they see a real interest in their learning and growth. Provide them the opportunity to lead projects, participate in initiatives from different areas, provide mentoring, or take on new responsibilities.
Show appreciation is a great way to boost confidence and reinforce the behaviors that you want to promote and continue to see.
Be consistent. This is the only way to build credibility in the employee experience journey. Consistency is the foundation for building trust, and it will allow you to increase job satisfaction and increase performance.
People want the chance to make a difference, to work in an environment where they can be challenged and grow. It's our responsibility to build the right environment and help them to thrive.
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Seth Godin has been a huge inspiration over the years. One of his books that I always come back to, and I've given to many as a present, is "What To Do When It’s Your Turn (And It’s Always Your Turn)." This book provokes the reader into action. It invites the reader to do things that matter.
It is hard to pick the best part, but I want to share one page that resonated with me.
Where do you put the tired?
Everyone who runs the marathon gets tired.
Yet there are no books called, "How to run without getting tired." That's because you can't.
And everyone who takes their turn gets scared.
So why is everyone always talking about how to do important work, give talks, make a ruckus without the fear? Of course you're going to be afraid.
The thing is, to finish the marathon all you need to do is find a place to put the tired. Not to avoid it, merely put it somewhere.
And the same thing is true for the important work we need to do.
We have choices, and reading this book is one of those that you will never regret.
One piece of career advice that I received early in my career was to avoid overplanning. And it really helps me a lot to the point that I now share it with many others.
There’s nothing wrong with having an idea of where you want to go in your career. However, I’ve found a more interesting approach. Instead of focusing on a specific job, I look at what skills and experiences I want to gain. This means taking on challenges that are outside my comfort zone, like leading projects, tackling new responsibilities, or volunteering for tasks that others avoid. There are countless opportunities if you're willing to step up, to go further, understand what the opportunities are to keep it simple, to do it better, to connect more… to care about others.
I can say with confidence that you won't regret being open to new opportunities, exploring uncertainty, and learning new things. Experiences that take you out of your comfort zone often offer significant potential for growth.
If you are not afraid, you are probably not challenging yourself enough.
If you want to grow, I recommend starting a list of everything you genuinely desire, even if it seems impossible. Embrace these challenges as a journey into the unknown because in uncertainty lies the abundance of possibilities.
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Are you at a point in your career where you're trying to figure out what to do next? Regardless of your age, life stage, background, or career experience, there are moments in life when we are looking for more. Sometimes, even when people enjoy their work, they might feel like something is missing or find themselves feeling stuck and looking for a way out.
When people feel unnoticed, undervalued, or unsafe, they might start doing the bare minimum at their job to keep it until they find something better. But it doesn't have to be this way. You could do things differently. You can make a different choice and work to make a positive impact.
If we want to do better, we need to understand what is possible. For me, it begins when we start to feel grateful for the present moment, when we see the world through the lens of possibility, and feel excited about the future we can shape. When we find excitement in both learning new things and letting go of old ideas. When we look at things not just as they are but for what they could become. When we combine our skills and our passion to do work that really matters, make an impact, and create value.
When we view the world with a sense of possibility, we fall in love with the present because every action becomes meaningful.
There are songs that touch your heart. When I saw this video, it definitely touched mine.
My family is my biggest inspiration in life, and my children are my greatest source of strength... However, raising a child is challenging work! Raising a child with special needs has its own set of challenges.
In a world full of challenges, actions speak louder than words.
To celebrate World Down Syndrome Day, 30 families came together to sing and make a video of the song "Better Place" by Rachel Platten. These families wanted to show a new mom that her future will be full of love. Hopefully, we will hear more stories like this, where we can listen and learn how each person contributes to making this world a better place. In our case, our son Massimo changed our lives, only for the better.
Diversity enriches our humanity and makes us better. Our empathy, compassion, humility, and respect make our world a better place.
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Marc Lore is an American entrepreneur, businessman, investor, and NBA owner. Lore is currently the Founder, Chairman, and CEO of the Wonder Group. He is a serial entrepreneur who has started and sold four companies. He served as the President and CEO of Walmart eCommerce when his company, Jet.com, was acquired by Walmart in 2016 for $3.3 billion. Before Jet, he was the CEO and co-founder of Diapers.com/Quidsi, which was sold to Amazon in 2011 for $545 million.
He was recently asked what advice he would give to someone just starting. For him, the best advice is to be willing to take risks, be tenacious, and go all in. There is no such thing as going half in or trying something just to see what happens. You have to believe in what you are doing and commit fully.
Second, you must have a clear vision of what you want to achieve and take the initial steps toward that vision. Think big. Identify the actions you can take today that will bring you closer to your vision, and then continue this process day by day to build momentum.
Are you willing to take that risk? If you genuinely want to make a difference, you must keep moving forward. Learn to dance with fear and embrace uncertainty. Embrace discomfort. You have the power to decide what kind of person you want to be and how you want to live. Be generous, listen with empathy, and connect with others.
Ask yourself, what's the biggest impact I could make today? Remember that fear is the mind-killer. If you seek certainty, wait for someone else's instructions, or for the right mood, or for someone else to discover you, you may never have a chance. There is no guarantee that your efforts will succeed, but it's worth trying.
Some things make a significant impact on your life and change the lens of how you see the world. For me, one thing that made a big impact on how I learn, analyze, and make decisions was when I discovered the mental models of Charlie Munger and how he applies them to live a life that matters.
Charlie Munger is the billionaire, closest partner, and right-hand man to Warren Buffett. He is not only one of the most exceptional investors the world has ever seen but also a foremost thinker of our time. During the 2007 USC Law Commencement speech, Charlie Munger shared his most useful principles, ideas, and values with humility and grace. This compelling essence of wisdom is the framework he uses to make most of his business and personal decisions in life.
Here are the core ideas he shared:
The safest way to try and get what you want is to try and deserve what you want.
It’s such a simple idea. It’s the golden rule, so to speak. You want to deliver to the world what you would buy if you were on the other end. There is no ethos, in my opinion, that is better for any lawyer or any other person to have.
By and large, the people who have this ethos win in life and they don’t win just money, just honors and emoluments. They win the respect, the deserved trust, of the people they deal with, and there is huge pleasure in life to be obtained from getting deserved trust. And so the way to get it is to deliver what you’d want to buy if the circumstances were reversed.
Love and admire the right people, alive or dead.
A second idea that I got very early was that there is no love that’s so right as admiration-based love and that love should include the instructive dead. Somehow, I got that idea, and I lived with it all my life, and it’s been very, very useful to me.
Wisdom acquisition is a moral duty.
Another idea that I got, and this may remind you of Confucius too, is that wisdom acquisition is a moral duty. It’s not something you do just to advance in life. (...)
And there’s a corollary to that proposition which is very important. It means that you’re hooked for lifetime learning, and without lifetime learning, you people are not going to do very well. You are not going to get very far in life based on what you already know. You’re going to advance in life by what you’re going to learn after you leave here. (...)
The same is true at lower walks of life. I constantly see people rise in life who are not the smartest, sometimes not even the most diligent, but they are learning machines. They go to bed every night a little wiser than when they got up, and boy, does that help—particularly when you have a long run ahead of you.
So, if civilization can progress only when it invents the method of invention, you can progress only when you learn the method of learning. I was very lucky. I came to law school having learned the method of learning and nothing has served me better in my long life than continuous learning.
Have a multidisciplinary attitude and ideas.
Another idea that was hugely useful to me was that I listened in law school when some wag said, “A legal mind is a mind that when two things are all twisted up together and interacting, it’s feasible to think responsibly about one thing and not the other.”
Well, I could see from that one sentence that was perfectly ridiculous, and it pushed me further into my natural drift, which was into learning all the big ideas and all the big disciplines so I wouldn’t be a perfect damn fool who was trying to think about one aspect of something that couldn’t be removed from the totality of the situation in a constructive fashion. And what I noted, since the really big ideas carry 95 percent of the freight, it wasn’t at all that hard for me to pick up all the big ideas and all the big disciplines and make them a standard part of my mental routines.
Once you have the ideas, of course, they are no good if you don’t practice. You don’t practice, you lose it. So, I went through life constantly practicing this model of disciplinary approach. Well, I can’t tell you what that’s done for me. It’s made life more fun. It’s made me more constructive. It’s made me more helpful to others. It’s made me enormously rich. You name it, that attitude really helps.
(...)
There are all these other things that you should know in addition to history, and those other things are the big ideas in all the other disciplines. And it doesn’t help you just to know them enough just so you can prattle them back on an exam and get an A. You have to learn these things in such a way that they’re in a mental latticework in your head and you automatically use them for the rest of your life.
Apply inversion thinking and solving problem principles.
The way complex adaptive systems work and the way mental constructs work; problems frequently get easier and I would even say usually are easier to solve if you turn around in reverse. In other words, if you want to help India, the question you should ask is not, “How can I help India?” You think, “What’s doing the worst damage in India? What would automatically do the worst damage and how do I avoid it?”
You’d think they are logically the same thing, they’re not. Those of you who have mastered algebra know that inversion frequently will solve problems which nothing else will solve. And in life, unless you’re more gifted than Einstein, inversion will help you solve problems that you can’t solve in other ways.
But to use a little inversion now, “What will really fail in life? What do you want to avoid?”
Be reliable and diligent.
If you’re unreliable, it doesn’t matter what your virtues are, you’re going to crater immediately. So doing what you have faithfully engaged to do should be an automatic part of your conduct. You want to avoid sloth and unreliability.
Eliminate the tendencies of self-serving bias, envy, resentment, and self-pity.
Generally speaking, envy, resentment, revenge, and self-pity are disastrous modes of thought. Self-pity gets pretty close to paranoia and paranoia is one of the very hardest things to reverse. You do not want to drift into self-pity.
I have a friend who carried a big stack of linen cards about this thick, and when somebody would make a comment that reflected self-pity, he would take out one of the cards, take the top one off the stack and hand it to the person, and the card said, “Your story has touched my heart. Never have I heard of anyone with as many misfortunes as you.”
Well, you can say that’s waggery, but I suggest that every time you find you’re drifting into self-pity—I don’t care what the cause, your child could be dying of cancer, self-pity is not going to improve the situation—just give yourself one of those cards. It’s a ridiculous way to behave and when you avoid it you get a great advantage over everybody else, almost everybody else, because self-pity is a standard condition and yet you can train yourself out of it.
And, of course, a self-serving bias, you want to get out of yourself: thinking that what’s good for you is good for the wider civilization and rationalizing all these ridiculous conclusions based on the subconscious tendency to serve one’s self. It’s a terribly inaccurate way to think and, of course, you want to drive that out of yourself because you want to be wise, not foolish.
You also have to allow for the self-serving bias of everybody else, because most people are not gonna remove it all that successfully, the only condition being what it is. If you don’t allow for self-serving bias in your conduct, again, you’re a fool.
Avoid Perverse incentive system.
You don’t want to be in a perverse incentive system that’s causing you to behave more and more foolishly or worse and worse. Incentives are too powerful a controller of human cognition and human behavior, and one of the things you are going to find in some modern law firms is billable hour quotas. I could not have lived under a billable hour quota of 2,400 hours a year. That would have caused serious problems for me. I wouldn’t have done it and I don’t have a solution for you for that. You have to figure it out for yourself, but it’s a significant problem.
Work with people you admire.
And you particularly want to avoid working directly under somebody you really don’t admire and don’t want to be like. It’s very dangerous. (...)
The way I solved that is I figured out the people I did admire and I maneuvered cleverly, without criticizing anybody, so I was working entirely under people I admired. (...) . And your outcome in life will be way more satisfactory and way better if you work under people you really admire. The alternative is not a good idea.
For a correct thinker, learn to maintain your objectivity.
Objectivity maintenance. Well, we all remember that Darwin paid special attention to disconfirming evidence, particularly to disconfirm something he believed and loved. Well, objectivity maintenance routines are totally required in life if you’re going to be a correct thinker. And they were talking about Darwin’s attitude—special attention to the disconfirming evidence—and also to checklist routines. Checklist routines avoid a lot of errors. You should have all this elementary wisdom and then you should go through and have a checklist in order to use it. There is no other procedure that will work as well.
Give the power to the right people, people who have the most aptitude to learn.
I think the game of life, in many respects, is getting a lot of practice into the hands of the people that have the most aptitude to learn and the most tendency to be learning machines. And if you want the very highest reaches of human civilization, that’s where you have to go. You do not want to choose a brain surgeon for your child among fifty applicants, all of them just take turns during the procedure. You don’t want your airplanes designed that way. You don’t want your Berkshire Hathaway’s run that way. You want to get the power into the right people.
Footnote: You can find the complete transcript published on James Clear.
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In a time of constant change and transformation, when we talk about careers, we cannot speak anymore about the traditional straightforward linear ladders. Some people describe it more like a career playground. I like to describe it as a mobile home screen analogy, where you can find different apps meaning alternatives according to your own needs and interests. Likewise, there are opportunities in the company's workplace and options people could proactively choose to explore, learn and grow. It would be a mistake to assume that everyone should follow one path or the other or to judge one as categorically better or worse. The really important thing is to make your growth a priority.
Indeed, Microsoft’s 2022 Work Trend Index reported that 53 percent of employees were more likely to prioritize health and well-being over work than before the pandemic. Also, according to an Ivanti Survey of thousands of workers in several countries, 71 percent said they would pass on a promotion to protect their own happiness and choose not to climb the ladder. The peak of a career is not always at the top.
As people become more empowered by market opportunities, the challenge for leaders is ensuring that workplace structures and reward systems keep up. In other words, don’t put your people in a box.
If you want to continue growing, these insights can help you thrive:
1. Embrace a Growth Mindset: Start by adopting a growth mindset, viewing change as an opportunity for growth rather than a setback. Understand that your career journey is dynamic; each shift presents a chance to learn and evolve. Embracing this perspective will help you approach new challenges with resilience and enthusiasm.
2. Assess Your Assets: Reflect on your strengths, skills, interests, and values. Take time to assess what truly makes you unique and passionate. This self-discovery process will be the foundation for your development and growth choices. Regularly revisit this assessment to ensure you're aligning your path with your evolving strengths and passions.
3. Start Small and Experiment: Begin making intentional changes by starting small. Experiment with new projects, side gigs, or learning opportunities related to your interests. These experiments serve as valuable testing grounds, allowing you to gather feedback, refine your approach, and build confidence in new areas.
4. Build a Skill Portfolio: Focus on building a diverse set of skills and experiences rather than relying solely on a single job or role. This approach provides flexibility and a safety net during transitions. Continuously seek out opportunities to expand your skill set and contribute to various projects, both within and outside your current role.
5. Seek Feedback and Network: Connect with mentors, peers, and advisors who can provide guidance and different perspectives. Actively seek feedback to refine your ideas and approaches. Building a strong network can open doors to new opportunities and help you stay informed about industry trends.
6. Manage Fear and Uncertainty: Understand that fear is a natural part of the change process. Instead of avoiding it, acknowledge and embrace it as a sign of growth. Break down your goals into smaller, actionable steps, and celebrate each milestone along the way. This positive reinforcement can help you build confidence and navigate uncertainty more effectively.
7. Commit to Lifelong Learning: Continually invest in your personal and professional development. Stay curious and proactive about learning new skills, technologies, and trends. This commitment to learning ensures that you remain adaptable and relevant in an ever-changing work landscape.
Combining these strategies and recommendations will enable you to continue growing and thriving in your career. Embrace change, leverage your strengths, experiment with new opportunities, and maintain a proactive and open-minded approach to ongoing development. Remember, your journey is unique, and each change is a chance to craft a fulfilling and impactful career journey.
Maintaining a growth mindset is critical to navigating a pivot successfully. By seeing change as an opportunity rather than a personal shortcoming or obstacle, you will be much more likely to find creative solutions based on what excites you rather than subpar choices clouded by fear.
— Jenny Blake.
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On November 30, 2022, OpenAI launched the latest version of ChatGPT. In just a matter of days, the chatbot captivated the attention of over a hundred million users who tested its capabilities. The chatbot quickly went viral on social media as users shared examples of what it could do. Stories and samples included everything from travel planning to coding software programs.
Technology is really transforming the world of work. And that means companies must learn how to do things differently than what they’ve done over 50 or a hundred-year history. Over the last three years, we have been shaped by a challenging combination of health, economic and geopolitical volatility, growing social pressures, and environmental concerns.
These rapid transformations have reshaped the world’s labor markets and changed the demand for skills and job opportunities.
According to the Future of Jobs Report 2023, over 85% of organizations surveyed identified increased adoption of new and frontier technologies and broadening digital access as the trends most likely to drive transformation in their organization. Some key findings are:
The impact of most technologies on jobs is expected to be a net positive over the next five years.
Employers estimate that 44% of workers’ skills will be disrupted in the next five years. Cognitive skills are reported to grow in importance most quickly, reflecting the increasing importance of complex problem-solving in the workplace.
Six in ten workers will require training before 2027, but only half of the workers are seen to have access to adequate training opportunities today.
Analytical thinking and creative thinking remain the most important skills for workers in 2023.
This transformation also means that companies must transform the skill base in how they’re approaching employees and talent.
One of the approaches that most companies will appeal to is to put the company's purpose in front of employees. When employees find purpose, learn and grow, and feel valued and respected, the organization can reinvent strategy, respond to customer needs, improve customer service, increase investor confidence, and build community reputation.
When we talk about the future of work and employee experience, we have to put in front that people matter. Caring for people in organizations is a timeless principle. Beyond employer practices, my sense is that this may come from more personalization than generic solutions. Personalization helps individuals find their personal pathway from their work setting. When it comes to designing the future of work, one size fits none.
According to Dave Ulrich, in organizations, personalization is about caring for the person through leadership emotion, empathy, engagement, and efficacy. These E words show up with increased attention on affinity in relationships. Personalization at work also refers to creating more customized work experiences through turning workplace flexibility practices (benefits, hours worked, locations, workweek, sabbaticals, job sharing) into personal choices tailored to the needs of each employee.
Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most.
The future of work is a big challenge. We have to get in front of that. But most companies haven’t necessarily figured it all out yet.
However, one of the big initiatives that some companies have undertaken is how to help people create more flexibility in their roles, so they can discover new ways of working, explore new skills, and grow.
The biggest challenge of the new future-forward workplace is to build a culture and process that embraces work flexibility alongside productivity. It will require operational agility, flexible processes, and technology adoption — and a willingness for organizational leaders to see change as an opportunity to innovate, grow and lead.
Since I started working with global teams, I knew that I would find myself in meetings very early in the morning or very late at night. As global teams, we try to find a time zone that works for most of us. We know that this is part of the role. What I didn't realize was how this could impact my family.
I have three beautiful kids, and when I start to work very early, even when working from home, there are days I can hardly say goodbye when they leave for school. Similarly, when I have meetings at night, I can't join them for dinner, read their favorite books, or put them to sleep.
At first, I told myself that those days were the exception. But after a while, you find yourself more often on those schedules. You find that it takes work to set boundaries.
If you're a responsible person, sooner or later, you will probably find yourself planning to work late because you spend most of your day in meetings and can't finish your 'real work.' It's almost like an involuntary reaction. You tell yourself, 'I need to finish,' or 'I need to respond to those emails,' etc.
We end up immersed in a routine of accomplishment and short gratification, and sometimes we are unaware of the impact on our lives. Are we aware of how not stopping affects our lives? How does it really affect us not spending time for ourselves and our families? Personally, I enjoy having time with myself for reflection that allows me to put things into perspective and set the right priorities, so I decide in advance the time that I'm going to block to share with my family, read, do sports... the things that I define as important.
The pandemic changed the way many people work. But it also invites us to be clear about the boundaries we need to set on how we spend our time. If we don't take the time and make a conscious decision and define those limits in advance, we can very easily find ourselves breaking them.
I'm writing this during the weeks I decided to be fully dedicated to my loved ones on a family trip.
What boundaries work for you?
My daughter Lara, 2 years old
In a world that is constantly transforming, one thing remains certain: individuals must be prepared for the future. The World Economic Forum urges us to equip current students with three indispensable skills: problem-solving, collaboration, and adaptability. Also, Harvard Business School underscores the importance of adaptability, curiosity, creativity, and comfort with ambiguity. Furthermore, Gallup proposed seven skills for successful managers: building relationships; developing people; leading change; inspiring others; thinking critically; communicating clearly; and creating accountability.
Yet, amidst this mosaic of skills, there exists one that resonates profoundly—empathy. Empathy is the critical skill for taking the lead, connecting, and opening our minds to the opinions and perspectives of others. However, leading with empathy can be challenging. It requires courage and effort to understand that people don't see what you see, don't know what you know, and probably don't want what you want. But when you lead with empathy, you demonstrate care, concern, and understanding for other people's circumstances. And it could make all the difference in how we interact with and understand others.
Most of the skills listed above are human skills and seek possibility. How would the world be if most of us put our effort and focus on things that could be better? That's what we call progress. To be successful in the future, it's important to understand that life-long learning and adaptability are crucial to improving not only our own life but also contributing to progress a positive change in the world.
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We are all looking for talent, right? Exceptional human performance continues to intrigue experts and organizations. We've heard a lot about how high performance makes a huge impact and does the most incredible work.
Steve Jobs, the legend behind Apple, summed it up perfectly: "Go after the crème de la crème. A small team of A+ players can leave a giant team of B and C players in the dust." And the management guru Jim Collins agrees. He says, "The biggest roadblock to my organization's success is finding and keeping the right people."
But here's the deal: it's not just about individuals. The environment plays a significant role too. When we create the perfect vibe, people unleash their awesomeness. When we build a culture that supports, inspires, and celebrates progress, people can reach mind-blowing heights. The culture affects how and why people work and the jaw-dropping results they achieve.
Forget only focusing on the "talented few." Let's create an environment where everyone can shine and thrive. Talent thrives in the right environment.
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In a world where achieving results takes center stage and things may not go as planned, leading with empathy is absolutely crucial. But here's the thing: genuine empathy means not being absolutely certain about how someone else feels or what really motivates them. We can never fully know what someone else is going through.
Let's face it, most of us have no clue what it's like not to have enough food to put on the table for our families, or to see 11 pounds (5 Kg) of food go to waste every single day. We have no idea what it feels like to live in a slum or to walk 9 kilometers to school every day (18km roundtrip.) And no idea what it's like to spend US$100,000 on a weekend to rent a superyacht.
But empathy isn't about feeling sorry for someone. It's about trying to understand why they behaved as they did. We can make our best effort to be empathetic, but we have to admit that we can never be completely sure. The truth is, we really don't know how someone else feels or what truly drives them.
In the words of Seth Godin, "Dismissing actions we don't admire merely because we don't care enough to have empathy is rarely going to help us make the change we seek. It doesn't help us understand, and it creates a gulf that drives us apart." Those words hit home and remind us that empathy isn't just a bridge to cross; it's an expansive ocean that connects us, fosters understanding, and propels positive change.
Let's dive into this journey of leading with empathy and draw inspiration from some timeless Stoic principles:
Get to Know Yourself: The Stoics believed that self-reflection and self-awareness were crucial for personal growth. By understanding your own emotions and reactions, you'll gain a better understanding of others. Take a moment to reflect on your own biases, beliefs, and triggers. This self-awareness will help you cultivate empathy toward those around you.
Embrace Our Shared Humanity: Stoicism emphasizes that we all share a common nature and face similar challenges. As a leader, remember that your team members are human beings with their own struggles, dreams, and vulnerabilities. Recognize their humanity and treat them with kindness and understanding.
Step into Their Shoes: Empathy flourishes when we try to imagine ourselves in someone else's position, experiencing their emotions and perspectives. The Stoics encouraged the practice of imagining the hardships others might be facing. By putting yourself in their situation, you'll gain a deeper understanding of their needs and concerns.
Watch Your Reactions: Stoicism teaches us that while we can't control external events, we have control over our own judgments and reactions. As a leader, this means responding to pressure and challenges with composure and empathy. Instead of reacting impulsively, take a moment to pause and consider how your words and actions might impact others. Respond with kindness and understanding, even in tough situations.
Listen Up: Listening is a powerful tool for cultivating empathy. When engaging with your team, practice active listening. Give them your full attention without interrupting or judging. Seek to understand their perspectives, emotions, and underlying concerns. Show genuine interest in their well-being and create a safe space for open communication.
Lead by Example: Stoicism highlights the importance of leading by example. If you want to promote empathy within your team, show empathy yourself. Demonstrate kindness, understanding, and compassion towards others, and chances are they'll follow suit.
Keep Things in Perspective: Stoicism reminds us to maintain a broader perspective on life. When faced with challenges or conflicts, remind yourself of the bigger picture and the long-term goals. This perspective will help you approach difficult situations with empathy and understanding, steering clear of reactive and shortsighted decisions.
Embracing empathy as a guiding principle in your leadership journey holds immeasurable transformative power. Let empathy be the compass that fosters understanding, compassion, and unity in a world yearning for genuine connections. Through empathy, we transcend barriers, bridge divides, and inspire the change that will shape a brighter tomorrow.
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In today's dynamic business landscape, organizations increasingly recognize the power of a great culture to create a positive work environment, drive performance, and achieve organizational goals. But what exactly culture means, and how can companies create one that stands out?
There are many definitions of culture, but I like Gallup's definition: "Culture is about how we do things around here -- the unique way your people live out your company’s purpose and deliver brand promises." Every workplace has a unique work culture that reflects its history, values, and goals.
According to Gallup, culture can seem elusive because it’s rooted in patterns of thoughts, feelings, and behaviors -- in the abstract, not the concrete. As a result, many leaders assume that shaping or influencing culture is HR’s responsibility -- or worse, turn a blind eye to culture despite knowing that culture matters. It matters to employees and customers alike, affecting outcomes for organizations every day.
Great company culture doesn't happen by accident. As leaders, we have the immense responsibility of shaping the culture within our teams and organizations. The culture we foster determines the outcomes we achieve and the impact we make. However, as Marshall Goldsmith emphasizes, culture is not just about what leaders say or do; it is reflected in the everyday actions, attitudes, and interactions of everyone within the organization.
Building a strong and positive culture within an organization is a continuous process that requires deliberate effort and thoughtful implementation. Here are some best practices that can help you create a remarkable culture that fosters engagement, collaboration, and success:
Lead by Example: Your actions speak louder than words as a leader. Demonstrate the values and behaviors you want to see in your team. Be authentic, transparent, and consistent in your approach. When your team witnesses your commitment to the culture, they are more likely to embrace it themselves.
Define and Communicate Core Values: Clearly define the core values that will serve as the foundation of your culture. These values should align with your organization's mission and vision. Communicate effectively and frequently to ensure that everyone understands and embodies them in their daily work.
Hire for Values: During the recruitment process, focus not only on the skills and qualifications of candidates but also on their alignment with your culture. Look for individuals who share your values and have the potential to contribute positively to the team dynamics.
Foster Open Communication: Encourage open and honest communication at all levels of the organization. Create platforms and channels for employees to voice their opinions, concerns, and suggestions. Actively listen to their feedback and demonstrate that their input is valued. This inclusive approach promotes trust, engagement, and innovation.
Recognize and Reward Behaviors: Acknowledge and reward behaviors that align with your desired culture. Celebrate big and small achievements, and publicly recognize individuals and teams who exemplify your values. This reinforces the importance of cultural alignment and motivates others to follow suit.
Promote Learning and Growth: Cultivate a learning culture where employees are encouraged to develop their skills and expand their knowledge. Provide opportunities for professional growth through training, mentorship programs, and ongoing development initiatives. Supporting employee growth demonstrates your commitment to their success and fosters a sense of loyalty.
Encourage Collaboration and Teamwork: Foster a collaborative environment where cross-functional collaboration and teamwork are valued. Break down silos and encourage information sharing, idea generation, and joint problem-solving. Create opportunities for teams to collaborate on projects and initiatives, fostering a sense of camaraderie and collective achievement.
Embrace Diversity and Inclusion: Actively promote diversity and inclusion within your organization. Embrace different perspectives, backgrounds, and experiences as they enrich the culture and contribute to innovation. Create a safe and inclusive environment where every individual feels valued and empowered to contribute their unique talents.
Provide Development and Well-being Support: Invest in your employees' development and well-being. Offer resources and support for their professional and personal growth. Implement wellness programs, work-life balance initiatives, and mental health support to foster a healthy and productive work environment.
Continuously Evolve and Adapt: Cultures are not static; they evolve and adapt over time. Regularly assess your culture, gather feedback, and make necessary adjustments. Stay attuned to the needs and aspirations of your team members and be open to incorporating new ideas and practices that align with your core values.
By implementing these best practices, you can create a culture that inspires and engages your team, drives innovation, and sets the foundation for long-term success. Remember, culture is a journey, and with consistent effort, you can create an environment where everyone thrives and contributes their best.
