Your Working Life

Naomi Cahn is the Justice Anthony M. Kennedy Distinguished Professor of Law at the University of Virginia School of Law, as well as the Co-Director of the Family Law Center. Cahn is the author or editor of numerous books written for both academic and trade publishers, including Red Families v. Blue Families and Homeward Bound. In 2017, Cahn received the Harry Krause Lifetime Achievement in Family Law Award from the University of Illinois College of Law and in 2024 she was inducted into the Clayton Alumni Hall of Fame. June Carbone is the Robina Chair of Law, Science and Technology at the University of Minnesota Law School. Previously she has served as the Edward A. Smith/Missouri Chair of Law, the Constitution and Society at the University of Missouri at Kansas City; and as the Associate Dean for Professional Development and Presidential Professor of Ethics and the Common Good at Santa Clara University School of Law. She has written From Partners to Parents and co-written Red Families v. Blue Families; Marriage Markets; and Family Law. She is a co-editor of the International Survey of Family Law. Nancy Levit is the Associate Dean for Faculty and holds a Curator’s Professorship at the University of Missouri–Kansas City School of Law. Professor Levit has been voted Outstanding Professor of the Year five times by students and was profiled in Dean Michael Hunter Schwartz’s book, What the Best Law Teachers Do. She has received the N.T. Veatch Award for Distinguished Research and Creative Activity and the Missouri Governor’s Award for Teaching Excellence. She is the author of The Gender Line and co-author of Feminist Legal Theory; The Happy Lawyer; The Good Lawyer; and Jurisprudence—Classical and Contemporary. Book: Fair Shake: Women & The Fight to Build a Just Economy Simon & Schuster, May 7, 2024 A stirring, comprehensive look at the state of women in the workforce—why women’s progress has stalled, how our economy fosters unproductive competition, and how we can fix the system that holds women back. You hold in your hands a book that, finally, proposes how to fix the system, rather than how to fix the woman. No more “leaning in,” no more “girl bossing.” FAIR SHAKE explains plain and simple how the American economy is rigged to hold women back. Legal scholars Naomi Cahn, June Carbone, and Nancy Levit have identified the winner-take-all economy as at the root of these problems. The WTA economy self-selects for aggressive, cutthroat business tactics, which creates a feedback loop that sidelines women. Cahn, Carbone, and Levit call this feedback loop “the triple bind,” and it works like this: If women don’t compete on the same terms as men, they lose.If women do compete on the same terms as men, they’re punished more harshly for their sharp elbows and misdeeds.When women see the rules of the new game, they don’t want to play on those terms. With odds like these stacked against them, it’s no wonder women feel like, no matter how hard they work, they can’t get ahead. In an era of supposed greater equality, women are still falling behind in the workplace: even with more women in the workforce than in decades past, wage gaps continue to increase and recourse for discrimination and harassment become more difficult to obtain. But FAIR SHAKE suggests there is a countermovement and a way out of this. If women figure out what the nature of this new game is, they realize that the only way to fight back is to challenge the system itself.

Kim Dabbs, Founder: To Belonging Book: You Belong Here: The Power of Being Seen, Heard, and Valued on Your Own Terms. Kim Dabbs is a global leader in Belonging and Purpose, whose unique life story informs her passionate advocacy for inclusion and understanding. Born in Korea and adopted by American parents, Kim's journey has taken her from feeling perpetually out of place in different cultures to becoming an influential voice in creating spaces where everyone feels they belong. As the Global Vice President of ESG and Social Innovation at Steelcase, she applies her extensive experience in social innovation, honed through roles like the Executive Director of the West Michigan Center for Arts and Technology and a residency at Stanford's d.school, to foster more inclusive and equitable environments. As a sought-after speaker, Kim has delivered keynotes to organizations and institutions such as Google, Microsoft, MIT, The Drucker Forum, and The Guggenheim. Her debut book You Belong Here: The Power of Being Seen, Heard and Valued on Your Own Terms, reflects her transformation from a cultural chameleon trying to fit in to a thought leader who champions the idea of belonging to oneself. Everyone feels like an outsider at some point in their life—when we walk into a room and think to ourselves, “I don’t belong here.” To avoid these feelings of exclusion, many of us hide our authentic selves and allow others to define our identity. You Belong Here offers a new framework that allows each of us to define how we want to be seen, heard, and valued on our own terms so we feel a sense of belonging in any situation. Further, it serves as a launchpad for organizational leaders and culture builders to create safe spaces for individuals to show up as their authentic selves. Readers will explore our four identities: Lived Identity Learned IdentityLingering IdentityLoved Identity In the journey to understand our past experiences and how society has established barriers to entry, we can design our own future, rooted in our Loved Identity. We learn to rewrite the stories that aren’t serving us and embrace the ones that do. Rather than look for a seat at someone else’s table, we find the tools to build our own. When we fully leverage this and live with authenticity and purpose, we can be seen, heard, and valued in a way that gives us a sense of belonging at home, at work, and in society. Belonging is realized when we understand everyone is an outsider and it’s the power to create space for those differences that unite us all. Social media: · https://www.facebook.com/104175065145280 · https://www.instagram.com/tobelonging · https://www.linkedin.com/company/tobelonging/ · https://www.youtube.com/@tobelonging

DEI has evolved over the years, and I wanted to reach out about a new term being discussed and practiced — justice (aka DEIJ). Mary-Frances Winters, founder and CEO of The Winters Group Inc., a global DEI consultancy, focuses on this topic in her new book: Racial Justice at Work: Practical Solutions for Systemic Change. Justice is a newer concept in the corporate diversity, equity, and inclusion space, and there is a lack of understanding about what it means and how to actualize it. Mary-Frances Winters (she/her/hers) is the best-selling author of Black Fatigue: How Racism Erodes the Mind, Body, and Spirit and We Can’t Talk About That at Work! How to Talk About Race, Religion, Politics, and Other Polarizing Topics. She is the Founder and CEO of The Winters Group, Inc., a global diversity, equity, inclusion, and justice consulting firm. She came of age during the civil rights movement of the 1960s and is a passionate advocate for justice and equity. Named a top ten diversity and inclusion trailblazer by Forbes, Mary-Frances believes in opening doors and amplifying marginalized voices and their allies. She has received many awards and honors, including the ATHENA Award, Diversity Pioneer from Profiles in Diversity Journal, and The Winds of Change recognition from The Forum on Workplace Inclusion. As CEO of The Winters Group for the past thirty-nine years, Mary-Frances harnesses her extensive experience in strategic planning, change management, diversity, organization development, training and facilitation, systems thinking, and qualitative and quantitative research methods to work with senior leadership teams to drive meaningful organizational change. This is her seventh book. Mareisha N. Winters Reese (she/her/hers) is president and chief operating officer of The Winters Group, Inc. As president and chief operating officer, Mareisha’s primary responsibility includes leading the firm’s finance, human resources, information systems, marketing and branding, and client management operations. Prior to her role as president and chief operating officer, Mareisha served as vice president of The Winters Group where her contributions to supporting The Winters Group’s growth included significant enhancements to the firm’s technology infrastructure, web presence, social media platforms, and client service offerings. Before joining The Winters Group in 2012, Mareisha worked as Program Manager of a National Science Foundation grant focusing on diversity in science, technology, engineering and mathematics (STEM) education at Johnson C. Smith University (JCSU) in Charlotte, NC. Mareisha worked for 6 years at Northrop Grumman where she gained a variety of experience working in their business management, supply chain management and engineering business units. Mareisha’s experience also includes time working at a small DC based software company and the US Patent and Trademark Office. She was named to Diversity MBA’s Top 100 Under 50 Executive and Emerging Leaders and Diversity Woman Media’s The Power 100 List. In 2023, Mareisha was named a Who’s Who in Black Charlotte and was recognized in the Charlotte Business Journal’s Power 100 and Profiles in Diversity Journal’s Women Worth Watching. A graduate of both Spelman College and Georgia Institute of Technology, Mareisha holds undergraduate degrees in Computer Science and Electrical Engineering. In 2009, she received her MBA and MS in Information Systems from University of Maryland’s Robert H. Smith School of Business. Book: We Can’t Talk about That at Work! How to Talk about Race, Religion, Politics, and Other Polarizing Topics (second edition) Social media: · Mary-Frances’ LinkedIn Profile: https://www.linkedin.com/in/maryfwinters/ · Mareisha’s LinkedIn Profile: https://www.linkedin.com/in/mareishawintersreese/ The Winters Group, Inc. Website: https://www.wintersgroup.com/

Regina Lawless helps high-achieving Black women find purpose beyond their paycheck in order to experience more bliss in their lives and sustainable success at work and at home. Before starting Bossy & Blissful, a community for Black women executives and business owners, Regina served as the head of diversity, equity and inclusion (DEI) at Instagram (parent company Meta). Prior to Instagram, she served as the global director of diversity, equality, and inclusion at Micron Technology, where she led the creation of their diversity curriculum and spearheaded talent initiatives to mitigate bias in interviews and performance discussions. Lawless has more than 18 years of HR experience working for Fortune 500 companies across various industries, including Target, Safeway (Albertsons) and Intel. Lawless spent the early part of her career as an HR business partner, working closely with business leaders to translate their goals into effective people strategies. Her DEI focus is the culmination of her varied HR experience and personal passion for social justice that was fostered at an early age. Lawless grew up in an underserved community that bordered some of the most affluent zip codes in the country. Growing up experiencing inequality firsthand fuels her determination to work toward creating equal opportunity in the workplace and the world. In 2021, Lawless was appointed to the Board of the World Women Foundation and serves as an Advisory Council Member for the University of San Francisco’s Engineering Program. She is a graduate of California State University, Sacramento, in Communication Studies and holds a Master of Science degree in Organization Development from the University of San Francisco. Lawless is a Bay Area native and currently resides there with her partner, her teenage son and their dog, Rocket. She is an avid reader and loves yoga and listening to music and podcasts. Do You: A Journey of Success, Loss and Learning to Live a More MeaningFULL Life is Lawless’ first book published by Greenleaf Book Group in partnership with Fast Company Social media links: https://www.linkedin.com/in/reginalawless/ https://www.instagram.com/regina.lawless/

Amy Gallo is a contributing editor at Harvard Business Review. She is the author of the HBR Guide to Dealing with Conflict and a cohost of HBR's Women at Work podcast. Her articles have been collected in dozens of books on emotional intelligence, giving and receiving feedback, time management, and leadership. As a sought-after speaker and facilitator, Gallo has helped thousands of leaders deal with conflict more effectively and navigate complicated workplace dynamics. She is a graduate of Yale University and holds a master's from Brown University Book: You Can't Make a Tomelette without Breaking Some Greggs HBR's Antidote to the Logan Roy School of Toxic Leadership. For four unforgettable seasons, Succession has riveted viewers inside and outside the business world. Too absurd to be true, too real to truly be fiction, corporate patriarch Logan Roy, his feuding children, and the executives of Waystar Royco have kept us rapt. Every week the show has dominated office chatter and flooded Slack channels with expletive-laden memes, quotes, and insults. But does the series offer any insights of real-world value to leaders or organizations? Can the psychological power dynamics, nine-figure negotiation tactics, and intricate M&A maneuvers actually teach us something about succeeding in business? Definitely: whatever the Roys do, do the exact opposite. "You Can't Make a Tomelette without Breaking Some Greggs": Toxic Management Lessons from Succession (and What to Do Instead) pairs advice from HBR experts and researchers with some of the most unforgettable, hilarious, and cringey moments from the show. Featuring an introduction by workplace relationship expert Amy Gallo, author of Getting Along and the HBR Guide to Dealing with Conflict, you'll learn about: Topics: pep talksoffsitesjargon and bizspeaktrustsuccession planning Social media: https://www.linkedin.com/in/amyegallo http://instagram.com/amyegallo

Maureen Dunne is a cognitive scientist, neurodiversity expert, global keynote speaker, board director, and business leader with over two decades of experience helping organizations build thriving cultures. She has served as a Senior Advisor to some of the world's top corporate brands, Fortune 500 companies, universities, venture capital funds, and government officials, including the LEGO Foundation, Cornell University, and Members of Congress. She also recently co-created the executive education program for business leaders on "Future-Ready Leadership" at the Harvard Kennedy School. A member of the neurodiversity community, she is a frequent media commentator and contributor on neurodiversity and the future of work. Her work has been featured in Forbes, Bloomberg, Entrepreneur, MIT Sloan Management Review, Chicago Tribune, DiversityQ, Salon, New York Times, People Management magazine, USA Today, Inside Higher Ed, Unleash and Newsweek. A keynote speaker at Stanford University and the National Science Foundation, she was also a featured speaker at The Atlantic Festival where Neurodiversity was included as part of its Diversity, Equity, and Inclusion theme for the first time in history. A successful entrepreneur and business leader, Maureen is CEO of Nodi.ai and a member of the Young Presidents' Organization, an invite-only organization for the world's top chief executives. At LEGO, Maureen helped launch a Social Impact Accelerator Fund to support innovation and entrepreneurship in neurodiversity. The first community college graduate to be named a Rhodes Scholar, she is also an elected official helping to build the talent pipeline with community colleges, representing over 12 million students at the national level. She received a joint BA/MA from the University of Chicago, MSc from the London School of Economics, and doctorate from the University of Oxford. She lives in Chicago with her husband and three children. Website: www.maureendunne.org Book synopsis: 1 in 5 people are estimated to be neurodivergent (have a mind that works differently), but we are often wasting their potential. I’m very excited to be representing Dr. Dunne’s forthcoming book, THE NEURODIVERSITY EDGE: The Essential Guide to Embracing Autism, ADHD, Dyslexia, and Other Neurological Differences for Any Organization (Wiley, March 12, 2024). Dr. Dunne is absolutely brilliant and can discuss what it means to be neurodivergent, how society often overlooks unique skills neurodivergent individuals can bring to the table (nonlinear thinking, advanced creativity, keen observation skills, and many more) and how we can do better to change the stigma outside the neurotypical script for working and living. Dr. Dunne will discuss: Why are neurodivergent employees the most untapped talent opportunity for organizations to compete?What exactly does neurodiversity mean and what are the nuances?How should we rethink “culture fit” as it relates to considering neurodivergent employees?What are some of the challenges neurodivergent employees face at work?What benefits do neurodivergent employees bring to the workplace?How have your own experiences as a neurodivergent employer, entrepreneur, board member, and CEO informed your decision to write this book?What is the “double empathy problem” and how do we bridge the gap between neurotypical and neurodivergent individuals?What is the largest misconception about neurodivergent employees?What is the best way organizations can avoid the pitfalls of the “check the box” mindset to neurodiversity and make meaningful change?How do neurodivergent workers compliment the growing AI focused workplace?Which companies are some of the best role models for tapping neurodiverse talent and what have they done to make an impact?What is something recruiters or HR personnel could start working on today to immediately improve workplace conditions for neurodivergent candidates and employees? Social links: LinkedIn:...

Scott Anthony is a multidisciplinary expert who is passionate about helping individuals and organizations develop the capacity to thrive in today’s world of never-ending change. He has worked at Innosight, a growth strategy consultancy cofounded by Harvard Business School Professor Clayton Christensen, since 2003. As a senior partner there, he has advised leadership teams at top global companies on growth and innovation challenges. Anthony has given keynote addresses on six continents and is Harvard Business Corporate Learning’s most in-demand external subject matter expert. Anthony has been based in Singapore since 2010, where he served as a member of the Committee on the Future Economy and a board member of MediaCorp and NTUC LearningHub. Anthony has written eight books, including most recently Eat, Sleep, Innovate (2020) and Dual Transformation (2017), which describe how forward-thinking organizations can navigate disruptive change and own the future. In 2021, Thinkers50 named Anthony the world’s seventh most influential management thinker; Anthony has been nominated for the group’s innovation award three times and won the award in 2017. Topics for discussion: · What Scott learned from Clayton Christensen: the basics of disruptive innovation, how to shape and develop ideas, and why the innovator’s dilemma has proven to be so persistent · The challenges of leading through disruptive change · A culture of innovation: what it is, how do you build it, what makes it hard, and how to encourage it? · The definition of innovation in the workplace · Great innovators take an idea from one place and bring it to another. if you wander, your brain starts to see dots you can connect. · The role of failure in innovation and how successful companies have rituals around accepting failure · A tool called BEAN (behavior enabler, artifact and nudge) – what is it and how does it encourage innovation · The importance of using stories to change CEO’s minds instead of facts and figures Social media: https://www.linkedin.com/in/scottdanthony/

From the cornfields of Iowa, Jane Boulware defied expectations to lead billion-dollar businesses and rise as a top Microsoft executive. By 52, she'd launched three major ventures, navigated the US's largest merger, and left a trail of influential leaders behind her. Passionate about empowering others to recognize their worth, Jane now dedicates herself to mentoring, board service, and cherishing outdoor moments with her family. All proceeds from her book Worthy are committed to the Boys & Girls Clubs of America’s Youth of the Year scholarships. She lives in Bellevue, WA. www.Janeboulware.com In her honest and engaging debut memoir, Worthy: From Cornfields to Corner Office of Microsoft (January 23, 2024; paperback), former Microsoft executive, Jane Boulware, shares her story of growing up poor in the corn fields of rural Iowa where life was predictable and expectations were low...except for Jane. She knew that in order to change her circumstances and a life of government cheese and butter, it was going to take hard work and a determined spirit! But Worthy is more than just a tale of personal triumph and achieving millionaire status by the age of 40. Blending humor, introspection, and grit, Jane confronts societal norms and the demands of corporate America once arriving at that level. Diving deep, she shares not only her successes but also her personal struggles and a season of life where she battled with bulimia. Jane also challenges the conventional belief of success as an end goal, proposing its true essence lies in how many we empower and uplift along the way. Beyond sharing her unconventional path from poverty to success, Jane has a loftier goal. All proceeds from Worthy will be donated to the Boys & Girls Club of America's Youth of the Year scholarships! Social media: · https://www.janeboulware.com/ · https://www.linkedin.com/company/janeboulware/ · https://www.facebook.com/profile.php?id=61554463565081 · https://www.instagram.com/janeboulware4/

Malissa Clark is an associate professor of industrial and organizational psychology at the University of Georgia, where she leads the Healthy Work Lab. She is one of the world's leading scholars on workaholism, overwork, burnout, and employee well-being. In addition to serving as an expert consultant to many organizations on these issues, Clark and her work have been featured in outlets including the New York Times, the BBC, Time, Glamour, The Atlantic, HuffPost, and others. She is the author of the new book, Never Not Working, available now wherever you buy books. Book: NEVER NOT WORKING: Why the Always-On Culture Is Bad for Business–and How to Fix It University of Georgia professor and self-proclaimed recovering workaholic Malissa Clark presents a startling exploration of the phenomenon of workaholism. Supported by rigorous research and real recovery stories of Workaholics Anonymous members, readers will become empowered to face and fix their own issues with overwork. Clark, one of the world’s leading scholars on workaholism, gets to the root of the issue, encourages the first steps of recovery, and urges company leaders to mitigate the issue within their own organizations. Workaholism Myths and Realities: Clark builds the foundation with the facts – work hours are surprisingly not a strong predictor of workaholism. And it turns out workaholics are not the ideal workers and aren’t necessarily more productive. Workaholism isn’t the same thing as work engagement, and contrary to popular belief, there are no “good” types of workaholics. She ends this section with a look at the negative effects of the phenomenon on health, relationships, and work. Kicking the Habit: Full of assessments and exercises, Clark provides a roadmap every workaholic needs to begin to put an end to their workaholic tendencies. With matrixes built to redefine to-do lists and urgent matters, workaholics will feel able to approach the days ahead with more mental clarity. Are You an Enabler? This section serves as an eye-opening look at the outside forces that drive workaholism. Clark argues that if an organization is not actively discouraging the issue, they may be enabling it. She encourages a concerted effort to look at — and address — an organization’s cultural DNA to begin to undo damage and create sustainable change. Workaholics exist in every industry — they could be us, our friends, family, or direct reports. Throughout NEVER NOT WORKING, readers will learn that the “work-above-all” mindset is not just a mindset but a serious affliction that can no longer be ignored. Clark’s blend of scholarly and personal research illustrates how the negative effects of workaholic behaviors will always negate any temporary positive results. It’s time to break free from the clutches of work obsession. SOCIAL MEDIA: LinkedIn -- https://www.linkedin.com/in/malissa-clark-0387991a/ Twitter -- https://twitter.com/clarkmalissa

Elaine Lin Hering is a facilitator, speaker, and writer. She works with organizations and individuals to build skills in communication, collaboration, and conflict management. In her career, Elaine has worked on six continents and with a wide range of corporate, government, and nonprofit clients. She has trained mental health professionals, political officials, religious communities, and leaders at companies including American Express, Capital One, Google, Nike, Novartis, Shell, Pixar, and the Red Cross. Elaine is a former Managing Partner of Triad Consulting Group and Lecturer on Law at Harvard Law School, specializing in dispute resolution, mediation, and negotiation. Book: UNLEARNING SILENCE: How to Speak Your Mind, Unleash Talent, and Live More Fully Throughout life, we’re often encouraged to just speak up! But it’s never that easy. Race, gender, sexuality, identity, and power are instrumental factors that decide who feels comfortable sharing their thoughts— and as many of us know, having a seat at the table doesn’t mean that your voice is actually welcome. Why speak up if you know that it won’t be received well, and in fact, often makes things worse? This groundbreaking handbook tackles questions including: • What does silence look like? Silence is not always literal. Sometimes we feel pressured to conform to dominant ideas, or we hedge and sugarcoat our needs until no one can hear them. • Why do we self-censor? Whether our livelihoods are at stake, we don’t want to upset our loved ones, or we’ve absorbed unconscious beliefs, there are valid reasons we feel the need to be silent. • How do we find our own voice? Maybe we’ve played by others’ rules for so long that we don’t remember our values and strengths. Hering offers tips to rediscover your voice and use it well. • How can we support others? Even the most well-meaning of us unintentionally silence others, but there are practices we can implement to foster equity and collaboration. Social media: https://elainelinhering.com/ https://www.linkedin.com/in/elainelinhering/ https://www.instagram.com/elainelinhering/

Website: www.FireUpInnovation.com Helene Cahen, MS, is an innovation strategist, trainer, facilitator, and speaker with over 20 years of experience helping companies navigate innovation challenges. She is the founder and principal consultant at Fire Up Innovation Consulting (previously Strategic Insights), where she guides Fortune 500 companies, small businesses, and non-profits to understand innovation, create innovative new products/services, build effective teams, and support a user-centered culture. Cahen has been a facilitator and lecturer for the University of California Haas School of Business and is now coaching in their Executive Program. She was also the vice president of innovation for a startup and worked in and for package goods corporations in the beginning of her career. She is in demand as a speaker on the topic of design thinking and creativity, and recently did a TEDx talk on high-performance collaboration for teams. Trained in creative problem solving and design thinking, Cahen received an MS in Creativity and Change Leadership from the Center for Applied Imagination at the State University of New York (SUNY) Buffalo. She also has a business degree from Sciences Po Paris, a prestigious French business school. Born and raised in Paris, Cahen lives in Berkeley, California, with her family. SPARK AND SUSTAIN HIGH-PERFORMING INNOVATION TEAMS Innovation Is Iterative, Messy, And Nonlinear, Says Leading Innovation Strategist Today’s challenges – whether individual, business-focused, or collective world problems – are complex. Solving them requires diverse skills and thinking, but also a common understanding of thinking processes. To create change, to adapt, and to innovate in organizations requires teamwork. Typically, teams are brought together because of their experiences, functional expertise, and background. Yet, they often don’t have a formal understanding and knowledge of how to work together as a team, particularly in high-stakes situations like innovation. In FIRE UP INNOVATION: Sparking And Sustaining Innovation Teams, innovation consultant and strategist Helene Cahen provides a roadmap to support a journey of learning and a practice of new thinking and risk-taking. The book, with its multi-color energizing design, contains the keys to a self-guided journey to understanding one’s own creativity and developing innovation techniques, language, and tools to collaborate and innovate with others more easily and successfully. Based on Cahen’s extensive experience working with organizations large and small, FIRE UP INNOVATION: · Outlines practical ways to support and sustain high-performing innovation teams · Stresses the importance of diversity in driving innovation · Explores AI’s role in the innovation process · Features actionable practices, including a five-week challenge Cahen, whose expertise is in developing innovation teams, has seen firsthand how teams often lack a common process, tools, and language to be able to work together effectively. This often starts with teams not being aware of their diversity of thinking, particularly the different ways people solve problems, which can create friction and frustration. Innovation is a learning journey. There’s no way to predict what can or will happen while moving through the process, and what we learn informs what we need to do next. Thinking about innovation as nonlinear helps adopt a mindset of being open to whatever may happen. Here are the characteristics of an effective innovation process: · Start by understanding the environment and the challenges at hand. · Coming up with ideas (which is the easiest part of the process). The before (defining the right problem) and after (developing and implementing the ideas) are more challenging. · Integrate users throughout. · Be flexible, since the challenge itself may evolve and the solutions may not work, forcing the need to backtrack. Exploring the unique...

Website: https://herminiaibarra.com/ Thinkers50 profile: https://thinkers50.com/biographies/herminia-ibarra/ Herminia Ibarra is an authority on leadership and career transitions. She is the Charles Handy Professor of Organizational Behavior at London Business School and is ranked among the top management thinkers in the world by Thinkers50. She is a member of the World Economic Forum's Expert Network, a judge for the Financial Times Business Book of the Year Award, and a fellow of the British Academy. She is the author of the bestselling book, Act Like a Leader, Think Like a Leader, and she writes regularly in leading publications, including Harvard Business Review, the Financial Times, the Wall Street Journal, and the New York Times. Book: WORKING IDENTITY: Unconventional Strategies for Reinventing Your Career Popular advice cautions against making a career move before we know exactly what we want to do next. However, since its initial publication almost two decades ago, London Business School professor Herminia Ibarra’s WORKING IDENTITY has helped tens of thousands find the clarity they need to reinvent their careers by offering counterintuitive advice that flies in the face of conventional wisdom. Based on Ibarra’s research of hundreds of successful job changers, she argues that career transformation is not an event; it’s a transition process that takes time and is built from small changes. Now Ibarra is poised to help a new generation of workers emboldened by the pandemic and the Great Resignation to find a new career paths by testing their assumptions. In the book, she writes, “We learn who we are—in practice, not in theory—by testing reality, not by looking inside. We discover the true possibilities by doing—trying out new activities, reaching out to new groups, finding new role models, and reworking our story as we tell it to those around us. What we want clarifies with experience and validation from others along the way…. To launch ourselves anew, we need to get out of our heads. We need flesh-and-blood examples, concrete experiments. We need to act.” According to Ibarra, in looking to make a career move, she discovered people no matter their age, will find themselves progressing through three stages: Possible Selves - Although most of us would prefer to begin with a firm answer to the question, “Who do I really want to become?” for Ibarra, the best way to start questioning old working identities is by asking, “How can I widen the set of possibilities that I might explore?” Between Identities - The transition period when we start testing new possibilities is the “messy middle.” During this time, our sense of identity lingers in a limbo-like state, Ibarra explains, because we are not yet ready to give up our old roles and networks and are still trying out various options. Deep Change - The milestone that will show you that you have arrived, Ibarra argues, is not moving into a new career, but achieving greater alignment between who you are and what you do. The key to this process is small wins, which reduce fear, clarify direction, and encourage further action. Ibarra then discusses the concrete things we can do to propel through the three transition phases: Crafting Experiments - Testing the future means transforming abstract possibilities into tangible projects we can evaluate. Whether taking courses or agreeing to do a side project, these critical efforts allow us to gain knowledge, skills, resources, and relationships. Even better if we can take on several things at once, Ibarra adds, in order to compare and contrast. Shifting Connections – Finding kindred spirits, mentors, role models, and new professional communities help us figure out what we want to do next. Sometimes, these people who provide psychological support or encouragement can matter more than contacts that produce actual leads for new roles, Ibarra reveals. Making Sense –Arranging our life into a coherent story is one of the subtle yet...

KATE BRAVERY, an organizational psychologist, draws from her time living in China and the United Kingdom during the pandemic and working with global firms on their talent strategies. Leading on Mercer’s Insight and Advisory agenda, she is close to workforce trends and emerging people practices around the world. During this period, she also partnered with the World Economic Forum to help CHROs innovate and respond to the evolving Future of Work agenda as it reset overnight. WORK DIFFERENT: 10 Truths for Winning in the People Age (Wiley; November 30, 2023). by Mercer experts Kate Bravery, Ilya Bonic, and Kai Anderson is an insightful and practical new guide on how to sustainably manage people in today’s global economy, with guidance on how to transform the way organizations recruit, hire, upskill, and retain their people. WORK DIFFERENT explains how leaders can adapt their people agendas to create an inclusive work environment that fosters employees’ growth. Bravery, Anderson, and Bonic look ahead to what’s next and highlight how to weave sustainability and resilience into business priorities and make real progress on profits, people, and the planet. Topics include: · Why you should think of employees as contributors instead of workers—people want to be viewed as true partners who are invested in outcomes and have autonomy surrounding their work. · How to effectively combat burnout by identifying unsustainable work practices and by managing your energy like you would your budget, with forecasting and discipline—especially relevant as we approach the holidays. · How to establish a new rhythm of work in our new hybrid / remote workplaces by thinking differently about working hours, building a social aspect into meetings, and guarding against inequities when it comes to access to tech. · How AI can help us flag gaps in inequities in healthcare and learning at our organizations. · How to use empathy to connect with workers to find out what issues they value and help ensure people-centric cultures and policies. · Why hybrid / remote working situations have led to distrust and isolation among workers, and how to instead create more trust and accountability through less oversight. · How to successfully focus on people, planet, and profit by creating well-being programs, growing upskilling opportunities, and promoting social equity. · How to pivot to become a skills-based organization that focuses on upskilling and reskilling before the current skills workers have become obsolete. · How to retain employees who have no problem jumping ship for better pay by focusing on pay equity, competitive rewards, and better career pathing. “COVID was the ultimate test,” the authors write. “Suddenly the watchful eye of the public was on businesses worldwide, and one work truth became ever more self-evident: Companies that demonstrated genuine concern for all of their employees—not just those at the top—stood a better chance of coming through these successive shocks stronger than before.” Kate’s expertise is extremely relevant in our world today for a few reasons: According to Kate’s research, more and more employees are being vocal about their desire for a workplace that aligns with their beliefs, allows for greater flexibility, and helps them prioritize their health. For example, in 2022 one in three employees said they would sacrifice pay hikes for greater flexibility and one in four would do so for time to focus on CSR. As a result, employers in today’s workplace need to understand that individuals are *the* core assets in an organization and that their well-being is vital for success and longevity. I would love to talk to you about interviewing Kate about why the future of work needs to include treating people with empathy and creating environments that center employees’ mental, physical, and emotional health.

Anna Papalia is the author of Interviewology: The New Science of Interviewing and a career influencer with over 1.5 million followers across social media platforms. She has consulted with Fortune 100 companies, taught at Temple University’s Fox School of Business and coached over 10,000 clients to interview better. Her groundbreaking discovery of Interview Styles revolutionized the way we teach and understand interviewing. She is also a public speaker at the Society for Human Resource Management (SHRM) and DisruptHR. She lives in Philadelphia, Pennsylvania. Anna Papalia, TikTok’s “Interview Expert” (1.5M social media followers). In her upcoming book, INTERVIEWOLOGY: The New Science of Interviewing (Harper Business; January 30, 2024), Papalia reveals a new language, backed in science and grounded in four unique interview styles, which helps both hiring managers and job seekers to name and understand their unique interviewing tendencies. Because 90% of hiring managers aren't trained on how to interview, they fall prey to their implicit bias when judging candidates and making hiring decisions. Job seekers, equally as mystified by the process, follow stale advice, memorizing rote answers that aren't true to who they are. Having consulted with Fortune 100 companies and taught over 10,000 clients how to improve their unique interview skills, Papalia is determined to improve the process for both hiring managers and job seekers alike. In a podcast interview, Papalia can discuss the four different interview styles, what their priorities are in an interview, and what they say about the person: Charmers who think, “I want to be liked” Challengers who think, “I want to be me” Examiners who think, “I want to get it right” Harmonizers who think, “I want to adapt” Sample TikToks: 3 Things NOT to Do When Negotiating a Job Offer When You’re Asked in a Job Interview, Why Do You Want to Work Here When You Receive a Job Offer, Don’t Accept it on the Spot! Social media: https://www.tiktok.com/@anna..papalia?is_from_webapp=1&sender_device=pc https://www.instagram.com/annapapalia/ https://www.facebook.com/careercoachannapapalia

www.YourFinestWork.com Merideth Mehlberg is CEO of Merideth Mehlberg Group. An ICF-certified Master Coach, she helps executives look forward to Monday mornings. For almost twenty years, she has walked alongside senior and high-potential leaders to define their career priorities, measure the gap with their current opportunities, and close the space between the two. Clients grow their professional satisfaction, impact, and success, transforming their careers and leadership styles from the inside out. Mehlberg blends a practical, action-oriented ethos with a deeply intuitive sense to help established and emerging leaders find their way through thorny career challenges. Her pre-coaching career in corporations and start-ups helps her relate to what her clients navigate daily; her recruiting, product and project management roles in the staffing, technology, and transportation arenas inform her pragmatic, results-focused style. Mehlberg partners with high EQ executives in strategic roles who need to turn their strategic muscle on themselves in service of their professional goals. She coaches C-suite, senior, and emerging leaders in service and product companies in leadership roles spanning technology, strategy, marketing and communications, operations, sales, and other strategic disciplines. An experienced facilitator and moderator, Mehlberg chairs the Bay Area chapters of the UCLA Anderson CEO Forum and serves as a Core Guide for Chief. She lives in Northern California and works with clients locally as well as globally. Book: NAVIGATING CAREER FULFILLMENT IN A COMPLEX WORLD Avoid The Traps And Learn The Strategies To Reach One’s Goals The journey to an ideal career is not a straight line, but one full of twists and turns. The complexities of these times and the scramble to come to terms with them are almost overwhelming. More than ever people want their work to be fulfilling and count for something. But how does one go about this without a playbook. Career strategist and executive coach Merideth Mehlberg, MMC provides a clear roadmap in her new book, YOUR FINEST WORK: Career Fulfillment In A Complicated World. A Master Certified Coach, Mehlberg, CEO of Merideth Mehlberg Group, draws on nearly twenty years of working with emerging and established executives in Fortune 100 companies, startups, and nonprofits, to transform careers and lives. Using a practical and heart-based approach, she guides readers in their desired direction, regardless of whether they are growing in place or making a job or career change. “I have taken what I have learned on my journey, cut through the complexity, and crystallized it into an easy-to-read primer that will help you realize your full potential and do your finest work,” she says. The key to becoming the intentional architect of one’s career is making the decision to take charge. Regardless of the circumstances, people can make the decision right now to take the reins of their careers and turn them in the direction of their choosing. Whether growing in place, making a job change, or launching a career pivot, the aim is to increase one’s sense of control – taking responsibility for one’s professional life and being in charge of where one is headed. YOUR FINEST WORK delves into the major traps that prevent people from reaching their goals, and the strategies, practices, and tactics that will allow them to avoid or defeat these obstacles. People are trapped when they: · Are asleep at the wheel · Focus on everyone else’s agenda but their own · Run on empty · Fixate on doing things right · Have a transactional focus · Try to do it all themselves · Don’t tell a compelling career story They thrive when they: · Become an intentional architect · Define their North Star · Fill their tank · Take imperfect action · Fine-tune their powers of perception · Broaden their base of support · Sharpen their professional narrative Mehlberg also introduces CLEAR, a...

Arishma Singh is an award-winning top performer, a ‘pocket rocket,’ and a woman to watch, with over 20 years of corporate experience working with such major brands as Nielsen Media, American Express, Google Australia, Pivot Software, and Experian Australia, After numerous health setbacks, Singh’s journey into mind-body solutions led her to EFT (Emotional Freedom Techniques). A globally certified and accredited EFT practitioner, she leveraged EFT to develop her own methodology, THRIVE, to enable high performers to achieve sustainable success without compromising their wellbeing. A keynote speaker, author, and edupreneur, Singh leads Thrive With EFT to empower clients to overcome inner blocks and achieve life-changing transformation. Her new book is The Respected Salesperson. WEBSITE: arishma.com and therespectedsalesperson.com The Psychology of Sales--The Complex Inner Game That Underpins High Performance This is about the internal work that must take place if you want to move beyond the negative “salesey” perception of a salesperson to become the Respected Salesperson. The Big Story: Everybody is a salesperson, whether they realize it or not. As humans we are always negotiating, pitching ideas, influencing, and changing people’s perceptions to convince them to buy into our ideas. From getting a raise or promotion at work, to landing a first date, or even getting your children to eat their vegetables, all of these desired outcomes spring from our ability to sell. If you want to sell your idea, respect is the strongest sales motivator you have. This means not only external respect, but self-respect. The So-What: In order to gain people’s respect, you must first look within yourself. People tend to be wary of salespeople precisely because we know that their main purpose is to influence – to change somebody’s mind, so that they think differently. If you want to THRIVE in sales, before you seek to change the minds of others, you first need to change your own mind through the interplay between your Thoughts, Habits, Reasons, Instincts, Values, and Emotions. Key Messages: Drawing on an evidence-based, self-help, therapeutic mind-body tool that she herself uses on a daily basis - Emotional Freedom Techniques (EFT), also known as Tapping – and the THRIVE methodology that she developed to create sustainable success, Arishma Singh weaves the personal with the professional, to equip you with the tools you need to grow respect for yourself and ultimately command respect from others. SOCIAL MEDIA: · https://www.linkedin.com/in/arishmaspeaks · https://www.youtube.com/@arishma.speaks https://instagram.com/arishma.speaks?igshid=OGQ5ZDc2ODk2ZA==

Barbara Rosenblat: Actor. Audiobook Narrator. One of the most sought after voice artists worldwide, Barbara Rosenblat is London-born, New York City bred and carries performance credits from the US to the UK. From Broadway to London's West End. From network television to Netflix, Showtime, Marvel, and more! While acting in London’s West End, Barbara began what was to become a long career in voice work. On her return to New York, she honed her craft with the Library of Congress and Talking Books for the Blind, continuing her work in theatre, television, and film, and as a gifted dialectician and coach. Her notable portrayal of the cancer-ridden prisoner 'Miss Rosa' in the groundbreaking Netflix original series 'Orange Is the New Black' continues to attract critical acclaim. Barbara’s television credits include House of Cards, Homeland, Gotham, Veep, Better Call Saul, Viola Davis’s First Lady, and Marvel’s Moon Knight, among many others. She has recorded over 600 audiobooks in a distinguished career that has garnered 8 Audie Awards®, more than 50 Audiofile Magazine Earphones Awards for exceptional recordings, and has been inducted into the Audible Narrator Hall of Fame. A legend in audiobooks for her extraordinary range, Rosenblat’s stellar body of work and shape-shifting gift with dialects prompted one critic to write, 'Barbara is to audiobooks what Meryl Streep is to film.’ Audiobooks Social media: · Website: https://www.barbararosenblat.com/ · Instagram: https://www.instagram.com/rosenblat_actor/?hl=en · X: https://twitter.com/rosenblat_actor?fbclid=IwAR3X0 · Facebook: https://www.facebook.com/barbara.rosenblat Related project: Richard Fish and Tom Dukeman, authors of The Amber Knight Saga, are hoping to secure Barbara Rosenblat to narrate the first two books in the series: Amber Knight and the Eye of Penumbra and Amber Knight and the Hand of Penumbra. Learn more about the campaign.

Today more than ever, leading with humanity and empathy is mission-critical for any team or organization seeking to achieve its highest potential. Yet too many leaders blunt their impact by confining their ability to inspire, allowing it to stay locked up inside themselves. They remain trapped in the outdated myth that they must be superhero leaders - infallible, unflappable, and fearless - even though the human leaders who embrace empathy, vulnerability, and authenticity are proven most effective. In THE UNLOCKED LEADER: Dare to Free Your Own Voice, Lead with Empathy, and Shine Your Light in the World (Wiley, September 26, 2023), veteran executive leadership coach Hortense le Gentil combines real life stories, deep psychological insights, rigorous research, and practical tools to reveal how leaders can become more effective by learning to lead with palpable humanity. Hortense examines prominent leaders from business and popular culture—from Marie Kondo and Ralph Lauren to Steve Jobs and Apple TV’s Ted Lasso—to explore what modern leadership can evolve to encompass. The Unlocked Leader reveals how to: · Identify Mindtraps -- any mental obstacles that ground you in old ways of thinking, sap your energy, and hold back your company and employees. · Operate a Mindshift -- find the courage to challenge your mindtraps and confront your fears. · Achieve a Mindbuild -- reimagine the kind of leader you can be, and then strategically put this image into action. The journey from superhero leader to human leader will profoundly transform leaders and employees alike, and help companies function better as a whole. In fact, human leaders make an impact and shine their light in the world by changing the way they connect. This starts a chain reaction that reverberates throughout organizations and across their interconnected networks of human relationships. The Unlocked Leader* is a practical and impactful new guide for those who strive to lead not just with their heads, but with their hearts and souls—and in doing so, will inspire many others in the service of something bigger than themselves. About the Author HORTENSE LE GENTIL is a world-renowned executive leadership coach, speaker, and author. She guides CEOs and senior executives on their journey from hero leaders to human leaders. Guided by 30 years in business, working across industries—including media consulting and advertising—and as an entrepreneur. Hortense was a 2021 and 2023 nominee for the Thinkers 50 Coaching and Mentoring Awards, and has been ranked #5 on the Global Gurus list by World Management Global Gurus. She is a certified Marshall Goldsmith Stakeholder Centered™ coach and a member of MG100 Coaches. Author of THE UNLOCKED LEADER: Dare to Free Your Own Voice, Lead with Empathy, and Shine Your Light in the World (Wiley, September 26, 2023), and ALIGNED: Connecting Your True Self with the Leader You’re Meant to Be (2019), Hortense is a contributor to Harvard Business Review and ThriveGlobal.com, and has been featured in Forbes, Fast Company, Inc., and Business Insider. She is based in New York.

Book: Simply Put: Simply Put: Why Clear Messages Win - and How to Design Them Ben Guttmann is a marketing and communications expert and author of Simply Put: Why Clear Messages Win — and How to Design Them. He’s an experienced marketing executive and educator on a mission to get leaders to more effectively connect by simplifying their message. Ben is former co-founder and managing partner at Digital Natives Group, an award-winning agency that worked with the NFL, I Love NY, Comcast NBCUniversal, Hachette Book Group, The Nature Conservancy, and other major clients. Currently, Ben teaches digital marketing at Baruch College in New York City and consults with a range of thought leaders, venture-backed startups, and other brands. Social media: · LinkedIn is the primary one: https://www.linkedin.com/in/benguttmann/ · Instagram can be used for tagging: https://www.instagram.com/ben.guttmann/ · Email newsletter: https://www.benguttmann.com/newsletter · Free chapter download: https://www.benguttmann.com/simply-put-book/download

Buki Mosaku is Founder and CEO of London-based DiverseCity Think Tank, a workplace-bias and diversity-and-inclusion consultancy. He is one of the world’s foremost bias-navigation experts. Mosaku has cracked the code for calling out unconscious workplace bias and stopping it in its tracks, which he details in his new book, I Don’t Understand: Navigating Unconscious Bias in the Workplace (Business Expert Press, Sept. 8, 2023). Learn more at www.bukimosaku.com Segment Idea: Calling Out Unconscious Bias in the Workplace This is a segment idea about how to effectively equip staff to call-out and navigate career-stifling unconscious bias on their own in a way that removes tension and builds trust. The Big Idea: Unconscious bias in the workplace must be addressed in the moment. Left unheeded, the detrimental compounding effects not only damage the victim, but perpetuate the problem for others and drastically reduce team productivity and effectiveness. When staff members have the right skills to navigate inevitable workplace bias, it removes tension, builds trust and cohesion, and drives high-performing winning teams. The So-What: When a staff member falls victim to a bias-related incident, utilizing the simple question, “I don’t understand?” provides a gateway for non-confrontational dialogue. The question isn’t accusatory, aggressive, or petulant, yet it cuts to the core of the problem and unearths the issue at hand. It gives the perpetrator the benefit of the doubt. Simultaneously, the victim asking the question can wield a level of control regardless of the perpetrator’s seniority. Because the line of enquiry is developmental, non-accusatory, dispassionate, and impartial, it allows the unconscious bias infraction to be discussed and resolved collaboratively. Key Messages: Buki Mosaku draws on personal experience, along with situations from clients’ workplaces, to illustrate why his “I Don’t Understand?” method offers an effective solution. He addresses: · How perceived implicit bias affects employees · What multidirectional strategies staff can utilize to tackle career-stifling workplace bias · How “defensive fragility” differs from “white fragility” · What assumptions are involved in unconscious reverse bias · Why a collaborative approach enables victims to right the wrongs of bias The Source: Buki Mosaku is Founder and CEO of London-based DiverseCity Think Tank, a workplace-bias and diversity-and-inclusion consultancy. He is one of the world’s foremost bias-navigation experts. Mosaku has cracked the code for calling out unconscious workplace bias and stopping it in its tracks, which he details in his new book, I Don’t Understand: Navigating Unconscious Bias in the Workplace