The Oxford Review Podcast

In this episode David talks with Frank Tsuro about first generation leaders and the issues they face. For full notes, transcripts and links go to:

Should Neurodiversity have greater prominence in DEI (Diversity, Equity and Inclusion)? In this episode David and Jannett Morgan talk through some of the issues around neurodiversity being considered more in the DEI thinking and focus. For full notes and links go to:

In this episode David talks with Tricia Kennedy, one of the authors of the new book Change Myths: The professional's guide to separating sense from nonsense. For full notes, links and more go to: https://oxford-review.com/change-myths-separating-sense-from-nonsense/

In this episode David and Jannett Morgan talk about the communication preferences of neurodiverse people. For the full notes, transcript and links please visit:

In this podcast David and Jannett Morgan unravel what the distinction is between neurotypical and neurodiversity. For full notes, transcript, links and more go to:

In this episode David talks with Jannett Morgan about the neurodiversity issues that occur in the workplace. For the transcript, notes, links and more go to:

In this mini series David talks with Neurodiversity consultant Jannett Morgan about what neurodiversity is. For full transcript and notes and links go to:

In this podcast David looks at a range of strategies that help protect organisations from misinformation, disinformation and plausible rubbish. To book a call with David about how to develop critical thinking, evidence-based-practice and prevent misinformation, disinformation and plausible rubbish from negatively impacting your organisation CLICK HERE Transcript In this podcast, I want to have a look at how to protect your organisation from plausible, rubbish, and misinformation. Hi, David Wilkinson here. I'm the founder and editor In Chief of the Oxford Review, and today I want to have a look at the problem plausible, rubbish misinformation and disinformation causes in organisations and how organisations can protect themselves. In the era of social media chat, G P T, AI and Mass Digital Communication, fake news, misinformation and disinformation can spread like wildfire. And due to the myriad sources and entrance points of information into an organisation, they tend to be vulnerable to falling prey to plausible rubbish. Now misinformation and disinformation, whether deliberate or not, can cause significant harm to an organisation's operations market, share, reputation, and decision making processes. So in this podcast, what I want to do is provide you with a concise research based guide on how to effectively protect your organization from the dangers of misinformation. Now misinformation and disinformation is a growing and serious issue for many organisations and businesses, both large and small. A 2018 study by M I T or Massachusetts Institute of Technology published in the journal Science showed that false news stories are about 70% more likely to be retweeted on Twitter than true ones now. The study followed 126,000 rumors circulating on Twitter, and firstly found that false news was significantly more likely to be shared than true news. The study also found that the top 1% of fake news posts being shared online in what is known as false news, cascades spreads between 1000 and a hundred thousand people on average. Now, this demonstrates how plausible rubbish can infiltrate communication channels, influence, opinion, and become knowledge at a significant speed and scale these days. Now there are clear distinctions between misinformation, disinformation, and plausible rubbish. Now, misinformation refers to the incorrect or misleading information that's often shared regardless of intent. This is usually because of an error or misunderstanding. It's not a, usually a deliberate intention to mislead. For example, an individual might unknowingly share an untrue or inaccurate fact on social media believing it to be true or most likely, and this is how, fake information infiltrates organizations is that. it's based on incorrect information in training and education programs, And this incorrect information now tends to spread to a broader audience, Disinformation, on the other hand, is false information that's deliberately created and shared, intending to cause harm or mislead others. Uh, disinformation is actually a manipulation and is often used for propaganda to deceive or just to obscure the truth. Now this includes spreading false rumors to smear a business competitor or maliciously circulating false information for political or control issues. For example, the key difference from misinformation lies in the intent to deceive. Now plausible rubbish refers to information or assertions that while sound credible or believable upon first hearing, particularly because of its logical or coherent, presentations are in fact false, misleading, or without a solid foundation or fact. Plausible, rubbish spreads as misinformation, but can also result from disinformation. Now plausible rubbish of often enters an organization and takes holders kind of common fact through things like poor training programs, a lack of critical thinking and skill, uh, lack of skill with research and evidence-based practice in other systems. Now...

In this episode I talk with Dr. Grant Van Ulbrich about his latest book Transforming Sales Management: Lead Sales Teams Through Change. The book is available here: PaperbackKindle For full notes, transcript and links go to: https://oxford-review.com/transforming-sales-management/

In this episode, David talks with the inventor of the GOALposts coaching model, Keith Hackett. For full notes, links, graphics and transcript visit: https://oxford-review.com/goalposts-coaching/

Changing an organisation at a structural level is one thing. Changeing the culture is a whole different ball game. In this podcast, David talks with Dr. Kate Price about her latest book looking at culture change in organisations: Taming the Culture Tiger. For all the links, transcript and more go to:

In this episode David talks with Neela Mühlemann from the Business School, at the University of Greenwich in London, and Alex Haslam from the School of Psychology, at The University of Queensland in Australia about a new study published in the Journal of Personality and Social Psychology, entitled Understanding Responses to an Organizational Takeover: Introducing The Social Identity Model of Organizational Change. For full notes, links and transcript go to:

Using technology to extend the capability of coaches and coaching is a hot topic. In this episode David talks again with author and coach consultant about his latest book, Superhuman Coaching. For full notes, links and transcript go to: https://oxford-review.com/superhuman-coaching/

In this podcast, David talks with Jan Laser, a HR professional who publishes academic research papers, and has recently published an interesting paper about ambidextrous leadership. For full notes, links and more go to: https://oxford-review.com/podcast-ambidextrous-leadership-criteria/

In this episode, David talks with Melanie Marshall about what it takes to create a successful digital transformation project. For full notes and more go to:

In this episode, David talks with Melanie Marshall look at some recent research that has found that four factors, digitisation, sustainability, democratic leadership, and design thinking, significantly impact organisational change. For the full notes, transcript, reference and more go to: https://oxford-review.com/how-design-thinking-and-resilience-impact-organisational-transformations/

In this episode, David and guest, transformation consultant Melanie Marshall examine some of the research looking at issues around the role of uncertainty and leadership during digital transformation projects. For a full transcript and more, go to: https://oxford-review.com/transformational-leadership-digital-transformation/

In this episode, Melanie Marshall, Transformation Consultant, shares her experience of helping organisations with digital transformation projects. For full notes, details of Melanie, the transcript etc. go to: https://oxford-review.com/transformation-consultant/

In this, the third episode in the digital transformation mini series, David and Melanie look at what the research and practice says about the factors for successful digital transformation. For full notes and more go to: https://oxford-review.com/success-factors-digital-transformation/

In this episode in the 7 part mini series, David talks with consultant Melanie Marshall about the connection between her Trust for Transformation Model and digital transformation. Forr the full show notes and more go to: