organizational culture

A year ago the Confederation of British Industry was at the centre of a media storm and a crisis at the organisation quickly ensued. Members left in droves, dozens of staff lost their jobs, board members stepped down, and staff felt unsafe in the workplace. But what really happened? Barney Macintyre and Rebecca Moore investigate.

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Change is hard. Why do people resist change in organizations, and how can leaders effectively overcome this resistance? Join us in this real talk with lessons from a leader who has been there. Our guest, Suzanne Knight, CEO & Founder, mBolden Ltd., discusses strategies for leading through transformational change and dealing with resistance.

She shares the importance of executive buy-in, clear communication of the vision, and understanding the human impact of change. Suzanne highlights the challenges of initiating change from within the organization and how external consultants can often be more effective due to their neutrality.

She also discusses the role of KPIs and the importance of balancing different stakeholder interests. Lastly, she provides advice for employees navigating change, focusing on constructive resistance and up-skilling to adapt to the future of work.

Tune in to this episode to discover:

✔️ The emotional landscape of change and its profound impact on organizations.

✔️ Vital strategies for overcoming resistance to change by engaging vision and clear communication.

✔️ The importance of external consultants in providing neutral perspectives for effective change management.

✔️ How pilot programs and testing phases are pivotal in the successful implementation of change initiatives.

✔️ Empowering strategies for employees to constructively embrace and adapt to change, enhancing their future work prospects.

✅ About Suzanne Knight: 

Suzanne Knight is an award-winning expert and keynote speaker on transformational change and the future of work. CEO and Founder of mBolden consulting firm, Suzanne works with clients around the world helping them anticipate and adapt to change so they can thrive, rather than just survive. Through her own firm and nearly a decade at Deloitte, Suzanne worked with over 40 clients in 12 countries. Beyond her consulting work, Suzanne is an active angel investor with The Firehood, start-up advisor, and tech founder. She previously spent 5 years with Walmart Canada as Vice President, Transformation Services and Philip Morris International as National Director of Organizational Effectiveness, leading organization transformation and change in both roles.

Suzanne volunteers as a SickKids Innovator, mentor with Urban Squash Toronto, and is on the HR Committee of JIAS. She has served as head of Diversity, Equity, and Inclusion for a Consumer Goods company, on the Executive Advisory Council for Walmart Canada's Women in Retail program, and on the Foundation Board of the McMichael Canadian Art Collection.

Suzanne has an MA in Industrial/Organizational Psychology and MBA in Finance and Strategy. In 2023, she was recognized on The Peak’s Emerging (under age 40) Leaders List and The DMZ’s Women of the Year.

✅ Connect with Suzanne Knight: 

www.mbolden.co - Human capital consulting firm focused on helping clients understand and prepare for the future of work.
LinkedIn profile - https://www.linkedin.com/in/skknight/

✅ Follow Ivna Curi on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/  

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✅ Other Episodes You’ll Like

The Self-Advocacy Guide to Engagement at Work (PART 1)

How To Navigate Change with Confidence: From Anxiety to Personal Success

How To Master the Art of Outspoken & Decisive Leadership (with Aditi Sharma)

The Respectful Way To Give Bad News To An Employee (With Reshmi Nair)

15 Ways To Show You Care About Your Team To Build Resilience For Hard Conversations

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In this episode we talk all about psychological safety – the misconceptions, what it actually means in practice, what we can learn about it through an equity lens, and how we can design organisational structures that support it (like decision-making protocols).

We also talk about how August does onboarding and creates an adult learning environment through feedback, peer reviews and the role of a ‘Development Advocate’, plus how they relate to the ‘new ways of working’ movement right now.

Tirzah and Mike are teammates at August Public Inc., an organisation and leadership development and change management firm. Tirzah leads August's Equity & Inclusion practice and Mike is a Founding Partner.

Resources:

• Download the August white paper ‘Looking at Psychological Safety Through an Equity Lens’

• Learn more about August and their other insights via their website

• Related Leadermorphosis podcast episodes:

• Ep. 45 with Prof. Amy Edmondson

• Ep. 41 with Michael Y. Lee about the interpersonal risks research (safe spaces and interaction scripts)

• Michael Y. Lee’s research paper ‘Fostering Positive Relational Dynamics in Teams: The Power of Spaces and Interaction Scripts’ (Academy of Management Journal, 2020)

• Book: ‘Confronting our Freedom: Leading a Culture of Chosen Accountability and Belonging’ by Peter Block and Peter Koestenbaum

In episode 92 of Mission: Impact, Carol Hamilton and Patton McDowell explore the multi-generational nonprofit workforce, discussing the unique hurdles and opportunities that come with each stage of a non-profit career—from emerging leaders grappling with gaining practical experience to mid-career professionals encountering a plateau, and up to executive directors feeling isolated at the top. They underscore the importance of adaptability, continuous learning, and the benefits of strategic personal planning. 

Show highlights:

Generational Workforce Challenges

Generational Workforce Challenges

- [00:07:00] Discussion on the challenges faced by different generations in the nonprofit sector.

Opportunity and Experience for Emerging Leaders

- [00:08:05] Patton talks about the emerging leader generation facing the issue of opportunity and joy market entry difficulties

Mid-Career Plateau

- [00:19:25] Patton introduces the idea of a "mid-career plateau" and how to overcome it.

Non-Traditional Career Paths

- [00:22:00] Carol discusses lateral moves and specialization as alternatives to traditional progression.

Executive Leadership Loneliness

- [00:24:22] Patton discusses the isolation felt by those in executive leadership roles.

Co-Executive Director Model

- [00:29:00] Carol asks Patton about shared leadership roles and his views on them.

Predictable Turnover

- [00:33:00] Carol reflects on predictable turnover and proactive recruitment approaches.

Organizational Exchanges

- [00:39:10] Patton and Carol discuss the benefits of organizational exchanges and site visits.

Personal Retreat for Leaders - [00:42:20] Patton recommends nonprofit leaders take personal retreats for strategic planning and Carol speaks on her own practice of personal strategic planning.

Guest Bio:
Patton is the Founder of PMA Nonprofit Leadership, a coaching and consulting firm specializing in leadership development, fundraising, and strategic planning for nonprofits. He led fundraising efforts at two universities after starting his career at Special Olympics International. He's a Master Trainer for AFP Global, hosts the podcast Your Path to Nonprofit Leadership, and authored a best-selling book of the same name. He holds a bachelor's degree from UNC Chapel Hill, an MBA from Queens University of Charlotte, and a Doctorate from the University of Southern California. Patton currently serves as an Executive in Residence at the Jeb E. Brooks School of Public Policy at Cornell University.

Important Links and Resources:

Patton McDowell - https://www.linkedin.com/in/pattonmcdowell/

PMA Nonprofit https://www.pmanonprofit.com/

Charlie Gilkey - https://www.productiveflourishing.com/

Be in Touch!

✉️ Subscribe to Carol’s newsletter at Grace Social Sector Consulting

💻 Give us feedback on the show

🌟 Like what you heard? Please help share the podcast by leaving a rating & review.

😀 Connect with Carol Hamilton ➡️ LinkedIn

Coffee Badging: A Trend in Hybrid Workplaces

In the world of hybrid work, a curious phenomenon has emerged: coffee badging. It’s not about java aficionados collecting stamps on their loyalty cards; rather, it’s a sly workaround for employees who are less than thrilled about returning to the office.

Here’s the scoop: Coffee badging involves employees showing up at the workplace just long enough to swipe their building ID, grab a cup of coffee, exchange pleasantries, and then promptly head home—akin to an Irish goodbye. According to a study by Owl Labs, nearly 60% of on-site workers have tried this tactic¹.

But why the covert coffee run? Let’s explore the motivations behind this trend and how organizations might address it:

1. Forced Office Return: Many employees harbor reservations about returning to the office. Some workplaces have become toxic due to disgruntled colleagues. Even those who don’t mind being in the office engage in coffee badging to avoid the negativity. The key question: Are they still productive elsewhere? How does this impact the team relationships and trust?¹.

2. Rewarding the Wrong Behavior: Some companies inadvertently reinforce the idea that visibility equals success. Employees feel pressured to be seen physically, even if it doesn’t enhance productivity. Managers who prioritize presence over results inadvertently encourage coffee badging. The fix? Evaluate performance based on effort and outcomes, not mere face time¹.

3. Deviant Conformity: Coffee badging falls into the category of deviant conformity. Employees conform to the letter of the policy (swiping in) while flouting its spirit (not fully engaging in office work). This behavior often arises from dissatisfaction with poorly designed policies. Organizations should revisit their mandates to ensure alignment with employee needs and expectations¹.

In summary, coffee badging reflects a nuanced response to workplace policies. While it may irk some managers, understanding the underlying reasons can guide better policy design. So, whether you’re a coffee badger or a policy maker, consider the balance between compliance and genuine engagement in the evolving world of work.

When was the last time you were genuinely playful at work? If you are like most of us, it might have been a while. We’ve been conditioned to believe that work and play don’t really mix. Not only we’ve been taught to draw a clear demarcation line between work and play, we’ve also been convinced that work is somehow way more noble and more important that play.

But what if truly great work couldn’t happen without a healthy dose of play? What if, unless we can have fun with the work itself, at least occasionally, we can’t really achieve greatness?

Today’s conversation with Gary Ware, the Founder of Breakthrough Play a keynote speaker, and author of the book Playful Rebellion: Maximize Workplace Success Through the Power of Play addresses these questions. Gary talks about the relationship of workplace productivity and play, play as the driver of innovation and performance, the eight play personalities and how we can integrate purposeful play into our workday.

You can follow Gary Ware on LinkedIn.

You can find the transcript HERE.

Join the CultureBrained® Community– a one-of-a-kind virtual community for Heads of Culture, founders, and leaders who want to up their culture game.

Check out more of our free resources 👉 HERE

...Luis Salas, Founder of Polymath - Org. Design & Transformation, a company that has embarked on a mission to guide organizations through their Organizational Change and prepare them for the future.

Mark your calendars and join hosts Matt Perez and Jose Leal as they explore the meaning of 'ambidextrous organizations', and what this means to the Radical World ethos.

#RadicalWorld #LiveInterview #Podcast

Can you remember a time when it felt like things at work were unjustifiably and annoyingly hard? Maybe you had to read a 1000-word email that could have been just one paragraph, or had to attend a two-hour meeting that could have been an email. Or maybe you had to manually input data although the process should have been automated ages ago.

The reality is that every workplace is clogged with this type of destructive friction—the time-consuming, and soul-crushing practices that drive us crazy and undermine our ability to achieve meaningful goals. I imagine that at the global scale, millions of hours must get lost every day to red tape, workarounds that shouldn’t have to exist in the first place, and to misguided leaders who pile on needless complexity.

My guest today, Professor Bob Sutton has been so fascinated by the friction we experience in organisations that he researched it for a decade. His work resulted in a book co-authored with Huggy Rao, The Friction Project.

Bob Sutton is an organizational psychologist and Professor of Management Science and Engineering at Stanford University.  He studies leadership, innovation, organizational change, and workplace dynamics.  His main focus over the past decade is on scaling and leading at scale—how to grow organizations, spread good things (and remove bad things) in teams and organizations.

In this conversation, Bob Sutton and I talk about how to identify good and bad friction in an organization and how to make the right things easier and the wrong things harder.

You can follow Bob Sutton on LinkedIn.

You can find the transcript HERE.

Join the CultureBrained® Community– a one-of-a-kind virtual community for Heads of Culture, founders, and leaders who want to up their culture game.

Check out more of our free resources 👉 HERE.

In a time marked by business challenges, how can we create conscious, exponential organizations that contribute positively to humanity?

Listen to the insightful conversation with Sissi Wang. MA, founder of Ideamatch.ai. Hosted by Jose Leal and Matt Perez, this discussion kickstarted 2024 with valuable insights on how to architect a world where human potential is fully unleashed.

#organizationalculture #disruption #hierarchy #organizational #radical #liveinterview #podcast #rhatcherylive

In this episode of "How Leaders Think," host Kenny Lange welcomes Jeff Schiefelbein, a culture expert, to discuss the intricacies of leadership and creating a thriving work culture. They delve into unlocking employee potential, the relationship between personal fulfillment and organizational success, and Jeff's journey from feeling unfulfilled to starting "Undivided Life." Highlighting the significance of compassion, valuing individuals, and stakeholder mentality, they explore how to foster environments that nurture growth. Jeff shares insights on communication, clarity, and the impact of leadership on both work and personal life, advocating for a stakeholder-centered approach and a shift from mediocrity to excellence.

For more inspiring and insightful content, don't forget to subscribe to the How Leaders Think Podcast.

Other places to find the “How Leaders Think” podcast:
* Apple Podcasts: https://podcasts.apple.com/us/podcast/how-leaders-think-with-kenny-lange/id1434737807
* Spotify: https://open.spotify.com/show/2wKtzb6KaF1vNlG9TsZkzh
* Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy50cmFuc2lzdG9yLmZtL2tlZXAtcmlzaW5nLXdpdGgta2VubnktbGFuZ2U=
* Amazon Music: https://music.amazon.com/podcasts/b13c5d64-50db-4626-9685-c356116ec54b
* YouTube: https://www.youtube.com/@Kennylange/podcasts
* Website: https://howleadersthink.kennylange.com/

Be sure to subscribe so that you don’t miss an episode!

Resources:

Jeff Schiefelbein LinkedIn: https://www.linkedin.com/in/schiefelbein/
Website: https://www.undivided.life/
The Beattidudes Podcast:  @The_BeatiDudes
Tribal Leadership: https://amzn.to/47l7ROu
Everybody Matters: https://amzn.to/420Dvjj

On Monday, December 18th, hosts Jose Leal and Matt Perez conversed with guest Massimo Lavelli, software developer, and Radical World contributor, to examine organizations' actions to incorporate more humanity into their work, fostering a purposeful, meaningful, and radical world.

hashtag#humanitymatters hashtag#workplaceculture hashtag#purposedriven hashtag#liveinterview hashtag#podcast hashtag#rhatcherylive

Creating novel connections between individuals and organizations demands a shift from our traditional ways of perceiving one another. Is it possible to cultivate entirely fresh styles of relationships?

Marcial Quintanar, an Organizational Consultant and Radical Ambassador based in Mexico, firmly believes so.

Listen in to the recorded version of Marcia'ls rHatchery.live as hosts Jose Leal and Matt Perez delve deep into this intriguing topic, aiming to shed light on the heart of the matter and address this very question.

#organizationalculture 

In this episode of Enterprising Minds, Alex, Ruthi, and Dave share their top book recommendations from 2023 that had a profound impact on their thinking or offered actionable insights. The episode covers a range of topics from the history and potential of AI, effective leadership strategies, and innovative marketing approaches, to balancing work and life. Listen in to discover new reading material and join the team's illuminating discussions on indispensable lessons taken from their favorite reads.

Don't forget to like, comment, and subscribe on Apple, Spotify, or Google for more insightful conversations on entrepreneurship, business, and digital marketing!

Show ideas or suggestions? Get in touch at enterprisingmindspodcast@gmail.com

-----Connect with Dave------

• Website: http://bit.ly/3Z5L3Pn
• YouTube: http://bit.ly/41zuOfc
• Facebook: https://bit.ly/41zuJYW
• Instagram: https://bit.ly/41zCPjZ
• LinkedIn: https://bit.ly/40J3867

------Connect with Ruthi------

• LinkedIn: https://bit.ly/3ZvZH1v

------Connect with Alex------

• Website: http://bit.ly/3Z5MwVT
• LinkedIn: http://bit.ly/3KPDmIy
• Twitter: http://bit.ly/41tUOsc

Ever feel like you're walking through a minefield at work? We've all been there, and our guest, Jay White, brings those experiences to life in a candid discussion about navigating toxic workplaces. From an electrician living in shipping containers to heading digital in a software company, Jay’s unique journey is a testament to resilience. We dig deep into the challenges he faced, the red flags he ignored, and the profound impact these experiences had on his personal life and work-life balance.

Our conversation doesn't stop at Jay's story. We've all had our share of awkward first days, mismatched expectations, and questionable management techniques. Drawing from these collective experiences, we underscore the importance of clear communication and setting expectations. But it's not all doom and gloom! We turn our battle scars into valuable lessons on self-reflection, empathy, and adaptability. You'll find nuggets of wisdom that will help you thrive in any work environment.

But there's more to life than work, right? We wander into a lively discussion about New York and its vibrant neighb

Welcome to Season 2, where we embark on authentic and unfiltered conversations about life, relationships, society, and more. Our opinions are solely our own and don't represent professional advice. It's just our perspective, so form your conclusions. Heads up, this podcast may contain adult content and explicit language. Let's dive in!
 
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This podcast does not constitute professional advice (financial, legal or otherwise) and you should seek your own professional advice where required. By listening to and/or accessing this podcast , you acknowledge this, and you acknowledge that no warranty, guarantee or representation is made as to the accuracy of any information featured in this podcast.

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The views, thoughts, and opinions expressed are the speaker’s own and do not represent the views, thoughts, and opinions of any organisation they are employed by. The material and information presented here is for general information and entertainment purposes only.

In episode 87 of Mission: Impact, Carol Hamilton and June Jimenez discuss:

• Making remote-work work for your organization

• Juggling the complex decisions facing nonprofit leaders regarding a potential return to physical offices

• Changing employee expectations

We explore the experiences of organizations that are fully remote, emphasizing the heightened need for intentional connection, care, and frequent virtual interactions to maintain a sense of team and culture. Nonprofits are grappling with diverse approaches, from fully embracing remote work to dealing with financial considerations and strategic implications associated with maintaining physical office spaces. We unpack the myth of culture and innovation being dependent on co-location. We also explore the particular challenges of newer employees in understanding organizational culture when working remotely, and strategies for leaders to help integrate new staff in a virtual environment. 

00:20:30: Decision-making driven by prior investments in physical office spaces

00:21:00 The myth of physical presence as a prerequisite for innovation and organizational culture

00:23:00:** Culture exists in both remote and co-located setups

00:24:30:** Younger employees challenges with integrating with organizational cultures

00:26:00:** Particular challenges for newer generations in navigating office culture remotely

00:28:30:** What leaders need to think about in terms of informal nature of information exchange in physical offices vs. remote settings.

00:29:30:** Strategies for helping new staff integrate, 

00:33:30:** Training and development for managers successful adaptation to remote work

Guest Bio:
June Jimenez  is an organizational development consultant to mission-focused organizations. June's work focuses on the people, systems, processes and technology needed to help organizations deliver their missions while experiencing tremendous change. June brings over 20 years of professional experience to each engagement gained through her work across the nonprofit, government and private sectors. June is a mother to a 10 year old rabble rouser, partner to a retired police and military professional and passionate about social justice. June received her Bachelor’s degree from Cornell University and received her Executive MBA from the University of North Carolina at Chapel Hill.

Important Links and Resources:

June Jimenez: https://www.linkedin.com/in/jimenezjune/

Register for the Nonprofit Leadership Roundtable (12/14/23 at 1:00pm eastern): https://www.eventbrite.com/e/760734085127?aff=oddtdtcreator

Be in Touch:

✉️ Subscribe to Carol’s newsletter at Grace Social Sector Consulting

💻 Give us feedback on the show

🌟 Like what you heard? Please help share the podcast by leaving a rating & review.

😀 Connect with Carol Hamilton ➡️ LinkedIn

Work relationships can be hard. The stress of dealing with difficult people dampens our creativity and productivity, and degrades our ability to think clearly and make sound decisions.

Too often we grin and bear it as if we have no choice. But you can only endure so much —there's your sanity to consider, and your career.

This is why, we are thrilled to have Amy Gallo joining us, the best-selling author of Getting Along: How to Work with Anyone (Even Difficult People) the HBR Guide to Dealing with Conflict, a how-to book about handling conflict professionally and productively.

Tune into this week’s episode, as we delve into workplace conflicts and tensions, exploring how they can be harnessed for cultural transformation and become opportunities to connect.

To join the CultureBrained®Community go to tinyurl.com/culturebrained

To access our free resources and materials on cultivating thriving cultures, click here: https://www.agabajer.com/resources/

In episode 86 of Mission: Impact, Carol Hamilton joins with Danielle Marshall for another learning out loud episode where we do a deep dive into a topic. Today we focused on cultural competence or cultural humility and talked about ways for people to work on and enhance their cultural competence. 

Danielle defines cultural competence as the ability to navigate interactions effectively across diverse cultures, emphasizing the importance of valuing differences and recognizing that no social identity is a monolith. While it is easy to think that finding the time to improve your cultural competence is too hard, Danielle offers a practical five-step approach:

1. Assess your starting point, 

2. Set your learning goals, 

3. Creating a learning schedule, 

4. Identify learning resources

5. Continuously monitoring and adjusting the learning plan.

Both discuss the significance of accountability partners and participating in both affinity and multicultural groups. They stress the need for ongoing self-monitoring and adaptability in the pursuit of cultural competency.

Highlights:

- [00:07:16] Definition of Cultural Competence; Cultural Competence/Cultural Humility

- [00:17:16 Five Actionable Steps for Nonprofit Leaders in Building Cultural Competence

- [00:23:16] Cultural competence learning plan 

- [00:33:16] Accountability partners and affinity groups 

- [00:39:16] Continuous learning journey

Guest Bio:
Danielle is an inclusive leader focused on strengthening collaboration among teams, leaders, and stakeholders to foster problem-solving, create solutions, and improve culture. She finds her inspiration in leading systemic change work that promotes equity and inclusion. 

Danielle founded Culture Principles in response to a persistent need to operationalize Racial Equity, Diversity, and Inclusion metrics, centering REDI goals and creating accountability systems. She supports clients through her Mapping Equity Framework focused on Unearthing Knowledge, Elevating Strategy, and Transforming Sustainability. She centers her work around organizational assessment, racial equity learning intensives, and the development of racial equity action plans. Understanding that each organization arrives at this work from different perspectives, she utilizes assessment in building a customized strategy for each unique partner. Previously Danielle served as a non-profit leader for 20+ years and today works on strategy development that enables nonprofits to achieve equitable mission-driven results. Danielle holds a Master's degree in Industrial-Organizational Psychology from Louisiana Tech University and draws on her background as an I/O psychologist in applying a racial equity lens to organizational policies, practices, and programs. She is a Certified Diversity Professional (CDP)/ Executive Coach (ACC).

During her playtime, you can find Danielle traveling, knitting, and kayaking in all 50 states.

Important Links and Resources:

• Register for the Nonprofit Leadership Roundtable - Thursday, December 14th from 1-2 PM Eastern: https://www.eventbrite.com/e/nonprofit-leadership-roundtable-tickets-760734085127?aff=oddtdtcreator

• Intercultural Development Inventory: https://www.idiinventory.com/

• Learning Plan template: https://www.gracesocialsector.com/store/p12/Professional_Learning_Plan.html

• The Farewell: https://en.wikipedia.org/wiki/The_Farewell_(2019_film)

• Sitting Pretty: https://bookshop.org/p/books/sitting-pretty-the-view-from-my-ordinary-resilient-disabled-body-rebekah-taussig/15391717?ean=9780062936790&gclid=CjwKCAiA9ourBhAVEiwA3L5RFoeTeGjbEOkDEOnqdXtTtl-IKnlhB3booxq0JCsSWUxy2DPPN_zNRxoCJnEQAvD_BwE

• Code Switch: https://www.npr.org/podcasts/510312/codeswitch

• https://www.culture-principles.com/

• https://www.linkedin.com/in/danimarshall/ 

✉️ Subscribe to Carol’s newsletter at Grace Social Sector Consulting

💻 Give us feedback on the show

🌟 Like what you heard? Please help share the podcast by leaving a rating & review.

😀 Connect with Carol Hamilton ➡️ LinkedIn

In this Deep Dive Aga and Shani delve deep into a topic that has fascinated Aga for almost a decade – what drives people to do their absolute best work. Over the years, she's posed this question to more than 3000 individuals and discovered something truly unexpected: peak performance at work is often closely linked to one surprising factor - having fun.

But not the kind of fun associated with ping-pong tables and office parties. Instead, it's all about deriving genuine enjoyment from the work itself.

Join Aga and Shani in this illuminating conversation as they explore the concept of "Deep Fun" and its profound impact on workplace performance. 

To join CultureBrained® with a 25% discount (until end of November) go to tinyurl.com/culturebrained

To learn more about our accreditation program, go to tinyurl.com/accreditationprogram

To access our free resources and materials on cultivating thriving cultures, click here: https://www.agabajer.com/resources/

Dr. John Vervaeke engages in a thought-provoking conversation with Tim Bishop, a versatile individual with military and entrepreneurial backgrounds. The duo delves into multifaceted discussions ranging from the "meaning crisis" to organizational culture, touching on both personal and collective transformations. With Bishop's focus on applying Vervaeke's philosophical ideas in a real-world business context, the episode serves as a meeting point for abstract thinking and concrete action. Bishop shares his hands-on experience in transforming businesses, implementing effective leadership, and the significance of values and culture in organizational success. The dialogue isn't just intellectually stimulating; it's emotionally resonant, encouraging the listener to take an introspective journey. The episode explores the fine balance between personal responsibility and collective action, offering listeners not just theoretical wisdom but also practical tools for meaningful living.

Resources:

John Vervaeke: Website | Patreon | Facebook | X | YouTube

Tim Bishop: LinkedIn 

The Vervaeke Foundation

Books

Personal Knowledge: Towards a Post-Critical Philosophy - Michael Polanyi

Meaning - Michael Polanyi, Harry Prosch 

Miscellaneous

Bonnitta Roy | LinkedIn

Time Codes

00:00:00 — Dr. John Vervaeke introduces Tim Bishop, setting the stage for the dialogue ahead.

00:01:11 — Tim Bishop begins narrating his personal journey and how it intersects with Vervaeke's teachings.

00:03:34 — Bishop discusses his transition from military life to business, driven by his fascination with human capabilities.

00:06:38 — Bishop starts unfolding how Dr. Vervaeke's work has informed his leadership style.

00:07:20 — Focus shifts to the technological side of Bishop's efforts in business.

00:12:20 — Bishop pinpoints the frustrations of the corporate world and his aspirations to solve them.

00:15:54 — An intriguing question about organizational and personal awareness is posed.

00:18:21 — Bishop recounts a real-life business case study emphasizing culture.

00:21:52 — The importance of aligning individual visions with organizational goals is discussed.

00:24:20 — Bishop explains the narrative framework he uses in organizational development.

00:29:40 — A moment of personal revelation: Tim Bishop was not driven by money but by a fearless, edgy spirit.

00:31:05 — Bishop speaks about balancing the mechanics of our world with the human spirit.

00:35:02 — Personal engagement vs. the depth of life experiences is examined.

00:42:00 — A strong emphasis on not just aspiration but integration.

00:45:23 — Bishop and Vervaeke engage in a deep dive into self-reflection and introspection.

00:47:32 — Bishop credits his business success to the power of meaningful dialogue.

00:54:33 — The concept of 'modes of being' is unraveled.

00:59:55 — Tim Bishop underlines the inevitability of making mistakes and the courage to take risks.

01:02:18 — The importance of uncomfortable acceptance for growth is highlighted

01:05:02 — Vervaeke appreciates the beauty in Bishop’s practical application of philosophy.

01:15:04 — Tim Bishop acknowledges the significance of their mission and expresses his appreciation for the perseverance and support that brought their discussion to fruition.

Many companies aspire to be industry disruptors and innovation leaders, but only a handful can genuinely claim those titles. What sets them apart?

We're zeroing in on PepsiCo—a company that's nailed it when it comes to creating an environment where people excel. According to their Chief Design Officer, Mauro Porcini, the secret sauce is love, empathy, kindness, and generosity.

So tune into this week's episode of the CultureLab where we dig into the nuts and bolts of innovative cultures.

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