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Robin Schooling is ‘America’s HR Lady’ and has been Laurie’s dear friend for quite some time. Despite that, Laurie has been putting off the HR episode because, frankly, HR has a bad reputation for fixing work. It took someone like Robin, who is breaking stereotypes around the globe, to make this episode possible. In today’s episode, Laurie and Robin talk about a slew of HR-related issues, from discrimination to whether HR is really needed.

  • What does it take to get the title, ‘America’s HR Lady,’ from Laurie? Robin has been in the HR profession for a long time. During her two decades of HR experience, she worked across many fields: healthcare, academia, banking, gaming, and that’s just to name a few. In other words, she’s pretty much done it all. And when asked how to fix work, Robin’s first question was how we would fix HR.
  • Robin has a fantastic analogy on the state of work – it’s a hemophiliac who has fallen down too often and gotten too many bruises. Work might be broken, but it’s in the ER and needs urgent care if it’s going to be saved. Robin shares how she thinks we got there, based on her wide breadth of experience. She also dives into the power shift happening between job seekers, employees, and employers. The day of reckoning is at hand.
  • Robin admits that HR is certainly part of the problem of work being broken, and the reason she gives is that HR as a department isn’t really sure where to place itself in the conversation. It started out as being very insular, and over the years, things have improved. But not enough. While HR departments have come to understand business, the next step is for them to understand the world. And what does that mean exactly? Robin explains.
  • There’s also a fine line that many HR people must straddle: the needs of the employees and the needs of the business. Sound familiar? Robin says it’s a ‘cop out’ in many ways. Sure, there might be a bit of truth in it, but ultimately, being an advocate for both the business and the employees isn’t mutually exclusive. It’s not one or the other, and that’s where many HR people struggle.
  • You’ve heard it many times – employees are fighting HR to get something they need. So why should anyone care about HR? Robin reminds us all that HR isn’t a faceless mass out to get you. They are your co-workers and they are people, too. In fact, Robin’s experience with other HR people is that they got into it for the right reasons and with a good heart.
  • Recruiting is a huge part of human resources; it’s one of the happiest times for both HR and employee. But according to Robin, those good feelings don’t carry over. She offers the great idea of doing the same with employees as they navigate within the company, whether it’s handling health care, mediating disagreements, or even changing positions within the company. Ultimately, this little-by-little change is fueled by people caring for one another. And equally as important, HR people need to bring the stories of employee realities to leaders.
  • Laurie asks if she’s naïve for believing that if we fix ourselves, we wouldn’t need HR, and Robin’s reply is priceless. In truth, HR as we know it will always be there. It has to be to ensure things are done according to legal requirements. Even with the automation that is becoming far more common, and Robin talks about why humans will always be needed in human resources.
  • What is the future of HR? Robin sees it splitting into two separate departments or having two divisions within the same department: administration and people. The administration side deals with compliance, payroll, PTO, and the other dry things, while the people department works with employees to help them understand what’s happening, as well as growth and development.
  • Are businesses and their HR departments ready for the reckoning that is coming? In fact, Robin believes that HR, at least, is poised for the shift. So what positions are in danger? Is the generalist here to stay? What about the firefighter? Robin shares her thoughts on who had better be ready to adapt to new roles and dive into specialties in the near future.
  • So what does the future of HR look like? Robin has settled on a phrase: she is an advocate of the workplace revolution. It’s time to change – not only should you be an advocate and ally of the people who hired you, you should also be an advocate and ally to those who come to you with their work-related issues. It sounds simple, right? Robin reveals what it actually entails.

The DIY HR Handbook

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Robin Schooling

Website

LinkedIn

Twitter

Carnival of HR

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Ever wonder what it’s like to be an influencer and someone who is important to an industry? Me too. Sometimes, people and companies want to talk to me about work-related technology and trends. More and more, I say no.

A few months ago, I got a call from Microsoft. They wanted to meet with me at the 2018 SHRM conference in Chicago to talk about their analytics product. They offered to pay for airfare, hotel, and a conference pass if I would take a meeting and learn more about their Workplace Analytics and MyAnalytics tools. They also asked me to share my thoughts on my blog.

The influence game is a weird one, and I was on the fence. There are a lot of great HR bloggers out there, and I’m hardly as influential as most of them. But I’ve done work with Microsoft in the past and even keynoted a big event in Seattle with Steve Ballmer. It was a great experience.

So, I flew to Chicago for one day and had a meeting with a woman named Dawn Klinghoffer. We met in a hotel suite above McCormick Place, and she told me about her job.

Dawn is the General Manager on the HR Business Insights team, who use MyAnalytics and Workplace Analytics in their day-to-day work. Those products use the data left behind when you go about your everyday work in Office 365 — like time in meetings and email — to help companies and people make better decisions about how they spend their time at work.

Honestly, I was skeptical when I heard the words “Microsoft” and “people analytics” in the same sentence. It seemed a little audacious to me because Microsoft isn’t known for much in HR beyond Office 365. If anything, they have four HR products — Outlook, Excel, Skype, and LinkedIn — and I don’t hear the market clamoring for more Microsoft HR solutions.

Can Microsoft do people analytics?

Dawn explained that Workplace Analytics aggregates and anonymizes employee data at a company level so leaders can look at broad trends across an organization. MyAnalytics allows individuals to measure and set goals to improve how they spend time at work, in meetings, and even how much time they spend on work after hours. She called it “a fitness tracker for work.”

(I was like — Can you send me notes on this stuff? I’ll never remember it.)

Dawn also told me about how her technical team works to help Microsoft’s HR team to drive better employee experiences within their own company. There are live events where leaders speak with employees through the platform, and Dawn’s team analyzes data to understand the behaviors of managers with the most engaged employees and the actions that create the most positive onboarding experiences for new employees.

(That’s pretty cool.)

She also told me that other companies use MyAnalytics and Workplace Analytics to have more productive meetings, increase focus time, and understand the behaviors of the most productive sales teams.

(I didn’t get other company names, though, because I forgot to ask.)

So, that was a lot. I was tired, and my eyes were sore. Once the meeting was over, I went to a big lunch with Microsoft — where they gave me a free computer that I eventually donated to 22-year-old art student — and then I flew home.

•••

I’ve had a few months to reflect on the experience, and it’s not like I can tell you whether or not those Microsoft products and tools are any good. But I can tell you that I enjoyed meeting with Dawn because she’s a long-time Microsoft employee and we know some of the same people. It was fun to listen to her story and hear how she is passionate about her role in “fixing work” and improving the employee experience.

Dawn also described how she fell into her role in human resources and developed as a leader. Microsoft has supported her career journey as a woman, a mother, and a manager over the past 20 years. You don’t always hear those stories from big tech companies, and it stuck with me.

So, if you are curious, being an influencer is a lot like this:

1. You get flown to meetings.
2. People pitch you on stuff.
3. If there’s gold in anything you learn, you write about it transparently.

And there was some gold in that meeting.

I’m excited that Dawn is leading Microsoft’s charge into the HR technology space, and I’m hopeful that her team does great work. We need more seasoned women in the HR tech industry — serving as examples for future generations of people who want to fix work and improve the employee experience — and I want to help advocate for someone who is doing great work.

So, I’m glad I went to Chicago and met with Microsoft. If you ever cross paths with Dawn Klinghoffer or want to connect with her on LinkedIn, please tell her that I sent you. And feel free to tell her what you think about Microsoft’s entry into the HR tech space. Good? Bad? Uneventful? You’re as influential as I am, and I know she’d love to hear from you.

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If anybody is the “Voice of HR,” it’s Mark Stelzner.

Years ago, Jason Seiden and I worked with our buddy Mark to make magic happen with the #VoiceofHR brand. While we never made it work as a company, we had a booth and went to some conferences.

Isn’t that all that matters?

I have about 100 videos of Mark and I being dorks and looking like we’re in Talibani hostage videos.

Are we in trouble? Do we need help? No, we’re just at an HR conference.

Also, it’s hard to watch old videos. Sheesh, I’m insufferable.

Jason Seiden was smart and bounced from Voice of HR pretty early, but look at this old video where I talk to him about LinkedIn training.

Also, what?! LinkedIn training? And when was Jason so young?

Anyway, #VoiceofHR is now solely owned by Mark. Our collective careers have pivoted, but our friendships endure.

So, today, I wanted to wish Jason Seiden nothing but love and peace on his birthday. And I want to encourage you to donate to Human Rights Campaign, The True Colors Fund, or The Burning Limb Foundation in Elle Seiden’s memory.

The HR community is here for one another at conferences, and we’re here for each other in the real world. Take a second, donate, and remember that you are the voice of HR. You can make a difference when one of our colleagues is hurting.

Thanks for reading my nostalgic post about my friendships formed through blogging, and thanks for donating a few dollars to one of Elle’s favorite charities.

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Hey, everybody. Tomorrow is A Tribute to Elle, the day where we’re remembering Elle Seiden and honoring her father, Jason Seiden, who is our HR/recruiting colleague.

For more information on how to participate, check out the website or watch the video.

Raise awareness, raise your voices, and lift Jason and his family up. Let me know if you have any questions.

Love,
Laurie

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The Let’s Fix Work podcast is a fun project and has opened up new relationships in my life. We recently published episode 22, and, after nearly two-dozen conversations about fixing work, I’m more convinced than ever that the modern world of work is broken.

Some people disagree with me, which makes for interesting discussions. Sometimes, people decline to be on my show because the word “broken” feels a little too strong.

Other times, potential guests object to the word “fix.” One person told me that it’s not the right word. Work is “too complex” and “fix is the wrong word” to use for such a nuanced topic.

I didn’t know how to respond, so I thanked him for his time and wrote, “I believe winners fix things.”

(Have to thank my new buddy Jesse Itzler for those inspired words.)

I don’t mind it when people say no. I decline many things. It’s all about tone and intention. When you say no with good intent, it means the world. Be kind and polite. Those are the new rules of work. But if you say no and act like a fool, you deserve to be told.

A few months ago, I invited an esteemed professor and author to be on my podcast. He has a new book out, and it’s pretty good. Wanted him on Let’s Fix Work as a guest and then feature his book in the HR Book Club. So, I reached out on LinkedIn and he invited me to move the conversation over to email.

I followed up via email, and here is his reply.

Whoa, okay, whiplash.

It’s not the worst response, but it’s not the best. And I love how he thinks my audience isn’t big enough for his time commitment — as if we’re measuring reach and resonance in inches.

I laughed at out loud and the response, but then thought about why he chose to respond so negatively.

1. Maybe he’s crusty, clueless and harmless.

2. It’s possible that he enjoys turning the screws and gives feedback to feel superior over people.

3. He is grieving in some way, and the 180-degree response has nothing to do with me.

I’m not in the business of disparaging anybody’s character, so I’ll keep his name private. But it’s curious how older white men in power still feel that it’s okay to talk to women like this. Haven’t we just had a global discussion on #MeToo and power?

Also, it’s even more interesting how someone who “knows business” doesn’t know how to write a more appropriate response. Someone needs to teach this dude some manners. Or maybe not. Maybe you don’t need manners when you’re old and esteemed. I wouldn’t know.

Here’s what I do know: People will ping you for your time for all kinds of ridiculous reasons. Not every request warrants a response, but how you respond is your responsibility. At a bare minimum, be respectful. Also, check your assumptions about the incoming request. Maybe it’s not as ridiculous as it seems?

I also believe that, in a world that’s so cruel and thoughtless, it’s easy to be kind. I’m going to use my blog and podcast to fix work. Part of my mission is to make sure you never respond to people like the esteemed professor responded to me.

Want to fix work? Have some manners. It starts right there.

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Don MacPherson is an entrepreneur who built a company called Modern Survey, which he successfully sold without laying people off or taking on debt. That’s the American Dream. But Don’s not resting on his laurels. Growing up in a mining community, Don learned the value of work early and isn’t interested in status symbols like cars and clothes. He’s soon launching a new venture called 12 Geniuses focused on fixing the future of work for everybody. He’s here to talk about his journey in tech, how to be ruthlessly pragmatic with your finances, and how you can set yourself up financially for success. Ultimately, it’s about enjoying your work. Don has a unique view of the world that you need to hear, especially if you want to retire early.

  • First things first: Don isn’t a Millennial tech bro. He’s close to 50 with a wealth of experience in customer service, technology, healthcare, employee engagement, and even truck driving. Don will tell you he isn’t a natural entrepreneur, but he is a risk taker. So much so he decided to move to Germany and only bought a one-way ticket. Don shares the story of living in an attic.
  • When he returned from Germany, he took a job with American Express, and that was when Don met his future business partner, a contractor who was living the dream. Don wanted that dream life, so together, he and his partner founded an online survey company, Modern Survey, in 1999. Their startup money was $1,000 each. He took this company through to a successful exit, the American dream.
  • Don could easily rest on his laurels now, but he’s starting another company instead. There’s a driving force that keeps him moving: yes, he’s a risk taker and he loves his work, but deep down, he loves helping people reach their potential. Don believes that EVERYONE can perform at extraordinary levels, and he explains how.
  • One of Don’s guiding principles is that he pays himself first. It’s enabled him to do everything that he’s wanted. Interestingly, the thought was planted by a commercial he saw as a teenager. It was a simple commercial and the gist of it was to get started and begin saving early. Don reveals how he applied this to his life from a young age, and what “you pay you first” really means.
  • For Don, money is freedom. He doesn’t come from a family of savers, though, and what he understood from his younger years was that you took the job that paid the most money. It was essential to have an incredible work ethic, too. But taking a job that pays the most cash is how you survived. Don realized, though, that work could be so much more. It can be fulfilling, and having money allowed him to experiment and do things he couldn’t have otherwise.
  • There came a time when Don’s business almost failed, and he tells the story of how he had to abandon his “you pay you first” philosophy for a time. He and his partners had to each put in a hundred grand to save the company, and it was only because he had been so disciplined in his savings that he was able to do it. And that was how the company pulled through the tough time.
  • We’ve hinted at how Don’s success hasn’t encouraged him to be spendy. Quite the opposite, in fact. Don never invested in a brand new car, and the duplex he lived in for 15 years was partly financed by the renters he had living in the second apartment. Don shares some of his other money hacks he used to amass his wealth. He even delayed parenthood until he was nearly 50.
  • If you take Don’s advice, he believes you will never have to work at a job you don’t like. And that is powerful, especially in this era of work being broken. He talks about how we can do our best work when we have a sense of security and freedom that being financially responsible brings. You might be wondering if it’s too late for you. The answer is no, and Don explains why.
  • Have you heard the concept of being a prisoner in a workplace? You’re stuck in a job you can’t leave because you have so many bills to pay. Don says that as many as 1 in 12 workers are prisoners. They’re financially stuck, and they don’t believe they can make more money elsewhere. Most of us agree that work is broken, so you can imagine what happens with work prisoners and how they contribute to that. Equally as important, their home life is also negatively affected.
  • Laurie points out that it’s often more expensive for women in the workplace than men – they have to buy a lot of things men don’t, and as they age, they’re expected to do everything they can to look younger. Clothing, makeup, surgery… and then there’s the issue of maternity and childcare. Given that women don’t make as much as men, can you imagine what it’s like for a single mom? Don shares his thoughts on the workplace for women.
  • Don’s new company is called 12 Geniuses (coming soon). He shares exactly what it is and what he does, and you might be surprised by his belief that the world is a better place, despite what the news might have you believe. But did you realize that most people aren’t ready for positive change?

Don MacPherson

LinkedIn

12 Geniuses — COMING SOON

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There is nothing less American than a northern California shower.

The hotels all have low-flow shower heads — even the luxury hotels — and you can’t get yourself clean or wash the shampoo out of your hair. You walk around the Bay Area half-clean, half-soaped and half-bathed.

Also, while long and decadent showers aren’t good for the environment, I don’t like people telling me what to do. Part of what’s wrong with America is that we design and regulate our lives to the lowest common denominator instead of forcing the lowest common denominator to level-up.

So, okay, enough about America. I’m here in Half Moon Bay and had to take a northern California shower before my conference, this morning. But I’m sick of being half-clean. That’s when I looked over at the bathtub and decided to try the hand-held sprayer. Guess what? It’s super fast and aggressive. The water pressure is so strong that you could strip paint off the side of a house.

I’m like, “I’ll take a jerry-rigged-tub-shower! America is great, again!”

But here’s the deal: I wasn’t fully awake, and my mind was focused on a hundred things that had nothing to do with the bath. I hung up my conference dress on a hook, and, as I stepped into the tub, my mind wandered.

What should I wear to my event, today? Jim Knight and Scott Stratten wear jeans. Can I wear jeans instead of my dress? Should I put on mascara? My eyes are still sensitive, but I like to look nice on stage. And I haven’t heard from my friend Sarah in a few days. What’s up with that? Hope she’s okay. Also, she would tell me to wear jeans.

That’s when I accidentally dropped tub sprayer at my feet, and it went crazy like a garden hose — snaking all over the bathroom and spraying my face, the mirror, my dress, the walls, and the ceiling. The room was soaked before I could finally turn off the water.

Needless to say, I’m not wearing a dress on stage at today’s event. And it was a pain to wipe down the bathroom because all of my spare towels were soaked. But, more importantly, this could’ve been avoided if I did one thing: mono-tasking.

Mono-tasking is the act of doing the thing you’re doing with intentionality and integrity. You’ve heard the saying before: do one thing and do it well. Eat breakfast and keep your mind on eating breakfast. Drive your car and focus on driving. Take a jerry-rigged-tub-shower and take the goddamn shower.

Although mono-tasking is an extension of mindfulness, you don’t have to be Buddhist or even a northern California wellness guru to practice monotasking. You just need to be someone who’s sick of frenetic energy, wants to improve the quality of your work, and hates feeling spaced out during important moments where you should be present.

Like the shower.

I’m a big fan of mono-tasking, although I’m really bad at it. Today’s shower debacle is a gentle reminder to try again. So, here’s my thought for the day: Be where you are. Do what you’re doing. Focus on one thing at a time.

Mono-tasking will improve the quality of your work and life if you let it. For me, it will definitely improve the quality of my showers.

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According to JT O’Donnell, we’re pretty bad at job searching. After all, we aren’t in the business of finding jobs; our skills sets are DOING them. So, if and when you need to change employers, outside advice is invaluable. Today, Laurie and JT talk about why the old way of job searching is obsolete and how you can compete with other job seekers in a very crowded environment.

  • Have you seen the George Clooney movie, Up in the Air, where his job was to lay people off? That was JT’s last corporate career. She laid off hundreds of people before leaving corporate America to start her own career coaching practice. JT saw the recession coming, so she was proactive and started a blog in 2008. When the recession hit, people needed an edge in finding jobs, and JT was there to deliver.
  • Laurie has seen a lot of discrimination when it comes to landing jobs: ageism, sexism, racism. While it’s a common belief that work is broken, JT also believes that the job search is broken. People are going about it the wrong way because the rules changed and they didn’t catch on. It’s all related to a branding problem for both those hiring and those looking for jobs.
  • Do you really need to work through recruiters to find a job? JT has a fresh take on what has happened in the land of recruitment. It’s all become very regimented, and often, recruiters get pushed around by their employers to make certain numbers that are next to impossible. And here’s the result of that: if you’re a job seeker who is doing your part right, you don’t NEED a recruiter to land your dream job. In fact, you might want to AVOID recruiters altogether and JT explains why.
  • How do you get past the gatekeepers and talk to the hiring managers? It’s not really sneaky, but it IS easy. JT shares two of her favorite resources. The first is net. It’s a simple search engine for LinkedIn that allows you to search for hiring managers and other titles. The other is Hunter.io, which allows you to search for up to 100 email addresses every month so you can connect.
  • As you listen, you might feel like everything has changed. It has, fundamentally. Step one to getting YOUR ‘bucket list’ job is to forget everything you think you know about job searching. JT shares the story of someone who reached out to her – they thought what she said about cover letters was the ‘hokiest’ thing ever… until it worked.
  • Like many things on the internet, we have erected walls that are supposed to filter out the unnecessary and irrelevant, but often, these walls also filter out the things we want and need. JT shares how this has happened with job boards online. It goes back to what she said about branding and the lack of marketing between employer and employee. You’re one of the thousands of people applying. It shouldn’t be a surprise you don’t get a call if you haven’t marketed yourself directly to a potential employer.
  • Finding a dream job shouldn’t be like shopping a used car lot for your dream car. JT shares a great strategy for how to begin your search. Start with 20 companies you’d love to work for and figure out WHY you want to work for them. We aren’t talking benefits – what about what they do is so compelling to you? That’s how you target your job search. She shares the next few steps on your path to getting a bucket list job.
  • Community is incredibly important. It’s how you network, find new opportunities and help others do the same. But it’s not always easy to ask for help, especially when free communities tend to be negative. JT shares why her Work it Daily community is so very different – it’s an uplifting place for career coaching, even with generational divides. Coaching isn’t a sign of weakness; it’s the path to greatness.
  • If robots and AI are the future of work, where does that leave job seekers? Make no mistake: there is yet another shift coming in the workforce and you need to be prepared for it. And with all the discrimination that exists now, more is on the way in the form of globalization. JT and Laurie discuss what this future looks like for job seekers and what you can do to be ready for the next set of fundamental shifts.

The DIY HR Handbook

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JT O’Donnell

LinkedIn

Work it Daily Website

Work it Daily YouTube

Job Search Tools

RecruitIn.net

Hunter.io

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Hi, everybody.

There’s one thing that is true about the HR community: When one of us hurts, all of us hurt.

That’s why I’m very sad to share the news that Elle Taylor Seiden, the beloved daughter of our friend Jason Seiden, lost her life on July 22nd after bravely battling a debilitating disease called CRPS.

Jason Seiden was an early and active organizer in the HR tech community. He blogged, wrote a book, keynoted conferences, and singlehandedly made “failing in public” an art form. If you work in human resources/recruiting and have a social media account of any kind, it’s because Jason was an ambassador for early technology adoption.

Many of you have asked how you can support Jason and his family, and I’m pleased to share several options.

1. Reach out to Jason directly. He wants to hear from you. If you don’t have his information, you can use this form.

2. Don’t stop reaching out to Jason or his family. Expressing your condolences can be awkward, so talk to Jason about the things that matter. Share what’s in your heart, and offer to be helpful. No gesture of kindness is too small. If you lack the words, you can donate to one of Elle’s favorite charities and show your support for the Seiden family.

3. Participate in the Day of Giving. Please join the HR community in supporting the Seiden family and honoring Elle’s memory by participating in a Day of Giving on August 10, 2018. It also happens to be Jason Seiden’s birthday. Let’s use that day to support Jason and his family during this difficult time.

• Write a blog post about your support for the Seiden family and ask for donations to one of Elle’s favorite charities.

• Ask your friends and colleagues to donate to one of Elle’s favorite charities on your Facebook page.

• Even if you don’t know Jason personally, please join us on August 10th and honor his daughter’s memory. Take a photo of something beautiful and post it on Instagram and use the hashtag #ATributeToElle.

• Follow the hashtag #ATributeToElle on Twitter and re-tweet fundraising messages and blog posts.

Jason and his family have expressed their thanks and appreciation for all the love and support during the past week. Let’s pay tribute to Elle and honor her memory by showing love and support to her parents, sister, and all members of her family on August 10th.

Love,
Laurie

PS – If you’d like to talk about how to honor Elle’s memory in other ways, please feel free to reach out to Mark Stelzner or Susan LaMotte with any questions.

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Cy Wakeman is an international keynote speaker, business consultant, New York Times best-selling author, and psychologist. She helps people around the world ditch the drama and turn excuses into results. Naturally, Laurie is a total fangirl. Today, Cy and Laurie talk about how to get the best out of people, whether or not you really NEED leaders, and what the future of work looks like for all of us.

  • Cy has a great strategy for getting clients in the door and to help them take all the negative energy at work and turn it around to positive results based on new actions: she gives her stuff away for free. The individuals who learn from her content then turn around and put the pressure on their leaders to bring her in to do work, and she gets great results.
  • Cy has an interesting take on work NOT being broken. Work, she says, is our reality, and whether or not we succeed in it is up to us. Cy explains the parts of work that are lacking, from leadership to HR, and it all has to do with the people, not the construct.
  • If you’re keen on learning about leadership, you’ve probably noticed there are a million different people speaking and teaching about it. But have you stopped to actually listen to their messages? Sounds a lot like pop psychology, feel-good stuff that, unfortunately, doesn’t really address the problems. Cy shares her take on the current trend of ‘best practices’ and why understanding the human condition is the most important thing you can do, leader or not.
  • You’ve probably heard people talking about the ability to bring your ‘whole self’ to work. Cy disagrees; instead, she urges you to bring your ‘most evolved’ self to work. In fact, Cy doesn’t think you should bring your whole self anywhere, and she explains why you need to be fit for duty beyond the tasks you undertake.
  • Leadership has evolved over the years. In modern times, we’re more concerned with purpose and engagement. Cy shares a surprising insight: engagement without accountability creates entitlement. And more importantly, happiness at work isn’t up to leaders. Cy’s years as a therapist come to bear when she says that a relationship like that is co-dependency and isn’t healthy, and you end up losing the best employees.
  • You need to be willing to pick favorites when it comes to your employees: there are the high and low accountables. High and low performers, and according to Cy, too much attention has been given to low accountables to try to keep them engaged. Cy explains why this is the opposite of what it should be.
  • Can low accountables become high accountables? Sometimes. But is it the responsibility of the organization to make it happen? No. It might seem like a tough choice to make, but Cy believes that a business should instead focus on making themselves a place where high accountables want to work. In fact, there isn’t a shortage of talent, and Cy explains why.
  • You don’t have to harm people and harm the environment to make a profit. That’s a load of bologna according to Cy. Instead, we need to focus on ‘pure profit.’ It’s not what you think. Cy reveals exactly what that means and how businesses can be sustainable without hurting the world.
  • Community has been a buzzword for a while now, whether you’re talking about regionality or groups online. How healthy are the communities in which you find yourself? As a psychologist, Cy has a great message about what makes a healthy community and what makes hers thrive, even with millennials.
  • Cy has a vision for the future of work and what you need to remember is this: it’s not something that’s going to happen TO us. It’s something we need to do for ourselves. It’s where we go beyond ego, salary, title, and all the other things that seem so important to us now. How and why should we do it? Cy shares what drives her to do the work she does.
  • With the future of work being AI and automation, we’re left wondering if the future holds any place for heart and for love. Laurie poses the question to Cy, and she’s got a very heart-centered answer for you. And it all comes back to people and the concept of ego.

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Cy Wakeman

Find her @cywakeman everywhere on the Internet!
Reality-Based Leadership: www.realitybasedleadership.com/
Life’s Messy Live Happy Facebook Page: www.facebook.com/LifesMessyLiveHappy/
No Ego: How Leaders Can Cut the Cost of Workplace Drama, End Entitlement, and Drive Big Results amzn.to/2uqfPGc
Reality-Based Leadership: Ditch the Drama, Restore Sanity to the Workplace, and Turn Excuses into Results amzn.to/2ul0tTg

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