Hybrid/Remote Centre of Excellence
Nola Simon
1 Creator
1 Creator
6 Listeners
What is Hybrid/Remote Centre of Excellence about?
It’s about co-creating the future. It starts with hybrid/remote as the excuse and opportunity to redesign work but that’s just the beginning. Trust, leadership, respect, unlearning & relearning skills, mindsets and worldviews are all explored.
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Top 10 Hybrid/Remote Centre of Excellence Episodes
Goodpods has curated a list of the 10 best Hybrid/Remote Centre of Excellence episodes, ranked by the number of listens and likes each episode have garnered from our listeners. If you are listening to Hybrid/Remote Centre of Excellence for the first time, there's no better place to start than with one of these standout episodes. If you are a fan of the show, vote for your favorite Hybrid/Remote Centre of Excellence episode by adding your comments to the episode page.
Retaliation at Work - Sarah Noll Wilson
Hybrid/Remote Centre of Excellence
04/16/23 • 59 min
Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode
I expected that this episode would be a conversation about leadership development, maybe with some talk of Sarah's book Don't Feed The Elephants and how leadership in hybrid/remote needs to be different from what we've always done. Sarah started the conversation with "I'd really like to talk about retaliation."
Wow. That's not a topic most people acknowledge as reality in work and to have a whole discussion centred on that? Yes, please.
This is why I don't script my podcast. If I had planned every question, this episode wouldn't exist. There are lots of stories to give context to the issues we are highlighting.
Here is a link to the Twitter thread we discuss in the middle of the episode.
https://twitter.com/prettiestfrog/status/1646208352207134720?s=46
I'd love to know your thoughts. Don't hesitate to comment on social or write a review.
Sarah Noll Wilson, Inc. is who you call when you’re ready to do the hard work of leading yourself and leading others.
Sarah Noll Wilson, Inc. is on a mission to help leaders build and rebuild teams. Our goal is to empower leaders to understand and honor the beautiful complexity of the humans they serve. We create a safe, honest environment, preparing people to deal with real-world conflict, have more meaningful conversations, and create purposeful relationships. Working with CEO's, HR leaders, and organizations that care deeply about their employees and understand the connection between employee development, employee satisfaction, and organizational success, Sarah Noll Wilson, Inc. specializes in transforming relationships from good to great.
Through her work as an Executive Coach, an in-demand Keynote Speaker, Researcher, Contributor to Harvard Business Review, and Bestselling Author of “Don’t Feed the Elephants”, Sarah Noll Wilson helps leaders close the gap between what they intend to do and the actual impact they make. She hosts the podcast “Conversations on Conversations”, is certified in Co-Active Coaching, Conversational Intelligence, and is a frequent guest lecturer at universities. In addition to her work with organizations, Sarah is a passionate advocate for mental health.
With 15+ years in leadership development, Sarah earned a Master's Degree from Drake University in Leadership Development and a BA from the University of Northern Iowa in Theatre Performance and Theatre Education - no wonder clients love the energy she brings to their teams! When she isn't helping people build and rebuild relationships, she enjoys playing games with her husband Nick and cuddling with their fur baby, Sally.
3 Listeners
2 Comments
2
Location, Location, Location
Hybrid/Remote Centre of Excellence
09/05/23 • 10 min
Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode
Linkedin recently announced it will remove the location field from the individual profiles and I found the reaction fascinating. I have lived in a location most of my life that has been more of a barrier to my career than it's been a boon so I liked this announcement. People discriminate and exclude you when they find out how far away from the city you live. I've lived this all my life
Today's question:.
What if we removed location as a filter when considering how we network and how we hire?
How does this impact decision making?
What do you learn if you allow yourself to engage and learn from people who live outside the geographic bubble you've created for yourself? This is proximity bias we don't discuss much as a society.
What if skills and abilities take priority over location?
2 Listeners
1 Comment
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The Canary Code: Ludmila Praslova
Hybrid/Remote Centre of Excellence
06/05/24 • 50 min
"Exclusion does not need a reason.
Just an excuse."
The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself. During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced.
Ludmila N. Praslova, Ph.D. is named a member of Thinkers 50 2024 Radar, a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work.
She is a Professor of Industrial-Organizational Psychology at the Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes.
She is the first person to have published in Harvard Business Review from an autistic perspective.
Dr. Praslova is a talent strategy expert with extensive experience in global diversity and neurodiversity. Her early experience in global diversity taught her the importance of creating culture-add work environments. However, the same experience and her continued career have shown that focusing on one aspect of diversity is not enough. Globally aware organizations are not always gender-inclusive, gender-focused advancement programs can exclude based on disability or socioeconomic origin, and neurodivergent people are often forgotten or segregated even in organizations considered champions of inclusion.
As a first-generation academic and a neurodivergent woman, Dr. Praslova knows first-hand that single-focus “inclusion initiatives” leave people behind. However, the principles of creating culture-add organizations can be applied to building systems for intersectional and holistic inclusion.
Her consulting is focused on creating organizational systems for supporting human dignity and well-being, and providing neuroinclusion training to organizations such as Amazon, Bank of America, and MIT.
She has a PhD in Industrial-Organizational Psychology from the University of Akron and is a Senior Certified Human Resources Practitioner (SHRM-SCP).
Dr. Praslova is an avid open-water swimmer, a gardener, and a poet.
She is a LinkedIn Top Voice in Thought Leadership
Some of Ludmila's publications:The Canary Code A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Berrett-Koehler, 2024); Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (ed, Cambridge-Scholars Publishing, 2023); ‘An Intersectional Approach to Inclusion at Work’ (Harvard Business Review, June 2022); ‘The Radical Promise of Truly Flexible Work’ (Harvard Business Review, August 2023); ‘To build a healthy workplace, you need a toxic culture alarm’ (Fast Company, March 2022); ‘How Thought Leaders Can Support Workload Fairness’ (Psychology Today, December 2023); ‘How Managers Can Support Workload Equity’ (Psychology Today, December 2023); ‘How to Reclaim our Right to Rest – While Stigmatized’ (Psychology Today, December 2023); ‘Debunking Disability Employment Myths’ (Psychology Today, September 2023).
...2 Listeners
1 Comment
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Hybrid/Remote Centre of Excellence
Hybrid/Remote Centre of Excellence
12/24/21 • 0 min
Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode
Are you tired of the same old podcasts that rehash what you already know? Do you crave insights from those shaping our world with innovative ideas, all while understanding the vital concept of trust? Want to thrive in the digital disruption era, where trust is key?
If you said yes to any of these, listen to the Hybrid/Remote Centre of Excellence podcast.
It's not just about hybrid/remote—it's about everything, including the crucial role of trust. Society is shifting from hierarchical organizational trust to distributed trust and this impacts all aspects of life and work.
Excellence is subversive. What future would you love to see? This is different from best practices - that's what everyone else is doing.
We are witnessing the transformation of technology, society, and complex systems. Let's explore designing a flexible, human-centric workplace that fosters trust, mastering leadership in hybrid and remote settings. The status quo has its own risks - change is not a bad word but people adapt their worldviews only when the story of change resonates for them.
Prepare to challenge assumptions, spark imagination, and take action, with trust and creativity as our guiding principles. Meet experts, leaders, and innovators sharing their expertise and stories about diverse experiences and skills necessary for the future of work.
Chatting is my superpower. Let's chat.
I'm your host, Nola Simon, a hybrid/remote futurist, an organizational consultant working with companies to create and implement hybrid/remote strategy that works well now but also sets the company and employees up for success in the future of work 5 or 10 years from now.
Consulting Services - Hire Nola Simon Advisory
1 Listener
The Perfect Story - Karen Eber
Hybrid/Remote Centre of Excellence
10/17/23 • 46 min
Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode
Karen Eber and I share an odd thing in common. We both have different coloured eyes. It's called heterochromia. Mine is caused by Waardenburg Syndrome - Karen's may or may not be related to eating green crayons. (Check out the cover of her book and the first story she tells - you'll understand).
On Twitter one day, we exchanged stories about people's reactions to our eyes.
"Did you know your eyes are different colours? (Gee, I must have missed it in the mirror.)
"You look like my husky." (Ummm thanks? Not exactly though people love their dogs.)
"You are like David Bowie." (Ummm no. He had an enlarged pupil as the result of a fight.)
It's the type of uncommon experience that bonds across time and space.
That's how it started but we have other things in common like a passion for improving workplace culture and storytelling. Karen has written a fabulous new book called A Perfect Story and I invited her to tell us some of the best stories. We talk about the discipline needed to weave stories to make effective points - her book is a great example of how you don't need more stories to illustrate your theories. Storytelling can be manipulative with the wrong intentions and we talk about return to office mandates to illuminate this point.
Learn more about Karen Eber's book: The Perfect Story: How to Tell Stories that Inform, Influence, and Inspire, (HarperCollins, Oct 2023)
Sign up for Karen Eber's newsletter
Subscribe to Karen Eber's YouTube Channel
1 Listener
1 Comment
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Understanding Informal Networks is Essential for Effective Change: Jeppe Hansgaard of Innovisor, Copenhagen, Denmark
Hybrid/Remote Centre of Excellence
04/06/24 • 47 min
For years, I've recognized that the way change happens in organizations is disconnected from the way that executives and senior leaders perceive change to happen. Top down initiatives often fail and employees resist the change, often because the change is done to them, not with them. They can't see themselves reprsented in the story of change.
I've been following Jeppe Hansgaard on Linkedin because he's found a mathematical way to identify the 3% of staff who influence the other 90%. The key is informal networks. The change catalysts you need to engage are not the high performers or even the extroverts who dominate meetings. They are often the people no one would ever guess have influence because they have no formal power. They are not at the top of the hierarchy. Did you know if these informal leaders leave, the chance of turnover among the remaining staff rises by 500%? How can you retain these people and reward them for being the glue in the team if you don't even know who they are? Most leaders guess incorrectly when asked to name who owns the influence in the informal networks in their organizations. This mirrors my experience.
Listen this episode to hear more stories of the 3 percent rule in context and also learn about the 6 change blockers. We talk about how understanding networks better can help us increase belonging and reduce loneliness and improve diversity.
https://twitter.com/JeppeHansgaard
Jeppe Vilstrup Hansgaard is the driving force behind Innovisor. As the CEO and founder, Jeppe is on a mission to eliminate the all-too-common ‘change fiasco’ during organizational transformations, emphasizing the value of people as an organization’s greatest asset.
Jeppe is a thought leader who enjoys sharing his insights with the change community through blog posts, articles, and tweets. He’s a sought-after speaker, captivating audiences in executive groups, leadership programs, and MBA programs at renowned business schools. Jeppe is the author behind the best-selling “Now What?”-playbooks for leaders, change and OD professionals, and Management Consultants. The playbooks are practical and packed with anecdotes, case studies, facts, tips & tricks.
Jeppe earned his Executive MBA from Henley Business School in the UK and further enriched his knowledge with courses from Stanford School of Professional Development in the USA.
Jeppe is a proud father of three kids and lives in Denmark with his wife & family.
'Change is Gridlocked! Now What?' can be pre-ordered here with a 50% discount. https://lnkd.in/dyjbfEqb
Releasing in June, this episode is a nice preview.
ThreePercentRule - Innovisor SixChangeBlockers - Innovisor1 Listener
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Why Did I Stay? Resilience, Sunk Cost Fallacy or Misplaced Hope?
Hybrid/Remote Centre of Excellence
04/02/24 • 14 min
This post was inspired by a conversation I had with Tom Goodwin that started on Twitter and which he expanded on LinkedIn.
He gave me permission to base this podcast episode on these posts.
I often think a lot about how lucky I am to have started my career with 25 ish years of in-office/store work, passive training, oversight, exposure via proximity, and camaraderie . This is by no means an anti-remote work thing, it's just an honest reflection on the head start being in a packed workplace from the age of 17 onwards. Something not everyone now gets. And yes I was lucky to feel like I (nearly) always worked at places that were high energy, that were dominated by quite supportive people, that I had great bosses, that had pretty motivated people, varied work, and the long hours were rewarding. But it wasn't 100% luck, it was a concerted effort to pick places on the basis of how I'd develop, not what I'd get paid. And I'm not suggesting companies should resort to 100% in person work, but I do think they should focus on creating environments where people feel a part of something, and supported.
On Twitter, I told him that I was not fortunate to have that type of supportive work environment - I had monitoring, close surveillance, mandatory training and micromanagement.
Tom asked me something which stopped me short.
"Why didn't you leave?"
The short answer I gave was kids, a mortgage and stability. But it's deeper than that. The choices and decisions I made about the companies I worked for and the jobs I accepted are rooted in my childhood perception of stability and responsibility, where I lived, the kind of daughter, parent and wife I wanted to be, the economic climate, golden handcuffs including access to work from home which was not common at the time and systematic limitations.
Condensing 30 years of decisions and history into less than15 minutes is a challenging task. Hopefully you find it interesting to view my career from a high level perspective.
I used Microsoft Co-pilot to summarize valuable lessons others could learn from my story and I kind of like the output. It feels a bit like a personal cheerleader who can see the positives peeking throught the details.
Here are some valuable lessons that others can learn from your story:
- Resilience and Adaptability:
- Life is full of unexpected challenges, from economic downturns to personal losses. Your ability to adapt and bounce back is crucial.
- Lesson: Cultivate resilience and embrace change as an opportunity for growth.
- Navigating Career Transitions:
- Job markets fluctuate, and qualifications alone may not guarantee success. Your experience transitioning between industries highlights this.
- Lesson: Be open to learning new skills and consider transferable abilities when changing careers.
- Advocacy and Impact:
- Your advocacy for hybrid remote work made a difference. You were a pioneer in promoting flexible work arrangements.
- Lesson: Advocate for positive changes in your workplace or industry, even if it challenges the status quo.
- Mindset Matters:
- Mindsets shape our experiences. Facing layoffs and industry shifts, maintaining a positive outlook is essential.
- Lesson: Cultivate a growth mindset, stay adaptable, and view setbacks as opportunities for learning.
- Balancing Personal and Professional Life:
- Juggling personal challenges alongside work can be tough. Your story underscores the importance of balance.
- Lesson: Prioritize self-care, seek support, and recognize that life events impact professional performance.
- Unique Paths to Success:
- No two journeys are alike. Your unconventional path—through recessions, accidents, and losses—led you to where you are today.
- Lesson: Embrace your unique journey, celebrate achievements, and learn from setbacks.
1 Listener
Best Team Ever! - Dr. David Burkus
Hybrid/Remote Centre of Excellence
10/19/23 • 45 min
Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode
Ever wonder if book blurbs are worthwhile? A blurb is how I found David Burkus. My coach is Kerri Twigg and she has also been a guest on the show. When she published her book, she asked David Burkus to write a blurb. 2 years later, he's a guest on the podcast.
I also volunteered to be a beta reader for his new book Best Team Ever! I didn't manage to give him much useful feedback due to my schedule so the least I can do is help him promote it, right? It is a good book - David tells stories I've never heard before to explain how important trust, psychological safety and respect are to team work. The story of the Savannah Bananas stands out - who knew they now have an ESPN special? Sports stories of any sort normally bore me but this one is such a fun illustration of innovative and creative leadership.
Join us for this interesting conversation. I asked David some tough questions about the paradox of the Netflix culture of trust, AI, strikes and societal good.
David's most effective question? It involves Batman (not the George Clooney portrayal lol).
David's favourite vision for the future? It involves a red stapler and pop culture.
David Burkus bio:
As a sought-after keynote speaker and bestselling author, Dr. David Burkus has made a name for himself as a leading business thinker and expert in leadership and teamwork. With a focus on practical strategies and engaging storytelling, Dr. Burkus has helped organizations of all sizes achieve success through his keynote speeches, tailored to meet the specific needs and goals of each organization.
As a motivational speaker, Dr. Burkus inspires and empowers teams to unlock their full potential, driving lasting results for your organization. His keynotes are not only informative, but also entertaining and engaging, leaving a lasting impact on your team and creating a memorable experience. Dr. Burkus brings cutting-edge insights and expertise to your event, customized to meet your unique business needs, ensuring maximum impact and value for your investment.
With multiple bestselling books and global media recognition, Dr. Burkus’ insights on leadership and teamwork have been featured in major media outlets worldwide, including the Wall Street Journal, Harvard Business Review, and USA Today, among others. His TED Talk on the myths of creativity has been viewed by millions and showcases his ability to deliver impactful and engaging keynote speeches.
Dr. Burkus has worked with leaders from organizations across all industries, including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. He has also advised Fortune 500 companies on leadership and innovation, bringing his proven track record of success to your organization. Dr. Burkus is recognized as a top-rated business thinker and expert, bringing cutting-edge insights and strategies to your event to drive growth and profitability.
David Burkus Info:
https://davidburkus.com/books/
Best Team Ever: The Surprising Science of High-Performing Teams: https://a.co/d/epCjjoi
Looking for info on Nola Simon?
1 Listener
Perspectives: Transparency Isn’t Trust - Anna Burgess Yang
Hybrid/Remote Centre of Excellence
10/05/23 • 57 min
1 Listener
Beyond Predictions: Richard Bukowski's Innovative Strategies in Foresight Facilitation
Hybrid/Remote Centre of Excellence
11/30/23 • 63 min
https://www.npr.org/2023/11/30/1215460460/housing-seniors-affordable-harvard-report-baby-boomers
https://citizenremote.com/visas/seychelles/
https://seychelles.govtas.com/en/workcation
1 Listener
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Podcast Q&A
Why did you start this show?
I started this show to create the content about hybrid/remote and the future of work I wasn't finding anywhere else. During times of change, we need to figure out how to bring the best of the past into the future of work. Some things change but many other things don't. The decisions we make about now about how to work, when to work will influence our lives and society for decades. Let's talk about it.
What do you hope listeners gain from listening to your show?
Successful change is a mindset shift. People change their minds and worldviews individually, which coincidentally, is often how people listen to podcasts. I hope that by sharing stories, amplifying voices and discussing the future optimistically, I can help people shift their mindset so change isn't so hard and scary.
Which episode should someone start with?
Well, the beginning is a very good place to start:) #1.
Which have been your favourite episodes so far?
It always takes me by surprise that my solo episodes get the most traction. With Great Power Comes Great Responsibility is episode #5 and it's about personal branding and employee advocacy.
Which episode are you most proud of?
This is like being asked to pick you favourite child but I'm really fond of the episode with Leslie Ehm and Erica Ehm. Erica was one of the original VJs for Much Music when I was a teenager and she has been part of the fabric of my life for a long time. I've gotten to know her via social media but I was blown away at how well she has learned about me through observation and interaction. This episode marks the first time Erica and her sister Leslie have been interviewed together.
What is your vision for your show?
My vision for the show is to talk about things other people won't talk about regarding hybrid/remote and the future of work. The type of change that is needed is systematic and systems are designed to survive. We need to dismantle many things that we have accepted as normal if employees are going to thrive and organizations are going to succeed in the future of work but many people are invested in the status quo. You can't change what you can't see and I hope to illuminate the path to change.
What is your favourite other podcast that isn't yours?
There are a few: Revisionist History - Malcolm Gladwell WorkLife/Think Again - Adam Grant Indestructible PR - Molly McPherson What Works - Tara McMillan Rethinking Trust - Rachel Botsman Reinvention of the VJ - Erica Ehm
How did you come up with the name for your podcast?
The name of the podcast has been an evolution. I originally called it The Janus Oasis because the Roman god Janus has two heads - one looking back tot he past and one towards the future. Oasis because I wanted the podcast to be a brave space where people felt safe to share their hopes and dreams and expertise about how to build the future of work. However, there are two different pronunciation of Janus which caused confusion and Oasis made people think of the band so I rebranded.
Tell us a bit about yourself
I've worked some version of hybrid/remote since 2012. Back then, I had 2 kids under the age of 7 and a 2 hour commute each way. I either advocated for flexibility or I never saw my kids. When my job got restructured in 2020, I realize that the most meaningful work I've done in my career is advocating for change and creating hybrid/remote strategies and implementing them. I founded a consulting firm so I could work with organizations who are interested in redesigning work. www.nolasimon.com
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FAQ
How many episodes does Hybrid/Remote Centre of Excellence have?
Hybrid/Remote Centre of Excellence currently has 97 episodes available.
What topics does Hybrid/Remote Centre of Excellence cover?
The podcast is about Change, Management, Leadership, Future, Office, Podcasts, Business and Careers.
What is the most popular episode on Hybrid/Remote Centre of Excellence?
The episode title 'Retaliation at Work - Sarah Noll Wilson' is the most popular.
What is the average episode length on Hybrid/Remote Centre of Excellence?
The average episode length on Hybrid/Remote Centre of Excellence is 30 minutes.
How often are episodes of Hybrid/Remote Centre of Excellence released?
Episodes of Hybrid/Remote Centre of Excellence are typically released every 1 day, 22 hours.
When was the first episode of Hybrid/Remote Centre of Excellence?
The first episode of Hybrid/Remote Centre of Excellence was released on Dec 24, 2021.
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