The so-called ‘business decision’ to exit employees from your organization could be a positive experience for both you and the employee. With some thoughtful attention to what people need when they are being released from a familiar role in a company they have committed to. Instead, the vast majority of terminations are a cavalier process. That which lacks human connection and allows leaders to avoid accountability for their hiring decisions—and their management responsibilities. Listen in as Debra and Lisa explore why the way terminations are carried out has a profoundly negative impact on the individual, the organizational culture and broader societal attitudes about work and trust in corporations. The good news is that we can do better! In this, lisa and Debra offer their perspectives on how organizations can terminate employees in a way that aligns with their values.
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Once again Debra and lisa share what they are reading, hearing and intuiting about the work year ahead. Here are their predictions of what organizations and leaders will be challenged by, and the top trends we can expect to see in 2023.
Now that working from home and hybrid arrangements have become fixtures in many businesses across the globe, many CEOs are considering—or even hiring—new direct reports to the senior leadership table. Joining the Chief Operating Officer (COO), the Chief Technology Officer (CTO) and Chief Human Resources Officer (CHRO) among others are Chief Remote Officers and Chief Wellness Officers, hired to make remote work flourish, focusing on holistic practices and systems, and ensuring the less tangible aspects of organizational culture take root in home offices and on kitchen tables where much knowledge work is done. Who are these new and emerging leaders, and what do we think they should be doing? Listen in as Debra and lisa take a step back to look at what workplaces need now and assess if these roles will help make organizations better and healthier for employees.
When Andrew Barnes decided to change his company to a 4-day work week he expected some positive results, but even he was surprised by the 20% increase in productivity, amongst many other benefits. Now, his organization, 4 Day Week Global is helping companies all around the world pilot a reduced work week so they can experience the benefits for themselves. Listen in to learn why working less is better for organizations, employees and society at large, and hear what Andrew says is the number one thing getting in the way of more organizations adopting a reduced work week.
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Who's accountable when a hiring decision goes wrong? As JP illustrates in her compelling personal story, often, the employee feels ashamed and disrespected when they are exited from an organization, in her case, just five weeks after being hired. Left to guess what went wrong after no feedback and not a word from the boss, JP describes feeling like her dignity is taken. For many listeners, this will be a relatable story because something similar happened to them or someone they know. Debra and Lisa dig into the implications of this bad boss behavior for organizations and discuss ways job candidates can avoid this nightmare scenario. Tune in to Work Revolution to avoid being ghosted by your boss!
For far too long, we've been hearing how much less money women make than men. While progress is being made, there is still a long way to go—if we look to the latest report from the 2022 World Economic Forum, post-pandemic, gender parity is not recovering. In fact, it will take another 132 years to close the global gender gap.
As crises are compounding, women's workforce outcomes are suffering and the risk of global gender parity backsliding further intensifies. In this episode, Debra speaks with Katica Roy, a gender economist who highlights how policy today is mostly gender-ignorant, meaning it doesn’t apply the gender lens to determine how said policies impact men and women differently. As Katica explains, women’s participation in the labour market is good for the economy overall: excluding well educated and trained women from the workforce is a lost opportunity for economic growth. Listen in to learn what's at stake and how we can build momentum towards greater gender parity that benefits us all.
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Dan Price was once the CEO who realized that he was making much more money than his employees. So he decided to pay every single one of his employees $70,000 (USD) while taking a 90% pay cut. But his story didn’t end there. Now, he has been charged with assault. Join Debra Adey and lisa Schmidt as they talk about the August 18, 2022 New York Times article on the Dan Price allegations, and how they reacted when they learned one of the CEOs they once happily retweeted turned out to have a completely different persona than was presented on social media.
Further, find out why coming out with an allegation, as a woman, is so hard to do.
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When it comes to women, well-being and autonomy are critical. Be it over our healthcare decisions, our freedom of movement, or our finances, having the ability to make informed choices that meet our needs and address our challenges is foundational to full participation in the world. Guiding women in navigating these things is what Crystal Buhler is out to do in this world. In this episode, this licensed insolvency trustee offers detailed information and insights on women, money, and debt, deepening our understanding of how sexism impacts women's wealth and money management—and how women's experiences with finances differ significantly from those of men. Crystal also shares her professional journey in this male-dominated field, along with her experiences as an entrepreneur and business owner, facing obstacles many of us are familiar with, given the continued sexism inherent in many professions.
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The Personality Data Assessment is an assessment that can help you find your unique and dominant style. It will help you evolve and progress through the different levels of your leadership journey. You will move from managerial to CEO if you just build on your existing strengths.
In this episode, Debra Adey interviews a repeat guest, Carlos Davidovich, on what you can learn from this Personality Data Assessment. Carlos recently co-authored a book with Larry Cash called Personality DNA. Carlos will share more about this book and how you can apply it to your career objectives.
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Is there a difference between being a woman and being a feminist in the workplace? What about feminist leadership? There is no doubt that women belong on the job no matter the job: construction, business, engineering, media, academia—plus everything they (we!) set our minds to. But there is much more to be said about creating an equitable division of labour in the workplace. Join Debra and lisa as they dig into what feminist leadership looks like.
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A lot (maybe everything?) has changed due to the COVID pandemic, with one of the biggest impacts being where work is done, particularly for office workers. During multiple lock-downs, companies and organizations had to adapt to a workforce based at home. Now that restrictions are easing, and things are slowly getting back to what we had before, everyone is challenged to figure out what's next. What is the new contract between employees and employers? And what does this mean for where work is done? Join us as we deep dive into these different aspects of where we work, and what we face in stepping into hybrid workplaces.
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A true healthy working environment is the one where employees are not afraid to open up and their leaders are hands-on to support them. In this third and last episode about cultivating brain-based leadership, Debra Adey and Lisa Schmidt are joined once more by Michael Thompson. Together, they discuss how to create a workplace culture where happiness thrives. Michael explains why simply implementing an open-door policy is not enough and how to present feedback without being hostile. He also breaks down the four factors to consider when assessing your wellbeing and the main differences between self-confidence and self-esteem.
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We hear a lot about resilience and humility when it comes to leadership, but how do leaders start practising these behaviours? In this second of a three-part series on brain-based leadership, Michael Thompson and Debra Adey continue their discussion on what it means to lead with the brain in mind. This time, Michael offers practical information and guidance on stepping into ways of leading teams that align mind and body in taking on all kinds of challenges. Further, Michael explores why every workplace culture should pay attention to the mental well-being of employees, stressing we must not simply assume that employees are always at their best to work hours on end and still provide quality output.
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If we are complex beings, it is in large part because of our brains. In this first of three conversations with Michael Thompson, a passionate and highly knowledgeable leadership consultant and coach with over a decade of experience, we start to understand how the brain works at work. Michael's unique ability to promote wellness in the workplace and enhance the wellbeing of employees is anchored in a variety of strategies and techniques. He believes that knowing how our brains function, together with the other parts of our body, enables higher productivity. In this conversation with Debra, Michael shares digs deep into the science to help us better understand who we are.
Today’s work environment has been experiencing tons of resignations, burnout, and demands for greater inclusivity from historically marginalized workers. With everything going on, it might seem counter-intuitive to talk about what's happening with working dads—male executives with family obligations. But we should not disregard the fact that working men are still part of this whole ecosystem we live to uphold. In this episode, lisa interviews Mark McCartney about why it's important to include working men in conversations about workplace equity. Listen in we investigate how gendered roles at home and the workplace don't do anyone any favours.
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Women get interrupted more than men and men interrupt women more than they interrupt other men. This is a well-researched and well-documented fact, but what do you do about it when it's happening to you? Michelle is in a traditionally male-dominated field as an Associate Professor at a North American University in the Engineering and Architecture department. In this Ask Us Anything episode, Lisa and Debra address these frustrations about being interrupted by a male colleague. They offer suggestions for how Michelle can move forward professionally, and in a way that honors her values.
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When it comes to the workplace, has COVID changed everything? If so, what do organizations and employees need to think about as we step into 2022? In this episode, Debra and lisa consider the changes the pandemic has wrought on the workplace in the past year, and take aim at the important things organizations must focus on. Culture, conflict, retention, diversity and inclusion—these may sound like buzzwords, but in the year ahead, they will be anything but. Tune in as hosts Debra and lisa share pertinent insights for what organizations, leaders and employees can expect in the coming months.
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Unconscious bias exists all over the world, whether it's in the workplace or just out in the streets. A woman is going to be 10 times more criticized when it comes to a work evaluation than a man. People have stereotyped this race to do that, this color of skin to do that. It's infuriating and the legal system isn't adequate enough to solve all these biases. In this episode, Debra sits down with Jessica Nordell to talk all about bias. Jessica is a science writer with degrees in physics and poetry. She is also the author of The End of Bias: A Beginning. Join Debra and Jessica as they talk about gender bias in the workplace, specifically for women. Discover what Jessica had learned from her simulation on workplace biases and more. Also, learn more about her book and what it's about today!
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A great way to start working in an organization is to learn how to connect with the people on your team. It starts from there. Listen to this episode as your Debra Adey and Iisa Schmidt share a story about a complex workplace scenario. Rania is thrilled to be working in an industry she loves and a role where she is engaged and committed to making a difference. She is inspired by the leader and mission of this small wellness company. However, there’s a big hindrance to her happiness and growth. She is feeling stifled, micro-managed and undervalued by her direct boss. Debra and Iisa deconstruct this all too common scenario, offering coaching notes to Rania as well as general advice for leaders to avoid and manage a situation like this.
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Being a woman in any male-dominated industry is tough. Particularly for women in trades, there are certain realities that are just outright hard to accept and should not be the norm. In this episode, Natasha Fritz, owner of Natural Carpentry, opens up about her experiences as a woman working in the construction business. She was recently engaged in a legal dispute after calling out a catcaller on a show, and that’s what brought her here today. Debra Adey and Lisa Schmidt also weigh in on the kinds of expectations forced on women in these fields and the kind of change that needs to happen. Tune in for a thought-provoking piece on gender bias in the workplace, tackling harassment, and more.
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