• Hybrid/Remote Centre of Excellence

  • De: Nola Simon
  • Podcast

Hybrid/Remote Centre of Excellence

De: Nola Simon
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  • Resumen

  • Formerly The Janus Oasis. Rebranding in progress. The Janus Oasis is a podcast where we talk about co-creating the future of work. How do we bring the best elements of corporate from the past into the future? How can we design a workplace that will allow employees to thrive and integrate their work into their lives? What will the corporation of the future look like more importantly, what will it feel like? Will the future be hybrid or will we be working remotely? How will the office be re-imagined. And how does that affect leadership process procedure? Employee engagement and retention. We'll talk about all aspects of life and work with interesting and creative people. I'm Nola Simon. I'm a change strategist and storyteller. I've worked some version of hybrid or remote since 2012, chatting is my super power. Let's chat.
    Nola Simon
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Episodios
  • Be Remarkable - Adapting to the Current Leadership Crisis - Karen Ferris

    Be Remarkable - Adapting to the Current Leadership Crisis - Karen Ferris
    Aug 6 2024

    Karen Ferris asked me to blurb her new book Be Remarkable. This is the first time I've been asked to do this for anyone so this podcast episode logically followed. Karen has the honour of being the only guest I've invited to the podcast twice. She's very vocal in talking about the leadership crisis that exists now and this book provides useful resources to help immediately.

    This is the blurb I wrote:

    “Are you looking for a practical guide to help you navigate the ever-evolving world of work? Look no further than Karen’s new book, which provides a human approach to work that is future-focused, effective, and feels good. Using a memorable acronym (R.E.M.A.R.K.A.B.L.E), Karen’s book is a valuable resource for leaders and employees alike. Whether you’re a seasoned professional or just starting out, this book will help you develop the mindset you need to succeed in today’s fast-paced world. Mindset is everything and leaders at all levels who want to be remarkable will be well served by this thoughtful and practical book. I highly recommend reading and applying Karen’s teachings. An ever-evolving workforce and nonstop change means that ongoing learning is the key to success. This book is a great resource for a world of work faced with disruption.”

    The main call to action comes from this quote in the book:

    "Leaders may need to be agile, highly entrepreneurial, socially conscious, and digitally savvy. They must lead through ambiguity and uncertainty, managing a diverse workforce. They must possess cognitive flexibility and be innovative, adaptive, and collaborative."

    Yes, please.

    Listen as we discuss the leaders journey, the learn-unlearn-relearn cycle and how leadership needs to change in order to adapt to the current moment and to pave the way for a better future of work.

    If you want to order from Karen directly to claim the 15% discount, use the code MINDSET on her website shop. Shipping from Australia can be expensive so please keep this in mind.

    Find Karen on LinkedIn or her website.

    Our previous episode was called A Rebel with a Cause.

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    52 m
  • The Canary Code: Ludmila Praslova

    The Canary Code: Ludmila Praslova
    Jun 5 2024
    "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). Ludmila in the media: Media Kit - The Canary Code Organizational psychology has been around for around hundred years, but Praslova believes the future of organizational psychology is changing due to the COVID-19 pandemic. She foresees changes such as an increase in flexibility. Employees will be able to work remotely and off-site throughout multiple industries. To adapt to this new environment, leadership and management practices will become more adaptable and human-focused... These changes will likely fuel the need for more organizational psychology practitioners. The book: The Canary Code book by Ludmila N. Praslova, PhD
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    51 m
  • The Right to Disconnect: Legislation is the Last Resort

    The Right to Disconnect: Legislation is the Last Resort
    May 3 2024

    Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode

    The right to disconnect is legilslation designed to protect employees from work creeping into after hours work. It's popping up all around the world including Ontario, Canada, where I live. The thing about legislation is that it's a guardrail to protect us from the worst abuses. As an employer, you never want your employees to have to invoke legislation. It's not good for trust and relationships or the employer brand. So how can you proactively update your operations to ensure that all employees benefit from the right to disconnect whether or not the legislation exists in your part of the world yet or not? Legislation is designed to disuade and penalize behaviour, not shape it or incentivize it. It's the same with ethics in AI but legislation is slow, differs across geographies and can be challenged in court. It's more about crafting norms and expectations that facilitate trust and trustworthiness.

    Right To Disconnect Ontario Explained | Achkar Law
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    17 m
Gestión Economía
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