Influencing Extraordinary Performance via Competencies and Role Clarity w/ Heidi Collins & Jennie Yang

Best-Self Management has ended, but don't worry because your friends at 15Five have launched a whole new podcast! HR Superstars honors you, the brave 21st century HR leader, by highlighting stories from the frontlines of People Ops. Never miss an episode of HR Superstars by visiting 15five.com/podcast! On HR Superstars delve deeply into all of the many aspects of what it takes to help companies win by becoming a strategic business partner to the rest of the leadership team. Each episode showcases conversations with HR leaders from some of the world’s largest, successful, and innovative organizations. Listen to topics like empowering managers to adopt a growth mindset and practice strengths-based leadership, how to have difficult conversations that balance the business performance needs with a high degree of care for people, and how to actually make diversity, equity, and inclusion a part of your cultural DNA instead of just lip service and a PR play. When your culture gets toxic, management is failing, and performance suffers, it falls to you in HR to address these issues. We’re here to help you to do what matters most—develop your workforce, create a strong employer brand, and become the respected strategic business partner you already are.  You can find us, wherever you listen to podcasts. Let’s do this superstar! Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Never underestimate the power of a network. Where we each sit in the web of people around us influences almost everything. As today’s guest explains, recognizing the patterns that exist within networks and consciously building them is the key to positively changing patterns as individuals and within organizations.   In This Episode: The COVID pandemic’s impact on relationships [1:30] Why we should care about strategic networks [3:47] Shaping networks for creativity within organizations [8:00] How leaders can help people build more beneficial strategic networks [12:48] The challenges of building relationships and networks in the world of remote work [17:15] Methods for fast-tracking relationships [25:00] How to be more present with our digital interactions [26:43] Creating connections at an organizational level [31:45]   About Marissa King Marissa King is a professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, King has studied how people's social networks evolve, what they look like, and why that's significant. Her most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. King's research has been featured in outlets such as The New York Times, The Wall Street Journal, The Washington Post, The Atlantic, and on National Public Radio.   What Networks Look Like Today As an expert in networks, King explains how they are changing in the midst of the current pandemic. As is the case in many crises, people’s networks tend to shrink as they look closer for support. This will likely have long-lasting effects and we shouldn’t expect the pre-pandemic networks and relationships to fall back into place when this is all over.  This is important to keep in mind since everyone’s network has a profound effect on them. From health, both physical and mental, to job performance, the web of people we interact with is one of the largest influencers.   Networking for Creativity's Sake When we continually interact within the same circle, creativity stagnates. Seeking out new voices and diversity to bring within your network and to reach out to naturally leads to new ideas and innovation. Since everyone has an existing network, organizations should consider the value of these when bringing in new people.  As the very nature of many networks has been shaken by the pandemic we need to rethink many aspects of interpersonal interaction. King urges us to focus on having a few deep connections instead of many surface-level ones. It’s not the size of the network that matters. Rather, it’s the quality of the bonds between people that will see us through these tough times.   Quotes:  “Often when people are thinking about their network they’re thinking about who can I get to know. A much better way of thinking about it is where I should be going.” [6:49]   “Having these shared peak experiences where you get together and hotwire relationships - that you’re doing something with a shared mission or a shared purpose - really can invigorate relationships in a way that will carry you for far longer than you would have imagined.” [21:56] “It’s extraordinarily rare for someone to be listened to and just given the space to be. Allowing that quality to infuse your interactions really can allow a strength of connection that otherwise is impossible.” [25:34]   Key Takeaways: It takes intentional effort to break out of our natural networks and seek out change. When we are more reflective about who we interact with and the connections we create, more creativity and innovation will follow.   Links & Resources: Find Marissa King online Social Chemistry by Marissa King Assess Your Network 15Five’s Best-Self Academy “Getting Closer at the Company Party”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Toughness is often considered an essential ingredient in success. Sacrificing our humanity in the name of results is part of how many organizations do business. This dangerous approach ignores the central part of an organization: its people. Today’s guest works to bring the human element back to the workplace so that we can succeed with empathy and kindness.    In this episode:  Quickly adapting to the changes of 2020 [1:58] A new approach to leadership development and empathy [10:05] The role of kindness in creating high-performance [13:40] How convergence builds great cultures [17:32] Fostering values and competencies to create results [21:11] The new responsibility of supporting mental and emotional wellbeing in the workplace [26:30] Important questions leaders should ask their team [37:50]   About David Hanrahan As Chief Human Resources Officer of Eventbrite, David Hanrahan leads the global human resources team and plays a key role in leading organizational culture initiatives. David’s career has spanned more than 18 years building strong HR teams and fostering a collaborative team culture across global organizations such as Niantic, Zendesk, Twitter, Electronic Arts, and Universal Pictures.   Adapting in a Crisis David recounts how, shortly after he joined Eventbrite, the whole company had to restructure due to the pandemic. In a company built on live events, David has had to be very creative. There’s nothing like a crisis to bring out creativity. David describes some of the new ways in which he keeps his team engaged as they redefine what a live event is in 2020.   An Empathetic Approach To Leadership As we all struggle, David explains how leaders can best manage by leading with empathy and kindness. One thing many organizations are embracing is employee flexibility. Giving your people choice in how they can best do their work reinforces their value. Leadership development is also more important than ever. When few things are predictable these days, so much rests on leadership. David explains how building one’s capacity for empathy leads to more trust and stronger leadership overall. It also gives leaders the power to address the mental health issues that may be affecting their team members. Taken altogether, this leads to a more productive and satisfied team of people.   Quotes: “In this pandemic and this human organization that we’re going to try to build, this is going to rest on leadership.... We need all of our leaders to be fostering the experience that we want.” [10:38] “If we have more impact and less activity - activity for fewer things and do them better - then that is a ticket for us to be a better team. It’s a ticket for me to actually have more control in my life.” [17:13] “I think mental health has a stigma. The more that leaders talk about this openly and have forums, then you see that it becomes normal. It’s okay to not be okay is something we talk about.” [27:01]   Key Takeaways: Productivity and results actually increase with more employee flexibility. Allowing your people to make more choices is empowering and leads to better use of time and resources. Leaders have the responsibility to support mental health in the workplace. Providing resources for help, normalizing struggles, and addressing issues in a compassionate way will lead to higher performance and satisfaction.   Links & Resources Follow David Hanrahan on Linkedin “The Culture Factor” - Harvard Business Review   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Human Resources gets a bad rap. While there’s certainly a lot wrong in the world of HR, it still has an important role to serve. It helps us operate as a more effective organization, but only when done properly. As more information becomes available, business leaders have the responsibility to help those in HR think more clearly and be more effective.   In this episode:  The actual source of employee engagement [5:03] The new and changing conditions of engagement during this unpredictable year [13:33] The distinction between checking-in and checking-on [20:32] Tips for cultivating relational mastery [24:11] Why not everyone can be a leader [33:30]   About Scott Miller Entering his twenty-fourth year with FranklinCovey, Scott Miller serves as the executive vice president of Thought Leadership. He is the host of On Leadership With Scott Miller, a weekly webcast, podcast, and newsletter that features interviews with renowned business titans, authors, and thought leaders.  Scott leads the strategy, development, and publication of FranklinCovey’s bestselling books and thought leadership and is the author of Management Mess to Leadership Success: 30 Challenges to Become the Leader You Would Follow, and co-author of The Wall Street Journal bestseller, Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team.   The Myth of the Engagement Creator In this episode, Scott busts the three biggest myths that HR holds. First off, there is a belief that it is the leaders who create engagement. Leaders can only create the conditions for engagement. It is up to the individual to choose how they engage. A leader can foster high-engagement by creating an environment where their people feel safe, heard, and supported.   How a Great Culture is Born in Relationships Scott also explains that the idea that people are an organization’s greatest asset simply isn’t true. Instead, it’s the relationships between those people. That’s what creates a company culture. By cultivating relational mastery, people work better together and achieve more for themselves and the organization.  Building a culture of quality relationships takes a lot of work and self-awareness. Scott’s first tip is to always clearly state your intent when communicating with your people. This reduces misunderstandings while building trust. Finally, Scott lays down why not everyone can be a leader. There are competencies that are perfect for sales, for instance but are disastrous when it comes to leading others. The best leaders are ones who take the most delight in the success of others. Identifying these people and making them leaders can only make an organization stronger.   Quotes: “Leaders do not create engagement. I cannot make you engage. What I can do, however, is create the conditions, the culture, the environment, the setting. Leaders create the conditions for others to choose their own level of engagement.” [4:41] “Your job is to build relationships. Your job is to build trust, to model trust. Your job is to build a culture where it’s safe to tell the truth, where it’s safe to make mistakes, where it’s safe to admit your fears and your insecurities, where vulnerability is a strength, not a weakness. That’s a powerful culture.” [21:02] “I think the power is shifting from organizations to people. It’s the nimble agile leader who understands… the power is in the people.” [39:40]   Key Takeaways: An effective leader does not have to be the smartest person in the room (in fact, they shouldn't be). Instead, they need to create the conditions in which others can safely and confidently come up with and share great ideas. Cultivating this type of environment and culture takes both confidence and humility.   Links & Resources Follow Scott Miller on Linkedin On Leadership With Scott Miller Management Mess to Leadership Success Everyone Deserves a Great Manager How Will You Measure Your Life   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Having ideals in your organization is one thing. However, putting these complex systems into practice is something else entirely. A modern dynamic business should constantly be pushing the limits about how it creates and executes systems and structures that elicit high-performance and high-engagement.   In this episode: FInding motivation to build and support a company that provides amazing experiences for its people  The four most important ingredients of performance management Why it’s worth investing in performance management  Creating a place for love and joy at work  Creating behaviors that align with your organization’s values Where responsibility lies for performance  How 15five developed its own people and performance management systems  The steps to implementing systems of high performance  Products and tactics that any organization can use to build essential competencies  How managers help their people align competencies with values The key elements of effectively using performance metrics   About Jennie Yang and Heidi Collins Jennie Yang is a strategic and operational consulting leader with over 11 years of experience designing business strategies and driving organizational transformations for Fortune 500 companies, startups, and scale-ups. Currently, she is Director of Talent Transformation at 15Five and is also a leadership coach and facilitator who helps unlock the potential of individuals, teams, and organizations. Heidi Collins is VP of People Operations at 15Five. Her mission is to create more human-centric workplaces with an ecosystem that celebrates diverse perspectives and backgrounds, provides high levels of vulnerability, empathy, trust and personal responsibility, clarity of expectations and purpose, holistic structure and tools, and self-reflective leaders who embrace accountability.   A New Approach to Encouraging Excellent Performance Today, we get into how 15Five is changing the way organizations approach performance management. This means putting people and performance management front and center. The chief ingredients of this can be boiled down to clear core values, an accountability structure, motivational systems, and continuing training and education. When this is thoughtfully done to build on previous building blocks, high engagement and performance will naturally follow. Since work is where we spend most of our time, it’s crucial that it becomes a joyous place. It should be a time that energizes us, not leaves us feeling drained. By helping your people discover and harness their unique potential, joy will naturally follow. This should be the ultimate goal of people management.   Putting It All Into Place Even as a performance management company, it has been hard creating and implementing the standards of excellence for ourselves that we strive for. We have come to understand that there will be daily struggles and setbacks. However, all that can lead to greater achievements in the end. The company can make this happen by being there to give supportive feedback and encouragement without judgment. That’s why an integral part of what we do at 15Five is to train managers to deliver truth with kindness. Developing competencies that align with your organization’s mission will not only aid the company but its people too. Competencies can involve many things, from values to interpersonal relationships. Actually measuring these competencies and fostering their development is a large part of what we do.   Quotes: “A lot of us spend more time in our work environment, with our colleagues,  working on projects at work, for the benefit of our companies, than we do in our personal lives with our families. Why not make it great? Why not make that an amazing experience?”  “We want to normalize the experience of love at work. Love should be part of work.”  “If you are the type of person who truly owns your role - you are an owner of your results - you will make it happen, even if you have the worst manager in the world or a company that doesn’t provide support or structure. I believe that you can go create it for yourself. ” “If you want high-performance and high-engagement in your organization, it’s a simple framework but it takes a lot of time, effort, and energy…. The ROI on that investment will surprise you. It will absolutely pay off.”   Key Takeaways: Performance Management can be revolutionized by the adoption of Core values that are central to the company’s mission and operation An accountability structure that makes clear everyone’s role Systems to motivate your people to be highly-engaged Educational programs to help everyone develop new skills   Links & Resources Josh Bersin Academy  The Conscious Leadership Group Reality-Based Leadership   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Right now, much of the business world is racing to figure out how to do remote work. This likely wasn’t a change they anticipated. However, there are some companies that have already been doing it for years and have valuable lessons to teach.   In this episode: What companies transitioning to remote work can learn from those that already do it [2:14] How the freedoms of remote work lead to more satisfaction [8:30] Addressing the needs and wants of employees who prefer a traditional office [14:10] How managers can take care of their remote team [16:15] How 2020 has changed the role of human resources [23:00] Ways to successfully blend remote and in-person work [31:20] The benefits of increased transparency [34:35]   About Lori McLeese Lori is Automattic’s Global Head of Human Resources. She and her team focus on making Automattic the best place Automatticians have ever worked. One aspect of this is building community in a distributed environment. She joined Automattic in 2010, when there were about 50 Automatticians worldwide, and is grateful to have learned so much in the ten years and 1,200 hires since. She lives in the mountains of Asheville, NC.   Taking Advantage of a Remote Model Although it may not be everyone’s preferred model, there are many benefits to a remote workforce. One that Lori is quick to point out is the ability to collaborate with talent from around the world. In fact, by giving people the choice to live where they want while still working for your company, a culture of appreciation develops. Overall, when you grant people the trust to work in the environment of their choosing, creativity and personal-responsibility will naturally increase.   New Paradigms and Responsibilities This year has presented countless challenges. Even though her company was already fully-remote, people are facing all sorts of hurdles to surmount. One positive is that more companies are starting to realize that they play a role in caring for the mental and emotional wellbeing of their people. This comes in many forms, such as including more mental health services in benefits packages and tweaking community-building rituals. Taking these and other actions will maintain the support and camaraderie that is the lifeblood of any functioning organization.   Quotes: “We don’t view [team leads] as a promotion. We view it as a developmental opportunity.” [17:08] “When you get to be a large organization, it’s nice to have a small cohort that are really your people.” [22:24] “When you have 1,300 people, there’s not a one-size-fits-all. What works for one person isn’t going to be appreciated by others. But we’re still trying.” [24:44]   Links & Resources Automattic Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

Often, in the game of business, results are the points by which everything is measured. Success relies on extraordinary results. But that doesn’t mean your personal values should ever be sacrificed to meet these goals. Today’s guest is an expert at taking a nuanced and informed perspective and applying it so that both professional and personal values are honored in the workplace.   In This Episode What the conscious leadership model is in practice [2:10] Realizing the importance of our actions through a cosmic lens [6:40] Where to find inspiration for building intrinsic motivation [12:02] Avoiding a culture of entitlement in your company [15:25] Pausing and reflecting on our natural impulses in the workplace [21:00] How to build emotional competence based on cooperation [26:55] The role of ritual inside a company culture [35:17]   About Matt MacInnis Matt is Chief Operating Officer at Rippling where he oversees business operations. From 2009 to 2018, he was the co-founder and CEO of Inkling, a mobile learning platform that provides on-the-job training for companies including MacDonald’s and Whole Foods. Inkling was named one of Fast Company’s most innovative companies and raised over $100 million in funding before being acquired in 2018. Before Inkling, Matt spent eight years at Apple, growing the use of its products in education and the sciences. He holds an Electrical and Computer Engineering degree from Harvard.   Building a Conscious Business At 15Five, we are big followers of conscious business. The work we do shapes our lives and experience. That’s why work can be the place where we become our best selves. Intentionally building a company where someone can become a happier, healthier, more fulfilled and competent version of themself is not only possible, but a necessary element.   Finding Cosmic Inspiration to Value Human Performance Being a conscious business means taking a one hundred thousand light-year view of everything. When you view yourself as just a speck of dust in the universe, it’s easy to become nihilistic. That’s not the point. Instead, the cosmos is a place for inspiration. Building a company that’s informed and inspired by the wonder and awe of life, we can raise the bar on what performance actually is.  This creates an environment in which emotions are valued and respected. Too often, we are taught to repress the way we really feel. Emotion is our intuition. When we are allowed to consciously feel our feelings and analyze them, we’ll become more informed and resilient.   Quotes “You go to work every day as a means by which to express your values. In other words, work is not a means to an end.” [5:32] “Do you think that LeBron James takes his work less seriously because he understands that it’s a game? Of course not. The game is his game and the game of business is my game.” [14:37] “Do not confuse the things that you wish were true with the things that are because nothing you say is going to change the not true things into true things.” [42:22]   Key Takeaways 1. Emotional competence is a strength at work. Intentionally building it into a company culture involves holding ourselves and others accountable while still offering needed support. This can be fostered through the use of ritual in the workplace. 2. Kindness has a place even in the most high-stakes business settings. You can be direct, candid, and demanding while still being kind and caring for your people.   Links & Resources Rippling Conscious Business by Fred Kofman The Conscious Leadership Group The Big Picture by Sean Carroll   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

In the workplace, personal hopes and dreams might not align with outside expectations. Many of us erect a wall between our work life and our personal life. As a result, we miss out on the possibility to form deeper interpersonal connections. Today’s guest has made it his mission to help bridge these gaps with people before they’ve even entered the workforce.   In This Episode How the psychological masks that we all wear hold us back [2:18] Creating a dynamic in companies and schools that align with their people’s hopes, dreams, and goals [6:10] Why companies need to create a culture that encourages vulnerability [8:55] What happens when an organization creates a culture of psychological safety [13:03] Creating an atmosphere of trust and openness [22:40] Tips and techniques for creating a better culture [29:06] Creating environments of safety while accounting for racial disparities [36:43] Recognizing the barriers that hold you back [47:30]   About Ashanti Branch Ashanti Branch works to change how young men of color interact with their education and how their schools interact with them. Raised in Oakland by his single mother on welfare, Ashanti left the inner-city to study civil engineering at Cal Poly, San Luis Obispo. As a high school math teacher, he started the Ever Forward Club to provide support for African American and Latino males who were not achieving their potential.   The Dangers of Masks Ashanti has seen the dangers of wearing (metaphorical) masks in school and the workplace. When people put up these barriers it hides who they really are. As a result, it becomes harder to achieve the goals we are really after. That’s where company culture comes in. By encouraging their people to remove their psychological masks, work can become a place of life affirming joy and creativity.   Overcoming Fear and Welcoming Vulnerability It’s important to recognize that the whole notion of wearing psychological masks derives from an illusion of safety. When people are able to overcome fear, they can be vulnerable in front of others. We, along with Ashanti, have found that this vulnerability leads to honesty. When people are honest and able to take risks because of it, stronger relationships develop.   Food for Thought Is there a place or time where you’re comfortable removing your psychological masks? And as Ashanti asks, how have you been complicit in the reality you don’t want to see?   Quotes “If at home no one sees how brilliant you are, at school your grades don’t show how brilliant you are, but you got some talents inside of you, then you could be walking through the world believing that you don’t matter.” [5:26] “Oftentimes we miss out on deep connections because people are either afraid - there’s no psychological safety to talk about it - or they feel like no one would even care.” [8:21] “When people feel like they’re cared about - you care about them more than just as a cog in the organization, but as a person - I think they appreciate it.” [33:57]   Key Takeaways 1. It takes effort and time to build a culture of trust. Yet, when an organization intentionally presents vulnerability as a strength, people will be their true and authentic selves. This naturally leads to a culture in which people feel safe and cared for.  2. A lack of honesty is usually rooted in fear. This not only hurts productivity, but it also prevents necessary relationships from forming. That’s why it’s crucial that there should never be negative consequences for telling the truth.   Links & Resources Find Ashanti Branch online Follow Ashanti on Linkedin | Instagram | Twitter | Facebook    Ever Forward Club Follow Ever Forward Club on Instagram | Twitter | Facebook   100kMasks The Masks We All Wear  “The Mask You Live In” Reboot by Jerry Colonna   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

There are so many voices that are not represented throughout society. Be it in business or entertainment, many black people find it hard to be heard. This only deepens the psychological wounds of racism. As business leaders, we have a role in addressing this. Our guest today is on a mission to rectify this through spreading the message of personal empowerment.   About Joseph McClendon III Joseph McClendon III is one of the most sought-after Ultimate Performance Specialists in the industry. His unique brand of “tell, show, do” teaching and coaching creates rapid personal change that effectively moves people to take more consistent action to go further faster with their personal and business achievements. Joseph is a best-selling author and has delivered hundreds of workshops, coaching sessions, keynote addresses, seminars and training programs, and one-on-one therapeutic interventions. He has presented to well over 3 million people around the globe.   Sharing the Message of Personal Empowerment Often, just hearing the message that you have the power within you to be empowered is enough to get started. Joseph speaks to the need to address this inner power we all have. Often, the key to unlocking it is as simple as hearing someone else recognize it. As business leaders, we also have the potential to foster personal growth. Joseph has some advice for us. In order for employees to realize that they can change and get the support they need for it, employers need to take action. Your people need the opportunity to feel good about themselves. Asking them deep questions about their goals does this. Supporting this with reassurance and processes will lead to happier and more productive people.   In This Episode Recognizing your potential amidst adversity [1:25] The psychological toll that racial marginalization causes [4:55] Thoughts about the current trajectory in racial progress [13:00] Discovering your capabilities of growth and learning [15:35] How company leaders can create environments to support personal change [17:49] The power of words to influence people [26:26] Overcoming distrust in a business environment [30:00] 3 steps to move from a state of survival to one of thriving [37:50]   Quotes “Recognize that you got dealt this hand and it is the greatest hand you’re ever going to get, so love it.” [1:32] “The whole point is the happy employee. A happy employee or employer is going to be more apt to do better because they feel better.” [24:07] “Any pain is a signal for you to snap the hell out of it. Stand up, shake yourself off.” [41:33]   Key Takeaways 1. There are constant lessons, both subtle and overt, that black Americans are taught about their worth. By being underrepresented, self-esteem in minority communities suffers. However, sometimes just being reminded of the worthiness that all people have is enough to begin making meaningful personal changes. 2. Building and maintaining trust in the workplace requires constant effort. It can be as simple as letting your people know that you are there to support them. Ask them questions about their goals and desires and work to support those on a regular basis.   Links & Resources Find Joseph McClendon III online Follow Joseph on Facebook | Instagram   Unlimited Power: A Black Choice by Tony Robbins & Joseph McClendon III Awesome Sauce by Joseph McClendon III Think and Grow Rich by Napoleon Hill   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative

The year 2020 has dramatically shifted the role of people leaders in business. COVID and the racial justice movement has rightly forced managers to take a hard look at their organization’s priorities. This is a time when human nature itself is being put back at the center of companies. As we consider the importance of how people feel while at work, good leaders are recognizing the opportunities to improve company culture.   About Kristina Johnson As the Chief People Officer at Okta. Kristina Johnson leads the organization’s global people function. She is responsible for the company’s human capital management strategy and oversees talent acquisition, talent development, total rewards, and engagement programs. Kristina brings more than 20 years of human resources experience to Okta and has worked across a variety of industries, including technology, software, consulting, and engineering, ranging from start-ups to large multi-national established businesses. She is an experienced leader of global teams and adept at driving change management across diverse regions.   Bringing the Human Element Back to Work Despite the massive tragedy it has brought, the global COVID pandemic has had a positive side-effect. It has accelerated the role of remote work and forced many organizations to rethink how they promote efficiency. It has also reemphasized the human element of work. With managers focused on how to support the emotional aspect of work, old paradigms are being re-imagined.   The New Dynamic Workplace Kristina explains how her company is embracing the new dynamics of the workplace. This involves recognizing that we are all complex humans and work styles should reflect this. Going beyond simply allowing remote work, companies can give their people a huge range of choices to support them. By providing flexibility around this, organizations can better support their people and see a huge return in productivity.   In This Episode How COVID and racial justice awareness has shifted the priorities of leaders in business [0:57] Teaching empathy in the workplace [3:00] Balancing the needs of remote work with the desire to return to a physical workplace [4:30] The difference between dynamic work and remote work [7:35] The role of the post-COVID office [10:52] Managing communication and getting accurate feedback in a virtual workplace [14:54] Recognizing the opportunities that come with crisis [20:50] How to incentivize employees not to overwork themselves [25:50] Creating environments to support extraordinary managers [30:48] How to measure engagement in a meaningful way [37:28]   Quotes “As tragic as the global pandemic and racial injustice has been - and you can’t ignore that - there have been positive side-effects.” [2:25] “People are multifaceted. Everyone works differently. People like to be managed differently. People are productive at different times. If we can get out of people’s way and let them work, they would get so much done.” [10:35] “Now more than ever, we need to invest in managers because they’re the first line of defense in making sure the employees are taken care of.” [31:49] “If we’re going to have a culture of builders and owners, we need to empower our employees.” [32:39]   Key Takeaways 1. Recent events have shifted the role of people managers. They now play a crucial role in supporting the workforce at an emotional level. Teaching and supporting empathy is a large part of this.  2. Dynamic work goes beyond remote work. With dynamic work, leaders can provide true choices to their employees. Investing in employees through access to stipends supports them in numerous ways. Also, without the geographic constraints of a physical workplace, the talent pool has never been wider.   Links & Resources Okta   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Podcast production & marketing support by the team at Counterweight Creative