Eat Sleep Work Repeat 2r2q6h

Sign up to the newsletter First of two episodes going deep on how AI is going to impact work - and therefore workplace culture and dynamics. This week is with Alexia Cambon from Microsoft. Alexia is Head of Research on Copilot & Future of Work. Last month her team released the Work Trend Index Annual Report. It’s one of the most important pieces of insight into how our jobs will change. Their previous reports have been interesting going deep into how people are experimenting with AI but this year’s is different. It articulates a version of work that most of us aren’t yet ready for. P&G research: Having an AI assistant doubles a worker’s output, proving as effective as having a real teammate Alexia mentioned that the research was performed by Karim R. Lakhani. The paper itself. Conor Grennan Jaime Teevan More about marathoner Katherine Switzer Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

"There's this concept called inbox zero, where everyone tries to get to their inbox down to zero. But I would suggest that a more noble pursuit is that of calendar zero". I chatted to Howard Lerman this week. I was blown away by this discussion - it captured exactly what is wrong about current work, and why back-to-back meetings are going to lead to many organisations missing the opportunity of this vital moment. This is an essential listen - about where work is imminently going and how Howard's philosophy is building his fascinating new product Roam to serve the company of the future. Explore Roam, follow Howard. Read all about the way that work is about to change in the newsletter The AI 2027 predictions are the wake up call we didn't know we needed Microsoft explains why we need to ready ourselves for the reinvention of work Konstantine Buhler on 'always on'   Full transcript on the website Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Zach Mercurio talks about mattering Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

The next two podcasts I see as a piece with each other, today is about meaning the next one is about mattering. Collectively I feel they present serious substance about the foundations of good culture. Read Meaningful Work Read the latest newsletter There’s some overlap - the authors today have done research with next week’s guest Zach Mercurio. One of today’s guests Tamara Myles said one of the most powerful questions you can ask to measure engagement at work is to ask ‘does your manager care about what is going on in your life?’ Today is about meaning, and I feel it gets to grips with questions of purpose. Why sometimes purpose doesn’t seem to create an impact in an organisation - and other times really makes it hum. The authors describe meaningful work as work that provides community, helps us contribute to something that matters, and challenges us to learn and grow. For full show notes go to the website. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Someone posted on LinkedIn that the podcast had died. Or I had died. But he is risen! I'm back with a great discussion, powerful in its simplicity. Psychologists Dr. Patricia Grabarek and Dr. Katina Sawyer have created a guidebook for anyone who wants to make things better for their teams. In it they suggest that managers need to set the tone for our colleagues. Yes, of course I hear you say but it's so often something that the hectic buzz of work distracts us from. As workplace wellness is in decline they suggest that it's time for managers to step up and be the creators of great culture, even if that might be pushing against the tide. Leading for Wellness is out now. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

100,000 other workplace culture enthusiasts by g up for the Make Work Better newsletter Interested in how skills could enhance your business? Check out the short film I made with the Department for Education. Get in touch with Bruce What do your typos say about you? What's the right medium to build connection with your colleagues? How did Shopify and Netflix reinvent their communication? How can any of us navigate a bulging calendar and overloaded inbox? Professor Andrew Brodsky gives us a field guide to communications and tells how we should be rethinking how we message. Andrew's new book Ping is out in February. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Interested in how skills could enhance your business? Check out the short film I made with the Department for Education. Sign up for the newsletter Today's episode is an Avengers Assembled of podcasts about work. I host Helen Tupper and Sarah Ellis from the Squiggly Careers podcast, as well as Isabel Berwick from the FT's Working It and Jimmy McCloughlin from Jimmy's Jobs. We talk AI, asking payrises, RTO and much more. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Michael Morris's book Tribal covers the codes that bond humans together. It has been shortlisted for the Financial Times Business Book of the Year award 2024. He explains that humans are inspired by peer codes, human codes and ancestor codes when it comes to their behaviour - and he gives plenty of insight of how we could build more tightly bonded groups in our own teams. Make Work Better: Resisting the Enshittification of Work in 2024 Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Everywhere we look we see someone who is outraged - and plenty of that anger makes its way to the workplace. The last time President Trump was in power it led to employees becoming more active - who knows if the same will happen in 2025. Karthik Ramanna talks us through the way to deal with outrage - and the actions that any leader can take to make the workplace a better place. His new book is out now. More about the Edelman Trust index Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Sign up for the newsletter Tiffany Gaskell outlines coaching as a route to transformational leadership Tiffany Gaskell is the co-author of Coaching for Performance, the top-selling guide to coaching first published by Sir John Whitmore the inventor of the discipline. It's curious to consider that there was a founder of coaching, and Tiffany takes me through the history of the practice, how it took hold and where it is today. There's a key consideration about the modern manager given to us by the Gallup Global Workplace Report, 80% of those who are engaged with their jobs say they've received direct from their manager in the last week. This is a powerful insight but also poses a huge challenge - how can any of us find the time to observe and then to every worker in our team. Tiffany explains that this is where a culture of coaching comes in, transferring the burden of observation from the manager to facilitating a socratic questioning approach. You can follow Tiffany on LinkedIn and the book is out now. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Subscribe to the free Make Work Better newsletter Brigid Schulte is a journalist and writer who brings a reporter's ear for stories to her exploration of modern work. Over the course of a decade Schulte has talked to people about the impact their jobs has on their lives - and has explored any hope that we might be able to make this better. Her new book, Over Work and paints a hopeful image of how we might fix the toxic elements of our jobs. One of the examples is about Intel, who in 2013 experimented with a new initiative styled Freelance Nation to bring some of the upsides of gig work to a professional knowledge work environment. It proved hugely successful and yet they decided to scrap it. Buy Over Work Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Colin Ellis is a consultant and author who spends his time working with organisations to improve their culture. He's turned his attention to why some companies go bad in a new book Detox Your Culture. He talked me through what has gone wrong at the likes of ITV's This Morning, the CBI, The Ellen Show and Boeing. Sign up for the newsletter Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Sign up for the newsletter How can any of us build a more effective team? Owen Eastwood is one of the world’s most in demand performance coaches, with a focus on team culture & leading. Owen has worked with some of the most successful sporting sides in the world. He also works with corporate teams wrestling with similar themes. Last year I talked to Owen about his work on belonging and identity but I wanted to pick his brains on the biggest challenge for modern leaders - how to build a stronger team. Buy Belonging Follow Owen on LinkedIn Owen talks me through his step-by-step approach to building better teams - starting with the toughest starter question that most teams never tackle. takeaways Determine whether a team is necessary for the desired outcome Clearly define roles and expectations within the team Recruit talented individuals who can contribute to the team's success Establish effective communication channels within the team Consider the challenges of being part of multiple teams in the corporate world Individuals have a choice in shaping the team's identity and should be selfless and committed to the team's purpose and desired outcome. A high-performing team is one where individuals consistently perform at their best and have a culture of excellence. The environment plays a crucial role in enabling or disabling team success, and teams should create an environment that fosters innovation and energizes individuals. Teams should regularly reflect on their environment and identify and eliminate factors that hinder performance. For a full transcript see the website. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Sign up for the Make Work Better newsletter How important is a happy workforce? According to Mark Price, the former boss of Waitrose, it's the main thing that leaders should be thinking about. Make your workforce happy and the profits will follow. Mark's new book is Happiness Economics. To prove it Mark cites his experience running the supermarket chain, when with a goal of workers happiness he made it the fastest-growing, most profitable supermarket in the UK. The original purpose of the John Lewis Partnership, as laid out by the very same John Lewis , was to uphold the happiness of the people who worked inside the organisation. Mark's new book is Happiness Economics. Mark's book makes the assertion that the quickest way to business success is to focus on creating happy employees. This is genuinely a brilliant listen - and one that you might benefit from reading the transcript of - you can get the transcript here. While I got real value from the book, I actually found the conversation even more enlightening. It challenged some things I believed and I found myself reflecting on it for the day afterwards. I think there’s a clarity in the conversation that the book lacks at times - I think it’s the challenge of books to be honest. We’re so used to ideas being visually backed up that when we’re paging through 200 pages of words the emphasis is often lost. Maybe they work best together. Mark has a clear 6 stage framework for making a happy, productive workforce laid out in his compelling new book Happiness Economics. Reward and recognition Information sharing Empowerment Wellbeing A sense of pride & Job satisfaction Mark's company is WorkL. You can take their surveys and see their data on that link. Key takeaways The happiness of employees is crucial for driving productivity and increasing profits Managers play a vital role in creating a positive work environment and should focus on training, recognition, and coaching Leadership should involve setting a clear plan, making employees feel valued and important, and maintaining optimism about the future. Well-being initiatives should go beyond tokenistic measures and address underlying issues in the work culture. Employee happiness is crucial for workplace culture and productivity. The six key drivers of happiness at work are reward and recognition, empowerment, sense of pride, line management, career development, and job satisfaction. Implementing these drivers effectively can lead to improved well-being, productivity, and business performance. Building a positive culture is essential, and companies should focus on measuring and improving employee happiness. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

The improv lessons of Second City Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

This episode is part of the Presence project: Presence: Fixing culture starts with your calendar, not your office In the 2000s a book called Fish! A remarkable way to boost morale and improve results became a bestseller. A small book, it was often used by companies accompanying a video of the same name. Together the two told a story of the culture of the fish market in Seattle, a noisy, bombastic place, but a place that was filled with joy. I first encountered Fish when a firm came to pitch to me when I was working in publishing. They told me that their culture was Fish.  There are a few things that stood out from it. The idea of intentionally deg culture isn’t new but this seemed to be explicitly linking culture, emotion and mood.  There were 4 principles of Fish Play be there make their day choose your attitude Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

This episode is part of the Presence project: Presence: Fixing culture starts with your calendar, not your office Kursat Orenc is a product designer who he teaches at Stanford university, He teaches on the subject that we can all learn from which is the idea that culture can be designed. The specific tool he uses to design culture is the creation of workplace rituals.  Kursat's Substack newsletter Kursat's first book is here and the second, on virtual meetings is here. The reading list for Kursat's course is here Kursat’s book includes the suggestions that: ‘The rituals in our life show what we care about’. Critically then creating rituals demonstrate what our culture values. Kursat gives five use cases for rituals:  For change Creativity Performance Conflict Community If you like this episode you'll also like the episode that accompanies it - which goes into depth about specific rituals that companies have used. Listen to that episode here. A full transcript of the episode is at the website. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

This episode is part of the Presence project: Presence: Fixing culture starts with your calendar, not your office Claudia Wallace talks about Crisp Thursday (Connection) Andy Puleston talks about Pizza Meetings (Connection) and Leaving Speeches (Change) Dan Pink talks about Friday Night Experiments (Creativity) Biz Stone talks about Hack Week at Twitter (Creativity) Dr Heidi Edmondson talks about Ten at Ten (Performance) Heidi has a wonderful new book out - Darkness in the City of Light You can also hear the original episodes that each of these extracts came from by click the links above. I have to say that those whole episodes are worth revising. For example, Andy Puleston talks about how effective the culture was at Radio 1 when it was a series of d tribes and he articulates the role that buildings play in shaping cultures. Each episode teaches something special. Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

Flow is the state of being in which people become so immersed in the joy of their work or activity “that nothing else seems to matter.” Presence is to be in a flow state of connection with others. Here’s the last discussion about the Happiness Track Sign up for the newsletter Emma’s new book Sovereign HBR: The Best Leaders Have a Contagious Positive Energy HBR: Proof That Positive Work Cultures Are More Productive Today is the first of series of podcasts about an idea that needs more consideration in our workplaces. The idea of presence. Emma Seppala is a psychologist and lecturer at the Yale School of Management – she also runs the Women’s Leadership program there. I first spoke to Emma about 6 years ago when I came across her book the Happiness Track. The hypothesis of that book was in many ways the sweet spot of this podcast: the notion that if you make workers happy then they do their better work. Emma had a new book out this week called Sovereign and it felt like a great reason to have a new conversation.  The conversation leads into the next block of podcasts which are all about the idea of presence. Over the last 4 years we’ve seen discourse from CEOs about wanting workers back in the office but in many ways they’re putting things the wrong way wrong. A lot of us find ourselves making our way into work and sitting on video calls all day. Or having headphones on because its so noisy. We got home at the end of the day thinking ‘what was the point of that’.  When bosses say they want us to be present in the office, what they actually describe is something different. They talk us interacting, having ideas, watercooler moments. Bosses say they want us to be present in the office, but what they really want is presence, for us to be in each others company. For me presence is related to flow Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.

To receive the newsletter and the forthcoming Presence project here Today’s top episode goes to the heart of an issue that a lot of people raise with me. They say ‘where do you start when changing a culture’. To some extent it’s what the episode about the hospital trust in Barking was about, going in and changing the culture of a huge organisation. I saw one of today’s guests Darren Ashby speak at an event - talking through the specifics of how his company Business Four Zero tried to change the culture of Tesco. Business Four Zero are one of a group of organisations who work with leaders to change company culture. I know there’s a few of these firms. I attended a dazzling event by one firm called Scarlett Abbot in this field about a month ago.  Darren is ed by Atif Sheikh as they talk through the specifics of what they did with firms like Electronic Arts, Aviva and Tesco. They’ve turned some of their work into a book which you can buy here. Some of the things that stood out for me: What’s the number one thing you look for in a high performing culture? How internal are they? How much time are they spending on themselves vs the outside world? Only 28% of workers say they are connected to purpose Culture is what are you committed to as group - emotional commitment of what you want to create Values - before you define your values know that there are 6 core values shared amongst everyone (sometimes called the 6 Pillars of Character - Trust, respect, responsibility, fairness, caring and citizenship). These should not be your differentiator. These are universal basic expectations. You need to define something differentiating Leaders' role is to bring energy: Satya Nadella told Microsoft’s execs: ‘find the rose petals in the field of sh*t’ So how do you elevate a culture? They introduce 2 or 3 critical behaviours that elevate a culture Might be ‘be kinder’ And they build a process of how you might enact those behaviours For example Intercontinental Hotel Group Had switched from being a hotel owner to a franchise business CEO needed to remove silos What did they need? Too many people in the business didn’t understand how they made money - it made spending decisions hard. So they focussed on ‘think return’ Additionally it had become complacent, so they decided to ‘move fast’ Finally they agreed to ‘talk straight’ with each other Become a member at https://plus.acast.com/s/eatsleepworkrepeat. Hosted on Acast. See acast.com/privacy for more information.