Value Through Vulnerability

“The whole dynamic of the workforce I was in (corporate) did not have this connection and that people mattered” – 01.20 -  “It’s not just having a job, its contributing to something that matters and when we have that meaning attached to how we contribute, there is a different impact and energy that we can create” – 02.15 -  “Action circles are about moving from insight to impact no matter what that is for you” – 06.50 - “We get to better, together” – 10.30 - “How do we get to connection if we don’t go through vulnerability?” – 11.30 -  “Getting back to who we authentically are rather than who we think we need to be or who others may want us to be. How do we remove the layers of life to get back to who we have always been” – 14.35 - “I get curious about what we are not hearing rather than what we are” – 25.50 - “What if we are all perfectly abnormal?” – 34.35  Brian can be contacted via the following means: LinkedIn - https://www.linkedin.com/in/briankellyleadershipcoaching/ Web - https://

This was the first recorded truly hue-man conversation that has been created by myself and HumansFirst founder Mike Vacanti as we seek to develop regular, sustainable conversations around intentional inclusion by design, especially around systemic challenges such as that around race. - “What bothers me a lot is that I hear, in business in particular, ‘we are rational decision makers.’ If that were the case, there would be no need for diversity quotas, no need for quotas around women, none of that stuff would exist. Let’s get real, get honest and get truthful into what are we really doing to insert bias into our decision-making and how can we collectively design things better so we remove it” - 04.45 Dawna - “Inherent in coping with complexity is the requirement for diversity, diversity of perspectives, diversity of world view at a global level, and putting all the pixels of the picture into the environment” – 06.50 Dawna - “Recognise that we need everybody’s views together, divergent as they are, so we can c

Imran and Najib can be contacted via the following means:  Imran bio: Imran Rehman is an organisation and performance specialist, with an expertise in measuring and developing high performance.   Based in Vienna, Imran is a leadership coach as well as co-founder of Kokoro, an intuitive app to measure emotions in teams, in real-time.     CONTACT METHOD  You can follow and connect with Imran via:  Twitter: @ImsRehman  LinkedIn: https://www.linkedin.com/in/imranrehman/  Website: https://bekokoro.com/  Najib bio: Najib Rehman has worked and connected with people and teams in the data and analytics healthcare space in big and small companies for the best part of 2 decades, covering commercial operations, R&D and supply logistics around the world. Currently hanging out with his kids, riding bikes, baking bread and occasionally home schooling! Contact details: https://www.linkedin.com/in/najib-rehman-54011412/ - najib.rehman@farmatrust.com  You can also find out

“Having the human at the centre of everything, for me, is the only way to go forward” -02.55 Deborah -  “Change out of necessity is good, change out of responsibility and accountability is better” – 16.25 - Rhys  “Does it really how to take that long to change? What if you just get the right people in the room and start from the beginning” – 28.00  Deborah Deborah and Rhys can be contacted via the following means: Deborah  - https://www.linkedin.com/in/theleadershiptrainer/ Rhys - https://www.linkedin.com/in/rhysthomastruself/ Deorah bio: Leadership facilitator and Champion for High-Performing Cultures My vision in life is to serve others by empowering them to step into action and transform the way they show up for the benefit of themselves and others. My passion to serve others stems from my two fundamental values: Growth and Connectedness. I honour these by accompanying others on their (learning) journey and helping them connect their dots. Yet no-one operates in a bubble. Like someone s

- “I am trying to untether human spirit as it is in a cage quite often in organisations, locked down and restricted” – 02.30 Perry - “This is a perfect time to for us to leverage this opportunity to grow and grow quickly. DDOs are one of the few, if not the only, accelerated change methodologies that works well and at scale and it is done from love” – 05.50 Heather Heather and Perry can be contacted via the following means: You can find Perry online at www.pthr.co.uk or on Twitter (@PerryTimms) and his blog Medium.com/@PerryTimms. You can find Heather at https://www.linkedin.com/in/heatherwickmanphd/ and heather@untetheredconsulting.com Perry bio: Perry Timms is Founder and Chief Energy Officer (CEO) of PTHR, a global micro-consulting firm in HR, OD and Change plus an international and 2x TEDx speaker, advisor and award-winning writer on the future of work, HR & learning. Perry’s 2017 book Transformational HR was an Amazon.com Top 30 HR seller shortly after its release, and his second book The Energize

- “There is something wonderful about the quietness at the moment. I am actually feeling really positive about the future as we were in desperate need of some kind of shock, some kind of jolt. It is a pandemic pause and we need pandemic patience and passion. I know that the world can be a better place than it was” - “The challenge I believe (as we emerge post-crisis) is that we all have a different view of what that might be, and that is what we have to explore” - “You are not leading to control; you are leading to manage the music. There is a give and take, a questioning listening and questioning and contribution” - “As soon as I started thinking I will go wrong I went wrong” - “One of my dreams is to ask different groups ‘what is your imagined magic-wand future with no conditions to now or the past?’” – 39.10 Pauline can be contacted via the following means: LinkedIn - https://www.linkedin.com/in/paulinecrawford/ www.genderdynamicsdna.com www.missmagicalconversations.com www.corporateheartinternational.com

- “I was doing very well on paper, I had it all, had the cushy job making good money travelling the world, had all the perks that came along with it, but I just wasn’t happy with life, I wasn’t fulfilled with life, I felt like I was going through the motions” – 1.40 - “Today I help men in business not only transform their lives, but also their businesses as well” - 04.20 - “Men everywhere are looking for leadership.   When men step up that is when things will change” – 07.10 - “A lot of times men identify themselves with what they have, their position, their business and for a lot of men that has been wiped out and it has been wiped out overnight and that is testing who they truly are, their identity” – 16.50 - “My kids teach me a very tough lesson on occasion. They will ask do you care about your work more than you care about us?“ – 19.15 - “There are two parts to that. Initially, being able to get guys to drop their shield early on in the first couple of conversations is the toughest part. Later o

“There was a lot of surrender to what is, a need to refocus on the things that I could control like just showing up and to reframe the situation as I couldn’t change reality, but I can change my attitude to it” – 06.45  - “When you can't change what is happening around you, then the last power left to us is to choose our attitude (ref: Victor Frankl)” – 08.35  - “The beauty of curiosity is that it helps us be less attached to any particular outcome”  – 12.40 - “Think about what we want to carry forward. Which pieces of luggage can we put down and leave behind? What are the values that we really want to embody going forward, both individually and collectively“ – 14.15  - “I am curious about not just the abstract values, but the financial value that we put on things might get shaken up going forward and I hope that we take these opportunities and don’t go back to the same old, same old” - 21.20  - “I like the phrase; strong opinions, lightly held” – 25.55 -  “it is important to ha

I have written about the impact of people-centered design as follows: https://www.hrzone.com/perform/people/do-we-really-need-to-measure-the-roi-of-our-people HumansFirst rally talk -> https://vimeo.com/414682973 Brooke can be contacted via the following means: LinkedIn - https://www.linkedin.com/in/ozlemerol/ Twitter - https://twitter.com/BoErol1 You can also find out more about Garry as follows: Web – Sign up for updates at www.hexochangenow.com Email - garry.turner@hexochangenow.com LinkedIn - https://www.linkedin.com/in/garryturnerstrategicadvisor/ Clubhouse - @vulnerablegarry --- Send in a voice message: https://anchor.fm/valuevulnerability/message

Mike and I had a wonderful conversation with inclusion specialist Jo Lockwood. - “I decided about three and a bit years ago that I needed to make a change, so I not only made a change of career, I also took the opportunity to gender transition at the same point. I came out of that with a passion for inclusion, belonging and trying to make the world a better place” – 2.10 - “As I got to the world around the HR and D&I space, I realised that it is not just about me or people like me, it is about everybody. Everybody has a need for greater belonging, to create an environment where everybody can thrive. I have expanded my thinking to be inclusive of all people” – 3.10 - “Show your workings out. If you just show your answer and its wrong, you have no evidence of how you got there. Don’t just tell me what you think, tell me how you got to the point of what you think” – 28.30 - “Rather than have D&I as a bolt-on, I wanted to turn it on its head and put inclusion at the heart and everything else bolting int

I loved this conversation with Doug Kirkpatrick as we explore deeply human, self-management organisations and practices. - “Working with our founder (during 1980s) we had some reservations about the organisation structure because we had kind of defaulted to the traditional command and control organisational structure that every other company used” – 02.10 -  “We started collecting observations. One of the observations was that people drive into the parking lot, park their car and come into work. We realised that every one of these individuals is a manager already in his or her own personal life so every one of those individuals is making gigantic life-altering decisions on their own without a boss. Their deciding who to date, who to marry, what to do for a living whether to take out a mortgage or have kids or whatever” – 03.20 -  “I am adding zero value to this process, in fact it is negative value because there is an opportunity cost associated with the time and effort involved so he (managing par

“That organisation that did that work to shift to high performance flexibility, for the talent purposes, for the productivity reasons, for the leveraging of resources etc they are able to switch on a dime when they needed to in response to this crisis. I have heard this time and time again” - 21.25 “This man across the desk from me said ‘oh, I give my people flexibility and they stay with me forever, and it is all about good business.’ One of those moments where the angels sang, and everything stopped” – 02.30 Key invitations from Cali in advance: - Being clear about what the priorities are - Leveraging the technology, you already have - Effectively communicating and coordinating together - Helping your people be intentional - Leverage what you have learned from that on the other side “It (the current crisis) has got rid of these artificial barriers that we have put around these different parts of our lives. It opens up the door to realise we are all in this together, what’s your specialness that you are bri

A beautiful wide-ranging conversation was had today touching on bravery, vulnerability, leadership, culture, future of work, connection, growth and so much more.  Bio: Heather Younger is the best-selling author, international TEDx speaker on adversity, podcast host on leadership, facilitator and coach, she has earned her reputation as “The Employee Whisperer”. Her experiences as a CEO, entrepreneur, manager, attorney, writer, coach, listener, speaker, collaborator and mother all lend themselves to a laser-focused clarity into what makes employees of organizations and companies – large and small - tick. Heather has facilitated more than 150 communication style and leadership workshops, reaching +100 employers and their employees. Her motivation and philosophy have reached more than 20,000 attendees at her speaking engagements on large and small stages. Companies have charted their future course based on her leading more than 100 focus groups. In addition, she has helped companies see double-digit employe

During this solo episode, I share my experience of diagnosis, surgery and follow up of my testicular cancer journey, some of the lessons I have learned and my hopes for the future. The two articles referenced can be found as follows: https://www.bizcatalyst360.com/a-true-test-of-mind-over-matter/ https://www.bizcatalyst360.com/taking-my-own-advice/ You can also find out more about Garry as follows: Web – Sign up for updates at www.hexochangenow.com Email - garry.turner@hexochangenow.com LinkedIn - https://www.linkedin.com/in/garryturnerstrategicadvisor/ Clubhouse - @vulnerablegarry --- Send in a voice message: https://anchor.fm/valuevulnerability/message

“This experience will create more buying power for employees, a positive pressure on organisations that could be once leverage, if responded to you well” - Mark  “If it isn’t serving you, it is holding you back. If we don’t recognise that this is the time to let go of it, I am not sure when that will be” - Hilton  Mark's bio: Mark Edgar is a people-centric, strategic and innovative consultant, facilitator and coach with global experience developing and delivering impactful and business focused people strategies across a range of sectors. He has over 25 years’ experience building HR solutions across the broad HR agenda including transformational change, talent management, engagement and organizational effectiveness. Mark runs his own consulting Goat Rodeo Project designed to help organizations avoid train wrecks! He is the co-founder of future foHRward – a community for HR professionals to build their capabilities and confidence in leveraging the opportunities that come from the new world of work. He

Saki is a wonderful high-energy, people-centered human.  We meander through self-awareness, culture, navigating the current crisis, remote work and so much more.   - “The division I am working in is open to new ways of working, experimenting with ways of working and I love it as it brings people much closer together, it diminishes team boundaries artificial boundaries and in the end we all have a common call and need to work towards a common goal” – 04.05 - “What you are seeing right now is that we are all much more connected and need each other much more than we actually think. Nobody can operate on an island nowadays” – 05.05 - “I hate politics (at work) It makes you lose speed; it makes you focus on completely different stuff to execution” - 06.00 - “I think is boils down to self-awareness, knowing your own strengths and weaknesses” – 07.00 - “I am really hoping that this can be a reset for people. E.g if I was commuting 5 hours per day, now I can spend that 5 hours per day with my kids. I was m

- “This is a collective meditation (C-19 crisis) A taking away of all of the layers of how people have wanted us to see the world, how people have wanted to keep us in control, have wanted to maintain our tunnel vision. This has taken all those layers away” – 16.15 (Sam) - “It’s not just about the egoistic self, bottom line, finance and money, suddenly it becomes about humanity, the planet, how we are all together as one contributing for a better world” – 03.00 (Alex) - “It’s not about fighting people, it’s about fighting ideas. Ideas come up in people’s minds through conversations” – 10.35 (Sam) - “The focus is on not just public services, but basic services. The internet, supply chain for food etc” – 34.35 (Sam) - “Freedom to travel, being in contact - these little things we should be grateful for them” – 14.10 (Alex) - “Every individual can be a leverage point. Every individual needs to find their genius in order for them to be effective in fighting the war we need to fight, not against each other, but ag

I just loved this conversation with the inspiring Rina Goldenerg Lynch.  Pragmatic, hopeful and challenging of the status quo, Rina has offered some of the most inclusive insight around the inclusion agenda I have come across so far. - “I realised that a lot of people around me have lots and lots to offer, yet the organisation wasn’t equipped with identifying what that extra value was that the individuals have to offer, therefore were not able to tap into it” – 01.20 - “Every disaster, if you will, has a silver lining. It absolutely questions the structure and the process that we adhere to as humans today, as a society today, and that is hopefully what we are starting to question and recognise that there is so much more we could be doing to unleash the human” - 13.45 - “One of the things that I have learned is people are far more complicated than we give them credit for. We are so much deeper than we think we are” – 30.30 - “It is no longer enough to have the smartest person doing the job, if that smar

What a way for the first collaborative podcast to lift off. Mike Vacanti and I had the pleasure of hosting a conversation with Viisi co-founder Tom Van Der Lubbe.  We meandered across such a wide range of topics including culture, self-management, leadership, vulnerability, innovation, talent and so much more. Some of the key insights include: - “I wanted to become a diplomat, but I found out pretty quickly that I am not that diplomatic” – 01.40 - “We became entrepreneurs by accident after our subsidiary was closed down” – 02.20 - “We had more or less a recession scenario in place. We just had to take out our crisis scenario from the past” – 04.05 - “During normal times we always have a clear hierarchy. It starts with purpose. The business is not meant to maximise profit, but it should be a multi-stakeholder approach” – 05.50 - “On top of purpose, we want to change the financial sector. It should become more sustainable, more long-term orientated etc We always had a second purpose which was to create a

I enjoyed this really insightful and impactful conversation with Ian Braid, founder of DOCIAsport. We meandered through mental health, vulnerability, self-awareness and so much more with some of the key insights being: - “Who’s looking after the people looking after the people?” – 03.35 - “A lesson I had to learn the hard way was that duty of care belongs to the individual first and foremost” - 05.50 - “I’m making it up as I go along. When I set up DOCIA Sport I was still poorly. If I had set it up when I was well, I would have had a 5-year plan, umpteen KPIs, I’d have blinkers on. Because I didn’t have the blinkers on, I have had opportunities and met different people that I otherwise would not have met” – 08.35 - “I am (now) more self-aware and therefore feel that I can make better intuitive decisions, if it feels right” – 15.25 - “When you talk about your vulnerability it gives people, at worst, permission to themselves to think more deeply about their own stuff and at best to engage in a conversation” –